Literature Review Of Employee Satisfaction

This has examined the multidimensionality of motivation from the existing literature and present a conceptual framework based on it, and it is experienced that various motivation techniques (discussed in this study) are having a positive impact on both employee satisfaction and the quality of performance in the organization; however, the model needs to be validated using quantitative measures.

In order to study the various issues highlighted in this paper related to employee motivation, a large body of literature mainly from different journals have been incorporated.

Once all the issues have been identified, each issue is used as a keyword to search the relevant literature.

To make the study more current only those studies are included which are published in the last two decades, while priority is given to studies which are published in the last decade.

So, management personnel’s responsibility to motivate their employees to work as per the expectation to enhance the organization’s performance.

Similarly Dysvik and Kuvaas () concluded that intrinsic motivation was the strongest predictor of turnover intention and relationship between mastery-approach goals and turnover intention was only positive for employees, low in intrinsic motivation.

For reason, monetary incentive motivate employees and enhance commitment in work performance, and psychologically satisfy a person and leads to job satisfaction, and shape the behavior or outlook of subordinate toward work in the organization.) job rotation provides benefits to both workers and management in an organization and prevents musculoskeletal disorders, cast out fatigue and increases job satisfaction and morale.

As a result, job transfer gives the opportunity to learn multiple skills and outlooks to the workers.

The only thing organization needs to do is to give employees with ample resources and platform to do.

As per Kuo () a successful organization must combine the strengths and motivations of internal employees and respond to external changes and demands promptly to show the organization’s value.

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