Analyse the effect of a Work culture of a construction company

International Research Journal of Engineering and Technology (IRJET) e ISSN: 2395 0056

Volume: 09 Issue: 06 | Jun 2022 www.irjet.net p ISSN: 2395 0072

Analyse the effect of a Work culture of a construction company

Trivedi Parth Lalitbhai1 , Ankitkumar Somabhai Patel2, Arjunkumar Mayurkumar Butala3

1P.G. Student, Department of Civil Engineering, U. V. Patel College of Engineering, Ganpat University 2P.G. Coordinator and Assistant Professor, Department of Civil Engineering, U. V. Patel College of Engineering, Ganpat University 3Assistant Professor, Department of Civil Engineering, U. V. Patel College of Engineering Ganpat University ***

Abstract The construction industry is one of the largest industries inthe worldinterms of manpowerandfinance.Due to this, the number of people working in this industry is also a huge amount. A survey says that during the last 50 years construction industry accounted for 40 per cent of the development investment inIndia. The construction industryis increasing day by day and starting to achieve new goals with the help of finite employees.

A study points out that the Indian construction industry provides employment to over 30 million people and they create the assets which are worth around 200 billion Indian rupees. But unfortunately, people don’t get job satisfaction in their company. Due to that, employees are continuously changing their job. Also, the company has to find a new talented person for filling the space.

In this study, the research is done on the HR policy, work culture and job satisfaction of employees. For that, many research thesis is considered and found that other literature only focused on the factors. But they do not cover the points. For finding the problems of employees, the quantitative study is taken in a form of a questionary survey. The analysis of this survey is done in the frequency index analysis method. And from this analysis, it can be concluded that these five points shouldbemandatory. Which are as follows,(I)Satisfywiththe dignity maintains in the company. (II) On time salary. (III) Provide compensatory leave/ Paid Leave, etc. (Iv) Company gives incentives, and gifts, to chase the target or complete the project. (V) Arrange shifts as per the requirements of the employee.

Key Words: Job satisfaction, HR policy, Working environment, Construction Management, Work Culture

1. INTRODUCTION

Toachievethegoalsofanycompany,employeesareoneof thecrucialfactorsforthem.Employeesareoneofthemain pilers for running the company. And without the endless effortsoftheemployees,thecompanydoesn’tgettheirset goalsandachievesuccess.

For their endless efforts, a good HR department and hr. policiesareneeded.Withoutit,theemployeesdonotgive their best for driving the company to its goals. In the IT

sector, a good HR department and their policies for their employeesareavailable,butintheconstructionsectorand mainlytheinfrastructuresector,Idon’t finddedicatedHR policiesfortheemployees.

Companies are looking into their employee dedicated workmanship,energizedmindset,creativity,out of the box thinking,workingonateam,loyaltothecompany,etc.

Buthereisthequestion,isWhatareemployeesexpecting from their company? Timely salary, Week off, A HR departmentwhichalwaysavailableforemployeeproblems,

Sustainable growth in the organization, and value in the company.Butthisdoesnotavailableinthesmallandmiddle sizesofthecompany.Yes,thebigsizeofthecompanieslike TataProjectLimited,L&TInfrastructure,etc.hasgoodHR departments.Butallthepeoplearenotgettingthechanceto workwiththesebigcompanies.So,thetruthis,thatsmall andmedium sizedcompanieshavetodevelopadedicated HRdepartmentfortheiremployeesforbothemployeeand companygrowth.

1.1 NEED FOR STUDY

Theneedforthisstudyistoimprovetheproductivityof theemployeeandsatisfytheirbasicneedoftheemployees.I haveshownmanycompanieswhichareintheirdeveloping periodbuttheydonotdoanythingfortheiremployee.Thus, then employees are resigning from their post and joined anothercompany,andthecompanyneedtohireotherpeople forthepositionofthepostemployee.Thisloopnevergets decreased or stops and due to that, the company has to providetheirvaluabletimetoreselect

1.2 OBJECTIVE

The primary objective is to study the HR policies in the constructionsector. TheSecondaryobjectiveis toidentify therequirementoftheemployeeintheworkenvironment. ThethirdobjectiveistoanalyzethefactorswhichgovernHR policiesandrequirementsofconstructionsectoremployees

International Research Journal of Engineering and Technology (IRJET) e ISSN: 2395 0056

Volume: 09 Issue: 06 | Jun 2022 www.irjet.net p ISSN: 2395 0072

1.3 SCOPE OF WORK

The work scope is mainly focusing on the private sector employeesoftheconstructioncompanies.Ihadchosenthis rangebecausetheprivatesectoremployeesarenotgetting job satisfaction from their company. Ahmedabad based constructioncompaniesareinmyscopeofwork.

1.4 RESEARCH METHODOLOGY

Chart 1:FlowchartofResearchMethodology

2. LITERATURE REVIEW

(Nguyen & Watanabe, 2017) The purpose of the research study is to know the impact of the project organization cultureonaconstructionprojectperformance.Theauthor said that the result of this research is useful for the assist constructionmanagerstodosuchkindsofpracticesthatcan contribute to e success and sustainability of the project. Principal component factor analysis (PCFA) is used for research methodology. This study aims to determine the project’s organizational culture and find the cultural framework.Andformthefindingoftheresearchsuggestthat moreeffortisrequiredtomakeculturalsustainabilityinthe organization.

(Oney Yazicetal.,2006)Theauthorsaysthatonlyprofitand high financial growth are not sustained for organization growth, but also sees the cultural differences in the organization. Also, the companies have to see and understandtheirownandothercompanies’organizational growth and work accordingly to their cultural ways and traditions. The method used for the survey is Compacting Value Framework, and Statistical Package for the Social Science(SPSS)toolisusedfortheAnalysisoftheData.The result shows that the U.S. construction companies have strong organizational culture and their workers and employeesareloyaltothem.Butmoreresearchisneeded

for a better understanding of the relation between the congruence and strength of the culture of the U.S. constructioncompanies.

(Choi et al., 2015) The author says that a recent study in 2013bytheCII ConstructionIndustryInstitutesaysthatthe majorproblemamongtheconstructionprofessionalsisnot understandingtheforeigncultures,Languages,andEthics. And for that, the author aims to present a comprehensive review of the literature on the cultural aspects of the construction industry to identify the knowledge gaps and suggestrecommendationsforfutureresearch.Andfordoing that,theauthoridentifiesandcomparedmajorstudies on cultural factors. From the comparison, the author has identified some categories which say the most focal to understandingthedifferencesbetweenthecultures.Those groupsare“Authorityandstatus”,“Groupattachmentand relations”, “Gender roles and assertiveness”, “Uncertainty andrules”,and“Timeandfutureorientation”.Theresearch methodology used is Analysis of the Literature review in differentcategories.Andfromthat,theconclusionofauthor is an increasing trend to research the cultural aspect of construction management. Because they improve the effectivenessoftheprojectandatthesametimeprovidea competitiveadvantage.

(Bargetal.,2014)TheAuthorsaysthatfromtheliterature peer reviewed by an English article, during the last five decadestheconstructionactivityislowerandalsobehind the other industries. And the number suggests that the constructionworkerneedssomemotivationtodoworkwith maximumeffort.Fromthereviewofthearticles,theauthor chooses the literature from the following keywords; ConstructionandMotivation.Thismotivationpartisfurther divided into four parts; (1) Environment and culture; (2) Motivationmodels;(3)workermanagement;(4)incentives and empowerment. did a study on factors that affect productivityandmotivationalfactorsinKuwait.Thestudy finds and ranked the critical survey factors that affect productivity.Fromoutof10factors,2isincentives(i.e.,lack oftheschemeoffinancialincentiveanddelayofpayment),5 factors related to culture and work environment ((i.e., rework, delays in response to RFI, change orders during execution,overcrowdingand operatives’interface,quality and detailed level of drawings) and 4 is related to management (unrealistic scheduling and performance, Incompletesupervision,shortageofmaterialson site).The authorconcludesthatthereisnoarticleonthemotivationof workers that improves worker efficiencies, their productivity, and the skills of workers working in the constructionindustry.Also,fromtheextensivereviewofthe no of literature, there are two primary methods for improving the techniques of the motivation of the construction; (1) Relative incentives of the works to the workers and (2) Improved the management practices, especiallyregardingthecommunicationtotheworkersfrom

Factor value: 7.529 | ISO 9001:2008 Certified Journal

International Research Journal of Engineering and Technology (IRJET) e ISSN: 2395 0056

Volume: 09 Issue: 06 | Jun 2022 www.irjet.net p ISSN: 2395 0072

the higher management to lower management of the organization.

(Genc&Coskun,2016)Theauthorsaysthatthesatisfaction in a job represents the positive and negative filling combinationoftheworkerstowardstheircompany.Also,job satisfaction is the mixing of Physical, psychological and environmentalsituationsthatmakeapersonsaysthatheis satisfiedwiththeirjob.Theauthoridentifiesthefactorsthat affect job satisfaction are communication level of work, educationallevel,socialstatusfaircompensationleveland gender equality. And for that, the authors spread the questionaryformtotheemployeesandemployersforfilling in their thoughts and experience for analyzing the satisfaction level of the job. Also, the author says that job satisfaction performs a major role in the motivation and productivityoftheworker.Andfromthat,itisalsoaffecting theperformanceofthecompany.

(Khahro et al., 2016) The author says that the workers working in this industry, feel less job satisfaction and job security.So,itisnecessarytoidentifythosecriticalsuccess factorsandmakeajobasatisfactionculturetoimprovejob security.Andfromthat,theauthoridentifiedsomefactors that are essential the job satisfaction which has salary, organizationmanagement,policies&factors,socialsecurity andsupervision,andgrowthopportunity.Thekeyelement of this industry is to Improve workers’ satisfaction to achieve productivity in the work. And for that, executives need to take some steps to increase employee job satisfaction.

(Mustafa et al., 2021) In this literature review, the author conducted a comprehensive literature review on the previous literature review and some semi structured interviews. And after did the comprehensive review, the results of the analysis picturized that some of the most importantjobsatisfactionparameters.SomeofSalariesand other wages, Promotions, Rewards, Safe working environment condition, Opportunities, Relationship with other person at the workplace, compensation, motivation, benefits by company, supervision at the workplace, job security,etc.Also,theauthorsaysthatthemainimportance ishowtomanagetheirstaffeffectivelybymotivatingtheir mindset. It the effective tool for development and improvementofcompanyperformancetoachievetargeted goals. (Phuong & Nghi, 2020) An author makes literature review on identifies the factors which affect the job satisfaction of a construction workers in Vietnam. Author identifiessomefactorsthatmainlyaffectthejobsatisfaction of an employee. And for that, author collects the research data from 145 workers who are working on various construction projects in Vietnam. For the data analysis, author used exploratory factor analysis (EFA) and multivariatelinerregressiontechnique.Fromthatanalysis and the data collection, author proposed some administrative implements for improvement of job

satisfaction ration in the employee of the Vietnam. The employeesarecontributingtheirbesttotheorganizationso it is the responsibility of the organization that provide commitmentandcooperationbyvariouspoliciesandfrom thattohelpforincreasingtheirjobsatisfaction.Bycreating the dynamic working environment, company can satisfy their employees. Then, employees which have high job satisfactioncancontributetheirbesttotheorganizationand developingloyaltytotheirorganizationandcommittogive higherproductivity.Forsuccessfulcompany,themaineffort is to put money for improve the job satisfaction. Also, the pointtowherethestaffisplantoleavethecompanyisthe turning point where we can do something for retain the talented people. An author suggests that, put more workforce to reduce the workload, and shorten the work weektoachievehealthierworklifebalance.

(Phuong&Nghi,2020)Anauthormakesliteraturereviewon identifies the factors which affect the job satisfaction of a construction workers in Vietnam. Author identifies some factorsthatmainlyaffectthejobsatisfactionofanemployee. And for that, author collects the research data from 145 workerswhoareworkingonvariousconstructionprojects inVietnam.Forthedataanalysis,authorusedexploratory factor analysis (EFA) and multivariate liner regression technique.Fromthatanalysisandthedatacollection,author proposedsomeadministrativeimplementsforimprovement ofjobsatisfactionrationintheemployeeoftheVietnam.The employeesarecontributingtheirbesttotheorganizationso it is the responsibility of the organization that provide commitmentandcooperationbyvariouspoliciesandfrom thattohelpforincreasingtheirjobsatisfaction.Bycreating the dynamic working environment, company can satisfy their employees. Then, employees which have high job satisfactioncancontributetheirbesttotheorganizationand developingloyaltytotheirorganizationandcommittogive higherproductivity.

(Liao,2015)Theauthorcorelatethelabourmigrationand jobsatisfactionandmakeasurveyin440Thaiworkers.And the resultshowsthatlabour migration ismainlyelatedto feeling of satisfaction to the organizational commitment. Thereafteranalyzingthesurvey,authorfindthepositivelink betweenpusmigration,pull migration,salarysatisfaction, interpersonalsatisfaction,organizationcommitment.Author usedtheStructuralmodellingforthesurvey.Andspreadthe questionary for the response. In the last, result shows the relationship between job satisfaction and pull migration motivation by finding on the last studies. And says, those who are more pull migration with motivation of job including,interpersonalandsalaryaremoresatisfied.

From the past papers of the number of journals and publications,15to20piecesofliteraturearecollectedand from that, 9 pieces of literature relevant to this study are reviewedthoroughly.

International Research Journal of Engineering and Technology (IRJET) e ISSN: 2395 0056

Fromtheliterature,thecommonpointisfactoridentification but the loophole is that they didn’t contain the detailed questionsaboutthatfactor.Whichiscoveredinthisthesis.

Thefactorsofthisthesisareasfollow,(1)JobRoleFactor,(2) FinanceFactor,(3)WelfareSchemeFactor,(4)Rewardsand Recognitionfactor,and(5)Other.

3. DATA COLLECTION

The data collection for this research is done through a questionarysurvey.Andthequestionaryismadeusingthe literature review and after that, validated by the industry expert people A valid questionary is going for the data collectionbytheelectronicmedium,throughgoogleform.A totalof70responsesiscollectedforthedatacollection.

Samplesizecalculationiscarriedouttofindthevolumeof thesamplestocompletethedatacollection.

Hereisthedateforthesamplesizecalculation, ConfidenceLevel=95% MarginofError=12%

PopulationProportion=50% PopulationSize=unlimited Zscore=1.96

Fig 1:FlowchartofResearchMethodology

Thequestionsforthedatacollectionareasfollows, Table 1: QuestionaryfortheDataCollection

Questionaryforthedatacollection

A JobRoleRelated

1 DoyouSatisfywithyourposition?

2 AreyouokwithFixedtimejobwithshiftchange?

3 Didyouattainanytraininginyourjob?

4 DidyoulikeSiteworkwithvariouschallenges?

5 Doyouseeyourgrowthinyourcompany?

6 Areyoubeingsatisfiedwiththeroleandresponsibility whichyouareprovidedinyourcompany?

7 Arethereideasthatareimplementinginyourcompany?

8 Are you satisfied with the dignity maintained in your company?

9 Did you get regular feedback on your behaviour and workfromyoursenior?

10 Didyoufeeljobsecurityinyourcompany?

B FinanceRelated

11 Didyougetanon timeSalary? 12 Doyousatisfywiththesalaryasperyourposition? 13 Didyougetanincrementeveryyear? 14 Isovertimebeingpaidbyyourcompany? 15 DidyougetasalarySlip?

16 Did your company deduct the PF and other employee deductionsfromyoursalarywhichisbeneficialforyou?

17 Didyourcompanyprovideaneducationloan?

18 Didyourcompanyprovideahomeloan?

C WelfareSchemeRelated

19 Did your company provide at least 1 week off to the employees?

20 Did your company provide compensatory leave/paid leave,etc.?

21 Didyourcompanyorganizeatourfortheemployees?

22 Did your company provide Transportation/Room rent/Food?

23 Did your company provide corporate training to the employees?

24 Didyourcompanyprovidematernityleave?

25 Didyourcompanyprovidepaternityleave?

26 Didyougetapermittopursuehighereducationforthe seekingemployees?

27 Did you Believe that your company Believe in their employeecareerdevelopment?

28 Did your company’s work culture is healthy and supportivenature?

D RewardsandRecognition 29 Did your company provide an employee of the month/yearaward? 30 Didyourcompanygiveanincentiveofgiftsforthetimely completionoftheprojectorchasethetarget?

E OtherFacilityRelated 31 Didyourcompanyprovidetimeforrecreationalactivity? 32 Did your company arrange the shifts as per employee requirements? 33 Did your company provide flexible timing who are perusinghighereducation?

3. DATA ANALYSIS

Dataanalysisistheprocessofwhichsystematicallyapplying thetoolsandtechniquestoreducethedatainapossibleway tofindthecorrectanswersandfromtheresultofthesurvey.

Dataanalysisisthepartofanalyzingthedatacollectedfrom thequestionarysurvey.Thisanalysisisimportantforfinding theappropriateresultforthedatacollection.Andfromthat, theresearchergottheanswerstotheirresearch.Thereare twotypesofanalysisthataremainlydoneintheresearch community.

Volume: 09 Issue: 06 | Jun 2022 www.irjet.net p ISSN: 2395 0072 © 2022, IRJET | Impact Factor value: 7.529 | ISO 9001:2008 Certified Journal

1) QualitativeAnalysis

2) QuantitativeAnalysis

For this thesis work, the Quantitative analysis method is used to get the result. In the quantitative analysis, the FrequencyAnalysismethodisused.

3.1 INFORMATION ABOUT FREQUENCY ANALYSIS METHOD

Frequency analysis is part of Quantitative analysis. In statistics,Frequencyisthenumberoftimesaneventoccurs. This is the important point of statistic that deals with a numberofoccurrencesandanalyzethemeasuresofcentral tendency,percentiles,Dispersionetc.

Inthisthesis,Percentageanalysisisusedtodeterminethe Frequency Index. Important Index% = [F.I% x S.I%]/100 Where,F.I FrequencyIndexS.I SeverityIndex

Thefrequencydistributionistheinitialstageofproviding survey data in the basic statistical analysis. It helps the researcher(1)Organizeandsummarizethesurveydata(2) Interpretation of data and (3) Find the out person of the surveydata.

Fig 2:ReliabilityStatistic

The analysis of the questions of the various factors is as follows,

International Research Journal of Engineering and Technology (IRJET) e ISSN: 2395 0056

Volume: 09 Issue: 06 | Jun 2022 www.irjet.net p ISSN: 2395 0072

Table 2 : Frequency Analysis Result

S r. N o.

Question N o

A JobRoleRelated

M ay be Ye s

Fig 7:Otherfactors

Asperthefrequencyanalysismethod,weseetheresultin thefiguresfromFig03toFig07

4. CONCLUSION

Asperthevariousliteraturereviews,Jobsatisfactionamong theemployeesisoneofthemajorassetsofthecompany.A company which has satisfied the employee’s needs has automatically grown more and increased their working productivitybytheemployees.

Ifthecompanythinksabouttheiremployees,employeesare automaticallydevotedtotheircompanyandgivetheirbest performance by themselves and the company will automaticallycompletetheirprojectonschedule

The second benefit is an employee retention ratio is automatically increased and due to that, the outside employeewouldattracttothecompany.

For doing that, I made a questionary survey and in this surveytotalof21,Noquestionsareforunderstandingthe employeemindsetoftheircompany.

Aftercompletingthedataanalysisfromthefrequencyindex method,Ihadarrangedthequestionsregardingthemajor percentageismentionedbelow,

Fortheconclusionofthisthesis,wefoundthe5questions basedonthefrequencyanalysismethodandthesequestions arementionedbelow;

Did your company provide compensatory leave/paid leave, etc.?

No of Res pon ses

FA Res ult

Per cent ages 1 2 3

1 Are you satisfied with the dignity maintained in your company? 10 8 52 70 2.60 86.6 7 B FinanceRelated 2 Did you get an on timeSalary? 18 1 51 70 2.47 82.3 8 C Welfare Scheme Related 3

5 2 63 70 2.83 94.2 9 D Rewards and Recognition 4

Did your company giveanincentiveof gifts for the timely completion of the projectorchasethe target?

28 8 34 70 2.09 69.5 2 E Other Facility Related

5 Did your company arrangetheshiftsas per employee requirements? 35 14 21 70 1.80 60.0 0

Aspertheresult,Ifthecompanyfocusonthesepoints,can retain the employees and provide job satisfaction to the employee.

5. RECOMMENDATION

Fromthisanalysis,theRecommendationsareasfollows,

FirstistheFulfillallthefactorsforretainingtheemployees andtheirjobsatisfaction.

Second is take feedback from the employee without their names, so the company can positively evaluate itself for improvingitsHRpolicies.

Third is to Provide medical allowance because, in the constructionindustry,accidentsoccurrednormally

6. LIMITATION

TheLimitationofthisresearchisthisisthesurveywasdone onlyontheAhmedabadpremisesbecauseofthetimelimit andthepopulation.

REFERENCES

1) Barg,J.E.,Ruparathna,R.,Mendis,D.,&Hewage,K. N. (2014). Motivating Workers in Construction. Journal ofConstructionEngineering, 2014(12),1 11. https://doi.org/10.1155/2014/703084

2) Choi, J. O., Gad, G. M., Shane, J. S., & Strong, K. C. (2015). Culture and Organizational Culture in the Construction Industry: a Literature Review. 5th International/11th Construction Specialty Conference, 173,1 9.

3) Genc,O.,&Coskun,H.(2016).JobSatisfactionLevel ofConstruction. 3ndInternationalScientificMeeting E GTZ 2016 JOB, June, 903 909. https://doi.org/10.13140/RG.2.1.1599.6403

4) Khahro,S.H.,Ali,T.H.,Siddiqui,F.,&Khoso,A.R. (2016). Critical success factors affecting job satisfaction in construction projects: A case of Pakistani workers. International Journal of Civil Engineering and Technology, 7(6),507 513.

5) Liao,P. W.(2015).ExploringtheImpactsofLabor Migration and Job Satisfaction on Organizational Commitment of Foreign Workers in Taiwan’s Construction Industry: Employ Ability as a Moderator. American Journal of Industrial and Business Management, 05(03), 148 153. https://doi.org/10.4236/ajibm.2015.53016

6) Mustafa,A.,Memon,A.H.,&Memon,N.A.(2021). IDENTIFYING THE JOB SATISFACTION FACTORS IN CONSTRUCTION INDUSTRY. 12,1344 1349.

7) Nguyen,L.H.,&Watanabe,T.(2017).Theimpactof projectorganizationalcultureontheperformance of construction projects. Sustainability (Switzerland), 9(5), 19 25. https://doi.org/10.3390/su9050781

8) Oney Yazic,E.,Arditi,D.,&Uwakweh,B.O.(2006). Organizational Culture in US Construction Companies. CCIM Sustainable Development through Culture and Innovation, 1985,209 228.

9) Phuong,N.H.,&Nghi,N.Q.(2020).FactorsAffecting JobSatisfactionofConstructionWorkersinCanTho City,Vietnam. InternationalJournal ofResearchand Review (Ijrrjournal.Com), 7(June),29 33.

10) Abdullah,A.etal.(2013)‘SmallandMediumSized Construction Firms Job Satisfaction and Performance Evaluation in Nigeria’, International JournalofSocialScienceandHumanity,15,pp.35 40.doi:10.7763/ijssh.2012.v2.65.

11) Ahmad, S. and Shahzad, K. (2011) ‘HRM and employee performance: A case of university teachers of Azad Jammu and Kashmir (AJK) in Pakistan’,AfricanJournalofBusinessManagement, 5(13),pp.5249 5253.doi:10.5897/AJBM10.1605.

12) Ailabouni, N., Painting, N. and Ashton, P. (2009) ‘FactorsaffectingemployeeproductivityintheUAE construction industry’, in 25th Annual ARCOM Conference,Nottingham,UK,pp.7 9.

13) Ashar,M.etal.(2013)‘TheImpactofPerceptionsof TrainingonEmployeeCommitmentandTurnover Intention: Evidence from Pakistan’, International JournalofHumanResourceStudies,3(1),p.74.doi: 10.5296/ijhrs.v3i1.2924.

14) Aziri, B. (2011) ‘Job Satisfaction, a Literature Review’,Managementresearchandpractice,3(1), pp.77 90.

15) Bos, J. T. et al. (2009) ‘Work characteristics and determinantsofjobsatisfactioninfouragegroups: Universityemployees’pointofview’,International ArchivesofOccupationalandEnvironmentalHealth, 82(10),pp.1249 1259.doi:10.1007/s00420 009 0451 4.

16) Bowen, P. et al. (2008) ‘Job satisfaction of South African quantity surveyors: An empirical study’, Construction Management and Economics, 26(7), pp.765 780.doi:10.1080/01446190801998724.

17) Bowen,P.etal.(2014)‘Occupationalstressandjob demand, control and support factors among construction project consultants’, International Journal of Project Management, 32(7), pp. 1273 1284.doi:10.1016/j.ijproman.2014.01.008.

18) Bowen, P., Edwards, P. and Lingard, H. (2013) ‘Workplace Stress Experienced by Construction Professionals in South Africa’, Journal of ConstructionEngineeringandManagement,139(4), pp. 393 403. doi: 10.1061/(asce)co.1943 7862.0000625.

19) Byars,L.L.andRue,L.W.(2004)‘HumanResource Management’,p.466.

20) Chiang,C.F.andHsieh,T.S.(2012)‘Theimpactsof perceivedorganizationalsupportandpsychological empowermentonjobperformance:Themediating effects of organizational citizenship behavior’, International Journal of Hospitality Management, 31(1), pp. 180 190. doi: 10.1016/j.ijhm.2011.04.011.

International Research Journal of Engineering and Technology (IRJET) e ISSN: 2395 0056 Volume: 09 Issue: 06 | Jun 2022 www.irjet.net p ISSN: 2395 0072 © 2022, IRJET | Impact Factor value: 7.529 | ISO 9001:2008 Certified Journal | Page1624

International Research Journal of Engineering and Technology (IRJET) e ISSN: 2395 0056

Volume: 09 Issue: 06 | Jun 2022 www.irjet.net p ISSN: 2395 0072

21) Crossman, A. and Abou Zaki, B. (2003) ‘Job satisfactionandemployeeperformanceofLebanese banking staff’, Journal of Managerial Psychology, 18(4), pp. 368 376. doi: 10.1108/02683940310473118.

22) Enmehr (2018) The link between job satisfaction and employee performance. Available at: https://www.enmehr.com/en/blog/the link between job satisfaction and employee performance/(Accessed:22July2021).

23) Genc, O. and Coskun, H. (2016) ‘Job Satisfaction Level of Construction Industry Employees’, 3nd International Scientific Meeting E GTZ 2016 JOB, (June), pp. 903 909. doi: 10.13140/RG.2.1.1599.6403.

24) Gerhart, B., Newman, J. M. and Gerhart, B. (2020) ‘COMPENSATION,THIRTEENTHEDITION’.

25) GhafoorAwan,A.andAsghar,I.(2014)‘Impactof EmployeeJobSatisfactiononTheirPerformance...a Case Study of Banking Sector in Muzaffargarh District, Pakistan’, Global Journal of Human ResourceManagement,2(4),pp.71 94.

26) Hersona,S.andSidharta,I.(2017)‘INFLUENCEOF LEADERSHIPFUNCTION,MOTIVATIONANDWORK DISCIPLINE ON EMPLOYEES’ PERFORMANCE’, JurnalAplikasiManajemen,15(3),pp.528 537.doi: 10.21776/UB.JAM.2017.015.03.18

27) Javed, M., Balouch, R. and Hassan, F. (2014) ‘DeterminantsofJobSatisfactionanditsimpacton Employee performance and turnover intentions’, InternationalJournalofLearningandDevelopment, 4(2),pp.120 140.doi:10.5296/ijld.v4i2.6094

2022, IRJET | Impact Factor value: 7.529 | ISO 9001:2008 Certified Journal