The presentation is on the effect of different elements of organizational culture on the job satisfaction of employees

1. PRESENTATION
ON MY
RESEARCH
Effect of work/organizational culture on employee job
satisfaction
1/1/2016
1
Jim George Kurian

2. About Taj
• Parented byTATA SONS
• Founded by JamsetjiTata under IHCL ( Indian Hotel Company Limited )
• Headquartered in Mumbai
• First five star hotel in India ,TheTaj Mahal Palace and towers ,Mumbai was
opened in 1904 .
• As of 2015 ,Taj group operates 110 hotels in India and 17 hotels in UK, USA,
Africa, Maldives, Malaysia, Bhutan, Srilanka and the Middle-East
• Taj also owns several private Islands
TAJ group of hotels (2015). Retrieved from Wikipedia

3. Summary of
Taj Group
TATA
IHCL ( Indian Hotel
Company Limited )
Taj Hotels, Resorts
and Palaces
Vivanta byTaj
Roots Corporation
Ginger hotels
Gateway Hotels
Other ventures of IHCL Includes the
following ( Ancillary brands )
• JIVA Spa
• Taj Air
• Taj SATS
• TajYachts
• Ginger Hotels
TAJ group of hotels (2015). Retrieved from Wikipedia

4. About
research
• Research was done to examine the relationship between
organizational culture and employee job satisfaction
• Done in two renowned properties ofTaj in Hyderabad (Taj
Deccan andVivanta byTaj )
• Vivanta is a recent property which is just 4 years old andTaj
Deccan runs in its twenties
• The total population was 328
• The sample collected was 30

5. Short note on work/organizational culture
• System of shared meanings and values held by members of an organization
• It is unique as our personality and it distinguishes one organization from another
• It provides guidelines and boundaries which influences the behavior of its members
• The work culture is composed of seven key factors
1. Risk orientation (Innovation )
2. Precision orientation (Attention to detail )
3. Achievement orientation ( Outcome )
4. Fairness orientation (Emphasis on details )
5. Collaboration orientation (Teamwork )
6. Competitive orientation ( Aggressiveness )
7. Rule orientation (stability )
http://study.com/academy/lesson/what-is-organizational-culture-definition-
characteristics.html

6. Methodology
• Data was collected by distributing questionnaires
• The questionnaire was prepared using 3 point scale method (Disagree, Neutral andAgree).
• There were a total of 39 questions ( 8- General profile + 31 questions in 5 subcategories).
• Data was collected over a period of 1 month , with 15 days in each properties .
• Method of sampling was simple random sampling
• The total population =328
• The sample size = 30
• The statistical tools used for data analysis were One sample t-test, correlation, and independent
sample t-test, regression

7. Objectives
• To examine whether the employees have the role of making important decisions in the
organization
• To study the relationship between intra-organizational communication and employee job
satisfaction
• To examine the employee’s involvement in the organization’s proper functioning
• To examine the opinion of employees regarding salary and other benefits received fromTaj.
• To get an overall understanding about the work culture existing inTaj hotels
• To examine the level of overall job satisfaction of employees inTaj hotels.

8. Hypotheses
• H0: Opinion of employees as regards to role of making important
decisions in the organization is equal to average
• H0: There is no significant difference of opinion between males and
females as regards to job satisfaction
• H0: Opinion of employees regarding the salary and other benefits is
average.
• H0:There is no significant correlation between intra-organizational
communication and employee job satisfaction

9. Results

10. Demographics
• From the pie-chart it is clear that 60% of
the respondents are males and 40% of
the respondents are females
Gender
Frequency Percent Valid
Percent
Male 18 60.0 60.0
Female 12 40.0 40.0
Total 30 100.0 100.0

11. Age level
• From the bar chart and the table it is
evident that about half of the total
respondents(50%) are within the age
group 20 to 30
Age level
Frequency Percent Valid
Percent
V
a
l
i
d
Below 20 3 10.0 10.0
Between 20 and 30 15 50.0 50.0
Between 30 and 40 8 26.7 26.7
Above 40 4 13.3 13.3
Total 30 100.0 100.0

12. Number of years of
experience
• From the pie-chart it is clear that more
than half of the total respondents are
having experience between 1 to 5 years
(53.3%)
No. of years of experience inTaj
Frequency Percent Valid
Percent
V
a
l
i
d
Below 1 year 7 23.3 23.3
Between 1 and 5 years 16 53.3 53.3
Between 5 and 10 years 5 16.7 16.7
More than 10 years 2 6.7 6.7
Total 30 100.0 100.0

13. H0: Opinion of employees as regards to role of making important decisions
in the organization is equal to average
t df P-Value Mean
9a. 9.761 29 .000 2.77
9b 6.238 29 .000 2.63
9c 6.158 29 .000 2.57
9d 8.226 29 .000 2.70
9e 7.167 29 .000 2.70
From the results of the one sample t-test the
following can be interpreted
• Since the P-Value in all cases is less than
0.05(p<0.05),the null hypotheses is rejected
• Since the null hypotheses is rejected we go
for the mean value, since the mean value is
greater than the preset value(2),the
alternative hypotheses is accepted
• Ha :Opinion of employees as regards to role
of making important decisions in the
organization is good

14. H0: There is no significant difference of opinion between males and
females as regards to job satisfaction
Gender N Mean
Job Satisfaction Male 18 2.5470
Female 12 2.4615
The following interpretation can be made from
the output table of independent sampleT-Test
 Since the value of sig. is more than 0.05,
variability in two cases is almost the same, so
we read the 1st row
 Since the p-value in the 2nd row is greater than
0.05 (p>0.05), the null hypotheses is accepted
 The Mean value also strongly supports the
above conclusion as there is no significant
difference between the mean values of males
and females
Levene's Test for
Equality ofVariances
F Sig.
Equal
variances
assumed
.003 .956
Equal
variances not
assumed
t-test for Equality of Means
t df Sig. (2-tailed)
.763 28 .452
.764 23.90 .452
Independent SamplesT-Test

15. H0 : Opinion of employees regarding the salary and other benefits is
average.
t df Sig. (2-tailed)
Salary -3.261 29 .003
Pay increase 4.474 29 .000
Performance
evaluation 2.796 29 .009
Career
growth 8.226 29 .000
Learning
opportunities 6.679 29 .000
The following interpretations can be made from the results
of one sampleT-Test
• Since the P-Value in all cases is less than
0.05(p<0.05),the null hypotheses is rejected
• Since the null hypotheses is rejected we go for the mean
value, In all cases except salary, the mean value is above
the preset value (2), therefor Ha1 is accepted
• Since the mean value for the opinion about salary is less
than the preset value (2), Ha2 is accepted
Ha1 : Opinion of employees regarding the salary and other
benefits is good
Ha2 : Opinion of employees regarding the salary and other
benefits is poor/bad
Mean
1.57
2.47
2.37
2.70
2.67
One-Sample Test
Test Value = 2

16. H0: There is no significant correlation between intra-organizational
communication and employee job satisfaction
I O C Job
Satisfaction
I O C Pearson Correlation 1 .552**
Sig. (2-tailed) .002
N 30 30
**. Correlation is significant at the 0.01 level (2-tailed).
The following can be interpreted from the results of the
correlation table
• Since the p-value is less than 0.05, the null hypotheses is
rejected and the alternative hypotheses is accepted
• This finding can be further supported with the help of
pearson’s correlation value, which in this case is
0.552**(moderate correlation)
• As we can see the pearson’s correlation value is closer to 1
than to 0 ,so we can say that there is a significant correlation
between intra-organizational communication and employee
job satisfaction
Ha :There is significant correlation between intra-
organizational communication and employee job satisfaction
Correlations

17. Regression
Analysis
Model R R Square
1 .522a .272The following can be interpreted from regression
analysis
• The R-square value indicates that 27.2% of total
variation in job satisfaction can be explained by
intra-organizational communication
• As the sig. value is less than 0.05, we can say that
the regression model significantly predicts the
dependent variable
• The 3rd table provide us necessary information to
predict the level of satisfaction due to intra-
organizational communication
Job satisfaction=(.B.const.+ B.IOC)
=(.337+.779)=1.116
Model Sig.
1 Regression .003a
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients t Sig.
B Std.
Error Beta
1 (Constant) .337 .674 .500 .621
I O C .779 .241 .522 3.235 .003
a. Dependent Variable: Job satisfaction

18. Findings
• Employees have a good opinion about their ‘role in making important decisions’ in the
organization
• There is no significant difference in opinion between males and females as regards to the job
satisfaction
• Employees have a bad opinion about the salary offered by the organization
• Employees have a good opinion about other benefits such as pay raise, performance
evaluation, career growth and learning opportunities provided by the organization
• There is significant correlation between intra-organizational communication and job
satisfaction
• The job satisfaction level can be predicted using the regression model with a variation of only
27.2%

19. Suggestions
• Employee job satisfaction can be improved if the salary of employees is provided with regard to
the work they do and their performance
• Since the results from spss output prove that employees are satisfied about teamwork, facilities
and intra-organizational communication at the hotel, I suggest to maintain the pattern

20. Limitations
• The sample size was small compared to the population size, due to restrictions imposed by the
organization
• Employees were busy, and so most of them were in a hurry to fill in the questionnaire
• The study period was limited to 1 month
• A three point scale was used.

21. Bibliography
• http://study.com/academy/lesson/what-is-organizational-culture-definition-characteristics.html
• https://en.wikipedia.org/wiki/Taj_Hotels_Resorts_and_Palaces
• organizaational_culture. (2015). Retrieved fromWikipedia:
http://en.wikipedia.org/wiki/Organizational_culture

22. Thankyou