Factors influencing employees’ performance in Almarai

company in Bahrain.

Prepared for

Dr. Qais Almammari

Gulf University

Prepared by

Husain Isa Merza Alaswad

190101114767

May 1, 2021

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Chapter 1: Introduction
1.1 Background:
Employees’ performance is very critical concept to organizations since it deals with

development of the company. There is a close connection between high level of employees’

performance and the growth of companies. Also, it is very challenging for companies to

keep continues high level of employees’ performance since it deals with many internal

factors. Moreover, when employees meet the expectations, the company will be able to

achieve their competitive advantage (Vosloban, 2012).

There are many factors that the company could explore and take in consideration

that have a massive influence on employees’ performance. For example, training and

development, work discipline, and job satisfaction are important factors that contribute to

increasing or decreasing the performance of employees. Training and development can be

referred to as the activity that seeks to improve both the skills and the knowledge of the

employees in work every day (Hidayat and Budiatma, 2018). As for work discipline, it is

known as the act of respect and obedience of the employee who works under a certain

organization that has regulations that are either written or verbal and obey them while being

aware and happy (Surbaya, 2016). Job satisfaction is defined as an attitude to the job which

can be referred to as an emotional response to different aspects related to the job (Ndulue

and Ekechukwu, 2016).

Enhancing the performance of companies in Bahrain would contribute to increasing

the sales in Bahrain. In 2018, Almarai company had studied the growth and development

of their branches in the Arabian Gulf Countries, and it was found that the lowest percentage

of growth was in Bahrain which is by 2%. So, to develop and seek for growth, it is very

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important to study the factors that influence the performance of the company (Almarai,

2018).

1.2 Problem statement:

Based on the annual report of Almarai company in 2018, they study the growth and

development of their investments in other countries compared to the geographical space

shows that Bahrain got 2% which was the lowest percentage compared to other countries

like Kuwait and Oman which got 5% (Almarai, 2018). Also, the sales in Bahrain reduced

by 8.5% in 2019 which is because of low sales and development in Bahrain. Low sales can

be directly connected to the performance of the employees’ and their actions towards many

aspects like planning (Aljazeera, 2019).

IV 1: Almarai company believes in improving the efficiency and performance, and

they have to have training and development for their employees. In 2018, Almarai company

noticed the need to increase their programs of training and development due to the low

performance (Almarai, 2018).

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 IV 2: Almarai company believes that work behavior and discipline are significant

to improve the performance. Also, they have increased the rules that are related to work

discipline in 2018 (Almarai, 2018).

IV 3: Job satisfaction is very important, and Almarai company ensures to have a

consistent check to it. In 2020, there was a drop in the job satisfaction compared to previous

years (Almarai, 2020).

So, there is an important need to study some factors that influence the performance

of the employees and therefore influence the growth and development of the company.

Moreover, there are several factors influencing the performance of the employees, and this

paper will adopt studying the following factors which are training and development, work

discipline, and job satisfaction.

1.3 Research objectives:

The main objective: The examine the influence of training development, work discipline,

and job satisfaction on employees’ performance in Almarai company in Bahrain.

1. To examine the influence of training and development on employees’ performance

in Almarai company in Bahrain.

2. To examine the influence of work discipline on employees’ performance in Almarai

company in Bahrain.

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 3. To examine the influence of job satisfaction on employees’ performance in Almarai

company in Bahrain.

1.4 Research questions:

The main question: What is the influence of training and development, work discipline,

and job satisfaction of employees’ performance in Almarai company in Bahrain?

1. What is the influence of training and development on employees’ performance in

Almarai company in Bahrain?

2. What is the influence of work discipline on employees’ performance in Almarai

company in Bahrain?

3. What is the influence of job satisfaction on employees’ performance in Almarai

company in Bahrain?

1.5 Significance of the study:

Almarai company is a Saudi company that has expanded to reach many countries,

and studying the factors that impact the employees’ performance would result in many

benefits. Having a successful company in Bahrain would result in increasing and

developing the economy and in providing many opportunities to the citizens. One of the

most important opportunities is the employment that would hopefully end up in minimizing

unemployment that puts pressure on the economy.

Employees’ performance is a significant aspect to organizations since it deals with

their success or failure, this paper would discuss in details each element to come up with

practical and useful recommendations to follow in order to improve the weaknesses in

employees’ performance and keep up the strengths.

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1.7 Hypothesis of the study:

The main hypothesis: Training and development, work discipline, and job satisfaction have

a significant influence on employees’ performance in Almarai company in Bahrain.

1. Training and development have a significant influence on employees’ performance

in Almarai company in Bahrain.

2. Work discipline has a significant influence on employees’ performance in Almarai

company in Bahrain.

3. Job satisfaction job a significant influence on employees’ performance in Almarai

company in Bahrain.

1.8 Limitation of the study:

There are some limitations to this study like the unavailability of some important

information. For instance, there are no accurate data for the number of employees in

Almarai company in Bahrain which makes the sample selection hard. Moreover, there are

very little studies on the impact of work discipline on employees’ performance which

makes it hard to get a previous done survey or questionnaire.

1.9 Operational definition:

Employees’ performance is defined as the ways and levels reached by the

employees to execute their work, and it is very significant to the organization as it plays a

role in their success or failure. The performance has to deal with the proficiency of the

skills of the employees so they can perform their tasks in the required manner. Furthermore,

employees’ performance has to deal with the work quality along with the quantity

(Triwahyuni & Ekowati, 2017).

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 Training and development are a system that contains a collection of activities that

will be passed to the employees in order to add worth to the work. It aims at increasing the

right behavior by education, development, and training in a certain period of time. Also, in

training and development there will be ways to improve the weaknesses and keep up the

strengths. Moreover, the training and development is usually passed out by a specialist in

order to increase the proficiency in the right manner. Training and development are usually

concerned with enhancing right attributes, knowledge, and skills (Tanveer, 2015).

Work discipline is a management tool that is used for the purpose of communicating

with the employees to let them be aware about the rules and regulations as well as letting

them be able to review their own behavior across the required behavior. Also, work

discipline has to deal with raising the acceptance of the employees to the rules through the

clear communication. So, work discipline is the behavior of acceptance, willingness,

respect, and obedience to the rules and regulations of the organization (Turang, Kingangen

& Tumiwa, 2015).

Job Satisfaction is defined as the hold emotion by employees towards their job, and

job satisfactions is concerned with raising and deriving the motivation of the employees.

Also, job satisfaction includes psychological, physiological, and conditions related to the

environment which influence the employees’ to be satisfied with their job (Raziq &

Maulabakhsh, 2015).

1.10 Summary:

In this chapter, I have explained the background information of my research and

the scope of my study. Also, there is a detailed explanation to the problem of the research

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along with the objectives, questions, and hypotheses. Moreover, I mentioned about the

research limitations, before the definitions of the variables of the research.

This study aims at examining the influence of three factors which are training and

development, work discipline, and job satisfaction on the performance of employees who

work in Almarai company in Bahrain.

Chapter 2: Literature Review

2.1 Introduction:

Employees’ performance is a direct behavior from the employees that influence the

production of products and services. Employees’ performance is considered to be a vital

data for the organization since it could be used to important purposes like for evaluating

the performance of the organization. This evaluation of the performance could be across

the required set of goals or objectives for the organization. However, employees must get

certain conditions in order to perform highly and be productive. Also, the employees would

be performing their best when the conditions are suitable since they will be encouraged to

review their behavior consistently (Suwuh, 2015).

There are several factors that influence the employees’ performance which are

considered to be hinders or facilitators to decrease or increase the productivity of the

employees. Some of the factors influencing the employees’ performance might be related

to their perception, values, and attributes. Also, it is impossible to identify factors that

influencing employees’ performance, and each factor might have a direct or an indirect

influence. Some of the most discussed factors are training and development, work

discipline, and jobs satisfaction (Ndulue & Ekechukwu, 2016).

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 In this chapter, there will be detailed explanations to each variable starting from the

DV to the IVs while discussing their dimensions, importance, related factors, and the link

between training and development, work discipline, and job satisfaction on the

performance of the employees.

2.2 The target company:

2.2.1 Information about the target company:

Almarai company is a Saudi company that is considered to be one of the largest

middle east companies that are specialized in foods and beverage, and one of the largest

dairy company in the world. Almarai was found by Prince Sultan Bin Mohammed Bin

Suad when he noticed the market need for such company in 1977. The company started

with their dairy line, and then they started to expand over time. Moreover, Almarai

company has around 50,000 shareholders, and in 2016 the company value had reached over

57,000,000,000 SAR. The company has five different lines which are dairy products,

bakery products, poultry products, juice products, and infant products.

The company strategy focus around high quality with the minimum negative impact

on the society through the production process. Also, it focuses on fulfilling the needs and

requirements of the market and their customers. However, the company focuses on three

main strategies which are innovation, geographical expansion, and organic growth.

In 2007, the company opened their bakery line with the name 7days, and in 2009,

the company introduced their poultry line with the name Alyoum. In addition, in 2009,

Almarai company started to expand in the Arabian Gulf Countries and later they reached

Jordan, Egypt, and some of African countries. Also, Almarai company supplies over

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100,000 retailer shops. Furthermore, the company seeks to get the highest performances

through training their employees’ and satisfying their customers with their high-quality

products. In 2010, the company introduced their infant products with the cooperation of

Johnson company (Almarai, 2018).

2.3 Employees performance (DV):

2.3.1 Definition of employee’s performance:

Employees’ performance has many definitions and meanings that are created by

many authors and researchers. Dahkoul (2018) defines employee’ performance as the

collection of skills, efforts, and employee’ ability given to the organization for the purpose

of enhancing the productivity of the organization which pushes it to achieve its goals and

objectives. Moreover, the author indicates that every productive organization has a high

employee’ performance. Similarly, Ndulue and Ekechukwa (2016) define employees’

performance as the abilities and skills hold by the employees that are performed at a certain

situation. Also, they stated that the abilities and skills of the employees are stable in the

short-run which can be changed or development over time. Moreover, they believe that the

word ‘effort” could mean performance since they believe that effort means the inter force

of a person to do his/her best which could lead to high performance. Furthermore, they

found that high performance is directly linked to productivity which means that high

performance will lead to high productivity.

Another definition to employees’ performance is defined as the application of job,

duties, responsibilities in the required manner to achieve the required output. The authors

believe in the positive strong relationship between high performance and high productivity.

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Thus, employees’ performance has a direct influence on organization effectiveness and

being able to stay against the competition. Also, the authors state that we can call the

behavior of employees in the organization as their performance (Turang, Kindangen &

Tumiwa, 2015).

Suwuh (2015) believes that employees’ performance is a behavior related to

organizations which is directly connected to production of goods and services. Moreover,

the author believes that the data related to employee’ performance is very significant to use

in order to evaluate the performance of the organization against the intended goals. In

addition, the author believes that addressing all the factors to achieve high performance is

very hard and critical.

2.3.2 Dimension of employees’ performance:

Employee’ performance is considered to be a multi-dimensional concept. To

explain, employees’ performance aims at achieving results which are linked to the goals of

the organization. Also, we use the term employees’ performance to refer to the activities

used to implement the work along with how it was done by the employees. However, not

every activity or action done by the employees is considered to be under employees’

performance. Also, in order to consider the behavior under employees’ performance, there

need to be a link between the behavior or the activity and the objectives or goals of the

organization. For instance, a behavior that influence the sales thus influence the profit

would be considered under employees’ performance (Massoudi, 2016).

There are two main dimensions related to employees’ performance which are task

and contextual performances. The task performance is the behaviors or activity that is

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directly related to the productions of products and services. On the other hand, task

performance is the implementation or use of specific skills or knowledge by the employees

in order to aid and support the technical processes of the organization. To elaborate, task

performance has two types which are activities related to transforming the raw material to

products and services like activities related to operating machine in manufacturing sector.

The other type is related to activities of servicing and maintaining machines. As for

contextual performance, it has two types too which are the behavior that aims at smoothing

the functioning and behavior that aims at enhancing and improving the work and the

procedures (Massoudi, 2016).

2.3.3 Importance of employees’ performance:

Employees’ performance is one of the most essential indicators to organizational

success. Moreover, the importance of the performance of employees lies in its influence

on the productivity of organizations since high performance will result in high productivity

(Dahkoul, 2018). Furthermore, organizations who seeks to achieve their best and be

leading would definitely invest and spend money in the area or exploring and developing

of employee’ performance because it is directly connected to the success of the

organization (Laosebinkan, Odepidan, Adetunji & Aderinto, 2018). In addition,

employees’ performance is abroad term that is inter-related to many factors, and it is very

essential for organizations to identify the urgent need to study those factors in order to

achieve high performance which then will lead them to be productive and successful

(Triwahyuni & Ekowati, 2017).

2.3.4 Factors affecting employees’ performance:

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 There are many previous studies related to the factors that influence the employee’

performance, and they will be illustrated in the following table:

Num Author Title IVs DV Meth Findings Limit

ber , year odolo ations
gy
Laosebik Impact of Job Job Quanti Job satisfaction
an, job satisfactio performan tative had impact on
Odepida satisfaction n ce employees’
n on performance with
Adetunji employees’ almost 97.5%.
& performance
1 Aderinto, in selected -
2018 microfinanc
e banks in
Osogbo
Metropolis,
Osun State,
Nigeria.
Triwahy The effect of Employee Employee Quanti All types of job
uni & employees’ s’ s’ tative satisfaction
Ekowati, satisfaction satisfactio performan influence
2017 on n ce employees’
employees’ performance
2 performance -
through
organization
al
commitment
.
Hersona Influence of Leadershi Employee Qualita Motivation,
& leadership p s’ tive leadership
Sigharta, function, function, performan function, and
2017 motivation motivatio ce work discipline
3 and work n, and have a great
discipline on work influence over
employees’ discipline. employees’
performance performance that -
. could be partially
or simultaneously.
Dapu, The Work Employee Quanti Work discipline
2015 influence of discipline, s’ tative and leadership
work leadership performan have a great
discipline, , and ce influence over
leadership, motivatio employee’
4 and n. performance -

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 motivation while motivation
on has a limited
employees’ influence over
performance employees’
at PT. performance.
Trakindo
Utama
Manado.
Suwuh, The Leadershi Employee Quanti Both style of
2015 influence of p style, performan tative leadership and
leadership motivatio ce motivation have
style, n, and direct and great
motivation, work influence on
and work discipline. performance of
discipline on employees when
5 employee discipline of work -
performance does not have a
at Bank great influence on
Sulut KCP performance of
Likupang. employees.
Halawi Effects of Training Employee Qualita Training has a Unavail
& training on performan tive massive influence ability
Haydar, employee ce in enhancing of time
2018 performance productivity and
: A case which will languag
6 study of increase e
Bonjus and employees’ barrier.
Khatib & performance.
Alami
Companies.
7 Imran & Impact of Training Employee Quanti A relationship
Tanveer, training & and s’ tative found between
2015 development developm performan performance of
on ent ce employees and
employees’ training and
performance development since
in Banks of training and
Pakistan. development can
raise the
performance.

2.4 Training and development (IV 1):

2.4.1 Definition of training and development:

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 Training and development have several definitions by several authors. The author

considered training and development to be a part of HRD, which is human resource

development. In addition, the HRD consists of set of activities that help in increasing the

performance and productivity of organizations. To go deeper, training and development

are the activities included in the HRD which contributes to adding worth to the

organizations. In other words, training and development are the organized manner of

enhancing knowledge and skills of employees for the purpose of providing them with what

they need to accomplish the work in the best way. To be specific, development itself means

the provided opportunities to employees in order to use and enhance their knowledge and

skills (Imran & Tanveer, 2015).

Training and development are significant to human resource management. To

elaborate, a new employee would not be able to have all the skills and knowledge required

for the job as specified exactly. So, here where it comes to the role of employees’ training

and development in order to equip the employees with what they need. Furthermore,

training and development are grouped in specific programs done by the management in

order to improve the weaknesses of their employees, support their strengthens, and pass

the new knowledge to them (Khalaf, Morsy, Ahmed & Ali, 2016).

2.4.2 Dimensions of training and development:

Training and development are influenced by many factors nowadays. For instance,

the atomization, environmental changes, mechanization and organizational changes are the

factors that helped organizations and employees to notice the important need for training

and development in order to be up-to-date with the new changes in the world. In addition,

before implementing a training and development program there are many prior factors to

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consider like objectives of the training program, the cost, the needed time, the location, the

frequency, the delivered content, the suitability of the content, the style of delivery, and the

abilities and capabilities of the employees. All of the mentioned points influenced the

successfulness of the training and development. Another dimension to training and

development is that the over implementation to them would result in a negative influence

over the employees’ performance and behavior since they will be overwhelmed and bored.

So, the management has to carefully design and plan their training and development

programs to address the missed or required skills and knowledge just in the right way and

quantity (Salah, 2016).

2.4.3 Importance of training and development:

Training and development are important aspect to both organizations and to the employees

as individuals as it helps in improving employees’ ability to take right decisions along with

equipping them with the essential knowledge and skills to process the work. Another

important aspect is that training and development help the employees to have better skills

in problem-solving, which then help employees to get the best version of themselves. As

for organizations, training and development found to be significant to developing

employees’ productivity thus enhancing the performance and profitability of organizations.

To look at training and development widely, they help in achieving the goals and objectives

of the organizations (Salah, 2016).

2.4.4 The relationship training and development on employees’ performance:

Training and development have proved their influence over employees’

performance in most of the studies, which will be illustrated in the following table.

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Num Author, Title Ivs DV Findings
ber year
Salah, 2016 Impact of training Training and Employees’ A positive impact was
and development on development performance found between training
1 employees’ and development and
performance and performance of
productivity. employees.
Halawi, 2018 Effects of training Training Employee There is a positive
2 on employee performance relationship between
performance. training and performance
of employees.
Siriwardena Impact of training Training and Employee Training and
& Morais, and development on development performance development have a
2019 employee positive impact over
performance: A employee performance.
3 study of managerial
level employees in
the Apparel
industry.
Khalaf, Impact of effective Effective Employee Effective training has a
Morsy, training on training performance positive impact over
4 Ahmed & employee employees’ performance
Ali, 2016 performance in hotel in hotel establishments.
establishments.
Hidayat & Education and job Education Employee Education and effective
5 Budiatma, training on and job performance training have a positive
2018 employee training influence over the
performance. performance of
employees.

2.5 Work discipline (IV 2)

2.5.1 Definition of work discipline:

Work discipline is basically a process of correcting and punishing employee’ for

violating the procedures (Turang, Kindangen & Tumiwa, 2015). Work discipline is a

significant concept carried out by the human resource managers in order to ensure the

application of the rules and regulations by the employees. Dapu (2015) defined discipline

as the behavior that is performed with regard to rules and regulations of the organization.

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Also, the author specified that the work discipline could be realized through many ways

like by assessing employees’ behavior, action, responsibility, and attitude across the

required rules and regulations.

Discipline of employees influence many areas in work such as their own

performance in the work. In addition, there are some ways that the organizations could use

in order to improve the application of rules such as code of conduct, using reward system

to good behavior, using punishment for the rules violations, and many other methods to

boost the trust between the employees and the organization (Dapu, 2015).

2.5.2 Dimensions of work discipline:

There are three central types to discipline of work, and they are preventive

discipline, corrective discipline, and progressive discipline. The preventive discipline is

defined as the encouraging action done by management in order to encourage the positive

behavior in regard to rules application. Furthermore, the corrective behavior is the action

taken by mangers towards the employees when they violate the rules. This action might

take many forms like giving warning or suspension. As for progressive discipline, it deals

with taking actions towards the employees for not following the standards and especially

the standardized that are related to employees’ performance. The main purpose behind this

type is to help the employees’ realized the problem and to give them suggestions for

enhancements (Hersona & Sidharta, 2017).

In order to have effective work discipline, the organization must ensures creating

the rules and regulations in accordance to the culture and to the atmosphere of the

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organization for the purpose of making the work discipline applicable and beneficial to the

organization (Hersona & Sidharta, 2017).

2.5.3 Importance of work discipline:

Work discipline has a huge influence over many areas in the organizations, and one

of the most important areas is the employees’ performance. Moreover, work discipline is

beneficial to organizations since they can use it for the purpose of reinforcing some positive

or negative behaviors (Dapu, 2015). Also, one of the significant goals of organizations is

to function effectively, and work discipline is considered as one of the main drives to

function effectively (Turang, Kindangen & Tumiwa, 2015). Moreover, there are some

elements that considered to be an effective method to form the intended behavior, and work

discipline is one of the ways that could be managed for the aim of shaping efficient and

sufficient work behavior that will result in enhancing the performance of the employees

(Taufik & Siregar, 2019).

2.5.4 The relationship between work discipline on employees’ performance:

There are many previous studied about the influence of work discipline over

employees’ performance in different sectors, which will be illustrated in the following

table.

Num Author, Title Ivs DV Findings

ber year
Hersona Influence of Leadership Employees’ Leadership function,
&Sidharta, leadership function, function, performance motivation and work
1 2017 motivation and work motivation, discipline have a positive
discipline on and work influence over the
employees’ discipline performance of the
performance. employees.

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 2 Dapu,2015 The influence of Work Employee Work discipline,
work discipline, discipline, performance leadership, and
leadership, and leadership, motivation have a
motivation on and positive influence over
employee motivation employee performance.
performance at PT.
Trakindo Utama
Manado.
Turang. Influence of Leadership Employee Leadership style,
Kindangen & leadership style, style, performance motivation, and work
Tumiwa, motivation, and motivation, discipline have a positive
2015 work discipline on and work over employee
3 employee discipline performance.
performance in
PT.Dayana Cipta.
Suwuh, 2015 The influence of Leadership Employee The three IVs have a
leadership style, style, performance positive influence over
4 motivation, and motivation, employee performance.
work discipline on and work
employee discipline
performance at
Bank Sulut Kcp
Lukupang.
Esthi & The influence of Work Employee Work training,
5 savhira, 2019 work training, training, performance competence, and
competence and competence, discipline of work have a
discipline of work and positive influence over
on employee discipline of employees’ performance.
performance in PT. work
Lestarindo Perkasa

2.6 Job satisfaction (IV 3):

2.6.1 Definition of job satisfaction:

Raziq and Maulabakhsh (2015) defined job satisfaction as the inner emotions of the

employees towards their own job. Therefore, it is a significant aspect that increases

motivation which help in increasing the performance of the employees. Also, the authors

state that job satisfaction consists of psychological, physiological and environmental

factors that makes the employees’ satisfied or unsatisfied with their job.

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 Job satisfaction deals with many integrated elements within the employees like how

they feel, how they think, and how they observe things around them. Moreover, when

employees are satisfied their state of emotions is defined and the joy able emotion hold by

employees that let them see that they are appreciated and valued for what they have done.

On the other hand, employees’ dissatisfaction caused high tension and turnover which

therefore influence the performance and atmosphere of the workplace (Laosebikan,

Odepidan, Adetunji & Aderinto, 2018).

2.6.2 Dimensions of job satisfaction:

Abdulkhaliq and Mohammadali (2019) state that job satisfaction is considered to

be a multi-dimensional concept since there are many factors that manipulates the level of

satisfaction. So, it is very important for organization to realize those factors in order to

maximize the satisfaction of their employees. To elaborate, the work condition, the

employee salary, the provided opportunities, management style, and relationship types are

significant factors to job satisfaction. In addition, job satisfaction can be related to genetic

in somehow which therefore shapes individuals’ characteristics.

When studying job satisfaction, there are two main areas to consider which are

human area and behavioral area. To explain, the first area deals with treating the employees

fairly and with respect to them. As for the second type, it deals with directing employees’

behavior in order to achieve intended goals like increasing their performance (Abdulkhaliq

& Mohammadali, 2019).

2.6.3 Importance of job satisfaction:

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 Job satisfaction has uncountable benefits to organizations. To explain, job

satisfaction is in somehow related to mental health, and being satisfied with the job will

promote the good well in the work place. Moreover, job satisfaction reduced many

unwanted aspects like absenteeism, turnover, and accidents. Furthermore, through job

satisfaction, employees would have high sense of morals along with being productive

which therefore will increase employee’ performance. Another essential benefit is that job

satisfaction helps in raising the creativity and innovation. The most wanted outcome out of

job satisfaction is getting employees’ loyalty which will lead them to perform their duties

with high level of performance (Vrinda & Jacob, 2015).

2.6.4 The relationship between job satisfaction on employees’ performance:

There are many previous studied about the influence of job satisfaction over

employees’ performance in different sectors, which will be illustrated in the following

table.

Num Author, Title IVs DV Findings

ber year
Virnda & The impact of job Job Job Job satisfaction has a
Jacob, 2015 satisfaction on job satisfaction performance positive impact over job
1 performance. performance.
2 Wahid & The impact of job Job Employee’s Job satisfaction has a
fadlallh, 2015 satisfaction on satisfaction performance positive impact over
employees employee performance.
performance an
application on
faculty of science
and humanity
studies University of
Salman Bin Abdul-
Aziz Al Aflaj.
Laosebikan, Impact of job Job Employees Job satisfaction has a
Odeoidan, satisfaction on satisfaction performance positive impact over
Adetunji & employees employee performance.
performance in

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 3 aderinto, selected
2018 microfinance Bank
in Osogbo
Metropolis, Osun
State, Nigeria.
Abdulkhaliq The impact of job Job Employee’ Satisfaction of job has a
& satisfaction on satisfaction performance positive impact over
4 Mohammedal employees’ performance of the
i, 2019 performance: A case employees.
study of Al Hayat
company - Pepsi
employees in Erbil,
Kurdistan region –
Iraq
Triwahyuni The effect of Employees Employee Employees satisfaction
5 & Ekowati, employees satisfaction performance have a positive impact
2017 satisfaction on over employee
employee performance.
performance
through
organizational
commitment

2.7 The conceptual framework:

The following model expresses the relationship between the four variables in which

the employees’ performance stands as the DV, and training and development, work

discipline, and job satisfaction stand as the IVs that influences the DV in Almarai company

in Bahrain.

Training and
development

Work Employees’
discipline performance

Job satisfaction

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2.8 The underpinning of theories:

This research paper focused on the employees which considered to be under the

human resource management. So, this research follows the human resource theories. This

theory aims at achieving two outcome which are achieving an increased efficiency in the

performance and motivating the workers to product their best. My topic has to deal with

both aspects which is related to employees’ as well as the performance of the organization

(Aljanabi, 2018). Moreover, they will be some use to the theory of reinforcement in which

will focus on the wanted behavior, how to maintain them, and how to correct wrong

behavior (Imran & Tanveer, 2016).

2.9 Summary of the chapter:

This chapter has provided general information about the company. Moreover, I

have discussed the variables starting from the DV to the IVs in details. Also, I have

discussed pervious studies related to employees’ performance. In addition, I have presented

some previous studies related to the influence of the IVs on the DV. In addition, I have

included the conceptual framework along with the underpinning theories.

Chapter 3: Methodology

3.1 Research design:

This research uses the descriptive and analytical because it aims at finding the

reality of the employees’ performance in Almarai company in Bahrain. So, this study

considered to be a quantitative study since it depends of quantitative data collected from a

survey.

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3.2 Population and samples:

There is no exact number to the employees of Almarai company in Bahrain.

However, the employees of The Arabian Gulf countries are 38,416 in 2018. My selected

sample would target around 100 employees in Almarai company in Bahrain.

3.3 Instrumentation:

3.3.1 Employees’ performance:

There will be five items or question to use in order to assess the level of the DV

which is employees’ performance (Arif, Syaifani, Siswadi & Jufrizen). The participants

will rate the items from 1 to 5.

Number Item

1 I always manage to do my work properly.

2 I always finish my work on time.

3 I always work with co-workers in a well way.

4 I always finish my work in accordance with the target company.

5 I always make sure to be present in work.

3.3.2 Training and development on employees’ performance:

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 There will be five items or question to use in order to assess the influence or

relationship between the IV training and development on the DV which is employees’

performance (Imran & Tanveer, 2015). The participants will rate the items from 1 to 5.

Number Item

1 Training and development enhance the knowledge of employees and increase

their performance.

2 Training and development influence the quality or work of employees and

aid their performance.

3 Training and development enhance employees’ skills and increase their

performance.

4 Training and development can be used to enhance employees’ performance.

5 Training and development have increased your performance.

3.3.3 Work discipline on employees’ performance:

There will be five items or question to use in order to assess the influence or

relationship between the IV work discipline on the DV which is employees’ performance

(Arif, Syaifani, Siswadi & Jufrizen). The participants will rate the items from 1 to 5.

Number Item

1 My attendance is getting better every month.

2 I always perform my task assigned to me.

3 I am always responsible with the work I do.

4 I have good relationship with my supervises.

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 5 I always do the work as expected from me.

3.3.4 Job satisfaction on employees’ performance:

There will be five items or question to use in order to assess the influence or

relationship between the IV job satisfaction on the DV which is employees’ performance

(Laosebikan, Odepidan, Adetunji & Aderinto, 2018). The participants will rate the items

from 1 to 5.

Number Item

1 Job supervisors make you satisfied with your job.

2 Job support makes you satisfied with your job.

3 Your level of education influences your job satisfaction.

4 Your salary and incentives influence you job satisfaction.

5 Your satisfaction level influences your own performance.

3.4 Data collection procedures:

For the purpose of getting data about the opinion of Almarai company employees

in Bahrain, I have prepared a survey that asks for their opinion through rating from 1 to 5.

The survey consists of four sections. The first section seeks to find the level of performance

of employees in Almarai company while the rest sections will seek to assess the level of

influence of each IV on the DV. Also, each section will contain five items. Furthermore,

this quantitative research will follow the non-random sampling since it will seek to get

benefit from the most available person for the study.

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3.5 Technique of data analysis:

This research will use a survey which will allow the use of SPSS (Statistical

Package for Social Science) for the purpose of analyzing the data that are related to social

science. Then, the gathered data of the survey could be used along with the aid of the

statical information. So, the SPSS will first store and organize the given data. Then, it will

group it in order to produce output that is appropriate.

Conclusion and recommendations:

This research aims at finding the influence of training and development, work

discipline, and job satisfaction on employees’ performance in Almarai company in

Bahrain. The research has provided background information about the topic with problem

statement. Also, the study has provided general information about the chosen company

along with detailed information taken from previous studies about each variable. Then, the

data was collected through a survey in order to explain them with the aid of the literature

review. This research could be improved through many ways. For instance:

1. Search for a valid information about the number of employees in

Almarai company to make the data reliable as much as possible.

2. Search for books that talk about work discipline in order to get more reliable

items to assess the influence of it on the employees’ performance.

3. Through research, there has shown that one of the IVs does not have a great

influence over employees’ performance which is work discipline. So, it would

have been better to include another IV that has greater influence.

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 4. Job satisfaction has to deal with genetic aspect. So, offering some

recommendations to maximize it might not work. Thus, there is a great need to

study its dimensions deeply.

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