JOB SATISFACTION

Title- Need to study Job Satisfaction in employees of an Organization

IntroductionJob satisfaction represents a combination of positive or negative feelings that
workers have towards their work. Job satisfaction represents the extent to which
expectations are match the real awards. Job satisfaction is closely linked to that
individual's behaviour in the work place.
Job satisfaction can be defined also as the extent to which a worker is content
with the rewards he or she gets out of his/her job, particularly in terms of
intrinsic motivation .

Objective of the study

The specific objectives are as follows:
To observe the level of satisfaction among of employees relating to the
nature of the job and other factors.
To examine satisfaction regarding the salary and other benefits of its
employees.
To suggest suitable measures to improve the overall satisfaction of the
employees in the organization.

Hypothesis
It is known fact to all that keeping employees happy is managements
responsibility as to get the work done perfectly.

Job satisfaction is great motivator, which keeps the employees always in

high morale.
Job satisfaction among employees result in increasing the perception of
the organization.
Job satisfaction reduces the resistance among employees for the new
implementations.

Literature Review

Literature ReviewJob Satisfaction reduces absenteeism, labor turnover and accidents. It increases
employee morale, productivity and creates innovative ideas among employees.
Individual may become more loyal towards the organisation. Employees will be
more satisfied if they get what they expect, job satisfaction relates to inner
feelings of workers.
Job satisfaction and dissatisfaction not only depends on the nature of the job, it
also depends on the expectation of what the job supply. Lower convenience
costs, higher organizational, social and intrinsic reward will increase job
satisfaction.
Job Satisfaction is a complex phenomenon with multi-facets; working
environment autonomy, communication and organizational commitment.
Research into the role and effect of Job Satisfaction factors and its Relationship
with Job
Satisfaction in organizations is opening up a new and exciting area of study.
Job satisfaction and its effect on transfer have not been sufficiently examined.
Only the study by Egan et. al., (2004) which focused on the effects of job
satisfaction on motivation to transfer was identified.
A study by Kontoghiorghes, (2004) examined the effect of satisfaction on
motivation to transfer, but the satisfaction measure was combined with job
motivation; hence, it is not clear if the results can be attributed solely to the
effect of job satisfaction.
Job satisfaction followed by job security, salary and benefits and training. Secure
job environment enhances the degree of job satisfaction. Management must
create an environment of job security among employees. Apart from job security,
management must provide job stability. There should be a challenging
environment. The job should provide enough scope for the employees in terms of
promotion and transfer (Himani et. al., 2013).
A study by Mosammod Mahamuda Parvin & Nurul Kabir (2011) tested
factors affecting job satisfaction for pharmaceuticals companies. The results
suggest that the factors had satisfactorily explained job satisfaction and that the
policy makers and managers should focus on the factors that affect employee job
satisfaction, if they want to enhance their businesses. Based on the results for
the standardized values, they are able to see that work conditions, fairness,
promotion, and pay, are key factors affecting pharmaceuticals companies
employees job satisfaction.
A study by Lai Chai Hong et.al.,(2013)explain on the studies that have been
executed, the researcher selected four factors which might be affect the
employees level of job satisfaction which were work environment, pay and
salary, fairness and promotion criteria. The result showed that there was a
significant relationship between salary, work environment, promotion and level
of job satisfaction. However, there was no significant relationship between
fairness and level of job satisfaction since the p>0.05. Salary displays a strong
relationship with the level of job satisfaction where the significance was 0.00 (p
<0.05).It was followed by work environment (0.005) and fairness
(0.015).

Statement of Problem
To identify the extent of job satisfaction in employees and its impact on the job
performance of the employees. It further explains the area on which employees
are most dissatisfied.
To evaluate the working environment in the organization.

METHEDOLOGY AND
REFERENCES
Methedology
Sample Frame
In the preparation of this report, the data is collected from different sources. The
sources of
Data are as follows:
Primary data: This data is gathered from first hand information sources, this
data is collected from employees, managers, clerks etc., by administrating the
questionnaire having face to face interaction with employees.
Secondary data: This will give the theoretical basis required for the report
presentation which can be available from various sources such as magazines,
office files, inter office manual and web site.

Data processing and Analysis

Data, which is gathered by administering questionnaires, was processed in
simple manner to determine the level of satisfaction among employees. Every
response was assigned some score based on this overall satisfaction level was
determined.
Usually job satisfaction is measured by using general scientific research methods
such as the questionnaire.
Some of the most commonly used techniques for measuring job satisfaction
include:

Minnesota satisfaction questionnaire and

Job description index

The Minnesota Satisfaction Questionnaire is a paper-pencil type of a

questionnaire and can be implemented both individually and in group, but it does
not take sex differences into consideration. This questionnaire has one short form
and two long forms that date from 1967 and 1977. In fact 20 work features in
five levels are measured with this questionnaire. Responding to this
questionnaire usually takes between 15-20 minutes.

The 1967 version of the Minnesota Satisfaction Questionnaire uses the following
response categories:
Not satisfied,
Somewhat satisfied,
Satisfied,
Very satisfied and
Extremely satisfied.
The 1977 version of the Minnesota Satisfaction Questionnaire uses the following
response categories:
Very satisfied,
Satisfied,
Neither satisfied nor dissatisfied,
Dissatisfied and
Very dissatisfied.
The Job Description Index is one of the most widely used techniques for
measuring job satisfaction. It is a simple and easily applicable method. The
measurement of strength and weakness within each factor are a sign as in which
field improvement and changes are necessary.
This questionnaire allows acquisition of information on all major aspects of work
and takes sex differences into consideration. This questionnaire was first
introduced in 1969 and it measures five major job satisfaction aspects with a
total of over 70 potential job descriptions.
The factors considered by the job description index are:

The nature of work,

Compensation and benefits,
Attitudes toward supervisors,
Relations with co-workers and
Opportunities for promotion.

Descriptors on each of the five factors can be evaluated with three potential
options by the employees:
1. which means that the description is relevant,
2. which means that the description is not relevant and
3. That means the employee does not have an opinion.

REFERENCES

Ashwathappa. K : Human Resource Management

Tata McGrew Hill Publication

Deith Davis

: Human Resource Work

Tripathi

: Personnel Management & Industrial Relations

P. Subba Rao

: Essentials of Human Resources and Industrial Relations

C. B. Mamoria

: Human Resource Management