Introduction

There are many studies which explored the existing trend on job satisfaction and work
motivation around the globe but there was scarcity of this work in the local environment.
Copious researchers agreed on their finding that job satisfaction was dependent on work
motivation. In past papers, every researcher has defined each variable and to some extends about
the relationship of work motivation with job satisfaction. Whilst putting a glance on
organizations, it was examined the main challenges for the companies was to create and promote
the best HRM practices and to enhance the employees performance by implementing different
strategies. In addition to these approaches were; training, promotions, compensation to
employees, motivation, salary increment and bonus, team empowerment and performance related
pay. Job satisfaction formulates the employee more considerate and concerned for the
organization. The multinational organizations always take considerable actions to improve the
employees performance in every stage of their profession. On the other hand, it should be borne
in mind that motivation is not a magic show that can perform miracles. There is no

secret or trick to motivate people to do good work. It took just few things in consideration to
create motivation like spending fair time with staff, advice people what ought to be done, what
standards you expect, work on their problems and help them to succeed. Motivation can only be
improved if the particular member of staff is trained to obtain vital skills and ability such as
training could be both on the job and off the job. But with the condition the training components
are designed in such a way which helps in achieving their motivational learning objectives of
work. In conclusion, Human Resource Management (HRM) is a planned and sound approach to
the most valued assets of management. The employees put their effort individually and
collectively with more commitment and loyalty for the achievements and goals of the
organization or business (Armstrong, Michael, 2006) and thats why this trend has been
increased with the passage of time. Thus, different practices and approaches have been used and
work motivation is one of them. In the previous studies, authors explained work motivation with
different intervening variables (intrinsic and extrinsic rewards). In this paper, researchers try to
find the direct relationship of work motivation with job satisfaction. There would be no utility of
intervening variables in this study. In simple words, authors tried identifying the effect of oral
motivation (without intrinsic and extrinsic rewards) on job satisfaction.

Surrounding of the Study

The study is surrounded to telecommunication service organizations in Islamabad. 2

Problem statement

Researchers have analyzed that there are many factors that can effect the job satisfaction of the
employees; work motivation is one of the factors. Our study will cover the effect of motivation
on the job satisfaction

Objectives of research study

The main purpose of this study is to identify the relationship among the work motivation and job
satisfaction. The classification of objectives is as under: Determine the level of motivation of
employees Determine the level of job satisfaction of employees Analyze the effect of work
motivation on job satisfaction 1.4 Significance of Study

Significance of Study

The research is based on the human resource management practice that is motivation. It is a
deliberated fact that in our country, very few researchers are working in this area, so authors
have chosen this area for research that would be helpful for further research and exploration of
new ideas in this field. It will also provide an insight into the fact that how job satisfaction can be
enhancing within the organizations. In developing countries like Pakistan, it is required to work
on such areas that can be developed to increase the productivity of employees and thus of the
organizations as well.

Theoretical Framework
. Review of Literature

Organizational Culture

Culture itself is a product of as group of people living at the same place and having similar
attitudes and behavior. People who belong to a certain culture share similar norms, history,
religion, values and artifacts which distinguish them from others. (Gjuraj, 2013). In
organizational analysis, culture describes the influence and interaction among employees
and between employees and the specific institution, organization or service they work in.
(Tharp, 2009).

Finally, organizational culture is a product of occupational relations among employees and

between employees and customers, thus it is likely to reform and adapt to the institutions goals
and strategies. (Gjuraj, 2013)

Job Satisfaction

Job satisfaction has remained a remarkable area of discussion in the field of management,
psychology and especially in organizational behavior and human resource management, for a
long period. Many economists have paid attention and inclination towards this subject in recent
years (Kosteas, 2011). (Saleem, Mahmood, & Mahmood, 2010) in his study discussed that
satisfaction at the job for a person acts as a motivation to work. In addition, motivation leads
people to their job satisfaction. It is not only self-satisfaction and identity pleasure, but also
blends of psychological and environmental effect of the people for their happiness with their
work (Khan, 2006). (Saleem et al., 2010), in his study on job attitude and employees
performance concluded that job satisfaction contains positive influence on the performance of
the employees as it enhances job involvement and the higher performance also makes people feel
more satisfied and committed to the organization. The satisfaction and performance of the
employee works in a cycle and are interdependent. Job satisfaction and involvement of the
employee leads him to have high levels of performance.(Saleem et al., 2010), in his study of "job
satisfaction and fatigue variables" found the negative relationship between the fatigue and
satisfaction from the job.
Employee Motivation

According to cognitive evaluation theory and self-determination theory (Gagn & Deci, 2005),
rewards that are interpreted as information about ones competence and satisfy individuals need
for autonomy, will enhance intrinsic motivation.. Wright and Pandey (2005) described in their
work that emotional attachment and loyalty is one of the most important factors of employee
motivation that binds the employee to stick to the organization, many other benefits associated
with the organization are also part of motivation.. Horwitz et al (2003) predicted that employees
get high motivation through challenging work environment and support of the top management.
If the employees are competitive and want to do work with full efficiency as it will utilize all
their capabilities, then challenging work is the best motivator. Many of the employees like to
make relationships and thus need to contact more and more to the higher authorities, so making
more regular contacts make them feel that they are been observed and work with more
motivation. Locke and Latham (2004, p.388) has evaluated the effectiveness of work motivation
as a result of both internal and external factor that forces the employee to work with more vigor
and excitedly which result into the job satisfaction.

Organizational Culture and Job Satisfaction:

A Review 134 behaviors. It encompasses a set of structures, routines, rules and norms
that guide and constrain behavior (Schein, 2004, p.1). Another successful and perhaps
more specific- definition of organizational culture has been given by Claver et al. (2001,
p. 248), according to which organizational culture is a set of values, symbols and rituals,
shared by the members of a specific firm, which describes the way things are done in an
organization in order to solve both internal management problems and those related to
customers, suppliers and environment. Tharp (2009) has noted some common features
among the definitions that have been given to organizational culture through the years. First of
all, they all include the concept of sharing; indicating that organizational culture is only
developed within groups (even small ones). Secondly, organizational culture is considered
to be a social construction, related to each organizations and employees location, history,
working environment and specific events. Finally, many definitions imply that
organizational culture is multidimensional and multileveled and includes many cognitive and
symbolic strata.
organizational culture and employment motivation

The effect of organizational culture depends partly in its strength. Corporate culture strength
refers to how widely and deeply employees hold the companys dominant values and
assumptions. In a strong organizational culture, most employees across all subunits hold the
dominant values. Organizational culture has been linked to economic performance and
organization viability/ success (Ojo, 2009). Organizational culture has also been shown to be
important for successful new product/process innovation and organizational change (Rocco &
Plakhotnik, 2009)

References

Gagn, M., & Deci, E. L. (2005). Selfdetermination theory and work motivation. Journal of
Organizational behavior, 26(4), 331-362.
Gjuraj, E. (2013). The importance of national culture studies in the organizational context. European
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Khan, A. (2006). Performance Appraisals Relation with Productivity and Job Satisfaction. Journal of
Managerial sciences, 1(2), 114.
Kosteas, V. D. (2011). Job satisfaction and promotions. Industrial Relations: A Journal of Economy and
Society, 50(1), 174-194.
Ojo, O. (2009). Impact assessment of corporate culture on employee job performance. Business
Intelligence Journal, 2(2), 388-397.
Rocco, T. S., & Plakhotnik, M. S. (2009). Literature reviews, conceptual frameworks, and theoretical
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