You are on page 1of 16

IMPACT OF EMPLOYEE

TRAINING/PERFORMANCE ON JOB
SATISFACTION (LIAQUAT NATIONAL
HOSPITAL)

Hafiza Badar Tabinda, Hafiza Khizra Massab,Seeratul-Urooj,Maham Ahmad


KASBIT

Purpose of study
The main purpose of the study was to find out Impact

of Employee Training/Performance on Job Satisfaction.


To find the factors that are effecting on of Employee

Training/Performance on Job Satisfaction.


To find out how these factors are being implemented in

healthcare sector(LNH)

Problem statement
What is the Impact of Employee
Training/Performance on Job
Satisfaction(LNH)?

Scope of study
This research is important to identify

how job satisfaction effects


employee performance.
It can be useful for the organization
to know which factors improve
employee performance.
It can be useful for the existing
researchers and future researchers
as well.
4

Research Objective(s)
The main objective of this research is

to examine the Impact of Employee


Training/Performance on Job
Satisfaction.
The second objective of this research
is to understand and analyze how
rewards, creativity, on job training and
motivation increases job satisfaction
5

Overview of LNH
Liaquat National Hospital & Medical College,

located at the center of the city.


is the largest private sector care hospital serving
the society for the last 56 years.
It provides 24 hours emergency, pharmacy,
laboratory and radiology services including
nuclear medicine facilities.
LNH employee is a combination of a good skill set
and a productive work environment.

Research model/theoretical framework

Hypothesis/Model
H1A: There is a significant relationship between employee

motivational level and job satisfaction.


H1o: There is no significant relationship between employee

motivational level and job satisfaction.


H2A: There is a significant relationship between creativity and job

satisfaction.
H2o: There is no significant relationship between creativity and job

satisfaction.
H3A: There is a significant relationship between rewards and job

satisfaction.
H3o: There is no significant relationship between rewards and job

satisfaction.
H4A: There is a significant relationship between employee training

and job satisfaction.


H4o: There is no significant relationship between employee training

and job satisfaction.


8

Research methods & procedures


Methods Of Data Collection
The analysis is based on five points Likerts Scale.

Sample And Sampling Technique:


The population for the study comprised the general public
of Karachi. A sample of 50 respondents comprising 32 male
and 18 female was selected on the basis of Simple random
sampling technique.

Statistics:
Researcher has been conduct one tail T-Test and used the
frequencies too. The SPSS program was used in conducting
the analysis.

Limitation:
Research has been conducted in only LNH due to time
constraints and less financial resources.
9

Results and analysis

11

12

Results and analysis


N

Mean

Std.Deviati Std.Error
on
Mean

Employee
Training

50

2.05000

.487078

.068883

Rewards

50

2.1600

.58632

.08292

Employee
Motivational
Level

50

2.1933

.61754

.08733

Job
Satisfaction

50

2.2600

.41057

.05806

13

It clearly shows from one sample t-test that results are reliable. After conducting t test,
significant tool describes that 2-tailed<0.05 of all variables so the Null Hypothesis of
features like employee training, rewards, employee motivational level and job
satisfaction is rejected. Therefore it is necessary to mention that employee training,
rewards, employee motivational level have positive impact on job satisfaction .
Test Value = 3
t

df

Sig(2tailed)

Mean
Diff

95% Confidence
Interval of the
Difference

lower
Employee Training

Rewards

Employee
Motivational Level
Job Satisfaction

Upper

-13.791

49

.000

-.950000

-1.08843

-.81157

-10.130

49

.000

-.84000

-1.0066

-.6734

-9.237

49

.000

-.80667

-.9822

-.6312

-12.745

49

.000

-.74000

-.8567

-.6233
14

Conclusion and Recommendations


Conclusion:
Employee motivation and other attributes are very useful in creating

Job satisfaction among employees.


This research revealed that training investments will lead to

improvements in organizational performance.


This study also proves Employee motivation increases Job satisfaction.
Study findings suggest rewards increase motivation and job

satisfaction.

Recommendation:
The research could have more variables.
The area or domain of the research would be larger.
In future researches we can have more respondents to have more

authentic data.
15

Thank you for your time

16