An Empirical Research Of Factors Influencing Employee Job Satisfaction In The Agricultural Manufacturing Sector Of Khyber Pakhtunkhwa Province,Pakistan

For a long time,employee resistance has been identified as a key constraint to the success of organizational change initiatives.Many managers and scholars emphasize that the most important resource an organization possesses to gain a competitive advantage is its people,and employees must be actively involved in order to succeed and achieve the firm's goals.Some people think that manufacturing industry's success lies in employee satisfaction,which is the result of the overall job satisfaction of employees.Most industries strive to empower their employees to provide better quality service.This study investigates the effects of eleven elements—employee empowerment,personjob fit,person-organization fit,self-efficacy,leadership,workload,salary,promotion opportunity,teamwork,employee training,and work environment—on job satisfaction in the agricultural manufacturing industry of the Khyber Pakhtunkhwa Province,Pakistan.Given the nature of this study,it is appropriate to choose quantitative methods for the investigation.The quantitative methodology chosen focused on statistical data collected from study participants,based on closed-ended questions.By using a questionnaire survey method for data collection as an instrument and for sample design,a non-random sampling technique was utilized.Participants were thus chosen using non-random purposive sampling.The survey respected personal information and the data analysis is anonymous to ensure that there is no research prejudice.In total,640 anonymous survey questionnaires were circulated to employees in 13 selected agricultural manufacturing industries of the Khyber Pakhtunkhwa Province,Pakistan,and participants were asked to respond on a five-point Likert scale to questions.Ultimately,502 usable survey questionnaires were received,yielding a valid response rate of 79%.Cronbach's alpha test was used to test the reliability,using SPSS software.Confirmatory factor analysis(CFA)was used to measure validity using AMOS software,and structural equation modeling(SEM)was also used to test the fitness of the model.The results show that employee empowerment has a significant positive impact on self-efficacy.The impact of person-job fit and person-organization fit on employee self-efficacy were also found to be positive and significant.The results show that employee self-efficacy and leadership/supervision has a significant positive impact on employee job satisfaction.However,the results show that there is an insignificant relationship between workload and employee job satisfaction and the results didn't provide support for this hypothesis.The results show that employee salary and promotion opportunity has a significant positive impact on employee job satisfaction.The impact of employee training on job satisfaction was also found to be positive and significant.Additionally,the study found that teamwork had a significant positive influence on job satisfaction.Similarly,the results show that there is an insignificant relationship between work environment and employee job satisfaction and the results didn't provide support for this hypothesis.These findings could provide beneficial suggestions for management in the agricultural manufacturing industry,with emphasis on employee empowerment,person-job fit,person-organization fit,self-efficacy,leadership,workload,salary,promotion opportunity,teamwork,employee training,and work environment to improve employee job satisfaction.An interesting finding of this study is that,employee empowerment,person-job fit,person-organization fit,self-efficacy,leadership,workload,salary,promotion opportunity,teamwork,employee training,and work environment contribute to higher job satisfaction in the Pakistani work environment.Indeed,organizations are always charged with the responsibility of meeting the needs of clients or customers and this can only be feasible with a robust work force.A workforce that is empowered in terms of training and development will create the magic to enhance organizational productivity and employee job satisfaction.Since the relations between these variables are statistically significant,efforts to enhance work empowerment,person-job fit,person-organization fit,self-efficacy,leadership,workload,salary,promotion opportunity,teamwork,employee training,and work environment should be enhanced.In Pakistan,managers should take note of the findings of this study,and to actively develop strategies in their organizations that foster employee satisfaction for productivity.As the agricultural manufacturing industry relies heavily on human resources,managers must increase job satisfaction by motivating employees through assignment of meaningful tasks,assessing existing compensation,professional recognition,and creating a working environment that encourages and inspires employees.These conclusions would be helpful to the stability of an organization's personnel in Pakistan and Pakistani employees' occupations.Future research would focus on the limitations of this study.This is a cross-sectional study in which all data was collected at a particular time,so variables and analysis are limited to that time.Therefore,future research may focus on longitudinal data,making the results more powerful.Additionally,the study is limited to Pakistan's agricultural manufacturing industry,and further research may focus on other sectors and other geographic locations in Pakistan.Finally,this study considers only eleven human resource practices(employee empowerment,P-J fit,P-O fit,selfefficacy,leadership,workload,salary,promotion opportunity,teamwork,employee training and work environment).Future research can consider other aspects of human resource practices,including selection and recruitment,human development,job security.