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A lot of issues has been there to look after by human resource management however; Organizational behavior is the most important factor which makes the management successful and also is the cause of management failure. Satisfaction is the most important issues for all academic researchers and also for professional researchers (Stacy, 1998; Locke & Latham, 2000). The employees who are satisfied from their job they have a positive attitude and perception towards their employers (Marion, 2001; Devan & Sandy, 2003; Desseler, 2005). In past studies it has been reported that those workers are giving more output who are satisfied and those employees are giving less output wo are not satisfied with work or job; those organizations will succeed who see their employees happy and satisfied from work, Lise & Judge, (2004). It is the ultimate objective, of all organizations that they need hardworking workers and those workers should be more committed with the organization (Shah & Jalees, 2004). Satisfaction is an effective orientation of employee’s towards their jobs (Tsigilis et al., 2006). That’s why satisfaction is a very important factor, and it is measured time to time by all organizations (Beyth-Marom et al., 2006; Sattar, Khan, and Nawaz, 2010). The factors of job satisfaction consist of pay, supervision, job security, work, environment, and coworkers (William & Sandler, 1995; Stacey, 1998; Devan &Sandy, 2003; Lise & Judge, 2004). Few previous authors in past studies have used different concepts like personal reasons or organizational factors. (Saiyadain, 2007), some used personal characteristics or job characteristics (Sokoya, 2000), challenges in completing tasks, rewards should be given equal, those conditions which are giving encourage and colleagues should be supportive enough (Naval & Srivastava, 2004). This paper has found the level of job satisfaction of lecturers in Pakistan by recording their attitude and emotional orientation towards their jobs. Hierarchical Multiple regressions have been used to compute or measure the significance of satisfaction on employee’s turnover intention.