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  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHAPTER - I INTRODUCTION ABOUT THE STUDY JOB SATISFACTION Definitions: “Job satisfaction does not seem to reduce absence, turnover and perhaps accident rates”. -Robert L. Kahn “Job satisfaction is a general attitude towards one’s job: the difference between 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.” By Andrew J DuBrins, The practice of supervision, New Delhi 21
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 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. PAY Wages 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 22
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 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 ITSELF Along with pay, the content of the work itself plays a very major role in determining how satisfied employees are with their jobs. By and large, workers want jobs that are challenging; they do want to be doing mindless jobs day after day. The two most important aspect of the work itself that influence job satisfaction are variety and control over work methods and work place. In general, job with a moderate amount of variety produce the most job satisfaction. Jobs with too little variety cause workers to feel bored and fatigue. Jobs with too much variety and stimulation cause workers to feel psychologically stressed and ‘burnout’. PROMOTION Promotional opportunities have a moderate impact on job satisfaction. A promotion to a higher level in an organization typically involves positive changes I supervision, job content and pay. Jobs that are at the higher level of an organization usually provide workers with more freedom, more challenging work assignments and high salary. 23
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA SUPERVISION Two dimensions of supervisor style: 1. Employee centered or consideration supervisors who establish a supportive personal relationship with subordinates and take a personal interest in them. 2. The other dimension of supervisory style influence participation in decision making, employee who participates in decision that affect their job, display a much higher level of satisfaction with supervisor an the overall work situation. WORK GROUP Having friendly and co-operative co-workers is a modest source of job satisfaction to individual employees. The working groups also serve as a social support system of employees. People often used their co-workers as sounding board for their problem of as a source of comfort. WORK CONDITION The employees desire good working condition because they lead to greater physical comfort. The working conditions are important to employees because they can influence life outside of work. If people are require to work long hours and / or overtime, they will have very little felt for their families, friends and recreation outside work. 24
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Determinants of job satisfaction: While analyzing the various determinants of job satisfaction, we have to keep in mind that: all individuals do no derive the same degree of satisfaction though they perform the same job in the same job environment and at the same time. Therefore, it appears that besides the nature of job and job environment, there are individual variables which affect job satisfaction. Thus, all those factors which provide a fit among individual variables, nature of job, and situational variables determine the degree of job satisfaction. Let us see what these factors are. Individual factors: Individuals have certain expectations from their jobs. If their expectations are met from the jobs, they feel satisfied. These expectations are based on an individual’s level of education, age and other factors. Level of education: Level of education of an individual is a factor which determines the degree of job satisfaction. For example, several studies have found negative correlation between the level of education, particularly higher level of education, and job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied. In their case, Peter’s principle which suggests that every individual tries to reach his level of incompetence, applies more quickly. 25
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Age: Individuals experience different degree of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this. When individuals join an organization, they may have some unrealistic assumptions about what they are going to drive from their work. These assumptions make them more satisfied. However, when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as the people start to assess the jobs in right perspective and correct their assumptions. At the last, particularly at the fag end of the career, job satisfaction goes down because of fear of retirement and future outcome. Other factors: Besides the above two factors, there are other individual factors which affect job satisfaction. If an individual does not have favourable social and family life, he may not feel happy at the workplace. Similarly, other personal problems associated with him may affect his level of job satisfaction. Personal problems associated with him may affect his level of job satisfaction. Nature of job: Nature of job determines job satisfaction which is in the form of occupation level and job content. Occupation level: Higher level jobs provide more satisfaction as compared to lower levels. This happens because high level jobs carry prestige and status in the society which itself becomes source of satisfaction for the job holders. For example, professionals derive more satisfaction as compared to salaried people: factory workers are least satisfied. Job content: Job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it, and the degree of responsibility 26
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA and growth it offers. A higher content of these factors provides higher satisfaction. For example, a routine and repetitive lesser satisfaction; the degree of satisfaction progressively increases in job rotation, job enlargement, and job enrichment. 27
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Situational variables: Situational variables related to job satisfaction lie in organizational context – formal and informal. Formal organization emerges out of the interaction of individuals in the organization. Some of the important factors which affect job important factors which affect job satisfaction are given below: 1. Working conditions: Working conditions, particularly physical work environment, like conditions of workplace and associated facilities for performing the job determine job satisfaction. These work in two ways. First, these provide means job performance. Second, provision of these conditions affects the individual’s perception about the organization. If these factors are favourable, individuals experience higher level of job satisfaction. 2. Supervision: The type of supervision affects job satisfaction as in each type of supervision; the degree of importance attached to individuals varies. In employee-oriented supervision, there is more concern for people which is perceived favourably by them and provides them more satisfaction. In job oriented supervision, there is more emphasis on the performance of the job and people become secondary. This situation decreases job satisfaction. 3. Equitable rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. If the reward is perceived to be based on the job performance and equitable, it offers higher satisfaction. If the reward is perceived to be based on considerations other than the job performance, it affects job satisfaction adversely. 28
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment by they also attach importance to opportunities for promotion that these job offer. If the present job offers opportunity of promotion is lacking, it reduces satisfaction. 5. Work group: Individuals work in group either created formally of they develop on their own to seek emotional satisfaction at the workplace. To the extent such groups are cohesive; the degree of satisfaction is high. If the group is not cohesive, job satisfaction is low. In a cohesive group, people derive satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction. Effect of Job Satisfaction Job satisfaction has a variety of effects. These effects may be seen in the context of an individual’s physical and mental health, productivity, absenteeism, and turnover. Physical and Mental Health: The degree of job satisfaction affects an individual’s physical and mental health. Since job satisfaction is a type of mental feeling, its favourableness or unfavourablesness affects the individual psychologically which ultimately affects his physical health. For example, Lawler has pointed out that drug abuse, alcoholism and mental and physical health result from psychologically harmful jobs. Further, since a job is an important part of life, job satisfaction influences general life satisfaction. The result is that there is spillover effect which occurs in both directions between job and life satisfaction. 29
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Productivity: There are two views about the relationship between job satisfaction and productivity: 1. A happy worker is a productive worker, 2. A happy worker is not necessarily a productive worker. The first view establishes a direct cause-effect relationship between job satisfaction and productivity; when job satisfaction increases, productivity increases; when satisfaction decreases, productivity decreases. The basic logic behind this is that a happy worker will put more efforts for job performance. However, this may not be true in all cases. For example, a worker having low expectations from his jobs may feel satisfied but he may not put his efforts more vigorously because of his low expectations from the job. Therefore, this view does not explain fully the complex relationship between job satisfaction and productivity. The another view: That is a satisfied worker is not necessarily a productive worker explains the relationship between job satisfaction and productivity. Various research studies also support this view. This relationship may be explained in terms of the operation of two factors: effect of job performance on satisfaction and organizational expectations from individuals for job performance. 1. Job performance leads to job satisfaction and not the other way round. The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with performance. There are two types of rewards- intrinsic and extrinsic. The intrinsic reward stems from the job itself which may be in the form of growth potential, challenging job, etc. The 30
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA satisfaction on such a type of reward may help to increase productivity. The extrinsic reward is subject to control by management such as salary, bonus, etc. Any increase in these factors does not hep to increase productivity though these factors increase job satisfaction. 2. A happy worker does not necessarily contribute to higher productivity because he has to operate under certain technological constraints and, therefore, he cannot go beyond certain output. Further, this constraint affects the management’s expectations from the individual in the form of lower output. Thus, the work situation is pegged to minimally acceptable level of performance. However, it does not mean that the job satisfaction has no impact o productivity. A satisfied worker may not necessarily lead to increased productivity but a dissatisfied worker leads to lower productivity. Absenteeism: Absenteeism refers to the frequency of absence of job holder from the workplace either unexcused absence due to some avoidable reasons or long absence due to some unavoidable reasons. It is the former type of absence which is a matter of concern. This absence is due to lack of satisfaction from the job which produces a ‘lack of will to work’ and alienate a worker form work as for as possible. Thus, job satisfaction is related to absenteeism. Employee turnover: Turnover of employees is the rate at which employees leave the organization within a given period of time. When an individual feels dissatisfaction in the organization, he tries to overcome this through the various ways of defense mechanism. If he is not able to do so, he opts to leave the organization. Thus, in general case, employee turnover is related to job 31
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA satisfaction. However, job satisfaction is not the only cause of employee turnover, the other cause being better opportunity elsewhere. For example, in the present context, the rate of turnover of computer software professionals is very high in India. However, these professionals leave their organizations not simply because they are not satisfied but because of the opportunities offered from other sources particularly from foreign companies located abroad. Improving job satisfaction: Job satisfaction plays significant role in the organization. Therefore, manager should take concrete steps to improve the level of job satisfaction. 1. Re-designing the job. 2. Improving the quality of work life. 3. Linking rewards with performance. 4. Improving overall organizational climate. 32
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA PROFILE OF SBI The origin of the State Bank of India goes back to the first decade of the nineteenth century with the establishment of the Bank of Calcutta in Calcutta on 2nd June 1806. Three years later the bank received its charter and it was re-designed as the Bank of Bengal (2nd January 1809). A unique institution, it was the first joint-stock bank of British India sponsored by the Government of Bengal. The Bank of Bombay (15th April 1840) and the Bank of Madras (1st July 1843) followed the Bank of Bengal. These three banks remained at the apex of modern banking in India till their amalgamation as the Imperial Bank of India on 27th January 1921. ESTABLISHMENT The establishment of the Bank of Bengal marked the advent of limited liability, joint-stock banking in India. So was the associated innovation in banking, viz. the decision to allow the Bank of Bengal to issue notes, which would be accepted for payment of public revenues within a restricted geographical area. This right of note issue was very valuable not only for the Bank of Bengal but also its two siblings, the Banks of Bombay and Madras. The three banks were governed by royal charters, which were revised from time to time. Each charter provided for a share capital, for-fifth of which were privately subscribed and the rest owned by the provincial government. The members of the board of directors, which managed 33
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA the affairs of each bank, were mostly proprietary directors representing the large European managing agency houses in India; The rest where government nominees invariably civil servants. One of whom was elected as the president of the board. MAJOR CHANGE IN THE CONDITIONS A major change in the conditions of operation of the Banks of Bengal, Bombay and Madras occurred after 1860. With the passing of the Paper Currency Act of 1861, the right of note issue of the presidency banks was abolished and the Government of India assumed from 1 March 1862 the sole power of issuing paper currency within British India. The task of management and circulation of the new currency notes was conferred on the presidency banks and the Government undertook the transfer the Treasury balances to the banks at places where the banks would open branches. None of the three banks had till than any braches (except the sole attempt ad that too a short-lived one by the Bank of Bengal at Mirsapore in 1839) although the charters had given them such authority. But as soon as the three presidency band were assured of the free use of government. IMPERIAL BANK The Imperial Bank during the three and a half decades of its existence recorded an impressive growth in terms of offices, reserves, deposits, investments and advances, the increases in some cases 34
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA amounting to more than six-fold. The financial status and security inherited form its forerunners no doubt provided a form and durable platform. But the lofty traditions of banking which the Imperial Bank consistently maintained and the high standard of integrity it observed in its operations inspired confidence in its depositors that no other bank in India could perhaps then equal. All these enabled the Imperial Band acquire a pre-eminent position in the Indian banking industry and also secure a vital place in the country’s economic life. When India attained freedom, the Imperial Bank had a capital base (including reserves) of Rs.11.85 crores, deposits and advances of Rs.275.14 crores and Rs.72.94 crores respectively and a new work of 172 branches and more than 200 sub offices extending all over the country. The State Bank of India was thus born within a new sense of social purpose aided by the 480 offices comprising branches, sub offices and three Local Head Offices inherited form the Imperial Bank. The concept of banking as mere repositories of the community’s savings and lenders to creditworthy parties was soon to give way to the concept of purposeful banking sub-serving the growing and diversified financial needs of planned economic development. The State Bank of India was destined to act banking system into the exciting field of national development. 35
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA WELFARE MEASURE  SBI provides educational facilities to its employee’s children.  SBI provides loan to its employees at a low rate of interest.  SBI provides health insurance to its employees. 36
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA OBJECTIVES OF STUDY The following are the objectives of the present study.  To determine the level of satisfaction of the respondents regarding their job.  To study and understand the job satisfaction among the employees of State Bank of India.  To study the various factors which influencing job satisfaction.  To study the relationship between the personal factors of the employee (Income, Designation, Educational qualification, Gender, etc.,) 37
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA LIMITATIONS OF THE STUDY  Data collected is based on questionnaire.  The research exercise was conducted within a limited duration. So a detailed study could not be made.  The number of employees in State Bank of India is 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 38
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA S.NO BRANCH NAME BRANCH CODE BRANCH ADDRESS 7. Red Fields Branch 6577 1114-C, Trichy Road, Coimbatore – 641 045. Ph: (0422) 2315019, 2316425 Email: sbi.06577@ sbi.co.in 8. Saibaba Colony Branch 4792 151, N.S.R. Road, Coimbatore – 641 011. Ph: (0422) 2449323, 2442060. Email: sbi.04792@ sbi.co.in 9. Singanallur Branch 3302 886-A, Trichy Road, Coimbatore – 641 005. Ph: (0422) 2572457, 2573052. Email: sbi.03302@ sbi.co.in 10. SSI Branch, Kurichi 3595 Kurichi CIDCO Complex, Coimbatore – 641 021. Ph:(0422) 2673279, 2670806. Email: sbi.03595@ sbi.co.in 11. Tamil Nadu Agriculture University Branch 2274 Tamil Nadu Agriculture University Campus, Coimbatore – 641 003. Ph: (0422) 2452973 Email: sbi.02274@ sbi.co.in 12. Narasimhanaickenpalayam Branch 8155 1/1, Mettupalayam Road, Coimbatore – 641 031. Ph: (0422) 2460016 Email: sbi.08155@ sbi.co.in 39
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA S.NO BRANCH NAME BRANCH CODE BRANCH ADDRESS 1. Coimbatore Main Branch 0827 Kurinji Complex, Railway Station, Coimbatore – 641 018. Ph: (0422) 2300041 Email: sbi.00827@ sbi.co.in 2. Peelamedu Branch 7231 Sarvajana Hr. Sec. School, Coimbatore – 641 004. Ph: (0422) 2595942 2577727 Email: sbi.07231@ sbi.co.in 3. Ganapathy Branch 3690 285, sathy Road, Coimbatore – 641 006. Ph:(0422) 2529446 Email: sbi.03690@ sbi.co.in 4. Race course Branch 7940 16-c, Thirugnanasambanthar Complex, Coimbatore – 641 018. Ph: (0422) 2218231 Email: sbi.07940@ sbi.co.in 5. R.S.Puram Branch 3061 Municipal Building, R.S. Puram, Coimbatore – 641 002. Ph:(0422) 2548009 Email: sbi.03061@ sbi.co.in 6. Chetti Palayam Branch 2208 Chetti Palayam, Pothanur Road, Coimbatore – 641 201. Ph: (0422) 2655245 Email: sbi.02208@ sbi.co.in 40
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA S.NO BRANCH NAME BRANCH CODE BRANCH ADDRESS 13. Coimbatore City Branch 990 381&382, Oppanakara Street, Coimbatore – 641 001. Ph: (0422) 2394397 Email: sbi.00990@ sbi.co.in 14. Coimbatore Nagar Branch 8608 118, Karuppanna Gounder Street, Coimbatore – 641 001. Ph: (0422) 2394901 Email: sbi.08608@ sbi.co.in 15. Commercial Branch 7536 Tiruchi Road, Coimbatore – 641 018. Ph: (0422) 2302961 Email: sbiifbcbe@vsnl.com 16. Treasury Branch 7639 Kurinji Complex, Railway Station, Coimbatore – 641 018. Ph: (0422) 2303561 Email: sbi.07639@ sbi.co.in 17. C.T.O Complex Branch 5790 Dr.Balasundaram Road, Coimbatore – 641 018. Ph: (0422) 221332 Email: sbi.05790@ sbi.co.in 41
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHAPTER II REVIEW OF LITERATURE Job satisfaction represents the constellations of person’s 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. 42
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 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 individual’s expectations of his job in determining job satisfaction. For individuals who have expectations that their job should give them opportunities for pay, challenge, a 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 Herzberg’s famous “Two factory Theory’s 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 43
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 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 individual’s state of mind about the work itself and about life in general. The individual’s 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. How ever the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. For many years managers generally have believed that a 44
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA satisfied worker is necessarily a good worker. In other works if management could keep all the employees “HAPPY”, good performance would automatically follow. Charles Greene has suggested that many managers subscribe to this be life because it represent “the path of least residence”. Greene’s thesis is that if a performance problem exists, increasing an employee’s happiness is for more pleasant than discussing with the worker his or her failure to meet standards. Although happiness eventually results from satisfaction, this feeling goes much deeper and is far less tenuous than happiness. Recent research evidence generally rejects the more popular view that satisfaction causes performance. The evidence does, however, provide moderate support for the view that job effort causes satisfaction. The evidence also strongly indicates that rewards constitute a more direct cause of satisfaction that performance does and that rewards based on current effort causes subsequent performance. Research also indicates that a high level of job satisfaction does have a positive impact is reducing turnover, absenteeism, tardiness accidents, grievances and strikes. In addition, recruitment efforts by current employees generally are more successful if these employees are well satisfied. Satisfied employees are preferred simply because they affect the work environment positively. Thus even through a well satisfied employee is not necessarily an outstanding performer; there are 45
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA numerous reasons for taking steps to encourage employee satisfaction. A high level of satisfaction leads to organizational commitment while a low level or dissatisfaction results in behaviours detrimental to the organization. It must be remembered that satisfaction and motivation are not synonymous. Motivation is a drive to perform, whereas satisfaction reflects situation. The factors that determine whether an individual is adequately satisfied with the job differ 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. 46
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 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 was 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 Researcher was 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. The techniques used by the Researcher for analyzing the data was 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 was 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, 47
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA In the year 1986 (M.Com project). The techniques used by the Researcher 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 was 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 area. 48
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHAPTER III METHODOLOGY Area of study: This study was conducted in Coimbatore city. Sample size: The researcher has proposed to interview 100 respondents who are working in 7 branches of State Bank of India, Coimbatore and they were selected as the sample for the study. Sources of data: The study is based on both primary and secondary data. Primary data: The primary data were collected through structured questionnaire. Secondary data: The required secondary was collected from books, magazines and web-sites. Sampling techniques: The methodology followed for collecting data, selection of sample, and analysis of data is as follows: Data collection technique: The questionnaire has been designed and supplied to the respondents for collecting primary data from customers. Tools for analysis: 49
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA The following statistical tools are used in the study for the purpose of analysis. Percentage analysis: It refers to a special kind of ratio; percentages are used to comparison between two or more series of data and also to describe the relation. Since the percentage reduced everything to a common base and there by allow meaningful comparison to be made. Chi – square test: Chi – square test is applied to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual and expected frequencies; Karl Pearson’s has developed a method to test the difference between the theoretical (hypothesis) and the observed value. Chi – square test (X2 ) = (O – E)2 / E Degrees Of Freedom = V = (R – 1) (C -1) Were, ‘O’ = Observed Frequency ‘E’ = Expected Frequency ‘R’ = Number of Rows ‘C’ = Number of Columns. 50
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHAPTER – IV ANALYSIS AND INTERPRETATION This chapter is allocated for analysis and interpretation of data. Preparing percentage analysis, two-way table and chi-squire test does the analysis of job satisfaction, which are directly extracted from the questionnaire. The variations in the extent of the consumer satisfaction can be measured with the variables such as job secured, promotional opportunity, relationship with management, and satisfaction factors of the respondents. The following are the tools used to carry out the analysis, are: PERCENTAGE ANALYSIS: It refers to special kind of ratio; percentages are used in making comparison between two or more series of data, and used to describe the relation. Since to percentage reduced everything to a common based and thereby allows meaningful comparison to be made. TWO-WAY ANALYSIS: The score secured by the respondents who falls between the score as up to 50 indicates less satisfaction of the respondents, from 51 – 70 are got average satisfaction and 71 – 90 respondents are highly satisfied. CHI-SQUARE TEST: Chi-square test is applied to test the goodness of fit, to verify the distribution of observed data with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual and 51
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA expected frequencies, Karl Pearson’s has developed a method to test the difference between the theoretical (hypothesis) & the observed value. Chi – square test (X2 ) = (O – E)2 / E Degrees Of Freedom = V = (R – 1) (C -1) Were, ‘O’ = Observed Frequency ‘E’ = Expected Frequency ‘R’ = Number of Rows ‘C’ = Number of Columns NOTE: For all the chi-square test the table value has taken @ 5% level of significance. 52
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CALCULATION OF SATISFACTORY SCORES The Respondents were asked to state their level of Satisfaction relating to twenty factors. Based on their responses the Satisfaction score obtained by each respondent was found out. Points or scores were allocated based on the response. For each of the factor three levels of satisfaction were assigned namely high, medium and low. For high satisfaction three points were given, for Medium two and for low satisfaction one point was given. The total scores secured by each respondent were thus arrived at. All the hundred respondents were classified based on their level of satisfaction. Those who have obtained up to 30 points were classified under low satisfaction category, Respondents with 30 – 45 points were classified under medium satisfaction category and those with more than 45 points were classified under high satisfaction category. NUMBER OF RESPONDENTS AND LEVEL OF SATISFACTION LEVEL OF SATISFACTION NO. OF RESPONDENTS HIGH SATISFACTION 23 MEDIUM SATISFACTION 54 LOW SATISFACTION 23 TOTAL 100 53
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.1 TABLE SHOWING OPINION OF RESPONDENTS TOWARDS AGE AGE RESPONDENTS PERCENTAGE (%) BELOW 30 39 39 31 TO 45 43 43 ABOVE 45 18 18 TOTAL 100 100 Interpretation: The above table indicates that 39% of the respondents belongs to the age group of less than 30 years. 43% of the respondents belongs to the age group of 31- 45 years. 18% of the respondents belongs to the age group of above 45 years. 54
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.2 TABLE SHOWING OPINION OF RESPONDENTS TOWARDS MARITAL STATUS MARTIAL STATUS RESPONDENTS PERCENTAGE (%) MARRIED 76 76 SINGLE 24 24 TOTAL 100 100 Interpretation: The above table indicates that 76% respondents are married, and 24% of the respondents are unmarried. 55
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.3 TABLE SHOWING OPINION OF RESPONDENTS TOWARDS GENDER GENDER RESPONDENTS PERCENTAGE (%) MALE 62 62 FEMALE 38 38 TOTAL 100 100 Interpretation: The above table indicates that 62% respondents are male, and 38% of the respondents are female. 56
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.4 TABLE SHOWING OPINION OF RESPONDENTS OF DIFFERENT LEVELS OF JOB LEVEL OF JOB RESPONDENTS PERCENTAGE (%) ACCOUNTANT 26 26 CASHIER 21 21 CLERK 35 35 CONSUMER CARE EXECUTIVE 6 6 MANAGER 12 12 TOTAL 100 100 Interpretation: The above table indicates that 26% of respondents are accountants, 21% of respondents are cashiers, 35% of respondents are clerks, 6% of respondents are consumer care executives, and 12% of respondents are managers. 57
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 58
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.5 TABLE SHOWING OPINION OF RESPONDENTS TOWARDS EXPERIENCE EXPERIENCE RESPONDENTS PERCENTAGE (%) LESS THAN 5 59 59 6 TO 10 36 36 ABOVE 10 5 5 TOTAL 100 100 Interpretation: The above table indicates that 59% of the respondents belongs to the group of less than 5 years experience. 36% of the respondents belongs to the group of 6 - 10 years experience. 5% of the respondents belongs to the group of above 10 years experience. 59
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.6 TABLE SHOWING OPINION OF RESPONDENTS TOWARDS MONTHLY SALARY MONTHLY SALARY RESPONDENTS PERCENTAGE (%) BELOW Rs.10,000 24 24 Rs.10,001 TO Rs.20,000 54 54 Rs.20,001 TO Rs.30,000 16 16 ABOVE Rs.30,000 6 6 TOTAL 100 100 Interpretation: The above table indicates that 24% of the respondents belongs to the group of Below Rs.10,000.  54% of the respondents belongs to the group of Rs.10,001 to Rs.20,000.  16% of the respondents belongs to the group of Rs.20,001 to Rs.30,000.  6% of the respondents belongs to the age group of above Rs.30,000. 60
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.7 TABLE SHOWING OPINION OF RESPONDENTS TOWARDS EDUCATIONAL QUALIFICATION EDUCATIONAL QUALIFICATION RESPONDENTS PERCENTAGE (%) GRADUATE 37 37 POST-GRADUATE 63 63 TOTAL 100 100 Interpretation: The above table indicates that 37% of the respondents are Graduates, and 63% of the respondents are Post Graduates. 61
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.8 TABLE SHOWING OPINION OF RESPONDENTS TOWARDS FAMILY SIZE FAMILY SIZE RESPONDENTS PERCENTAGE (%) UP TO 2 5 5 3 TO 5 65 65 ABOVE 5 30 30 TOTAL 100 100 INTERPRETATION: The above table reveals that 5% of the respondents belongs to the group of upto 2 members in the family. 65% of the respondents belongs to the group of 3 – 5 members in the family. 30% of the respondents belongs to the group of above 5 members in the family. 62
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.9 TABLE SHOWING RESPONDENT’S OPINION ABOUT SALARY Man work to earn every employee is te organisation will expect a corret pay to be paid for the job done by him. The reasonable pay for each job which is performed in theorganisation. This scale of pay may help for the job satisfaction to a certain extent. SALARY AND NUMBER OF RESPONDENTS SALARY SATISFACTION RESPONDENTS PERCENTAGE (%) AGREE 61 61 DIS-AGREE 36 36 STRONGLY AGREE 3 3 TOTAL 100 100 INTERPRETATION: The above table reveals that 61% of the respondents are agreed with his salary satisfaction. 36% of the respondents are disagreed with his salary satisfaction.  3% of the respondents are strongly agreed with his salary satisfaction. 63
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 64
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.10 TABLE SHOWING RESPONDENT’S OPINION ABOUT PROMOTIONAL OPPORTUNITIES PROMOTIONAL OPPORTUNITY SATISFACTION RESPONDENTS PERCENTAGE (%) AGREE 60 60 DIS-AGREE 23 23 STRONGLY AGREE 6 6 STRONGLY DIS-AGREE 3 3 UNDECIDED 8 8 TOTAL 100 100 INTERPRETATION: The above table reveals that 60% of the respondents are agree with their promotional opportunities. 23% of the respondents are disagree with their promotional opportunities. 6% of the respondents are strongly agree with their promotional opportunities. 3% of the respondents are strongly dis-agree with their promotional opportunities. 8% of the respondents are undecided with their promotional opportunities. 65
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 66
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.11 TABLE SHOWING RESPONDENT’S OPINION ABOUT WORKING CONDITION OPINION RESPONDENTS PERCENTAGE (%) GOOD 67 67 FAIR 22 22 EXCELLENT 9 9 UNDECIDED 2 2 TOTAL 100 100 INTERPRETATION: The above table reveals that 67% of the respondents are satisfied with the working conditions. 22% of the respondents are not satisfied with the working condition. 67
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 68
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.12 TABLE SHOWING RESPONDENT’S OPINION ABOUT NATURE OF JOB OPINION RESPONDENTS PERCENTAGE (%) GOOD 63 63 FAIR 25 25 EXCELLENT 2 2 POOR 9 9 UNDECIDED 1 1 TOTAL 100 100 INTERPRETATION: The above table reveals that 63% of the respondents feel that the nature of job is good. 25% of the respondents feel that it is fair. 69
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 70
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.13 TABLE SHOWING RESPONDENT’S OPINION ABOUT TRAINING OPPORTUNITIES OPINION RESPONDENTS PERCENTAGE (%) GOOD 63 63 FAIR 26 26 EXCELLENT 6 6 POOR 2 2 UNDECIDED 3 3 TOTAL 100 100 INTERPRETATION: The above table reveals that 63% of the respondents are satisfied with their training opportunities. 26% of the respondents are not satisfied with their training opportunities. 71
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 72
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.14 TABLE SHOWING RESPONDENT’S OPINION ABOUT RELATIONSHIP WITH MANAGEMENT OPINION RESPONDENTS PERCENTAGE (%) GOOD 70 70 FAIR 13 13 EXCELLENT 11 11 POOR 3 3 UNDECIDED 3 3 TOTAL 100 100 INTERPRETATION: The above table reveals that 70% of the respondents are agreed that they have cordial relationship with management. 13% of the respondents are disagreed that their relationship with management is cordial. 11% of the respondents are strongly felt that his with his their relationship with management is cordial. 73
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 74
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.15 TABLE SHOWING RESPONDENT’S OPINION ABOUT RELATIONSHIP WITH CO-WORKERS OPINION RESPONDENTS PERCENTAGE (%) GOOD 67 67 FAIR 13 13 EXCELLENT 17 17 POOR 3 3 TOTAL 100 100 INTERPRETATION: The above table reveals that 67% of the respondents are agree with their relationship with coworkers is satisfaction. 13% of the respondents are not satisfied with their relationship with coworkers. 17% of the respondents are very much satisfied with their relationship with coworkers is satisfied. 75
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 76
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA Table No – 4.16 TABLE SHOWING RESPONDENT’S OPINION ABOUT SATISFACTION WITH OTHER FACILITIES OPINION RESPONDENTS PERCENTAGE (%) GOOD 71 71 FAIR 16 16 EXCELLENT 11 11 POOR 2 2 TOTAL 100 100 INTERPRETATION: The above table reveals that 71% of the respondents are satisfied with other facilities provided by bank. 16% of the respondents are not satisfied with other facilities provid by bank. 11% of the respondents have excellent opinion about with other facilities. 77
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 78
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE - 1 Relationship Between Age And Level Of Satisfaction AGE LEVEL OF SATISFACTION TOTALHIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION BELOW 30 8(21%) 23(59%) 8(20%) 39 31 – 45 12(28%) 18(42%) 13(30%) 43 ABOVE 45 3(17%) 13(72%) 2(11%) 18 TOTAL 23 54 23 100 INFERENCE: From the above table, it reveals that the percentage of highly satisfied employees is more among the age group of 31 – 45 ; the low satisfied employees is more among the age group above 45 years. And medium satisfied employees are below 30 years. Hence, it is clear that 31 – 45 years group employees are more satisfied. 79
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE – 2 Relationship Between Marital Status And Level Of Satisfaction MARITAL STATUS LEVEL OF SATISFACTION TOTAL HIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION MARRIED 17(22%) 42(55%) 17(23%) 76 UNMARRIED 6(25%) 12(50%) 6(25%) 24 TOTAL 23 54 23 100 INFERENCE: The above table reveals that the percentage of highly satisfied employees are more among the Unmarried persons than the Married persons. Hence it is clear that the unmarried persons are highly satisfied. 80
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE – 3 Relationship Between Gender And Level Of Satisfaction GENDER LEVEL OF SATISFACTION TOTAL HIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION MALE 20(32%) 30(48%) 12(20%) 62 FEMALE 3(8%) 24(63%) 11(19%) 38 TOTAL 23 54 23 100 INFERENCE: The above table reveals that the percentage of highly satisfied employees are more among the male respondents than the female respondents. Hence, it is clear that the male respondents are more satisfied. 81
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE – 4 Relationship Between Experience And Level Of Satisfaction EXPERIENCE LEVEL OF SATISFACTION TOTALHIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION LESS THAN 5 YEARS 14(24%) 29(49%) 16(27%) 59 6 TO 10 YEARS 6(17%) 23(64%) 7(19%) 36 ABOVE 10 YEAS 3(60%) 2(40%) 0 5 TOTAL 23 54 23 100 INFERENCE: Form the above table the percentage of highly satisfied employees is more among the above 10 years experience. And 6 – 10 years experienced employees are high percentage in medium satisfaction. Hence, it is clear that the above 10 years employees are more satisfied. 82
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE – 5 Relationship Between Salary And Level Of Satisfaction SALARY LEVEL OF SATISFACTION TOTALHIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION BELOW Rs.10,000 3(12%) 16(67%) 5(21%) 24 Rs.10,001 TO Rs.20,000 14(26%) 32(59%) 8(15%) 54 Rs.20,001 TO Rs.30,000 3(19%) 3(19%) 10(62%) 16 ABOVE Rs.30,000 3(50%) 3(50%) 0 6 TOTAL 23 54 23 100 INFERENCE: From the table the percentage of highly satisfied employees are more among the above Rs.30,000/- income group, and the medium satisfaction is obtained by the employees below Rs.10,000/- in income. Hence, high salary group employees are more satisfied. 83
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE – 6 Relationship Between Education Level And Level Of Satisfaction EDUCATION LEVEL OF SATISFACTION TOTALHIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION GRADUATE 6(16%) 28(76%) 3(8%) 37 POST- GRADUATE 17(27%) 26(41%) 20(32%) 63 TOTAL 23 54 23 100 INFERENCE: The above table reveals that the highly satisfied employees are more among the post-graduate employees than the graduate employees. 84
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE – 7 Relationship Between Nature of Job And Level Of Satisfaction NATURE OF JOB LEVEL OF SATISFACTION TOTALHIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION ACCOUNTANT 5(19%) 14(54%) 7(27%) 26 CASHER 9(43%) 7(33%) 5(24%) 21 CLERK 0 24(69%) 11(31%) 35 CONSUMER CARE EXECUTIVE 0 6(100%) 0 6 MANAGER 9(75%) 3(25%) 0 12 TOTAL 23 54 23 100 INFERENCE: The above table reveals that the managers are highly satisfied and the consumer care executives are come under medium satisfaction. 85
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO WAY TABLE – 8 Relationship Between Family Size And Level Of Satisfaction FAMILY SIZE LEVEL OF SATISFACTION TOTALHIGHLY SATISFIED MEDIUM SATISFACTION LOW SATISFACTION UP TO 2 1(20%) 2(40%) 2(40%) 5 3 TO 5 15(23%) 40(62%) 10(15%) 65 ABOVE 5 7(24%) 12(40%) 11(36%) 30 TOTAL 23 54 23 100 INFERENCE: From the above table, it reveals the percentage of highly satisfied employees is more among the above 5 members family size. And the medium satisfaction in 3 – 5 members family size. 86
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE AGE AND LEVEL OF SATISFACTION: HO: There is no significant relationship between age and level of satisfaction. H1: There is significant relationship between age and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 8 8.97 -0.97 0.94 0.10 12 9.89 2.11 4.45 0.45 3 4.14 -1.14 1.30 0.31 23 21.06 1.94 3.76 0.18 18 23.22 -5.22 27.25 1.17 13 9.72 3.28 10.76 1.11 8 8.97 -0.97 0.94 0.10 13 9.89 3.11 9.67 0.98 2 4.14 -2.14 4.58 1.11 TOTAL 5.52 Calculated value = 5.52 Table value = 9.49 INFERENCE: Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence, there is no significant relationship between age and level of satisfaction. 87
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE GENDER AND LEVEL OF SATISFACTION: HO: There is no significant relationship between gender and level of satisfaction. H1: There is significant relationship between gender and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 20 14.26 5.74 32.95 2.31 3 8.74 -5.74 32.95 3.77 30 33.48 -3.48 12.11 0.36 24 20.52 3.48 12.11 0.59 12 14.26 -2.26 5.11 0.36 11 8.74 2.26 5.11 0.58 TOTAL 7.97 Calculate value: 7.97 Table value: 3.84 INFERENCE: Since the calculated value is more than the table value. So the Null hypothesis is not accepted. Hence, there is significant relationship between gender and level of satisfaction. 88
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE MONTHLY INCOME AND LEVEL OF SATISFACTION: HO: There is no significant relationship between monthly income and level of satisfaction. H1: There is significant relationship between monthly income and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 3 5.52 -2.52 6.35 1.15 14 12.42 1.58 2.50 0.20 3 3.68 -0.68 0.46 0.13 3 1.38 1.62 2.62 1.90 16 12.96 3.04 9.24 0.71 32 29.16 2.84 8.07 0.28 3 8.64 -5.64 31.81 3.68 3 3.24 -0.24 0.06 0.02 5 5.52 -0.52 0.27 0.05 8 12.42 -4.42 19.54 1.57 10 3.68 6.32 39.94 10.85 0 1.38 -1.38 1.90 1.38 TOTAL 20.54 Calculated value: 20.54 Table value: 15.51 INFERENCE: Since the calculated value is more than the table value. So the Null hypothesis is not accepted. Hence, there is significant relationship between monthly income and level of satisfaction. 89
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE EXPERIENCE AND LEVEL OF SATISFACTION: HO: There is no significant relationship between experience and level of satisfaction. H1: There is significant relationship between experience and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 14 13.57 0.43 0.18 0.01 6 8.28 -2.28 5.20 0.63 3 1.15 1.85 3.42 2.98 29 31.86 -2.86 8.18 0.26 23 19.44 3.56 12.67 0.65 2 2.70 -0.70 0.49 0.18 16 13.57 2.43 5.90 0.44 7 8.28 -1.28 1.64 0.20 0 1.15 -1.15 1.32 1.15 TOTAL 6.49 Calculated value: 6.49 Table value: 9.49 INFERENCE: Since the calculated value is less than the table value. So the Null hypothesis is accepted. Hence, there is no significant relationship between experience and level of satisfaction. 90
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE MARITAL STATUS AND LEVEL OF SATISFACTION: HO: There is no significant relationship between marital status and level of satisfaction. H1: There is significant relationship between marital status and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 17 17.48 -0.48 0.23 0.01 6 5.52 0.48 0.23 0.04 42 41.04 0.96 0.92 0.02 12 12.96 -0.96 0.92 0.07 17 17.48 -0.48 0.23 0.01 6 5.52 0.48 0.23 0.04 TOTAL 0.20 Calculate value: 0.20 Table value: 3.84 INFERENCE: Since the calculated value is less than the table value. So the Null hypothesis is accepted. Hence, there is no significant relationship between marital status and level of satisfaction. 91
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE NATURE OF JOB AND LEVEL OF SATISFACTION: HO: There is no significant relationship between nature of job and level of satisfaction. H1: There is significant relationship between nature of job and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 5 5.98 -0.98 0.96 0.16 9 4.83 4.17 17.39 3.60 0 8.05 -8.05 64.80 8.05 0 1.38 -1.38 1.90 1.38 9 2.76 6.24 38.94 14.11 14 14.04 -0.04 0.00 0.00 7 11.34 -4.34 18.84 1.66 24 18.90 5.10 26.01 1.38 6 3.24 2.76 7.62 2.35 3 6.48 -3.48 12.11 1.87 7 5.98 1.02 1.04 0.17 5 4.83 0.17 0.03 0.01 11 8.05 2.95 8.70 1.08 0 1.38 -1.38 1.90 1.38 0 2.76 -2.76 7.62 2.76 TOTAL 35.82 Calculate value: 35.82 Table value: 15.51 INFERENCE: Since the calculated value is more than the table value. So the Null hypothesis is not accepted. Hence, there is significant relationship between nature of job and level of satisfaction. 92
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE FAMILY SIZE AND LEVEL OF SATISFACTION: HO: There is no significant relationship between family size and level of satisfaction. H1: There is significant relationship between family size and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 1 1.15 -0.15 0.02 0.02 15 14.95 0.05 0.00 0.00 7 6.90 0.10 0.01 0.00 2 2.70 -0.70 0.49 0.18 40 35.10 4.90 24.01 0.68 12 16.20 -4.20 17.64 1.09 2 1.15 0.85 0.72 0.63 10 14.95 -4.95 24.50 1.64 11 6.90 4.10 16.81 2.44 TOTAL 6.68 Calculate value: 6.68 Table value: 9.49 INFERENCE: Since the calculated value is less than the table value. So the Null hypothesis is accepted. Hence, there is no significant relationship between family size and level of satisfaction. 93
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE RELATIONSHIP BETWEEN THE EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION: HO: There is no significant relationship between educational qualification and level of satisfaction. H1: There is significant relationship between educational qualification and level of satisfaction. O E O-E (O-E)2 (O-E)2 /E 6 8.51 -2.51 6.30 0.74 17 14.49 2.51 6.30 0.43 28 19.98 8.02 64.32 3.22 26 34.02 -8.02 64.32 1.89 3 8.51 -5.51 30.36 3.57 20 14.49 5.51 30.36 2.10 TOTAL 11.95 Calculate value: 11.95 Table value: 3.84 INFERENCE: Since the calculated value is more than the table value. So the Null hypothesis is not accepted. Hence, there is significant relationship between educational qualification and level of satisfaction. 94
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE AGE AND SATISFACTION LEVEL Score Age 15 - 30 30 - 45 45 - 60 f u fu fu2 fuv 15 – 30 8 23 8 39 -1 -39 39 0 30 – 45 12 18 13 43 0 0 0 0 45 - 60 3 13 2 18 1 18 18 -1 f 23 54 23 100 0 -21 57 -1 v -1 0 1 0 fv -23 0 23 0 fv2 23 0 23 46 Formula: Result: r = -100 = -0.02033 4918.475 INFERENCE: The correlation shows the negative result, so the correlation between the age and satisfaction level is have a negative correlation. 95
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE FAMILY SIZE AND SATISFACTION LEVEL Score Family size 15 - 30 30 - 45 45 - 60 f u fu fu2 fuv 0 – 2 2 2 1 5 -1 -5 5 1 2 – 4 10 40 15 65 0 0 0 0 4 - 6 11 12 7 30 1 30 30 -4 f 23 54 23 100 0 25 35 -3 v -1 0 1 0 fv -23 0 23 0 fv2 23 0 23 46 Formula: Result: r = -300 = -0.08249 3636.619 INFERENCE: The correlation shows the negative result, so the correlation between the family size and satisfaction level is have a negative correlation. 96
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 5.1 Summary of Findings: The following are the findings of the study: PERCENTAGE ANALYSIS  43% of the respondents are in the age group of 31-45 years.  62% of the respondents are male.  76% of the respondents are married.  35% of the respondents are clerk.  59% of the respondents are less than 5 years experience.  54% of the respondents monthly income as Rs. 10,001-Rs. 20,000.  Most of the respondents are Post-Graduate.  65% of the respondents are 3-5 members in family.  39% of the respondents are not satisfied and the remaining is satisfied with their salary.  Most of the respondents are agree with their promotional opportunities.  67% of the respondents are satisfying their working conditions.  63% of the respondents are satisfied with their job.  Most of the respondents agree with their training opportunities. 97
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA  There exists a cordial relationship between employees and management.  67% of the respondents are very much satisfied with their relationship with the co-workers.  Most of the respondents satisfied other facilities. 98
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA TWO-WAY TABLE  Highly satisfied employees are more among the age group of 31-45.  Highly satisfied employees are more among the unmarried persons than the married persons.  Highly satisfied employees are more among the male respondents than the female respondents.  Highly satisfied employees are above Rs.30,000/- income group.  Highly satisfied employees are more among the post- graduate than the Graduate employees.  Highly satisfied employees are above 10 years experience.  The managers are highly satisfied than the other employees. 99
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CHI- SQUARE ANALYSIS  The analysis of the survey revealed that there is no significant relationship between Age and level of satisfaction.  The analysis of the survey revealed that there is significant relationship between Gender and level of satisfaction.  The analysis of the survey revealed that there is significant relationship between Monthly income and level of satisfaction.  The analysis of the survey revealed that there is no significant relationship between Experience and level of satisfaction.  The analysis of the survey revealed that there is no significant relationship between marital status and level of satisfaction.  The analysis of the survey revealed that there is significant relationship between Nature of job and level of satisfaction. 100
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA  The analysis of the survey revealed that there is significant relationship between Educational Qualification and level of satisfaction. 101
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA CONCLUSION From the study, the researcher has come to know that most of the respondents have job satisfaction; the management has taken the best efforts to maintain cordial relationship with the employees. Due to the working conditions prevailing in this bank, job satisfaction of each respondent seems to be the maximum. From the study, the researcher has come to know that most of the employees were satisfied with the welfare measures provided by bank. The employees of SBI get more benefits compare to other banks. The main problem of shortage of man power is less in the SBI compare to other banks. 102
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA BIBLIOGRAPHY BOOKS: ORGANIZATIONAL BEHAVIOR - STEPHEN P ROBBINS HUMAN RESOURCE MANAGEMENT - L.M. PRASAD STATISTICAL METHODS - S.P. GUPTA Web-Site : www.sbi.com 103
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA A STUDY ON JOB SATISFACTION AMONG THE EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY 1. PERSONAL BACK ROUND 1. Name of the employee : 2. Age : 3. Gender : Male Female 4. Educational Qualification : 5. Martial status : Married Single 6. Family size : 7. Nature of job : 8. Monthly salary : Below 10,000 10,001 to 20,000 20,001 to 30,000 above 30,000. 9. How many years you are working in the organization? : 10. Working hours of bank : 2. JOB SATISFACTION SEGMENTS Kindly put tick ( ) mark in only answer from various alternatives given below. 104
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 1. Your salary is satisfied. Agree Disagree Undecided Strongly agree Strongly disagree 2. Opinion about your job. Excellent Good Fair Poor Undecided 3. You have the capability to achieve the targets in time. Agree Disagree Undecided Strongly agree Strongly disagree 4. Opinion about the existing relationship between the workers and management. Excellent Good Fair Poor Undecided 5. You feel over burden in your job. Agree Disagree Undecided Strongly agree Strongly disagree 6. You have enough time to spend with your family. Agree Disagree Undecided Strongly agree Strongly disagree 7. You feel that your working hours are convenient. Agree Disagree Undecided Strongly agree Strongly disagree 8. Advertisement for bank is satisfactory. Agree Disagree Undecided Strongly agree Strongly disagree 9. Your personal problems affect the job. Agree Disagree Undecided Strongly agree Strongly disagree 10. Your relationship with co-workers. Excellent Good Fair Poor Undecided 11. Your complaints are settled quickly by the bank. Agree Disagree Undecided Strongly agree Strongly disagree 12. Promotional basis are satisfactory. Agree Disagree Undecided Strongly agree Strongly disagree 105
  • A STUDY ON JOB SATISFACTION AMONG THE SUKUMAR M.Com., M.Phil., PGDCA., EMPLOYEES OF STATE BANK OF INDIA IN COIMBATORE CITY COIMBATORE, TAMILNADU, INDIA 13. Opinion about other facilities in your bank. Excellent Good Fair Poor Undecided 14. What you feel about the working environment? Excellent Good Fair Poor Undecided 15. What you feel about training opportunity? Excellent Good Fair Poor Undecided 16. What is your opinion about welfare factors? Excellent Good Fair Poor Undecided 106