10120140502006

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10120140502006

  1. 1. International Journal of Management (IJM), ISSN INTERNATIONAL JOURNAL 0976 – MANAGEMENT (IJM) OF 6502(Print), ISSN 0976 - 6510(Online), Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME IJM ISSN 0976-6502 (Print) ISSN 0976-6510 (Online) Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME: www.iaeme.com/ijm.asp Journal Impact Factor (2014): 3.2150 (Calculated by GISI) www.jifactor.com ©IAEME A STUDY ON JOB SATISFACTION AMONG SPINNING MILL WORKERS WITH SPECIAL REFERENCE TO TIRUPUR DISTRICT, TAMILNADU S. Subhashini1, V. Ramanithilagam2, M. Saranyadevi3, S. Keerthana4 Research Scholar, Vinayaka Missions University, Salem1,2 AP/Dept of Management Studies, Selvam College of Technology, Namakkal3,4. ABSTRACT Job satisfaction is a set of favorable or unfavorable feelings with which employees view their work. Employee is a back bone of every organization, without employee no work can be done. So employee’s satisfaction is very important. Employees will be more satisfied if they get what they expected, job satisfaction relates to inner feelings of workers. It is a worker's sense of achievement and success and is generally perceived to be directly linked to productivity as well as to personal wellbeing. The happier people are with their job, the more satisfied they are said to be. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. This study attempts to study the Job Satisfaction of Spinning Mill Workers in Tirupur District of Tamilnadu. Data were collected through questionnaire from a sample of 130 workers. The results of the study revealed that the workers are moderately satisfied and the area to be concentrated by the spinning mills to improve the job satisfaction of the workers. Keywords: Job Satisfaction, Workers, Achievement, Productivity, Reward. INTRODUCTION Job satisfaction is the collection of tasks and responsibilities regularly assigned to one person. Job satisfaction further implies enthusiasm and happiness with one's work. It describes how satisfied an individual is with his or her job. Job satisfaction has some relation with the mental health of the people. It spreads the goodwill of the organization. Job satisfaction reduces absenteeism, labor turnover and accidents. Job satisfaction increases employee’s morale, productivity, etc. Job satisfaction creates innovative ideas among the employees. Satisfied workers may become more loyal towards the organization. Employees will be more satisfied if they get what they expected, job satisfaction relates to inner feelings of workers. Naturally it is the satisfied worker who shows the 42
  2. 2. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online), Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME maximum effectiveness and efficiency in his work. Most people generalize that workers are concerned more about pay rather than other factors which also affects their level of satisfaction, such as canteen facilities, bonus, working conditions, etc. these conditions are less significant when compared to pay. REVIEW OF LITERATURE Ting (1997), explains that job characteristics such as salary, promotional opportunity, task clarity and significance, and skills utilization, as well as organizational characteristics such as commitment and relationship with supervisors and co-workers, have significant effects on job satisfaction. Shamima Tasnim (2006), in her study found that one of the main purposes of job is to get the payment or salary and it is very natural that a handsome salary will bring job satisfaction. Blum and Naylor (1968), found that job satisfaction is the result of various attitudes possessed by an employee. In a narrow sense, their attitudes are related to the job and are concerned with such specific factors as wages supervision, steadiness of employment, conditions of work, opportunities for advancement, recognition of ability, fair evaluation of work, social relations on job, prompt settlement of grievances, and fair treatment by employer and similar other items. Herzberg (1957) has shown that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. PROBLEM STATEMENT Workers play an important role in any organization, so their satisfaction is a very essential one. The workers are the vein to any spinning mill, there arises a need to study the job satisfaction of the workers. OBJECTIVES OF THE STUDY 1. To assess the job satisfaction among spinning mill workers in Tirupur district, Tamilnadu. 2. To identify the factors that influences the job satisfaction of workers. 3. To identify the factor that improves the satisfaction level of workers. RESEARCH METHODOLOGY The research design chosen for the study is Descriptive in nature. A sample of 130 workers from spinning mills in Tirupur was selected after considering time and cost. Convenience method of sampling is used to collect the data from the respondents. The data is collected from both primary and secondary sources. Primary data is collected through interview schedule and the secondary data is collected from books, magazines, and websites etc. For the purpose of research study, the method of simple random sampling is undertaken. The collected data has been analyzed by using a) Percentage analysis b) Chi square test. 43
  3. 3. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online), Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME DATA ANALYSIS AND INTERPRETATION Demographic Factors: Simple Percentage Particulars Frequency Percentage Male 77 59 Female 53 41 Married 55 42.3 Unmarried 75 57.6 Less than 25 years 55 42.3 25 – 30 years 20 15.4 30-35 years 26 20.0 More than 35 years 29 22.3 Less than a year 45 34.6 1 – 5 years 28 21.5 5 – 10 years 37 28.4 More than 10 years 20 15.5 Educational Qualification 5 3.9 Higher Secondary level 23 17.7 Elementary level 62 47.7 Not educated 40 30.7 Rs.5,000 – Rs.7,500 60 46.1 Rs.7,500 – Rs.10,000 39 30.0 Rs.10,000 – Rs.12,500 31 23.9 More than Rs.12,500 0 0 Gender Marital Status Age Experience Graduates Monthly Income Interpretation The above table shows that 59% of the respondents are male and 55% of the respondents are married. 42.3% of the respondents are less than below 25 year of age and others are above that age. Only 15.5 % respondents have more than 10 years of experience and Most of them (30.7%) are not educated at all. Most of the respondents (46.1%) are getting salary between Rs.5,000 – Rs.7,500. 44
  4. 4. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online), Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME Chi-Square Analysis Table 2: Association between Age and work load Null Hypothesis (H0): There is no significant relationship between age and work load Alternate Hypothesis (H1): There is a significant relationship between age and work load. WORK LOAD Age Less than 25 years 25 – 30 years 30 – 35 years Above 35 years Total Strongly Agree 5 1 0 0 6 Agree Neutral Disagree 7 2 2 1 13 9 4 4 5 22 19 6 7 10 42 Calculated X2 Value Factors Age and work load Degree of Freedom 10.98 Strongly Disagree 15 7 13 12 47 Table Value 12 21.03 Total 55 20 26 29 130 Remarks Calculated X2 value is less than the Table value Interpretation Table 2 shows the calculated value (10.98) is less than the table value (21.03) at 5% level of significance. So the null hypothesis is accepted. Hence there is no significant relationship between age and work load. Table 3: Association between years of experience and salary Null Hypothesis (H0): There is no significant relationship between years of experience and salary. Alternate Hypothesis (H1): There is a significant relationship between years of experience and salary. Salary Years of Experience Less than 1 year 1-5 years 5-10 years More than 10 years Total Factors Years of experience and salary Highly satisfied 12 5 4 1 22 Satisfied Neutral 13 5 7 3 28 Dissatisfied 9 4 8 5 26 5 4 6 4 19 Highly Dissatisfied 6 10 12 7 35 Total 45 28 37 20 130 Calculated X2 Value Degree of Freedom Table Value Remarks 15.17 12 21.03 Calculated X2 value is less than the Table value Interpretation Table 3 shows the calculated value (15.17) is less than the table value (21.03) at 5% level of significance. So the null hypothesis is accepted. Hence there is no significant relationship between years of experience and salary. 45
  5. 5. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online), Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME Table 4: Association between Gender and Overall Job satisfaction Null Hypothesis (H0): There is no significant relationship between Gender and Overall Job satisfaction Alternate Hypothesis (H1): There is a significant relationship between Gender and Overall Job satisfaction Overall Job satisfaction Gender Highly satisfied 6 3 9 Male Female Total Satisfied Neutral Dissatisfied 29 19 48 25 13 38 15 18 33 Highly Dissatisfied 2 0 2 Total 77 53 130 Factors Calculated X2 Value Degree of Freedom Table Value Remarks Gender and Overall Job satisfaction 4.88 4 9.49 Calculated X2 value is less than the Table value Interpretation Table 4 shows the calculated value (4.88) is less than the table value (9.49) at 5% level of significance. So the null hypothesis is accepted. Hence there is no significant relationship between Gender and Overall Job satisfaction. Weighted Average Score Analysis Table 5: Opinion of the workers regarding their satisfaction on various critical job satisfying factors Factors Weight (x) 1 Total 69 34 15 7 5 345 136 45 14 5 45 25 17 17 26 100 51 34 26 39 20 15 28 28 80 45 56 28 15 20 20 35 45 130 75 80 60 70 45 330 f 52 29 17 14 18 Welfare schemes 130 Fx 260 116 51 28 18 473 Job Security f Fx 32 17 15 26 40 130 160 68 45 52 40 365 V 404 Fx f Salary & Bonus 24.33 130 195 II 436 Fx f Grievance Handling 31.53 130 225 VI 545 fx f Relationship with superiors IV 130 f Safety Working Environment III 22 2 I 26.9 3 Rank 29.07 4 Weighted Average (∑fx/∑x) 36.33 5 Fx 46
  6. 6. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online), Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME Interpretation Table 5 shows the Opinion of the workers regarding their satisfaction on the various critical job satisfying factors and the ranks allotted by the workers based on their perception. It proves that the workers are more satisfied with the safe working environment, Welfare schemes, Relationship with superiors and Grievance handling procedures followed by the organization. But there is dissatisfaction among workers with regard to Salary and Bonus paid and the job security for them. FINDINGS OF THE STUDY The findings of the study are presented on the basis of Simple percentage, Chi-Square analysis and Weighted average score analysis. The study reveals that the workers group of such spinning mills consists of more of unmarried male workers, below 25 years of age and they are mostly not educated at all. They mostly draw a salary less than Rs.7,500/- and have less than one year of experience. All this shows that workers prefer this kind of jobs in the beginning stage of their carriers and tend to switch over as years passes away for better salary and prospects. It is observed that there is no significant relationship between age and work load, which means all workers are treated at par in the matter of work load allocation. There is also no significant relationship between years of experience and salary, meaning that salary is on the basis of work done and experience is not considered. And again there is no significant relationship between Gender and Overall Job satisfaction, which exerts that both male and female workers have same opinion regarding their opinion on job satisfaction. There is dissatisfaction among workers with regard to Salary and Bonus paid and the job security for them. On the whole the workers of the spinning mills in Tirupur District are moderately satisfied with their jobs. RECOMMENDATIONS • • • • Salary scale could be raised and fair & adequate compensation should be evolved. Performance based increments would improve the performance of the workers. Ensuring Job security will enable the workers to do their jobs efficiently. Grievances made should be cleared immediately on enquiry of related matters. Workers should be encouraged to make suggestion on making improvements in the organization. CONCLUSION A happy and healthy employee will give better turnover, make good decisions and positively contribute to organizational goal. A satisfied employee will contribute more to the organizational productivity and growth at large. An employee-centric organization will not only attract young and new talents but also retain the existing experienced talents. So it is up to the organization to focus on their workers and take effective measures towards job satisfying factors so that attrition, absenteeism and decline in worker’s productivity can be checked. Satisfaction levels increase when an employee knows that their issues are being addressed. There is a direct link between employee job satisfaction and financial results. The more satisfied, motivated and committed employees will always lead organization’s way to success. 47
  7. 7. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online), Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME REFERENCES [1]. Anitha.R, “A Study on Job Satisfaction of Paper Mill Employees with Special Reference to Udumalpet and Palani Taluk”, Journal of Management and Science, Vol. 1, No.1, Sep 2011, pp. 36-47. [2]. Blum, M. L. and Naylor, J. C (1968), Industrial psychology: its theoretical and social foundation. New York: Harper and Row. [3]. Herzberg, F., Mausner, B., Peterson, R. O., and Capwell, D. F. (1957), Job Attitudes: Review of Research and Opinion. Pittsburgh: Psychological Service of Pittsburgh. [4]. Shobhna Gupta “A Comparative Study of Job Satisfaction in Public and Private Sector”Indian Journal of Arts- , Jan 2013, 1(1),3-6 [5]. Shamima Tasnim, Thesis submitted to Department University of Bergen, Norway. Spring 2006 [6]. Ting, Yuan. (1997), Determinants of Job Satisfaction of Federal Government Employees. Public Personnel Management Abstract. 26, no. 3: 313. [7] Dr. C. Swarnalatha and G. SureshKrishna, “Job Satisfaction and Work Locus of Control: an Empirical Study Among Employees of Automotive Industries in India”, International Journal of Management (IJM), Volume 3, Issue 3, 2012, pp. 92 - 99, ISSN Print: 0976-6502, ISSN Online: 0976-6510. [8] Vilas Balgaonkar, Snehal Bidkar and Dr. Rajshekar R. Yelikar, “Study on Employees Perception Towards HRD Climate in Textile Mills”, Journal of Management (JOM), Volume 1, Issue 1, 2013, pp. 39 - 43. [8] N.Mallika and Dr.M.Ramesh, “Job Satisfaction in Banking: A Study of Private and Public Sector Banks”, International Journal of Management (IJM), Volume 1, Issue 1, 2010, pp. 111 - 129, ISSN Print: 0976-6502, ISSN Online: 0976-6510. 48

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