Chapter 3

Methodology

The present study aimed to investigate the relationship between job satisfaction and task

performance among employees of educational institutes. Beneath selective method of computing

data and sample technique details have been given along with questionnaire details.

3.1 Research Design

Correlation (cross-sectional) design was employed.

3.2 Sample and Sampling Technique

Sample consisted of N=50 participants including male (n=25) and female (n=25)

employees between the age range of 20-40 years. The sample was recruited from University of

Management and Technology, Lahore (UMT) by using non-probability convenient sampling

technique in current research.

3.2.1 Inclusion Criteria

 Muslim employees were included in the current study.

 Employees of age 20-40 years were included.

 Staff currently working in educational institutes was included.

 Faculty members and registrar officials were included.

 Mid-ranking workers were included in the sample.

 Able to give informed consent.

3.2.2 Exclusion Criteria

 Physically impaired or handicapped excluded.

  Employees of very high/low designation were excluded.

 Retired officials were excluded from the sample.

3.3 Operational Definitions

An operational definition is the statement of procedures the researcher is going to use in

order to measure a specific variable. According to our research study, the operational definition

is the overall job satisfaction in relation to work performance.

3.3.1 Job Satisfaction

Job satisfaction is an attitudinal variable, referred as a global feeling about the job or as a

related pattern of attitudes about various aspects or facets of the job. It is the extent to which

people like (satisfaction) or dislike (dissatisfaction) their jobs. It can be a reflection of good

treatment or organizational functioning. Job satisfaction is associated with many important

outcomes and behaviours of employees that have implications for organizational welfare.

(Spector, 1997). To sum up, job satisfaction is a combination of both intrinsic and extrinsic job

satisfaction. This also infers for how much an employee is doing the task well, and being suitably

rewarded for one’s efforts. (Cascio, 2005)

3.3.2 Task Performance

Characteristically task performance is a term for measuring a person’s performance on

any provided task. (Singh, March 13, 2016). Task performance establishes responsibility or role

play and is evaluated on the set criterion of required achieved objectives, reasonable potentials

related to profession and platform. According to (Koopmans et al. 2011) task

performance describes the core job responsibilities of an employee. It is also called "in-role

prescribed behavior" and is replicated in specific work consequences and deliverables as well as

their quality and quantity. (Nini, 30th December 2019).

3.4 Assessment Protocol

Two measures included informed consent and demographic sheet has been used in present study.

1. Job Satisfaction Survey (JSS)

2. Individual Work Performance Questionnaire (IWPQ)

3.4.1 The Job Satisfaction Survey (JSS)

To assess employee attitudes about the job and aspects of the job, JSS was framed. The

Job Satisfaction Survey (JSS) is a 36 item scale which measures nine facets of job satisfaction as

well as overall satisfaction. It uses a summated rating scale format with six choices per item: “(1)

Disagree very much”, “(2) Disagree moderately”, “(3) Disagree slightly”, “(4) Agree slightly”,

“(5) Agree moderately” and “(6) Agree very much”. The nine facets are Pay, Promotion,

Supervision, Fringe Benefits, Contingent Rewards (performance based rewards), Operating

Procedures (required rules and procedures), Coworkers, Nature of Work, and Communication.

Each facet subscale contains 4 items and total satisfaction score can be measured by combining

all items. Reverse scoring is required for negatively worded items. The score range for the 4-item

subscales is 4 to 24. For the 36-item total where possible scores range from 36 to 216, the ranges

are 36 to 108 for dissatisfaction, 144 to 216 for satisfaction, and between 108 and 144 for

ambivalent. High scores on the scale represent job satisfaction. Cronbach Alpha value for total of
all facets is 0.91. The data on reliability coefficients show that all dimensions and sub-

dimensions have reliable results. (Spector, 1997)

3.4.2 Individual Work Performance Questionnaire (IWPQ)

Individual Work Performance Questionnaire was developed for research purposes as a

short questionnaire to measure individual work performance comprehensively in the general

working population. The IWPQ consisted of 3 scales(task performance, contextual performance,

and counterproductive work behavior) with a total of 18 items. Within each scale, items were

presented to participants in randomized order, to avoid order effects. All items had a recall

period of 3 months and a 5-point rating scale (“seldom” to “always” for task and contextual

performance, “never” to “often” for counterproductive work behavior). For the IWPQ

subscales, a mean score was calculated by adding the item scores, and dividing their sum by the

number of items in the subscale. Hence, the IWPQ yielded three subscale scores that ranged

between 0 and 4, with higher scores reflecting higher task and contextual performance, and

higher counterproductive work behavior. The items of IWPQ are such as “I came up with

creative solutions for new problems”, “I continually sought new challenges in my work”. All the

items have good discriminant index ranging from .447 to .734. This is consistent with the item

selection criteria of Azwar (2016) that the good test must have a minimum di scriminant

index of .30. The reliability coefficients using Cronbach’s alpha in the three dimensions of

IWPQ; task performance dimension, contextual performance, and counterproductive work

behavior meet the established standards. The reliability coefficients of the three dimensions

of IWPQ fit the criteria of Wells and Wollack (2003) revealing that low stakes test must

have a minimum internal consistency of .800 or .850. The IWPQ has a good reliability, in
task performance (TP) .871; contextual performance (CP) .858; and counterproductive work

behavior (CWB) .814. (Linda Koopmans, 2013)

3.4.3 Informed Consent and Demographic Information Sheet

The demographic information such as age, gender, educational sector and monthly

income till date was gained through demographic questionnaire.

3.5 Procedure

The study was represented to the departmental committee; no potential harm to the

participants of study was identified. The sampling criteria and method was identified, data was

collected from private university. The participants were approached by taking consent. After

taking permission, the participants were selected on the basis of inclusion and exclusion criteria.

Participants were briefly explained about the purpose method and advantages of present study.

Confidentiality of the information is assured to participants that their information is used purely

for purpose of the research and they could withdraw from the research any time. During the

research process, participants were appreciated for giving their time and effort they put in study.

Participants were given all the measures in random order followed by demographic information

sheet. After data collection, questionnaires were scored and quantitatively measured.

3.6 Ethical Consideration

 Permission to use the scale from the author was sought

 Permission from the supervisor has been looked for before information gathering
 Informed consent has been taken from every member and they have brief about the

exploration

 Confidentiality of the information and anonymity of the members has been kept up

 The outcomes have been precisely spoken to