ABSTRACT A study was undertaken to measure the level of job satisfaction of Employees .

The study mainly review around the view of employees re ardin the job satisfaction. !hat they think about the job satisfaction. The data was collected all primary" as collected throu h personal interviews in the form of #uestionnaire. $$$$$$$$$$$$$$ Si . of %ajor Advisor $$$$$$$$$$$$$ Si . of Student

&a e '( TAB)E *+ C*,TE,T

Chapter&articulars -. /ntroduction 2.Review of )iterature 3.*bjective of Study (.Research %ethodolo y 4.5ata Analysis 6 interpretation 0.Result 6 +indin 7.Su estion 8.Conclusion 9Biblio raphy 9Anne:ure;<uestionnaire. (

&a e no. 01

Chapter -

/ntroduction
INTRODUCTION Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the ore satisfied the! are said to be. Job satisfaction is not the sa e as otivation, althou"h it is clearl! lin#ed. Job desi"n ai s to enhance job satisfaction and perfor ance, ethods include job rotation, job enlar"e ent and job enrich ent. Other influences on satisfaction include the ana"e ent st!le and culture, e plo!ee involve ent, e power ent and autono ous wor# "roups. Job satisfaction is ever! i portant attribute which is fre$uentl! easured b! or"ani%ations. The ost co on wa! of easure ent is the use of ratin" scales where e plo!ees report their reactions to their jobs. &uestions relate to rate of pa!, wor# responsibilities, variet! of tas#s, pro otional opportunities the wor# itself and co' wor#ers. (o e $uestioners as# !es or no $uestions while others as# to rate satisfaction on )'* scale +where ) represents ,not at all satisfied, and *represents ,e-tre el! satisfied,.. /istor! One of the bi""est preludes to the stud! of job satisfaction was the /awthorne studies. These studies +)012')033., pri aril! credited to 4lton 5a!o of the /arvard 6usiness (chool,sou"ht to find the effects of various conditions + ost notabl! illu ination. on wor#ers7 productivit!. These studies ulti atel! showed that novel chan"es in wor# conditions te poraril! increase productivit! +called the /awthorne 4ffect.. It was later found that this increase resulted, not fro the new conditions, but fro the #nowled"e of bein" observed.8

This findin" provided stron" evidence that people wor# for purposes other than pa!, which paved the wa! for researchers to investi"ate other factors in job satisfaction.(cientific ana"e ent also had a si"nificant i pact on the stud! of job satisfaction.9rederic# :inslow Ta!lor7s )0)) boo#, ;rinciples of (cientific 5ana"e ent, ar"ued thatthere was a sin"le best wa! to perfor an! "iven wor# tas#. This boo# contributed to achan"e in industrial production philosophies, causin" a shift fro s#illed labor and piecewor# towards the ore odern approach of asse bl! lines and hourl! wa"es. The initial use of scientific ana"e ent b! industries "reatl! increased productivit! because wor#ers wereforced to wor# at a faster pace. /owever, wor#ers beca e e-hausted and dissatisfied, thusleavin" researchers with new $uestions to answer re"ardin" job satisfaction. It should also benoted that the wor# of :.<. 6r!an, :alter Dill (cott, and /u"o 5unsterber" set the tone for Ta!lor7s wor#.(o e ar"ue that 5aslow7s hierarch! of needs theor!, a otivation theor!, laid the foundationfor job satisfaction theor!. This theor! e-plains that people see# to satisf! five specific needsin life = ph!siolo"ical needs, safet! needs, social needs, self'estee needs, and self'actuali%ation. This odel served as a "ood basis fro which earl! researchers could develop job satisfaction theories. %odels of job satisfaction

(a) Affect Theor y 4dwin >. <oc#e7s Ran"e of >ffect Theor! +)0?8. is ar"uabl! the ost fa ous jobsatisfaction odel. The ain pre ise of this theor! is that satisfaction is deter ined b! adiscrepanc! between what one wants in a job and what one has in a job. 9urther, the theor!states that how uch one values a "iven facet of wor# +e.". the de"ree of autono ! in a position. oderates how satisfied@dissatisfied one beco es when e-pectations are@aren7t et.:hen a person values a particular facet of a job, his satisfaction is ore "reatl! i pacted both positivel! +when e-pectations are et. and ne"ativel! +when e-pectations are not et.,co pared to one who doesn7t value that facet. To illustrate, if 4 plo!ee > values autono !in the wor#place and 4 plo!ee 6 is indifferent about autono !, then 4 plo!ee > would be ore satisfied in a position that offers a hi"h de"ree of autono ! and less satisfied in a position with little or no autono ! co pared to 4 plo!ee 6. This theor! also states that too uch of a particular facet will produce stron"er feelin"s of dissatisfaction the ore a wor#er values that facet. +b. Dispositional Theor! >nother well'#nown job satisfaction theor! is the Dispositional Theor! . It is a ver! "eneraltheor! that su""ests that people have innate dispositions that cause the to have tendenciestoward a certain level of satisfaction, re"ardless of one7s job. This approach beca e a notablee-planation of job satisfaction in li"ht of evidence that job satisfaction tends to be stable over ti e and across careers and jobs. Research also indicates that identical twins have si ilar levels of job satisfaction.> si"nificant odel that narrowed the scope of the Dispositional Theor! was the Core (elf'evaluations 5odel, proposed b! Ti oth! >. Jud"e in )00A. Jud"e ar"ued that there are four Core (elf'evaluations that deter ine one7s disposition towards job satisfactionB self'estee ,"eneral self'efficac!, locus of control, and neuroticis . This odel states that hi"her levels of self'estee +the value one places on his@her self. and "eneral self'efficac! +the belief in one7sown co petence. lead to hi"her wor# satisfaction. /avin" an internal locus of control+believin" one has control over herChis own life, as opposed to outside forces havin" control.leads to hi"her job satisfaction. 9inall!, lower levels of neuroticis lead to hi"her jobsatisfaction . ;c. Two1+actor Theory ;%otivator1=y iene Theory. 9rederic# /er%ber"7s Two factor theor! +also #nown as 5otivator /!"iene Theor!. atte ptsto e-plain satisfaction and otivation in the wor#place. This theor! states that satisfactionand dissatisfaction are driven b! different factors = otivation and h!"iene factors,respectivel!. 5otivatin" factors are those aspects of the job that a#e people want to perfor , and provide people with satisfaction, for e-a ple achieve ent in wor#, reco"nition, pro otion opportunities. These otivatin" factors are considered to be intrinsic to the job, or the wor# carried out.

/!"iene factors include aspects of the wor#in" environ ent such as pa!, co pan! policies, supervisor! practices, and other wor#in" conditions.:hile /ert%ber"Ds odel has sti ulated uch research, researchers have been unable toreliabl! e piricall! prove the odel, with /ac# an E Oldha su""estin" that /ert%ber"Dsori"inal for ulation of the odel a! have been a ethodolo"ical artifact. 9urther ore, the

theor! does not consider individual differences, conversel! predictin" all e plo!ees willreact in an identical anner to chan"es in otivatin"@h!"iene factors. 9inall!, the odel has been criticised in that it does not specif! how otivatin"@h!"iene factors are to be easured. ;d. >ob Characteristics %odel /ac# an E Oldha proposed the Job Characteristics 5odel, which is widel! used as a fra ewor# to stud! how particular job characteristics i pact on job outco es, includin" job satisfaction. The odel states that there are five core job characteristics +s#ill variet!, tas# identit!, tas# si"nificance, autono !, and feedbac#. which i pact three critical ps!cholo"ical states +e-perienced eanin"fulness, e-perienced responsibilit! for outco es, and #nowled"e of the actual results., in turn influencin" wor# outco es +job satisfaction, absenteeis , wor# otivation, etc... The five core job characteristics can be co bined to for a otivatin" potential score +5;(. for a job, which can be used as an inde- of how li#el! a job is to affect an e plo!eeDs attitudes and behaviors''''. > eta'anal!sis of studies that assess the fra ewor# of the odel provides so e support for the validit! of the JC5. %easurin job satisfaction There are an! ethods for easurin" job satisfaction. 6! far, the ost co on ethod for collectin" data re"ardin" job satisfaction is the <i#ert scale +na ed after Rensis <i#ert..Other less co on ethods of for "au"in" job satisfaction includeB Fes@No $uestions, True@9alse $uestions, point s!ste s, chec#lists, and forced choice answers. This data is t!picall! collected usin" an 4nterprise 9eedbac# 5ana"e ent +495. s!ste . The Job Descriptive Inde- +JDI., created b! ( ith, Gendall, E /ulin +)080., is a specific $uestionnaire of job satisfaction that has been widel! used. It easures one7s satisfaction in five facetsB pa!, pro otions and pro otion opportunities, cowor#ers, supervision, and the wor# itself. The scale is si ple, participants answer either !es, no, or can7t decide +indicated b! HI7. in response to whether "iven state ents accuratel! describe one7s job. /e Job in Jeneral Inde- is an overall easure ent of job satisfaction. It is an i prove ent to the Job Descriptive Inde- because the JDI focuses too uch on individual facets and not enou"h on wor# satisfaction in "eneral. Other job satisfaction $uestionnaires includeB the 5innesota (atisfaction &uestionnaire+5(&., the Job (atisfaction (urve! +J((., and the 9aces (cale. The 5(& easures job satisfaction in 1K facets and has a lon" for with )KK $uestions +five ite s fro each facet.and a short for with 1K $uestions +one ite fro each facet.. The J(( is a 38 ite $uestionnaire that easures nine facets of job satisfaction. 9inall!, the 9aces (cale of job satisfaction, one of the first scales used widel!,

easured overall job satisfaction with just one ite face. >ob satisfaction and emotions

which participants respond to b! choosin" a

5ood and e otions while wor#in" are the raw aterials which cu ulate to for the affective ele ent of job satisfaction. 5oods tend to be lon"er lastin" but often wea#er states of uncertain ori"in, while e otions are often ore intense, short'lived and have a clear objector cause. There is so e evidence in the literature that state oods are related to overall job satisfaction. ;ositive and ne"ative e otions were also found to be si"nificantl! related to overall job satisfaction .9re$uenc! of e-periencin" net positive e otion will be a better predictor of overall job satisfaction than will intensit! of positive e otion when it is e-perienced. 4 otion re"ulation and e otion labor are also related to job satisfaction. 4 otion wor# +or e otion ana"e ent. refers to various efforts to ana"e e otional states and displa!s. 4 otion re"ulation includes all of the conscious and unconscious efforts to increase, aintain, or decrease one or ore co ponents of an e otion. >lthou"h earl! studies of the conse$uences of e otional labor e phasi%ed its har ful effects on wor#ers, studies of wor#ers in a variet! of occupations su""est that the conse$uences of e otional labor are not unifor l! ne"ative. It was found that suppression of unpleasant e otions decreases job satisfaction and the a plification of pleasant e otions increases job satisfaction. The understandin" of how e otion re"ulation relates to job satisfaction concerns two odelsB).4 otional dissonance. 4 otional dissonance is a state of discrepanc! between public displa!s of e otions and internal e-periences of e otions, that often follows the process of e otion re"ulation. 4 otional dissonance is associated with hi"h e otional e-haustion, low or"ani%ational co it ent, and low job satisfaction.1.(ocial interaction odel . Ta#in" the social interaction perspective, wor#ers7 e otion re"ulation i"ht be"et responses fro others durin" interpersonal encounters that subse$uentl! i pact their own job satisfaction. 9or e-a pleB The accu ulation of favorable responses to displa!s of pleasant e otions i"ht positivel! affect job satisfaction perfor ance of e otional labor that produces desired outco es could increase job satisfaction. Relationships and practical implications Job (atisfaction can be an i portant indicator of how e plo!ees feel about their jobs and a predictor of wor# behaviors such as or"ani%ational citi%enship, absenteeis , and turnover. 9urther, job satisfaction can partiall! ediate the relationship of personalit! variables and deviant wor# behaviors. One co on research findin" is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, eanin" people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. /owever, so e research has found that job satisfaction is not si"nificantl! related to life satisfaction when other variables such as non'wor# satisfaction and core self'evaluations are ta#en into account. :ith re"ard to job perfor ance, e plo!ee personalit! a! be ore i portant than job satisfaction. The lin# between job satisfaction and perfor ance is thou"ht to be a spurious relationshipL instead, both satisfaction and perfor ance are the result of personalit!.

Chapter # 02 Review of Literature REVIEW OF LITERARTURE (!ed (adat >li (hah +1KKA. , concluded in their stud! that Job satisfaction is an i portant techni$ue used to otivate the e plo!ees to wor# harder. It had often said that, ,> />;;F45;<OF44 I( > ;RODUCTIM4 45;<;OF44., Job satisfaction is ver! i portant because ost of the people spend a ajor of their life at their wor# place. Ghan +1KK8. , reveals in his stud! hat /oppac# brou"ht Job satisfaction to li eli"ht. /e observed Job satisfaction in the co bination of ps!cholo"ical E environ ental circu stances that cause person to full! sa!, ,I a satisfied with ! job, /aider Chu"htai +1KK*. , reveal in his stud! that Job satisfaction refer to person feelin"s of satisfaction onthe job, which acts as a otivation to wor#. It is not the self satisfaction, happiness or self'content ent but the satisfaction of the job. >ccordin" to hi , there are 2 t!pes of theoriesB).Need 9ulfill ent Theor!1.4$uit! Theor!3.Two 9actor Theor!2.Discrepanc! Theor!)3

>swathappa +1KK3. , opines that the Job (atisfaction of e plo!ees can be jud"ed throu"h the s!ste of wa"e pa! ent. Different or"ani%ation adapts different t!pe of wa"e pa! ent s!ste . >lon" with wa"es and salaries the! are pa!in" incentives, per$uisites and non' onetar! benefits. >ccordin" to hi , he e-plained 3 theories of re unerationB >. Reinforce ent and 4-pectanc! Theor! 6. 4$uit! Theor! C. >"enc! Theor! John (tephen +1KKA. , in his stud! ,Job >ttitude and 4 plo!ees ;erfor ance of ;ublic (ector Or"ani%ations in Jaffna District, (ri <an#a, concluded that job satisfaction does have i pact on future perfor ance throu"h the job involve ent, but hi"her perfor ance also a#es people feel ore satisfied and co itted. It is a c!cle of event that is clearl! in #eepin" with the develop ent perspective. >ttitudes such as satisfaction and involve ent are i portant tothe e plo!ees to have hi"h levels of perfor ance. The results of the stud! revealed that attitudes na el! satisfaction and involve ent, and perfor ance are si"nificantl! correlated. 6rown, 9orde, et. al. +1KKA., in their stud! ,Chan"es in /R5 and job satisfaction, )00A= 1KK2B evidence fro the :or#place 4 plo! ent Relations (urve! Ne-a ined that their si"nificant increases in satisfaction with the sense of achieve ent fro wor# between )00Aand 1KK2L a nu ber of other easures of job $ualit! are found to have increased over this period as well. It also finds a decline in the incidence of an! for al hu an resource ana"e ent practices. The paper reports a wea# association between

for al hu an resource ana"e ent practices and satisfaction with sense of achieve ent. I prove ents in perceptions of job securit!, the cli ate of e plo! ent relations and ana"erial responsiveness are the ost i portant factors in e-plainin" the rise in satisfaction with sense of achieve ent between )00A and 1KK2. :e infer that the rise in satisfaction with sense of achieve ent is due in lar"e part to the e-istence of fallin" une plo! ent durin" the period under stud!, which has driven e plo!ers to a#e i prove ents in the $ualit! of wor#. Jain, Jabeen, et. al. +1KK?. , in their stud! ,Job (atisfaction as Related to Or"ani%ational Cli ate and Occupational (tressB > Case (tud! of Indian Oil, concluded that that there is no si"nificant difference between ana"ers and en"ineers in ter s of their job satisfaction and )2 both the "roups appeared al ost e$uall! satisfied with their jobs. :hen the ana"ers and en"ineers were co pared on or"ani%ational cli ate, it was found that both the "roups differed si"nificantl!. 5ana"ers scored si"nificantl! hi"h on or"ani%ational cli ate scale than the en"ineers indicatin" that the ana"ers are ore satisfied due to the e power ent "iven to the . (hah E (hah +1KKA. , in their stud! ,Job (atisfaction and 9ati"ue Mariables, concluded that relationship between fati"ue and Job (atisfaction variables which were found to be si"nificantl! ne"ative. The stud! also founds that fati"ue is ne"ative predictor of Job (atisfaction. The stud! is clearl! indicative of different issues for Call Centre e plo!ees in Indian conte-t. There are different ON T/4 JO6 and O99 T/4 JO6 9>CTOR( leadin" to dissatisfaction and fati"ue for the which were e-plored in this stud!. If fati"ue can be reduced and job satisfaction can be increased b! various innovative and encoura"in" strate"ies. (hahu E Jole +1KKA., in their stud! ,4ffect of Job satisfaction on ;erfor anceB >n 4 pirical (tud!, concluded that the co panies that are la""in" behind in certain areas of job satisfaction E job stress need to be developed so that their e plo!ees show "ood perfor ance level, as it is provided that perfor ance level lowers wit hi"h satisfaction scores. The awareness pro"ra pertainin" to stress E satisfaction is to be ta#en up in the industries to a#e the aware of the benefits of #nowled"e of stress and its relationship with satisfaction and achieve ent of "oal of industries. Job (atisfaction is in re"ard to oneDs feelin" or state'of' ind re"ardin" the nature of their wor#. Job (atisfaction can be influenced b! a variet! of factors, e", the $ualit! of one7s relationship with their supervisions, the $ualit! of the ph!sical environ ent in which the! wor#, de"ree of their fulfill ent in their wor# etc.

Chapter # 03 Obje tive! Of "tu#$ This stud! is conducted to jud"e the level of Job (atisfaction of e plo!ees who are wor#in" in Different Or"ani%ation . The title of t his stud! A CASE STUDY ON JOB SATISFACTION OF EMPLOYEES OBJECTIVES OF THIS STUDY

).To discover the various e-pectations that deter ine the satisfaction level of e plo!ees .1.To easure the level of satisfaction of e plo!ees with respect to the co pan!.

3.To jud"e the level of job satisfaction of e plo!ees on various para eters. a. :or#in" conditions salar! structure@ ;er$uisites@ Other benefits. Relationship with e plo!ees of co pan! policies of co pan!

Chapter ? '( RESEARC= %ET=5*)@A Research metho o!o"# is a wa! to s!ste aticall! solve the research proble . Research 5ethodolo"! co prises of two words, research and ethodolo"!. Research is defined as hu an activit! based on intellectual application in the investi"ation of atter. The pri ar! purpose for applied research is discoverin", interpretin", and the develop ent of ethods and s!ste s for the advance ent of hu an #nowled"e on a wide variet! of scientific atters of our world and the universe. Research a! be defined as a careful investi"ation or in$uir! especiall! throu"h search of new facts in an! branch of #nowled"e. In short, it co prises definin" a refined proble Ds, for ulatin" h!pothesis or su""ested solutionL collectin", or"ani%in" and evaluatin" dataL a#in" deductions and research conclusionsL and lastl! carefull! testin" the conclusion to deter ine whether the! fit the h!pothesis Metho o!o"# can be defined asB ).,the anal!sis of the principles of 1.,the s!ste atic stud! of ethods, rules, and postulates e plo!ed b! a discipline,.

ethods that are, can be, or have been applied within a discipline,.

3.,a particular procedure or set of procedures., RESEARCH DESI$N Research es%"& can be thou"ht of as the structure of research '' it is the ,"lue, that holds allof the ele ents in a research project to"ether. :e often describe a desi"n usin" a concisenotation that enables us to su ari%e a co ple- desi"n structure efficientl!.Considerin" the objectives of the stud!, sa ple surve! was conducted andaccordin"l! anal!sis of infor ation was ade. 4-plorator! research desi"n is used in presentstud!. DATA COLLECTION 6oth pri ar! and secondar! data had been used in present stud!. Pr%mar# Data collected throu"h personal interview in the for Seco& ar# Data was collected fro various journals, boo#s, of $uestionnaire. a"a%ines and internet.

<I5IT>TION( ).The stud! conducted is li ited to K3 Differrent or"ani%ation onl!. 1.The stud! conducted with the precincts of one depart ent of or"ani%ation onl!. 3.Ti e and one! was ajor li itation, which (tudents ;oc#et 5one! :as (hort . a! have affected the stud! 6ecause we were

2. (o e of the respondents were reluctant to share infor ation with us. DATA ANALYSIS ' INTERPRETATION TAB)E ,*. EB&ER/E,CE *+ RES&*,5E,TS /, *R@A,/CT/*, 1D ,*. *+ AEARS )ESS T=A, - AEARS - F 4 AEARS 41-' AEARS %*RE T=A, -' AEARS

T*TA) -2 38 ,/) ,/)

&ERCE,TA@E ;E. 2( 70 K K

TAB)E ,*. 2 ;a. %onetary Benefits 1D =i hly Satisfied Satisfied ,eutral 5issatisfied =i hly 5issatisfied 8 7 0 -' T*TA) G -0 -( -2 2' &ERCE,TA@E ;E. -8

TAB)E ,*. 2 ;b. SA)ARA STRHCTHRE 1D =i hly Satisfied Satisfied -' T*TA) ( 2' &ERCE,TA@E ;E. 8

,eutral 5issatisfied =i hly 5issatisfied

2' 8 -8

(' -0 -0

TAB)E ,*. 2 ;c. >ob Security 1D =i hly Satisfied Satisfied ,eutral 5issatisfied =i hly 5issatisfied -' 3K 8 8 T*TA) ( 2' 0K -0 -0 &ERCE,TA@E ;E. 8

B/B)/*@RA&=A
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