1.1 Background of the study
Job satisfaction is one criterion for establishing the strength of an organization; description effective services largely depends on the human source (Fitzgerald et al., 1994) and job satisfaction experienced by employees will affect the quality of service they render. The job satisfaction is look on their job performance. Job satisfaction has been defined as a positive emotional state resulting from the pleasure a worker derives from the job and as the affective and cognitive attitudes held by an employee about various aspects of their work.
Kolej Poly Tech Mara Kuala Lumpur have an employee’s which of academic staff and non academic staff. An academic staff is usually a lecturer however non academic staff is staff works in the KPTMKL as management of the students and lecturer. The staff in the KPTMKL works by department and courses. There must have job satisfaction when working on the friend, supervisor, manager or others. There have been numerous studies into job satisfaction which explore the impact of demographic characteristics such as age, gender, tenure, and education.
The relationship between job satisfaction and performance is still open to question; it would be risky to assume that high job satisfaction leads to high performance, or that high performers are satisfied with their jobs. Most of the past researches on job satisfaction were less interest in examining academics as subject of study. However, in recent years, a clear increase has been observed in the number of studies related to the job satisfaction among academics. One probable reason for this trend is the reality that higher education institutes are labor intensive sector and their budgets are predominantly devoted to personnel and their effectiveness is largely dependent on their employees in KPTMKL.
1.2 Statement of the problem
1. If an employee is not satisfied with the job there chances for absenteeism, lower productivity, committing of mistakes, diverting energy for different types of conflict keeping this thing in view all organizations.
- An employee who is paid well, has job security, has good relationships with co-workers and the supervisor and is given challenging duties for which he is accountable will be motivated. They include salary, job security, working conditions, status, company procedures, quality of technical supervision, and quality of interpersonal relations among peers, superiors, and subordinates.
- A satisfied need ceases to motivate. For example, when a person decides that he or she is earning enough pay for contributing to the organization, money loses its power to motivate. Many of employees to choose and change benefits over time, these firms let employees meet their changing needs.
- Unsatisfied need can cause frustration, conflict, and stress. From a managerial perspective, unsatisfied needs are dangerous because they may lead to undesirable performance outcomes.
2. The organization...