INTRODUCTION

INTRODUCTORY PARAGRAPH:
Job satisfaction is a key instrument to determine or measure organizational health as quality largely depends on the human resources. Satisfaction with ones job was a standard for assessing the quality of ones work experiences; accordingly, job satisfaction has been a most important topic of research concentration. Job satisfaction was interrelated to employees and number of factors that had most positive impact on performance of organization. Pay had been considered as major factor for job satisfaction. Job satisfaction was a useful tool to predict job performance and productivity. Questions about how much workers were satisfied with their job. Job satisfaction had been taken as a dependant variable and various other factors like pay, promotions, job stress, job security, learning, work environment etc are considered as independent variables.

STATEMENT OF THE PROBLEM:

Job satisfaction was the favorableness or un-favorableness with which employees view their work and it was affected by both the internal and external environment of the organization.

PURPOSE:

To identify and measure the determinants of job satisfaction.

To explore the relationship and degrees among factors and discover the accurate ratio between pay and job satisfaction. To solve particular existing problem.

 To understand the authenticity this study is being conducted to find out whether pay is the major factor for an employees satisfaction or not.

SIGNIFICANCE:
Pay satisfaction is related to important organizational outcomes, a considerable amount of research has been devoted to predicting and explaining pay satisfaction. A consistent finding in the literature is that there is a positive relationship between pay level and pay satisfaction. Actual pay can be used, therefore, by researchers and administrators to explain and predict pay satisfaction. In order to model the precise relationship between pay level and pay satisfaction, however, care must be taken to consider characteristics of the person and job and pay system administration which may also influence pay satisfaction. The inclusion of these variables is now becoming more of a common practice in pay satisfaction research.

RESEARCH HYPOTHESIS:
H1: Pay had a negative relationship with employees job satisfaction. H2: Pay satisfaction was a mediator between job satisfaction and employee turnover. H3: Pay has satisfaction. a positive relationship with employees job

H4: Effective commitment had a significant relationship with employee turnover.