Journal of Exclusive Management Science October 2016 - Vol 5 Issue 10 ISSN 2277-5684

Job involvement and job satisfaction- An Empirical investigation

*Joiceswarnalatha.R
**A.Vani
*Research scholar, Sree Vidyanikethan Institute of Management, Sree Sainath Nagar, A.Rangampeta,
Tirupati-517102
** (MBA), Sree Vidyanikethan Institute of Management, Sree Sainath Nagar, A.Rangampeta,
Tirupati-517102.
Abstract: This study aim is to study the impact of job involvement levels on job satisfaction levels of the
employees. For these purpose 200 employees of Dalmia cements Ltd are studied. Univariate Anova is
being applied for analysis. The results showed that there is significant impact of Job involvement on job
satisfaction levels of the employees. There is also a significant impact of job involvement along with
demographic characteristics like experience, designation and qualification. It is also found that there is
significant impact of experience on job involvement of the employees.
Key words: Job involvement, job satisfaction
Introduction:
Many organizations are facing difficulties in making the employees to perform well in their job in the
organization. Since the employees performance plays a major role in enhancing the organizations
performance. Most of the employees perform well when they are involved in job to the maximum extent
and when there is job satisfaction in their jobs. In this study we are trying to identify the job
involvement levels of the employees and whether there is any impact of job involvement on job
satisfaction levels of the employees.
Job involvement: it is ones own psychological and emotional state of participating in their work or job
in the organization. Many of the organizations use Lodahl and Kejner scale for measuring the job
involvement levels of the employees in their organization. Job involvement can also be referred as the
extent of ones engagement and anxiousness in performing the job.
Job satisfaction: it refers to the attitude of the employee towards his job in the organization. It is the
feeling or opinion of the employee depending on his perception of satisfaction. It comes under the two
aspects 1. Affective satisfaction
2. Cognitive satisfaction.
Affective satisfaction is the employees emotional feeling about his job in the organization where as
cognitive satisfaction is the level of satisfaction pertaining to any aspect in the organization like
compensation, working hours etc.,
In this study we are trying to identify job involvement impact on the job satisfaction levels of the
employees.
Review of Literature: Imran and Alam (2015) found from their study that the mean of job involvement
and mean of job satisfaction were found to be equal in relation with demographic characteristics and
job related factors. Dr.Riyaz (2012) revealed that employee job involvement, sense of participation and
job satisfaction are positively correlated. Benjamin and Christiana (2012) concluded that there is
significant relationship between job involvement and job satisfaction. Dr.P.S Venkateswaran et al (2015)
also concluded that there was a significant relationship between job involvement and job satisfaction of
the employees. Siddiqui (2014) study showed that job involvement was having positive relationship with
the job satisfaction levels of the employees. Aisha (2015) in her study she found moderate positive
relationship between job involvement, organizational commitment and job satisfaction
Research methodology: The primary data has been collected by using structured questionnaire
consisting of closed ended questions. The questions are framed with likert scale of 5 point dimensions.
The weightage is given as 5, 4, 3, 2 and 1. The sample size of the study is 200 which are collected by
using convenience sampling method. The employees of the Dalmia cements ltd are the respondents.
Statement of the problem: The study is confined to the work environment of Dalmia cements. Dalmia
cements are one of the leading cement manufacturers in India. Organizational performance can be
enhanced by the levels of the job satisfaction of the employees. So, in order to identify the levels of the
job satisfaction and the impact of job involvement on it, the study is being done.

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Journal of Exclusive Management Science October 2016 - Vol 5 Issue 10 ISSN 2277-5684
Objectives of the study:
1. To study the job involvement levels of the employees
2. To study the job satisfaction levels of the employees.
3. To identify the impact of job involvement on the job satisfaction levels of the employees.
Hypotheses:
H1: there is no significant impact of job involvement on the job satisfaction levels of the employees.
H2: there is no significant impact of experience of the employees on their job involvement.
H3: there is no significant impact of designation and job involvement of the employees on their job
satisfaction levels.
H4: there is no significant impact of experience and job involvement of the employees on their job
satisfaction levels.
H5: there is no significant impact of qualification and job involvement of the employees on their job
satisfaction levels.
Analysis and Discussions:
In order to know the consistency and reliability of the questionnaire it is tested by using Cronbachs
alpha. Cronbachs alpha value ranges from 0 to1. When the data is tested by cronbachs the alpha value
is .888. This indicates that the consistency of the questionnaire is very good. The table I shows the
results of the cronbachs alpha test.
Table I
Reliability Statistics
Cronbach's Alpha

N of Items

.888

35

After the Cronbachs alpha test, test of normality is being applied. The Kolmogorov-Smirnov and
Shapiro-Wilks test show the significant value P which is less than 0.05 in all the cases. Hence the null
hypothesis of the normal distribution is rejected. Therefore it can be concluded that the data is
normally distributed. The test of normality is shown in the Table II.
Table II
Tests of Normality
MEANJI

MEANJS

Kolmogorov-Smirnov

Shapiro-Wilk

Statistic

df

Sig.

Statistic

df

Sig.

1.40

.374

12

.000

.640

12

.000

1.47

.244

20

.003

.784

20

.000

1.53

.342

20

.000

.773

20

.000

1.60

.492

21

.000

.484

21

.000

1.73

.234

18

.010

.789

18

.001

1.80

.385

15

.000

.630

15

.000

1.87

.262

16

.004

.742

16

.001

2.00

.203

25

.009

.868

25

.004

2.20

.329

10

.003

.655

10

.000

H1: There is no significant impact of job involvement on the job satisfaction levels of the employees.
Univariate Anova is used for analyzing the above hypothesis. Here the dependent variable is job
satisfaction and independent variable is job involvement. The P value at 5% significance level is .000

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Journal of Exclusive Management Science October 2016 - Vol 5 Issue 10 ISSN 2277-5684
which is less than 0.05. Therefore the null hypothesis is rejected. It can be concluded that there is
significant impact of job involvement on the job satisfaction levels of the employees. The results are
interpreted in the table III.
Table III
Tests of Between-Subjects Effects
Dependent Variable: MEANJS
Source

Type III Sum of

Squares

df

Mean Square

Sig.

Corrected Model

13.991a

15

.933

18.535

.000

Intercept

510.622

510.622

10146.801

.000

MEANJI

13.991

15

.933

18.535

.000

Error

9.260

184

.050

Total

731.802

200

a. R Squared = .602 (Adjusted R Squared = .569)

H2: There is no significant impact of experience of the employees on their job involvement.
The above hypothesis is being tested by using univariate Anova. The results are interpreted in the table
IV. The P value is .010 which is less than 0.05 at 5% significant level. Therefore the null hypothesis is
rejected. Here the dependent variable is job involvement and independent variable is experience. It can
be concluded that there is significant impact of experience of the employees on their job involvement.
We can say that experience employees are highly involved in their job.
Table IV
Tests of Between-Subjects Effects
Dependent Variable: MEANJI
Source

Type III Sum of

Squares

df

Mean Square

Sig.

1.118a

.280

3.422

.010

226.485

226.485

2772.403

.000

1.118

.280

3.422

.010

Error

15.930

195

.082

Total

633.053

200

17.048

199

Corrected Model
Intercept
Experience

Corrected Total

a. R Squared = .066 (Adjusted R Squared = .046)

H3: There is no significant impact of designation and job involvement of the employees on their job
satisfaction levels.
This hypothesis is also tested by using univariate anova. Here the dependent variable is job satisfaction
and factor list are job involvement and designation. The P is 0.000 which is less than 0.05 at 95 %
confidence level. The null hypothesis is to be rejected. It can be concluded that there is significant
impact of designation and job involvement of the employees on their job satisfaction levels. The results
are shown in the table V.

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Journal of Exclusive Management Science October 2016 - Vol 5 Issue 10 ISSN 2277-5684
Table V
Tests of Between-Subjects Effects
Dependent Variable: MEANJS
Source

Type III Sum of Squares

df

Mean Square

Sig.

Corrected Model

19.875a

24

.828

42.940

.000

Intercept

481.606

481.606

24971.884

.000

MEANJI

12.622

15

.841

43.631

.000

Designation

2.068

1.034

53.616

.000

MEANJI * Designation

3.421

.489

25.344

.000

Error

3.375

175

.019

Total

731.802

200

23.250

199

Corrected Total

a. R Squared = .855 (Adjusted R Squared = .835)

H4: there is no significant impact of experience and job involvement of the employees on their job
satisfaction levels.
This hypothesis is also tested by using the univariate anova. Here the independent variables are
experience and job involvement and dependent variable is job satisfaction. The p value is 0.000 <0.05.
Hence the null hypothesis is rejected. Therefore there is significant impact of experience and job
involvement of the employees on their job satisfaction levels. The results are interpreted in the table VI.
Table VI
Tests of Between-Subjects Effects
Dependent Variable: MEANJS
Source

Type III Sum of Squares

df

Mean Square

Sig.

Corrected Model

15.734a

27

.583

13.335

.000

Intercept

361.511

361.511

8272.463

.000

MEANJI

12.462

15

.831

19.012

.000

.271

.068

1.550

.190

MEANJI * Experience

1.451

.181

4.152

.000

Error

7.516

172

.044

Total

731.802

200

23.250

199

Experience

Corrected Total

a. R Squared = .677 (Adjusted R Squared = .626)

H5: there is no significant impact of qualification and job involvement of the employees on their job
satisfaction levels.
It is tested by using univariate Anova. Here the dependent variable is job satisfaction and factor lists are
qualification and job involvement. The P value is 0.006< 0.05 at 5% significance level. Therefore the null
hypothesis is rejected and is concluded that there is significant impact of qualification and job
involvement of the employees on their job satisfaction levels. The result is shown in the table VII.

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Journal of Exclusive Management Science October 2016 - Vol 5 Issue 10 ISSN 2277-5684
Table VII
Tests of Between-Subjects Effects
Dependent Variable: MEANJS
Source

Type III Sum of Squares

df

Mean
Square

Sig.

Corrected Model

14.984a

23

.651

13.870

.000

Intercept

533.297

533.297

11354.274

.000

MEANJI

13.761

15

.917

19.532

.000

Qualification

.023

.023

.494

.483

MEANJI * Qualification

.980

.140

2.981

.006

Error

8.267

176

.047

Total

731.802

200

23.250

199

Corrected Total

a. R Squared = .644 (Adjusted R Squared = .598)

Conclusion: The job involvement, experience, qualification, designation had impact on the job
satisfaction levels of the employees. Hence the organization has to concentrate on the areas of
enhancing the job involvement of the employees. Therefore the job satisfaction levels of the employees
increase and leads to better organizational performance.
References:
[1]. Aisha Khanam, ORGANIZATIONAL COMMITMENT OF EMPLOYEES IN RELATION TO JOB
INVOLVEMENT AND JOB SATISFACTION, International Journal in Management and Social Science,
Vol.03 Issue-01, (January 2015) ISSN: 2321-1784.
[2]. Imran and Alam, AN INVESTIGATION INTO JOB INVOLVEMENT AND JOB SATISFACTION AMONG
SECONDARY SCHOOL TEACHERS, VSRD International Journal of Business and Management
Research, Vol. V Issue VI July 2015 ,e-ISSN: 2231-248X, p-ISSN: 2319-2194 VSRD International
Journals: www.vsrdjournals.com
[3]. Dr Riyaz Ahmad Rainayee, Mediating Effect of Sense of Participation on Job Involvement and Job
Satisfaction, IRACST International Journal of Commerce, Business and Management (IJCBM), ISSN:
23192828, Vol. 1, No.2, October 2012.
[4]. Benjamin and Christiana, Leadership Styles and Organizational Climate as Determinants of Job
Involvement and Job Satisfaction of Workers in Tertiary Institutions, www.sciedu.ca/bmr Business and
Management Research Vol. 1, No. 3; 2012, ISSN 1927-6001 E-ISSN 1927-601X.
[5]. Dr.P.S.Venkateswaran et al , A STUDY ON ADJUSTMENT, JOB SATISFACTION, JOB
INVOLVEMENT AND JOB STRESS OF PRIVATE SCHOOL SECONDARY TEACHERS, INDIAN
JOURNAL OF RESEARCH Volume : 4 | Issue : 1 | Jan 2015 ISSN - 2250-1991.
[6]. Mughees Uddin Siddiqui, international journal of management research and business strategy,
ISSN 2319-345X www.ijmrbs.com,Vol. 3, No. 2, April 2014, 2014 IJMRBS.
[7]. Aisha Khanam, ORGANIZATIONAL COMMITMENT OF EMPLOYEES IN RELATION TO JOB
INVOLVEMENT AND JOB SATISFACTION, IJMSS Vol.03 Issue-01, (January 2015) ISSN: 2321-1784

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