A project report-on-job-satisfaction

1. Observation
In this project report we are observing about physical, psychological & environmental factors
impacts on job satisfaction of non- managerial employees. Employee satisfaction is a measure of
how happy workers are with their job and working environment. Keeping morale high among
workers can be of tremendous benefit to any company, as happy workers will be more likely to
produce more, take fewer days off, and stay loyal to the company. There are many factors in
improving or maintaining high employee satisfaction, which wise employers would do well to
implement.
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, pay, work responsibilities, variety of
tasks, promotional opportunities the work itself and co-workers.
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of
one’s job; an affective reaction to one’s job; and an attitude towards one’s job.
This research report completed based on analyzing the impact of physical, psychological and
environmental factors on the job satisfaction of non- managerial members who are working at
garments firm.
Preliminary Information gathering
Literature Review
Different kind of definitions, theories and perspectives was viewed by numerous authors and
management scientists, with respect to satisfaction. Also through this literature survey, we
described what are the factors affected to the job satisfaction, outcomes of satisfaction and
previous researches related to the job satisfaction.
For the completion of project report I collect information by different sources e.g.
 Interviews

2.  Books
 Libraries
 Reports
 Internet
 Firm’s website
Evaluation of literature review
I found that factors influencing on Job Satisfaction are:
1: Psychological Factors and Job Satisfaction
i) Health and Safety: Managing safe and healthy work environments is one of the most important
environmental challenges facing organizations. Good health and safety brings more benefits that
are healthy workers are more productive and can produce at a higher quality.
ii) Job Nature: The main source of satisfaction is, of course, job itself.iii) Job Security: Job
security is the assurance that a particular employee will have their job in long term due to the low
probability of losing it potentially.
iv)Job promotion: Companies provide promotion to their employees considering experience,
service and some companies reward promotions through measuring employee’s talents and
capabilities.
2: Physical Factors and Job Satisfaction
i)Payment: Money rewards are multi complex and multisided job satisfaction factor.
ii) Working groups: Working group serves for a single worker is a source of support, comfort,
advice and enjoyment.
iii) Welfare Services: Welfare includes anything that is done for the comfort and improvement
of employees and is provided over and above the wages.
iv)Use of skills and abilities: The company should identify which skills and abilities are available
in the employee and should give opportunities for improve them.

3. 3: Environmental Factors and Job Satisfaction
i) Working conditions: One more factor imposing moderate impact on job satisfaction is working
conditions. If conditions are good (e.g. offices are neat, clean and engaging), staff could easier
manage their job.
ii) Management style & Organizational culture: is the organization’s pattern of beliefs,
expectations, and values as in company and industry practices.
Problem Identification & Formulation
Problem statement of this project report is how do physical, psychological & environmental
factors impact on job satisfaction of non- managerial employees?”
Theoretical Framework
In theoretical framework I identify independent & dependent variables.
o Dependent Variable
Job satisfaction is our dependent variable.
o Independent Variables
1: Psychological Factors
 Health and safety
 Working responsibilities
 Job Security
 Promotion
2: Physical Factors
 Payments
 Co-workers
 Welfare services
 Use of skill & abilities
3:Environmental Factors
 Good working environment
 Management style & culture

4. Diagram of Theoretical framework
Independent Variables Dependent Variable
Psychological Factors
 Health and safety
 Working responsibilities
 Job Security
 Promotion
Physical Factors
 Payments
 Co-workers
 Welfare services
 Use of skill & abilities
Environmental Factors
 Good working environment
 Management style & culture
Hypothesis formulation
Job Satisfaction
H1: If we increase the chances of job promotion then job satisfaction of employees will be
increased.
H2: if we offer more salary then job satisfaction of employees will be increased.
H3: if we provide good working environment then job satisfaction will be increased.
Research design:
The research design taken for the study is Descriptive study, which is concerned with describing the
characteristics of different factors or variables.

5. Population
All non- managerial employees at Garments firm at the production level has a counting of 1200
heads.
Sample
In obtaining samples of people for the evaluation, total non- managerial employees must me
classified in to strata such as Machine Operators, Cutters, QC Checkers, Printing Operators and
Helpers. For this, the stratified sampling method was used. Once the total of 1200 non-managerial
employees were divided in to strata, random sampling method was used in selecting
a portion of employees from each strata for further analyzing. Following shows the randomly
selected sample per strata.
Table 3.1: Sample Employee Allocation
Designation Total Employees No. of Sample % from the Total
Machine Operators 500 25 5%
Cutters 200 08 4%
QC checkers 200 06 3%
Printing Operators 100 06 6%
Helpers 200 05 2.5%
Total 1200 50
In evaluating, each employee will be questioned through questionnaires for their current job
satisfaction level, those factors which have influenced their job satisfaction currently, those
factors which could positively/ negatively affect the current satisfaction level potentially and etc.
Data Collection
As a measure of data collection, I have made use of a structured questionnaire which includes
closed questions in retrieving data and current status of factors affecting job satisfaction at
Garment’s firm.The questionnaire consists of two sections where section (A) consists of 6
questions which collect data upon demographics factors of employees such as age, gender, salary
distribution & etc. Under section (B), it accommodates 10 questions which further collect data
upon factors which has a direct relevance to physical, psychological and environmental factors

6. which affects job satisfaction of the employees. Questionnaires were distributed personally
among 50 employees selected from the total of 1200 where they were given a duration of 1 day
to fill in the questionnaires. None from the 50 questionnaires were eliminated for disqualified
answers where all 50 questionnaires were used in the research. In collecting them back, they
were asked to hand them over to their department supervisor from where I collected the
questionnaires for analyzing.
Table 3.2: Sample Questionnaire Question, Section (B)
1 2 3 4 5
1. Are you satisfied over health and safety measures of
the organization?
(Quality of the equipments, awareness for preventing
accidents, level of health and sanitary facilities)
Data Analysis
Data are being analyzed in identifying the relationship and impact rate of physical, psychological
and environmental factors on job satisfaction of non- managerial employees at garment’s firm.
Therefore, the analysis is more Object Oriented.
Psychological Factors
Employee Attitudes towards Health & Safety
Table 4.7: Health & safety data grid
Level No of Employees %
High 48 96%
Moderate 2 4%
Low 0 0%
Total 50 100%

7. Health & Safety
4%0%
96%
High
Moderate
Low
Work Responsibility
84%
6% 10%
High
Moderate
Low
Figure 4.7: Health & safety chart
According to the collected data, 48 employees had high attitudes towards health and safety and
they represented 96% of the total sample. There are two employees who had moderate attitudes
and represented 4% of the total sample. No employees seem to have low attitude on health &
safety of the organization.
Employee Attitudes towards the Working Responsibility
Table 4.8: Working responsibility data grid
Level No of Employees %
High 42 84%
Moderate 3 6%
Low 5 10%
Total 50 100%
Figure 4.8: Work Responsibility chart

8. Work responsibility denotes employee attitude towards work performed. According to
summarized data, 42 employees had high level attitudes with work responsibility and they
represent 84% of the total sample. There are 3 employees were moderate level and 5 employees
were low level attitudes towards the working responsibility. They were represent 6% and 10%
accordingly of the total sample.
Physical Factors
70%
8%
22%
Payments
High
Moderate
Low
Employee Attitudes towards the Payments
Table 4.11: Payments data grid
Level No of Employees %
High 35 70%
Moderate 4 8%
Low 11 22%
Total 50 100%
Figure 4.11: Payments chart
This component indicates employee attitude towards the payments scheme. According to
collected data, 35 employees had high attitudes and they represent 70% of the total sample. Out

9. of the sample, 4 employees were moderate and representing 8% of the sample. 11 employees had
low attitudes and they represent 22% of the total sample.
Co- workers
94%
2% 4%
High
Moderate
Low
2 Employee Attitudes toward the Co-workers
Table 4.12: Co- workers data grid
Level No of Employees %
High 47 94%
Moderate 01 2%
Low 02 4%
Total 50 100%
Figure 4.12: Co- workers chart
According to collected data, 47 employees had high attitudes towards their co-workers and they
represented 94% of the total sample. There is one moderate employee and who represents 2% of

10. the total sample. In the third category, two employees had low attitudes were they represent 4%
of the total sample.

11. Employee Attitudes towards the Welfare Service
Level No of Employees %
High 36 72%
Moderate 06 12%
Low 08 16%
Total 50 100%
72%
12%
16%
Welfare
High
Moderate
Low
Table 4.13: Welfare Services data grid
Source: Survey Data, 2012
Figure 4.13: Welfare chart
Source: Survey Data, 2012
This component indicate that employee attitudes towards the welfare service provided by the
company. According to the collected data 3 employees were high attitudes and they represent
72% of the total sample. Out of the sample 6 employees were moderate attitudes and they
represent 12% of the sample. 8 employees were low attitudes and they represent 16% of the total
sample.

12. Working Environment
84%
8%
8%
High
Moderate
Low
5 Environmental Factors
4.5.1 Employee Attitudes towards the good working environment
Table 4.15: Working environment data grid
Level No of Employees %
High 42 84%
Moderate 4 8%
Low 4 8%
Total 50 100%
Source: Survey Data, 2012
Figure 4.16: Working environment chart
Source: Survey Data, 2012
This component represents those employee attitudes towards good working environment. In that
situation, 42 employees had high attitudes and represent 84% of the total sample. Out of the
sample, 4 employees were moderate and other 4 employees had low attitudes where each
represents 4% of the total sample.

13. Employee Attitudes towards the Organizational Style and Culture
Organization style and culture
84%
4% 12%
High
Moderate
Low
Table 4.17: Organization style and culture
Level No of Employees %
High 42 84%
Moderate 02 4%
Low 06 12%
Total 50 100%
Source: Survey Data, 2012
Figure 4.17: Organization style & culture chart
Source: Survey Data, 2012
According to collected data, 42 employees had high level attitudes and represent 84% of the total
sample. 2 employees moderate and they represent 4%. Out of the sample, 6 employees had low
attitudes about the organizational style and culture and they represent 12% of the sample.
Conclusion
Above is a research done based upon analyzing the impact of physical, psychological and
environmental factors on job satisfactions of non- managerial employees of garment’s firm. A
sample of 50 employees was randomly selected from five strata’s which were selected through
stratified sampling technique. Questionnaires were distributed among these employees in

14. gathering data with based on physical, psychological and environmental factors affecting their
job satisfaction.
Recommendations
- Management should pay their attention on providing satisfying salary for employee
contribution.
- Also they should be concerned about providing additional benefits (especially financial
benefits) to its non managerial employees.
- Management should pay attention on providing employee welfare services, health and
safety, job security, working responsibilities and good working environment for worker
level employees.
- Management should give more opportunities for promotion and develop their skills and
abilities of non managerial level employees.
Bibliography
1. Amstrong M. (2006) Human Resource Management Practices, 10th edition, Kogan Page
Limited.
2. Cleveland State University 2006, Job Satisfaction and Promotions, [PDF], Available at:
http://academic.csuohio.edu/kosteas_b/Job%20Satisfaction%20and%20Promotions.pdf
[Accessed: 8 August 2012]
3. eHow 2012, What is Job Security?,[Online], Available at:
http://www.ehow.com/about_5470562_job-security.html [Accessed: 1 August 2012]
4. Griffin R.W. (2004), Management, Houghton Mifflin Company, U.S.A.
5. Hill, B. 2012, What Are the Factors Affecting Job Satisfaction?,[Online] Available At:
http://smallbusiness.chron.com/factors-affecting-job-satisfaction-20114.html [Accessed:
10 August 2012]
6. Hackman J.R. et.at (1977), Perspectives on Organizational Behavior,New York McGraw
– Hill Book Company.

15. 7. Sharon, A. et. al 2003, Compensation and Working Conditions, [Online], Available At:
http://www.bls.gov/opub/cwc/cm20030522ar01p1.htm, [Accessed: 10 August 2012]
8. Sheikh A.M (2007)., Human Resource development and Management, 2nd Edition, S.
Chand Limited
Appendices
Appendix 1: Questionnaire
Section (A)
1. Gender:
Male
Female
2. Age:
More than 16 less than 20
Between 21-30
Between 31-40
More than 41
3. Civil Statues:
Married
Unmarried
Widow
4. Educational Qualifications
Up to year 08
Up to year 10
G.C.E (O/L)

16. G.C.E (A/L)
Technical Qualification
5. Number of years served in the company
Bellow 1 year
Between 1-3
Between 4 -7
More than 7 years
6. Salary Scale
Rs.6500 - Rs. 7500
Rs.7501 - Rs. 8500
Rs.8501 - Rs.9500
Above Rs.9501
Section (B)
Please rate the following criteria from the range of 1 – 5 where 1 signifies the lowest rating and 5
denotes the highest rating.
1 2 3 4 5
1. Are you satisfied over health and safety measures of
the organization?
(Quality of the equipments, awareness for preventing
accidents, level of health and sanitary facilities)
2. Are the work load and responsibilities allocated fair
and equally distributed?
(freedom given by the company to plan your job, Job
responsibilities, Salary and responsibilities)

17. 3. What is your attitude towards the current job
security?
(Social factors, Other jobs, Job security)
4. Are you satisfied over the existing promotion
strategies?
(Performance evaluation, Opportunities for promotions)
5. Do you think the payments made are at satisfactory
level?
(Salary, Basic needs, Knowledge, skills & abilities,
Performance evaluation)
6. What is your attitude towards co- workers?
(relationships with co-workers, other department members
and supervisors)
7. Do you consider the current welfare service has
addressed your needs?
(Food provided by the company, Medical facilities, Death
donation)
8. What is your attitude towards using employee skills
and abilities?
(Encouragements for innovations, Opportunities for creative
ideas, Quality of training programs)
9. Are you satisfied over the working environment?
( Influences for mental & physical health, Location of work,
Illumination level)
10. Do you agree to accept organization style and
culture?
(Management systems, Organizational Factors include
nature and size, formal structure)