Dissertation Proposal 17 11 2014 B 10 11 14 
1.0 INTRODUCTION
In the highly competitive globalized world, success of any companies depends on its human resource. Human resources are the life-line of any companies (Abdul, M., Ismail, H. & Jaafar, N.I. 2010). Even though most of the companies are technology driven, but human resources are required to manage the technology. The biggest challenge that companies face presently is managing the resources and retaining them. By managing the resources via by recruiting and retaining skilled employees, plays an important role in any companies. This important role are central to the companies to be able to be competitive with the employees’ knowledge and skills. To attract this skilled employees, companies face the challenge of continuously satisfying the employees in terms of job satisfaction and retaining them. (Das, B.L. & Baruah, M. 2013). The job satisfaction has been defined an individual general attitude toward the person job (Robbins, 1998). A person with a high level of job satisfaction holds positive attitudes towards the job, whereas the person who is dissatisfied with the job, hold negative attitudes about the job. Employees with high level of job satisfaction can lead to enhanced efficiency, productivity, reduction in overall cost, employee retention, business profits and loyalty (Ayup, K. & Lim, L. (2011) cited Oshagbemi, 1999; Lok and Crawford, 2004; Okapara, 2006, Mc Causland et al., 2005). Taking account of the importance and sensitivity of the matter of job satisfaction and retention to any companies, this study tries to review the various available literature, data via survey questionnaires and research work on job satisfaction and employee retention and the factors affecting job satisfaction and retention of the employees.
2.0 LITERATURE REVIEW
2.1 MOTIVATION
Motivation is an intrinsic element which is a leading force leading to performance ( Furnham, Eracileous & Chamorro-Premuzic, 2009). Motivation is also known as the base that affects
In the highly competitive globalized world, success of any companies depends on its human resource. Human resources are the life-line of any companies (Abdul, M., Ismail, H. & Jaafar, N.I. 2010). Even though most of the companies are technology driven, but human resources are required to manage the technology. The biggest challenge that companies face presently is managing the resources and retaining them. By managing the resources via by recruiting and retaining skilled employees, plays an important role in any companies. This important role are central to the companies to be able to be competitive with the employees’ knowledge and skills. To attract this skilled employees, companies face the challenge of continuously satisfying the employees in terms of job satisfaction and retaining them. (Das, B.L. & Baruah, M. 2013). The job satisfaction has been defined an individual general attitude toward the person job (Robbins, 1998). A person with a high level of job satisfaction holds positive attitudes towards the job, whereas the person who is dissatisfied with the job, hold negative attitudes about the job. Employees with high level of job satisfaction can lead to enhanced efficiency, productivity, reduction in overall cost, employee retention, business profits and loyalty (Ayup, K. & Lim, L. (2011) cited Oshagbemi, 1999; Lok and Crawford, 2004; Okapara, 2006, Mc Causland et al., 2005). Taking account of the importance and sensitivity of the matter of job satisfaction and retention to any companies, this study tries to review the various available literature, data via survey questionnaires and research work on job satisfaction and employee retention and the factors affecting job satisfaction and retention of the employees.
2.0 LITERATURE REVIEW
2.1 MOTIVATION
Motivation is an intrinsic element which is a leading force leading to performance ( Furnham, Eracileous & Chamorro-Premuzic, 2009). Motivation is also known as the base that affects
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