This study examines job satisfaction among employees in public and private sector banks in India. The document provides background on definitions of job satisfaction and factors that influence it. It outlines the study's objectives to measure and compare job satisfaction levels and contributing factors between public and private bank employees. The methodology section notes that surveys were conducted with 400 employees total across 6 banks to collect data on job satisfaction and its relationship to other variables. Prior literature found job satisfaction correlated with organizational commitment, justice perceptions, benefits offered, workforce size, and more.
This report is uploaded with the intention to give an idea to the undergraduate regarding the contents of the internship report and how to prepare a good report.
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.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
This report is uploaded with the intention to give an idea to the undergraduate regarding the contents of the internship report and how to prepare a good report.
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.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
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.
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.
A STUDY ON JOB ON JOB SATISFACTION OF EMPLOYEES AT VIJAYALAKSHMI ENGINEERING ...IAEME Publication
Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Examining Facets of Emotional Exhaustion In The Malaysian Service IndustryCSCJournals
Malaysia is moving towards high service industry. This kind of industry places a high expectation on their employees to provide the best services to the customers. For this to happen, every employee has to demonstrate a consistent compliance to the rules of emotional labour. The term 'emotional labour' was first introduced by Arlie Hochschild in 1983 to describe the phenomenon of service employees that goes beyond physical and mental duties. Emotional labor is linked to emotional intelligence and emotional exhaustion and also applicable to many areas of business with direct consequences and impact on the employee's performance. Previous studies reported that emotional labour can lead to emotional exhaustion. This study, thus investigates the role of emotional labour and employees' emotional intelligence towards emotional exhaustion. Specifically, this study examines the direct influence of employees' emotional intelligence on emotional exhaustion and the direct influence through two dimensions of emotional labour towards emotional exhaustion in the service organisation settings. Structural equation modeling (SEM) was used to test the proposed model because it provides path coefficients to measure the relationships posited in the model. The study provides added value for theoretical consideration and meaningful insights into the framework of emotional intelligence-emotional labour-emotional exhaustion relationships. In addition, this study has several practical implications for service industries in policy formulation, recruitment and training. The findings of the study is also useful for frontline service employees to deal with their emotional challenges.
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
Similar to Job satisfaction in banking a study of private and public sector banks (20)
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
2. International Journal of Management (IJM), N.MALLIKA & Dr.M.RAMESH
INTRODUCTION
Job satisfaction describes how content an individual is with his or her job.
The happier people are within their job, the more satisfied they are said to be.
Job satisfaction is not the same as motivation, although it is clearly linked. Job design
aims to enhance job satisfaction and performance; methods include job rotation, job
enlargement and job enrichment. Other influences on satisfaction include the
management style and culture, employee involvement, empowerment and
autonomous work groups. Job satisfaction is a very important attribute which is
frequently measured by organizations. The most common way of measurement is the
use of rating scales where employees report their reactions to their jobs.
Job satisfaction in regards to one’s feeling or state of mind regarding nature of
their work. Job can be influenced by variety of factors like quality of one’s
relationship with their supervisor, quality of physical environment in which they
work, degree of fulfillment in their work, etc. Positive attitude towards job are
equivalent to job satisfaction where as negative attitude towards job has been defined
variously from time to time. In short job satisfaction is a person’s attitude towards job.
Job satisfaction is an attitude which results from balancing & summation of many
specific likes and dislikes experienced in connection with the job- their evaluation
may rest largely upon one’s success or failure in the achievement of personal
objective and upon perceived combination of the job and combination towards these
ends.
According to pestonejee, Job satisfaction can be taken as a summation of
employee’s feelings in four important areas. These are:
1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,
opportunities on the job for promotion and advancement (prospects), overtime
regulations, interest in work, physical environment, and machines and tools.
2. Management- supervisory treatment, participation, rewards and punishments,
praises and blames, leaves policy and favoritism.
3. Social relations- friends and associates, neighbors, attitudes towards people in
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3. International Journal of Management (IJM), N.MALLIKA & Dr.M.RAMESH
community, participation in social activity scalability and caste barrier.
4. Personal adjustment-health and emotionality.
Job satisfaction is an important indicator of how employees feel about their
job and a predictor of work behavior such as organizational citizenship, Absenteeism,
Turnover.
Job satisfaction benefits the organization includes reduction in complaints and
grievances, absenteeism, turnover, and termination; as well as improved punctuality
and worker morale.
Job satisfaction is also linked with a healthier work force and has been found
to be a good indicator of longevity.
Job satisfaction is not synonyms with organizational morale, which the
possessions of feeling have being accepted by and belonging to a group of employees
through adherence to common goals and confidence in desirability of these goals.
Morale is the by-product of the group, while job satisfaction is more an
individual state of mind.
The concept of job satisfaction, though of considerably recent origin, is
closely linked to motivation in the workplace and is a causal factor in improved
performance in the workplace. These issues are again linked to job characteristics,
which primarily describe the inherent features of a job, which can again motivate or
de-motivate workers.
The worth of employees in the running of organizations has been analyzed and
debated by management experts, sociologists and psychologists in depth and detail. A
number of theories, most of them the result of painstaking and detailed research, are
in use to explain human psychology in the workplace, the stressors and de stressors of
a working environment, and the reasons behind employee performance, or for that
matter, the lack of it.
For all practical purposes, employee satisfaction is essential for corporate
success and all famous leaders of corporate enterprise apparently were also
exceptional leaders of men. Low attribute rates in companies is an indication of stable
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and employee friendly HR policy and a barometer of corporate well being. The onset
of higher employee turnover brings with it indications of difficult times ahead and is
considered as a serious competitive disadvantage by business and financial analysts.
The issue of job characteristics and employee satisfaction has been looked at
from a number of perspectives. One view, which is followed by many, is the
importance of money. A number of employers feel that in today’s multiple
opportunity, flexi choice, work from home environment, money is the basic reason for
a person to take up a job, furthermore that people work only for money. Companies
that pay more usually get the most applications be it at college graduation time for
new entrants to the work force, or later on for mid career shifts for middle and senior
people.
There are again many management experts and HRD specialists who feel that
the theory of money being the only real choice in an employment choice in a free
market situation has many serious limitations and indeed is deeply flawed. These
experts feel that while money is an important factor in the contemplation of an
employment decision there are a number of other factors, which also influence such
choices.
The truth is far more complex and while the cynical continue to believe in the
overwhelming supremacy of money, in its power to buy happiness and satisfaction, be
it in personal life or the workplace, a number of management thinkers, social
scientists and corporate managers feel otherwise, advocating and using distinctly
different HR philosophies and policies.
These include the understanding of need hierarchies like Abraham Maslow’s
theory of needs and ClaytonAlderfer’s ERG theory of motivation, the thinking of
Herzeberger and McClelland and the various theories of goal setting and motivational
processes. A number of organizations base their HR practices upon an understanding
of these various theories and their adaptation to the business environment. Another
variable which has come to occupy a permanent factor in HR policy making is
employee reaction to the comparatively new practice of having to spend a significant
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part of working time in front of laptops and computer screens, be it any job profile,
such is the pervasiveness of information technology in all areas of corporate life.
It is an undeniable fact that the future of business enterprise depends upon the
satisfaction level of its workforce. Dissatisfied workforces cause immediate problems
only to their particular businesses.
However, if these problems are left inadequately attended they have a
tendency to spiral out including other businesses, industries and regions harming
relationships, productivity, profits and finally also the creation of national wealth.
Employee satisfaction is thought to be one of the primary requirements of a well run
organization and considered an imperative by all corporate managements. The last
five years of globalization, the rise of the Chinese economy as the world’s cheapest
manufacturing destination, the gradual pervasiveness of the internet and the
emergence of outsourcing on a global scale have shaken up years of corporate
practices in both manufacturing and service sectors of the economy.
STATEMENT OF THE PROBLEM
Due to globalization, today’s world has become a single village. And never had it
been before and after people interacting to one another without considering their
culture, value, norms, attitudes and race, as it today. These interactions are not only in
trade, diplomatic, social political and communication network, but also in banking
sector rather the needs and motivation as for as and all these make a today’s world
more competitive and challenging than never before. Never before has it been so,
working performance has been drive by needs and motivation so as to satisfy
employees. In order to satisfy employees there is a number of things’s or factors to
consider. Therefore, this study will investigate as to what extent job satisfaction has
lead to good working performance in formal organization .The study will examine the
factors which influence employee’s job satisfaction in organization.
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OBJECTIVES OF THE STUDY
1. To measure the level of job satisfaction among public and private bank
employees.
2. To find out the factors contributing towards the job satisfaction of public and
private bank employees.
3. To find out relationship between job satisfaction and contributing variables.
REVIEW OF LITERATURE
Dekker et al., (1996) examined the relationship between work force size and
job satisfaction using data from two National surveys in US and Canada. The US
sample consisting of 8,428 employees (aged 23-30) and assessed for job satisfaction
with pay, promotion opportunities, job security, physical surrounding and supervisor
competence. The number of benefits offered by the organization was tested as a
mediator of these relationships. This was positively related to job satisfaction with job
security pay and promotion opportunities. When the effect of benefit was controlled
for these relationships, they were not satisfactorily significant. Work force size was
negatively related to satisfaction with supervisor competence and having the
opportunity to do one’s best results.
Christopher and Nathan (1996) examined the role of employee perceptions of
justice in the relationship between job satisfactions of organizational commitment.
Four competing models, liking employee satisfaction commitment were identified
from the literature: (I) job satisfaction is antecedent to organizational commitment (II)
organizational commitment is an antecedent job satisfaction (III) organizational
commitment and job satisfaction are reciprocally related and (IV) organizational
commitment of job satisfaction are independent. The 4 models were then tested
employing confirmatory analytic techniques of a sample of 133 financial services
company employees. The result suggests that when considering the role of justice
judgments, satisfaction and commitment are causally independent.
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Khaled et al., (1994) used responses from a questionnaire administered to 442
employees of Saud-Arabia organization to examine the predictive strength of job
satisfaction, organizational commitment, value commitment, and continuance
commitment with respect to turnover. Each of these variables predicted turnover
significantly. When compared with each other, organizational commitment correlated
significantly with turnover more than job satisfaction and value commitment,
continuance commitment was not as strong in its prediction as expected.
Results indicate that expressive orientation has a significant impact on job
satisfaction in addition to multiplying the impact of job commitment on job
satisfaction. Expressive orientation, professional commitment, and job commitment
were found to have positive relationships with job satisfaction, and their inclusion in
the model significantly improved its predictive capacity. Expressive orientation also
appears to protect workers from the negative effects of bureaucratic and client
frustrations. These findings have strong policy implications for those who manage
social service. Efforts should be made to select workers who are expressive and
professionally oriented, and professionalism should be encouraged. Evidence is
presented that the presumption by management that pay is unimportant to social
service workers makes them feel exploited and lowers their job commitment.
Caudron (2001) has pointed out that in booming economy employees have
enough option to find better jobs and if they start thinking that they can do better at
other companies, their job dissatisfaction rises. As today’s employees are not only
looking solely for huge financial rewards as they can easily satisfy their basic needs
such as food and clothing but also they are looking for their job to provide the
friendships, family support, community, and sense of identity.
Jain, Jabeen, et. al. (2007), in their study "Job Satisfaction as Related to
Organizational Climate and Occupational Stress: A Case Study of Indian Oil"
concluded that that there is no significant difference between managers and engineers
in terms of their job satisfaction and both the groups appeared almost equally satisfied
with their jobs. When the managers and engineers were compared on organizational
climate, it was found that both the groups differed significantly. Managers scored
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significantly high on organizational climate scale than the engineers indicating that
the managers are more satisfied due to the empowerment given to them.
Velnampy (2008), in his study "Job Attitude and Employees Performance of
Public Sector Organizations in Jaffna District, Sri Lanka" concluded that job
satisfaction does have impact on future performance through the job involvement, but
higher performance also makes people feel more satisfied and committed. It is a cycle
of event that is clearly in keeping with the development perspective. Attitudes such as
satisfaction and involvement are important to the employees to have high levels of
performance. The results of the study revealed that attitudes namely satisfaction and
involvement, and performance are significantly correlated.
Brown, Forde, et. al. (2008), in their study "Changes in HRM and job
satisfaction, 1998–2004: evidence from the Workplace Employment Relations
Survey" examined that their significant increases in satisfaction with the sense of
achievement from work between 1998and 2004; a number of other measures of job
quality are found to have increased over this period as well. It also finds a decline in
the incidence of many formal human resource management practices. The paper
reports a weak association between formal human resource management practices and
satisfaction with sense of achievement. Improvements imperceptions of job security,
the climate of employment relations and managerial responsiveness are the most
important factors in explaining the rise in satisfaction with sense of achievement
between 1998 and 2004. We infer that the rise in satisfaction with sense of
achievement is due in large part to the existence of falling unemployment during the
period under study, which has driven employers to make improvements in the quality
of work.
Shahu & Gole (2008), in their study "Effect of Job satisfaction on
Performance: An Empirical Study" concluded that the companies that are lagging
behind in certain areas of job satisfaction & job stress need to be developed so that
their employees show good performance level, as it is provided that performance level
lowers wit high satisfaction scores. The awareness program pertaining to stress &
satisfaction is to be taken up in the industries to make them aware of the benefits of
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knowledge of stress and its relationship with satisfaction and achievement of goal of
industries.
Job Satisfaction is in regard to one's feeling or state-of-mind regarding the
nature of their work. Job Satisfaction can be influenced by a variety of factors, eg, the
quality of one’s relationship with their supervisions, the quality of the physical
environment in which they work, degree of their fulfillment in their work etc.
RESEARCH METHODOLOGY
This chapter describes methodological produces that will be adopted by the
researcher in collecting relevant information on the research topic and analysis of the
data.
RESEARCH DESIGN
A research design is the arrangement of conditions for collections and
analysis of data in a manner that aims to combine relevance to the research purpose
with the economy in procedure. Descriptive research design was adopted in order to
achieve the objectives of the study. This type of research design is more flexible to
carry out the research. The design provides the opportunity for considering different
aspects of the problem. The researcher adopted the method of experience survey to
collect the data.
SAMPLING SIZE
Subjects of the present study were selected from managerial and non-
managerial staff of public and private sector banks from Cuddalore District,
Tamilnadu. India. Three public sector banks and three private sector banks were
selected for the study. A total of 400 subjects were selected equally from the six
organisations selected for the study.
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METHOD OF DATA COLLECTION
The data collection pertaining to this study involves both primary and
secondary methods. The primary data was collected using questionnaire from
randomly selected samples. The secondary data were collected from sources like
manuals, company records, magazines and internet.
ANALYSIS
Table: 1. Level of job satisfaction among employees in public banks
Public sector banks
Level job satisfaction Frequency Percent
Low 03 1.5
Medium 77 38.5
High 120 60.0
Total 200 100.0
Table: 2 Level of job satisfaction among employees in private banks
Private sector banks
Level job satisfaction Frequency Percent
Low 65 32.5
Medium 133 66.5
High 02 1.0
Total 200 100.0
Public sector banks:
Job satisfaction is a combination of psychological, physiological and
environmental conditions providing satisfaction to person with his job. The job
satisfaction perceived by the employees based on the opinion. Among the employees
in the opinion, 1.5 percent of the employees have state that the job satisfaction is Low,
38.5 percent of the employees have stated that the job satisfaction is Medium and 60
percent of them state that the job satisfaction is high. At outset it is implied that
majority of the employees perceive high level of job satisfaction, very few employees
perceive medium and low level of job satisfaction. It is interesting to note that only
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minimum percent of the employees low level of job satisfaction. It is a good sign and
it indicates that the organization has better environment for the public bank employees
to job.
Private sector banks:
The job satisfaction perceived by the employees based on the opinion. Among
the employees in the opinion, 32.5 percent of the employees have state that the job
satisfaction is Low, 66.5 percent of the employees have stated that the job satisfaction
is Medium and 1 percent of them state that the job satisfaction is high. At outset it is
implied that majority of the employees perceive medium and low level of job
satisfaction, very few employees perceive high level of job satisfaction. So
organizations try to concentration on employees need in private banks.
Table: 3. Relationship between job satisfaction and contributing variables
among public sector banks
Public sector banks
JI OC QWL OCLIM JC
Pearson 0.360** 0.436** 0.080 0.232** 0.004
correlation
JS Significant 0.000 0.000 0.260 0.001 0.959
(2-tailed)
N 200 200 200 200 200
JS: job satisfaction, JI: job involvement, OC: organizational commitment,
QWL: quality of work life, OCLIM: organizational climate and JC: job content.
The result shows that the job involvement (0.360) is positively and
significantly correlated with job satisfaction and organizational commitment (0.436)
and organizational climate (0.232). The R-value 0.436 from the table for
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organizational commitment of employees is highly influenced by job satisfaction. So
it is inferred that job satisfaction is highly correlated with organizational commitment,
job involvement and organizational climate among public bank employees will also
be high. The other variables are job content (0.004) and quality of work life (0.080)
not significantly correlated with job satisfaction. From the correlation table it is found
that there is significant relationship between the job satisfaction and job involvement,
organizational commitment and organizational climate, except job content and quality
of work life.
The findings of the study go hand in hand with the early research done by
Penny Wright (1990) analyzed job satisfaction in relation to organizational
commitment based on the sample of 264 Bank tellers. This study identified that
different job characteristics are found to be associated with job satisfaction and
organizational commitment. In the case of career of tellers, job satisfaction and
organizational commitment are enhanced by participation in decision making, job
challenge and promotional opportunities. In people oriented tellers, job satisfaction
and organizational commitment had affected positively through a cohesive and
effective association.
Khaladetal (1994) administered to 442 employees of a Saudi Arabian
organization to examine job satisfaction, organization commitment; values
commitment and continues commitment with respect to turnover. Each of these
variables predicted the turnover significantly. When compared with each other
organized commitment correlated significantly with job satisfaction and value
commitment.
Christopher and Nathan (1996) examined the role of employee perceptions of
justice in the relationship between job satisfactions of organizational commitment.
Four competing models, liking employee satisfaction commitment were identified
from the literature: (I) job satisfaction is antecedent to organizational commitment (II)
organizational commitment is an antecedent job satisfaction (III) organizational
commitment and job satisfaction are reciprocally related and (IV) organizational
commitment of job satisfaction are independent. The 4 models were then tested
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employing confirmatory analytic techniques of a sample of 133 financial services
company employees. The results suggest that when considering the role of justice
judgments, satisfaction and commitment are causally independent.
Verma and Upadhayay (1986) in their study reported a positive correlation
between job involvement and organizational commitment. They also observed that
there was a significant relationship between job satisfaction and job involvement.
Table: 4. Relationship between job satisfaction and contributing variables
among private sector banks
Private sector banks
JI OC QWL OCCLIM JC
Pearson 0.287** 0.246** 0.326** 0.138 0.142*
correlation
JS Significant 0.000 0.000 0.000 0.052 0.045
(2-tailed)
N 200 200 200 200 200
JS: job satisfaction, JI: job involvement, OC: organizational commitment,
QWL: quality of work life, OCCLIM: organizational climate and JC: job
content.
The result shows that the job involvement (0.287) is positively and
significantly correlation with job satisfaction and quality of work life (0.326),
organizational commitment (0.246) and job content (0.142). The R-value 0.326 from
the table for quality of work life and job satisfaction clearly implies that quality of
work life of employees is highly influenced by job satisfaction. So it is inferred that
job satisfaction is highly correlated with quality of work life. Quality of work life
among the private bank employees will also be high. The dimension of organizational
climate 0.138 is not significant correlated with job satisfaction. From the correlation
table it is found that there is significant relationship between job satisfaction and job
involvement, quality of work life, organizational commitment, and job content, except
organizational climate among the private bank employees.
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Table: 3. Stepwise multiple Regression Analysis for the Job Satisfaction and
contributed variables among public sector bank employees.
Public sector banks
Details R R2 Adjusted S.E F- Significant
regarding R2 Value
contributed
variables
Organizational 0.436 0.190 0.186 0.46399 46.420 0.000
commitment
Income 0.507 0.257 0.249 0.44554 34.040 0.000
Job 0.526 0.277 0.266 0.44067 24.992 0.000
involvement
A stepwise regression analysis explains about contributing variables among
bank employees. It is observed that the organizational commitment, income and job
involvement significantly contribute towards the job satisfaction. The compute F-
value for these factors is found to be significant at 1 percent level. The R2 value 0.190
organizational commitment is indicate that highest percentage of variances on job
satisfaction could be determined by these factors. The R2 value 0.067 and 0.02
indicate that income and job involvement are the most contributed variables for the
job satisfaction among the bank employees.
Table: 4 Job satisfaction and outcome variables among public sector bank
employees
Public sector banks
Coefficients
Un standardized Standardized t – value Significant
Coefficients Coefficients
B Std. Error Beta
(Constant) -1.485 0.509 -2.919 0.004
Organizational 0.019 0.004 0.324 4.669 0.000
commitment
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Income 0.153 0.039 0.244 3.944 0.000
Job 0.011 0.005 0.162 2.320 0.021
involvement
A stepwise regression analysis was performed keeping job satisfaction as the
dimensions of organizational commitment, income and job involvement as
independent variables. It is found that among the organizational commitment, income
and job involvement is found to significantly influence the job satisfaction.
Organizational commitment (0.324) highly influencing the job satisfaction and job
involvement (0.162) least influencing the job satisfaction.
Table: 5 Stepwise multiple Regression Analysis for the Job Satisfaction and
contributed variables among private sector bank employees.
Private sector banks
Details R R2 Adjusted S.E F- Significant
2
regarding R Value
contributed
variables
Quality of 0.326 0.106 0.102 0.46134 23.556 0.000
work life
Job 0.369 0.136 0.127 0.45482 15.477 0.000
involvement
A stepwise regression analysis explains about contributing variables among
bank employees. It is observed that the quality of work life and job involvement
significantly contribute towards the job satisfaction. The compute F-value for these
factors is found to be significant at 1 percent level. The R2 value 0.102 quality of
work life is indicate that highest percentage of variances on job satisfaction could be
determined by these factors. The R2 value 0.025 indicates that job involvement is the
most contributed variables for the job satisfaction among the private sector bank
employees.
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Table: 6 Job satisfaction and outcome variables among private sector bank
employees
Private sector banks
Coefficients
Un standardized Standardized t – value Significant
Coefficients Coefficients
B Std. Error Beta
(Constant) 0.376 0.238 1.582 0.115
Quality of 0.018 0.005 0.252 3.496 0.001
work life
Job 0.009 0.004 0.187 2.592 0.010
involvement
Table: 6 a stepwise regression analysis was performed keeping job
satisfaction as the dimensions of quality of work life and job involvement as
independent variables. It is found that among the quality of work life and job
involvement is found to significantly influence the job satisfaction. Quality of work
life (0.252) highly influencing the job satisfaction and job involvement (0.187) least
influencing the job satisfaction.
MANAGERIAL IMPLICATIONS
The study implies that the overall job satisfaction by the bank employees is
medium. The contributing variable like job involvement, organizational commitment
and organizational climate is found and significantly influence the job satisfaction
perceived by the employees. It is also observed that organizational climate least
influences the job satisfaction perceived by the employees.
SUGGESTIONS
The job satisfaction depends up on the feeling of employees about their
working environment. When their physical and psychological environment is
conducive they will perceive a good job satisfaction. Some of the ways through which
the job satisfaction can be improved are
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1. It has been found that employees of private sector banks were less satisfied with
their jobs compared to employees of public sector banks. To increase their
satisfaction, private sector banks need to improve job security.
2. Relationship with co-workers and supervisors makes the employees to feel better
and it help to increase productivity and responsibility of workers and it helps to
increase profit of the organization.
3. It was found that level of job satisfaction, job involvement, organizational
commitment, quality of work life, organizational climate and job content for
private bank employees are not satisfied with job. So the private banking sectors
try to consider the respondents needs and fulfill the same.
4. At outset it is implied that majority of the private bank employees perceive
medium and low level of job satisfaction, very few employees perceive high level
of job satisfaction. So organizations try to concentration on employees need in
private banks.
CONCLUSION
Job satisfaction, its causal factors and its effect upon organisational health are
all part of the various factors under study for this assignment. Job satisfaction for an
individual can be influenced by a number of factors that include first the job itself,
the salary, the promotion policy of the company, the attitudes of the coworkers, the
physical and mental stress levels involved, the working conditions, the interest and
challenge levels. Higher job satisfaction has been linked with employees who are
able to exercise autonomy and with those who have a higher level of job involvement
Women have been found to report significantly higher job Satisfaction than men
although this gender gap appears to be narrowing. The correlation coefficient shows a
positive relationship existing among. Organizational commitment, job involvement,
quality of work life, organizational climate, job content, income and job satisfaction
perceived by public and private bank employees. Researcher found that private bank
employees perceived low level of job satisfaction. So management try to
concentration on employee satisfaction level, it is help to increase pay, promotion,
job security, rewards and reduce work load ect., and also observed that public bank
employees are very satisfied with job.
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