CONTENTS

CHAPTER 1

INTRODUCTION
NEED FOR THE STUDY
SCOPE OF THE STUDY
OBJECTIVES OF THE STUDY
METHODOLOGY OF THE STUDY
LIMITATIONS

CHAPTER 2
INDUSTRY PROFILE
COMPANY PROFILE
CHAPTER 3
THEORETICAL FRAMEWORK
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
CHAPTER 5
FINDINGS
SUGGESTIONS
CONCLUSION
ANNEXURE
BIBLIOGRAPHY

A STUDY ON

JOB SATISFACTION OF EMPLOYEES IN

SURAKSHA HEALTH PARK HOSPITAL,
VISAKHAPATNAM

CHAPTER 1

CHAPTER II

CHAPTER III

INTRODUCTION

Human Resourse Management is a comparatively new and rapidly growing

profession in India. It deals with the management of people and is based upon very
old and well-established disciplines such as economics, psychology, anthropology,
sociology, political science, etc. Most decisions made in health-service institution
involve people and therefore, human resource management plays a very important
role in achieving the primary aim of hospitals of rendering the highest quality of
care to the patients.
Health service institutions have organized professional associations which maintain
standards of performance and behavior embodied in a code of ethics. It provides
competent service with integrity and works for the welfare of human beings whom
it serves. Human resource management has been recognized as a profession by
acadamicians and industrialists because it has acquired all the qualifications of a
profession and has proved its worth. It is the process of acquiring, training,
appraising and compensating employees, of attending to their labor relations,
health and safety, fairness concerns. HRM is also a management function
concerned with hiring motivating and maintaining peoplr in an organization. It
focuses on people in Organization.
Human Resource Management in hospitals has now become a necessity and it has
to achieve effective utilization of human resources, desirable working relationships
among all employees, maximum employee development, high morale in the
organization and continuous development and appreciation of human assets.
The productivity of organization depends significantly on employee job
satisfaction. It not only influences the maximum work force but greatly improves

the sense of morale and commitment towards the organization amongst the
employees. Conductive work environment is one that gives workers a sense of
pride in what they do. However, employees that implement monitory as well as
non-monitory initiatives increase employee satisfaction definitely reap the benefits
of reducing lethargy, absenteeism and lower employee turnover rates with greater
organizational citizenship behavior and commitments
CONCEPTUAL FRAME WORK
In order to meet the commitment of the employees job satisfaction the organization
supposes to apply HRM theory into practices. According to the theoretical
evidence on the relationship of HR practice with organizational effective indicates
that HR practice influence employee commitment and other HR performance
measure, which then lead to organization effectiveness. Several elaborations of
HRM practices have been studied in the previously research such as Bradley,
Petrescu and Simmons(2004) give the term of HRM practices as define the
following set of variables: work organization, supervision, employee
involvement/voice, recruitment and selection, training and learning and pay
practices. Along the same line, Pfeffer(1994) identify the HRM practice such as
employment security, selectivity in recruiting, high wages, incentive pay, employee
ownership participation and empowerment, promotion from within, training, and
skill development. In addition, Delery and Doty(1996) utilize the seven variables
of HRM practices which are internal career opportunities, formal training system,
appraisal measures, profit sharing, employment security, employee voice
mechanisms, and job design.
The term job satisfaction is commonly referred in the context of employees
behavior at work. Job satisfaction can be understood more clearly in the context of
employees extent of satisfaction in general in his total work/professional life
situations. Job satisfaction has been defined as a pleasurable emotional atate
resulting from the appraisal of ones job, an affective reaction to ones job and an
attitude towards ones job.
Weiss(2002) has argued that job satisfaction is an attitudinal concept but points out
that researchers should clearly distinguish the objects of cognitive evaluation
which are affect(emotion), beliefs and behaviors. This definition suggests that we

form attitudes towards our jobs by taking into account our feelings, our beliefs, and
our behaviors.
Scherhon et al define job satisfaction as the degree to which individuals feel
positive or negative about their jobs. It is an attitude or emotional response to ones
tasks as well as to the physical and social conditions of the work place. Job
satisfaction is motivational and leads to positive employment relationships and
high levels of individual job performance.

According to Lcke and Henne the definition could be the pleasant emotional state
which flows from someone realizing his/her motives in the work.
Job Satisfaction is simply how people feel about their jobs and different aspects of
their jobs. It is the extent to which people like(satisfaction) or
dislike(dissatisfaction) their job. As it is generally assessed, job satisfaction is an
attitudinal variables.
Greenberg and Baron defined work satisfaction as employees cognitive affective
and evaluative reactions directed towards their work. Work satisfaction is an
affective orientation towards anticipated outcome. Job satisfaction has been
defined as affective state describing feelings about ones work. According to AbuBader individuals expect from their work and what they actually derive. Defined
ain that way job satisfaction enters into interaction with goal setting theories of
motivation.
Job satisfaction can be considered as a global feeling about the job or as a related
constellation of attitudes about various aspects or facts of the job. The global
approach and the facet approach can be used to get a complete picture of
employees job satisfaction. Facts are specific elements of a job, such as challenge a
job provides, the physical environment in which work is constructed, and the
salary received. People may have different evaluative responses toward each facet
of the job.
According to Werner job satisfaction has five facets, which can be put together to
measure a job descriptive Index(JDI) as follows:

The work itself- responsibility , interest and growth

Quality of supervision- technical help and social support.
Relationship with co-workers social harmony and respect
Promotion opportunities chances for further advancement
Pay- adequacy of pay and perceived equity vis- a vis other.

According to Schermerhon the importance of job satisfaction can be viewed in the

context of two decisions people make about their work. The first is the decision to
belong that is, join and remain a member of an organization. The second is the
decision to perform that is to work hard in pursuit of high levels of task
performance. Job satisfaction can also affect turnover or decisions by people to
terminate their employment.
There are important reasons why the researcher should concerned with job
satisfaction. The first is that people deserve to be treated fairly and with respect.
Job satisfaction is to some extent a reflection of good treatment. It can also be
considered as an indicator of emotional well being or physiological health. The
second reason is that job satisfaction can lead to behavior of employees that affects
organizational functioning. Differences among organizational units in job
satisfaction can be diagnostic of potential trouble spots.
Dissatisfied workers are more likely to provide inferior services, the physical and
mental status, and the social functioning of these workers can be affected
substantially by the level of their job satisfaction.
However, as Schemer horn points out, job satisfaction alone is not a consistent
predictor of individual work performance. There are number of dimensions which
effect job satisfaction. Value system possessed by an individual and the culture
supporting the value system in the organization can be called as an important and
basic for job satisfaction. However some of the important factors that determine
job satisfaction of the employees in the organization are as under:a) Work Content
Content of the work itself is a major source of satisfaction. The work must
be challenging. It should lend itself opportunities to use employee skills,
ability and experience. The content of the work should be encouraging and
interesting and have variety inbuilt in it so that it is not boring. Positive

feedback from the job and autonomy has been considered to be important for
motivation of employees. Too tough or job having two little challenge brings
frustration and feeling of failure hence the job should be moderately tough
so that the individual has to stretch his ability, imagination and skills. Once
such job is completed successfully the workers get a great sense of
satisfaction.
b) Pay and Promotion Policy:
Salary and wages play decisive part in the study of job satisfaction Equitable
rewards are multi dimensional in nature. The benefits are of varied nature
namely pay, Perks and rewards are associated with motivation of employees.
Pay system and promotion policy of the organization must be just, un
ambiguous and in line with the prevalent industry norms and employee
expectations. Employee wages and salary must ensure him the social status
and should be able to fulfill the expectations. Individual must perceive salary
administration and promotion policy as being fair. Organization should
ensure that their policies are growth oriented and incremental in natural so
that employees take on an additional responsibility voluntarily. Apart from
financial benefits, organization must provide adequate perks and nonfinancial benefits so that they are motivated and display high level of
satisfaction
c) Supportive working condition:
Working conditions have a modest but lasting effect on job satisfaction. Due
to fast development of technology, it is necessary that the organizations are
operating on upgraded technology, latest systems and procedures. The layout
of work place must be ideally suited from operational point of view and the
employees should display great degree of satisfaction. The place should be
neat and clean with necessary facilities as per Factories act. Light,
ventilation, cleanliness, enough space for work immediate availability of
supervision, adequate latest tools and generally good surrounding will
definitely add to job satisfaction. If the work place were closer to home, it
would add to employee retention.
d) Work group:
The concept of work group and work teams is more prevalent today. Work
group of multi skilled persons with one goal will be able to function
effectively if they are friendly and co-operative. The work group serves as a

source of support, comfort, advice and assistance to individual worker. A

good work group makes the job more enjoyable. The factor of work group
support is essential for job satisfaction. If the reverse conditions prevail, the
people may not be able to get along with each other and the level of job
satisfaction will be reduced.
e) Supervision:
Supervision is one of the moderate factors, which affect job satisfaction.
Qualified supervisors should be available for advice, guidance and problem
solving. Supervisors should be placed close to the place of work and should
be available. They should take personal interest in the affairs of employees
both on personal and official level. Supervision is related to leadership. In
Defense Services the leadership is to proactive that the leader carry on him
details of each soldier under his command. The details include dependents of
soldiers family, their economic position, details of children, the class they
study, home address and other demographic details, soldiers take his boss as
guide and philosopher which is always available to him for advice. Such
supervision improves the morale and job satisfaction of employees. The
concept of supervision has changed. What is in vogue and in practice today
is self- serviced teams and work group. The group prefers more freedom of
work in relation to work hours time management, frequent breaks between
work hours and autonomy as long as job is completed in time. Flatter
organizational structure therefore has come into practice. Steps in command
structure have reduced. There is a participative management and work has to
meet the established standards in terms of quantity. The levels might have
been reduced but not the value of supervision as a factor of job satisfaction
f) Personality job fit:
Individuals should be assigned the job that suits their interest. Recently it
has been seen that MBA graduates are satisfied with their job if they get the
job related to the specialization they have chosen during the MBA degree.
Persons having analytical approach should be signed job in R&D department
so that their level of job satisfaction increases.

IMPORTANCE OF STUDYING JOB SATISFACTION IN A HEALTH

CARE INSTITUTION

Hospital personnel have difficulties in meeting the needs of their patients if

their own needs are not met; Therefore hospital managers have
responsibilities to both staff and patients. According to the literature job
satisfaction in health care organization is related to many factors; Optimal
work arrangements, the possibility to participate actively in the decision
making process, effective communication among staff and supervisors and
to be able to express freely ones opinion. Collective problem solving bands
the attitude of management are also important to the satisfaction of the
employees.
Job satisfaction can be increased by attending to motivating factors, each as
making work more interesting, requiring more initiative, creativity and
planning. This is especially relevant when budget constraints limit increases
to pay and benefits.
Managers who grasp the importance of factors affecting the well being of
staff are more likely to gain improved performance from the various groups
of hospital staff. It is of at most importance to seek the opinions of
employees and include them in decision making and problem solving
process. This will improve satisfaction among the employees and make them
feel that they are part of the organization.
THE INTEGRATION OF JOB SATISFACTION IN MODERN
QUALITY SYSTEM
Offering the highest Quality of health care services possible to as many
people who need them, within a given environment of social, material,
financial and human resources in the main goal of health care systems and of
every single health care organization or unit within an organization.
Achieving this goal requires a committed and high quality workforce in
health care organizations and systems. Therefore Quality systems and
quality awards, whether generic ones are designed specifically for health
care systems, increasingly address continuous human resources
development, availability of highly motivated and quality- oriented staff, as
a pre-condition for the quality system of an organization to be certified,
recognized or awarded. Examples of well-known quality systems are the

ISO9001 quality management requirements, National Accridational Board

for hospitals and health care providers (NABH), etc.,
Due to the anticipated significant impact of human resources management
on quality of services and its increasing coverage in formalized quality
systems, it is essential, that a health care establishment pays attention to
quality of human resources in early stages of development of a quality
system. Attending to job satisfaction of staff is then a fundamental
component of human resource quality.
In particular many researchers have demonstrated strong positive
correlations between job satisfaction of medical staff and patient satisfaction
with the services in these health care settings.
Consequently, by creating an environment that promotes job satisfaction, a
health care manager can develop employees who are motivated, productive
and fulfilled. These inter will contribute to higher quality patient care and
patient satisfaction.

Need for the Study

It can help management to asses through training needs. Usually employees are
given an opportunity to report what they feel about how the supervisor performs
certain parts of the jobs such as developing work and giving adequate job

instruction. Through job satisfaction surveys we know the impact of organizational

change on employee attitudes.
In the present scenario , employee satisfaction towards his job
is playing a vital role in getting more yield from the employee.
An employee can give his best only when he get satisfied with
his work.
In HRM employees are to be treated as an asset of the
organization.
To gain the optimal utilization of human resources by
measuring their satisfactory levels with expected level of
--satisfaction.
A study of job satisfaction helps in improving the working level
an employee.
The satisfaction of employees depends upon different factors
such as work environment, work life balance, recognition, pay
scale etc. So, I selected this topic as my project in Suraksha
Health Park Hospital

Objective of the study

The objective of the study is as follows

 To assess the satisfaction level of employees in Suraksha Health

Park Hospital.
To identify the factors which influence the job satisfaction of
employees.
To offer valuable suggestions to improve the satisfaction level of
employees.

Scope of the study

This study emphasis in the following scope:
To identify the employees level of satisfaction upon their job in Suraksha
Health Park Hospitals.
This study is helpful to the organization for conducting further research.
It is helpful to identify the employers level of satisfaction towards welfare
measure.
This study is helpful to the Suraksha Health Park Hospital for identifying the
area of dissatisfaction of job of the employees.
This study helps to make a managerial decision to the company.

Research Methodology
Research methodology is the systematic way to solve the research problem.
It gives an idea about various steps adopted by the researcher in a systematic
manner with an objective to determine various manners.

Research Design
A research design is considered as the framework or plan for a study that
guides as well as helps the data collection and analysis of data. The research design
may be exploratory, descriptive and experimental for the present study. The
descriptive research design is adopted for this project.

Research Approach
I contacted the respondents personally with well-prepared sequentially
arranged questions. The questionnaire is prepared on the basis of objectives of the
study. Direct contract is used for survey, i.e., contacting employees directly in
order to collect data.

Sample size
The study sample constitutes 60 respondents constituting in the research
area.
Sampling Area

The study is conducted in employees of Suraksha Health Park Hospital.

Sampling Design
I used probability sampling in which stratified random sampling is used.
Collection of Data
Most of the data collected is primary data through personal interview,
where the researcher and the respondent operate face to face.
Research Instrument
A structured questionnaire is used as a research instrument tool which
consists of open ended questions, multiple choice and dichotomous questions in
order to get data. Thus, Questionnaire is the data collection instrument used in the
study. All the questions in the questionnaire are organized in such a way that elicit
all the relevant information that is needed for the study
Statistical Tools
The statistical tools used for analyzing the data collected are percentage
method, chi square, bar diagrams and pie diagrams.

Analysis of Data
The data are collected through survey and books, reports, newspapers and
internet etc., the survey conducted among the employees of Suraksha Health Park.
The data collected by the researcher are tabulated and analyzed in such a way to
make interpretations.

Various steps, which are required to fulfill the purpose, i.e., editing, coding, and
tabulating. Editing refers to separate, correct and modify the collected data.
Coding refers to assigning number or other symbols to each answer for placing
them in categories to prepare data for tabulation refers to bring together the similar
data in rows and columns and totaling them in an accurate and meaningful manner

The collected data are analyzed and interrupted using statistical tools and
techniques.
Research period
The research period of the study has from 06th may 2015 to 12th june 2015, 5
weeks of duration.
Limitations of the study
The survey is subjected to the bias and prejudices of the respondents. Hence
100% accuracy cant be assured.
The research was carried out in a short span of time, as a result the study is
not widened.

 The study could not be generalized due to the fact that the adapted process is
personal interview method.

INDUSTRY PROFILE

Until the early 1980s, government run hospitals and those operated by charitable
organization. From the last two decade there seen the mushrooming of cooperate
and privately run hospitals. Most large trust and cooperate hospitals have invested
in modern equipment and focus on super specialties.
The private sector accounts for 70 percent of primary medical care and 40percent
of all hospital care in India. They employ 80percent of the countries medical
personnel. The corporate hospital sector is most evolved in the south while
charitable or trust hospitals proliferate in the west. However, the north and east
showing a growing trend in private hospital expansion. Key therapeutic areas are
cardiology, nephrology, trauma or critical care.
Hospital are not profit making, they are social institution to make available to
society the required medical services. Today hospitals are a place of diagnosis and
treatment of human ills. Hospital industry is an important component of the value
chain in India. Hospital rendering services are recognized as healthcare industry. It
is growing at an annual rate of 14 percent. The size of an Indian health care
industry is estimated at Rs.1,717 billion in 2007. It is estimated to grow by 2012 to
Rs.3163 billion at 13 percent CAGR.
The private sectors accounts of nearly 80 percent of the healthcare market, while
public expenditure includes of 20 percent. The country had 15393(2009) hospitals,
which had Rs 8.75 lakhs hospital beds. According to who report, India needs to add
80000 hospital beds each year for the next years to meet the demands of its
growing population. Medical tourism is changing the face of traditional healthcare
industry in India. Indias cost advantage and explosive growth of private hospitals,
equipped with latest technology and skilled healthcare professionals has made it a
preferred destination for medical tourism, according to ministry of commerce and
industry. Indian medical tourism that was valued at $350 million in 2006, is
estimated to grow into $7 billion by 2012

PRESENT STATUS OF THE HOSPITAL INDUSTRY:

With time the classes and quality of hospitals have changed a lot. Today most
hospitals are trying to provide all kinds of ultra facilities and are in the process of
making states of the art hospitals. Hospitals provide the infrastructure facility to
healthcare:
On the basis of objectives:
Teaching and research
General hospital
Special hospital
On the basis of ownership:

Government hospital
Semi-government hospital
Voluntary organization
Charitable trusts

On the path of treatment:

Allopath
Ayurveda
Unami
Homeopath
Others

ON THE BASIS OF THE SIZE THERE ARE

Teaching hospitals: generally have 500 beds, which can be adjusted in
tune with number of students.
District hospital: generally have 200 beds, which can be raised to 300
in contingencies.
Taluk hospital: generally has 50 beds that can be raised to 100
depending on the requirement.
FUTURE PROSPECTUS OF THE HOSPITAL INDUSTRY

 Indian hospital market is estimated to touch US $100 billion by 2017

Hospital industry accounted for .1percent of the countrys GDP in
2012
Private hospitals to form a large share of the healthcare spend and
would increase to US $33.6 billion in 2010 from US $14.8 billion in
2002
Share of private expenditure as a percentage of total expenditure on
hospital has grown from 60 percent to nearly 80 percent over the the
last decade.
Sector estimated at about US $ 38 billion and expected to grow at a
compound annual growth rate (CAGR) of 15 percent for the next
years.
OVERVIEW OF HEALTHCARE SECTOR IN INDIA:
Indias healthcare sector has made impressive strides in recent years. It has
transformed to a US $ 17billion industry and is surging ahead with an annual
growth rate of 13 percent a year. The healthcare industry in India expected to grow
in size to Rs. 270000 crores by 2012. The health care industry employs over four
million people, which makes it one of the largest services sectors in the economy
of our country. Healthcare is dependent on the people served; Indias huge
population of a billion people represents a big opportunity. People are spending
more on healthcare. The rise in literacy rate; the higher level of income; and an
increased awareness though the deep penetration of media, has constituted to
greater attention being paid to health.

Corporation like the Tatas, Appollo Group, Fortis, Max, Wockhardt, Piramal,
Ispat, Escorts have made significant inventions in setting up state of the art
private hospitals in cities like Mumbai, New Delhi, Chennai and Hyderabad.
Good Healthcare in India is in extreme short supply and it is this gap that
Corporate are looking to plug. Most users of Healthcare prefer private services to
government ones. The private Health care segment has grown into a formidable
industry estimated to be Rs. 800000 crores. Using the latest technical equipment

and the services of highly skilled medical personnel there hospitals are in a
position to provide a variety of general as well as specialists services.
India is well positioned to tap the top of the global healthcare industry because of
the facilities and services it offers, and by leveraging the brand equity of Indian
healthcare professionals across the globe, said Vinod Khanna, former Union
Minister of state for External affairs.

COMPANY PROFILE
Much before it became an industrial hub and a strategic centre with the
establishment of the Eastern Naval Command, Visakhapatnam was famous as an
educational centre and health care provider. The 80 plus year old Andhra
University attracted famous teachers, researchers and educationists and a
destination for the cream of students and also the 150 year old Mrs. A.V.N. College
is
the
alumnus
for
many
famous
personalities.
The population of the district is 42.88 lakhs (and steadily increasing) as per census
2011. Visakhapatnam district is having 11 Tribal mandals with hill top areas,
inaccessible, Interior areas and 1 Greater Visakhapatnam Municipal Corporation
and 2 Municipalities (Anakapalli and Bheemunipatnam) in urban area.
Regarding Medical facilities, there are 584 Sub centers, 85 Primary Health
Centers, 13 Community Health Centers. Visakhapatnam District has successfully
managed to gear its efforts towards improving service provisions at the grass roots
level in spite of its limitations. The Govt. has decided to rationalize the existing
Health system to provide health services in grass root level. After rationalization
Visakhapatnam District will have 584 Sub centers, 85 Primary Health Centers, 13
Community Health Clusters, 1 Rural Health Centre, 1 Area Hospital, 1 District
Hospital, 7 Teaching Hospitals, 2 MM Units under NRHM, 8 CEMONC centers, 4
Birth waiting Homes, 4 Urban Health Centers, 11 Urban Family Welfare Centers, 1
Medical College and 2 First referral Units, 15 Community Health & Nutrition
Cluster.
Though the city has many government and private hospitals, the super specialty
facility of high order is still eluding. Visakhapatnam hosts many corporate
hospitals providing the latest medical care. They are also referral hospitals for
many major industries and government organizations. Many patients from
neighboring States are treated at the corporate hospitals and big and small private
hospitals.
Suraksha Health Park Pvt ltd is a new and one of its kind boutique hospital at
Maripallem, Visakhapatnam. This hospital is an exclusive 100-bed multi specialty

hospital with chrome fittings, vitrified floors, Italian Marble Wall Claddings and
LCD TV-equipped rooms.
Suraksha health Park is housed in a spacious campus and located at Maripallem,
104 Area Main Road, which is just 2 km from NH5 and is in close proximity to the
Highway and Airport. Suraksha Health Park Hospital not only caters to the patients
of Visakhapatnam, but also the neighboring regions like, Vijayanagaram,
Srikakulam, Rajahmundry and caters the need of patient from Jharkhand, Bihar,
Uttar Pradesh, Orissa, Bengal, Chhattisgarh to name a few. This entire enterprise
has cost Suraksha around Rs 25 core.
Suraksha Health Park also boasts of the best technology, equipments and doctors.

THEORETICAL FRAME WORK

Job satisfaction describes how content an individual is with his or her job. It is a
relatively recent term since in previous centuries the jobs available to a particular
person were often predetermined by the occupation of that persons parent. There are a
variety of factors that can influence a persons level of job satisfaction. Some of these
factors include the level of pay and benefits, the perceived fairness o the promotion
system within a company, the quality of the working conditions, leadership and social
relationships, the job itself (the variety of tasks involved, the interest and challenge the
job generates, and the clarity of the job description/requirements).
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
workgroups. 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. Questions relate to relate of pay,
work responsibilities, variety of tasks, promotional opportunities the work itself and coworkers. Some questioners ask yes or no questions while others ask to rate satisfaction
on 1 5 scale 9where 1 represents not all satisfied and 5 represents extremely
satisfied).

Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting from
the appraisal of ones job; an affective reaction to ones job; and an attitude towards
ones job. Weiss (2007) 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 behaviors. This definition suggests that we from attitudes
towards our jobs by taking into account our feelings, our beliefs, and our behaviors.
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job
satisfaction model. The main premises of this theory is that satisfaction is determined by
a discrepancy between what one wants in a job and what one has in a job. Further, the
theory states that how much one values a given facet of work (e.e. the degree of
autonomy in a position) moderates how satisfied/dissatisfied one becomes when
expectations are/are not met. When a person values a particular facet of a job, his
satisfaction is more greatly impacted both positively (when expectations are met) and
negatively (when expectations are not met), compared to one who does not value that
facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is
indifferent about autonomy, then Employee A would be more satisfied in a position that
offers a high degree of autonomy compared to Employee B. this theory also states that
too much of a particular facet will produces stronger feelings of dissatisfaction the more
a worker values that facet.
Dispositional Theory
Another well known job satisfaction theory is the Dispositional Theory. It is a very
general theory that suggests that people have innate dispositions that cause them to
have tendencies toward a certain level of satisfaction, regardless of ones job. This
approach became a notable explanation of job satisfaction in light evidence that job
satisfaction tends to be stable over time and across careers and jobs. Research also
indicates that identical twins have similar levels of job satisfaction.

A significant model that narrowed the scope of the Dispositional Theory was the
core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that
there are four Core Self-evaluations that determine ones disposition towards job
satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This
model states that higher levels of self-esteem (the value one places on his self) and
general self-efficacy (the belief in ones own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control over her/his
own life, as opposed to outside forces having control) leads to higher job satisfaction.
Finally, lower levels of neuroticism lead to higher job satisfaction.
Two Factor Theory (Motivation Hygiene Theory)
Fredrick Herzbergs Two factor theory (also known as Motivator Hygiene Theory)
attempts to explain satisfaction and motivation in the workplace. This theory states that
satisfaction and dissatisfaction are driven by different factors motivation and hygiene
factors, respectively. Motivating factors are those aspects of the job that make people
want o perform, and provide people with satisfaction. These motivating factors are
considered to be intrinsic to the job, or the work carried out. Motivating factors include
aspects of the working environment such as pay, company policies, supervisory
practices, and other working conditions.
While Herzbergs model has stimulated much research, researchers have been
unable to reliably empirically prove the model, with Hackman & Oldham suggesting that
Herzbergs original formulation of the model may have been a methodological artifact.
Furthermore, the theory does not consider individual differences, conversely predicting
all employees will react in an identical manner to changes in motivating/hygiene factors.
Finally, the model has been criticised in that it does not specify how motivating/hygiene
factors are to be measured.

Measuring Job Satisfaction

There are many methods for measuring job satisfaction. By far, the most
common method for collecting data regarding job satisfacting is the Likert scale (named
after Rensis Likert). Other less common methods of for gauging job satisfaction include:
Yes/No questions, True/False questions, point systems, checklist, forced choice
answers.
The Job Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job
satisfaction that has been widely used. It measures ones satisfaction in five facets: pay,
promotions and opportunities, coworkers, supervision, and the work itself. The scale is
simple, participants answer either yes, no, or decide in response to whether given
statements accurately describe one job.
The Job in General Index is an overall measurement of job satisfaction. It was an
improvement to the job Descriptive Index because the JDI focused too much on
individual facets and not enough on work satisfaction in general.

INTERRELATION
THEORIES

OF

JOB

SATISFCATION

AND

MOTIVATION

Both job satisfaction and motivation are the objects of investigation of diverse field
of organizational and psychological science, which incorporate aspects of clinical
psychology, social psychology, psychometrics and also broader social and
organizational studies.
Researchers have been dealing with human motivation at work place from two
viewpoints, which also differ on the adherence to job satisfaction.\
The first is top down approach, which is rather the topic of organizational studies
and origins from a managerial view point. It expects to find answers to the
question: How should I motivate my workers to perform well? This approach
deals mainly with externally controlled (or directed) motivation. It is related to the

categories and methods of job design and deals more with external(or
environmental or impersonal) characteristics of motivation up to the viewpoint,
that a worker by its nature is lazy and negligent, and therefore should be motivated
mainly by means of rewards, bonuses and punishments. The staff members is an
object, we should be motivated by different means to perform well.
In this relation McGregor identified two fundamentally different sets of
assumptions, held by managers. The conventional view was labeled by McGregor
as Theory X and The modern one as Theory Y. Theory X presumes that an average
employee inherently dislikes work and related physical and mental efforts and
whenever possible shall make attempts to avoid it. /therefore employees must be
directed, coerced, controlled and/or threatened with punishments to achieve goals
of the organization. Employees attend to get out of responsibility and seek external
direction whenever possible. Most workers consider security of jobs more
important than other work related factors and will express little ambition. Method
of; motivation, based n theory X can be called as carrot-and-stick method.
In contrast, theory Y keeps the view point that goals of an individual and of the
organization can be integrated. Managers supporting theory Y believe that
subordinates work hard, re cooperative and have positive attitudes. The
expenditures of physical and mental effort in work are as natural as play or rest.
The manager should complement the employees effort and creatively through
gaining their commitment to organizations goals, which entails allowing selfdirection and discretion, reinforced through a system of feedback and rewards.
The top down approach traditionally deals with more with various job design
method as job satisfaction and simplification, rotation, enlargement, enrichment.
Job satisfaction is involved indirectly, as much as implementation of job design
methods influences the satisfaction with the job.
The other approach is the more personalized bottom up approach, which studies
properties of staff members, their behavior at workplace, motivators, dissatisfies
and other properties of job environment. It is a topic of psychology(up to the
studies of animal models) and/or organizational(or occupational) psychology and
deals mainly with autonomous motivation, having the goal to get answers to
questions: how an employee feels her/himself at the workplace (and outside it as

he does? The staff member is a subject who has (or has no) motivational to
perform as he/she does because of a combination of internal and external factors,
which should be investigated, measured and improved as much as possible and
practical.
Meanwhile the job satisfaction or different facts of it appear as indirect
constituents of motivation in the first approach; these are closely linked and
intertwined with second approach to (or meaning of the) motivation. In this
relation motivation theories apply in most of their part to job satisfaction and vice
versa.
As an illustrations or this close relationship can serve Maslows theory or
motivation through hygiene factors (dissatisfies) and Latham/Lockes goal-setting
theory with established connection between motivation, self-regulation and job
satisfaction.
Job satisfaction and motivation, however, are separate topics. Satisfaction can be
seen as a result of acting in accordance with motivation. Then the degree of job
satisfaction is a measure of level of satisfactions of needs and motives on
workplace as independent variables.
It is also suggested that motivation, including motivation at workplace, reflects
peoples search for positive meaning and job satisfaction reflects the degree to
which this meaning is found and that motivation is a component, which links job
characteristic to job satisfaction.

DATA ANALYSIS AND INTERPRETATION

TABLE 1

Sex

No of Respondents

Male
Female
Total

17
28
45

Valid Percent
38
62
100

No of Respondents

No; 20%

Yes; 80%

INTERPERTATION
A total number of 45 respondents were taken as sample for this study. Among the
45 respondents 38% i.e., 14 members were male and 62% i.e., 28 members who
responded to the questionnaire is female.

TABLE 1
1. I am satisfied with my work at Suraksha Health park Hospital, Vizag

Options

No of Respondents

Yes
No
Total

Valid Percent

38
07
45

84
16
100

No of Respondents
Yes

No

20%

80%

INTERPRETATION

As the above table depicts, the survey consists of

Satisfaction with my work at Suraksha Health Park Hospital. A good
majority of the respondents (84%) of Employees were satisfied with

Hospital while others (16%) of the respondents are not satisfied with
Hospital.

TABLE 2
Are you given enough authority to make decision you need to make
Categories

Yes
No
Total

No of Respondents
36
09
45

Valid Percent
80

20

No of Respondents
30
25
20
15
10
5
0

No of Respondents

INTERPRETATION

As the above table depicts, the survey consists of giving the

enough authority to make decision you need to make at Suraksha Health
Park Hospital. A good majority of the respondents (80%) of Employees
were participated in decision making time in Hospital while others
(16%) of the respondents are not participated in decision making time in
Hospital.
TABLE 3
Is the Physical working conditions are good in the Hospital
Categories
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

No of Respondents
00
28
15
02
00
45

Valid Percent
00
62
33
05
00

No of Respondents
No of Respondents

INTERPRETATION

As the above table depicts, the survey consists of Physical

working conditions are good at Suraksha Health Park Hospital. A good
majority of the respondents (62%) of Employees were agree the good
physical conditions in Hospital while (33%) of the respondents are
neutral and (5%) of respondents are disagree the good physical
conditions in Hospital.

TABLE 4
If you work hard, can you count on being promoted?
Categories

No of Respondents

Valid Percent

Strongly Agree

16
12
09
08
00
45

Agree
Neutral
Disagree
Strongly Disagree
Total

35
28
20
17
00

No of Respondents
Strongly Disagree
Disagree
No of Respondents

Neutral
Agree
Strongly Agree
0

5 10 15 20 25 30 35 40

INTERPRETATION

As the above table depicts, the survey consists of hard work

counted being Suraksha Health Park Hospital. A good majority of the
respondents (35%) of Employees were strongly agree the Hard work
counted in Hospital while (28%) of the respondents are agree and (20%)
of respondents are neutral in the hospital and (17%) of the respondents
are disagree the hard work counted in Hospital.

TABLE 5
Do you believe that your Job is secure?
Categories
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

No of Respondents
00
38
07
00
00
45

Valid Percent
00
84
16
00
00

No of Respondents
Strongly Disagree
Disagree
No of Respondents

Neutral
Agree
Strongly Agree
0

5 10 15 20 25 30 35 40

INTERPRETATION

As the above table depicts, the survey consists of Job Secure at

Suraksha Health Park Hospital. A good majority of the respondents
(84%) of Employees were agree the Job Secure in Hospital while (16%)
of the respondents are nts are neutral in the hospital Job Secure in
Hospital.

TABLE 6
Do you think hospital management have shared goals of hospitals to
contribute your best?
Categories
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

No of Respondents
12
19
14
00
00
45

Valid Percent
27
42
31
00
00

No of Respondents
No of Respondents

INTERPRETATION

As the above table depicts, the survey consists of Hospital

management have shared goals to contribute your best in Hospital. A
good majority of the respondents (42%) of Employees were agree the
management have shared goals to contribute your best in Hospital while
(31%) of the respondents are neutral and (27%) of respondents are
strongly disagree were the management have shared goals to contribute
your best the in Hospital.

TABLE 7
Are you happy with the working hours of the Hospital?
Categories
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

No of Respondents
00
36
09
00
00
45

Valid Percent
00
80
20
00
00

No of Respondents
Yes

No

29%

71%

INTERPRETATION

As the above table depicts, the survey consists of working

hours in the Hospital. A good majority of the respondents (80%) of
Employees were agree with happy to the working hours to the Hospital
while (20%) of the respondents are neutral of working hours to the
Hospital.

TABLE 8
Are you satisfied by the pay scale and other amenities provided by the
Hospital?
Categories

Yes

No of Respondents
32

Valid Percent
71

No
Total

13
45

29

No of Respondents
Yes

No

29%
71%

INTERPRETATION

As the above table depicts, the survey consists are you

satisfied by the pay scale and other amenities provided by the Hospital.
A good majority of the respondents (71%) of Employees were satisfied
by the pay scale and other amenities provided by the Hospital while
others (16%) of the respondents are not satisfied by the pay scale and
other amenities provided by the Hospital

TABLE 9
Does your superior suggest you tells you when you need to improve your
work?
Categories
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

No of Respondents
00
00
37
08
00
45

Valid Percent
00
00
82
18
00

No of Respondents
20
15
10
5
0

No of Respondents

INTERPERTAION

As the above table depicts, the survey consists of Does your

superior suggests you/ tells you when you need to improve your work. A

good majority of the respondents (82%) of Employees were neutral to

superior suggests you tells you when you need to improve your work
while (18%) of the respondents are Disagree that superior suggests you
tells you when you need to improve your work

TABLE 10
Does your superior treats you fairly?
Categories
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

No of Respondents
19
13
13
00
00
45

Valid Percent
42
29
29
00
00

No of Respondents
Yes

No

9%

91%

INTERPERTAION

As the above table depicts, the survey consists of Does your

superior treats you fairly. A good majority of the respondents (42%) of
Employees were strongly agree to superior treats you fairly while (29%)
of the respondents are Agree and Neutral that superior treats you fairly.

TABLE 11
Do you have frequent communication with the Management of the
Hospital?
Categories
Yes
No
Total

No of Respondents
41
04
45

Valid Percent
91
09

No of Respondents
30
25
20
15
10
5
0

No of Respondents

INTERPERTAION

As the above table depicts, the survey consists of Do you

have frequent communication with the Management of the Hospital. A
good majority of the respondents (91%) of Employees having the
frequently communication with the management of the hospital while
(9%) of employees not having the frequently communication with the
management

TABLE 12
Are you given enough recognition by the management for the work that
is well done?
Categories
Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

No of Respondents
27
13
05
00
00
45

Valid Percent
60
29
11
00
00

No of Respondents
30
25
20
15
10
5
0

No of Respondents

INTERPERTAION

As the above table depicts, the survey consists Are you given
enough recognition by the management for the work that is well done. A
good majority of the respondents (60%) of Employees were strongly
agree to have enough recognition by the management for the work that
is well done while (29%) of the respondents are Agree and (11%) are
Neutral .

TABLE 13
Is there a strong spirit of teamwork and cooperation among employees in
Hospital?
Categories

No of Respondents

Valid Percent

Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Total

32
12
01
00
00
45

71
27
02
00
00

No of Respondents
No of Respondents

INTERPERTAION

As the above table depicts, the survey consists is there a strong

spirit of teamwork and cooperation among employees in Hospital. A
good majority of the respondents (71%) of Employees were strongly
agree to a strong spirit of teamwork and cooperation among
employees in Hospital while (27%) of the respondents are Agree and
(2%) are Neutral .

TABLE 14
Are you satisfied with the job you do in Hospital?
Categories
Yes

No
Total

No of Respondents
42
03
45

Valid Percent
93
07

No of Respondents

No; 7%

Yes; 93%

INTERPERTAION

As the above table depicts, the survey consists Satisfied with

the job you do in the Hospital. A good majority of the respondents (93%)
of Employees were satisfied by their job in the Hospital while others
(07%) of the respondents are not satisfied by their job in the Hospital.

TABLE 15
What is your job satisfaction level?
Categories
Satisfied

Good
Neutral
Bad
Not Satisfied
Total

No of Respondents
26
19
00
00
00
45

Valid Percent
58
42
00
00
00

No of Respondents
No of Respondents

Satisfied

INTERPERTAION

Good

Neutral

Bad

Not Satisfied

As the above table depicts, the survey consists of Job

satisfaction level by employees in the Hospital. A good majority of the
respondents (58%) of Employees were satisfied with their job while
others (42%) of the respondents are not satisfied with their job in the
Hospital

QUESTIONNAIRE
Name of the Employee
Gender

: Male

Female

JOB SATISFACTION SEGMENTS

Kindly put a tick mark on the various alternatives given below:
1. I am satisfied with my work at Suraksha Health park Hospital, Vizag:
a) Yes

b) No

2. Are you given enough authority to make decision You need to make
a)Yes

b) No

3. Is the Physical working conditions are good in the Hospital

a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

4. If you work hard, can you count on being promoted?

a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

5. Do you believe that your Job is secure?

a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

6. Do you think hospital management have shared goals of hospitals to contribute your
best?
a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

7. Are you happy with the working hours of the Hospital?

a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

8. Are you satisfied by the pay scale and other amenities provided by the Hospital?
a) Yes
9.

b) No

Does your superior suggests you/ tells you when you need to improve your work?
a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

c)neutral

d)disagree

e)strongly disagree

10. Does your superior treats you fairly?

a)strongly agree

b)agree

11. Do you have frequent communication with the Management of the Hospital?
a) Yes

b No

12. Are you given enough recognition by the management for the work that is well done?
a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

13. Is there a strong spirit of teamwork and cooperation among employees in Hospital?
a)strongly agree

b)agree

c)neutral

d)disagree

e)strongly disagree

14. Are you satisfied with the job you do in Hospital?

a) Yes

b) No

15. what is your job satisfaction level?

a)satisfied

b)good

c)neutral

d)bad e)not satisfied

Please tell what hospital can do to increase your satisfaction as an

employee:
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________