Job Satisfaction: the Role of Manager and Attitude of Employee. a Study Pakistani Culture Work-Setting.
Paper no. 13 JOB SATISFACTION: THE ROLE OF MANAGER AND ATTITUDE OF EMPLOYEE. A STUDY PAKISTANI CULTURE WORK-SETTING.
Jamshed Adil Halepota Jamshed.Halepota@brunel.ac.uk
ABSTRACT
There seems general agreement that job satisfaction has obtained an established position in the literature of industrial and organizational psychology (King and et al 1982; Maanen and Katz 1976). Since decades significant amount of research has been published every year in repute journals. Quinn (1985) reported that more than 5000 articles had been published on Job Satisfaction. Yet, the concept of job satisfaction is still worth exploring and controversial (Bell and Weaver 1987). Locke (1983) commented that much of the literature is inconclusive in nature and debatable.
A large number of studies have examined several factors of job attributes and the role of manager related to job satisfaction at workplace for example; Pellegrini and Scandura 2006; Ascigil 2004; Griffin and et al 2001; Ross 1999; Rodwell et al 1998; Morley & Heraty, 1995; Hackman & Oldham 1980. However, little research has been conducted to investigate the impact of individual difference and personality dimensions on job satisfaction Probst and Lawler 2006; Nelson and LeRouge 2001. One study conducted by Syed (1990) surveyed employee perceptions and job satisfaction before and after the introduction of Computer in banking industry in Pakistan. He suggests that employees are free of stress and experienced greater satisfaction at workplace.
After taking a careful review of literature it appears that most of the research has been conducted in US and developed nations (Deci and et al 2001) little research has been
1
conducted to investigate job attributes, role of manager and impact of personality dimensions on job satisfaction in the organizations based in Pakistan.
Therefore, this proposed research work intends to study what role of personality dimensions of an individual employee could play at
Jamshed Adil Halepota Jamshed.Halepota@brunel.ac.uk
ABSTRACT
There seems general agreement that job satisfaction has obtained an established position in the literature of industrial and organizational psychology (King and et al 1982; Maanen and Katz 1976). Since decades significant amount of research has been published every year in repute journals. Quinn (1985) reported that more than 5000 articles had been published on Job Satisfaction. Yet, the concept of job satisfaction is still worth exploring and controversial (Bell and Weaver 1987). Locke (1983) commented that much of the literature is inconclusive in nature and debatable.
A large number of studies have examined several factors of job attributes and the role of manager related to job satisfaction at workplace for example; Pellegrini and Scandura 2006; Ascigil 2004; Griffin and et al 2001; Ross 1999; Rodwell et al 1998; Morley & Heraty, 1995; Hackman & Oldham 1980. However, little research has been conducted to investigate the impact of individual difference and personality dimensions on job satisfaction Probst and Lawler 2006; Nelson and LeRouge 2001. One study conducted by Syed (1990) surveyed employee perceptions and job satisfaction before and after the introduction of Computer in banking industry in Pakistan. He suggests that employees are free of stress and experienced greater satisfaction at workplace.
After taking a careful review of literature it appears that most of the research has been conducted in US and developed nations (Deci and et al 2001) little research has been
1
conducted to investigate job attributes, role of manager and impact of personality dimensions on job satisfaction in the organizations based in Pakistan.
Therefore, this proposed research work intends to study what role of personality dimensions of an individual employee could play at