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Job satisfaction is a vital aspect of organizational human resource management strategy to get the best value out of employees. According to Sharma (2019), satisfaction with one's job is defined as the individual's emotional attachment to the roles performed in an organization and the apparent relationship between the individuals' expectations and perceptions about the job. When employees are satisfied with their job responsibilities, they give their time, effort, and commitment to their job (Sharma, 2019). Employees' commitment and performance are paramount for the organization's survival, performance, and success in a competitive business environment. Buntaran et al. (2019) pointed out that the performance of employees depends on the significance of job fulfillment in the organization.
In contrast, Tatar & Ali (2020) argued that many organizations give little consideration to the importance of job satisfaction and its effect on behavior and performance of employees' organizational commitment due to senior management's lack of awareness of these factors. Sharma(2019) proposed that organizations should invest more in developing programs and activities that will influence the job satisfaction of their employees. Shmailan (2016) posed that employees who are not satisfied with their job do not perform well and become barriers to success. Satisfied employees tend to show a positive attitude in their work and are more productive and committed to organizational success (Hanaysha and Tahir, 2015).
Maintaining a certain level of employees' satisfaction with the jobs that they perform is crucial and paramount to attaining success in an organization. Therefore, understanding how best employers can keep their employees satisfied for more extended periods is critical in achieving better outcomes Mabasa & Grande, 2015. The lack of understanding on the part of employers about employees’ job performance could prove catastrophic for the organization. According to Ehsani et al. (2013), maintaining higher levels of job satisfaction increases productivity, improves employees' physical and mental capacities, provides life-long satisfaction, improves morale, limits job incidents, and expedites new skills training. All in all, job satisfaction is the single most influential factor in determining the organization's overall success. Hence, it is essential to study the relationship between different layers of employees' job satisfaction in organizations and the impact of job satisfaction on the different roles performed by employees from public and private organizations. Job satisfaction in the workplace manifests from the positive interaction of role clarity, role overload, role ambiguity, role conflict, and job tension between the employees in the workplace. In contrast, the confusion arising from lack of role clarity, role overload, role ambiguity, role conflict, and job tension between the employees within the workplace can lead to lack of performance, lack of commitment, and duplication of roles and responsibilities in the workplace.