Employee Satisfaction: Finding a Balance for Maximum Performance

Published: 2022-12-27
Employee Satisfaction: Finding a Balance for Maximum Performance
Type of paper:  Literature review
Categories:  Psychology Research
Pages: 7
Wordcount: 1816 words
16 min read

The effect of employee satisfaction in as far as job delivery and quality f performance are closely related. Employees work best under motivation and the general feeling of appreciation as well as recognition f their efforts. Even as researchers have delved in the city grittiest of finding a suitable solution that would deal with the cases and instances of employee discouragement. There has always been a reason to find a balance that will meet both the needs of the employees alongside that of their employers (Banakou, 2015). In other cases, there has emerged a consistent trend in the increase job satisfaction level alongside other factors of employee welfare as well as the need for the creation of an amicable ground for addressing the employee matters. Taking the case study of Singapore employee scenario and the extent to which the employee satisfaction affects their creativity as well as their productivity in their tasks.

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The cases o smooth working relationship that is eminent in cases where ethical behavior is sure to occur. There is also a need for the establishment of a perfect fit between employees and the healthy organizational environment. In this case, therefore, it is important to ensure that employees enjoy a proper working environment as well as encouraging them to improve on their performance by continuously juggling their creativity as well as their ability to deliver in challenging environments as well. So as to establish a proper ethical culture in an organization that brews creativity and high level of performance, there is a need to establish an environment that generates a very high level of employee satisfaction. The establishment of a clear code of conduct is one of the means by which an organization is able to enshrine some of those identified organizational culture and practices among all its employees as means of improving performance and job quality (Cheng, Sanchez-Burks & Lee, 2008). The need for open communication, creation, and establishment of strengthened employees that are joined by a powerful code of professionalism as well as the establishment of strengthened commitment codes. Organizations are, therefore mandated to ensure that they establish these environments to ensure that the employees find it meaningful to commit and contribute towards the mission and vision of the management (Banakou, 2015). It is apparent that higher employee satisfaction in the job environment contributes massively to their willingness to commit and to deliver to the overall success of the entire organizational at their various and respective levels or positions occupied in the organization. In Singapore, there have been identified various variables that contribute to the increase in the level of employee commitment, creativity as well as their job delivery; these variables include job satisfaction (IV), employee creativity (DV) and gender (M).

The research by Nadia, Waheed, and Arshad (2013) found that there is a close link between employee job satisfaction (IV) and their increased creativity (DV). There is indeed a research finding pointing to a case of an ethical work environment that is riddled with respect and honour for each other. The ethical environment, as the finding established was pegged on the principality of the fact that the relationship between the work context as well as job commitment (Jalali & Heidari, 2016). According to the research, a highly professional environment run on the principality of commitment and not witch-hunt triggers a high level of commitment between employees and their respective tasks. In essence, it is important to take note of some o the underlying factors that continue to inhibit the level of creativity in the employee environment as well as the improved level of job delivery (Iqbal, Bhatti & Zaheer, 2013). It is thus unquestionable aspect as to whether (IV) has a positive correlation with the (DV). It is on the principality of such findings also that the employers continue to increase interaction between employees and their supervisors as a means of encouraging the creativity as well as the improvement of connection and togetherness which thus will be a sure means of increasing employee commitment.

In Singapore, according to the research done by Huhtala & Parzefall (2007) shows that an environment where the employees feel the work environment encourages mutual benefit rather than simply benefiting the employer creates a high-level of commitment. According to this article on A Review of Employee Well "Being and Innovativeness: An Opportunity for Mutual Benefit" the employee wellbeing has a direct correlation in that their increased level of innovation, commitment among other essential aspects of the work environment. According to Huhtala & Parzefall (2007), promotion of work engagements, among other aspects such as the setting of job-specific resources in motion is one of the surest means of increasing the innovations in the work environment in entirely. Innovativeness includes such aspects as demanding for the wellbeing, jobs-specific demands and resources are just but some of the few areas that need to be addressed in as far as ensuring that the job-related innovations are targeted.

Singapore brags of a highly knowledgeable employee base that is skilled. Such employees, as seen from the employment das, have found better employment opportunities overseas due to tot eh fact that the job satisfaction level in some of the local industries do not seem to provide the kind of environment that they may need for the satisfaction of the total creativity (Kato-Nitta & Maeda, 2013). Much research, however, has delved in determining the personal level of employee satisfaction as well as the improvement of the work condition among other factors that critically relate to the employee satisfaction level in totality.

Zohreh & Alireza (2016) in their article "The Relationship between Happiness, Subjective Well-Being, Creativity and Job Performance of Primary School Teachers in Ramhormoz City" went ahead to disseminate the gender aspect (M) in relation to the level of job satisfaction (IV). Whereas there are many factors that may increase the aspects of employee satisfaction, one would not imagine that gender would be such a compelling factor as well. However, according to this research, gender demographic has a large effect on the level of employee satisfaction and the overall benefits that arise from the male-female engagements (Kato-Nitta & Maeda, 2013). As founding the subject article, there is a general fusing that the females enjoy a career in education and teaching at 65% compared to males at 35 %. This is, therefore, a connection to the fact that variable (M) has a deeper connection with (IV) as shown below:

Overseas research, away from Singapore has also shown the extent to which the job satisfaction level has impacted on the level of innovation. According to Dr. Mohamma & Dr. Moh.d Ahmed (2015) in the article "The Effect of the Factors leading to Job Satisfaction on the Innovation Level: Study on Workers in Islamic Banks operating in Jordan." This article has also cemented the concept of gender in connection t the increase in job satisfaction level; thus leading to cases of innovation. This article, as succeeded in among other things showing that the level of job satisfaction increases with the increase in job satisfaction, gender, and innovation. According to this research, gender plays a critical role in the development of innovation in some job occupations (Garcia, 2018). The number of male employees in the banking sector is higher than the female numbers in the same occupation, this there is a consistent need by the employers to adjust and fix their organizations in such a way that they will increase the level of innovation in such occupations (Humborstad & Perry, 2011). The aspect of (M) n this study is divergent in such always as marital status, level of education as well as age. Married males are more creative and innovative than married females, due to the increase in outside job chores which takes away the amount of time learning the principled and the essentials of work at large.

According to the Singapore context, there is an apparent clarity on the fact that there is a whole list of factors that show a close connection between the three variables as outlined (IV), (DV) and (M). The level of employee empowerment will see an increase in their interest in their job. As their interest in h-job increases, there is a direct linkage with the level of innovation as (Huhtala & Parzefall, 2007). This has a direct connection with gender concepts such as whether the employee is male or female. These factors combined have seen the rise in the Singapore economy as well as the death of some of the companies in the country that disregarded some o the essential elements in relation to the recognition of the employee interests.

From the research materials examined for the sake of this paper, there is a glaring research gap that leaves room for further research and investigation. In essence, there is a need to ensure that further research meets the needs and requirement for further investigations of these factors. in essence, this research failed to put into the context the principality of (IV) on the light of what espouses the extents of job satisfaction. There are several factors that contribute to employee job satisfaction levels such as security, higher salary as well as job security. This research left a gap also extends to the variable (DV). The linkage between (IV) and (DV) is more theoretical than actual. The (DV) aspect does not take recognition of such principles as the IT and increased employee management (Al-Mahayreh & Abdel-Qader, 2015). Innovation takes a wider dimension than just the contextual infrastructure; it includes such elementary factors including the means to increase revenue and assurance of the future of the companies in Singapore. The glaring gap in the analysis of various factors o innovation must be investigated in the means by which both (DV) connects to (M) as well. Finally, the gender gap influence on employee performance is equally essential in the overall determination of the success of organizations.


Al-Mahayreh, M., & Abdel-Qader, M. A. (2015). The Effect of the Factors leading to Job Satisfaction on the Innovation Level: Study on Workers in Islamic Banks operating in Jordan. International Journal of Business, Humanities, and Technology, 5(1).

Banakou, S. (2015). Job satisfaction and creativity at work among Greek employees: The role of time perspective and financial crisis.

Banakou, S. (2015). Job satisfaction and creativity at work among Greek employees: The role of time perspective and financial crisis.

Cheng, C. Y., Sanchez-Burks, J., & Lee, F. (2008). Connecting the dots within Creative performance and identity integration. Psychological Science, 19(11), 1178-1184.

Garcia Torres, D. (2018). Distributed leadership and teacher job satisfaction in Singapore. Journal of Educational Administration, 56(1), 127-142.

Huhtala, Hannele & Parzefall, Marjo-Riitta (2007). A Review of Employee Well Being and Innovativeness: An Opportunity for Mutual Benefit. Creativity and Innovation Management 16(3), pp. 299-306.

Humborstad, S. I. W., & Perry, C. (2011). Employee empowerment, job satisfaction, and organizational commitment: An in-depth empirical investigation. Chinese Management Studies, 5(3), 325-344.

Iqbal, N., Bhatti, W. A., & Zaheer, A. (2013). Corporate Ethical Values, Group Creativity, Job Commitment And Performance: The Effect Of Work Response On Work Context. Management & Marketing, 8(1).

Jalali, Z., & Hei...

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