The Impact of Job Satisfaction On Employees' Performance: A Case Study of Al Hayat Company - Pepsi Employees In Erbil, Kurdistan Region-Iraq

Abstract

The main purpose of this study was to investigate the effect of job satisfaction on employees' performance: Case study of Al Hayat Company -PEPSI employees in Erbil, Kurdistan Region -Iraq. The method of this research is descriptive-survey, in terms of nature, it is applied and also in terms of time it is cross-sectional. The statistical population of this study consisted of most employees of this company in Erbil, with a sample size of 173. The sampling method was simple random. Data were collected using two standard questionnaires for job satisfaction and employee performance, which were confirmed by Cronbach's alpha coefficient and composite reliability coefficient of the questionnaires. The validity of the questionnaire was confirmed by convergent validity (confirmation of factor loadings and AVE value) and discriminate validity. Descriptive statistics and confirmatory factor analysis were used to analyze the data, and structural equation modeling technique in PLS software was used to investigate the model before testing the hypotheses, the outer model of the research, the internal model and the model overall were fitted with the appropriate indices. Finally, the results showed that job satisfaction has a positive and significant effect on the performance of employees of Al Hayat Company -PEPSI in Erbil. The results of the study indicate that managers need to focus more on their employees. In fact, employees are the most costly to the organization, but can contribute to the growth and profitability of the company in terms of performance.

The Mediation Mechanism Effect of Self-Efficacy and Achievement Motivation on Job Satisfaction: The Personality Perspective

“…The issue of job satisfaction has been the center of attention among academics, researchers, and practitioners because its existence is very important for organizations, especially educational organizations, including school organizations at the level of early childhood education. As shown by several studies in various organizations, industries, and country that job satisfaction proven significantly influences organizational commitment (Talasaz, Saadoldin, & Shakeri, 2017;Ćulibrk et al 2018;Yao, Qiu, & Wei, 2019), organizational citizenship behavior (Motalebi & Marşap, 2020;Moestain, Hamidah, & Kadir, 2020;Ramadhan, Saudi, & Yenni, 2018), productivity (Embuldeniya, 2017), and performance (Oravee, Zayum, & Kokona, 2018;Abdulkhaliq, & Mohammadali, 2019). Job satisfaction is a pleasurable emotional state resulting from the appraisal of one's job or job experiences, it represents how you feel about your job and what you think about your job (Colquitt, Lepine, & Wesson, 2015;Noe et al, 2015;McShane, & Von Glinow, 2015).…”

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country

“…Job satisfaction was described by Nduati and Wanyoike [ 37 ] as having positive and emotional views regarding one’s work. Job satisfaction, according to Abdulkhaliq and Mohammadali [ 38 ], is one of the elements of a professional viewpoint and might be useful in keeping managing employees. The amount of happiness a person experiences as a result of their work is referred to as their level of job satisfaction [ 39 ].…”

“…According to Sánchez and Puente [ 67 ], personality, culture, and demographic traits are all personal traits that have no bearing on job satisfaction. According to Abdulkhaliq and Mohammadali [ 38 ], having children, a marriage, and academic credentials can all affect work satisfaction. Nguyen et al [ 68 ] found that there is no discernible relationship between satisfaction and any of the control factors, such as age, gender, or educational attainment.…”

Peran Kepuasan Kerja Memediasi Motivasi Kerja Terhadap Kinerja Karyawan Pt. Bank Rakyat Indonesia (Persero) TBK

“…Semakin tepat posisi kerja serta tugas yang diberikan, semakin baik serta tepat waktu pembayaran gaji serta tunjangan kinerja yang diterima, serta semakin luas peluang yang didapatkan dalam rangka meningkatkan kualitas diri dapat memperbaiki kinerja pegawai, baik secara kuantitas maupun kualitas. Penelitian yang dilakukan oleh (Subagja, 2020) menyatakan bahwa kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, serupa dengan penelitian sebelumnya yang dilakukan oleh (Abdulkhaliq & Mohammadali, 2019) (Ratnasari & Sutjahjo, 2020) (Rosita & Yuniati, 2016) dimana hasil penelitian tersebut kepuasan kerja mempunyai pengaruh positif signifikan pada kinerja karyawan, yang artinya meningkatnya kepuasan kerja akan meningkatkan kinerja karyawan. H3: Kepuasan kerja mempunyai pengaruh positif dan signifikan pada kinerja karyawan Motivasi mempunyai pengaruh pada perbaikan kinerja secara berkelanjutan dengan kepuasan kerja terlebih dahulu, pegawai yang mempunyai motivasi serta kepuasan kerja yang tinggi, cenderung memiliki kinerja yang baik pada organisasi.…”