Influence of job satisfaction on employee retention – A cross dimensional analysis with reference...

8/12/2019 Influence of job satisfaction on employee retention A cross dimensional analysis with reference to SBI bank, BAJA

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Influence of job satisfaction on employee retention

A cross dimensional analysis with reference to SBI

bank, BAJAJ ALLIANZ, HILL METALS, UTKAL

AUTOMOBIL

Submitted by

SUBHASIS DAS


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1.AMANAGEMENTTHESIS1.1. ON

Influence of job satisfaction

on employee retention A

cross dimensional analysis

with reference to SBI bank,

BAJAJ ALLIANZ, HILL METALS,

UTKAL AUTOMOBIL

Submitted ySUBHASIS DAS

II YEAR MBA

8NBBB027

INC BHUABANESWAR

Under Guidance Of

Snigdha Mohapatra

(Faculty of HR)A report submitted in partial fulfillment of the

requirements of MBA program (2008-10)

DEVIKA TOWER,BOMIKHAL, BHUBANESWAR


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ANNEXURE 99

DECLARATION 102


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ACKNOWLEDGEMENT

I express my gratitude and sincere

thanks to Snigdha Mohapatra, my faculty

guide for their guidance, suggestions and

advice rendered during each step of this thesis

report. At the same time I am grateful to the

staffs, people of different banks who

supported me during the training and getting

important information. And at last but not the

least I thank my batch mates and colleagues

for their invaluable support and

encouragement during the executive

training.

Thanking You.

1.3.


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1.4. THE REASONS FORCHOOSING THIS TOPIC

The following data collected from

different media and internet highlight the

impotence of employee retention.

Average employee turnover is 14.4% annually,

according to the Bureau of National Affairs. And,

turnover rates are on the rise, the Bureau now

reports; turnover also varies widely among

different industries.

The blow to morale and increased job stress when

remaining employees are burdened with the

distribution of the departed employees workload,

the negative impact on customer service is a

direct result of their high turnover.

Replacement costs for a departing employee are

estimated at one-third of his or her salary. This

also leads to future turnover of employees who

are lured to other organizations by their friendswho have departed.

Estimates have determined that lost knowledge

that leaves with the departing employee can be as

high as 50% of the exiting employees salary for

one year of service; and, this figure grows by 10%

for each year of employment.

On average, 30% of a financial advisors clients will

move with their advisor if he or she changes firms.

The total cost of turnover is estimated to be

somewhere between 30 percent of the annual

salary of hourly employees (Cornell University)

and 150 percent as estimated by the SaratogaInstitute (Price Waterhouse Coopers). Taking a

fairly conservative estimate that the financial loss

from one employee is equal to his or her annual

salary, the negative financial impact of turnover to

the bottom line can be substantial.

Most of the HR functions of IT organizations spend

more than 50 % their time and energy in hiring

new resources without investing much time in theway their human resources can be retained. Fact

is, it takes 25 to 30 % more for organization to

retain the existing qualified resource as compare

to spending more than 50 % in getting new

resource as a replacement of an existing resource.

Now a days the main topic of discussion

is employee retention . There are many

factor that influence employee retention.

Among those factors I considered job

satisfaction and tried to find out the

influence of job satisfaction on employee

retention in my research.


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1.1 Definitions:Job satisfaction does not seem to reduce

absence, turnover and perhaps accident

rates.

-Robert L. KahnJob satisfaction is a general attitude

towards ones job: the differencebetween

the amount of reward workers receive and

the amount they believe they should

receive.

-P.Robbins

Job satisfaction defines as The amount of

over all positive affect (or feeling) that

individuals have toward their jobs.

-

Hugh J. Arnold and Daniel C.Feldman

Job satisfaction is the amount of pleasure

or contentment associated with a job. If

you like your job intensely, you will

experience high job satisfaction. If you

dislike your job intensely, you will

experience job dissatisfaction.

ByAndrew J DuBrins,

The practice of supervision

Different authors give various definitions

of job satisfaction. Some of them are

taken from the book of D.M. Pestonjee

Motivation and Job Satisfaction which

are given below: Job satisfaction is

defined as a pleasurable, emotional, state

resulting from appraisal of ones job. An

effective reaction to ones job.

WeissJob satisfaction is defined, as it is result

of various attitudes the person hold


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towards the job, towards the related

factors and towards the life in general.

Glimmer

Job satisfaction is defined as any

contribution, psychological, physical, and

environmental circumstances that cause a

person truthfully say, I am satisfied with

my job. And Job satisfaction is defined,

as employees judgment of how well his

job on a whole is satisfying his various

needs

Mr.Smith

Job satisfaction is defined as a

pleasurable or positive state of mind

resulting from appraisal of ones job or

job experiences.

Locke


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1.2INTRODUCTION

Job satisfaction describes how content an

individual is with his or her job. It is a

relatively recent term since in previous

centuries the jobs available to a particular

person were often predetermined by the

occupation of that persons parent. There

are a variety of factors that can influence

a persons levelof job satisfaction. Some

of these factors include the level of pay

and benefits, the perceived fairness o the

promotion system within a company, the

quality of the working conditions,

leadership and social relationships, the

job itself (the variety of tasks involved,

the interest and challenge the job

generates, and the clarity of the job

description/requirements).

The happier people are within their job,

the more satisfied they are said to be. Job

satisfaction is not the same as motivation,

although it is clearly linked. Job design

aims to enhance job satisfaction and

performance methods include job

rotation, job enlargement and job

enrichment. Other influences on

satisfaction include the management style

and culture, employee involvement,

empowerment and autonomous

workgroups. Job satisfaction is a very

important attribute which is frequently

measured by organizations. The most

common way of measurement is the use

of rating scales where employees report

their reactions to their jobs. Questions

relate to relate of pay, work

responsibilities, variety of tasks,

promotional opportunities the work itself

and co-workers.

Job satisfaction has been defined as a

pleasurable emotional state resulting

from the appraisal of ones job; an

affective reaction to ones job; and an

attitude towards ones job. Weiss (2007)

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 behaviors. This

definition suggests that we from attitudes

towards our jobs by taking into account

our feelings, our beliefs, and our

behaviors.


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Affect TheoryEdwin A. Lockes Range of Affect Theory

(1976) is arguably the most famous job

satisfaction model. The main premises of

this theory is that satisfaction is

determined by a discrepancy between

what one wants in a job and what one has

in a job. Further, the theory states that

how much one values a given facet of

work (e.e. the degree of autonomy in a

position) moderates how

satisfied/dissatisfied one becomes when

expectations are/are not met. When a

person values a particular facet of a job,

his satisfaction is more greatly impacted

both positively (when expectations are

met) and negatively (when expectations

are not met), compared to one who does

not value that facet. To illustrate, if

Employee A values autonomy in the

workplace and Employee B is indifferent

about autonomy, then Employee A would

be more satisfied in a position that offers

a high degree of autonomy compared to

Employee B. this theory also states that

too much of a particular facet will

produces stronger feelings of

dissatisfaction the more a

Dispositional TheoryAnother well known job satisfaction

theory is the Dispositional Theory. It is a

very general theory that suggests that

people have innate dispositions that

cause them to have tendencies toward a

certain level of satisfaction, regardless of

ones job. This approach became a

notable explanation of job satisfaction in

light evidence that job satisfaction tends

to be stable over time and across careers

and jobs. Research also indicates that

identical twins have similar levels of job

satisfaction.

A significant model that narrowed the

scope of the Dispositional Theory was the

core Selfevaluations Model, proposed by

Timorthy A. Judge in 1998. Judge argued

that there are four Core Self-evaluations

that determine ones disposition towards

job satisfaction: self-esteem, general

self-efficacy, locus of control, and

neuroticism. This model states that

higher levels of self-esteem (the value

one places on his self) and general self-

efficacy (the belief in ones own

competence) lead to higher work


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satisfaction. Having an internal locus of

control (believing one has control over

her/his own life, as opposed to outside

forces having control) leads to higher job

satisfaction. Finally, lower levels of

neuroticism lead to higher job

satisfaction.

Job satisfaction has been defined as a

pleasurable emotional state resulting

from the appraisal of ones job; an

affective reaction to ones job; and an

attitude towards ones job. Weiss (2007)

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 behaviors. This

definition suggests that we from attitudes

towards our jobs by taking into account

our feelings, our beliefs, and our

behaviors.

Job satisfaction describes how content an

individual is with his or her job. It is a

relatively recent term since in previous

centuries the jobs available to a particular

person were often predetermined by the

occupation of that persons parent. There

are a variety of factors that can influence

a persons level of job satisfaction. Some

of these factors include the level of pay

and benefits, the perceived fairness o the

promotion system within a company, the

quality of the working conditions,

leadership and social relationships, the

job itself (the variety of tasks involved,

the interest and challenge the job

generates and

the clarity of the job

description/requirements).

The happier people are within their job,

the more satisfied they are said to be. Job

satisfaction is not the same as motivation,

although it is clearly linked. Job design

aims to enhance job satisfaction and

performance methods include job

rotation, job enlargement and job

enrichment. Other influences on

satisfaction include the management style

and culture, employee involvement,

empowerment and autonomous

workgroups. Job satisfaction is a very

important attribute which is frequently

measured by organizations. The most

common way of measurement is the use


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dealer for Mahindra, Hyundai and Yamaha

in the state of Orissa and a market leader

for each of the manufacturer it

represents.


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Bajaj AllianzBajaj Allianz life insurance co. Ltd. Is a

joint venture between allianz se, one of

the world's largest insurance companies,

and bajaj finserv. Allianz se is a leading

insurance corporation globally and one of

the largest asset managers in the world,

that manage assets worth over a trillion.

With over 115 years of financial

experience, allianz se is present in over

70 countries around the world. Bajaj

allianz is into both life insurance and

general insurance. Today, bajaj allianz is

one of Indias leading and fastest growing

insurance companies. Currently, it has

presence in more than 550 locations with

over 60,000 insurance consultants.

In June 2008, Bajaj Allianz entered into

partnership with Thomas cook India to

provide travel finance. Bajaj Allianz life

insurance ensures excellent insuranceand investment solutions by offering

customized products, supported by the

best technology.

SBIThe roots of the State Bank of India rest in

the first decade of 19th century, when the

Bank of Calcutta, later renamed the Bankof Bengal, was established on 2 June

1806. The Bank of Bengal and two other

Presidency banks, namely, the Bank of

Bombay (incorporated on 15 April 1840)

and the Bank of Madras (incorporated on

1 July 1843). All three Presidency banks

were incorporated as joint stock

companies, and were the result of theroyal charters. These three banks received

the exclusive right to issue paper

currency in 1861 with the Paper Currency

Act, a right they retained until the

formation of the Reserve Bank of India.

The Presidency banks amalgamated on 27

January 1921, and the reorganized

banking entity took as its name Imperial

Bank of India. The Imperial Bank of India

continued to remain a joint stock

company.

Pursuant to the provisions of the State

Bank of India Act (1955), the Reserve

Bank of India, which is India's central

bank, acquired a controlling interest in

the Imperial Bank of India. On 30 April

1955 the Imperial Bank of India became

the State Bank of India. The Govt. of India

recently acquired the Reserve Bank of

India's stake in SBI so as to remove any

conflict of interest because the RBI is the

country's banking regulatory authority.

Offices of the Bank of BengalIn 1959 the

Government passed the State Bank ofIndia (Subsidiary Banks) Act, enabling the

State Bank of India to take over eight

former State-associated banks as its

subsidiaries. On Sept 13, 2008, State

Bank of Saurashtra, one of its Associate

Banks, merged with State Bank of India.

SBI has acquired local banks in rescues.

For instance, in 1985, it acquired Bank of

Cochin in Kerala, which had 120

branches. SBI was the acquirer as its

affiliate, State Bank of Travancore, already

had an extensive network in Kerala.


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1.4Research Objective Of The Study

The objective of the study is as follows

To assess the satisfaction level of

employees at SBI bank, Bajaj Allianz, hill

Metals, Utkal Automobile.

To identify the factors which influence

the job satisfaction of employees.

To identify the factors which will

improves the satisfaction level of

employees.

To know the employee satisfaction

towards the facilities.

To offer valuable suggestions to improve

the satisfaction level of employees.

To find out the gaps between satisfaction

level and dissatisfaction level and its

influence in employee turnover.

1.5 Scope Of The ResearchThis study examines the prospects of

employees at SBI bank, Bajaj Allianz, Hill

Metals, Utkal automobile, particularly the

relationship between the level of job

satisfaction and work commitment among

the employees assigned at SBI bank, Bajaj

Allianz, hill metals, and Utkal automobile

in Bhubaneswar city.

This study emphasis in the following

scope:

To identify the employees level of

satisfaction upon that job.

This study is helpful to that organizationfor conducting further research.

It is helpful to identify the employers

level of satisfaction towards welfare

measure.

This study is helpful to the organization

for identifying the area of dissatisfaction

of job of the employees. This study helps to make a managerial

decision to the company.

1.6 Process of the research

The following steps were followed during

the research work in the given sequence.

Identifying and defining the actual

problem in hand.

Defining the objectives clearly.

Planning the research design.

Selecting a research technique.

Selecting a sampling procedure.

Collecting the data.

Analyzing and evaluating the Data.

Finding the inferences.

Putting forward the suggestions andconclusion

1.7 LIMITATIONS OF THE STUDY


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Data collected is based on questionnaire.

The research exercise was conducted

within a limited duration. So a detailed

study could not be made.

The numbers of employees are more, so

sample size is limited by 100.

The information collected by the

observation method is very limited.

The result would be varying according to

the individuals as well as time.

Some respondents hesitated to give the

actual situation; they feared that

management would take any action

against them

The findings and conclusions are based

on knowledge and experience of the

respondents sometime may subject to

bias


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1.8 PROGRESS REPORT

.

o

pha

se

Duration

Details

1.

1s

t

Dece

mber

10

24,

2009

Selecting theManagementthesis-1 titleby discussingwith thefacultysupervisor

2

.

2n

d

Januar

y 01

9,

2010

Gathering of

informationfrom thecustomerdata basethroughdifferentmodels

3.

3r

d

Januar

y 09 14,

2010

Preparationof thequestionnaire

4.

4t

h

Januar

y 14 22,

2010

Collectingthe data onthe basis ofquestionnaire

5.

5t

h

January 25 -

29,

2010

InterimEvaluation

6 6t

h

&

7

t

h

Febru

ary 15

March

5

Data

Analysis &

Findings of

Study

7 8th

March811

FinalEvaluation

8 9 March End of MT-II

H11-15


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1.9 Structure Of The Thesis Report

The study is structured into eight

chapters organized to present the study

utilizing a methodology that allows it to

flow from a basic introduction to

empirical findings. Table 1.1 below

displays the organization of the study.

This research introduces the study and

sets the focus and direction to be taken

to for an empirical study exploring

nominally researched or unrehearsed

areas of service quality. The chapter

focuses upon giving the reader an

overview of the studys development.

Table 1.1 Organization of the Study

Chapter I The research context

Chapter II Literature review

Chapter 3 Theoretical framework

Chapter 4 Research design and methodology

Chapter 5 Discussion of data analysis

Chapter 6 Results and analysis of findings

Chapter 7 Suggestion and recommendations

Chapter 8 Conclusion

Chapter OneThis chapter includes the introduction of

the research, some general background of

the research, research objectives and

limitations. The research process and a

report overview are also provided to guide

the direction of the whole thesis report.

Chapter Two

Chapter two provides a framework to help

describe theoretical concepts of service

quality dimensions and related

terminology. It also forms the delimitation

and the basis of analysis and conclusion it

attempts to provide a holistic view by

integrating isolated concepts within the

field of service quality in an embedded

structure. Consequently it forms the

initial theoretical foundation for analysis,

interpretation and reflection.

Chapter Three Chapter three provides theliterature review that throws some light

on the history of the researches done on

the service quality and related areas.

Chapter four Chapter four highlights themethodology followed during the

research work. This section brings how

the enquiry was carried out, interviews

were carried out and the design of

questionnaire. A survey using the

SERVQUAL questionnaire method with a

sample size of around 100 will be utilized

in the survey. The SERVQUAL method


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typically measures the service quality of

any service organization with respect to

five dimensions i.e. Tangible, Reliability,

Responsiveness, Assurance and Empathy.

Chapter five: Chapter five contains theanalysis of data collected during the data

collection stage.

Chapter six: Chapter six lists theinferences and findings from the data

analysis.

Chapter seven: This chapter puts forwardthe suggestions and recommendations

obtained from the study.

Chapter Eight: This chapter concludes theresearch process with the conclusionsfrom the research. It also briefly describesthe implications of the findings of theresearch work.


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Structure Of The Thesis Report

Chapter I: The research context

Chapter- II : Literature review

Chapter-III: Theoretical framework

Chapter-VI: Results and analysis offindings

Chapter-IV: Research design and

methodology

Chapter-VII: conclusion

Conceptual

development

Chapter-V: Discussion of data analysis

Chapter-VII:Suggestion and

recommendations


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EVIEW OF LITERATURE

Job satisfaction represents the

constellations of persons attitude

towards or about the job. In general, job

satisfaction is the attitude towards the job

as a whole. Job satisfaction is a function

of satisfaction with different aspects of

job, i.e. supervision, pay, works itself, co-

workers, promotion, etc., and of the

particular weighting or importance one

attaches to these respective components.

The study of job satisfaction is a relatively

recent phenomenon. It can perhaps be

said to have begun in earnest with the

famous Hawthorne studies conducted by

Elton Mayo at the western Electronic

Company in 1920s during the course of

investigations. However they become

convinced that factors of a social nature

were affecting satisfaction with the job

and productivity. Since the Hawthorne

studies there has been an enormous

output of work on the nature, causes and

correlates of job satisfaction. The

traditional model of job satisfaction is

that it consists of the total body of

feelings that an individual has about his

job. This total body of feelings involves,

in effect, weighting up the sum total of

influences of the job, the nature of job

itself, the pay, the promotion. The

promotion prospects, the nature of

supervision and so on. Where the sum

total of influences gives rise to feelings of

satisfactions the individual is job

satisfied.

Where in total they give rise to feelings

of job dissatisfaction the individual is job

dissatisfied. Improving any one of these

influences will lead in the direction of job

satisfaction, making less satisfactory any

one of the influences will lead in the

direction of the job dissatisfaction.

However, what makes a job satisfying

does not depends only on the nature of

the job, but on the job expectations that

individuals have of what their job should

provide. Expectancy theory points to the

importance of the individuals

expectations of his job in determining job

satisfaction. For individuals who have

expectations that their job should give

them opportunities for pay, challenge, a


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failure of the job to meet this expectation

will lead to dissatisfaction compared to a

situation where no such expectation is

involved. What expect expectation of

individuals will have of a job may vary.

For a large number of reasons, some

deriving form social others from

individual causes. These proposing an

expectancy theory usually regarded over

all job satisfaction as a function of

satisfaction with various elements of the

job. Another theory that has dominated

the study of the nature of job satisfaction

is Herzbergs famous Two factory

Theorys of job satisfaction. In this he

claims that the factors which cause job

satisfaction are separate and distinct from

the factors which job dissatisfaction. The

factors causing job satisfaction, which

level factors such as there relating to

satisfaction with the job itself. The factors

which cause job dissatisfaction called

hygiene factors are more concerned with

conditions of work such as pay and

supervision. At no time does Herzberg

argue a job satisfactory, except may be

for a short run.

Philip apple while has listed five major

components of job satisfaction as,

1. Attitude towards work group.

2. General workings conditions.

3. Attitude towards company.

4. Monetary benefits and

5. Attitude towards supervision

Other components that should be added

to these five are the individuals state of

mind about the work itself and about life

in general. The individuals health, age,

level of aspiration, social status and

political and social activities can all

contribute to job satisfaction.

A person attitude toward the job may be

positive or negative. Job satisfaction is

not synonymous with organizational

morale, which is the possession of felling

of being accepted by and belonging to a

group of employees through adherence to

common goals and confidence in

desirability of these goals. Morale is the

byproduct of a group, while job

satisfaction is more of an individual stage

of mind.


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form those that determine whether he or

she is motivated. The level of satisfaction

is largely determined by the comforts

offered by the environment and situation.

Motivation on the other hand, is largely

determined by the value of rewards and

their contingency on performance.

Motivation results is added effort that is

turn leads to increased performance if the

individual has the ability and result of

high satisfaction is increased commitment

to the organized which may or may not

result is better performance. The

increased commitment normally will

lessen the number of personnel related

problems, Such as strikes, excessive

absenteeism, tardiness and turnover.

The industrial and business sectors of

various countries specially developing

countries including Pakistan (where per

capita income is very low) are facing the

problem of job dissatisfaction among the

employees and high rate of turnover. JOBSATISFACTION is regard to ones feelingor state of mind regarding the nature of

their work. Job satisfaction can be

influenced by variety of factors such as

kind of supervision, organization policies

& administration, salary & quality of life

etc.

Employers have a need to keep employee

from leaving and going to work for other

organizations. The best way of retaining

employees is to provide the job

satisfaction and opportunities to build up

their careers.The good hope is hard to

find, is even truer these days than ever

before because the job market in

becoming increasingly tight. (Eskildesen,Hammer)

Theresa gave the study to examine the job

satisfaction and intent to turnover using

the co relational design. He takes the

sample (n = 107) consist of direct

support professional who worked for non

profit organization located in South

Carolina that served People with

disabilities development. Two instruments

were utilized that measure the overall

(Specter job satisfaction) and facet job

satisfaction and intent to turnover

(Michigan Organizational Assessment

Questionnaire). Demographic information

regarding age and tenure were examined.


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Data analysis includes descriptive and

inferential statistics. The result from the

study suggests that there is a significant

and negative correlation between job

satisfaction and intent to turnover. It was

demonstrated that tenure is related to job

satisfaction and having positive & low

relation. There was little evidence that

suggest that age was significantly related

to either job satisfaction or intent to

turnover. Theresa take sample from

single organization which in non profit

organization. The non profit

organizations are some extent running by

the charity & donation and the

remunerations for the employees in such

organizations are low.1

Bhatti & Qureshi collect the information

regarding the Name of organization, Life

of organization in years, Number of

employee, Employee participation, Job

satisfaction, Employee commitment &

Employee Productivity from the first line

managers and their immediate bosses.

The Managers were given a questionnaire

1TheresaRicke-Kely.USA

and were asked to give the answer at their

best knowledge with reference to working

conditions in their organization.

Questionnaire was divided in to two

portions. First line manager had to

answer the question regarding name of

organization, life of organization, number

of employees, employee participation,

and job satisfaction and employee

commitment. While the immediate bosses

was to answer the question from the

portion of employee productivity.

The questionnaire consists on

relationship among job satisfaction,

employee commitment, and employee

productivity. They used Likard scale

questionnaire. They take sample from

communication sector, banking sector

and oil & gas sector of Pakistan. 34

organizations were selected for study.

They measured job satisfaction by using

the variables, employee productivity,

employee commitment and employee

participation and their hypothetical

research found strong and positive

relationship between the job satisfaction

and mentioned variables. The finding


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suggests that management of

organization should increase the

satisfaction among employees with

compensation, policies and working

conditions in order to attain high level of

employee commitment and reduce

turnover.2

The sample size was not enough to reflect

image of the organizations functioning in

Pakistan. Data collection method for

research is very common. Other methods

could have been used for this research

study like group discussion / discussion

forum.

The late 1920s one of the first studies of

job satisfaction undertaken by Mayo &

Hawthorne. This study referred to &

focused on employee attitude and its

impact on production levels. The study

highlighted that employees & workers

develop their own perceptions of the work

situation and the social environment,

which affects their attitudes towards their

work. The findings of the study provided

consistent results with the observations

2KomalKhalidBhatti&TahirMasoodQureshi.

of Taylor in 1911, that individual workers

wants economic incentives/monetary

rewards and are willing to work harder for

it. He used the global approach to

measure job satisfaction. The study found

that 88% of the surveyed were classified

as being satisfied, and there was a direct

linear relationship between occupational

level and job satisfaction3

This section examines the literature

regarding theories and models used to

explain the determinants of job

satisfaction. There are two broad

categories to classify job satisfaction

theories, that is, process and contenttheories.

Content theories are predominantlyconcerned with the identification of

specific needs or motives most conducive

to job satisfaction. The Maslows Need

Hierarchy and Herzbergs Two-Factor

theory are examples of content theories.

Process theories go further thanidentifying basic needs that motivate

3Mayo & Hawthorne study


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people. They focus on the individuals

dynamic thought processes and how they

produce certain types of

behavior/attitudes.

Equity Theory, Need-Fulfillment Theory,

Social Comparison Theory, Facet-

Satisfaction Model, Job Characteristics

Model.

To better understand employee attitudes

and motivation, Frederick Herzberg

performed studies to determine which

factors in an employee's work

environment caused satisfaction or

dissatisfaction. The studies included

interviews in which employees where

asked what pleased and displeased them

about their work. Herzberg found that the

factors causing job satisfaction were

different from that causing job

dissatisfaction. He developed the

motivation-hygiene theory to explainthese results. He called the satisfiers

motivators and the dissatisfies hygiene

factors, using the term "hygiene" in the

sense that they are considered

maintenance factors that are necessary to

avoid dissatisfaction but that by

themselves do not provide satisfaction.

He describes that factors leads to job

satisfaction are Achievement,

Recognition, Work itself, Responsibility,

Advancement and Growth and the factors

which leads to dissatisfaction are

Company policy, Supervision, Relationship

with Boss, Work conditions, Salary,

Relationship with co workers

Herzberg argued that management not

only must provide hygiene factors to

avoid employee dissatisfaction, but also

must provide factors intrinsic to the work

itself in order for employees to be

satisfied with their jobs. 4

The two-factor result is observed because

it is natural for people to take credit for

satisfaction and to blame dissatisfaction

on external factors. Furthermore, job

satisfaction does not necessarily create a

high level of motivation or productivity.

Herzberg's theory has been broadly read

and despite its weaknesses. True

motivation comes from within a person

4-Frederick Herzberg 1959


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and not from KITA factors (Kicks in the

Pants).

Maslow suggested that there exists a

hierarchy of human needs, commencing

with physiological needs then safety,

social, esteem and at last self

actualization need. He says that these

needs must be satisfied in the order

listed. Maslow's theory says, there are

some important implications for

management. There are opportunities to

motivate employees and provide them job

satisfaction through management style,

job design, company events, and

compensation packages.5

Physiological needs provide lunch breaks,

rest breaks, and wages that are sufficient

to purchase the essentials of life. Safety

needs provide a safe working

environment, retirement benefits, and job

security. Social needs create a sense of

community via team-based projects and

social events. Esteem needs recognize

achievements to make employees feel

5- Maslow 1943

appreciated and valued. Offer job titles

that convey the importance of the

position. Self-Actualization provides

employees a challenge and the

opportunity to reach their full career

potential

2.1 Definitions of job satisfaction

I have There are a plethora of definitions

of job satisfaction, some of which are

contradictory in nature. Spector (1997)

refers to job satisfaction in terms of how

people feel about their jobs and different

aspects of their jobs. Ellickson and

Logsdon(2002) support this view by

defining job satisfaction as the extent to

which employees like their work.

Schermerhorn (1993) defines job

satisfaction as an affective or emotional

response towards various aspects of an

employees work. The author emphasizes

that likely causes of job satisfaction

include status, supervision, co-worker

relationships, job content, remuneration

and extrinsic rewards, promotion and

physical conditions of the work


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environment, as well as organizational

structure.

Similarly, Mc Namara (n.d.) points out that

job satisfaction refers to an individuals

feeling or state of mind giving heed to the

nature of the individuals work. The

author further explains that job

satisfaction can be influenced by a

diversity of job dimensions, inter alia, the

quality of the employees relationship

with their supervisor, the status of the

physical environment in which the

individual works, degree of fulfillment in

work.

In direct contrast, Rue and Byars (1992)

refer to job satisfaction as an individuals

mental state about the job. Robbins et al.

(2003) add that an individual with high

job satisfaction will display a positive

attitude towards their job, and the

individual who is dissatisfied will have a

negative attitude about the job. This

definition is expanded by Greenberg and

Baron (1995) who define job satisfaction

as an individuals cognitive, affective and

evaluative reactions toward their jobs.

According to Coster (1992 cited in

Sempane, Rieger & Roodt, 2002), the

work itself could have an effect on the

total quality of life of the employee.

Schneider and Snyder (1975 cited in

Sempane et al., 2002) conclude job

satisfaction is an individuals personal

assessment of conditions prevalent in the

job, thus evaluation occurs on the basis

of factors, which they regard as important

to them.

2.2 Evaluation of Literature Review.

I have read almost 14 articles &

theories about my topic and discussed

some of them which were easy to

understand for me. The Source which I

used for study was internet. The literature

review given above is easy to understand

and covered findings of home (Orissa and

India) and abroad researcher also. At the

end of every researchers finding the

criticism on their research is also given in

such a comprehensive manner that it

shows the clear picture of all findings and

lacking area of research. I used the way

which attract the readers and tried to

carry them till end. The variables used by


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the researchers are discussed in detail

and their dependency & impact on

problem. Some researcher used single

variable to check the job satisfaction and

some use two or more. I discussed both.

The review given tells that there are

many factors which influence the job

satisfaction in an organization but in India

are remunerations and monetary rewards

as the research work done by Komal

Khalid Bhatti & Tahir Masood Qureshi.

The literature shows the clarity and

accuracy. It provides the base for further

working and having complete knowledge

about the topic that what has been done

in the field so far. I tried to avoid the

reputation of statements and convey the

whole story in short wordings.

The bad factor of my literature review is

that I have only discussed three

researches & Theories but that was only

because of shortage of time and

restrictions. I have chosen these three

because I felt that these three are relevant

to my topic.

A study on job satisfaction among

workers in chemical unit (M/S. Shri Veeco

Chems Corporation, CBE) Done by Mr.

C.M. RAVIKUMAR (MBA project) in the year

1985.

The techniques used by the Researcher

for analyzing the data were personal

interview. The Researcher interviewed

sixty workers on the basis of sex, age,

educational qualification, experience,

monthly income, marital status and family

income. The tools adopted by the

Researcherwas percentage method of

tabulation to find job satisfaction.

A study on job satisfaction among bank

officers in State Bank of India, Jabalpur

none by Mr. S. NAREND in his MBA

project, in the year 1990.


for analyzing the data were through

questionnaire method. The Researcher

interviewed forty respondents on the

basis of sex, age, educational

qualification, experience, monthly

income, marital status and family income.

The tools adopted by the Researcher were


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average scoring and two-way table

method to find out job satisfaction.

A study on job satisfaction of Tea

Plantation Workers with special reference

to Sheikalmudi Estate, Valparai Taluk,

done by Mr.K.Madhu, In the year 1986

(M.Com project).


for analyzing the data were through

questionnaire and personal interview

method. The Researcher interviewed sixty

respondents on the basis of sex, age,

educational qualification, experience,

monthly income, marital status and family

income. The tools adopted by the

researcher were average scoring and two-

way table method. The hypothesis was

tested through chi-squire test and

correlation to find out job satisfaction.

The researcher had made previous study

on job satisfaction in various areas.

Additional to these theory I had collected

data from the below definitions and

research

2.1 Summary of Literature Review.

The chapter introduced the concept of

job satisfaction and highlighted the

different motivational theories relating to

job satisfaction. Furthermore, it sought to

provide an overview of the literature

pertaining to job satisfaction antecedents,

whereby personal determinants and

organizational factors impacting on job

satisfaction were discussed. In terms of

the job satisfaction antecedents and job

satisfaction consequences, various areas

where research has been conducted have

been referred to. From the literature

review it is evident that job satisfaction is

a phenomenon that has been extensively

researched and is of significant

importance to employees and managers

alike. In this regard, the literature

concludes with the relevance of job

satisfaction on the physical and

psychological health of employees and

the effect it has on productivity, turnover

and absenteeism.

The industrial and business sectors of

various countries especially developing

countries including India (where per

capita income is very low) are facing the


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problem of job dissatisfaction among the

employees which is causing the less

productivity, less job commitment, and

increasing turnover.

Employers have a need to keep

employee from leaving and going to work

for other organizations. The best way of

retaining employees is to provide the job

satisfaction and opportunities to build up

their careers.


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THEORETICAL FRAMEWORK3.1 INTRODUCTION

Human life has become very complex and

completed in now-a-days. In modern

society the needs and requirements of the

people are ever increasing and ever

changing. When the people are ever

increasing and ever changing, when the

peoples needs are not fulfilled they

become dissatisfied. Dissatisfied people

are likely to contribute very little for any

purpose. Job satisfaction of industrial

workers us very important for the industry

to function successfully.

Apart from managerial and technical

aspects, employers can be considered as

backbone of any industrial development.

To utilize their contribution they should

be provided with good working conditions

to boost their job satisfaction. Any

business cab achieve success and peace

only when the problem of satisfaction and

dissatisfaction of workers are felt

understood and solved, problem of

efficiency absenteeism labour turnover

require a social skill of understanding

human problems and dealing with them

scientific investigation serves the purpose

to solve the human problems in the

industry.

a) Pay.

b) The work itself.

c) Promotion

d) The work group.

e) Working condition.

f) Supervision.

PAYWages do play a significant role in

determining of satisfaction. Pay is

instrumental in fulfilling so many needs.

Money facilities the obtaining of food,

shelter, and clothing and provides the

means to enjoy valued leisure interest

outside of work. More over, pay can serve

as symbol of achievement and a source of

recognition. Employees often see pay as a

reflection of organization. Fringe benefits

have not been found to have strong

influence on job satisfaction as direct

wages.

THE WORK ITSELFAlong with pay, the content of the work

itself plays a very major role in


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people are require to work long hours and

/ or overtime, they will have very little felt

for their families, friends and recreation

outside

3.2 HISTORY OF JOB SATISFACTIONThe term job satisfaction was brought to

lime light by hoppock (1935). He revived

35 studies on job satisfaction conducted

prior to 1933 and observes that Job

satisfaction is combination of

psychological, physiological and

environmental circumstances. That causes

a person to say. I m satisfied with my

job. Such a description indicate the

variety of variables that influence the

satisfaction of the individual but tell us

nothing about the nature of Job

satisfaction.

Job satisfaction has been most aptly

defined by pestonjee (1973) as a job,

management, personal adjustment &

social requirement. Morse (1953)

considers Job satisfaction as dependent

upon job content, identification with the

co., financial & job status & priding group

cohesiveness

One of the biggest preludes to the study

of job satisfaction was the Hawthorne

study. These studies (1924-1933),

primarily credited to Elton Mayo of the

Harvard Business School, sought to find

the effects of various conditions (most

notably illumination) on workers

productivity.

These studies ultimately showed that

novel changes in work conditions

temporarily increase productivity (called

the Hawthorne Effect). It was later found

that this increase resulted, not from the

new conditions, but from the knowledge

of being observed.

This finding provided strong evidence

that people work for purposes other than

pay, which paved the way for researchers

to investigate other factors in job

satisfaction.

Scientific management (aka Taylorism)

also had a significant impact on the study

of job satisfaction. Frederick Winslow

Taylors 1911 book, Principles of

Scientific Management, argued that there

was a single best way to perform any

given work task. This book contributed to
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a change in industrial production

philosophies, causing a shift from skilled

labor and piecework towards the more

modern approach of assembly lines and

hourly wages.

The initial use of scientific management

by industries greatly increased

productivity because workers were forced

to work at a faster pace. However,

workers became exhausted and

dissatisfied, thus leaving researchers with

new questions to answer regarding job

satisfaction.

It should also be noted that the work of

W.L. Bryan, Walter Dill Scott, and Hugo

Munsterberg set the tone for Taylors

work.

Some argue that Maslows hierarchy of

needs theory, a motivation theory, laid

the foundation for job satisfaction theory.

This theory explains that people seek to

satisfy five specific needs in life

physiological needs, safety needs, social

needs, self-esteem needs, and self-

actualization. This model served as a

good basis from which early researchers

could develop job satisfaction theories.

3.3 IMPORTANCE OF JOB SATISFACTION Job satisfaction is an important indicator

of how employees feel about their job and

a predictor of work behavior such as

organizational, citizenship,

Absenteeism, Turnover.

Job satisfaction can partially mediate the

relationship of personality variables and

deviant work behavior.

Common research finding is that job

satisfaction is correlated with life style.

This correlation is reciprocal meaning the

people who are satisfied with the life

tends to be satisfied with their jobs and

the people who are satisfied their jobs

tends to satisfied with their life.

This is vital piece of information that is

job satisfaction and job performance is

directly related to one another. Thus it

can be said that, A happy worker is a

productive worker.

It gives clear evidence that dissatisfied

employees skip work more often and

more like to resign and satisfied worker

likely to work longer with the

organization.

3.4 IMPORTANCE TO WORKER ANDORGANIZATION
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Job satisfaction and occupational success

are major factors in personal satisfaction,

self-respect, self-esteem, and self-

development. To the worker, job

satisfaction brings a pleasurable

emotional state that can often leads to a

positive work attitude. A satisfied worker

is more likely to be creative, flexible,

innovative, and loyal.

For the organization, job satisfaction

of its workers means a work force that is

motivated and committed to high quality

performance. Increased productivity- the

quantity and quality of output per hour

worked- seems to be a byproduct of

improved quality of working life. It is

important to note that the literature on

the relationship between job satisfaction

and productivity is neither conclusive nor

consistent.

However, studies dating back to

Herzbergs (1957) have shown at least

low correlation between high morale and

high productivity and it does seem logical

that more satisfied workers will tend to

add more value to an organization.

Unhappy employees, who are

motivated by fear of loss of job, will not

give 100 percent of their effort for very

long. Though fear is a powerful motivator,

it is also a temporary one, and also as

soon as the threat is lifted performance

will decline.

Job satisfaction benefits the

organization includes reduction in

complaints and grievances, absenteeism,

turnover, and termination; as well as

improved punctuality and worker morale.

Job satisfaction is also linked with a

healthier work force and has been found

to be a good indicator of longevity.

Although only little correlation has

been found between job satisfaction and

productivity, Brown (1996) notes that

some employers have found that

satisfying or delighting employees is a

prerequisite to satisfying or delighting

customers, thus protecting the bottom

line.

3.5 WORKERS ROLE IN JOB SATISFACTION


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If job satisfaction is a worker benefit,

surely the worker must be able to

contribute to his or her own satisfaction

and well being on the job. The following

suggestions can help a worker find

personal job satisfaction: Seek

opportunities to demonstrate skills and

talents. This often leads to more

challenging work and greater

responsibilities, with attendant increases

in pay and other recognition. Develop

excellent communication skills.

Employers value and rewards excellent

reading, listening, writing and speaking

skills.

Know more. Acquire new job related

knowledge that helps you to perform

tasks more efficiently and effectively. This

will relive boredom and often gets one

noticed. Demonstrate creativity and

initiative. Qualities like these are valued

by most organizations and often results

in recognition as well as in increased

responsibilities and rewards. Develop

teamwork and people skills. A large part

of job success is the ability to work well

with others to get the job done.

Accept the diversity in people. Accept

people with their differences and their

imperfections and learn how to give and

receive criticism constructively. See the

value in your work. Appreciating the

significance of what one does can lead to

satisfaction with the work itself. This help

to give meaning to ones existence, thus

playing a vital role in job satisfaction.

Learn to de-stress. Plan to avoid burn out

by developing healthy stress management

techniques.


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2.6 FACTORS OF JOB SATISFACTIONHoppock, the earliest investigator in this

field, in 1935 suggested that there are six

major components of job satisfaction.

These are as under:

The way the individual reacts to

unpleasant situations,

The facility with which he adjusted

himself with other person

The relative status in the social and

economic group with which he identifies

himself

The nature of work in relation to abilities,

interest and preparation of worker

Security

Loyalty

Herberg, mausaer, Peterson and capwell

in 1957 reviewed more than 150 studies

and listed various job factors of job

satisfaction. These are briefly defined one

by one as follows:

1. Intrinsic aspect of jobIt includes all of the many aspects of the

work, which would tend to be constant for

the work regardless of where the work

was performed.

2. SupervisionThis aspect of job satisfaction pertains to

relationship of worker with his immediate

superiors. Supervision, as a factor,

generally influences job satisfaction.

3. Working conditionsThis includes those physical aspects of

environment which are not necessary a

part of the work. Hours are included this

factor because it is primarily a function of

organization, affecting the individuals

comfort and convenience in much the

same way as other physical working

conditions.

4. Wage and salariesThis factor includes all aspect of job

involving present monitory remuneration

for work done.

5. Opportunities for advancementIt includes all aspect of job which

individual sees as potential sources of

betterment of economic position,

organizational status or professional

experience.

6. SecurityIt is defined to include that feature of job

situation, which leads to assurance for

continued employment, either within the

same company or within same type of

work profession.


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7. Company managementIt includes the aspect of workers

immediate situation, which is a function

of organizational administration and

policy. It also involves the relationship of

employee with all company superiors

above level of immediate supervision.

8. Social aspect of jobIt includes relationship of worker with the

employees specially those employees at

same or nearly same level within the

organization.

9. CommunicationIt includes job situation, which involves

spreading the information in any direction

within the organization. Terms such as

information of employees status,

information on new developments,

information on company line of authority,

suggestion system, etc, are used in

literature to represent this factor.

10. BenefitsIt includes those special phases of

company policy, which attempts to

prepare the worker for emergencies,

illness, old age, also. Company

allowances for holidays, leaves and

vacations are included within this factor.

3.7 REASONS OF LOW JOB SATISFACTIONReasons why employees may not becompletely satisfied with their jobs:

1. Conflict between co-workers.

2. Conflict between supervisors.

3. Not being opportunity paid for what they

do.

4. Have little or no say in decision making

that affect employees.

5. Fear of loosing their job.

3.8 EFFECTS OF LOW JOBSATISFACTION

1. HIGH ABSENTEEISMAbsenteeism means it is a habitual

pattern of absence from duty or

obligation.

If there will be low job satisfaction

among the employees the rate of

absenteeism will definitely increase and it

also affects on productivity of

organization.

In the above diagram line AB shows

inverse relationship between job

satisfaction and rate of turn over and rate

of absenteeism.


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As th job satisfaction is high the rate of

both turn over and absenteeism is low

and vise a versa.

2.HIGH TURNOVERIn human resource refers to

characteristics of a given company or

industry relative to the rate at which an

employer gains and losses the staff.

If the employer is said to be have a

high turnover of employees of that

company have shorter tenure than those

of other companies.

3.TRAINING COST INCREASESAs employees leaves organization due to

lack of job satisfaction. Then Human

resource manager has to recruit new

employees. So that the training

expenditure will increases.

2.9 INFLUENCES ON JOB SATISFACTION

here are no. of factors that influence job

tisfaction. For example, one recent study even

und that if college students majors coincided

th their job , this relationship will predicted

bsequent job satisfaction. However, the main

influences can be summarized along with the

dimensions identified above.

The work itselfThe concept of work itself is a major

source of satisfaction. For example,

research related to the job characteristics

approach to job design, shows that

feedback from job itself and autonomy

are two of the major job related

motivational factors. Some of the most

important ingredients of a satisfying job

uncovered by survey include interesting

and challenging work, work that is not

boring, and the job that provides status.

PayWages and salaries are recognized to be a

significant, but complex,

multidimensional factor in job

satisfaction. Money not only helps people

attain their basic needs but even need

satisfaction. Employees often see pay as a

reflection of how management view their

contribution to the organization. Fringe

benefits are also important.


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If the employees are allowed some

flexibility in choosing the type of benefits

they prefer within a total package, called

a flexible benefit plan, there is a

significant increase in both benefit

satisfaction and overall job satisfaction.

PromotionsPromotional opportunities are seem to be

have a varying effect on job satisfaction.

This is because of promotion take

number of different forms.

WHAT IS THE IMPACT OF JOBSATISFACTION?Many managers subscribe to the belief

that a satisfied worker is necessarily good

worker. In other words, if management

could keep the entire workers happy,

good performance would automatically

fallow. There are two propositions

concerning the satisfaction performance

relation ship. The first proposition, which

is based on traditional view, is that

satisfaction is the effect rather than the

cause of performance. This proposition

says that efforts in a job leads to rewards,

which results in a certain level of

satisfaction .in another proposition, both

satisfaction and performance are

considered to be functions of rewards.

Various research studies indicate that to a

certain extent job satisfaction affects

employee turn over, and consequently

organization can gain from lower turn

over in terms of lower hiring and training

costs. Also research has shown an inverse

relation between job satisfaction and

absenteeism. When job satisfaction is

high there would be low absenteeism, but

when job satisfaction is low, it is more

likely to lead a high absenteeism.

What job satisfaction people need?Each employee wants:

1. Recognition as an individual

2. Meaningful task

3. An opportunity to do something

worthwhile.

4.Job security for himself and his family

5. Good wages

6. Adequate benefits

7. Opportunity to advance

8. No arbitrary action- a voice a matters

affecting him

9. Satisfactory working conditions

10. Competence leadership- bosses

whom he can admire and respect as

persons and as bosses.


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However, the two concepts are

interrelated in that job satisfaction can

contribute to morale and morale can

contribute to job satisfaction.

It must be remembered that satisfaction

and motivation are not synonyms.

Motivation is a drive to perform, where as

satisfaction reflects the individuals

attitude towards the situation. The factors

that determine whether individual is

adequately satisfied with the job differs

from those that determine whether he or

she is motivated. the level of job

satisfaction is largely determined by the

comfits offered by the environment and

the situation . Motivation, on the other

hand is largely determine by value of

reward and their dependence on

performance. The result of high job

satisfaction is increased commitment to

the organization, which may or may not

result in better performance.

A wide range of factors affects an

individuals level of satisfaction. While

organizational rewards can and do have

an impact, job satisfaction is primarily

determine by factors that are usually not

directly controlled by the organization. a

high level of job satisfaction lead to

organizational commitment, while a low

level, or dissatisfaction, result in a

behavior detrimental to the organization.

For example, employee who like their

jobs, supervisors, and the factors related

to the job will probably be loyal and

devoted. People will work harder and

derive satisfaction if they are given the

freedom to make their own decisions.

Theories

A number of theories exist on motivation,

which relate to job satisfaction. The

following chart describes the category,

theory and theme of that theory to

provide the relevant information in a brief

manner.


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MODELS OF JOB SATISFACTIONThere are various methods and theories

of measuring job satisfaction level of

employees in the organization given by

different authors.

List of all the theories and methods

measuring job satisfaction level is given

below:

A MODEL OF FACET SATISFACTION Affect theory(Edwin A. Locke 1976)

Dispositional Theory( Timothy A. Judge

1988)

Two-Factor Theory (Motivator-Hygiene

Theory) (Frederick Herzbergs)

Job Characteristics Model (Hackman &

Oldham) Rating scale

Personal interviews

action tendencies

Job enlargement

Job rotation

Change of pace

Scheduled rest periods

1 MODEL OF FACET OF JOB SATISFACTION
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Fig no 2 M odel of determinant of facet ofjob satisfaction

Edward E.lawler in 1973 propoed a model

of facet satisfaction. This model is

applicable to understand what determines

a persons satisfaction with any facet of

job.

According to this model actual outcome

level plays a key role in a persons

perception of what rewards he recieves.

His perception influenced by his

perception of what his referent others

recieves. The higher outcome level of his

referent other the lower his outcome level

will appear. This model also focus on his

perception on reward level.

2 AFFECT THEORYEdwin A. Lockes Range of Affect Theory

(1976) is arguably the most famous job

satisfaction model. The main premise of

this theory is that satisfaction is

determined by a discrepancy between

what one wants in a job and what one has

in a job. Further, the theory states that

how much one values a given facet of

work (e.g. the degree of autonomy in a

position) moderates how

satisfied/dissatisfied one becomes when


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expectations are/arent met. When a

person values a particular facet of a job,

his satisfaction is more greatly impacted

both positively (when expectations are

met) and negatively (when expectations

are not met), compared to one who

doesnt value that facet. To illustrate, if

Employee A values autonomy in the

workplace and Employee B is indifferent

about autonomy, then Employee A would

be more satisfied in a position that offers

a high degree of autonomy and less

satisfied in a position with little or no

autonomy compared to Employee B. This

theory also states that too much of a

particular facet will produce stronger

feelings of dissatisfaction the more a

worker values that facet.

3.DISPOSITIONAL THEORY

Another well-known job satisfaction

theory is the Dispositional Theory it is a

very general theory that suggests that

people have innate dispositions that

cause them to have tendencies toward a

certain level of satisfaction, regardless of

ones job. This approach became a

notable explanation of job satisfaction in

light of evidence that job satisfaction

tends to be stable over time and across

careers and jobs. Research also indicates

that identical twins have similar levels of

job satisfaction.

A significant model that narrowed the

scope of the Dispositional Theory was the

Core Self-evaluations Model, proposed by

Timothy A. Judge in 1998. Judge argued

that there are four Core Self-evaluations

that determine ones disposition towards

job satisfaction: self-esteem, general

self-efficacy, locus of control, and

neuroticism. This model states that

higher levels of self-esteem (the value

one places on his self) and general self-

efficacy (the belief in ones own

competence) lead to higher work

satisfaction. Having an internal locus of

control (believing one has control over

her\his own life, as opposed to outside

forces having control) leads to higher job

satisfaction. Finally, lower levels of

neuroticism lead to higher job satisfaction
http://en.wikipedia.org/wiki/Self-esteemhttp://en.wikipedia.org/wiki/Self-efficacyhttp://en.wikipedia.org/wiki/Locus_of_controlhttp://en.wikipedia.org/wiki/Neuroticismhttp://en.wikipedia.org/wiki/Neuroticismhttp://en.wikipedia.org/wiki/Neuroticismhttp://en.wikipedia.org/wiki/Neuroticismhttp://en.wikipedia.org/wiki/Locus_of_controlhttp://en.wikipedia.org/wiki/Self-efficacyhttp://en.wikipedia.org/wiki/Self-esteem


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4 TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY)

Frederick Hertzbergs Two-factor theory

(also known as Motivator Hygiene Theory)

attempts to explain satisfaction and

motivation in the workplace. This theory

states that satisfaction and dissatisfaction

are driven by different factors

motivation and hygiene factors,

respectively. Motivating factors are those

aspects of the job that make people want

to perform, and provide people with

satisfaction. These motivating factors are

considered to be intrinsic to the job, or

the work carried out.Motivating factors

include aspects of the working

environment such as pay, company

policies, supervisory practices, and other

working conditions.

While Hertzberg's model has stimulated

much research, researchers have been

unable to reliably empirically prove the

model, with Hackman & Oldham

suggesting that Hertzberg's original

formulation of the model may have been

a methodological artifactFurthermore, the

theory does not consider individual

differences, conversely predicting all

employees will react in an identical

manner to changes in motivating/hygiene

factors.. Finally, the model has been

criticised in that it does not specify how

motivating/hygiene factors are to be

measured]

5 JOB CHARACTERISTICS MODEL

Hackman & Oldham proposed the Job

Characteristics Model, which is widely

used as a framework to study how

particular job characteristics impact on

job outcomes, including job satisfaction.

The model states that there are five core

job characteristics (skill variety, task

identity, task significance, autonomy, and

feedback) which impact three critical

psychological states (experienced

meaningfulness, experienced

responsibility for outcomes, and

knowledge of the actual results), in turn

influencing work outcomes (job

satisfaction, absenteeism, work

motivation, etc.).
http://en.wikipedia.org/wiki/Frederick_Herzberghttp://en.wikipedia.org/wiki/Frederick_Herzberghttp://en.wikipedia.org/wiki/Two_factor_theoryhttp://en.wikipedia.org/wiki/Job_Characteristics_Modelhttp://en.wikipedia.org/wiki/Job_Characteristics_Modelhttp://en.wikipedia.org/wiki/Job_Characteristics_Modelhttp://en.wikipedia.org/wiki/Job_Characteristics_Modelhttp://en.wikipedia.org/wiki/Two_factor_theoryhttp://en.wikipedia.org/wiki/Frederick_Herzberg


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6 MODERN METHOD OF MEASURING JOBSATISFACTION

In this method of measuring job

satisfaction the comparision between

various orgnizational terms and

conditions at managerial level and also

the orgnization at a large.

SATISFACTION WITH HUMAN RESOURCESMANAGEMENT POLICIES OF THEORGANIZATION:1. Management has a clear path for

employees advancement

2. Decisions are made keeping in mind

the good of the employees

3. Management is extremely fair in

personal policies

4. Physical working conditions are

supportive in attaining targets

5. I nnovativeness is encouraged to meet

business problems.

SATISFACTION WITH SUPERVISION

1. I feel I can trust what my supervisor

tells me

2. My supervisor treats me fairly and with

respect

3. My supervisor handles my work-related

issues satisfactorily

4. I get frequent appreciation of work

done from supervisors

5. I get enough support from the

supervisor

6.Individual initiative is encouraged

SATISFACTION WITH COMPENSATIONLEVELS1. Overall I am satisfied with the

companys compensation package

2. I am satisfied with the medical benefits

3. I am satisfied with the conveyance

allowance

4. I am satisfied with the retirement

benefits

5. I am satisfied with the reimbursement

of the expenses as per the eligibility

6. I am satisfied with the holiday

(vacation) eligibilities


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SATISFACTION WITH TASK CLARITY1. Management decisions are Ad Hoc and

lack professionalism (reverse scaled)

2. Rules and procedures are followed

uncompromisingly

3. My job responsibilities are well defined

and clear

SATISFACTION WITH CAREERDEVELOPMENT1. I have adequate opportunities to learn

and grow

2. I get opportunities to handle greater

responsibilities

3. My skills and abilities are adequately

used at work

From all above we can conclude level of

job satisfaction of our employees.

7 RATING SCALEIt is one of the most common methods of

measuring job satisfaction. The popular

rating scale used to measure Job

satisfaction is to include:

Minnesota Satisfaction Questionnaires: It

helps to obtain a clear picture of pertinent

satisfactions and dissatisfactions of

employees.

Job Description Index: it measures Job

satisfaction on the dimension identified

by Smith, Kendall, Hullin.

Porter Need Identification Questionnaires:

It is used only for management personnel

and revolves around the problems and

challenges faced by managers.

8 CRITICAL INCIDENTSFredrick Hertz berg and his Associates

popularized this method of measuring Job

satisfaction. It involves asking employees

to described incidents on job when they

were particularly satisfied or dissatisfied.

Then the incidents are analyzed in terms

of their contents and identifying those

related aspects responsible for the

positive and negative attitudes.

3.09 PERSONAL INTERVIEWS

This method facilitates an in-depth

exploration through interviewing of job


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attitudes. The main advantage in this

method is that additional information or

clarifications can be obtained promptly.


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RESEARCH DESIGN AND METHODOLOGY

In this section, the research

methodology is presented. In it, the

research method is discussed, followed by

the research type. The target population

and sample are defined and explained.

Thereafter the technique of data

collection is presented as well as the

credibility of the studied.

1 INTRODUCTION

Research refers to a search for

knowledge. It is a systematic method of

collecting and recording the facts in the

form of numerical data relevant to the

formulated problem and arriving at

certain conclusions over the problem

based on collected data.

Thus formulation of the problem is the

first and foremost step in the research

process followed by the collection,

recording, tabulation and analysis and

drawing the conclusions. The problem

formulation starts with defining the

problem or number of problems in the

functional area. To detect the functional

area and locate the exact problem is most

important part of any research as the

whole research is based on the problem.

According to Clifford Woody research

comprises defining and redefining

problems, formulating hypothesis or

suggested solutions: collecting,

organizing and evaluating data: making

deductions and reaching conclusions: and

at last carefully testing the conclusions to

determine whether they fit the

formulating hypothesis.

Research can be defined as the

manipulation of things, concepts or

symbols for the purpose of generalizing

to extend, correct or verify knowledge,

whether that knowledge aids in

construction of theory or in the practice

of an art

In short, the search for knowledge

through objective and systematic method

of finding solution to a problem is

research.

4.1 Research Method


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data, a questionnaire is used for

standardizing the data.

4.2 Research Design

A research design is considered as the

framework or plan for a study that guides

as well as helps the data collection and

analysis of data. The research design may

be exploratory, experimental for the

present study..

Research designs are the proced

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