The purpose of this study is to scrutinize the impact of job satisfaction and job dissatisfaction on employees' performance in Meezan bank limited (MBL) and National bank limited (NBL). Seven point Likert scale is used for survey purpose. Reliability test, Pearson correlation, Analysis Of Variance (ANOVA), t testand multiple regression techniques are used for data analysis. The results have shown that job satisfaction is positively effects on employees' performance and job dissatisfaction is negatively effects on employees' performance. Job satisfaction factors boosts the staff performance of Meezan Bank Limited and National Bank Limited that ultimately increase reputation of their organizations as well as help in economic growth.

This study determine the impact of Herzberg two-factor theory on employees of Rafhan industry. The current paper applies Herzberg two-factor theory for improving the employees' performance. Seven point Likert scale is used for survey purpose. Descriptive statistics, Reliability test, Pearson correlation, Analysis Of Variance (ANOVA), t test and multiple regression techniques are used for data analysis. Convenience non-probability sampling and random probability sampling are applied in this study. The results have shown that motivators (advancement, achievement, work itself, recognition and growth) and hygiene factors (company policy, work security, relationship with supervision, working condition, money and relationship with peers) of Herzberg two-factor theory are positively effects on employees' performance. This study provide much knowledge about Herzberg theory that create benefits to individual as well as for organization. This study suggested that motivators (advancement, achievement, work itself, recognition and growth) and hygiene factors (company policy, work security, relationship with supervision, working condition, money and relationship with peers) should be employed in Rafhan industry properly.

The research is conducted to investigate and analyse the impact of employee turnover on organizational effectiveness and employee performance, this study also highlights those factors which makes the employees less comfortable in DS Motors (Unique) Hyderabad Pakistan and provide possible solutions to reduce employee turnover. In this study we examine the increasing ratio of employee’s turnover in DS Motors (Unique) that observed in the last couple of years. High rate of employee turnover negatively affects the organizational efficiency and decreases the productivity of the organization. The cooperative sampling strategy was used to select the participants/respondents. Self-administered survey questionnaires were distributed among 166 employees of DS Motors from which 135 were returned in a useful condition. SPSS (version 20.0) was utilized for statistical data analysis. The study findings suggest that salary is one of the reasons of employee turnover in DS Motors. The results of the study highlight that increasing rate of employee turnover increased workload to present employees of the organization. The evidences found in this study also highlights that high employee turnover reduce the productivity and quality of the product produced in the organization. The findings also highlight that employee turnover may cause customer dissatisfaction and disrupts the delivery of the products and reduce service provisions. Other findings suggested that poor and unhealthy working conditions and lack of advancement opportunities increase employee turnover in the organization. The recommendations highlighted in this study that top management must provide competitive remuneration to the employees of the organization and need to create career development opportunities and develop a communication network between employees and management of the organization. This study concludes with the future direction of the research.

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The purpose of present study is to examine the effects of external motivational factors on employees. Current study is employed Herzberg’s two-factor theory to investigate the effects of extrinsic factors on employees’ performance.in food and textile industries of Sindh, Pakistan. Seven point Likert scale is used for survey purpose. Reliability test is conducted for knowing the internal consistency of extrinsic factors as independent variables and employees’ performance as dependent variable. Pearson correlation, Analysis Of Variance (ANOVA), t test and multiple regression techniques are employed for data analysis.The results found that all extrinsic factors have positive and significant effects on employees. This study provides good amount of knowledge on the importance of extrinsic factors for improving the employees’ performance.