H1:Do employee satisfaction and their attitude work differ because of different work contract? H2:How much rewards and career are correlated to the concept of seeing work as a matter of honor?
This document presents a quantitative research paper that examines the relationship between employee work contracts, satisfaction, and attitudes. The paper aims to evaluate whether employee satisfaction and attitudes differ based on having a fixed-term contract versus a permanent contract. It also examines the correlation between rewards/career opportunities and feeling a sense of honor from one's work. The theoretical framework discusses how different contract types may impact factors like task diversity, stress levels, and career perceptions in ways that could influence satisfaction and attitudes. The methodology section outlines the hypotheses being tested and how data will be collected and analyzed to evaluate them.
The document discusses a study on the effects of psychological contract violation on the employee-employer relationship at KETEPA Limited in Kericho, Kenya. The study aims to examine how psychological contract violation impacts trust and commitment between employees and management. It uses an organizational support theory framework to understand how employees form perceptions of whether the organization values their contributions and well-being. Key findings include that psychological contract violation negatively affects the relationship between employees and employers by reducing trust and commitment. The study concludes that organizations should aim to fulfill promises and meet employee expectations to have stronger employee-employer relationships.
A study on job satisfaction focus on bankers of bangladeshAlexander Decker
This document discusses a study on job satisfaction among bankers in Bangladesh. It aims to identify the key variables that influence bankers' level of job satisfaction and their relative importance. A questionnaire was developed based on literature reviewing intrinsic and extrinsic variables of job satisfaction. It was distributed to bankers using a 5-point Likert scale. The study developed 8 hypotheses about factors potentially influencing job satisfaction, including pay, decision making/communication, supervisor behavior, job nature, working conditions, management policy, recognition/promotion, and job status/security. The literature review discusses several definitions of job satisfaction from previous research.
Job satisfaction refers to an employee's feelings or state of mind about the nature of their work. It can be influenced by relationships with supervisors, work environment, fulfillment derived from work, and other factors. Job satisfaction is important as it predicts employee behaviors like absenteeism and turnover. For organizations, job satisfaction is beneficial as it can reduce complaints, absenteeism, and turnover while improving morale and productivity.
Published Article on Employee Engagement and Employment Value Propositionbheger
This document summarizes a pilot study examining the relationships between an organization's employment value proposition (EVP), employee engagement, and business outcomes. The study assessed EVP and engagement levels through an online survey of 614 employees. Preliminary findings showed relationships between EVP fulfillment and intention to stay, an engagement component. However, relationships between engagement measures and business outcomes like profit and productivity were not as strong. The authors recommend improving future studies through refined measures and linking engagement to outcomes over multiple time periods.
The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
A project report on an assessment of job satisfactionBabasab Patil
The document discusses job satisfaction and human resource management. It provides an overview of key topics related to assessing job satisfaction, including definitions of job satisfaction, Herzberg's theory of job satisfaction, factors that influence satisfaction like supervision, compensation, and working conditions. The document also discusses how addressing hygiene factors and motivators can improve employee satisfaction according to Herzberg's model. It examines applying these concepts to improve satisfaction in a workplace.
This study examined the effects of psychological contract violation on the employee-employer relationship at KETEPA Limited in Kericho, Kenya. The study was motivated by changing employment trends including an increase in short-term contracts and loss of job security, which have redefined career expectations and the employment relationship. The study adopted Organizational Support Theory and used both qualitative and quantitative methods to collect data through questionnaires, interviews, and a sample of 180 employees across KETEPA's departments. The results found that psychological contract violation negatively impacts the relationship between employees and employers by reducing trust and commitment. This information can help organizations improve their psychological contracts to better meet employee expectations and exchange relationships.
To study and understand the level of satisfaction of employees working in VJ Industries and the various factors that influences the performance of an employee. This project was undertaken in order to completion of my UG
The document discusses a study on the effects of psychological contract violation on the employee-employer relationship at KETEPA Limited in Kericho, Kenya. The study aims to examine how psychological contract violation impacts trust and commitment between employees and management. It uses an organizational support theory framework to understand how employees form perceptions of whether the organization values their contributions and well-being. Key findings include that psychological contract violation negatively affects the relationship between employees and employers by reducing trust and commitment. The study concludes that organizations should aim to fulfill promises and meet employee expectations to have stronger employee-employer relationships.
A study on job satisfaction focus on bankers of bangladeshAlexander Decker
This document discusses a study on job satisfaction among bankers in Bangladesh. It aims to identify the key variables that influence bankers' level of job satisfaction and their relative importance. A questionnaire was developed based on literature reviewing intrinsic and extrinsic variables of job satisfaction. It was distributed to bankers using a 5-point Likert scale. The study developed 8 hypotheses about factors potentially influencing job satisfaction, including pay, decision making/communication, supervisor behavior, job nature, working conditions, management policy, recognition/promotion, and job status/security. The literature review discusses several definitions of job satisfaction from previous research.
Job satisfaction refers to an employee's feelings or state of mind about the nature of their work. It can be influenced by relationships with supervisors, work environment, fulfillment derived from work, and other factors. Job satisfaction is important as it predicts employee behaviors like absenteeism and turnover. For organizations, job satisfaction is beneficial as it can reduce complaints, absenteeism, and turnover while improving morale and productivity.
Published Article on Employee Engagement and Employment Value Propositionbheger
This document summarizes a pilot study examining the relationships between an organization's employment value proposition (EVP), employee engagement, and business outcomes. The study assessed EVP and engagement levels through an online survey of 614 employees. Preliminary findings showed relationships between EVP fulfillment and intention to stay, an engagement component. However, relationships between engagement measures and business outcomes like profit and productivity were not as strong. The authors recommend improving future studies through refined measures and linking engagement to outcomes over multiple time periods.
The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
A project report on an assessment of job satisfactionBabasab Patil
The document discusses job satisfaction and human resource management. It provides an overview of key topics related to assessing job satisfaction, including definitions of job satisfaction, Herzberg's theory of job satisfaction, factors that influence satisfaction like supervision, compensation, and working conditions. The document also discusses how addressing hygiene factors and motivators can improve employee satisfaction according to Herzberg's model. It examines applying these concepts to improve satisfaction in a workplace.
This study examined the effects of psychological contract violation on the employee-employer relationship at KETEPA Limited in Kericho, Kenya. The study was motivated by changing employment trends including an increase in short-term contracts and loss of job security, which have redefined career expectations and the employment relationship. The study adopted Organizational Support Theory and used both qualitative and quantitative methods to collect data through questionnaires, interviews, and a sample of 180 employees across KETEPA's departments. The results found that psychological contract violation negatively impacts the relationship between employees and employers by reducing trust and commitment. This information can help organizations improve their psychological contracts to better meet employee expectations and exchange relationships.
To study and understand the level of satisfaction of employees working in VJ Industries and the various factors that influences the performance of an employee. This project was undertaken in order to completion of my UG
The changing nature of the workplace has created different employees' expectations and demands. As a result, the working environment is no longer associated with employees that are rigid and treating jobs as static sets of tasks. Instead, employees are being proactive in developing and adjusting their work roles and functions. The act or behaviour of these employees in adapting their work roles to match their needs and preferences is called job crafting. Goal orientation is considered as an important dimension in influencing their behaviours. However, there has been little research on how the mindset, especially public sector employee's goal orientation, adapt to the changing and challenging world of work. Using Partial Least Square approach with 150 samples, the study showed that public employees with learning goal orientation do embraced job crafting activities and the surprising finding that those with performance prove do not embraced such activities.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
This document summarizes a research study that compared job satisfaction levels in the public and private sectors. The study analyzed factors such as salary, organizational culture, time schedule, workload, feeling of inequality, lack of supervisory support, job stress, and job commitment. Based on survey results, public sector employees reported higher satisfaction with salary, organizational culture, time schedule, and feeling of inequality, while private sector employees reported higher satisfaction with lack of supervisory support. However, statistical analysis found no significant overall difference in job satisfaction between the two sectors. The study concludes that while some factors differ, both sectors report general satisfaction with their jobs. It provides implications and recommendations to increase employee satisfaction and retention.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
This document summarizes a study that examined the impact of work motivation on job satisfaction among employees in mobile telecommunication service organizations in Pakistan. The study used a survey questionnaire distributed to employees in two telecom companies. The results found a positive but weak relationship between work motivation and job satisfaction. While employees reported being satisfied with their jobs overall, the small sample size limits generalizing the findings to all telecom sector employees in Pakistan. The study concluded that management should take actions to improve work motivation in order to boost employee satisfaction and organizational performance.
This document is a project report submitted by C. Kalaiselvi to SRM School of Management in partial fulfillment of an MBA degree. The report studies job satisfaction of employees at Madras Cements Pvt Ltd. It includes an introduction defining job satisfaction, a literature review discussing theories of job satisfaction and its impact on employee performance. It also provides the company profile and outlines the research methodology and objectives of studying factors influencing job satisfaction levels at Madras Cements. Tables of data collected from employee surveys through questionnaires are presented for analysis.
A Study on Employees Job Satisfaction at Borax India Ltd Companyijtsrd
Job satisfaction is to find the level of job satisfaction. It ultimately decides the extent of employ motivation through the development of organizational climate or environment satisfaction is specific subset of attitudes held by organizational members. It is the attitude one has towards his or her job. Stated another way, it is one's effective response to the job. Job satisfaction in a narrow sense means attitudes related to the job. It is concerned with such specific factors has salaries , supervisory action, steadiness of employment, conditions of work, and relationship between employees and employers prompt settlement of grievances, fair treatment of employer and other similar items. Job satisfaction is related to different Socio economic and personal factors, such as age, gender, safety and comfort, working Environment, education, duration of work etc. The present paper will highlight different factors affecting job satisfaction in borax Indian ltd company. Indumathi. T | Govind Urmila | Srimathi. V "A Study on Employees Job Satisfaction at Borax India Ltd Company" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29215.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29215/a-study-on-employees-job-satisfaction-at-borax-india-ltd-company/indumathi-t
Effect of Employee Satisfaction on Intrapreneurship: An Analysis from Service...Muhammad Arslan
This paper seeks to investigate the relationship between employee satisfaction and intrapreneurship in the service
industry of Pakistan. In the competitive global environment, innovativeness in the products and services along
with new technology advancements is key for the success of firms. In existing firms, the new idea generation and
new business expansions in existing markets is a very crucial element. For achieving this objective,
organizations rely upon their employees because the intrapreneurs are employees of the firm. Employee plays an
important role in entrepreneurial activities. For getting the best out of the employees employee satisfaction with
the job is a crucial element which may depend on several factors. Organizational characteristics ,values and
employee related factors can lead an organization toward internal advancements like technology development,
generation of ideas or self-renewal process and innovativeness in products/services and new business expansions
that all will ultimately lead organization toward the more productivity and firm growth and business
development. Survey based study has been done and the data has been collected through a survey Questionnaire.
Sample of the study is 150 employees from the service sector of Pakistan. To check the relationship between the
variables the multiple response method has been used. With the help of statistical software SPSS cross tabs
tables has been generated. The findings of study reveal that role clarity and role conflict among the employees or
the relationship between the employees along with remuneration, general satisfaction with the work and job
stability of the employee decide about the employee satisfaction. Employee satisfaction has a positive
relationship with the intrapreneurship.
This document provides an overview of Brent Keijzers' bachelor thesis titled "Employee Motivation and Performance". The thesis examines the relationship between intrinsic and extrinsic motivation and employee performance. It is a literature review composed of five chapters. The first chapter introduces the topic and outlines the problem statement, research questions, methodology, and structure. The second chapter defines motivation and discusses theories by Herzberg and Maslow. The third chapter covers employee performance and methods for measuring it. The fourth chapter analyzes the relationship between motivation and performance. The fifth chapter presents conclusions, discussion, and managerial implications. The thesis aims to provide information to managers on motivating employees to improve performance.
A project report on job satisfaction of employees in dena banksujayshetty12
1. Job satisfaction is an important output that employees work for Organization.
2. It comprises of extrinsic and intrinsic factors and helps maintain able and willing work forces.
3. It is an interesting and significant area for conducting research.
4. The study made on topic of job satisfaction will reveal the factor of feelings of employees.
5. The report is useful to the management of the company to know the satisfaction levels of employees and they can make measures to increase productivity.
This document provides an extensive literature review on factors related to employee job satisfaction at Coca-Cola and Pepsi. It discusses prior research on how job satisfaction is influenced by factors such as salary, benefits, work environment, relationships with supervisors and colleagues, promotion opportunities, and personal adjustment. The review also examines differences in satisfaction between private and public sector employees. The literature establishes that job satisfaction is an important indicator of employee behavior and organizational performance.
This document appears to be the introduction chapter of a student's master's thesis on measuring job satisfaction among employees of Open Access Technology International, Inc. It provides background on job satisfaction, including its history and common models of job satisfaction like Locke's Range of Affect Theory, the Dispositional Theory, and Herzberg's Two-Factor Theory. It also outlines the structure of the rest of the thesis.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
The Most Effective Factor out of Psychological, Physical, and Environmental F...Uma Wickramaratne
This document provides an introduction to a study on identifying the most effective factor (psychological, physical, or environmental) for enhancing employee job satisfaction. It discusses the importance of job satisfaction and outlines the problem statement, objectives, and practical relevance of the study. The literature review defines job satisfaction, discusses relevant theories (affect theory, equity theory, two-factor theory), and how factors like communication and work environment can impact satisfaction. The study aims to help a company improve performance by increasing motivation.
A Study on Employees Job Satisfaction @ Enjayes Spices and Chemical Oils LImi...Subodh G Krishna
This document summarizes a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. The objectives of the study were to examine job satisfaction levels and how they are impacted by relationships with management, promotion opportunities, compensation, work environment and other factors. The research methodology included distributing questionnaires to collect primary data from a sample of 100 employees. Secondary data was also gathered from company records. Statistical analysis was used to analyze the collected data.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
This 2 page simple document gives you an insight into the Masters' level dissertation planning and strategy to keep your sanity while producing a good work.
Model of Employee Performance: Competence Analysis and Motivation (Case Study...QUESTJOURNAL
This document summarizes a research study that analyzed the effects of competency and work motivation on employee performance at PT. Bank Bukopin, Tbk in Indonesia. The study found that competency and work motivation simultaneously had a significant positive impact on employee performance. Specifically, competency had a significant positive partial effect on performance, while work motivation also had a significant positive partial effect. The dimension of skills under the competency variable had the highest correlation with the productivity dimension under the performance variable. The study concluded that improving employee skills would help increase productivity according to plans and rules.
The Effect of Workplace Relationship toward Job Satisfaction of Divine Word C...IJMREMJournal
The study was conducted to determine workplace relationship between employer and employees and among employees of Divine Word Colleges in Ilocos Sur, Philippines and its effect on the job satisfaction. Literatures and studies were reviewed, and questionnaires were used to gather the data related to workplace relationship and job satisfaction. The respondents of the study are employees of the colleges of Ilocos region which include Ilocos Sur and Ilocos Norte. The study is a descriptive study involving survey and fact-finding inquiry. Weighted mean and Pearson r were used to determine the workplace relationship and its correlation with job satisfaction. The study found that there is a significant correlation between workplace relationship and job satisfaction. Therefore, the study recommends that management need to monitor and improve workplace relationship between employer and employees and among employees and also improve and monitor factors that affect job satisfaction.
A STUDY ON JOB SATISFACTION AMONG THE EMPLOYEES IN PREETHI ENGINEERING ENTERP...IAEME Publication
Job satisfaction is the employee’s general attitude towards his job Management and the organization. A job provides both monetary benefits as well as satisfaction. Employees develop general attitudes while they interact with each other, with the general public customer manager administration and also with the members of their societies employees may feel satisfied moderately satisfied or highly satisfied. Similarly they may also develop negative attitude on the satisfaction scale. Task varieties, significance and other characteristics are the important factors for providing satisfaction to the employees.
This document summarizes a research article that examines the relationship between organizational commitment profiles and job satisfaction among employees in the Greek private and public sectors. The study uses surveys of over 1,100 private sector employees and 470 public sector employees in Greece. It finds that affective organizational commitment, which refers to an emotional attachment to the organization, has the strongest influence on levels of intrinsic and extrinsic job satisfaction. This confirms other research finding affective commitment to be most influential for behavioral outcomes of commitment. The study also contrasts commitment profiles and job satisfaction between the Greek private and public sectors.
Here is the analysis and interpretation of the data collected through the questionnaire:
1. Demographic Profile of Respondents:
- Gender:
- Male: 60%
- Female: 40%
- Age:
- Below 20 years: 10%
- 21-30 years: 50%
- 31-40 years: 30%
- Above 40 years: 10%
- Occupation:
- Student: 20%
- Professional (Doctor, Engineer, etc.): 30%
- Businessman: 20%
- Government employee: 15%
- Private employee: 15%
2. Purchase of Electronic Goods:
- Frequency of purchase in last 2 years:
The changing nature of the workplace has created different employees' expectations and demands. As a result, the working environment is no longer associated with employees that are rigid and treating jobs as static sets of tasks. Instead, employees are being proactive in developing and adjusting their work roles and functions. The act or behaviour of these employees in adapting their work roles to match their needs and preferences is called job crafting. Goal orientation is considered as an important dimension in influencing their behaviours. However, there has been little research on how the mindset, especially public sector employee's goal orientation, adapt to the changing and challenging world of work. Using Partial Least Square approach with 150 samples, the study showed that public employees with learning goal orientation do embraced job crafting activities and the surprising finding that those with performance prove do not embraced such activities.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
This document summarizes a research study that compared job satisfaction levels in the public and private sectors. The study analyzed factors such as salary, organizational culture, time schedule, workload, feeling of inequality, lack of supervisory support, job stress, and job commitment. Based on survey results, public sector employees reported higher satisfaction with salary, organizational culture, time schedule, and feeling of inequality, while private sector employees reported higher satisfaction with lack of supervisory support. However, statistical analysis found no significant overall difference in job satisfaction between the two sectors. The study concludes that while some factors differ, both sectors report general satisfaction with their jobs. It provides implications and recommendations to increase employee satisfaction and retention.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
This document summarizes a study that examined the impact of work motivation on job satisfaction among employees in mobile telecommunication service organizations in Pakistan. The study used a survey questionnaire distributed to employees in two telecom companies. The results found a positive but weak relationship between work motivation and job satisfaction. While employees reported being satisfied with their jobs overall, the small sample size limits generalizing the findings to all telecom sector employees in Pakistan. The study concluded that management should take actions to improve work motivation in order to boost employee satisfaction and organizational performance.
This document is a project report submitted by C. Kalaiselvi to SRM School of Management in partial fulfillment of an MBA degree. The report studies job satisfaction of employees at Madras Cements Pvt Ltd. It includes an introduction defining job satisfaction, a literature review discussing theories of job satisfaction and its impact on employee performance. It also provides the company profile and outlines the research methodology and objectives of studying factors influencing job satisfaction levels at Madras Cements. Tables of data collected from employee surveys through questionnaires are presented for analysis.
A Study on Employees Job Satisfaction at Borax India Ltd Companyijtsrd
Job satisfaction is to find the level of job satisfaction. It ultimately decides the extent of employ motivation through the development of organizational climate or environment satisfaction is specific subset of attitudes held by organizational members. It is the attitude one has towards his or her job. Stated another way, it is one's effective response to the job. Job satisfaction in a narrow sense means attitudes related to the job. It is concerned with such specific factors has salaries , supervisory action, steadiness of employment, conditions of work, and relationship between employees and employers prompt settlement of grievances, fair treatment of employer and other similar items. Job satisfaction is related to different Socio economic and personal factors, such as age, gender, safety and comfort, working Environment, education, duration of work etc. The present paper will highlight different factors affecting job satisfaction in borax Indian ltd company. Indumathi. T | Govind Urmila | Srimathi. V "A Study on Employees Job Satisfaction at Borax India Ltd Company" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29215.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29215/a-study-on-employees-job-satisfaction-at-borax-india-ltd-company/indumathi-t
Effect of Employee Satisfaction on Intrapreneurship: An Analysis from Service...Muhammad Arslan
This paper seeks to investigate the relationship between employee satisfaction and intrapreneurship in the service
industry of Pakistan. In the competitive global environment, innovativeness in the products and services along
with new technology advancements is key for the success of firms. In existing firms, the new idea generation and
new business expansions in existing markets is a very crucial element. For achieving this objective,
organizations rely upon their employees because the intrapreneurs are employees of the firm. Employee plays an
important role in entrepreneurial activities. For getting the best out of the employees employee satisfaction with
the job is a crucial element which may depend on several factors. Organizational characteristics ,values and
employee related factors can lead an organization toward internal advancements like technology development,
generation of ideas or self-renewal process and innovativeness in products/services and new business expansions
that all will ultimately lead organization toward the more productivity and firm growth and business
development. Survey based study has been done and the data has been collected through a survey Questionnaire.
Sample of the study is 150 employees from the service sector of Pakistan. To check the relationship between the
variables the multiple response method has been used. With the help of statistical software SPSS cross tabs
tables has been generated. The findings of study reveal that role clarity and role conflict among the employees or
the relationship between the employees along with remuneration, general satisfaction with the work and job
stability of the employee decide about the employee satisfaction. Employee satisfaction has a positive
relationship with the intrapreneurship.
This document provides an overview of Brent Keijzers' bachelor thesis titled "Employee Motivation and Performance". The thesis examines the relationship between intrinsic and extrinsic motivation and employee performance. It is a literature review composed of five chapters. The first chapter introduces the topic and outlines the problem statement, research questions, methodology, and structure. The second chapter defines motivation and discusses theories by Herzberg and Maslow. The third chapter covers employee performance and methods for measuring it. The fourth chapter analyzes the relationship between motivation and performance. The fifth chapter presents conclusions, discussion, and managerial implications. The thesis aims to provide information to managers on motivating employees to improve performance.
A project report on job satisfaction of employees in dena banksujayshetty12
1. Job satisfaction is an important output that employees work for Organization.
2. It comprises of extrinsic and intrinsic factors and helps maintain able and willing work forces.
3. It is an interesting and significant area for conducting research.
4. The study made on topic of job satisfaction will reveal the factor of feelings of employees.
5. The report is useful to the management of the company to know the satisfaction levels of employees and they can make measures to increase productivity.
This document provides an extensive literature review on factors related to employee job satisfaction at Coca-Cola and Pepsi. It discusses prior research on how job satisfaction is influenced by factors such as salary, benefits, work environment, relationships with supervisors and colleagues, promotion opportunities, and personal adjustment. The review also examines differences in satisfaction between private and public sector employees. The literature establishes that job satisfaction is an important indicator of employee behavior and organizational performance.
This document appears to be the introduction chapter of a student's master's thesis on measuring job satisfaction among employees of Open Access Technology International, Inc. It provides background on job satisfaction, including its history and common models of job satisfaction like Locke's Range of Affect Theory, the Dispositional Theory, and Herzberg's Two-Factor Theory. It also outlines the structure of the rest of the thesis.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
The Most Effective Factor out of Psychological, Physical, and Environmental F...Uma Wickramaratne
This document provides an introduction to a study on identifying the most effective factor (psychological, physical, or environmental) for enhancing employee job satisfaction. It discusses the importance of job satisfaction and outlines the problem statement, objectives, and practical relevance of the study. The literature review defines job satisfaction, discusses relevant theories (affect theory, equity theory, two-factor theory), and how factors like communication and work environment can impact satisfaction. The study aims to help a company improve performance by increasing motivation.
A Study on Employees Job Satisfaction @ Enjayes Spices and Chemical Oils LImi...Subodh G Krishna
This document summarizes a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. The objectives of the study were to examine job satisfaction levels and how they are impacted by relationships with management, promotion opportunities, compensation, work environment and other factors. The research methodology included distributing questionnaires to collect primary data from a sample of 100 employees. Secondary data was also gathered from company records. Statistical analysis was used to analyze the collected data.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
This 2 page simple document gives you an insight into the Masters' level dissertation planning and strategy to keep your sanity while producing a good work.
Model of Employee Performance: Competence Analysis and Motivation (Case Study...QUESTJOURNAL
This document summarizes a research study that analyzed the effects of competency and work motivation on employee performance at PT. Bank Bukopin, Tbk in Indonesia. The study found that competency and work motivation simultaneously had a significant positive impact on employee performance. Specifically, competency had a significant positive partial effect on performance, while work motivation also had a significant positive partial effect. The dimension of skills under the competency variable had the highest correlation with the productivity dimension under the performance variable. The study concluded that improving employee skills would help increase productivity according to plans and rules.
The Effect of Workplace Relationship toward Job Satisfaction of Divine Word C...IJMREMJournal
The study was conducted to determine workplace relationship between employer and employees and among employees of Divine Word Colleges in Ilocos Sur, Philippines and its effect on the job satisfaction. Literatures and studies were reviewed, and questionnaires were used to gather the data related to workplace relationship and job satisfaction. The respondents of the study are employees of the colleges of Ilocos region which include Ilocos Sur and Ilocos Norte. The study is a descriptive study involving survey and fact-finding inquiry. Weighted mean and Pearson r were used to determine the workplace relationship and its correlation with job satisfaction. The study found that there is a significant correlation between workplace relationship and job satisfaction. Therefore, the study recommends that management need to monitor and improve workplace relationship between employer and employees and among employees and also improve and monitor factors that affect job satisfaction.
A STUDY ON JOB SATISFACTION AMONG THE EMPLOYEES IN PREETHI ENGINEERING ENTERP...IAEME Publication
Job satisfaction is the employee’s general attitude towards his job Management and the organization. A job provides both monetary benefits as well as satisfaction. Employees develop general attitudes while they interact with each other, with the general public customer manager administration and also with the members of their societies employees may feel satisfied moderately satisfied or highly satisfied. Similarly they may also develop negative attitude on the satisfaction scale. Task varieties, significance and other characteristics are the important factors for providing satisfaction to the employees.
This document summarizes a research article that examines the relationship between organizational commitment profiles and job satisfaction among employees in the Greek private and public sectors. The study uses surveys of over 1,100 private sector employees and 470 public sector employees in Greece. It finds that affective organizational commitment, which refers to an emotional attachment to the organization, has the strongest influence on levels of intrinsic and extrinsic job satisfaction. This confirms other research finding affective commitment to be most influential for behavioral outcomes of commitment. The study also contrasts commitment profiles and job satisfaction between the Greek private and public sectors.
Here is the analysis and interpretation of the data collected through the questionnaire:
1. Demographic Profile of Respondents:
- Gender:
- Male: 60%
- Female: 40%
- Age:
- Below 20 years: 10%
- 21-30 years: 50%
- 31-40 years: 30%
- Above 40 years: 10%
- Occupation:
- Student: 20%
- Professional (Doctor, Engineer, etc.): 30%
- Businessman: 20%
- Government employee: 15%
- Private employee: 15%
2. Purchase of Electronic Goods:
- Frequency of purchase in last 2 years:
This document discusses attitude and job satisfaction. It defines attitude as having cognitive, affective, and behavioral components representing a person's beliefs, feelings, and tendencies towards an object. While attitudes do not always perfectly predict behavior, the relationship is stronger when the attitude is important, specific to the behavior, accessible, and involves social pressures or direct experience. The document then discusses major job attitudes like job satisfaction, involvement, and organizational commitment, and their relationship to factors like performance, absenteeism, and turnover. It aims to understand causes and impacts of attitudes on job satisfaction for elementary supervisors.
Organization behavior is important for managers to understand in order to improve organizational performance. It involves the scientific study of human behavior in organizational settings and how individuals, groups, and structure impact behavior within an organization. Understanding OB helps managers motivate employees, improve group dynamics, manage change, and utilize organizational behavior concepts, theories, and tools. It is vital for managers to understand how people behave individually and in groups in order to get workers to perform effectively and efficiently. OB can be analyzed at the individual, group, and organizational levels, and managers need insight into behavioral factors at each level.
Impact of corporate social responsibility on employees' motivation of siddhar...Rajkumar Adhikari
Due to the recent unethical scandals caused by the world’s leading companies, there are now growing attentions to Corporate Social Responsibility (CSR) issues. CSR and its motivations have been investigated both academically and practically for a long time, however it seems these studies are not sufficient for consistent and convincing results. Also little is known about Scandinavian based companies. In order to fill in the gap and make an academic contribution to this field of study, which aims to investigate impact of CSR on employees’ motivation, through a case study of Siddhartha Group, which is a Nepali business organization and one of the Nepal major players in the manufacturing industry. The authors chose the company in consideration of their high commitment in CSR activities and access to firsthand data. Also, this study delimited its research area for deep understandings, and conducted from the company perspective. Today each and every organization of the worlds wants to be market competitive, successful and wish to get regular progress. The present era is totally aggressive and organizations despite of size, technology and market focus are facing employee maintenance challenges. To overcome these fetters a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most vital part so they need to be inclined and influenced towards tasks fulfillment. Organizations must plan different strategies to compete with the competitors and for increasing the performance of the organizations in order to achieve success.
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
This document is a project report submitted by Preetam Salve to Prof. Dr. Varsha Sonawane on the topic of organizational structure. It includes a declaration, certificate, acknowledgements, and index sections. The introduction provides definitions of key terms like company, corporation, and organizational structure. The review of literature section summarizes several academic sources on organizational structure and the relationship between structure and public relations roles. The objectives of the study are to understand organizational structure, management, design, and corporate strategies. The research methodology uses secondary data sources. The report then discusses functional organizational structure, its strengths in allowing specialization, and weaknesses in coordination.
Organizational Behavior, Attitude and LeadershipVidur Pandit
The document discusses organizational behaviour models and their impact on employee attitudes and job satisfaction. It conducted surveys to identify the preferred behavioural model of organizations and analyzed different job satisfaction parameters like rewards, personal development, job security, and relationships. The analysis found that parameters like rewards and recognition have the strongest impact on employee attitudes. The study aims to determine if the leadership styles of these organizations are effective for change management and which style is most suitable for successful change initiatives.
Optimizing the Profitable Link Between Employees and Customer Loyalty BehaviorAquent
The document discusses research on employee ambassadorship and its link to customer loyalty and business results. It presents a conceptual model showing that emotionally and rationally committed employees can become advocates who actively promote the brand, while disconnected employees may become saboteurs who negatively impact reputation. Research findings demonstrate strong correlations between employee commitment measures and customer loyalty/satisfaction ratings.
This document is a project report submitted by Rahul Surendra Jain, a student at N.G. Bedekar College of Commerce studying for his M.Com part-II in Business Management. The project analyzes the organizational behavior of Nestle. It includes Rahul's declaration that the information is true and original, as well as certificates from his college confirming the project work. The project report then provides an executive summary and analyzes various aspects of Nestle's organization including its company overview, strategies, structure, external and internal environments, culture, decision making processes, and conflicts.
The document discusses organizational behavior and key concepts related to it. It defines organizational behavior as the systematic study and application of knowledge about how individuals and groups act within organizations. It also outlines common management functions like planning, organizing, leading, and controlling. Additionally, it discusses topics like attitudes, their components and determinants, as well as outcomes of job satisfaction such as its relationship with productivity and turnover.
The document discusses attitudes, their formation, measurement, and impact in organizational settings. It defines attitudes as mental states that influence responses to people and situations. Attitudes are acquired through learning and socialization. They affect behaviors like job performance and can be measured through surveys. Managing attitudes is important for organizations, as attitudes influence how employees perceive their work and organization.
The document discusses achieving managerial effectiveness through the planned behavior approach. It begins with an acknowledgement and table of contents. It then discusses what managerial effectiveness means, including achieving organizational goals and objectives. Key managerial skills are communication, listening, commitment to truth, empathy, persuasion, and leadership. The planned behavior approach for achieving managerial effectiveness includes behavior, normative, and control beliefs that influence intentions and actual behavior. The difference between effective and regular managers is also examined.
Effects of Organizational Climate on Employee Motivation and Organizational C...Sameen Salman
Study on the effects of organizational climate on motivation and commitment of employees. this thesis study uses both primary research and secondary data to conclude the relationship between the variables.
1. Attitudes have three components - cognitive, affective, and behavioral. A negative attitude involves negative beliefs (cognitive), feelings (affective), and intended actions (behavioral).
2. While attitudes are assumed to predict behavior, other moderating variables like importance, social pressures, and direct experiences can influence the attitude-behavior relationship.
3. Major job attitudes include job satisfaction, involvement, commitment, perceived organizational support, and engagement. High levels of these attitudes are positively associated with performance, organizational citizenship behaviors, and customer satisfaction, but negatively related to absenteeism and turnover.
The document discusses attitudes and job satisfaction. It defines attitudes as evaluative statements that reflect how one feels about something. There are three main components of attitudes: cognitive, affective, and behavioral. It also discusses the major job attitudes of job satisfaction, job involvement, organizational commitment, and perceived organizational support. Finally, it discusses the importance of attitudes for workplace diversity and how attitude surveys are used to measure employee attitudes.
Similar to H1:Do employee satisfaction and their attitude work differ because of different work contract? H2:How much rewards and career are correlated to the concept of seeing work as a matter of honor?
Abstract This is a summary of about 250 words (no more than one side of double-spaced A4) that describes the topic; explain the aims and methods of the study and it should give a brief resume of the main conclusions and recommendations. Data Analysis and Findings The main results of your work should be presented, together with critical discussion. The chapter should: • Present and analyze all the results generated during the project. • Describe the extent to which the findings support the original objectives laid out for the project. The goals may be partially or fully achieved, or exceeded. Recommendations Your Recommendations should be feasible, practical and must place your conclusions within a concrete and practical framework. You need to consider your recommendations in the context of their possible human, financial, political, managerial, etc, implications. Your recommendations should be justified. Conclusion Your Conclusion should include a summary of your main arguments, drawing together the various themes and issues so that they can be brought to bear on the defined objectives of the study. As with all reports, there should be no new information introduced in this section. Appendices You should locate in the appendices all that information which gives an additional, quasi-relevant support to the arguments you are constructing. It is important that you put all the information you require the reader to attend to, in the main body of the text. Appendices should be consistently signified by letter (APPENDIX A, APPENDIX B) or by number (Roman or Arabic) and given titles that indicate their contents. Do remember to source information in appendices appropriately. List of Tables and Figures
The file contains a research proposal written on Employee turnover in Unilever, Pakistan addressing the following problem statement and research queries:
Research Objective:
The purpose of the study is:
‘’To investigate the factors influencing the employees turnover in Unilever Pakistan’’.
Research Questions:
1. To what extent unskilled labor leads to employee turnover?
2. Does work-life balance effects the employee turnover?
3. What contributions wage rate have toward employee turnover?
4. How much influence age have on employee turnover?
can be contacted at: summaya.sharif123@gmail.com
Kooij et al. (2016) - The Influence of FTP on Work Engagement and Work Perfor...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
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on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.
This document discusses flexibility and work-life balance. It defines flexibility as an organization's ability to adapt its workforce inputs. It examines models of flexibility proposed by Atkinson and Handy, and discusses how flexibility relates to concepts like the psychological contract and border theory. The document also identifies different forms of flexibility and initiatives organizations use to support work-life balance, discussing the business case and implementation challenges of flexibility and work-life balance programs.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Prosepctus employee retention wilfred brown_finalWilfred Brown
This document outlines a study that examined the relationship between employee perceived external prestige and employee retention. The study surveyed 50,000 employees across multiple industries and companies. It found that approximately 41% of respondents mentioned prestige as a reason for staying with their employer. The study provides insights for human resource professionals and company leaders seeking to improve employee retention. It suggests that enhancing a company's external prestige through marketing and branding may positively impact an employee's desire to remain with the organization.
Prosepctus employee retention wilfred brown_finalWilfred Brown
This document outlines a study that examined the relationship between employee perceived external prestige and employee retention. The study surveyed 50,000 employees across multiple industries and companies. It found that approximately 41% of respondents mentioned prestige as a reason for staying with their employer. The study provides insights for human resource professionals and company leaders seeking to improve employee retention. It suggests that enhancing a company's external prestige through marketing and branding may positively impact an employee's desire to remain with the organization.
This document provides a theoretical analysis of work-life balance as a tool for employee satisfaction and retention. It establishes the concepts of retention and employee satisfaction, and links them through empirical research. It defines work-life balance and discusses its historical context. The document argues that organizations can increase employee life satisfaction through work-life balance programs, creating a positive spill-over effect on job satisfaction. This can help with retention by increasing productivity and job satisfaction while reducing turnover intentions. Challenges to implementing work-life balance are also discussed.
This document is a case study and analysis of job satisfaction and dissatisfaction among workers at Nalco Water India Limited in West Bengal. It includes an introduction discussing approaches to measuring job satisfaction, such as overall ratings and ratings of specific job facets. The consequences of job satisfaction, like improved performance and reduced absenteeism and turnover, are also examined. The document consists of sections on literature review, aims of the study, methods, results, suggestions, conclusions and limitations.
Engaged in what? So what? A role-based perspective for the future of employ...The University of Alabama
This report reviews the history of employee engagement and then moves forward to consider ways in which engagement work can be improved in the future. The authors argue that focusing on role-based behaviors as the link between engagement and performance can help companies understand exactly how their engagement programs are performing and then how to improve them.
A study of job satisfaction and conflict resolution modes in the minda groupProjects Kart
This document summarizes a study on job satisfaction and conflict resolution modes within the Minda Group. It provides background on the company, reviews relevant literature on job satisfaction and conflict resolution models. The objectives and research methodology are described. Results and interpretations from administering a job satisfaction survey and conflict resolution assessment to top management are presented. The conclusion discusses the implications of the findings.
EFFECT OF WORK-LIFE BALANCE ON EMPLOYEE ENGAGEMENT IN INCREASING EMPLOYEE PER...AJHSSR Journal
ABSTRACT:Most firms focus on scenario planning and substantial operational reactions to preserve
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will be used to support the research data acquired from a list of questions or questionnaires. Work-Life Balance
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performance through employee engagement, according to the results of this study, which were analyzed using
Smart PLS software
KEYWORDS -Work-Life Balance, Employee Engagement, Employee Performance, Work From Home
This document compares the results of using a single-item measure versus a multiple-item measure to assess overall job satisfaction of university teachers. The study found that the single-item measure overestimated the percentage of satisfied teachers and underestimated the percentages of dissatisfied teachers and indifferent teachers compared to the multiple-item measure. The conclusion is that the single-item measure provides a more positive picture of job satisfaction than is justified when using the multiple-item measure.
This document is an acknowledgement section for a research project. It thanks four individuals - Dr. Lois Farquharson, Dr. David White, Dr. Felix Chan, and the author's wife Jusy - for their various contributions to the success of the project. It recognizes Dr. Farquharson for her guidance, Dr. White for his creative suggestions, Dr. Chan for monitoring the project workflow, and the author's wife for her constant love and support. The document then outlines the contents of the research paper, which includes chapters on introduction, literature review, research methods, data analysis, conclusion, appendices, and references.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
Human Resource Management Practices And Workers Job SatisfactionKimberly Williams
Human resource management practices and workers’ job satisfaction analyzes the relationship between HRM practices and workers' job satisfaction using data from two British datasets. The study finds that several HRM practices are associated with higher job satisfaction, including practices that promote ongoing learning. However, these effects are only significant for non-union members. Perceived pay inequality within a firm is linked to substantially lower job satisfaction for non-union members.
The document discusses factors that influence employee job satisfaction. It describes job satisfaction as how content an employee is with their job or aspects of their job. Researchers note job satisfaction can be affective (feelings about the job) or cognitive (thoughts about the job). Stress is a major cause of low job satisfaction, which can be caused by unreasonable workloads, lack of tools to do the job, and fear of losing one's job. Organizations can improve job satisfaction by focusing on engagement, compensation, benefits, relationships, career development, training, and job security. Job satisfaction is also related to work behaviors like absenteeism, turnover, and adjustment. Environmental factors like communication and relationships with supervisors also influence satisfaction. Individual
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
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This document provides an introduction and overview of a course on introduction to finance. It includes the course title, code, list of group members, lecturer, and covers key concepts related to time value of money including future value, present value, and calculating interest rates. The document contains examples and explanations of how to calculate future value, present value, and solving for interest rates and time periods using timelines and formulas.
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A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
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This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
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4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
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12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Authentically Social by Corey Perlman - EO Puerto Rico
H1:Do employee satisfaction and their attitude work differ because of different work contract? H2:How much rewards and career are correlated to the concept of seeing work as a matter of honor?
1. LUT School of Business and Management
A350A0050 Business Research Methods
Course Mentor: Mika Vanhala D.Sc. (Econ. & Bus.Adm.)
PAPER TYPE: QUANTITATIVE RESEARCH PAPER 2016
Date: 07.12.2016
Prepared by: Group 10
Md Zulfiqur Islam 0459285
Petruchuk Liisa 0408281
Rohan Erava 0504101
Sultan Islam 0500192
Tatichek Gleb 0499290
2. 2
Contents
1 Introduction ................................................................................................................ 3
2 Theoretical Framework.............................................................................................. 4
3 Methodology............................................................................................................... 8
3.1 Hypothesis ............................................................................................................. 8
3.2 Sampling................................................................................................................ 9
3.3 Data collection ..................................................................................................... 10
3.4 Reliability and Validity .......................................................................................... 11
4 Descriptives.............................................................................................................. 13
4.1 Mean Comparison Hypothesis.......................................................................... 13
4.1.1 Type of contract (BV13)................................................................................. 13
4.1.2 Employee Satisfaction and Attitude towards work ......................................... 14
4.2 Correlation hypothesis...................................................................................... 15
4.2.1 Rewards and Career...................................................................................... 15
4.2.2 Work is seen as honor ................................................................................... 16
5. Analyses .................................................................................................................. 17
5.1 Mean Comparison Test...................................................................................... 17
5.1.1 Two Tailed Two Sample T-Test..................................................................... 18
5.2 Correlation analysis........................................................................................... 19
5.3 Distribution analysis.......................................................................................... 21
5.3.1 Q2_rewardsandcareer distribution................................................................. 21
5.3.1 Q4_honor....................................................................................................... 22
6 Discussion................................................................................................................ 23
6.1 Mean Comparison test......................................................................................... 23
6.2 Correlation test..................................................................................................... 25
Conclusion................................................................................................................... 26
References................................................................................................................... 27
Appendices.................................................................................................................. 29
3. 3
1 Introduction
Management in general and Human Resource Management (HRM) in particular aim to
increase productivity of an organization through various policies, communication and
interaction with employees. Productivity of an organization can be derived from efficient
processes, lower costs or higher value for customers. However, it can be argued that
productivity is always a result of the workers’ efforts, which consequently depend on
employees’ motivation, satisfaction and general perception of the work environment and
conditions.
In this regard business and scientific communities have been looking for ever deeper
understanding of factors that might influence employee motivation and satisfaction with
their work. Beckmann, Cornelissen and Schauenberg (2009) in their study of the
German labor market have suggested that even such factor as a type of contract might
have an effect on work satisfaction and attitude and hence on productivity.
Therefore, in this paper, we are aiming to support or negate the assumptions using the
data from the Survey on Finnish Values and Attitudes (2010). Using the mean
comparison method our first hypothesis (H1) evaluates whether or not and to which
degree fixed-term and permanent contracts influence employees’ satisfaction and
attitude toward work. Our findings confirmed results received by Beckmann,
Cornelissen and Schauenberg (2009).
Additionally, due to availability of data we decided to assess an extra hypothesis (H2) -
finding the relation of reward and career to honor as perceived by employees using the
correlation analysis. The analysis shows a rather strong correlation and supports our
hypothesis.
Following chapter will introduce reader to theoretical rationale behind the two
hypothesis and possible benefits to managerial practices from the findings if they are
confirmed. Chapter three will discuss methodology, followed by chapter four, which will
introduce the descriptives. Lastly in chapters five and six we summarize our analysis
and review the findings.
4. 4
2 Theoretical Framework
1st Research Question: Our first research question relates type of work contract and
employee satisfaction and attitude towards job. The question is – Do employee
satisfaction and their attitude work differ because of different work contract?
Despite an increased interest in research on the employee satisfaction and attitude
toward work, there is still limited amount of evidence that the type of contract has any
influence on those two pivotal measurements for managers. Much of the prior research
concentrates on relationship between working hours, organizational culture, managerial
style and how they relate to the employee satisfaction and attitude toward work. Thus
influence of the type of contract on satisfaction and attitude of workers remain a grey
area. The two types of contracts that we put to scrutiny in our first hypothesis are fixed-
term and permanent contracts.
Fixed term contract refers to the contractual relationships between an employer and an
employee that ends up accomplishing a particular task for a specified period.
Employees hired under fixed-term contract are called fixed-term employees. They are
entitled to do works mostly in absence of other employees and to meet the increased
seasonal demand for businesses. For example, in case of maternity leave of a
permanent employee in an organization, a fixed term employee can be hired for a
period no longer than the maternity leave for the purpose of continuing activities
simultaneously. The duration of fixed term contract varies among countries. The
duration ranges from one year (including renewal) to no specified limits held by many
countries (UK Government, 2016a).
On contrary permanent contract is a contractual relationship between an employer and
an employee with no specified time. A permanent employee is appointed for a position
without pre-determining any time limit. Permanent employees work longer time in
organizations and become experienced and loyal to the organizations. However, in case
of business downturn, they are often fired by employers as cost-cutting strategy in order
to control the cost structure and thus, the profitability (UK Government, 2016b).
Clearly if the type of contract has any effects on employee satisfaction and attitude the
findings might have profound implications for managers, employees and organizations
5. 5
as such. In short, understanding this fact better would help managers to adopt suitable
practices and stimulate workers to achieve higher productivity. In the literature fixed-
term and permanent contracts in relation to employee satisfaction and attitude usually
associated with task diversity, stress aversion, relationships with peers and perception
of career growth (Beckmann, Cornelissen and Schauenberg, 2009, p.24). In other
words, permanent employees have a more diverse range of tasks at work and it is
normally perceived with higher satisfaction with the job. At the same time fixed term
employees tend to be more stress averse, since their presence in the organization is
limited and they approach tasks with less enthusiasm and more stress. Although these
variables go beyond our hypothesis this perspective is essential for understanding the
interconnectedness of the phenomena and identifying future areas of research.
Additionally, attitude toward work can be defined as how an employee feels about his /
her task or responsibility. It can be good (positive) or bad (negative). For example,
commonly speaking, what one is interested in what he / she is doing and is enjoying it.
Does the work make him / her passionate, does it encourage him / her to do more?
These may be a few of questions that can help people identifying their attitude toward
work. In brief, in terms of employees’ attitude, it defines how they feel about the
assigned work.
Furthermore, satisfaction with work reflects an employee’s positive feeling about his job
resulting from evaluating the traits of that job. However, the positive feeling lies on many
different factors, including working environment, benefits, duties and responsibilities,
flexibility, decentralized power and so on (Beckmann, Cornelissen and Schauenberg,
2009, p.25). An individual employee’s satisfaction might vary depending on which factor
he / she places more weight in determining his / her own level of satisfaction. For
example, for some employees better and safer working environment is higher priority
than for others who seek more compensation benefits. We presume that employees
with a permanent contract have higher satisfaction with work than those with a fixed
term contract, the reasons behind their satisfaction might range from a diverse array of
things mentioned earlier.
During our research we came to know that permanent contracts have more influence
employee satisfaction and attitude as compared to fixed-term contract because
6. 6
employees under permanent contracts have assurance of safety of their job and also
they can build a strong relationship with their team member. There is also a benefits of
holiday, pension, sick pay etc. which is usually not available for the employee having
fixed contract. The company usually invest more on permanent employees such as for
training or sending abroad for new projects etc. It has been seen that statistically the
permanent employees are more likely to achieve higher status in the company as
compared to the fixed term contract employees hence because of this reasons
permanent contract employees have more satisfaction and attitude towards the job as
compare to the fixed term contract employees.
2nd Research Question: How much rewards and career are correlated to the concept of
seeing work as a matter of honor?
In our second hypothesis we make an assumption that reward and career are related to
honor.
In the work-related context we define reward as tangible and intangible benefits that
employees receive in return for the performed work. On one hand tangible benefits can
be defined as benefits that take form of compensation, bonus, salary increments,
performance-based benefits and, etc. On the other hand, intangible benefits can be for
example, praise for good work and performance by the boss, promotion, safety and
health schemes for employees and so forth. In other words, benefits can be related
either directly to monetary compensation or to the well-being of employees and their
families. Management science has proven that both types of rewards are necessary for
better employee performance.
In case of tangible benefits, it is rather clear that monetary compensation motivates
employees to a certain degree. It is often the case that our performance at work is
directly related to the sum of money that we receive, which can be seen by some as a
degree of appreciation and honoring of their work. After all, our income allows us to buy
things that we want and to live the lifestyle that we enjoy. Therefore, additionally
monetary rewards might be related to honor in a sense that employees, who get
performance benefits are admired / honored by their colleagues and friends.
7. 7
At the same time management gurus were always concerned about increasing
employee motivation and productivity through more indirect or intangible rewards. In
1960s a behavioral management school started showing evidence that employees can
be motivated beyond traditional means of pay and control. Elton Mayo, Abraham
Maslow and Douglas McGregor, who contributed to this school viewed employees as
individuals, resources, and assets to be developed and worked with — not as
machines, as in the past (Cliffnotes, 2016).
Typically, intangible rewards are associated with the culture, business model and
hierarchy within an organization that translates into appreciation and respect towards
employees. In fact, employees see benefits extended to them by the organization as
symbol of honor and respect not only for their past efforts, but also because the
organization genuinely cares about the workers. As mentioned before, organizations
and employers see those benefits and awards as a way of motivating so that employees
can deliver their best output for organizational growth and prosperity. Thus, it is a win-
win situation for employers to increase employees’ productivity and make profitable
business as well.
However, reward is not the only variable in our hypothesis, we argue that career is
related to honor too. Career is a term that can be defined from many perspectives. In
general, what we understand by career is an employee’s attempt to progress in his / her
occupational life by taking actions at different phases in life while realizing own
potential. In organizational context, employee’s position within the hierarchy and
consequent progression to the top play an important role. Career growth in this regard
can be perceived as appreciation and honor of the performance of an employee in the
eyes of his / her superiors, friends and relatives. One’s progress in career implies that
he / she has new role, new responsibilities, and thus he / she will be treated differently
than before. An employee’s rank and position affect the way he / she is treated by
others (whether it is internally or externally) it can be seen as a successful sign of
realizing one’s potential.
8. 8
As a brief recap one should mention that our second research question assumes that
tangible, intangible rewards and career related to honor whether it be external or
internal one.
3 Methodology
In this chapter, we will discuss about the general approach which we are going to carry
out in our research paper. Quantitative research is classified into three types which are
descriptive, experimental and casual comparative. For our research paper, we will go
with descriptive research method in which correlational, developmental design,
observational studies, and survey research are used. Our research model is divided into
six phases which are shown in figure 1. The illustrated path from hypothesis to
conclusion is a path we are going to follow to get the result of our research question.
The data we would be using for our hypothesis is the survey with structured
questionnaires whereas for the data management, descriptive and statistical analysis
we would be using the software called statistical analysis software (SAS) which can
mine, alter, manage and retrieve data from a variety of sources and perform statistical
analysis on it.
Figure 01: quantitative research method path.
3.1 Hypothesis
In this research paper, we are going to work on two hypotheses where one will be
related to mean comparison and the other one will be correlation analysis as mentioned
in the theoretical part. In order to test the hypothesis, we have used the deductive
method which is shown in figure 2. A deductive approach is developing a hypothesis
based on existing theory, and then designing a research strategy to test the hypothesis.
(Wilson, J. (2010))
9. 9
Figure 02: Application of Deductive Approach (Wilson, J. (2010))
In our research paper, for the 1st hypothesis we have taken the variables for the attitude
and satisfaction (Q1_satisfactionandattitude) of the people towards work and linked it
with the type of contract (BV13) which is permanent and fixed term contract whereas for
2nd hypothesis we have taken variables of rewarding and career (Q2_rewardandcareer)
and related it with work which is seen as honor (Q4_honor). These variables will be
tested and analyze using statistical analysis software to get the result of confirmation or
rejection.
3.2 Sampling
Our research is mainly focused on the people of Finland. As our both research question
is related toward the employment hence we would be concentrating on people who is
employed and having age group between 18-70. In general, there are two type of
sampling which is probability sampling and non-probability sampling but for our
research paper we would go with probability sampling which include random selection in
choosing some population elements. The internet survey with structured questionnaires
would be the best option for sampling the data for our research question and the people
who are employed can participate in that survey.
The data which we would be using for sample will be the surveys on Finnish Values and
Attitudes which was conducted by Finnish Business and Policy Forum (EVA) in 2010.
The data consist of two separate samples. The first sample was the internet survey
conducted by Taloustutkimus, with 2,048 respondents completing the questionnaire.
The second sample was the traditional simple random sample drawn from the Finnish
10. 10
population register (excluding the Åland Islands inhabitants) used for EVA surveys. In
this sample the number of adequately completed posted questionnaires was 1,124
persons. Both samples received the same questions. (Finnish Social Science Data
Archive, 2010)
3.3 Data collection
Data collection is the process of gathering and measuring information on variables of
interest, in an established systematic fashion that enables one to answer stated
research questions, test hypotheses, and evaluate outcomes. The data collection
component of research is common to all fields of study including physical and social
sciences, humanities, business, etc. While methods vary by discipline, the emphasis on
ensuring accurate and honest collection remains the same. (Northern Illinois University)
The data which we have collected is survey conducted by Finnish Business and Policy
Forum (EVA) in the form of SPSS portable file. The management of the file is done by
using SAS software. The survey was conducted in Finland with the age group between
18 and 70. The data contains 114 variables and 3172 cases. And the type of method for
data collection used is cross-sectional study. The main themes of this survey were
occupational life, working conditions in Finnish workplaces, national economy,
employment, time use and work-life balance. Other topics included the significance of
certain job characteristics and paid work in general. First, the respondents were asked
whether they agreed with several statements relating to working life and the Finnish
society. The next set of questions problems views on the importance of certain job/work
characteristics to the respondents. And finally, the respondents evaluated how likely it
was that certain changes would take place in occupational life in Finland. (Finnish
Social Science Data Archive, 2010)
In this data, they have used two different survey which is internet and postal with same
questions and combine it into one data. The biggest disadvantages of both survey are
that there is no control over who has responded the survey hence the result of the
survey is not completely reliable because there is possibility that out of 3172
respondents not all would be employed may be some are unemployed or students. The
more better option would be to make structured questionnaires in paper and go the
11. 11
companies where it can be distributed among the employers to fill the data hence it
would give the assurance that all the respondents are employers.
3.4 Reliability and Validity
The purpose of reliability and validity of measure is to evaluate the performance of the
hypothesis to identify possible issues related to its internal consistency, ability to
measure the phenomenon and potential sources of measurement error. Of special
importance is its ability of discriminate between virtual and traditional teams.
Reliability refers to the consistency, stability and repeatability of results i.e. the result of
a researcher is considered reliable if consistent results have been obtained in identical
situations but different circumstances (Twycross and Shields, 2004, p.36)
For our research paper hypotheses, we will be using Cronbach's alpha to measure
internal consistency that is, how closely related a set of items are as a group. It is a
measure of scale reliability. The scale to check whether the variable is acceptable or not
is shown in figure 3.
Figure 03: Scale to check reliability (Tavakol and Dennick, 2011)
The variables which we are used for our hypothesis are:
1. Work is seen as honor
2. Rewarding and career related
3. Attitude and satisfaction towards work
12. 12
For the variable 1 and 2 the Cronbach's alpha value is 0.84 and 0.74 which is coming in
the acceptable and good range whereas for the variable 3 the Cronbach's alpha value is
0.49 which is in the marginal range of poor range but there can be several probable
reasons for the value to be very low like:
Different person finds satisfaction and attitude in different means. Thus, the
response will vary in the same group.
It is also noted that there are around 900 missing values out of 3172
respondents.
Not proper understanding of the question regarding this satisfaction and attitude
towards work question as it is sometimes difficult to understand and the
understanding varies from person to person.
Hence due to above reason we have neglected the low value and taken this variable in
our hypothesis to formulate the research question which we are going to analyze and
test in the following chapters.
Validity is the extent to which any measuring instrument measures what it is intended to
measure. It is possible for a measurement to be reliable but invalid however, if a
measurement is unreliable, then it cannot be valid (Thatcher, 2010, p.125; Twycross
and Shields, 2004, p.36). There are generally four type of validity i.e conclusion,
internal, construct and external and we are going with construct validity which define
how well a test or experiment measures up to its claims for example a test designed to
measure Attitude and satisfaction towards work must only measure that construct.
In this research paper, we are analyzing two hypotheses i.e. mean comparison and
correlation analysis and we will be using statistical analysis software (SAS) to measure
the validity of both hypotheses hence we will be using the ANOVA, t test, correlation
and distribution analysis in order to measure how well the questions which we have
formulated are related to the hypothesis. Moreover, the variables were grouped by the
survey authority according to their relevance to the themes. From these point of view,
we can state that we are conducting our research on the data with better validity.
13. 13
4 Descriptives
Descriptive statistics is a term of the data analysis which describes, shows and
summarizes data in a meaningful way using tables, charts and images (Lund Research,
2013). In this research paper, we have two different hypotheses and the summary
statistics of the related variables have been extracted using SAS. For descriptive
statistics, we mainly used bar chart, histogram, pie chart, frequency table and scatter
plot. We used all of these because all of these are necessary to show the movement of
data and frequency of data.
4.1 Mean Comparison Hypothesis
According to 1st research question, our 1st hypothesis about mean comparison is
related to two variables, type of contract (BV13) and employee attitude and satisfaction
(Q1_satisfactionandattitude) towards the work.
4.1.1 Type of contract (BV13)
In the research data respondents had to answer what kind of job contract they have with
the employers. There were three types of responses: permanent contract (1) and fixed-
term contract (2). According the frequency indicators, the biggest part of respondent has
permanent contract type. Only 12% of respondent have said that their type of job
contract is fixed-term. Unfortunately, big amount of respondents with 28% had refused
to reveal this information which stays as unknown. We extracted the frequency
distribution table (Appendix 01), frequency distribution chart (Appendix 02) and
histogram of BV13 (Appendix 03) which shows more detailed statistics than the pie
chart below.
14. 14
Figure 04: Response statistics of BV13 variable
4.1.2 Employee Satisfaction and Attitude towards work
In the research data respondents had to answer do they have positive level of
satisfaction and good attitudes towards work. There were five types of responses:
strongly agree (1), agree to some extent (2), difficult to say (3), disagree in some extent
(4) and strongly disagree (5). According the frequency indicators 29% of employees are
strongly agreeing and 45% of them are agreeing to some extent that they do have
satisfaction and positive attitudes towards their work. Nevertheless, 20% of the
respondents had a difficulty to confirm about the satisfaction and attitude toward work.
Based on the responses, we plotted a scatter plot of the whole population response
(Appendix 11).
From the descriptive statistics (Appendix 04), we found the mean 2.24, median 2.00
with a standard deviation of 0.85. We extracted the frequency distribution table
(Appendix 05), frequency distribution chart (Appendix 06) and histogram of employee
satisfaction and attitude towards work variable (Appendix 07) which shows more
detailed statistics than the pie chart below. Moreover, to understand independent
variable’s group wise (Permanent contract & Fixed contract) responses, we plotted bar
chart of the dependent variables responses in different independent variable group
(Appendix 08-10).
Permanent
Contract
60%
Fixed
Contract
12%
No
Response
28%
Response Stats : Type of Contract
15. 15
Figure 05: Response statistics of Q1_satisfactionandattitude variable
4.2 Correlation hypothesis
Our 2nd hypothesis about correlation is related to two variables, rewards and career
(Q2_rewardandcareer) and work seen as honor (Q4_honor).
4.2.1 Rewards and Career
In the research data respondents had to answer what is the importance level of
rewarding system is related to worker career. There were six types of responses: very
important (1), important (2), fairly important (3), not very important (4), not at all
important (5) and can’t say (6). According the frequency indicators, the most common
answer was that rewarding system is fairly important for the career perspectives, with
47% and 33% of the respondents think it is important in career. Based on the
responses, we plotted a scatter plot of the whole population response (Appendix 12).
From the descriptive statistics (Appendix 13), we found the mean 2.68, median 2.75
with a standard deviation of 0.74. We extracted the frequency distribution table
(Appendix 14), frequency distribution chart (Appendix 15) and histogram of rewards and
career variable (Appendix 16) which shows more detailed statistics than the pie chart
below.
Strongly Agree
29%
Agree to some
extent
45%
Difficult to say
20%
Disagree to
some extent
5%
Strongly
disagree
1%
Response Stats : Satisfaction & Attitude
16. 16
Figure 06. Response statistics of Q2_rewardandcareer variable
4.2.2 Work is seen as honor
In the research data respondents had to answer in what extent they value their work as
an honor. There were six types of responses: to a great extent (1), to a fairly large
extent (2), to some extent (3), to a small extent (4), not at all (5) and can’t response (6).
According the frequency indicators less than 1% of respondents can’t respond or did not
respond at all to this matter. Meanwhile only 2% of people stated that work is honor for
them in great extent because more than half of people took to some extent. Based on
the responses, we plotted a scatter plot of the whole population response (Appendix
17). From the descriptive statistics (Appendix 18), we found the mean 2.88 with a
standard deviation of 0.69. We extracted the frequency distribution table (Appendix 19),
frequency distribution chart (Appendix 20) and histogram of work is seen as honor
variable (Appendix 21) which shows more detailed statistics than the pie chart below.
Figure 07: Response statistics of Q4_Honor variable
Very important
7%
Important
33%
Fairly important
47%
Not very
important
12%
Not at all
important
0%
Can't say
1%
Response Stats : Rewards and Career
Great extent
2%
Fairly large
extenet
27%
To some extent
52%
To a small extent
17%
Not at all
1%
Can't say
1%
Work is seen as Honor
17. 17
If we see the correlation matrix, we can see the relation between these two variables:
Variable Mean Std. Dev.
Correlation
Q2_rewardandcareer Q4_honor
Q2_rewardandcareer 2.6778835 0.7428307 1.00 0.30305
Q4_honor 2.8787749 0.6857290 0.30305 1.00
Table 01: Correlation Matrix between Q2_rewardandcareer and Q4_honor
5. Analyses
5.1 Mean Comparison Test
To conduct the hypothesis test, we have conducted the test for difference between two
means which is known as Mean Comparison Test. For mean comparison test, we have
conducted a two-tailed two sample T-test with our 1st Hypothesis which is:
Ho: Permanent contract (BV13) doesn’t influence employee satisfaction and attitude
(Q1_attitudeandsatisfaction) more than Fixed term contract (BV13).
H1: Permanent contract (BV13) influences employee satisfaction and attitude
(Q1_attitudeandsatisfaction) more than Fixed term contract (BV13).
However, there is a technical reasoning behind the usage of T-Test instead of ANOVA
for this hypothesis. The reason behind choosing T-test is there are only two (2) distinct
variable response or classes in the classification variable whereas as per the
instruction, there should be at least three or more classes in the classification variable to
perform the complete ANOVA testing.
18. 18
5.1.1 Two Tailed Two Sample T-Test
This test has two parts where in the first part we have conducted the test to see whether
there is any difference between the variance. In that case, our hypothesis becomes:
Ho: Variances of two groups are equal.
H1: Variances of two groups are not equal.
From two tailed two sample T-Test, firstly we found the below data:
Equality of Variances
Method Num DF Den DF F Value Pr > F
Folded F 1887 383 1.01 0.9181
Table 02: Equality of Variance Test
From the P value of the test, it is eminent that the null hypothesis (Ho) is accepted, as P
value>0.05, which indicates that the variances of two groups are equal. In that case, as
the null hypothesis is accepted, we need to read the first line of the two methods of
mean equality testing which is Pooled Method. The hypothesis of Pooled Method is:
Ho: Means of two groups are equal.
H1: Means of two groups are not equal.
Based on the test, the result of the test is given on table below:
Method Variances DF t Value Pr > |t|
Pooled Equal 2270 -2.52 0.0117
Satterthwaite Unequal 551.72 -2.53 0.0116
Table 03: Pooled method of Mean Equality Test
Based on the Pooled Method result, P value is much smaller than 0.05 which indicates
the inequality of means, hence, rejects null hypothesis of equal means.
Moving forward to the next step, where we need to check the difference of the means
from the test as the Pooled Method Null Hypothesis has been rejected based on P
19. 19
value. We need to see how much the mean differs between the groups using the upper
limit and lower limit at 95% confidence interval:
Independent variable
(BV13)
Method Mean 95% CL Mean Std Dev 95% CL Std Dev
Permanent contract (1) 2.1504 2.1115 2.1893 0.8619 0.8353 0.8903
Fixed contract (2) 2.2721 2.1861 2.3582 0.8578 0.8011 0.9232
Difference (1-2) Pooled -0.1217 -0.2163 -0.0272 0.8612 0.8369 0.8870
Difference (1-2) Satterthwaite -0.1217 -0.2161 -0.0273
Table 04: Mean Difference between groups in different methods
From the above table, we derived the upper limit and lower limit at 95% confidence
interval of the mean difference as below:
-0.2163 < Permanent Contract mean – Fixed Contract mean < -0.0272
Point to be noted here that if the score is closer to 1, it indicates that the specific type of
contract has more influence in employee satisfaction and attitude towards job. As the
mean is coming from the responses of the respondents, so if the mean is closer to 1,
then it indicates more influence to satisfaction and attitude. From this relationship
equation, it is visible that Permanent Contract mean has lower value, hence, more
influence in employee satisfaction and attitude.
This above two tailed two sample T-Test confirms the rejection of our null hypothesis
which says that Permanent term contract doesn’t influences employee satisfaction and
attitude more than Fixed term contract. This rejection has been confirmed based on two
step testing of variance and means between these two groups.
5.2 Correlation analysis
This analysis assesses the correlation between two continuous variables and for our
report, we have selected Q2_rewardsandcareer and Q4_honor. We wanted to look
through the correlation between these two variables. As these two variables should
correlate with each other as per the theory, we wanted to check the statistical measure
to see how much correlation is there between these two variables. As both of these
20. 20
variables are non-normally distributed, we used Spearman Correlation Coefficient to
assess the correlation. In this analysis, our hypothesis will be:
Ho: Q2_rewardsandcareer and Q4_honor are not correlated.
H1: Q2_rewardsandcareer and Q4_honor are correlated.
By putting both variables in analysis variables, we found below result:
Spearman Correlation Coefficients
Prob > |r| under H0: Rho=0
Number of Observations
Q2_rewardsandcareer Q4_honour
Q2_rewardsandcareer
Rewarding and career
1.00000
3153
0.29967
<.0001
3140
Q4_honour
Honour
0.29967
<.0001
3140
1.00000
3151
Table 05: Correlation Analysis
From the above correlation analysis, we found P value less than 0.05 (P<0.05) which
indicates the positive correlation between these two variables and rejection of Null
Hypothesis of no correlation. The correlation measure is approximately 30%.
Figure 08: Correlation Analysis Result against the standard
-1.00
PERFECTLY
NEGATIVE
CORRELATION
-0.50
EVIDENT
NEGATIVE
CORRELATION
0.00
NO
CORRELATION
0.50
EVIDENT
POSITIVE
CORRELATION
1.00
PERFECTLY
POSITIVE
CORRELATION
0.30
EVIDENT
POSITIVE
CORRELATION
BETWEEN THE
ANALYSIS
VARIABLES
21. 21
5.3 Distribution analysis
In terms of distribution analysis, to see whether the distribution is normal or not, we
conducted Kolmogov-Smirnov test. In our second hypothesis of correlation, there are
two variables Q2_rewardsandcareer and Q4_honor. We conducted the same test for
both variables to have the understanding about their distribution normality.
5.3.1 Q2_rewardsandcareer distribution
In Kolmogorov-Smirnov test, we conducted the test with the null hypothesis of normally
distribution. So, our hypothesis for this test is:
Ho: Tested variable is normally distributed.
H1: Tested variable is not normally distributed.
As per the test, the normality of distribution can be derived from the below result table:
Goodness-of-Fit Tests for Normal Distribution
Test Statistic p Value
Kolmogorov-Smirnov D 0.0657564 Pr > D <0.010
Cramer-von Mises W-Sq 1.8032802 Pr > W-Sq <0.005
Anderson-Darling A-Sq 10.1246632 Pr > A-Sq <0.005
Table 06: Goodness of Fit test for normal distribution for Q2_rewardsandcareer
From the above table, we can see the P value is less than 0.05 which rejects the Null
Hypothesis that means the analysis variable (Q2_rewardsandcareer) does not have
normality in the distribution. From the histogram of the data series, it can be seen that
the series is slightly skewed to the left, hence, it is not normally distributed. Also, strong
responses can be seen at the most left corner (positive response to importance) which
can be another reason behind the non-normality of the distribution. It is logical that this
distribution would be skewed to left because generally people tend to put more
importance in rewards and career. Moreover, the normal percentile plot has been
derived from SAS as well for this variable (Appendix 22).
22. 22
Figure 09: Histogram of Q2_rewardsandcareer
5.3.1 Q4_honor
In Kolmogorov-Smirnov test, we conducted the test with the null hypothesis of normally
distribution. So, our hypothesis for this test is:
Ho: Tested variable is normally distributed.
H1: Tested variable is not normally distributed.
As per the test, the normality of distribution can be derived from the below result table:
Goodness-of-Fit Tests for Normal Distribution
Test Statistic p Value
Kolmogorov-Smirnov D 0.04615180 Pr > D <0.010
Cramer-von Mises W-Sq 0.73468148 Pr > W-Sq <0.005
Anderson-Darling A-Sq 3.91890101 Pr > A-Sq <0.005
Table 07: Goodness of Fit test for normal distribution for Q4_honor
From the above table, we can see the P value is less than 0.05 which rejects the Null
Hypothesis which means the analysis variable, (Q2_rewardsandcareer), does not have
23. 23
normality in the distribution. From the histogram of the data series, it can be seen that
the series is slightly skewed to the left, hence, it is not normally distributed. But, it can
be said from the histogram that this distribution has more normality tendency than
Q2_rewardsandcareer. Also, more responses can be seen at the left corner (positive
response to work is seen as honor) which can be another reason behind the non-
normality of the distribution. It is logical for people to consider their work as an honor for
them.
Figure 10: Histogram of Q4_honor
6 Discussion
We have conducted both of our hypothesis tests in SAS software and came up with the
results and decisions. However, in some cases, the data didn’t act as per our
expectation but it is quite understandable because of the large population and their
different mindset about the workplace related factors.
6.1 Mean Comparison test
In this stage, we conducted a two tailed two sample T-test in two steps, 1st step is to
check the variance variability and 2nd step is to check the mean variability, and tested
24. 24
our hypothesis. Our hypothesis was to check the influence variability of different type of
contracts (Permanent and Fixed) in employee satisfaction and attitude towards their job.
Statistically, there has not been significant variance difference in responses of two
groups of permanent contract employees and fixed contract employees. Based on the
Pooled method, we found the means are not equal and from the detailed data, we found
that, permanent contract employees tend to possess higher satisfaction and better
attitude towards work than fixed term contract.
In our theoretical part, we provided sufficient reasoning behind the permanent contract
employee’s satisfaction and attitude. The mean comparison test confirmed our
assumption on the support of permanent contract employees thus, the tests didn’t
provide any surprising result.
However, an influencing factor to support the permanent contract can be a large
number of respondent group, six times bigger than fixed term contract. Moreover,
despite of having such reasoning behind, it is quite understandable from the present
workplace phenomena that permanent contract employees tend to have more
satisfaction as they have their job security and better know-how about the job. Thus, it
influences their attitude towards their work. On the other hand, due to having a certain
period contract, fixed term contract employees lack in the satisfaction as they know that
at the end of the contract period, they have to search for another job. We can tell that
the present workplace phenomena support our hypothesis that there is a difference of
satisfaction and attitude in these two groups and permanent contract employees have
been proven to be the group whose satisfaction and attitude is more influenced by their
work contract.
However, this result may vary in different countries like China where project work can
be more readily available because of boom of different industry. And in this era of online
work platform, fixed term contract may reign in the workplace industry soon.
25. 25
6.2 Correlation test
In this stage of testing, we conducted a correlation test to see whether reward and
career related matters have any correlation with the concept of seeing work as a matter
of honor.
Using the Spearman correlation test, we found there is a slight positive correlation
between rewarding system in career and feeling honored about the career. Though
according to correlation standard, at least 50% correlation can be said as strong
evidence of correlation. But, our result indicates at least some correlation exists
between these two variables.
Theoretically, reward system in a career motivates an employee and keep him
considering his/her career as a matter of honor in the society. As everyone favors
career recognition and the matter of honor is related to this recognition system, thus,
our testing proves the present workplace phenomena to some extent.
The lower value of the correlation may be influenced by the large number of
respondents. As the matter of honor is relative to person to person, thus, a person can
consider the reward as a part of honored career, whereas another person can value
something else as a part of the honored career. This relativity influenced this concept of
honored career and lowered the correlation. However, this may vary from country to
country and industry to industry. But, we need to mention again about the progression
of online work platform where millions of freelance workers are working with integrity
and earning good reviews (can be seen as reward or recognition) which gives them a
satisfaction and honor of working in that industry or sector or for a specific company.
26. 26
Conclusion
Our analysis has supported initial hypothesis that permanent contract has higher
influence over employee satisfaction and attitude toward work than fixed-term contract.
It is important to note that although the reliability measure value was rather low, we still
were able to receive the expected results. We assume that the low reliability measure
was due to the missing data from 900 respondents. Nevertheless, the outcome in
general satisfies our assumptions and follows the pattern of our logic. Therefore, our
first hypothesis serves reasonable grounds and can be considered as a correct one.
At the same time, the second hypothesis showed positive correlation between reward
and honor. This means that reward-based work leads to employees’ honor. Similar to
the first hypothesis the variables did not completely correlate with each other as per our
assumption. Nevertheless, the result that we received is positive and shows some
correlation between reward and honor.
For further research we suggest to study the same questions using the data that was
collected primarily for the purpose of finding the effect of the type of contract on
employee satisfaction and attitude toward work. Similarly, suggestion can be made in
relation to the second hypothesis, since partially we attribute lower correlation than
expected to a slightly vague definition of the variable ‘honor’ in this particular data set.
27. 27
References
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(Accessed: 28 November 2016).
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TWYCROSS, A. & SHIELDS, L. (2004). Validity and reliability - What's it all about? Part
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29. 29
Appendices
Appendix 01
Figure 11: Frequency Distribution of Type of Contract (BV13)
Appendix 02
Response of BV13 Count %
Permanent Contract 1888 60%
Fixed Contract 384 12%
No Response 900 28%
Grand Total 3172 100%
Table 08: Frequency Distribution Table of Type of Contract (BV13)
Appendix 03
Figure 12: Histogram of Type of Contract (BV13)
[1: Permanent Contract, 2: Fixed Contract]
1 2
Type of Contract (BV13)
30. 30
Appendix 04
Basic Statistical Measures
Location Variability
Mean 2.238178 Standard Deviation 0.85449
Median 2.000000 Variance 0.73015
Mode 2.000000 Range 4.00000
Interquartile Range 1.50000
Table 09: Descriptive statistic of Q1_satisfactionandattitude
Appendix 05
Attitude and satisfaction
Q1_attitudeandsatisfaction Frequency Percent
Cumulative
Frequency
Cumulative
Percent
1 76 8.44 76 8.44
1.5 86 9.56 162 18.00
2 241 26.78 403 44.78
2.5 241 26.78 644 71.56
3 110 12.22 754 83.78
3.5 98 10.89 852 94.67
4 31 3.44 883 98.11
4.5 9 1.00 892 99.11
5 8 0.89 900 100.00
Table 10: Frequency Distribution Table of Q1_satisfactionandattitude
31. 31
Appendix 06
Figure 13: Frequency Distribution of Q1_satisfactionandattitude
Appendix 07
Figure 14: Histogram of Q1_satisfactionandattitude
0 50 100 150 200 250
Frequency
1
1.5
2
2.5
3
3.5
4
4.5
5
Attitudeandsatisfaction
Distribution of Q1_attitudeandsatisfaction
32. 32
Appendix 08
Figure 15: Bar Chart of Q1_satisfactionandattitude (No classification)
Appendix 09
Figure 16: Bar Chart of Q1_satisfactionandattitude (Permanent Contract)
34. 34
Appendix 12
Variable Label Mean Std Dev Variance Minimum Maximum N N Miss
Q2_rewardsand
career
Rewarding
and career
2.68 0.74 0.55 1.00 5.00 3153 19
Table 11: Descriptive statistic of Q2_rewardandcareer
Appendix 13
Responses
Count of
Q2_rewardandcareer
%
Scale of
score
Very important 212 7% 1-1.5
Important 1058 33% 1.51-2.5
Fairly important 1481 47% 2.51-3.5
Not very important 384 12% 3.51-4.5
Not at all important 18 1% 4.5-5
Can't say 19 1%
Grand total 3172 100%
Table 12: Frequency Distribution Table of Q2_rewardandcareer
Appendix 14
Figure 19: Frequency Distribution Chart of Q2_rewardandcareer
1.0 1.2 1.4 1.6 1.8 2.0 2.2 2.4 2.6 2.8 3.0 3.2 3.4 3.6 3.8 4.0 4.2 4.4 4.6 4.8 5.0
Rewarding and career
0
2
4
6
8
10
12
Percent
Distribution of Q2_rewardsandcareer
36. 36
Appendix 17
Variable Label Mean Std Dev Variance Minimum Maximum N N Miss
Q4_Honor Honor 2.88 0.69 0.47 1.00 5.00 3151 21
Table 13: Descriptive statistic of Q4_Honor
Appendix 18
Honor Count % Scale of score
Great extent 67 2% 1-1.5
Fairly large
extent 857 27%
1.51-2.5
To some extent 1651 52% 2.51-3.5
To a small extent 538 17% 3.51-4.5
Not at all 38 1% 4.5-5
Can't say 21 1%
Grand Total 3172 100%
Table 14: Frequency Distribution Table of Q4_Honor
Appendix 19
Figure 22: Frequency Distribution Chart of Q4_Honor
1.0 1.2 1.4 1.6 1.8 2.0 2.2 2.4 2.6 2.8 3.0 3.2 3.4 3.6 3.8 4.0 4.2 4.4 4.6 4.8 5.0
Honour
0.0
2.5
5.0
7.5
10.0
12.5
15.0
Percent
Distribution of Q4_honour