REVIEW OF LITERATURE:

(Muhammad Shahzad Latif, 2013)Employee attitude is very important for management to

determine the behavior of workers in the organization. The usually judgment about employees is
that “A satisfied worker is a productive worker”. If employees are satisfied then it will create a
pleasant atmosphere within the organization to perform in a better and efficient manner,
therefore, job satisfaction and its relation with organizational performance has become a major
topic for research studies. The specific problem covered in this study is to scrutinize the impact
of job satisfaction on organizational performance. It considered which rewards (intrinsic and
extrinsic) determine job satisfaction of an employee and its relation with organizational
performance. It also reviewed the influence of age, sex and experience of employees on level of
job satisfaction. It also covered and investigated different events which can satisfy the employees
on jobs, their retention in the job, and why employees stay and leave the organization. Data were
collected through conducting detailed field survey using questionnaires from different employee
(exit interview of outgoing employees) groups like management, senior managers, managers,
professionals and support staff from five profit/non-profit sector organizations. The data analysis
shows that there exists positive correlation between job satisfaction and organizational
performance.

(Demet Leblebici , 2018)The workplace environment plays a crucial role for the employees.
Nowadays employees may have a large number working alternatives, then the environment in
workplace becomes a critical factor for accepting and/or keeping the jobs. The quality of
environment in workplace may simply determine the level of employee’s motivation, subsequent
performance and productivity. How well employees get along with the organization influence the
employee’s error rate, level of innovation and collaboration with other employees, absenteeism
and ultimately time period to stay in the job. This paper presents the analysis of working
environment of a foreign private bank in Turkey and examines the relationship between the
workplace physical conditions and employee’s productivity

(Habib Ahmad, 2010)Many attempts are made to find determinants of job satisfaction and its
relationship with other variables but most of the study is done in the west. This paper utilizes
survey data collected form 310 employees of 15 advertising agencies of Islamabad (Pakistan) to
test interdependency of job satisfaction and job performance, effect of organizational
commitment and attitude towards work on job satisfaction and impact of organizational
commitment and attitude towards work on performance. Response patterns, analyzed by gender,
education, department, income and age are also discussed. Results show a weak relation between
job satisfaction and performance where as organizational commitment has strong positive
relation with performance and attitude towards work has a strong positive relation with job
satisfaction. The study identifies insignificant impact of organizational commitment on job
satisfaction and attitude towards work on job performance.

(Abomeh, 2015)Robust employees training programme will enable business organisations to

have the right set of workers with the required skills, knowledge and attitude to manage the
different industries in Nigeria, as well as plan adequately and wisely to meet the challenges of
skills deficiency, for the industries in the future. This research study reviews the effects of
training on employees’ productivity in the insurance industry, the challenges militating against
employee training in the insurance industry in Nigeria. The study evaluates key policies on
insurance employee training and development, how it enhances employees’ productivity in the
insurance industry. The survey research methodology was employed in this study, this enable the
researchers to successfully gain greater insight on the subject and resolve unexpected issues. The
findings of the study shows that in order for organisation to achieve optimum returns from her
investment, there is the need to develop training programs and effectively managed training of
employees’, which is the most vital asset of organisations and the dynamic of their productivity.
The study concludes that the insurance industry in Nigeria as a matter of urgency should
formulate policies that enshrine employees training so as to improve employees’ productivity in
the industry, in order to arrest the present poor productive situation.

(Mora, 2019)This study aims to determine the effect of work safety and work healthy on
employee productivity in the production department at PT. Sisirau Aceh Tamiang. This research
is a type of quantitative research with a sample of 45 people. The data analysis method used is
multiple linear regression analysis. Hypothesis testing is done through t test, F test, and the
coefficient of determination (R2). Regression equation results obtained Y = 2.255 + 0.314X1 +
0.811X2 means that the constant value of 2.255 is the value of employee productivity before
being influenced by work safety and health. The work safety regression coefficient is 0.314 and
is positive, meaning that if work safety is increased the employee's work productivity will
increase by 0.314 with a tcount> ttable (2.333> 1.68195) and significant (0.025

(Bhatti, 2007)It is widely believed that the employee participation may affect employee’s job
satisfaction; employee productivity, employee commitment and they all can create comparative
advantage for the organization. The main intention of this study was to find out relationship
among employee participation, job satisfaction, employee productivity and employee
commitment. For the matter 34 organizations from Oil & Gas, Banking and Telecommunication
sectors were contacted, of which 15 responded back. The findings of this study are that employee
participation not only an important determinant of job satisfaction components. Increasing
employee participation will have a positive effect on employee’s job satisfaction, employee
commitment and employee productivity. Naturally increasing employee participation is a long-
term process, which demands both attention from management side and initiative from the
employee side.

(malin lohela.h, 2022)Work motivation and job attitudes are important for productivity levels
among academic employees. In situations where employees perceive problems, for example,
health-related and work environment-related problems, the ability to perform at work could be
affected, which may result in fewer publications, reduced quality and less research funding. Few
studies, however, have paid attention to productivity loss among academic employees in order to
understand how, or if, the perceived loss is affected by the reported problems, either alone or in
combination with work motivation and job attitudes. To evaluate whether attitudes towards work
—measured as job satisfaction, organisational commitment and work motivation—are associated
with productivity loss in the workplace, a cross-sectional study was conducted. This type of
design is required as performance is highly variable and is affected by changes in health and
work status. This study includes employees who reported either health-related problems, work
environment problems or a combination of both (n = 1475). Linear regression analyses were
used to answer the hypotheses. Higher levels of motivation, job satisfaction and organisational
commitment were associated with lower levels of productivity loss among employees who
experienced either health-related or work environment problems. High work motivation and high
commitment were significantly associated with lower levels of productivity loss among
employees who experienced a combination of problems. In summary, productivity loss among
academic employees is not only affected by health-related problems or problems in the work
environment but also by work motivation, job satisfaction and organisational commitment; i.e.,
these factors seem to buffer, or moderate, the reduction in performance levels for this group of
employees.

(Ted H. Shore, 2012)This experimental study tested the tenets of equity theory (Adams, 1965).
Whereas prior research has focused mainly on outcome equity, we investigated the effects of
both inputand outcome-based inequity on several work attitudes. A 2x2x2 factorial design was
employed in which two under-reward (underpay/equal productivity; equal pay/above average
productivity) and two over-reward (overpay/equal productivity; equal pay/below average
productivity) conditions were created. Subjects indicated their attitudes towards these scenarios
in which they compared themselves to either an internal or external referent other. First, as
predicted, we found that outcome-based (pay) inequity had a greater impact on most work
attitudes than input-based (productivity) inequity. Second, as expected, we found that internal
pay comparisons had a greater affect on most work attitudes than external comparisons. Finally,
findings for productivity comparisons provided minimal support for the expectation that internal
inequity would affect attitudes to a greater degree than external inequity. Implications for the
management of human capital were discussed.

(Prof.Dr.Abdul Ghafoor Awan, 2011)Work environment plays an important role in an

organization. Most of the problems faced by employees are related to working environment. The
level of productivity can be increased through developing a conducive working environment in
the organization. The basic objective of this study is to measure the impact of working
environment on productivity of employees. The organizations like banks and insurance
companies were selected for conducting this research study. A closed ended questionnaire was
developed to get feedback from target audience and different statistical methods were used to
derive results from the collected data. It was observed that the factors like supervisor support,
relation with co-workers, training and development, attractive and fast incentives and recognition
plans, adequate work load at work place are helpful in developing a working environment that
has positive impact on employee’s level of productivity in the organizations. Key Words:
working environment, workers’ productivity, recognition plan.

(f.ferrirea, 2009)The popularity of social networking sites is relatively recent and the effect of
online social networking (OSN) on employee productivity has not received much scholarly
attention. The reason most likely lies in the social nature of social networking sites and OSN,
which is assumed to have a negative effect on employee productivity and not bear organisational
benefit. This reseach investigated recent Internet developments as seen in the social Web and
specifically investigated the effect of OSN on employee productivity and what some of the
consequences would be if employees were allowed unrestricted access to these networks. The
findings concerning the nature of employees' OSN activities, employees' attitude or perceptions
with regard to OSN in the workplace and how OSN can contribute or affect the productivity of
employees are discussed in this article. Some of the basic misconceptions regarding OSN are
highlighted and it is concluded that this technology can be used to increase collaboration
between individuals who share a common interest or goal. Increased collaboration will stimulate
knowledge sharing between individuals, with the possible effect of increased productivity.
However, the risks associated with OSN should be noted, such as loss of privacy, bandwidth and
storage consumption, exposure to malware and lower employee productivity.
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