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The AFTEREFFECT OF Work Inspiration On Job Satisfaction

This study makes an attempt to develop the effect of work motivation on job satisfaction on two big mobile telecom organizations zong and ufone. The questionnaire originated to gauge the relationship of work desire and job satisfaction. Total number of observations was sixty and the mean for JS and WK was 3. 53 and 3. 99 respectively. ANOVA result was 0. 042 that was not a substantial level for the model that was decided on. It can be concluded that, there should be some other parameters that are intervening inside our model and making contribution at a substantial level. Thus the model has not attained the good level of significant and could not be utilized for further research. As p-value was less then. 05 so that it can be said that the variables chosen for the study was not highly significant. Researcher also found that overall the employees were peaceful satisfied with their jobs and also have their fascination with their job. More than average employees were motivated to be employed by the organization. Some of employees think that they aren't on their real path and often feel over worked well.

There are many reports on job satisfaction, and work desire around the world but you can find scarcity of this work in the local environment. Many research workers are agreed on the influences that job satisfaction would depend on the task motivation. In previous papers, researchers defined each variable also to some extent about the partnership between, work drive, and job satisfaction.

While adding a glance on the organizations around us, we will get that the main challenge for the companies is to improve the staff performance by employing different strategies. These strategies include settlement to employees, drive, rewards and bonuses or team empowerment. Job satisfaction makes the employees more attentive and worried for the organization. The private organizations also take necessary actions to enhance the employee's performance with the duration of time therefore the individual resource management departments in organizations play a essential role to operate a vehicle the business in a certain way. If an organization have a good HRM system, therefore it's possible to produce more devotion, commitment, and determination to spend additional work for the organization's targets (Pfeffer, J, 1994).

Considering all the factors, job satisfaction will be achieved, when the staff will be determined to do work, and there are certain factors which affect on work determination such as efficiency, production, absenteeism, turnover rates, and goal to quit (Baron, 1986; Maghradi, 1999).

Motivation could be described as a driving pressure that makes people willingly want to set up their best in what they are doing. The idea of motivation is that there is no need to induce or threaten visitors to work harder, as such force or menace may very well be ineffective in the long run. Rather, it is best that people should be encouraged as it is presumed that the generating push which results from drive will compel visitors to put in their best out of determination rather than out of drive or threat. Inspiration is thought to lead to an increase in employees' work performance. That in turn leads to a rise in overall organizational output levels. Furthermore, motivation is said to improve employee job satisfaction.

Rationale for the study

The rationale for this study was the essential psychology of the human being brain about job satisfaction a person encouraged to do a task or employment will be having more satisfaction from that activity or work. Second, the query to solve that why is a worker a satisfied employee in an business. The more the satisfied employees, the bigger is the organizational performance.

Problem statement

Researchers have examined that we now have many factors that can effect the work satisfaction of the employees; work inspiration is one of the factors. Our review will cover the impact of drive face to face satisfaction.

Objectives of research study

The main purpose of this research is to identify the partnership among the work desire and job satisfaction.

The classification of aims will be as under:

Determine the amount of desire of employees.

Determine the amount of job satisfaction of employees.

Analyze the result of work inspiration on job satisfaction.

Significance of Study

The research is based on the human resource management practice that is determination. It is a deliberated undeniable fact that inside our country, hardly any researchers are working in this field, so we have chooses this area for our research that would be ideal for further research and exploration of new ideas in this field. It will also provide an insight into the idea that how job satisfaction can be enhances within the organizations. In developing countries like Pakistan, it is required to work on such areas that can be developed to increase the production of employees and thus of the organizations as well.


The research will be delimited to telecommunication service organizations in Islamabad.

Review of Literature

Job Satisfaction

Job satisfaction has remained a remarkable part of discussion in neuro-scientific management, mindset and especially in organizational tendencies and human reference management, for an extended period. Many economists have paid attention and inclination towards this subject matter lately (Kosteas, 2009). According to Ramayah, Jantan, and Tadisina (2001), Job satisfaction points out how employees are buoyant to come quickly to work and how they get enforced to perform their jobs. What exactly are the things who make happy a worker on doing work rather than to leave the job? Other experts narrate job satisfaction being the result of the worker's appraisal of extent to which the work environment fulfillment the individuals needs (Dawis & Lofquist 1984). Matching to Locke (1969), job satisfaction is circumstances of psychological gladness, results from the success of the goals that you get through carrying out his part of contribution in a organization.

Rao (2005) in his research reviewed that satisfaction at the job for a person operates as a desire to work. It is not the home satisfaction, pleasure or self-contentment however the satisfaction of the job. It's the combination of mental health & environmental circumstances that impact the person for his satisfaction with the work (Khan 2006). Thus Aswathappa (2003) mentioned about the determinants of job satisfaction as it said that the wage payment and economic rewards are the two determinants. Different organizations make use of different wage system and other rewards. The organizations pay wages and salaries along with incentives, perquisites, and non-monetary benefits.

Velnampy (2008), in his analysis on job attitude and employees performance figured job satisfaction includes positive influence on the performance of the employees as it boosts job involvement and the bigger performance also makes people feel more satisfied and committed to the organization. The satisfaction and performance of the staff works in a pattern and are interdependent. Job satisfaction and engagement of the employee leads him to have high degrees of performance.

Shahu & Gole (2008), in his empirical research of effect of Job satisfaction on Performance, they figured the job satisfaction factor is not been considered in mind by the firms and companies need to build up strategies so that their workers can show superior performance. Performance level decreases with lower level satisfaction scores. There must be some awareness programs, regarding the strain & satisfaction level in the companies. It can help organizations to comprehend the benefits of stress knowledge in relation to satisfaction and goal accomplishment on the market.

Shah & Shah (2008), in his review of "job satisfaction and fatigue factors" found the negative romantic relationship between the fatigue and satisfaction from the job. The fatigue has found as negative predictor of Job Satisfaction. The analysis clearly indicates the several issues for Call Centre employees in the context of Indian economy in which the researcher said that there are various factors leading to dissatisfaction that are "face to face" and "off the work". It is also been mentioned in the analysis that if fatigue get minimized, job satisfaction can be better by various ground breaking and motivating strategies.

Work Motivation

Luthans (1998) asserts that determination is the process that arouses, energizes, directs, and sustains patterns and performance. That is, it's the process of revitalizing visitors to action and to achieve a desired process. One way of revitalizing people is to hire effective motivation, making workers more satisfied with and focused on their careers.

Intrinsic drive, however, can be defined as the motivation to execute an activity for this, in order to see the pleasure and satisfaction inherent in the activity (Deci, Connell, & Ryan, 1989). Relating to cognitive analysis theory and self-determination theory (Gagne & Deci, 2005), rewards that are interpreted as information about one's competence and gratify individuals' need for autonomy, will enhance intrinsic motivation.

Simon (1997, p. 276) argued in his research work, why does the inspiration required? The fundamental challenge of all companies is to encourage their workers to benefit the organizational goals, whereas Pfeffer (1998) has argued in his research that in the long run, the success may be accomplished by those companies that use to control their employees; creating significant work and having satisfied employees, taking both side by side is the way to organizational effectiveness.

Frey (1997) proved that extrinsic rewards, like economic benefits may communicate adversely with the intrinsic work inspiration. It offers just seen that there is crucially dependence of intrinsic determination on the extrinsic incentives.

Wright and Pandey (2005) described in their work that mental attachment and loyalty is one of the most important factors of employee determination that binds the employee to adhere to the organization, many other benefits from the company are also part of drive.

Allen & Meyer (1990) have attempted to answer the question that is; how an organization can analyze that whether it's keeping its employees happy, encouraged and devoted to the business? There is absolutely no pet answer as the task determination is a counter effect of many factors associated with employees; how they interact with company and what views they have got about the business. Work inspiration can be assessed by the amount of feeling connection, commitments, and rewards in working in organization.

Horwitz et al (2003) forecasted that employees get high desire through challenging work place and support of the most notable management. When the employees are competitive and wish to accomplish work with full efficiency as it will utilize almost all their capabilities, then challenging work is best motivator. Lots of the employees prefer to make relationships and thus need to contact increasingly more to the higher government bodies, so making more regular connections ensure they feel that these are been discovered and work with more motivation.

Locke and Latham (2004, p. 388) identified the work determination as results of both inside and exterior factors that power the staff to work more excitedly.

Bacon et al (1996), Deshpande and Golhar (1994), and Julien (1998) have pressured upon the actual fact that employees have the key position in maintaining a competitive border in the competitive market by way of a business.

Relation between Work Determination and Job Satisfaction

Gupta & Joshi (2008) reviewed about the relationship between your Job satisfaction and drive for the employees. Productivity in the work of a worker is result of satisfaction and productivity can be studied as indicator of satisfaction. Employees have to spend most of their time at work place and need satisfaction available.

Herzberg et al. 's (1959) has explained a romantic relationship between two variables as Job Satisfaction is the result of two varieties of factors, intrinsic and extrinsic factor; intrinsic factors appraised the job satisfaction and extrinsic factors cause dissatisfaction and decrease the degree of job satisfaction. The extrinsic factors were also known as as hygiene factors. According to Herzberg, the cleanliness factors results in the form of dissatisfaction and these were external or environmental features e. g. company coverage and administration, guidance, work conditions, salary and benefits. The intrinsic factors are also called satisfiers and motivators, included creative or challenging work, responsibility and advancement opportunities.

Kovach (1987) also tried out to identify the connection; the need to supply the basic necessities of life motivates most people which in exchange make the employees satisfied of their jobs. Whereas Brown (1996) examines that whenever an organization is having some satisfied or happy employees, chances are to acquire satisfied or happy customers. Brown said the staff satisfied and delightedness as a prerequisite of customer satisfaction. Thus Wagar (1998) explained that in the global market, you can achieve success when it has highly motivated, skilled, and satisfied labor force that can produce quality goods at low costs.


This analysis was conducted to test the next hypothesis:

H1: Staff Work Desire has immediate positive influence on Job Satisfaction

Research Methodology

Keeping at heart what analysts have talked about in their work with relation to the result of work drive on job satisfaction of staff, this paper is been designed and the study is been conducted to truly have a clear view of the partnership. In this paper, job satisfaction is been analyzed through the change in work motivation. A questionnaire was made to collect the mandatory data for motivation and satisfaction. Data will be analysed using descriptive information including mean, median and standard deviation. Regression Analysis will be carried out to study the effect of work desire on job satisfaction of employees.


The people of the analysis will be mobile telecom organizations and their employees in Islamabad. You can find five mobile telecom companies that are providing services of telecommunication with their customers.

Sample and Response Rate

The sample for this study was attracted from two organizations in the telecom sector. The test includes 30 employees; thirty questionnaires will be allocated in both organizations.

Description of the Instrumentation

Questionnaire - to get the response of employees regarding Work Determination and Job Satisfaction

Work Determination - the Separate Variable

Job Satisfaction - the Dependent Variable

Case - Employees


A changed questionnaire tagged Work Motivation, and Job Satisfaction Range (WMJSS) was used for the assortment of data on the analysis. The questionnaire was specifically designed to accomplish the objectives of the analysis. The first section accumulated information such as years, sex, qualification and, professional status. The second section contained the items, and was split into two parts.

Part1. This actions job satisfaction, including 7 questions. The item was used from Job satisfaction, Cook et al. (1981).

Part2. This procedures work motivation, including 8 questions. That was implemented from http://jinnahprojects. com, time: 3. 26am and time: 19th dec, 2009.

Both parts using a Likert scale which range from Strongly Agree= SA; Agree = A; Relatively agree = SWD; Relatively Disagree = SWD; and Highly Disagree = SD.

Pilot Testing

We have allocated our questionnaire to five employees of Zong and receive the response from them. We've modified the questionnaire appropriately and consulted other folks for assistance.


After getting opinions and the amendments in the questionnaire, we consulted a mature teacher and got his reasonable remarks about that. Thus the questionnaire is valid and reliable.

Theoretical Model

Job Satisfaction

Work Motivation

Independent Adjustable Dependent Variable

Data Collection

Convenient sampling was used to get data and two departments in Zong and two departments of Ufone were seen. In Zong, IT office and customer romance department were been under observation and in Ufone, marketing and customer relation department. Sample of thirty was been allocated and got responses from both corporation. Also verbal conversations were made to have conformity of the data collected. All the data collected is been edited by the researchers. There was high response rate as it was a convenient sampling and getting responses was quiet different from other sampling methods.

Data Analysis

The following statistical tools were executed to get the findings:

SPSS Inc 17. 0

MS-Excel 2003

The following methods have been used to identify the relationship:

Means and Standard Deviations will be determined, that will provide us a broader view of the data, how much people are satisfied or more to what extend the psychology of employees vary in a work environment. Regression Research will be carried out to determine the effect of impartial variables on based mostly variables.

Research findings

Data Representation

The frequency table of job satisfaction and work inspiration is exhibiting the spread data in an organization form.

The standard deviations are exhibiting the diversity of data which is indicating that there is a variety of opinions between the employees.

Analysis of variance implies that how much the model is valid and what's the importance of the model. On this research work, significance level is 0. 042 that's not a significant level for the model that was picked. It could be concluded that there must be some other factors that are intervening inside our model and making contribution at a substantial level. Thus the model hasn't attained the good degree of significant and could not be used for further research.

The p-value shows the significance of varying. As p-value is less then. 05 so it can be said that the variables chosen for the analysis are not highly significant. These results are outcome of the wrong model chosen. This study has made us know that there must be a check for the variables that certain use within a model. The worthiness of R square is too low that can be used for the relationship examination of the parameters. The worthiness of beta is displaying the positive relationship between the centered and independent factors but not a solid relationship. When there is some relation, that might be positive direct relationship.

The table shows the relationship between job satisfaction and work motivation


Overall the employees are noiseless content with their jobs and have their interest in their job.

More than average employees are encouraged to benefit the organization.

Some of employees think that they are not on their real path.

Many employees think that the organization hasn't fulfilled their assurances, what they do in start especially regarding Campaign.

There is positive romantic relationship between the desire and job satisfaction.

Employees often feel overworked.

Conclusions and Discussion


To boost the job satisfaction degree of the employees the company should focus mainly on the motivation and reward framework rather than the motivational procedure.

Ideal employees should concentrate on their job.

Educational qualification can be the factor of not an effective job.

Company should give advertising to those employees who deserve it.

For the analysts who want to do research on such parameters, must see the validity of the model and intervening factors that may have an impact on the relationship firmly.

Limitations of Study

However data is collected with full degree of our efforts, yet there continue to be some flaws in our research. While doing research, many problems is there to be encountered by the researcher. The primary difficulties that happen to be been experienced in assortment of data in this research are mentioned below:

Short time period: The period of time to carry out the study was short consequently which many facts have been kept unexplored.

Lack of resources: Lack of time and other resources as it had not been possible to conduct survey at large level.

Small no. of respondents: Only sixty employees have been chosen that was a small number, to represent whole of the populace.

Unwillingness of respondents: While collection of the data many consumers were unwilling to fill the questionnaire scheduled to lack of time. Respondents were having a sense of wastage of the time to them.

Small area for research: The region for review was limited to specific organizations that are very a tiny area to judge job satisfaction level.

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