Abstract:
Purpose of the study: Purpose of this research is to find out satisfaction of employees of PLA
(Karachi) with the current performance management system, along with the identification of
gaps in performance management system according to PDCA model.
Research method/sampling: Research approach is deductive; five hypotheses are formulated
to check cause and effect relationship of dependent variable (job satisfaction) with independent
variable (performance management system) in PIA. Nature of research is quantitative and
qualitative. Stratified sampling technique on the bases of pay groups is used for research, target
audience are employees of PIA (Karachi) from pay group IV-IX. Interviews was conducted to
understand the performance management system of PIA and to map it on PDCA model.
Findings of the research: All the hypotheses were accepted which shows that there is a
significant impact of performance management system on employee job satisfaction in PIA.
Some of the variables had comparatively stronger; some had weaker relationship but all
showed significant impact on employee job satisfaction. In PDCA gaps were found in PLAN
and ACT phase. Analysis also shows difference in job satisfaction pay group vise.
Practical implications of the research: The findings of this research indicates that there is a
significant impact of performance management system over employee job satisfaction in PIA
, so management should consider this process as the core process and should provide particular
importance to this system as significant gaps were found out in plan and act phase of the
process . This study also reveals that satisfaction also varies pay group vise in PIA so this
factors should be identified to cope up with this issue.
