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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
opportunities for professional development, rather than external environment of which
managers would justifiably feel unable to control.
Mounting evidence from the literature suggests that organizational tenure influences job
attitudes and turnover intentions (Abbott, White, and Charles, 2005; Van Breukelen, Van
der Vlist, and Steensma, 2004). For instance, Steers (1977) strongly agues that tenure is
the single best predictor of turnover because it represents an employee‘s past behavior
and summarizes his or her relationship with the organization. The attraction selection
attrition hypothesis (Schneider and Reichers, 1983) suggests that individuals are attracted
to and selected by organizations that satisfy their needs and goals. In those cases where
there is a good fit, we expect low levels of attrition and, hence, longer tenure. In cases of
mismatches, however, we should expect high attrition rates and, hence, shorter tenure,
provided that other job opportunities are readily available. Thus, tenure is expected to
correlate with climate perceptions, job satisfaction, organizational commitment, and
turnover intentions.
2. Purpose and Objectives
The purpose of this descriptive-co-relational study was to examine impact of job
satisfaction on job performance of public sector regulatory authorities. In addition, this
study sought to determine the relation between job retention and job performance and job
satisfaction- job retention. To guide this study the following research objectives were
formulated.
� Describe selected demographic characteristics of employees;
� Describe the employee‘s level of job satisfaction with the job performance;
� Describe relationships between job satisfaction and job performance;
� Describe relationships between job retention and job performance;
� Describe the relationships between job satisfaction and job retention; and,
� Describe the relationships between job satisfaction, job retention and job
performance.
The sample for this study was employees of public sector regulatory authorities (N =
568). Employing a descriptive-correlative survey method and data were collected through
questionnaire.
3. Methodology
The research design was descriptive-correlative survey method and data were collected
through a questionnaire that was developed for this particular research. The section one
of the questionnaire consisted of questions pertaining to the demographic characteristics.
Section two of the questionnaire consisted of the employee job Satisfaction, job
performance and job retention. This Section consisted of an 18-item five-point Likert
type scale with responses varying from 1 (strongly disagree) to 5 (strongly agree).
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 171
JANUARY 2011
VOL 2, NO 9