Introduction:

In the modern era, organizations are facing several challenges due to tge dynamic nature of the
environment. One of the many challenges for a business is to satisfy its employees in order to
cope up with the ever changing and evolving environment and to achieve success and remain in
the competition (Raziq, & Maulabakhsh,2015) A prosperous organization struggles to discover
that there is a great degree of assurance, collaboration, employee satisfaction, communication
and temptation levels among its staff so that they would be more incentivized towards their
work responsibilities and attaining overall organizational objectives. Employee job satisfaction is
associated with how people perceive, think, and feel their jobs (Spector, 1997). The
investigators have defined job satisfaction as the general behavior and employee‟s attitudes
towards his job (Robbins et al., 2010). Keeping morale high among white collar workers can be
of great value for every business, how happy employees are more likely to produce more with
fewer days off ands tay true to the company. There are many elements involved in enlightening
and retaining the employee satisfaction high, which intellectual employers would do fine to
execute.

In this world, most of the organizations conduct surveys and interviews to know about the
satisfaction level of employees. Job satisfaction is enjoyable emotional state ensuing from
appraisal of one‟s job and job experience (Locke, 1976). Employee satisfaction or job
satisfaction is, quite simply, how content or satisfied employees are with their jobs. According
to Lai Wan (2007) satisfaction is an essential aim for any organization to reach. When the
satisfaction level of employees increases, then this will results in more returns to the
organization. The dissatisfaction of the employees has adverse effects on efficiency and
effectiveness of the organization. So studying job satisfaction is one of the most significant
areas of organizations setup.

Job satisfaction is a concept that has often been discussed, studied and described. There are
several theories regarding the causal link between the yield behavior and motivations. For
example, it may well be considered a result of the behavior of the cycle, it can be considered as
a cause of behavior, or it can be considered as part of the regulatory system, including the
conclusion of the results leads to a decision whether the modifications(Thierry, 1997). The
definitions of job satisfaction are influenced by fundamental theories influence. Some
definitions are distinct approach, job satisfaction is considered as being composed of
satisfaction with various features of the work and the workplace. In this approach, job
satisfaction valued at the sum of satisfaction reported by many different characteristics of work
and the workplace. Such an assessment provides a perfect picture of the overall employee
satisfaction.
Job performance generally refers to whether a person performs their job well or not. Job
performance is the way employees execute their work. An employee's performance is
determined during job performance reviews. A fruitful service firm has invested resources into
programs in order to increase job satisfaction and their employees‟ performance.

The emphasis of this research paper is to discover the main factors that help to create the
concern of employees towards his job. So, this study will help the supervisors and organizations
to better understand about the satisfaction level of employees and how they can encourage
their employees to carry out their job proficiently and effectively.

Problem Statement:
To what an extent supervisor support, job loyalty and job performance effects upon job
satisfaction.

Literature Review:
Supervisor support:

Supervisor support helps employees to increase the commitment and loyalty of

employees through job satisfaction (Hossain & Aktar, 2012). Supervisor support was defined as
the extent to which employees believe their supervisors value their contributions, offer
assistance, and care about their well- being (Kossek et al., 2011; Kottke & Sharafinski, 1988). As
supervisors are agents of the organization, measuring supervisor support allows employers to
take corrective action to ensure that employees view supervisors favorably and create stronger
organizational connections (Eisenberger et al., 2002). Burke et al. (1992) have defined
supervisor support as the perception of employees regarding the guidance, support,
concern, and encouragement from their immediate supervisors. The level and extent of the
support from supervisors can dominantly enhance influence individual performance.
Supervisors can responsively help employees in the workplace through expert instructions,
feedback, and information which in turn results in positive employee behaviors and outcomes
(Durham et al., 1997). According to Paterson et al. (2014) that supervisor support helps to
foster responsive work environment whereby, Griffin et al. (2001) have highlighted it as an
important component for enhancing job satisfaction. Locke (1969) stated that employees’ job
satisfaction based on the supervision role. A study conducted in the schools’ teachers by
Sharma & Jyoti (2006). He confirmed the relationship between supervisor support and
employee’s job satisfaction has a positive relationship which increases the performance

Job Satisfaction:
Employee job satisfaction has been interconnected with how people think, feel and observe
their jobs (Spector, 1997).It is widely used in the field of human resources, who thought that
the internal and external features are elements work satisfaction reports(Chang, 1999). In other
words, job satisfaction, it is satisfying emotional state as a result of damage assessment of the
occupation or the experience of a job(Locke, 1976). Job satisfaction is defined as the level of
contentment employees feel with their job. This goes beyond their daily duties to cover
satisfaction with team members/managers, satisfaction with organizational policies, and the
impact of their job on employees’ personal lives (Basu Mallick, 2020).

When the supervisor provide support to employees then their level of job satisfaction will
increase.

H1: Their is a positive relationship in between supervisor support and job satisfaction.

Job loyalty:

According to Allen and Grisaffe(2001), loyalty is a mental state and illustrates the association of
employees with the organization for which they work, and that influences their decision to
remain with the organization. According to the description Mathieu and
Zajac(1990),establishing the organization, which can be considered a response exciting,
especially when the employee believes the values and goals of the organization, and a strong
desire to maintain a relationship with an organization called loyalty. Beckeret al.(1995)defines a
strong desire to remain a member of the willingness of the organization to establish a high level
of effort for of the organization and a clear belief and acceptance of the values and goals of the
organization. Therefore, characterize as a belief that plays positive role in maintaining the
member of the organization. Strong membership retention of employees in the organization of
their organization can be described as" the relative strength of individual recognition and
dissemination1aparticular organization" (Wu and Norman, 2006),If satisfaction is a specific
characteristic of valid responses and attitudes in work, an effective response to the entire
organization is the involvement of employees(Chen, 2006).

When the employees are satisfied with their job then they become loyal and has effective job
performance.

H2: Job loyalty moderates the relationship in between job satisfaction and job performance.

Job Performance:

From the perspective of the judges with Hersey and Blanchard (1993) the level of achievement
of business and social objectives to measure job performance and accountability). Porter and
Lawlersay, 5 (1968), there are threetypes of transactions.One of the mis a measure of the
amount of salesin a given time period, the output frequency and production groups of
employees reporting manager, and so on.The second type of evaluation performance
evaluation of individuals affected persons other than those whose performance is considered
someone.The third method ofperformance evaluation is self-evaluation and self-evaluation.

The studies show that job performance ispositively related with job satisfaction. There is high
demand of trained, highly skilled and qualified employees in labor market. The output and yield
of an organization is calculated in terms the performance of its workforce (Currall et al., 2005).
It was originate that if an employee is showing better performance then it is due to level of job
satisfaction (1977) have investigated the important employee performance indicators at the
hiring stage.

H3: There is a positive relationship between job satisfaction and job performance.

Theoratical Framework:
Supervisor support positively influence upon the job satisfaction and job satisfaction is
positively related with the job performance upon which the job loyalty is acting as moderator.

A number of practices have been done for the satisfaction of employees. The most important to
which is the Maslow‟s hierarchy of need. In this theory, he suggests that individual needs starts
from the basic need (food, cloth and shelter) and ends at the level of self-actualization.
Researchers such as Kuhlen (1963) and Conrad et al. (1985), approached to find the factors
affecting the satisfaction of employee based on the theory of necessity.