Salary vs. Justice at Workplace and Their Impact on Job Satisfaction. Relation Between Job Satisfaction and Employee Performance.

Topics: Employment, Abuse, Bullying Pages: 6 (2202 words) Published: October 23, 2012
Research Proposal
Salary vs. Justice at workplace and their impact on job satisfaction. Relation between job satisfaction and employee performance.


The aim of this research is to find out whether the money or justice at a workplace play an important role in job satisfaction and also to conclude if job satisfaction causes different levels of employee performance. For this research it is proposed to make a survey among 150 people working at different industries. The survey questions are going to be posed in the simplest way and candidates will be briefed about the purpose of this survey, in order to achieve the best possible results and to avoid mistakes and misunderstandings. The research questions are as follows; which of the two factors; salary paid or justice at work place have a greater impact on job satisfaction? Does job satisfaction have an effect on levels of performance? It is estimated that the justice at a work place has a greater impact on job satisfaction in comparison to the salary received. It is also hypothesized that different levels of employees performance will be based on how satisfied they are from the job they are doing.

Salary vs. Justice at workplace and their impact on job satisfaction. Relation between job satisfaction and employee performance.

"The 1980s will seem like a walk in the park when compared to new global challenges, where annual productivity increases of 6% may not be enough. A combination of software, brains, and running harder will be needed to bring that percentage up to 8% or 9%." – Jack Welch

As the quote suggests, there is a big difference between businesses in the old times and at this current moment. Therefore we can conclude that the pressure on the workers has increased simultaneously with the goals set. The workplace today is diversified and it keeps changing constantly. People have a variety of choices when it comes to making a career. The relationship of employers and employees is no longer the same; the demands and expectations of both parties have changed as well. The new challenge that is faced by the management of any companies around the world is to create a workplace that would attract and keep the employee; therefore it requires a constant motivation and co-operation with the staff. The fact that most of the people in the world work for a reward which comes in a monetary shape is clear and well known. Yet it does not necessarily mean that the money is the most important factor that makes people work for certain companies or to stay motivated. The need of money might make people take on certain types of works, where they would not want to go for it if they knew they had other chances. Hence, in actual fact that is not due to their motivation or happiness. One of the theories of human motivation - ‘Money as a motivator theory’ is grounded on the belief that the need for money primarily motivates all workers (“Theories of Human,”2004) However a statement like that is true only partially, regardless of the fact that the most common answer would be the money is what people work for. “A simple pay raise, naturally not identified as part of the corporate culture, would be defined as an external motivator. Pay is expected, needed, and required - it is not necessarily an identifier of either corporate or personal identity” (Grossman, n.d., A brief pause section, para. 2) According to Grossman (2005) “Psychologists call money a ‘deficiency need’. Money motivates people only when they feel deficient in it - when they feel they do not have enough” (The Payoff section, para. 1). There are people like volunteers or monks who are able to carry on in their life, often to be seen much happier, despites the fact that they are not on a high financial level. Therefore money is not one of the factors affecting the productivity of employees in an organization. One of the most out of the ordinary, at the same time having a...

References: Bjorqvist et al., 1994 Björkqvist, Kaj. et al. (1994): Aggression among University employees.
Aggressive Behavior, 20, 173-184
Einarsen et al ., 2003 (last visited 02.07.2011)
Einarsen & Skogstad, 1996; Lewis, 1999 “The nature and causes of bullying at work.” Retrieved
from -among.html (last visited 02.07.2011)
Grossman, n.d., A brief pause section, paragraph 2 Retrieved from http://www.word (last visited 25.06.2011)
Haccoun & Jeanrie, 1995 Appiled Psychology DOI: 10.1111/j.1464-0597.1995.tb01072.x
Retrieved from (last visited 01.07.2011)
Hirigoyen (2001) (last visited 02.07.2011)
Judge, Thoresen, Bono, & Patton, 2001 Retrieved from
dfbf9f2cde94%40sessionmgr111&vid=2&hid=14 (last visited 21.06.2011)
Keashly L., 1998 "Emotional Abuse in the Workplace: Conceptual and Empirical Issues."
Journal of Emotional Abuse. 1:1, pp.85-117. Retrieved from (last visited 02.07.2011)
Leymann, 1996; Zapf et al ., 1996 Diagnosing the Mobbing Victim. Retrieved from (last visited 02.07.2011)
Monica Forret and Mary Sue Love (2007) Retrieved from (last visited 09.07.2011)
Swanson & Holton, 2001 Swanson, R
resource development. Retrieved from (last visited 03.07.2011)
The Payoff section, para
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Employee Job Satisfaction and Performance Research Paper
  • Essay about job satisfaction
  • Job Satisfaction Essay
  • Essay about Job Satisfaction
  • Job Satisfaction Research Paper
  • Job Satisfaction and Employees Performance Essay
  • Job Satisfaction Essay
  • Job Satisfaction Essay

Become a StudyMode Member

Sign Up - It's Free