Notes

Job design is itself a broader term for the determinant of employee’s satisfaction in case of
public and private universities. In addition, more variables were indulged in this study such as
motivation, feedback, healthy environment, teamwork and promotional activities etc. in
understanding the broader context of Job design. According to the results of this research
shows that the above-mentioned variables have a significant impact which depicts that all
studied factors never be neglected at any cost. Moreover, the value of R square in the ANOVA
table depicts the 79.2 % of the factors have strongly described the study and remaining
percentage which 20.8% represents the chances of other factors indulged in this research.
Correlation (R) between Job design and employee’s satisfaction was positive .890 i.e. 89%
which indicates the strong relationship between these two variables.
Undoubtedly the job design is relevant to the productivity and performance of the employee’s.
The long-term survival of any organization possible only if they treat all the factors on an equal
basis that impede the growth. In short, the job design itself is not the major determinant of
employee’s satisfaction other extraneous factors involved in the research that directly or
indirectly link with job design.
FUTURE DIRECTIONS
Based on the study conducted and for that matter the results obtained, the following
recommendations were made in order to improve organizational productivity and increase the
satisfaction level of employees in Pakistan.
1. Jobs in the organization should be designed according to the requirements of
individuals that increase the performance level of employees.
2. Organization considered job design as a vital element because in the absence of this the
organization faced adverse effects
3. Despite the achievements of this research it will pursue the attention of other
researchers to search in this field and find more ways to protect the both employee’s
and employer’s