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A STUDY ON EMPLOYEE JOB SATISFACTION WITH SPECIAL REFERENCE TO KRISHNAGIRI DISTRICT CO-OPERATIVE SPINNING MILLS LTD Article · August 2013 CITATIONS

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  International Research Journal of Business and Management – IRJBM    

A STUDY ON EMPLOYEE JOB SATISFACTION WITH SPECIAL REFERENCE TO KRISHNAGIRI DISTRICT CO-OPERATIVE SPINNING MILLS LTD. S.RAJA Asst. Professor Sri Venkateswara Institute of Science &Technology, Kolundhalur – 631 203 [email protected] V. VIJAY ANAND Asst. Professor School of Management, SASTRA UNIVERSITY,Thanjavur – 613 401 Abstract: Job satisfaction refers to one’s feelings towards one’s job. If the employees expectations are fulfilled (or) the employees get higher than what he / she feels satisfied. If the job satisfaction increases organization commitment will increased. This results in the higher productivity. The main objectives of this paper are to assess the job satisfaction: to identify the effectiveness of job satisfaction and to find out the several factors like personal and organizational factors influencing job satisfaction: to identify the effectiveness of job satisfaction and to find out the several factors like personal and organizational factors influencing job satisfaction of employees. In this study, 125 no’s of respondents have been taken as sample. Percentage analysis, weighted average, chi-square have been incorporated for research analysis. The study helped in revealing the level of satisfaction of employees with reference to the various factors provided in the organization. This study clearly shows that employees under organization are more or less satisfied with the job. The organization should consider on the salary, relationship of employees and supervisors, grievance handling and give more opportunity for the new employees. Key words: job satisfaction, productivity, organizational commitment. PREAMBLE: Job satisfaction refers to one’s feeling towards one’s job. An individual having satisfaction is said to possess positive attitude the job.An individual joins an organization with certain expectations and when these expectations come true the individual becomes pleased with her organization and her job, and this increases her efficiency and performance (Nelson & Quick, 1995). Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion) beliefs and behaviour. Job satisfaction speaks on the satisfaction the employees have towards their jobs and different aspects of the jobs. It also says about the extent to which people like (or) dislike their jobs. It is a posture variable and people have different perceptions about job satisfaction. The word job satisfaction can be assessed based on different angles like need fulfillment, psychological needs, new opportunities, career development etc. The higher job satisfaction, lesser the level of attrition in companies. IRJBM – ( www.irjbm.org) August – 2013 - Volume No – II © Global Wisdom Research Publications – All Rights Reserved.

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  International Research Journal of Business and Management – IRJBM    

The employee satisfaction depends on two factors: 1. Personal factors like demographic factors, salary and other fringe benefits and 2. Organizational factors like nature of work assigned, superior-subordinate relationship, and inter-personal relationship opportunities for advancement. RATIONALE AND SCOPE OF THE STUDY: The organization must satisfy people’s needs and influence these feelings for obtaining their co-operation and support. Proactive attitude of people towards their jobs, good communication system and individual objectives are some of the factors of job satisfaction. This study is on the impact of company policies, working conditions and on the job satisfaction of employees. It concentrates on the effect of factor in general and considers only the perceptual element of employees. STATEMENT OF THE PROBLEM: The study is conducted to assess the job satisfaction needs of the employees in krishnagiri district co-operative spinning mills ltd. The study helps to know their preferences and problems of the employees. Employee commitment is essential to increase the productivity. If the job satisfaction increases it will increase the employee commitment, further it will lead to increase in the productivity. It is very essential to study about the job satisfaction. OBJECTIVES OF THE STUDY: ¾ The main objective of the study is to assess the job satisfaction of the employees in Krishnagiri District co-operative spinning mills ltd. ¾ To identify the employees relationship with their supervisors and co-workers. ¾ To assess the satisfaction level of employees on working conditions and environment. ¾ To know the security and the safety measure taken by the organization. ¾ To identify the level of grievance handling procedure in the organization. RESEARCH LIMITATIONS: ¾ ¾ ¾ ¾

The study is limited to krishnagiri district co-operative spinning mills ltd. only. The data is collected from 125 employees only. The study is limited to the employees of production department only. The findings and observation made in the study purely based on the respondents’ answers which may be biased.

IRJBM – ( www.irjbm.org) August – 2013 - Volume No – II © Global Wisdom Research Publications – All Rights Reserved.

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  International Research Journal of Business and Management – IRJBM    

RESEARCH METHODOLOGY: The present study is based on descriptive analysis using primary data to investigate the objectives and testing the hypothesis. A well structured questionnaire was used to collect the primary data. Simple random sampling method was used among the sample size of 125 employees of production department of krishnagiri district co-operative spinning mills ltd. Uthangarai. In this study percentage analysis, weighted average, chi-square have been used as the research tools. REVIEW OF LITERATURE: Keith Davis, job satisfaction is defined “favorableness’ (or) unfavorableness with which the employees view their work and results when there is a fit between job characteristics and wants of employees.” According to price 2001, job satisfaction can be defined as the effective orientation that an employee has towards his/her work. Job satisfaction describes the feelings, attitudes and preferences of individuals regarding work (kam 1998). Porter and Lawler (1968) collect the influences on job satisfaction in two groups of internal and external satisfactory factors. According to them, internal satisfactory factors are related to the work itself (such as feeling of independence, feeling of achievement, feeling of victory, self-esteem, feeling of control and other similar feeling obtain from work) whereas external satisfactory factors are not directly related to work itself (such as good relationships with colleagues, high salary, good welfare and utilities). Management and leadership style play a vital role in determining the job satisfaction level of employees (Carrand Kazanowsky 1994). High and low a job satisfaction level also depends upon the type of organizations (Schoderbek and Plambeck 1979, Solomon 1986). RESEARCH ANALYSIS: To find out the level of satisfaction and effectiveness of the various factors at krishnagiri district co-operative spinning mills ltd, weighted average and chi-square have been incorporated. RESEARCH PARAMETERS: Respondents Age Gender Marital status Experience Income Qualification Level of relationship with superiors Level of relationship with co-workers Working conditions Level of satisfaction about style of supervision

Grievance handling procedures Basis of benefits Working hours Job security Welfare and social security measures Overall satisfaction level with job

IRJBM – ( www.irjbm.org) August – 2013 - Volume No – II © Global Wisdom Research Publications – All Rights Reserved.

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  International Research Journal of Business and Management – IRJBM    

CHI-SQUARE ANALYSIS RELATIONSHIP BETWEEN LENGTHS OF SERVICES AND WORKING CONDITION Aim: To find the relationship between the lengths of services and working condition Hypothesis: Null Hypothesis (Ho): There is no significant relationship between lengths of services and working condition Alternative Hypothesis (H1): There is a significant relationship between lengths of services and working condition INCOME Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

TOTAL

4

6

2

2

1

15

5-15 YEARS

5

9

8

16

2

40

15-20 YEARS

5

11

12

1

1

30

ABOVE 20 YEARS

6

14

8

11

1

40

TOTAL

20

40

30

30

5

125

LENGTH BELOW 5 YEARS

Chi-square = E= O = Observed Frequency E = Expected Frequency Calculation of chi-square test Degree of Freedom = = (4-1) × (5-1) =12

(C-1), significant

IRJBM – ( www.irjbm.org) August – 2013 - Volume No – II © Global Wisdom Research Publications – All Rights Reserved.

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  International Research Journal of Business and Management – IRJBM    

CHI SQUARE TEST FACTORS Occupation/ Satisfaction regarding speed of service

CALCULATED x2VALUE

TABLE VALUE

DEGREE OF LEVEL OF REMARK FREEDOM SIGNIFICANT 12

21.026

22.446

Significance at 5% Level

H1 Accepted

INFERENCE It is diverged from the above table that the calculated chi-square value is greater than the table value and the result is significant at 5% level. Hence the Null Hypothesis is rejected. From the analysis it is identified that there is no close relation with the length of service and the working condition. Hence we conclude that there is significant relationship between the lengths of services. WEIGHTED AVERAGE METHOD Aim: To find out the averages by using weighted average method, Find out the ranks for working condition, Welfare and social security, working hours and Grievance handling procedure. S. No

W

X1

WX1

X2

WX2

X3

WX3

X4

WX4

1

5

16

80

8

40

8

40

8

40

2

4

32

128

92

368

92

368

84

326

3

3

24

72

0

0

0

0

8

0

4

2

24

48

0

0

0

0

0

0

5

1

4

4

0

0

0

0

0

0

332

408

=408

=366

Formula: Weighted average Working condition∑ (WX 1) Welfare and social security ∑ (WX2) Working hours ∑ (WX3) Grievance handling procedure ∑ (WX4)

= 332 = 408 = 408 = 366

IRJBM – ( www.irjbm.org) August – 2013 - Volume No – II © Global Wisdom Research Publications – All Rights Reserved.

III I I II 77

  International Research Journal of Business and Management – IRJBM    

Inference: From the weighted average method that should arranged as by the ranks. The welfare and social security measures, workings hours are ranked as first. Grievances handling is ranked as second and working condition is ranked as third. RESEARCH RESULTS AND DISCUSSION: ¾ ¾ ¾ ¾ ¾ ¾

It is found that 32% of the respondents are about 20 years of service and 32% of respondents are above 5-15 years of service. It is found that 52% of the respondents are satisfied with the relation of supervisor. Majority of the respondents are highly satisfied with co-workers in the organization. High levels of respondents are satisfied with the grievance handling procedure. Majority of the respondents indicated satisfied for salary determination. 88% of the respondents are satisfied with the overall performance.

RESEARCH RECOMMENDATIONS: Welfare measures and job security should be given more importance, so that the employee turnover may be stopped. The reward system should be modified. It should be based on the performance and experience. CONCLUSION: The study helped in revealing the level of satisfaction of employees with reference to the various factors provided in the organization.This study clearly shows that employees under organization are more or less satisfied with the job. The organization should consider on the salary, relationship of employees and supervisors, grievance handling and give more opportunity for the new employees. The study also considered some other problems lie to under by the government I hope the management would consider my suggestions definitely it will improve his business highly motivated employees are consider the great asset of the company. REFERENCES 1. Anitha .r, 2011, ‘A Study on job satisfaction of paper mill employees with special reference to udumalpet and palani taluk,’ Journal of Management and Science, vol.1, No.1, pp 36-47. 2. Bharati T; Nagarathnamma B; Viswanatha Reddy S, “Effect of occupational stress on job satisfaction”. 1991 Jan-Jul Journal of the Indian Academy of Applied Psychology 17(1-2): 81-5 3. Bernard, H.R. (2000). Social research methods: qualitative and quantitative approaches. London: Sage Publications Inc. 4. Brief, A. P., & Weiss, H. M. (2001). Organizational behavior: affect in the workplace. Annual Review of Psychology, 53, 279-307, p. 282 5. Bhavani.T.R, Anbouli.p,201, ‘A study of job satisfaction correlates with work environment among employees in textile industries’, Research journal of science and Management vol.2, no.8 pp-1 6. Clement, R.W (1993), "Happy employees are not all alike", Across the Board, Vol. 30 No.1, pp.51-2. IRJBM – ( www.irjbm.org) August – 2013 - Volume No – II © Global Wisdom Research Publications – All Rights Reserved.

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  International Research Journal of Business and Management – IRJBM    

7. Dr. K. Chandrasekhar, (2011), “Workplace Environment and its impact on organizational performance in public sector organizations”, International Journal of Enterprise Computing and Business Systems, Vol. 1. No. 1 8. Geetha kumari, Pandey k.M,2011’Job satisfaction level of Bank employees in Aligarh region’, south Asian academic research journals, vol.2,no.4 pp.98 9. Geeta Kumari and Dr. K.M.Pandey, Analysis of an Individual’ Behaviour in Work Environment for A Better Output, International Journal of Innovation, Management and Technology vol. 2, no. 2, pp. 156- 161, 2011 10. Jerinabi.u, kavitha.s, 2013, ‘job satisfaction of employees – an empirical analysis’ international journal of research in commerce, economics and management, vol.3 no.3, pp-72 11. P. Jins Joy. R. Radhakrishnan, (2011), “A study on impact of stress on work performance of Textile Employees”, International Journal of Strategic Organization and Behavioural Science, Vol. 1, No: 2. 12. Levin Richard, David S. Rubin (2002), Statistics for Management, Seventh – edition, Prentice Hall of India Pvt.Ltd., New Delhi 13. C.R Kothari (1990), Research Methodology, Second revised – edition, New Age international (P) Limited, Publishers, New Delhi 14. C.B. Memorial (1993), Personnel Management. Eleventh– edition, Himalayan Publications 15. Nelson, D.L. & Quick, J.C. (1995). Organizational behavior: Foundations, realities, and challenges. New York: Alternate Edition, West Company, 116–118. 16. Locke cited in Brief, A. P., & Weiss, H. M. Organizational behavior: affect in the workplace. Annual Review of Psychology, vol-53, p.279-307, (2001). 17. Rashmi shahu, jeevaji.q,2012, ‘study and analysis of factors of job satisfaction”, research journal of social science and management, vol.2,no.2,pp.20 18. Rajinder signh, Hero singh rawat, 2010, ‘The study of factors affecting the satisfaction level of private school teachers in Haryana’, VSRD Technical and Non – Technical Journal, vol.4,no.4, pp188-197 19. Saari, L. M., & Judge, T. A. Employee attitudes and job satisfaction. Human Resource Management, vol-43, p.395-407, (2004) 20. Sudha.s , Shalini.p, 2012, ‘A Study on employee perceptions on job satisfaction with reference to IT industry’, Research Journal of social science and Management, vol.2, no.3, pp-95 21. Uma sekaran, 2007, Research methods for Business: A skill Building Approach, 4 th edn, Wiley India, NewDelhi. 22. Uzma shahzad, 2012, ‘A Study of Job Satisfaction level of Bank Employees in Aligarh region’, south Asian Academic Research Journals, vol.2, no.4 pp.98 23. Vijesh.R, Vijay Anand.V, Panchanatham.N 2011, ‘Job Satisfaction and work Environment – an Pragmatic Study’, Research Journal of Commerce and Behavioural Science, vol.1, no.2 pp.34 24. Weiss, H. M. (2002). Deconstructing Job satisfaction separating evaluations, beliefs and affective experiences. Human Resource Management Review, 12173– 194.  

IRJBM – ( www.irjbm.org) August – 2013 - Volume No – II © Global Wisdom Research Publications – All Rights Reserved.

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