A STUDY ON EMPLOYEE JOB SATISFACTION WITH.pdf

A STUDY ON EMPLOYEE JOB SATISFACTION WITH
REFERENCE TO IT EMPLOYEES IN COIMBATORE CITY
M.Priya*1
, Dr.G..Kavitha2
Ph.D Research Scholar, Psgr Krishnammal College for women*1
,
Head & Assistant Professor, Department of Commerce, Psgr Krishnammal College for women2
.
*Email Id : priyamanikath@gmail.com
______________________________________________________________________________
ABSTRACT
Job satisfaction of employees in any organization is of paramount importance to achieve the
targeted goals on a sustainable basis. This study hence has put forth that higher job satisfaction
correlates strongly with the feelings at work. Therefore it is evident that monetary and non -
monetary ways enhances the employee job satisfaction with the employee competencies and self-
confidence at various levels. The main objective is to know about the HR policies and practices
in various companies in Coimbatore and to establish Relationship between HRM practices and
satisfaction levels. For this purpose a sample of 150 will be collected from employees of various
IT companies. Percentage analysis, chi-square, and descriptive statistics were used as tools to
analyse the data. The conclusion is that learning never stops and testing continues throughout
their employment tenure. Every six months employees can be tested using an on-line computer
system.
KEYWORDS: Job satisfaction, IT industry and Coimbatore city
______________________________________________________________________________
INTRODUCTION
Job satisfaction is one of the important factors which have drawn attention of managers in
the organization as well as academicians. Various studies have been conducted to find out the
factors which determine job satisfaction and the way it influences productivity in the
organization. Though there is no conclusive evidence that job satisfaction affects productivity
directly because productivity depends on so many variables, it is still a prime concern for
managers.
Job satisfaction is the mental feeling of favorableness which an individual has about his
job. DuBrins has defined job satisfaction in terms of pleasure and contentment when he says
that:
“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 dislike your job intensely, you
will experience job dissatisfaction.”
Journal of Information and Computational Science
Volume 10 Issue 9 - 2020
ISSN: 1548-7741
www.joics.org
458

INDIVIDUAL FACTORS
Individuals have certain expectations from their jobs. If there expectations are
met from the jobs, they feel satisfied. These expectations are based on an individual’s level of
education, age, and other factors.
1. 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.
2. 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 up to certain
stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this.
When an individual joins an organization. He may have some unrealistic assumptions about
what they are going to derive 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 asses 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.
3. Other Factors: besides the above two factors, there are other individual factors which
affect job satisfaction. If an individual does not have favorable social and family life, he may not
feel happy at the work place. Similarly other personal problems associated with him may affect
his level of job satisfaction.
NEED OF THE STUDY
The main need of the study are as follows
 Employee satisfaction and retention have always been important issues for employees.
 To analyse the level of satisfaction of employees towards various HR activities of the
company.
 To analyse the variables related to level of satisfaction which will be useful for the
company to know about the perception of employees in future period of time
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OBJECTIVES OF THE STUDY
● To know the existing level of employees satisfaction in IT employees.
● To analyze the factors which makes the employees desirable with respect to working
conditions and policies.
● To find out the problem faced by employees in IT employees.
● To analyze the relationship between job satisfaction and the performance of IT
employees employees .
SCOPE OF THE STUDY
 Employee satisfaction and retention have always been important issues for employees.
 Useful to know levels of absenteeism and staff turnover can affect your bottom line, as
temps, recruitment and retraining take their toll.
 The main scope of the study is that it will help the company to know about the employee
perception towards job satisfaction and the performance of employees, problems faced by
employees in the company, and employee’s desirability towards working conditions and
policies which will help them in future period of time.
RESEARCH DESIGN AND METHODOLOGY
The research design used for the study is the descriptive research design. In this design
structural information is used to gather information.
Sampling method:
The two major methods are probability and non-probability sampling technique.
The study requires probability method since the sample was chosen or random. Hence the study
was dealt with sample random tool, which is one of the most popular method sampling.
Sources of data:
Primary data collection:
Primary data are those, which are collected afresh and for the first time and thus
happen to be original in character, questions and interviews methods were accede to collect
primary data by visiting the factory premises and various departments in it. It was collected from
the employees working in the factory. By using both the questionnaire method and interview
method. I would gather information from the employees who was not willing or who did not
have time for or who was shy about it.
Secondary data collection:
It is collected from the internal records of the company such as library records, trade
journals, various manuals of the company, various training programs previously conducted and
it’s responds etc; It is also conducted from the officials of the pursued department in the factory.
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Secondary data provides a better view of the problem study many magazines, tools and other
references were also mean important in this study.
TOOLS FOR DATA COLLECTION:
Survey method: The most widely used technique of gathering primary data is the survey
method. The sources interviewed personally at the place of work and also with questionnaires. It
is a direct and more flexible form of investigation involving face- to- face communication and
through recorded questionnaires filled in personally. The information is qualitative, quantitative
and accurate. The rate of refusal is low; it offers a sense of participation to the respondents. It
usually leads to broader range of data than observation on experimentation methods. The data
collected is tabulated and interpreted to draw conclusion.
Field work: It is an important method of data collection. The questionnaire is used for
interviewing the respondents. Additional questions (Personal interviews) can be used to secure
more information. The respondents are interviewed in the factory.
SAMPLE DESIGN FOR THE STUDY:
SAMPLING METHOD: Stratified sampling method.
SAMPLE SIZE : 150 employees
Tool of data collection: Percentage analysis, Chi-square analysis, Weighted average and Rank
correlation
LIMITATIONS OF THE STUDY
 The sample size is limited to 150.
 There may be bias in collecting the data from the respondents.
 The area of study is limited to Coimbatore.
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ANALYSIS AND INTERPRETATION
Frequency Percent
Age
Above 20 62 41.3
21-29 24 16
30-39 16 10.7
40-49 28 18.7
50 and above 20 13.3
Total 150 100
Gender
Male 98 65.3
Female 52 34.7
Total 150 100
Experience
Above 2 Yrs 12 8
3-5 Yrs 24 16
6-10 Yrs 50 33.3
11-15 Yrs 53 35.3
16 Yrs and Above 11 7.3
Total 150 100
Income
Less than 5000 59 39.3
5001-10000 36 24
10001-25000 20 13.3
More than 25000. 35 23.3
Total 150 100
41.3% are from the age group of above 20, 16% are from the age group of 21-29, 10.7%
are from the age group of 30-39, 18.7% are from the age group of 40-49, and 13.3% are from the
age group of 50 and above. 65.3% are male and 34.7% are female. 8% are having above 2 years
of experience, 16% are having experience form 3-5 years, 33.3% are having experience from 11-
15 years, and 7.3% are having experience above 16 years. 16% have completed their schoolings,
17.3% have completed their higher secondary, 30% have completed their UG, 36.7% have
completed their PG. 39.3% are earning less than 5000, 24% are earning from 5001-10000, 13.3%
are earning from 10001-25000 and 23.3% are earning more than 25000 in our survey.
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LEVEL OF ACCEPTANCE TOWARDS OPINION ABOUT SATISFACTION WITH
THEIR WORK
Frequency Percent Mean SD Variance
Strongly agree 12 8.0
3.91 1.29 1.68
Agree 12 8.0
Neither agree nor disagree` 24 16.0
Disagree 31 20.7
Strongly disagree 71 47.3
Total 150 100.0
The above table shows about level of acceptance towards opinion about satisfaction with
their work were out of 150 respondents 8% strongly agree, 8% agree, 16% neither agree nor
disagree, 20.7% disagree, and 47.3% strongly disagree. It shows that most of the respondents
strongly disagree towards opinion about satisfaction with their work.
LEVEL OF ACCEPTANCE TOWARDS SATISFACTION WITH THEIR WORK
2.27 1.35 1.82
Agree 63 42.0
Disagree 12 8.0
Total 150 100.0
The above table shows about level of acceptance towards opinion about satisfaction with
their work were out of 150 respondents 32.7% strongly agree, 42% agree, 4% neither agree nor
disagree, 8% disagree, and 13.3% strongly disagree. It shows that most of the respondents agree
towards opinion about satisfaction with their work.
LEVEL OF ACCEPTANCE TOWARDS CONTRIBUTION OF EMPLOYEES
TOWARDS COMPANY PLAN AND MISSION
2.47 1.50 2.26
Agree 24 16.0
Disagree 28 18.7
Total 150 100.0
The above table shows about level of acceptance towards contribution of employees
towards company plan and mission were out of 150 respondents 41.3% strongly agree, 16%
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agree, 10.7% neither agree nor disagree, 18.7% disagree, and 13.3% strongly disagree. It shows
that most of the respondents strongly agree towards contribution of employees towards company
plan and mission.
LEVEL OF ACCEPTANCE TOWARDS TEAM WORKING TOWARDS SHARED
GOALS OF THE ORGANIZATION
2.76 1.42 2.02
Agree 47 31.3
Disagree 15 10.0
Total 150 100.0
The above table shows about level of acceptance towards team working on shared goals
of the organization were out of 150 respondents 21.3% strongly agree, 31.3% agree, 17.3%
neither agree nor disagree, 10% disagree, and 20% strongly disagree. It shows that most of the
respondents agree towards team working on shared goals of the organization.
CHI-SQAURE
AGE AND LEVEL OF ACCEPTANCE OF VARIOUS FACTORS USED FOR THE
STUDY
H0: There is no significant relationship between age of the respondents and level of acceptance
of various factors used for the study.
Demographic Profile Chi-Square Value P Value Result
Level of acceptance towards team
working towards shared goals of the
organization
63.402 0.000 Reject
Level of acceptance towards priority of
quality in company
1.080 0.000 Reject
Level of acceptance towards initial
training provided to them
85.193 0.000 Reject
Level of acceptance towards strong
spirit of teamwork and cooperation
among employees
19.284 0.254 Reject
Level of acceptance towards employee
willingness to continue
16.598 0.412 Reject
The above table shows about the relationship between age and level of acceptance of
various factors used for the study. It shows that there is a relationship between age and level of
acceptance towards team working towards shared goals of the organization, level of acceptance
towards priority of quality in company and level of acceptance towards initial training provided
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to them as the level of significance is less than 0.05 and these factors can be taken for decision
making process of the study.
MEAN RANKING
Mean Ranking
Lack of control over your work 2.45 1
Lack of recognition for work done 3.75 5
Job insecurity 3.71 4
Fear of layoffs 2.59 3
Harassment 2.50 2
The table shows about the rank of factors with expectation of customers with coffee shop
for rank according to the mean ranking value and the order is 1st
rank to Lack of control over
your work, Harassment was given 2nd
rank, Fear of layoffs was given 3rd
rank, Job insecurity was
given 4th
rank, and Lack of recognition for work done was given 5th
rank which shows that the
lack of control over your work has to be concentrated a lot by the company.
RANK FOR FACTOR INFLUENCING TO BUY THE PRODUCT
Ranking on company and scheme Mean Ranking
Lack of respect from supervisors 3.25 2
Age discrimination 2.95 4
Inadequate pay 3.15 3
Isolation from fellow employees either physically or
psychologically 2.85
5
Lack of promotion opportunities 3.65 1
Interpretation
The above table shows about the mean rank of factor influencing to buy the product were
lack of promotion opportunities was given first rank, Lack of respect from supervisors was given
second rank, Inadequate pay was given third rank, Age discrimination was given fourth rank and
Isolation from fellow employees either physically or psychologically was given fifth rank. It
shows that the priority was given to lack of promotion opportunities factor influencing to buy the
product.
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FINDINGS
Most (41.3%)of the respondents are male in our survey.
Maximum (65.3%)of the respondents are having experience from 11-15 years.
Most (35.3%)of the respondents are physician in our survey.
Maximum (36.7%) of the respondents have completed their PG in our survey.
Most (39.3%) of the respondents are earning less than 5000 in our survey.
Maximum (47.3%) of the respondents strongly disagree towards opinion about satisfaction with
their work.
Most (42%) of the respondents agree towards opinion about satisfaction with their work.
Maximum (41.3%) of the respondents strongly agree towards contribution of employees towards
company plan and mission.
There is a relationship between age and level of acceptance towards team working
towards shared goals of the organization, level of acceptance towards priority of quality in
company and level of acceptance towards initial training provided to them as the level of
significance is less than 0.05 and these factors can be taken for decision making process of the
study.
SUGGESTIONS
 Training and education motivates can be developed for people which makes them more
productive and innovative.
 All employees can be given six weeks of training before they ever answer the first phone
call.
 Learning never stops and testing continues throughout their employment tenure. Every
six months employees can be tested using an on-line computer system.
 The factors level of acceptance towards priority of quality in company, level of
acceptance towards initial training provided to them, level of acceptance towards strong
spirit of teamwork and cooperation among employees, and level of acceptance towards
employee willingness to continue are taken for the decision making process of the study.
CONCLUSION
The conclusion is that learning never stops and testing continues throughout their
employment tenure. Every six months employees can be tested using an on-line computer
system.
REFEENCES
 Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The
importance of human resources management in health care: a global context. Human
resources for health, 4(1), 20.
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 Lee-Kelley, L., Blackman, A., & Hurst, P. (2009). An Exploration of the Relationship
Between
 Learning Organisations and the Retention of Knowledge Workers.” The Learning
Organization, Volume 14: 3: 204-221.
 Aziri, B. (2011). Job satisfaction: A literature review. Management research and practice,
3(4), 77-86.
 Nwankpa, J., & Roumani, Y. (2014). The influence of organizational trust and
organizational mindfulness on ERP systems usage. Communications of the Association for
Information Systems, 34(1), 85.
ISSN: 1548-7741
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