Locke and Lathan (1976) give a comprehensive definition of job satisfaction as pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. Job satisfaction is a result of employee's perception of how well their job provides those things that are viewed as important.
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).
Primary and
secondary needs
Murray identified needs as one of two types:
- Primary
Needs
- Primary
needs are based upon biological demands, such as the need for oxygen,
food, and water.
- Secondary
Needs
- Secondary
needs are generally psychological, such as the need for nurturing,
independence, and achievement.