Project:

Literature Review of Researches

BOOK:
Research Methods in Business

Submitted To:
Sir Sajid Mehmood

Submitted By:
Raheel John (15082120-033)

Babar Ali Shahid (15082120-035)

Arslan Saleem (15082120-022)

 FACT SHEET
Data Collection
Name Date Topic Variable Test Result
Method
Performance Questionnaire
There is a significant
Appraisal; Job
Relationship between effect on organizations
Satisfaction,
R Factor 1982 job satisfaction and job of evaluating
Income
performance performance and job
Satisfaction,
satisfaction.
Big Five
Motivation, This study focuses on Questionnaire
Effect of Leadership job employee performance Interview
M.Asrar-ul-
2016 Style on Employee satisfaction, Regression more specifically on how
Haq
Performance employee leadership styles impact
performance upon it.
This article discusses the E-Questionnaire
Organizational purpose of feedback for
Strategy, executives, barriers toits
G 360 degree feedback
2012 performance implementation, and
Meenakshi organization climinate
appraisals three techniques for
providing useful
feedback.
Organisational image has Survey method
organizational mostly been studied
How organizational
image, using an external
O Herrbach 2004 image affect employees Regression
employees perspective focused on
attitude
attitude strategy and marketing
issues
Proper succession Group Interview
planning helps an
Succession
The effect of succession employee to get their
planning,
SN Eshiteti 2013 planning on employee
employee
Regression work done as well as to
retention sustain the employees in
retention
the most effective and
efficient manner.
Role of national Questionnaire
Diversity, diversity in the
Impact of diversity and
SM Simons 2011 conflict, relationship between
conflict on performance
performance attitudes on conflict and
performance
Relationship Between Job Satisfaction and Job Performance

Job Satisfaction and Job Performance is a relationship between two people with the purpose of
professional and personal development. "The guardian" is usually an experienced individual
person who shares knowledge, experience and advice with a less experienced person, or
"consultant."

Performance Evaluation is a human resource practice and an indivisible the two strategies for Job
Satisfaction success. A monitoring is done during monitoring experienced employees with an
organization Newcomers advise them by completing their individual and organizational
development. After gaining advanced experience and knowledge, consultants are individuals
who are dedicated to presenting their centers. Support and Flexibility. The physician usually
provide two key functions; Job Satisfaction functions Help Advisor advance within the
organization, and psychological function supports individual and professional Advisor
Development. There has been a lot of research on E-Alerts and Consulting Results. For example,
the Performance Evaluation is positive Results for jobs such as Organizational Affiliate. Higgens
and Cyrus have identified a positive touch The advice and commitment are fine and according to
Pullins, serves as advisor For a professional tool Development, which is likely to promote
commitment Job Satisfaction and organization with satisfaction.

LITERATURE REVIEW:-

The Ofsted Report 'Teaching, learning and evaluation in higher education and skills: what works
and why' published in September 2014 summarizes the most significant characteristics of
outstanding teaching, learning and evaluation in the higher education sector and the skills and
factors that contribute to these is all about Job Satisfaction and Job Performance. The previous
researches on this topic were elaborated thatJob Satisfaction and Job Performance is an ancient
practice that could offer valuable benefits to organizations. The pioneered Job Satisfaction and
Job Performance research and identified two forms of support provided by mentors named as
professional and psychosocial support which benefit Organizations through better employee
retention, greater organizational commitmentand reduced turnover.The present study examines
the impact of Job Satisfaction and Job Performance functions on professional development. In
addition, it also investigates the role of the Job Satisfaction and Job Performance culture and the
Job Satisfaction and Job Performance structure as a moderator. The results revealed there is a
significant effect on professional development. In addition, this research shows that, due to the
introduction of a suitable and structured Job Satisfaction and Job Performance program and Job
Satisfaction and Job Performance culture, organizations can properly channel Job Satisfaction
and Job Performance functions, which can result in betterJob Satisfaction for employees.

LITERATURE REVIEW:-

According to a theory from Megginson and Clutterbuck Tutoring is the offline help from one
person to another to make significant transitions in knowledge, work or thought. The prior
researches described that the mentor usually deals with the Job Satisfaction and Job Performance
of the tutor's Job Satisfaction and psychosocial Job Satisfaction and Job Performance. The
function related to the Job SatisfactionregardingJob Satisfaction and Job Performance
relationship allows the protection, develop your Job Satisfaction and helps in learning everything
related to work and improve within the organization. This research comprised on Teacher
tutoring can have several effects on the professional satisfaction of the protégés and their
perception of professional success. The result of the study reveals that academic Job Satisfaction
and Job Performance and psychosocial Job Satisfaction and Job Performance have an impact on
the professional satisfaction and professional success of faculty members. The relationship
between psychosocial Job Satisfaction and Job Performance and professional success is the
strongest factor. Psychosocial Job Satisfaction and Job Performanceaffects professional success
more than professional satisfaction. There was a problem occurred that only 8% of faculty
members continue their relationship with the other faculty members. 92% of faculty members
state that the Job Satisfaction and Job Performance relationship is over. This may be because the
protégé may feel academically competent when completing a PhD and become an assistant
professor. They don’t feel any further need of Job Satisfaction and Job Performance in their Job
Satisfaction. But the further researches may address this problem.

LITERATURE REVIEW:-

According to (Baruch and Peiperl)the management of the professional organization refers to the
activities carried out by companies to maintain the professional development of their employees.
This research also comprised on the organizational investment on Job Satisfaction and its
outcome. The purpose of this article is to propose a theoretical framework that illustrates why
and how the management practices of the professional organization translate into professional
success and under what circumstances the relationship is effective.Our analysis of the various
theories adopted by the studies when describing the relationship between the practices of the
CMO and the SCO identified three main mechanisms (development, informational and
relational) that affect three outcomes: competencies, information and relationships, respectively.
The development mechanism originates in CMO practices that increase individual competencies
(knowledge, skills and abilities) that are necessary for job performance, which is an input for
promotion and compensation decisions. The information mechanism originates from the OCM
practices that provide information related to the professional Job Satisfaction to the organization
and its employees. These mechanisms offer organizations information that can be used in
promotion and compensation decisions, and people the comments they need for their
professional development. The relational mechanism originates in CMO practices that provide
employees with the support and visibility of their managers and people.

HYPOTHESIS:-

Hypothesis 1a: Professional Job Satisfaction and Job Performance positively affects professional
satisfaction.

Hypothesis 1b: Psychosocial Job Satisfaction and Job Performance positively affects
professional satisfaction.