IntroductionThe article’s context is in companies situated in Rawalpindi, Pakistan. The article entitled Impact of Job Satisfaction and Organizational Commitment on Employee Performance, Evidence from Pakistan was authored by Javeria Ashfaq Qureshi; Khansa Hayat; Mehwish Ali; and Nowheen Sarwat, who are all MS (Human Resource Management) scholars at Riphah International University, Islamabad in Pakistan. The article’s topic is beneficial as it explores the effect of work fulfillment and organizational dedication on worker’s performance. Here, the study attempts to illuminate on some of the factors that decrease or increase the organizational dedicational and how these factors impact on worker performance.
It also illuminates on the connection between two variables organizational dedication and job satisfaction. Hence, the article is convenient in that it addressed serious matters related to the country’s economy. This is because employee’s job satisfaction determines their productivity, which in turn, affects the country’s economic status. Besides, the article uses suitable research design, methodology, and procedures in order to achieve the target results. SummaryAccording to Qureshi, Hayat, Ali, and Sarwat (2011, pp. 642-654), job satisfaction entails a positive feeling on the work.
This implies that the most satisfied employees are those that are happy with their jobs. The authors further argue that there are several factors that affect employees’ job satisfaction, and these variables have an effect on the work fulfillment pay, benefits, promotions, working conditions, coworkers, safety, supervisors, growth opportunities, and organizational culture. The authors say that the factors described above are vital in the determination of the employees’ satisfaction. In addition, they mention employee attitude as a determinant factors for employees’ work fulfillment. With reference to Judge and Sari (2004, pp.
376-407), authors demonstrate that worker attitude is highly significant for the organization’s effectiveness. Here, they explain that there are extrinsic and intrinsic factors influencing employee attitude. Qureshi, Hayat, Ali, and Sarwat (2011, pp. 642-654) say that dissatisfied employees are unlikely to perform well in their workplaces as compared to the satisfied ones. In addition, Qureshi, Hayat, Ali, and Sarwat (2011, pp. 642-654) defined organizational commitment as a feeling of accountability, which a worker has on the organization’s mission. Furthermore, they also say that organization commitment entails emotional attachment to the firm’s on how workers are devoted to the company.
The authors indicate that there are numerous factors that influence organizational devotion by employees, and that organizational commitment affects the employees’ effectiveness in the business (Yaqueeb & Abbas 2009, pp. 269-292). In terms of the employee performance, Qureshi, Hayat, Ali, and Sarwat (2011, pp. 642-654) explain it as an achievement of a particular duty measured against predetermined principles of cost, accuracy, completeness, and speed. Some of the job satisfaction indicators include high socioeconomic status; use of advanced technology for workplace communication; younger employees; permanent and full-time workers; workers in bigger firms; and workers in foreign-owned businesses.
Moreover, Qureshi, Hayat, Ali, and Sarwat (2011, pp. 642-654) demonstrate that labor force flexibility with worker performance and claims that flexible labor force systems are associated with job satisfaction globally. According to the authors, performance involves the capability to perform efficiently in one’s job, and needs one to possess and comprehend a full and updated work description for the position. This also requires a complete understanding of work performance conditions and standards that one is required to have.
Situational (environmental) factors and personal (demographics) factors are some of the factors that influence worker performance and job satisfaction. Additionally, Qureshi, Hayat, Ali, and Sarwat (2011, pp. 642-654) note that the link between the employee performance and leadership, and that emotional intelligence vital for worker employee. Notably, workers only perform effectively and accomplish the desired outcomes when they fully understand their roles and responsibilities in their jobs.