Antecedents of job satisfaction: A study of telecom sector

Abstract

This study is based on the assumption that "a happy worker is a productive worker". The research was conducted to identify the significance of those factors that lead towards job satisfaction and commitment of employees working in the telecom sector of Pakistan. The associations among pay and benefits, performance appraisal system, career development and management, supervision and collegiality and open communication (independent variables) were investigated with job satisfaction (dependent variable). The relationship between job satisfaction (dependent variable) and job commitment (outcome) was also hypothesized. Through questionnaire survey responses from 221 employees working at managerial and non-managerial positions were collected, which showed the significant association of supervision and collegiality and open communication on job satisfaction. Furthermore, job satisfaction was also found highly correlated and dependent upon job commitment. Managerial implications and conclusions are presented based upon these results.

Job Satisfaction in Trade Sector: Evidence from the Retailers in the Largest Supermarkets of the Western Balkans

“…The latest research (Riaz & Ramay, 2010;Baruch-Feldman et al, 2002) confirms these theses and indicates that satisfied employees are more devoted to job and more productive. The degree of correlation between job satisfaction and employees' productivity is 0.758 (Riaz & Ramay, 2010).…”

“…The major issue with job satisfaction, identified by the authors (Aristovnik & Jaklič, 2013;Riaz & Ramay, 2010;Kim, 2002;Bernhardt et al, 2000), is imprecise definition of indicators that determine job satisfaction. This is particularly evident in the Western Balkans, where very few studies tackled this issue, and almost no studies dealt with job satisfaction in the retail sector.…”

The Impact of Human Resource Practices on Employee Commitment and Employee Retention in Telecom Sector of Pakistan: Exploring the Mediating Role of Employee Loyalty

“…al (2012). According to Riaz & Ramay (2010) job satisfaction is the employee's positive attitude towards a job and performance appraisal leads to career development which ultimately leads to job satisfaction. Similarly Yasminet (2012) concluded that HR systems impact the organization's performance and one of the key factors for the growth of telecom sector.…”

Business Process Reengineering in a Volatility, Uncertainty, Complexity, Ambiguity, and Disruptive (VUCAD) Landscape

“…Human resources are valuable in the organizations; however, recently, organizational failure was linked with human resources. Telecommunication companies thrive to counter human resources related problems such as high attrition rates, expensive talent acquisition and management program in the telecom sector, customer dissatisfaction and switching [55,56], access management and connectivity [57], human resources productivity turn-over [58], wastage of time and other resources to loss of effective and efficient employee [58,59] and failure to imbibe the culture of a "happy worker is a productive worker" [60,61].…”