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The Relationship between Work Motivation and Job Satisfaction Research THE RELATIONSHIP BETWEEN WORK MOTIVATION AND JOB SATISFACTION Abstract Nadia Ayub Department of Business Psychology Shagufta Rafif Department of Management College of Business Management, Karachi Numerous researchers investigated the relationship between job satisfaction and work motivation in diversified professions but none investigated bank managers in Pakistan. Therefore, the current study attempts to explore the relationship between work motivation and job satisfaction. Based on the literature review two hypotheses were formulated 1) There will be positive relationship between work motivation and job satisfaction, and 2) There would be a gender difference on the variable of work motivation and job satisfaction. To asses job satisfaction, “Job Satisfaction Survey (JSS; Spector, 1997)”, and for motivation, “Motivation at Work Scale (MAWS, Gagné, M., et.al, 2010)”, were used. The sample of the study consists of 80 middle managers (46 males; 34 females) from different banks of Karachi, Pakistan. A Pearson Product Moment Correlation Coefficient was calculated for the correlation between the work motivation and job satisfaction. In order to find out gender differences t test was computed. In conclusion, the findings of the study suggest that there was a positive correlation between work motivation and job satisfaction. Furthermore, there was a significant gender difference on the variable of work motivation and job satisfaction. Keywords: Motivation, job satisfaction, gender difference JEL Classification: J81, O15, Z13, J28 *An earlier version of this refereed paper was presented at the first Business Psychology Seminar held by the Department of Business Psychology IoBM in November, 2010 PAKISTAN BUSINESS REVIEW JULY 2011 332
Research The Relationship between Work Motivation and Job Satisfaction Introduction The relationship between job satisfaction and motivation at work has been one of the widely researched areas in the field of management in relation to different professions, but in Pakistan very few studies have explored this concept especially on banking sectors employees. According to Khan (1997), in the current business environment, organizations in all industries are experiencing rapid change, which is accelerating at an enormous speed. Finck et al. (1998) also stated that companies must recognize that the human factor is becoming much more important for organizational survival, and that business excellence will only be achieved when employees are excited and motivated by their work. In addition, difficult circumstances, such as violence, tragedy, fear, and job insecurity create severe stress in employees and result in reduced workplace performance (Klein, 2002). According to Watson (1994) business has come to realize that a motivated and satisfied workforce can deliver powerfully to the bottom line. Since employee performance is a joint function of ability and motivation, one of management’s primary tasks, therefore, is to motivate employees to perform to the best of their ability (Moorhead & Griffin, 1998). Banks are corporeal structures and play a significant role in the economy worldwide, although faced by internal competition among the commercial banks in Pakistan, the only competitive advantage they have is through their motivational personnel that deliver quality service to their customers. Outstanding services provided by these employees create a niche in the eye of the customer, which plays an important and significant role in delivering high customer satisfaction. Thus it’s important for management to ensure that managers are work place motivated. Pinder (1998) described work motivation as the set of internal and external forces that initiate work-related behavior, 333 PAKISTAN BUSINESS REVIEW JULY 2011
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