Job satisfaction

JOB SATISFA TION

An empirical investigation on

among the employees

Naveen Kumar PS A Vasantha Kumara

Darshan Godbole

Naveen Kumar P

[ Project Executor ]Research StudentDept of IEM, DSCE

S A Vasantha Kumara

[ Project Architect ]Internal Guide

Associate ProfessorDept of IEM, DSCE

Darshan Godbole

[ Resource Element ]External Guide

Branch Manager

…Th!nkers … behind the project

“IntroductionP ro lo g ue o f the re s e arc h

“A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”

High turn overAbsenteeism

Job Dissatisfaction

+

=

Job satisfaction

Recruitment is one field where the job tends to be monotonous, hectic and more often the employee cannot meet the deadline or achieve the target.

Empirical investigation was carried out to examine the influence of demographic variable on employee job satisfaction

1“Working with attitude change- A qualitative study of attitude change & job satisfaction”

Carin Ewald, Karin PenrellLund’s University Journal (2006)

“Job Satisfaction : Great work, Genuine problems”

John N BerryLJ series, Library journal (2007)

“Retention : An explanatory study of Swedish employees in the financial sector regarding leadership style, remuneration & elements towards job satisfaction”

Sanna Paulson, Linda LindgrenVaxjo University of research journal (2008)

2

3

“The Subtleties of Retention - A Human Resource Management Perspective”

Christian Wallin, Ivan StipicLund’ University Journal (2008)

“Turnover among the young engineers” Johan Karlsson

Malardalens university journal of research (2008)

“Retention of IT Consultants: How to Grow Employee Loyalty – the case of T-company”

Davor CrnomatLJ Series, Library Journal (2008)

4

5

6

7”Employee Retention : An integrative view of supportive human resource practices and perceived organizational support”

Desi PatriotaUniversity of Uppsala (2009)

“Identifying predictors of work engagement: An example from a management consultancy company”

Andreas PerssonResearch from Stockholm university (2010)

“Effects of organization communication satisfaction on job performance and firm growth in small business”

C.Glenn Pearce and Geral J Segal LJ Series, Library Journal (2009)

8

9

“A method on how to improve employee job satisfaction: A case study”

Malin Johansson Linne university journal of research (2010)

“A motivated team achieves goal”

D M ShettyDeccan Herald, DH Avenues (2011)

10

11

From the literature survey it was evident that there was a little attention towards the research to examine the influence of demographic factors on the employee job satisfaction

RESEARCH

DES GN

1

2

3

6

5

4 9 10

8 11

7 12

C MPANY

P

R

O

F

I

L

E

Market positionAmongst top 5 product development IT recruitment

SpecializeExecutive search & Head hunting

CustomersTechnology start ups, Product development companies, Large services organization,manufacturing companies

DomainsEcommerce, Infrastructure, Consulting, BFSI, Telecom, Healthcare, Manufacturing

Employees45 employees and growing

SURVEYTHE PRINCIPLES OF

is a detailed study of a market or organization to gather data on attitudes,

impressions, opinions, satisfaction level, etc., by polling a section of the population

Survey

Going with s u r v e y -ADVANTAGES Useful & more effective

Objective & Subjective opinions can be obtained from respondents

Measure & Monitor mood & morale of organization

Helps to determine the alignment of the employees with the management

Proactive instrument to identify the problems

DEFINITION

Design Methodology

Determine Feasibility

Develop Instruments

Revise Instruments

Select Sample

Conduct pilot test

Reliability assessment

Conduct research

Analyze data

1 2 3 4 5 6 7 8 9

UNDERSTANDING THE POPULATION

SAMPL NG

Sampling

Sampling is the process of selecting units (e.g., people, organizations) from a population

A very well chosen sample reflects the whole population and bears all the characteristicsof the population.

What we chose?

Probability Sampling

Convenient random sampling

next move

Probability Sampling

Probability sampling methods ensure that

there is a equal possibility for each person

in a sample population to be selected.

Convenient Random Sampling

A sample is drawn randomly from a list of

individuals in a population. This is the most

preferred sampling technique by many

researchers.

Population size45

Sample size23

aka N

aka n

Free of classification error

Its requires minimum advance knowledge of the population

Relatively easy to interpret data collected

Best fit for a small population size

What’s good about convenient random sampling?

4523 of 57.7%=Sample size Population size

DEMO

WHO WHAT

GRAPHY

is the statistical study of human populations especially with reference to size and density, distribution, and vital statistics.

DEMOGRAPHY

1. Gender Male Female 2. Age

20 – 25 years 26 – 30 years above 30 years

3. Education level Post Graduate Graduate Other

4. Salary < Rs 10000 Rs 11000 – Rs 15000 Rs 16000 – Rs 20000 > Rs 20000

5. Designation Trainee Consultant Team Lead Branch Manager Finance

6. Work Experience 0-3 months 4-6 months 6-12 months 1- 2 years Above 2 years

7. Team Service team Product team Service & Product team Finance team

8. Marital Status Married Single

Questionnaires

ASKING OUT THE OPINIONS

Questionnaires?

is a series of questions asked to obtain statistically useful information about a given topic

DesignSimple, Unambiguous, Tick, Short, Logical sequence

Questionnaires for convenience

Title, Introduction, group items, format, open ended questions

< what they tell us > < Respondents? Behavior? What? >

Constructmeaningful order of questions

Defines one specific thing Groups the questions related to one topic Creates interest in respondents

1. My organization2. My job3. Reward & Recognition4. Communication & Motivation5. My manager / team lead6. Career & Development7. Benefits

7 constructs defined in our project

“ The point ”+

Getting done with format

Opening QuestionQuestions flowQuestions variety

Piloting the questionnaires

Properly wordedPlaced in best orderUnderstood by all classes of respondentsWhat extras to be addedAdequate instructions

ikert scaling

Psychometric measurement

½ ½Favorable Unfavorable

Respondent’s asked to evaluate accordingly

Symmetric or balanced

< Strongly Disagree, Disagree, Neither, Agree, Strongly Agree >

5 point rating scale

Response format

Close ended questions

< pre - existing > < multiple choice > < scaling >

Easy to analyze, statistical.Specific, similar meaning. advantages

Limits the answer.Cannot explain feelings.

disadvantages

“Am happy with my job”

Strongly Disagree

Disagree Neither AgreeStrongly

Agree

Response format

Open ended questions

< explain > < elaborate > < paragraph > < own answers >

More info with feelings, attitude.Extra information. advantages

With quantitative analysis, meaning is lost.Difficult to compare meanings. disadvantages

“Give 3 suggestions for improvement of work environment”

CronbachAlphaα

N . c

V + ( N – 1 ) cα =

N – Number of items

c – Inter item covariance

V – Average variance

Lee Cronbach ( 1951 ) Measure internal consistency

Most reliable for inter-correlation test

≥ 0.7accepted & appreciated

My organization

My job

Reward & Recognition

Communication & Motivation

My Manager / Team lead

Career & Development

Benefits

0.791

0.848

0.803

0.813

0.825

0.794

0.704

Constructs

Cronbachalpha value

&

FOR STATISTICS

Microsoft excel 2007

Dr Ashrams Java scripts

Visual PLS 1.04

Reliability Calculator

THE PROVING GROUND

“ Analysis involves compiling, evaluating & presenting the numerical evidence about what the research was based on “

Hypothesis testing – Flipping for YES or NO

H0 - There is no influence of demographic variables on constructs depicting employee job satisfaction

HA – There is an influence of demographic variables on constructs depicting employee job satisfaction

Level of Significance 0.05

a

contingencytable test

Age & RangeScore : Min value 5, Max value 25

5 to 15 16 to 25 Total

Above 30 0 1 1

20 to 25 6 24 30

26 to 30 4 8 12

Total 10 23 43

Chi square 1.164

Correlation 0.1623

P value 0.559

ConclusionLittle or no real evidence against null

hypothesis H01

Age with My Organization

H01– Age ~ My organization

HA1– Age + My organization

Summary ->

Demography Vs

ConstructAge Designation Education Experience Gender

Marital Status

Salary Team

My organization

My job

Reward & Recognition

Moderate evidence

Communication & Motivation

My Manger / Team lead

Suggestive evidence

Career & Development

Suggestive evidence

Suggestive evidence

Benefits

R SquareMy

Organization

My Job 0.146

Rew & Recg 0.535

Comm & Motv 0.079

My Mgr / Tm Ld 0.410

Carr & Dev 0.506

Benefits 0.452

Regression of My organization on other constructs

My Org My Job Rew & Recg Com & Motv Mgr / Tm Ld Carr & Dev

My Org

My_Job 0.146

Rew & Recg 0.535 0.127

Com & Motv 0.079 0.109 0.085

Mgr / TmLd 0.410 0.052 0.143 0.039

Carr & Dev 0.506 0.078 0.40 0.020 0.375

Benefits 0.452 0.135 0.376 0.054 0.174 0.668

summary

Conclusion”E pi lo g ue o f the re s e arc h

Reward & Recognition is influenced by experience

Manager has influence on designation of the employee

Career & Development influence both designation & gender

Improvement in leadership style and working culture.

Providing opportunities for career growth and also including

proper training, mentoring and monitoring.

Benefits like social events, extra appropriate leaves can add up

for employee job satisfaction.

1. Make rewards meaningful

2. Encourage FUN

3. Promote team member for career growth

4. Carry out periodical reviews

5. Market the great accomplishment of individuals

6. Promote employees based on their efforts

7. Monitor leadership style

8. Counsel career & development

Only based on demographic variable

Questionnaires may not cover all the aspects for job satisfaction

Research does not explain individual needs

Research based on influence of time factors

Geographical factors, Client companies, Recruitment process

Retention Strategies – Not just the moneyNaveen Kumar P, S A Vasantha kumara, Darshan GodboleInternational conferenceICOEGC – 2011, RVCE, Bangalore

Impact of organization culture on employee performanceNaveen Kumar P, S A Vasantha kumara, Darshan GodboleNational conferenceCARE – 2011, Trichy, Tamilnadu

Organization development through organization cultureNaveen Kumar P, S A Vasantha kumara, Darshan GodboleInternational conferenceICOIM – 2011, PESIT, Bangalore

References

[1] Carin Ewald, Karin Penrell (2006), “Working with Attitude Change - A qualitative study of attitude change and job-

satisfaction”, Lunds university, Institution for psychology.

[2] John N Berry (2007), “Job satisfaction: great work, genuine problems”, LJ Series, Library journal.

[3] Sanna Paulson, Linda Lindgren (2008), “Retention : An explanatory study of Swedish employees in the financial sector

regarding leadership style, remuneration and elements towards job satisfaction”, Vaxjo University research.

[4] Christian Wallin, Ivan Stipic (2008), “The Subtleties of Retention - A Human Resource Management Perspective”, Lunds

university, Institution for service management.

[5] Johan Karlsson (2008), “Turnover among the young engineers”, research from Malardalens university.

[6] Davor Crnomat (2008), “Retention of IT Consultants: How to Grow Employee Loyalty – the case of T-company” LJ series,

Library journal.

[7] Desi Patriota (2009), ”Employee Retention : An integrative view of supportive human resource practices and perceived

organizational support”, research from university of Uppsala.

References

[8] C.Glenn Pearce and Geral J Segal (2009), “Effects of organization communication satisfaction on job performance and firm

growth in small business”

[9] Andreas Persson (2010), “Identifying predictors of work engagement: An example from a management consultancy

company”, research from Stockholm university, Institution of psychology.

[10] Malin Johansson (2010), “A method on how to improve employee job satisfaction: A case study”, research from Linne

university, institution of technic.

[11] D M Shetty (2011), “A motivated team achieves goal”, Deccan Herald, DH Avenues.

[12] Hair, J. F., Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998), Multivariate data analysis. Englewood Cliffs, NJ: Prentice-

Hall.

Nunnaly, J. (1978). Psychometric theory. New York: McGraw-Hill.

[13] http://www.businessdictionary.com/definition/survey.html

[14] Day, Martin (2008), “The Advantages, Considerations and Risks of Employee Satisfaction Surveys”, Version 2 (Internet).

References

[15] Straub, D. W., "Validating instruments in MIS research," MIS Quarterly, 1989, Vol 13, pp 147-169.

[16] http://home.ubalt.edu/ntsbarsh/stat-data/surveys.htm

[17] http://stattrek.com/Lesson3/SamplingDistributions.aspx?Tutorial=stat

[18] http://home.ubalt.edu/ntsbarsh/stat-data/surveys.htm#rss

[19] Frauke Kreuter, Stanley Presser & Roger Tourangeau (2009), "Social Desirability Bias in CATI (Computer Assisted Telephone

Interview), IVR (Interactive Voice Response) and Web Surveys: The Effects of Mode and Question Sensitivity", Public

Opinion Q (2008) 72(5): 847-865

[20] Rensis (1932), “A technique for the measurement of attitudes”, archives of psychology 140: 1-55.

[21] Lindley, D.V. (1987), "Regression and correlation analysis", New Palgrave: A Dictionary of Economics, v. 4, pp. 120–23.

[22] K. Ashwathappa, Human resource management, 5th edition, The Tata McGraw-Hill companies, 2008

[23] N. Van saane, J.K. Sluiter, J H A M Verbeek (2003), “Reliability & Validity of instruments measuring job satisfaction – a

systematic review”, Occupational Medicine, v. 53, pp. 191-200.