Ob Ppt

Job Satisfaction Vs. Job Involvement An Organization Behaviour Report

Sachin Gupta - 09FT-128 Sameer Ailawadi- 09FT131 SatyanarayananK - 09FT138 Shirish Ganesan - 09FT-145

Introduction 

Job Involvement and Job Satisfaction - two very important parameters in study of Organizational Behavior



Information Technology is one of the fastest growing sectors in India ◦ Growth of 12% in the financial year 2008-09 ◦ IT-BPO exports - $ 47.3 billion in FY 2008-09



IT sector created a mark for India in the global map



Information Technology is also the sector with the highest rate of employee attrition



Traditional concepts of Job satisfaction and Job Involvement go for a toss in case of IT sector

Introduction(contd)… Relevant factors influencing Job Satisfaction and Involvement in IT: ◦ ◦ ◦ ◦ ◦ ◦ ◦ ◦

Salary Stock-options Profit-sharing Atmosphere Promotions Supervision Nature/Type of work Other factors

THEORY

Theories involved in Job Satisfaction 1. Affect Theory (Edwin A. Locke’s) Satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. 2. Dispositional Theory People have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. 3. Two Factor Theory (Frederick Herzberg’s) Satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. 13. Job Characteristics Model (Hackman & Oldham ) There are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) Three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results),

Job Satisfaction and Recognition •Recognition – Powerful tool for employee motivation and performance improvement •Recognition and rewards increase the probability of the good work happening again •Large rewards for high performance ; small rewards for slightly lesser performance •Recognition caters to many requirements in an organization. The benefits are: •Improves performance •Increases employee satisfaction •Different ways to recognize employee performance: •Certificates •Trophies •Plaques •Others

Career growth and Job Satisfaction •Career Growth – Advancement in job in terms of either monetary aspect or promotion •Growth in job leads to handling more responsibilities, which leads to personal growth •Career/ Personal growth acts as an incentive for employees to perform well in the future •Level of job satisfaction of employees depends on available opportunities for career/personal growth •Other things like training, workshops, also provide learning and growth opportunities for employees

Job Satisfaction and Compensation •Compensation – Systematic technique and a strategic tool used by any organization to compensate employees in monetary terms for their work •Whenever there is a mention of job satisfaction or job involvement, salary comes up as an important factor •Compensation helps in achieving and maintaining internal and external equity •Benefits of good compensation: •Encourages high performance •Increased loyalty •Decreased turnover •Compensation provides employees job satisfaction only to a certain extent (Self actualization needs come into play – Maslow’s need of hierarchy)

Job Satisfaction and Co-worker Relationships •Relation between co-workers extremely important in the modern scenario •Long working hours •Segmenting and compartmentalizing of workplace •Workplace friendship and co-worker relationships are directly related to: •Job satisfaction •Cohesion •Organizational commitment •Intention to leave •Career success •Steps that can be adopted to create camaraderie in the workplace: •Build trust •Express your true self •Take is slowly •Friendly relationship between superior and subordinate help in motivation and job satisfaction.

Job Satisfaction and Type of Work •Strong relationship between type of work and satisfaction levels of employees •Kind of work that one enjoys depends on his/her personality. •Different types of work lead to job satisfaction like: •Creative work •Challenging work •Variety •Stagnant work leads to loss of interest and low job satisfaction.

Data Analysis Sampling Plan: Convenient Sampling Data Collection Method: Questionnaire Scale Used: Likerd Scale

Sample Size: 69 Male: Female = 55:14 Single: Married = 65:4

Job Satisfaction Vs Job Involvement

Analysis: Job Involvement and Job Satisfaction comes out to be between 0.30 and 0.70 that is 0.50, signifies the moderate relationship between the two.

Job Descriptive Index The JDI measures the respondents’ present level of work satisfaction in line with five facets of the responding individuals’ work, career growth, Salary, Recognition, Co-Worker and type of work.

•Highly Dissatisfied : 0 – 1.25 •Moderately Dissatisfied: 1.25 – 2.5 •Moderately Satisfied: 2.5 – 3.75 •Highly Satisfied: 3.75 - 5

Job Satisfaction Vs Independent variables

Implication Adjusted R2 =24%. §Recognition and Job Satisfaction p value=0.867 , very strong relation Fair rewards lead to more satisfaction §Career growth/Personal development & Job Satisfaction: p value=0.55, strong relation better growth opportunities , more satisfaction §Type of Work and Job Satisfaction p value=0.014, strong relation does not exist For IT people type of work is not significant with respect to job satisfaction §Co-Workers and Job Satisfaction p value=0.049, significant relation Relationship with colleagues affect job satisfaction §Salary and Job Satisfaction Negative relationship Satisfied with his job though might not be satisfied with salary

Recommendations

§The Salary part of job wrtsatisfaction is not significant as per our survey More focus on other aspects §Adequate recognition for efforts as strong correlation between recognition and job satisfaction. Work should not go unnoticed §Team building training Spend more time at workplace How to work in a team and understand the team dynamics better §A clear growth road map should be given to the employees Reduces turnover §Short term and long term growth plans should be prepared. Clarity of goals

Bibliography •Organizational Behavior – Stephan P Robbin •Job Engagement: Construct Validation and relationship with Job Satisfaction, Job Involvement and Intrinsic motivation – By Bruce Louis Rich. •Wikipedia •http://www.cio.com/article/204901/Can_t_Buy_Them_Love_IT_Leaders_ Compensation_Increases_but_Job_Satisfaction_Plummets