Professional Documents
Culture Documents
Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at
http://about.jstor.org/terms
Shri Ram Centre for Industrial Relations and Human Resources is collaborating with JSTOR to
digitize, preserve and extend access to Indian Journal of Industrial Relations
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
INTRODUCTION
The current economic environment in India has posed increased
Mrs. Rama J. Joshi is Professor and Dr. Baldev R. Sharma Executive Director,
Shri Ram Centre for Industrial Relations and Human Resources, New Delhi. The
authors thank the management of the company as well as the individual managers
for their cooperation and help while conducting the study.
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
49
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
50
found independence, high content variety, the job itself and job
security to be the main sources of job satisfaction. Lambert (1991)
found that jobs that provided workers with the opportunity to do
a variety of tasks and to do work that was personally meaningful
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
51
52
ployee population.
METHODOLOGY
Sample
The study was carried out by the first author in a private sector
The Measures
Data for the study were collected through a specially designed
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
53
mate results from the sum total of various personnel /HRM poli
cies, norms and practices followed by the management. Employee
perception of organisational climate is known to influence their
motivation and behaviour.
(iii) Job Content : Job content as a variable has been used in
research in two ways. Firstly, it has been used as a measure to tap
people's perceptions of certain job. characteristics like skill variety,
autonomy, task identity, feedback, dealing with others, friendship
opportunities, etc. These have been called the core and interper
sonal dimensions of the job (Hackman and Lawler, 1971). There have
been variations of the initial job dimensions scale as, for example,
Job Characteristics Model of Hackman and Oldham, 1976. Secondly,
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
54
THE FINDINGS
Table 2 presents the major findings of the study in terms of mean
tinuum, the mean scores were categorised into low, medium and
high groups, as shown below:
Mean Score as %
43% ?53%
54% ? 63%
64% ? 74%
Rank
Low
Medium
High
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
55
Most well
looked after
Job Content
Moderately well
Least well
Performance
looked after
looked after
(74.19%)
Appraisal
Top Management
Commitment to HRD
(53.14%)
Training
(64.32%)
Resourcing and
Recruiting
(61.02%)
Objectivity and
Rationality
(52.69%)
Communication
(64.25%)
Recognition and
Welfare
Appreciation
(60.22%)
Facilities
(48.66%)
Participative
Grievance
(61.92%)
Management
(59.32%)
Handling
(48.03%)
(43.19%)
Career / Succession
Planning
(56.99%)
Scope for Advancement
(54.39%)
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
56
climate.
jobs.
seven are given moderate ratings, while another five are perceived
as relatively neglected. Insofar as job satisfaction is concerned, the
managerial employees of this company are found to be highly sat
isfied with their jobs.
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
57
satisfaction.
The fact that all 15 variables are significantly related to job satis
faction does not mean that all of them necessarily influence job sat
isfaction. As seen from the inter-correlation matrix, most of the in
gram):
(A)
X15.
Job Content
X7.
Training
*p < .001
(B)
(A x B)
+.7143*
.5931*
.423644
I-.5380*
.2464*
.132579
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
I JOB SATIS- \
I FACTION 1
/ / \ w \
? R21.23 = .5562 \ ^\
/ / VSA
I CONTENT J-?-1 X3
Figure 1: Determinants of Job Satisfaction
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
59
independent variable and job satisfaction after the effect of the two best pr
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
60
needs called ego or esteem needs in the need hierarchy model pro
posed by Maslow. Both of them are being very well looked after by
the organisation and, consequently, the respondents are highly sat
isfied with their jobs.
Finally, this study is based on a modest attempt at multivariate
analysis using multi-item scales that are sufficiently reliable. In the
area of research on job satisfaction, far too many studies are based
on scales whose reliabilities are seldom reported. Also, most of them
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
61
APPENDIX - I
BACKGROUND PROFILE OF THE SAMPLE
1. Age Distribution
Years
No.
21-25
26-30
31-35
36-40
41-45
51-55
56-60
12
20
23
20
12
20
7
Total
124
Per cent
9.68
16.13
18.55
16.13
9.68
16.13
5.64
100.00
X = 39 years
Total
I- 5
6-10
II- 15
16-20
21-25
31-35
Total 124
54
23
15
10
43.55
18.55
12.10
8.06
6.45
4.03
100.00
X = 11 years
I- 5
6-10
II- 15
16-20
21-25
26-30
31-35
36-40
4. Level of Education
No. Per cent
24.19
General 52 41.94
15.32
15.32
10.48
Professional 72 58.06
8.06
14.52
7.26
4.84
124
100.00
Total 124
30
19
19
13
10
18
9
(College)
100.00
X = 16" years
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
62
5. Monthly Salary
3000-5000 29 39-52
6000-8000 47 37.90
9000-11000 12 9.68
12000-14000 5 4.03
15000 and above 11 8.87
REFERENCES
Gable, M. and Topal, M.T. (1987), "Job Satisfaction and Machiavellian Orientation
among Department Store Executives", Psychological Reports, 60(1), 211
216.
Hackman, J.R. and Lawler, E.E. (1971), "Employee Reactions to Job Characteris
tics", Journal of Applied Psychology, 55, 259-286.
Hackman, J.R. and Oldham, G.,R. (1976), "Motivation Through the Design of Work:
Test of a Theory", Organisational Behaviour and Human Performance, 16,
250-279.
Herzberg, F. (1966), Work and the Nature of Man, World Publications, Cleveland.
Jagdish, (1985), "Relationship Between Job Satisfaction and Self-Evaluation of First
Level Supervisors", Indian Psychology Review, 29, 6-8.
Kacmar, K.M. and Ferris, G.R. (1989), "Theoretical and Methodological Consid
erations in the Age-Job Satisfaction Relationship", Journal of Applied Psy
chology, 74(2), 201-207.
Kahn, H. and Robertson, I.T. (1992), "Training and Experience as Predictors of Job
Kline, T.J. and Boyd, (1991), "Organisational Structure, Context and Climate: Their
Relationships to Job Satisfaction at Three Managerial Levels", Journal of
General Psychology, 118(4), 305-316.
Lambert, SJ. (1991), "The Combined Effects of Job and Family Characteristics on
the Job Satisfaction, Job Involvement and Intrinsic Motivation of Men
and Women Workers", Journal of Organisational Behaviour, 12(4), 341-363.
Lindstrom, K. (1988), "Age-related Differences in Job Characteristics and in Their
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
Locke, E.A. (1976), "The Nature and Cause of Job Satisfaction" in Dunnettee, M.D.
Handbook of Industrial and Organisational Psychology, Rand McMally,
Chicago.
Pratap, S. and Srivastava, S.K. (1985), "A Comparative Study of Job Satisfaction
and Organisational Climate in Private aad Public ? Textile Industries",
Indian Journal of Applied Psychology, 22(1-2), 5-9.
20(4), 217-233.
Sinha, J.B.P. and Singh, S. (1995), "Employee* Satisfaction and its Organisational
Predictors", Indian Journal of Industrial Relations, Vol. 31, No. 2, pp. 33
45.
Snyder, R.A. and Mayo, F. (1991), "Single Versus Multiple Causes of the Age/Job
Satisfaction Relationship", Psychological Reports, 68(3), 1255-1262.
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
Warr, P.B., Cook, J. and Wall, T.D. (1979), "Scales for the Measurement of Some
White, A.T. and Spector, P.E. (1987), "An Investigation of Age-Related Factors in
the Age-Job Satisfaction Relationship", Psychology and Aging, 2(3), 261
265.
Wilk, S.L. and Sackett, PR. (1996), "Longitudinal Analysis of Ability-Job Com
plexity Fit and Job Change", Personnel Psychology, 49, 4, pp. 937-967.
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
65
No. of
Items
Score
Range
1. Scope for
0-9
2. Grievance Handling
0-9
3. Monetary Benefits
0-9
4. Participative
0-9
5. Objectivity &
0-9
6. Recognition &
0-9
7. Training
0-21
8. Welfare
0-9
0-9
10. Communication
0-6
0-9
0-9
0-9
14. Performance
Appraisal
0-9
0-27
0-24
Advancement
Management
Rationality
Appreciation
Facilities
Commitment
Recruiting
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
66
Table 2: Mean Score, Mean as Per cent and Standard Deviations of the Selected Variables
Variable
Mean Score
X as %
Scope for
Advancement
4.8952
54.39
Grievance Handling
4.3226
48.03
Monetary Benefits
3.8871
43.19
Participative
5.3387
59.32
Objectivity &
Rationality
4.7419
52.69
Recognition &
5.4194
60.22
Training
13.5081
64.32
Welfare
Facilities
4.3790
48.66
5.1774
57.53
Communication
3.8548
64.25
4.7823
53.14
Resourcing &
5.4919
61.02
Career Planning
5.1290
56.99
Performance
5.5726
61.92
Job Content
20.0323
74.19
Job Satisfaction
16.3387
68.08
Management
Appreciation
Top Management
Commitment
Recruiting
Appraisal
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms
JC(15)1.0 .71
TRG (7) 1.00 .27 .51 .49 .43 .51 .48 .53. .49 .54
REC (6) 1.00 .60 .56 .56 .51 .51 .42 .55 .51 .40 .35
_(1) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11) (12) (13) (14) (15) (16)
OBJ (5) 1.00 .60 .41 .50 .36 .42 .33 .27 .51 .40 .34 .38
PAR (4) 1.00 .38 .57 .51 .36 .62 .62 .52 .46 .37 .48 .45 .48
MON (3) 1.00 .37 .40 .49 .34 .54 .33 .45 .41 .27 .28 .36 .31 .33
GRI (2) 1.00 .52 .49 .49 .63 .42 .50 .48 .46 .51 .25 .46 .42 .37 .31
ADV(l) 1.00 .66 .40 .35 .48 .52 .45 .49 .42 .42 .51 .31 .50 .38 .46 .44
Variables ADV GRI MON PAR OB] REC TRG WEL S&W COMM TMC RES C/SP PA JC JS
PA(14)1.0 .37.4
JS (16) 1.00
This content downloaded from 221.120.220.11 on Fri, 23 Sep 2016 10:12:02 UTC
All use subject to http://about.jstor.org/terms