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A STUDY ON EMPLOYEE JOB SATISFACTION WITH SPECIAL REFERENCE TO

KRISHNAGIRI DISTRICT CO-OPERATIVE SPINNING MILLS LTD

Article · August 2013

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International Research Journal of Business and Management – IRJBM
 
 
A STUDY ON EMPLOYEE JOB SATISFACTION WITH SPECIAL REFERENCE
TO KRISHNAGIRI DISTRICT CO-OPERATIVE SPINNING MILLS LTD.

S.RAJA
Asst. Professor
Sri Venkateswara Institute of Science &Technology, Kolundhalur – 631 203
raja22486@yahoo.co.in

V. VIJAY ANAND
Asst. Professor
School of Management, SASTRA UNIVERSITY,Thanjavur – 613 401

Abstract:
Job satisfaction refers to one’s feelings towards one’s job. If the employees
expectations are fulfilled (or) the employees get higher than what he / she feels satisfied. If
the job satisfaction increases organization commitment will increased. This results in the
higher productivity. The main objectives of this paper are to assess the job
satisfaction: to identify the effectiveness of job satisfaction and to find out the several factors
like personal and organizational factors influencing job satisfaction: to identify the
effectiveness of job satisfaction and to find out the several factors like personal and
organizational factors influencing job satisfaction of employees.
In this study, 125 no’s of respondents have been taken as sample. Percentage analysis,
weighted average, chi-square have been incorporated for research analysis. The study helped
in revealing the level of satisfaction of employees with reference to the various factors
provided in the organization. This study clearly shows that employees under organization are
more or less satisfied with the job. The organization should consider on the salary,
relationship of employees and supervisors, grievance handling and give more opportunity for
the new employees.

Key words: job satisfaction, productivity, organizational commitment.

PREAMBLE:
Job satisfaction refers to one’s feeling towards one’s job. An individual having
satisfaction is said to possess positive attitude the job.An individual joins an organization
with certain expectations and when these expectations come true the individual becomes
pleased with her organization and her job, and this increases her efficiency and performance
(Nelson & Quick, 1995). Weiss (2002) has argued that job satisfaction is an attitude but
points out that researchers should clearly distinguish the objects of cognitive evaluation
which are affect (emotion) beliefs and behaviour.

Job satisfaction speaks on the satisfaction the employees have towards their jobs and
different aspects of the jobs. It also says about the extent to which people like (or) dislike
their jobs. It is a posture variable and people have different perceptions about job satisfaction.
The word job satisfaction can be assessed based on different angles like need fulfillment,
psychological needs, new opportunities, career development etc. The higher job satisfaction,
lesser the level of attrition in companies.

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The employee satisfaction depends on two factors:

1. Personal factors like demographic factors, salary and other fringe benefits and
2. Organizational factors like nature of work assigned, superior-subordinate relationship,
and inter-personal relationship opportunities for advancement.

RATIONALE AND SCOPE OF THE STUDY:

The organization must satisfy people’s needs and influence these feelings for
obtaining their co-operation and support. Proactive attitude of people towards their jobs, good
communication system and individual objectives are some of the factors of job satisfaction.
This study is on the impact of company policies, working conditions and on the job
satisfaction of employees.
It concentrates on the effect of factor in general and considers only the perceptual
element of employees.
STATEMENT OF THE PROBLEM:
The study is conducted to assess the job satisfaction needs of the employees in
krishnagiri district co-operative spinning mills ltd. The study helps to know their preferences
and problems of the employees.
Employee commitment is essential to increase the productivity. If the job satisfaction
increases it will increase the employee commitment, further it will lead to increase in the
productivity. It is very essential to study about the job satisfaction.

OBJECTIVES OF THE STUDY:

¾ The main objective of the study is to assess the job satisfaction of the employees in
Krishnagiri District co-operative spinning mills ltd.
¾ To identify the employees relationship with their supervisors and co-workers.
¾ To assess the satisfaction level of employees on working conditions and environment.
¾ To know the security and the safety measure taken by the organization.
¾ To identify the level of grievance handling procedure in the organization.

RESEARCH LIMITATIONS:

¾ The study is limited to krishnagiri district co-operative spinning mills ltd. only.
¾ The data is collected from 125 employees only.
¾ The study is limited to the employees of production department only.
¾ The findings and observation made in the study purely based on the respondents’
answers which may be biased.

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RESEARCH METHODOLOGY:

The present study is based on descriptive analysis using primary data to investigate
the objectives and testing the hypothesis. A well structured questionnaire was used to collect
the primary data.
Simple random sampling method was used among the sample size of 125 employees
of production department of krishnagiri district co-operative spinning mills ltd. Uthangarai.
In this study percentage analysis, weighted average, chi-square have been used as the
research tools.
REVIEW OF LITERATURE:
Keith Davis, job satisfaction is defined “favorableness’ (or) unfavorableness with
which the employees view their work and results when there is a fit between job
characteristics and wants of employees.”
According to price 2001, job satisfaction can be defined as the effective orientation
that an employee has towards his/her work. Job satisfaction describes the feelings, attitudes
and preferences of individuals regarding work (kam 1998).
Porter and Lawler (1968) collect the influences on job satisfaction in two groups of
internal and external satisfactory factors. According to them, internal satisfactory factors are
related to the work itself (such as feeling of independence, feeling of achievement, feeling of
victory, self-esteem, feeling of control and other similar feeling obtain from work) whereas
external satisfactory factors are not directly related to work itself (such as good relationships
with colleagues, high salary, good welfare and utilities).
Management and leadership style play a vital role in determining the job satisfaction
level of employees (Carrand Kazanowsky 1994).
High and low a job satisfaction level also depends upon the type of organizations
(Schoderbek and Plambeck 1979, Solomon 1986).

RESEARCH ANALYSIS:
To find out the level of satisfaction and effectiveness of the various factors at
krishnagiri district co-operative spinning mills ltd, weighted average and chi-square have
been incorporated.
RESEARCH PARAMETERS:

Respondents Age Grievance handling procedures

Gender Basis of benefits
Marital status Working hours
Experience Job security
Income Welfare and social security measures
Qualification Overall satisfaction level with job
Level of relationship with superiors
Level of relationship with co-workers
Working conditions
Level of satisfaction about style of
supervision

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CHI-SQUARE ANALYSIS
RELATIONSHIP BETWEEN LENGTHS OF SERVICES AND WORKING
CONDITION
Aim: To find the relationship between the lengths of services and working condition
Hypothesis:
Null Hypothesis (Ho): There is no significant relationship between lengths of services and
working condition
Alternative Hypothesis (H1): There is a significant relationship between lengths of services
and working condition

INCOME
Highly Satisfied Neutral Dissatisfied Highly TOTAL
satisfied dissatisfied
LENGTH

BELOW 5
YEARS 4 6 2 2 1 15

5-15 5 9 8 16 2 40
YEARS

15-20 5 11 12 1 1 30
YEARS

ABOVE 20 6 14 8 11 1 40
YEARS

TOTAL 20 40 30 30 5 125

Chi-square =

E=

O = Observed Frequency
E = Expected Frequency

Calculation of chi-square test

Degree of Freedom = (C-1), significant
= (4-1) × (5-1)
=12

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CHI SQUARE TEST

FACTORS CALCULATED TABLE DEGREE OF LEVEL OF REMARK

x2VALUE VALUE FREEDOM SIGNIFICANT

Occupation/ Significance at H1
Satisfaction 22.446 21.026 12 5% Level Accepted
regarding
speed of
service

INFERENCE
It is diverged from the above table that the calculated chi-square value is greater than
the table value and the result is significant at 5% level. Hence the Null Hypothesis is rejected.
From the analysis it is identified that there is no close relation with the length of service and
the working condition. Hence we conclude that there is significant relationship between the
lengths of services.
WEIGHTED AVERAGE METHOD
Aim: To find out the averages by using weighted average method,
Find out the ranks for working condition, Welfare and social security, working hours and
Grievance handling procedure.

S. No W X1 WX1 X2 WX2 X3 WX3 X4 WX4

1 5 16 80 8 40 8 40 8 40
2 4 32 128 92 368 92 368 84 326
3 3 24 72 0 0 0 0 8 0
4 2 24 48 0 0 0 0 0 0
5 1 4 4 0 0 0 0 0 0

332 408 =408 =366

Formula:

Weighted average
Working condition∑ (WX 1) = 332 III
Welfare and social security ∑ (WX2) = 408 I
Working hours ∑ (WX3) = 408 I
Grievance handling procedure ∑ (WX4) = 366 II

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Inference:
From the weighted average method that should arranged as by the ranks. The welfare
and social security measures, workings hours are ranked as first. Grievances handling is
ranked as second and working condition is ranked as third.
RESEARCH RESULTS AND DISCUSSION:

¾ It is found that 32% of the respondents are about 20 years of service and 32% of
respondents are above 5-15 years of service.
¾ It is found that 52% of the respondents are satisfied with the relation of supervisor.
¾ Majority of the respondents are highly satisfied with co-workers in the organization.
¾ High levels of respondents are satisfied with the grievance handling procedure.
¾ Majority of the respondents indicated satisfied for salary determination.
¾ 88% of the respondents are satisfied with the overall performance.

RESEARCH RECOMMENDATIONS:

Welfare measures and job security should be given more importance, so that the
employee turnover may be stopped. The reward system should be modified. It should be
based on the performance and experience.

CONCLUSION:

The study helped in revealing the level of satisfaction of employees with reference to
the various factors provided in the organization.This study clearly shows that employees
under organization are more or less satisfied with the job. The organization should consider
on the salary, relationship of employees and supervisors, grievance handling and give more
opportunity for the new employees.
The study also considered some other problems lie to under by the government I hope
the management would consider my suggestions definitely it will improve his business highly
motivated employees are consider the great asset of the company.

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