REVIEW OF LITERATUREIn this an attempt has been made to review the existing literature on various dimensions of employee. It is very much needed to review existing literature before framing objectives of the study. Hoppock, R (2016), The survey included questionnaire and interview of 309 of the 351 employed adults contacted in a typical community. Data on 500 teachers in 51 urban and rural communities who estimated the degree of their satisfaction with their jobs indicated relationships between job satisfaction and emotional adjustment, religion. The results suggest that the proportion of dissatisfied workers is probably less than a third. Satisfaction is tentatively defined; its measurement and theoretical implications are considered. Records gleaned from interviews of 20 employed and 20 unemployed persons (age range 20 to 70 years, earnings $780 to $10,000) are briefly sketched. Earnings and 22 other factors are considered as they are related to job satisfaction. Sixteen investigations of a quantitative nature are reviewed and relations examinedPatterson, Bettina K(2018) Healthcare institutions do not always provide new or internal transfer employees with adequate on-the-job training during on boarding and orientation process to meet employees’ needs. This deficit can result in role ambiguity, feelings of being underprepared and overwhelmed, poor performance, and lack of engagement, subsequently impacting employee job satisfaction. Previous research found that training and training satisfaction were associated with job satisfaction. However, those studies focused on training and development opportunities provided to existing employees versus on-the-job training during the on boarding and orientation period that would delineate expectations along with knowledge, skills, and attitudes (KSA) training for new employees. Purpose: The purpose of this study was to describe and examine the correlation between training satisfaction and job satisfaction among nurses who began employment at a healthcare organization or transferred internally to a new department or new role. Methods: This descriptive, correlational study used a convenience sampling technique to invite nurses who met the eligibility criteria to complete an online survey using the JTJSS instrument. Results: The total sample was 72, consisting of mostly a homogenous group of female, registered nurses with a BSN or MSN. Thirty-nine percent of respondents were clinical nurses; the remaining 61% were in roles designated for experienced nurses. Findings revealed there was a significant positive relationship between overall training satisfaction and overall job satisfaction, rs=.79, 95% BCa [.68, .86], p=.000. Nurses’ perceptions of the training experience and the impact of training satisfaction on job satisfaction were synthesized into several themes. Conclusion: Nurses are receiving on-the-job training at the onset of new employment; however, their perceptions and the effectiveness of that training can hinder adjustment. In addition, nurses’ perceptions of training satisfaction impacted newcomer adjustment more than job satisfaction. Future on boarding and orientation research within healthcare is need to substantiate this study’s findings.Ch.Platis et.al (2015), In an environment of tension and division of labour such as Healthcare Services, the performance of employees is one of the most basic challenges. The reason is that performance as a phenomenon is related to aspects of effectiveness, knowledge management and quality and to management, financing and development of the organization from the other. Especially for doctors and nurse’s performance issues are inextricably linked to patient safety.In this work we try to analyse the relationship between job satisfaction and job performance. Abdul Raziq Raheela Maulabakhsh (2015), In the cutting edge period, associations are confronting a few difficulties because of the dynamic idea of the earth. A standout amongst the best thing in association is communicate with representative and make them free. So as to expand proficiency, adequacy, efficiency and occupation duty of representatives, the business must fulfill the requirements and give great working conditions. The goal of this paper is to examinations the effect and methology of workplace on worker work fulfillment. The examination utilized a quantitative system. Information was gathered through a self-managed review survey. The poll is received from a past approved study. The objective populace comprises of instructive organizations, banking area and media transmission industry working in the city of Quetta, Pakistan. Straightforward arbitrary examining is utilized for accumulation of information from 210 representatives. The outcomes demonstrate a positive connection between workplace and worker work fulfillment. The investigation closes with some concise prospects that the organizations need to understand the significance of good workplace for boosting the dimension of employment fulfillment. This paper may profit society by urging individuals to contribute more to their occupations and may help them in their self-awareness and improvement. Thus, it is fundamental for an association to propel their representatives to buckle down for accomplishing the authoritative objectives and goals.Abdulwahab S. Receptacle Shmailan (2016), Successful associations realize that representative fulfillment, execution and worker commitment are significant. This examination was led to look at what adds to a fulfilled worker by inspecting various factors, for example, work fit, great correspondence, gratefulness and clear goals. The investigation will likewise take a gander at the jobs of the association and individual in representative fulfillment. Employment execution, another key achievement factor for associations, will likewise be inspected. The connection between representative fulfillment and execution discoveries will be enlightened and related instances of what should be possible to improve the two factors will be given. At last, this investigation talks about worker commitment which consolidates the above points and considerably more including definitions, hierarchical achievement, and how to build up an effective representative commitment program. This examination will likewise give convincing data that will comprehend the upsides of having fulfilled and high performing workers just as utilizing the intensity of representative commitment to be focused and productive. Watchman, L. W et.al (2016) Studied changes crosswise over time in proportions of authoritative responsibility and occupation fulfillment as each identified with consequent turnover among 60 as of late utilized mental expert learners. A longitudinal report over a 101/2-mo period was led, with mentality measures (Organizational Commitment Questionnaire and Job Descriptive Index) gathered at 4 in time. Consequences of a discriminant examination show that huge connections existed between specific demeanors held by workers and turnover. Connections among mentalities and turnover were found in the last 2 timespans just, recommending that such connections are most grounded at focuses in time nearest to when an individual leaves the association. Authoritative responsibility separated preferable among stayers and leavers over did the different segments of occupation fulfillment. Onne Janssen et.al(2017) As estimated, information from 170 workers of a Dutch firm demonstrated that the nature of pioneer part trade intervened positive connections between an authority introduction and pioneer evaluated in-job work execution, pioneer appraised imaginative employment execution, and occupation fulfillment. Interestingly, an execution introduction was contrarily related or random to those results. These discoveries propose that representatives with more grounded authority introductions are progressively successful at work since they will in general set up higher-quality trades with their directors.