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Group # 02
Qasim mushtaq
MB111081
Tariq kareem
MB111029
Mustafa masood
MB111013
Sahib ahmad
MB111019
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Supervised by:
Sir. Mudassir Naseem
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Impact of compensation, stress and working
condition on employees job performance: A
study on Zarai Taraqiati Bank Limited,Islamabad
stressWorking
condition
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Area
stress
Working
conditions
compensation
Job
performance
Dependent
Independent
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Problem statement
Quality of compensation affect the employees
job performance either positive or negative way.
Working conditions may influence the output
level of employees work.
And stress affects the performance of employee
in negative way which causes the overall drop
down of organizational effectiveness.
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Research question
How does compensation affect the
employees performance in ZTBL?
Do working conditions affect the employees
performance in ZTBL?
What are affects of stress on employees
performance in ZTBL?
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Objective of study
In developing countries like Pakistan of stresslimits the efficiency of employees and their
growth. What should be the working
conditions that lift the employee-efficiencyand what working conditions currently
undermining the job performance because in
Pakistan economy organizations usually do not
provide the sufficient working conditions to
employees
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Count's
And what level of compensation they are
getting because performance of ZTBL is
declining, and up to what level compensation
is affecting the job performance in both ways.
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Theory support
Organizations need highly performing individualsin order to meet their goals, to deliver theproducts and services they specialized in, and
finally to achieve competitive advantage.Performance is also important for the individual.Accomplishing tasks and performing at a highlevel can be a source of satisfaction, with feelings
of mastery and pride. Low performance and notachieving the goals might be experienced asdissatisfying or even as a personal failure.
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Count's
Moreover, performanceif it is recognized byothers within the organizationis oftenrewarded by financial and other benefits.Performance is a majoralthough not the only
prerequisite for future career development andsuccess in the labor market. Although there mightbe exceptions, high performers get promotedmore easily within an organization and generally
have better career opportunities than lowperformers (VanScotter, Motowidlo, & Cross,2000).
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Literature review
Compensation
Definition. The monetary and non-monetary rewards that are given to
the employees and workers against their services or any injurycaused due to performance of job
Explanation
Compensation can be divided in to various parts. One way isto break it down into three parts namely, Fixed-Pay, FlexiblePay and Benefits (Beard, 1986). The other way is to divideCompensation in to two parts, Performance-based pay andNon-performance based pay (Taylor, F.1911
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Stress
Stresscan be defined as the "harmful physical and emotional
responses that occur when the requirements of the job do not
match the capabilities, resources or need of the worker"
(Sauter and Murphy. 1999).
Though Stress is unavoidable in our society (Jaramillo, Nixon &
Sams, 2004) but direct action,seeking instrumental support
and resignation (Hall, Viola, Chater &Willson, 2006) can
mitigate its consequences and impacts. Impacts of high stress
entails low organizational commitment, which directlycontribute to voluntarily termination of employees
(Parasuraman, Alutto,1994) .
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Working conditions
Working conditions are the environment around the
employee in which they work and perform their activities.
Work environment related issues have been prioritized in
labour policy debates all throughout the industrializednations. Improving the general work environment has
been for instance a declared target of the European
Union, as stated in the consolidated version of the Treaty
establishing the European Community.
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Hypothesis
H1: There is a positive relationship between compensation
and job performance.
H2: there is a negative relationship between stress and job
performance.
H3: there is a relationship between working conditions and
job performance.
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