CHAPTER-I

INTRODUCTION

JOB INVIVEMENT
Job involvement has emerged an important variable in organizational research. It has
drawnthe attention of management scientist and organizational psychologists. This variable is
being studiedwith different prospective in the organization. It has great importance and
significance inorganizational development. Large number of studies have been conducted to see
the job involvement among organizational employees. Lodhal and kenjer(1965) defined job
involvement as “the degree to which a person identifiedpsychologically with his/her work or the
importance of work in his/her total self image”.
Job involvement is an integral and growing concept in organizational behavior. This paper
surveys the literature on job involvement. The studies reviewed reveals that job satisfaction,
stress, commitment, job authority, job enrichment, task identity, mental health, age, tenure, job
anxiety, quality of life and burnout has been found significantly related with job involvement. It
has also been observed that job involvement was higher among private sectors employees as
compared to those in the public sectors.

 Self determination
 Contribution to company’s success
 Supportive to co-workers
 Trusting the organization
 Freedom to set one’s own workplace
 Tell: The supervisor makes the decision and announces to staffs. The supervisor provides
complete directions.
 Sell: The supervisor makes the decisions and then attempts to gain commitment from staffs
by selling the positive aspects of the division.
 Consult: The supervisor invites inputs into a decision while retaining authority to makes the
final decision themselves

1
DEFINITION
Job involvement refers to the psychological and emotional extent to which you
participate in your work, profession and company beyond simply punching in, performing your
tasks and punching out. In some instances, people become overly involved in stress. In other
instances, increasing your job involvement is the best way to enhance the career

According to Lawer and Hall, 1970, job involvement involves only a single aspect,
namely the three degree to which a person perceives the total work situation to be an important
part of life, and to be central to their identity, because of the opportunity to satisfy important
needs.

HUMAN RESOURCES
The Human Resource Management (HRM) is the most important department in any company. It
considers every employee of the company as its asset. A company is more likely to be successful
if its employees are honest and determined for the work. Employees are the assets of the
company that must be hired, satisfied and retained.Job involvement refers to how people
perceive their jobs in relation to the working environment, the job itself, and how their work and
life are integrated. Also, job involvement can be viewed as a psychological condition wherein an
employee “is cognitively preoccupied with, engaged in, and concerned with one’s present job”.
One of the early definitions of job involvement was proposed by who defined job involvement as
“the level to which an employee is identified psychologically with his job or the importance of
job in his total self-image”. There is a general consensus among researchers that employees with
a high level of job involvement would place their jobs at the centre of their overall interests. On
the other hand, employees with low levels of job involvement concentrate on other interests
rather than their jobs, and will be less creative and innovative.

Additionally, argued that employees with “high job involvement are more independent
and self-confident—they not only conduct their work in accordance with the job duties required
by the company but are also more likely to do their work in accordance with the employees’
perception of their own performance”. Employees with high levels of job involvement tend to
see their jobs as central to their personal character and focus most of their attention on their jobs
Job involvement is highly effected by the work environment as it makes one believe that one’s

2
work is meaningful, offers control over how work is accomplished, maintains a clear set of
behavioural norms, makes feedback concerning completed work available, and provides
supportive relations with supervisors and co-workers. Though pointed to the similarity of the
constructs of job involvement and organizational commitment as both are associated with
worker’s identification with the job experience; however, the two constructs differ. Job
involvement is more associated with identification with worker’s immediate job activities while
organizational commitment is more associated with worker’s attachment to the organization.

3
SCOPE OF STUDY

 This study would help us to improve the job involvement of the employees and help us to
improve employee moraleand how morale Influences the company’s productivity.

 The scope of the project was limited to Calicut branch of SKYFY INNOVATIONS ltd.
 The findings and recommendations can be applicable to only Calicut branch of
SKYFY INNOVATIONS This cannot be generalized.

 This study focuses the job involvement of the employees inSKYFY INNOVATIONS

OBJECTIVES OF STUDY

 To understand level of involvement among the employees

 To identify the factors responsible for job involvement

 To provide suggestions to improve job involve

LIMITATIONS OF STUDY

 The study is conducted and concluded the prevailing conditions, which may subject to
change in future.

 The personal opinion collected from the employees could be biased.

 The results obtained in the study is applicable only to SKYFY INNOVATIONS ltd.

4
 INDUSTRY PROFILE

Although web design has a fairly recent history, it can be linked to other areas such as
graphic design. However, web design can also be seen from a technological standpoint. It has
become a large part of people’s everyday lives. It is hard to imagine the Internet without
animated graphics, different styles of typography, background, and music.

The start of the web and web design

In 1989, whilst working at CERN Tim Berners-Lee proposed to create a global hypertext
project, which later became known as the World Wide Web. During 1991 to 1993 the World
Wide Web was born. Text-only pages could be viewed using a simple line-mode browser.[2] In
1993 Marc Andreessen and Eric Bina, created the Mosaic browser. At the time there were
multiple browsers, however the majority of them were Unix-based and naturally text heavy.
There had been no integrated approach to graphic design elements such as images or sounds. The
Mosaic browser broke this mould.

The W3C was created in October 1994 to "lead the World Wide Web to its full potential
by developing common protocols that promote its evolution and ensure its interoperability. This
discouraged any one company from monopolizing a propriety browser and programming
language, which could have altered the effect of the World Wide Web as a whole. The W3C
continues to set standards, which can today be seen with JavaScript

. In 1994 Andreessen formed Communications Corp. that later became known

as Netscape Communications, the Netscape 0.9 browser. Netscape created its own HTML tags
without regard to the traditional standards process. For example, Netscape 1.1 included tags for
changing background colours and formatting text with tables on web pages. Throughout 1996 to
1999 the browser wars began, as Microsoft and Netscape fought for ultimate browser
dominance.

During this time there were many new technologies in the field, notably Cascading Style
Sheets, JavaScript, and Dynamic HTML. On the whole, the browser competition did lead to
many positive creations and helped web design evolve at a rapid pace.

5
Evolution of web design

In 1996, Microsoft released its first competitive browser, which was complete with its
own features and tags. It was also the first browser to support style sheets, which at the time was
seen as an obscure authoring technique.

The HTML markup for tables was originally intended for displaying tabular data.
However designers quickly realized the potential of using HTML tables for creating the
complex, multi-column layouts that were otherwise not possible. At this time, as design and
good aesthetics seemed to take precedence over good mark-up structure and little attention was
paid to semantics and web accessibility. HTML sites were limited in their design options, even
more so with earlier versions of HTML.

To create complex designs, many web designers had to use complicated table structures
or even use blank spacer .GIF images to stop empty table cells from collapsing.[6] CSS was
introduced in December 1996 by the W3C to support presentation and layout. This
allowed HTML code to be semantic rather than both semantic and presentational, and improved
web accessibility, see table less web design.

In 1996, Flash (originally known as Future Splash) was developed. At the time, the Flash
content development tool was relatively simple compared to now, using basic layout and
drawing tools, a limited precursor to Action Script, and a timeline, but it enabled web designers
to go beyond the point of HTML, animated GIFs and JavaScript. However, because Flash
required a plug-in, many web developers avoided using it for fear of limiting their market share
due to lack of compatibility.

Instead, designers reverted to gif animations (if they didn't forego using motion
graphics altogether) and JavaScript for widgets. But the benefits of Flash made it popular enough
among specific target markets to eventually work its way to the vast majority of browsers, and
powerful enough to be used to develop entire sites.

End of the first browser wars

During 1998 Netscape released Netscape Communicator code under an open source
license, enabling thousands of developers to participate in improving the software.

6
 However, they decided to start from the beginning, which guided the development of the
open source browser and soon expanded to a complete application platform.

The Web Standards Project was formed and promoted browser compliance
with HTML and CSSstandards by creating Acid1, Acid2, and Acid3 tests. 2000 was a big year
for Microsoft. Internet Explorer was released for Mac; this was significant as it was the first
browser that fully supported HTML 4.01 and CSS 1, raising the bar in terms of standard as
compliance.

It was also the first browser to fully support the PNG image format. During this time
Netscape was sold to AOL and this was seen as Netscape’s official loss to Microsoft in the
browser wars.

2001—2012

Since the start of the 21st century the web has become more and more integrated into
people’s lives. As this has happened the technology of the web has also moved on. There have
also been significant changes in the way people use and access the web, and this has changed
how sites are designed.

Since the end of the browsers wars new browsers have been released. Many of these
are open source meaning that they tend to have faster development and are more supportive of
new standards. The new options are considered by manyto be better than Microsoft's Internet
Explorer.

The W3C has released new standards for HTML (HTML5) and CSS (CSS3), as well as
new JavaScript API's, each as a new but individual standard. While the term HTML5 is only
used to refer to the new version of HTML and some of the JavaScript API's, it has become
common to use it to refer to the entire suite of new standards (HTML5, CSS3 and JavaScript).

7
 COMPANY PROFILE

SKYFY INNOVATIONS PRIVATE LIMITED

Skyfy innovations Software Solutions is one of the upcoming Software Developing

company in India. Skyfy innovations mainly indulge in Software Development which includes
mainly 3 major application heads. They are Windows applications, Web applications, and
Biometric applications. These include various well known and commonly used application
software's like .net, J2EE, Java, PHP, Dreamweaver, Adobe, Coral Designer, 3D Max, and Flash
which helps in making the Software development process more efficient.

Skyfy innovations constitute various departments. These departments handle the various
functions of the Centre. The various departments are: Programming department, Designing
department, Marketing department, Projects department and Training department. Skyfy
innovations also deal with handling Customized Projects. These projects consider the opinions
from the customers and are designed according to their views. This includes 2 categories. They
are: Web and Windows designed projects.

What we do?

Skyfy innovations software solutions, established in the year 2007, is one of the leading
software development companies in Coimbatore in IT industry. It is an exclusive offshore
software development center addressed to meet the I.T needs in India, the Middle East and the
Asia Pacific region..The Software Division specializes in System Level, Network
Communication and Internet programming applications especially web applications with
extensive usage of multimedia tools for better user interactions and effectiveness of conveying
concepts and ideas.

As we look ahead to what the fast approaching future will bring to us and demand from
us, we look to strengthen the foundations of the organization today. We have attracted additional
expert talent to support our core competencies, and focused our marketing strategy.ERP system
or Enterprise Resource Planning is a business management system that integrates the entire
activities of the business viz. operations planning and administration.

8
 Suitable for optimizing internal business processes, including manufacturing, the supply
chain, financials, customer relationship management, human resources and warehouse
management. An enterprise with no ERP needs to use many types of software that do not allow
interaction and cannot be customized. It is for this reason they are not able to optimize the
organizational business activities. Integration of data across the enterprise ensures greater
visibility in all areas of you business to the strategic decision levels.

Skyfy innovations Software Solutions specializes in ERP software and develops high
quality solutions for medium-sized and large companies. We define ERP as an enterprise re-
engineering solution, that uses the latest management methodologies and techniques to integrate
IT processes across company divisions and departments in order to help organizations perform
better, smarter and productively.

we consider the decision to implement an ERP solution must be based on the added
value the ERP provides to the business. This is why it is important to make sure that your
software will provide an efficient solution throughout the whole organization. We, as
experienced professionals, offer industry-specific knowledge and top quality standards. Our
project methodology sets us apart from the competition. Time to involve your decision-makers in
every phase, ensuring you end up with the product you want.

Modules Covered:

 HR
 Time Sheet
 Payroll
 Procurement
 Stock
 Trading
 Logistics
 Accommodation
 Financial Accounts
 Management Consolidated Reports

9
E-Commerce
Reach customers around the world

Greene Step offers an integrated e-commerce solution that increases operational

efficiency and delivers the perfect order. Take your brand to global markets on any device with
multiple websites.Greene Step Ecommerce is completely integrated with the business
management modules to run your business - ERP/financials, CRM, order management, and
inventory and warehousing capabilities.

Because of this direct integration you are able to adapt more quickly to changes in your
business, serve your customers better and use your actual enterprise data to drive merchandising
and promotions. This allows you to optimize profitability, reduce operational costs, build
customer satisfaction and seize opportunities for growth without spending a fortune integrating
your ecommerce with your Software.

Order Processing, Shipping and Fulfillment:

Fully integrated back office operational solution allows all orders to be processed and
sent to the appropriate warehouse location or drop-shipped based on business rules. The
fulfillment process allows you to pick, pack and ship the orders with high efficiency.

Greene step Software offers features to ensure you are selling the right products at the
right prices. Display branded products and provide various product specifications for customer to
view easily.

10
B2B and B2C Channel:

Greene Step Software gives B2B businesses robust capabilities. The system supports
payment methods often required for B2B transactions, such as invoice billing, credit limits and
multiple shipment addresses, batch-processing and includes features such as quantity-based
pricing and drop-ship orders.

Promotions and Pricing Rules:

Visible Promotions acquire new customers easily and increase conversion and average
order value. Greene step Software offers industry-leading ability to target promotions based on
any shopper segment or product specifications. All promotions can be controlled by business
rules, ensuring quick display.

Stable, Fast and Flexible:

Your storefront is the face of your company and your brand. Benefit from a very stable
and reliable Greene Step Ecommerce system that is quick to deploy and configure.

Multi-Channel Integration:

Customers increasingly expect a consistent, relevant experience across any channel they
choose, from mobile devices to call centers to your website. With CRM as an integral part of the
Ecommerce platform, Greene Step gives you a single view of customer orders, issues, contacts
and payment information.

Key Benefits:

 Easy site navigation for customers

 Visual catalogs and multi image facility
 Multiple promotions and pricing
 Access on any device
 Search Engine Optimization
 Efficient order management
 Easy and secure payments
 Site management

11
 CHAPTER-II

REVIEW OF LITERATURE
Ever since its evolution, numerous definitions can be derived from practice and research.
According to Kahn (1990) employees can be engaged on one dimension and not the other.
However, the more engaged the employee is on each dimension, the higher the level of employee
engagement. Maslach and Leiter (1997) initially defined the engagement construct as the
opposite of burnout (i.e., someone who is not experiencing job burnout must be engaged in their
job.) Luthans and Peterson (2002) elaborated on Kahn’s work on employee engagement, which
provides a convergent theory for Gallup’s empirically derived employee engagement. They
opined that that to be emotionally engaged is to form meaningful connections with others and to
experience empathy for them. In contrast, being cognitively engaged refers to those who are
acutely aware of their mission and role in their work environment. Similarly Dvir, Eden, Avolio,
and Shamir (2002,) defined active engagement in terms of ‘‘high levels of activity, initiative, and
responsibility.’’

Goffman (1959, 1961) was one of the first to use the term “embracement” to describe the
investment of self and energy into one’s role. For Goffman, role embracement involved an
admitted or expressed attachment to the role and an active engagement or spontaneous
involvement in role activity; that is, a visible investment of attention and effort (Goffman, 1961)
Behaviors that signify a lack of separation between a person and a role were indicative of role
embracement, whereas behaviors that separated a person from a disdained role indicated role
distance. To explain the concept, Goffman contrasted a police officer directing rush hour traffic,
dancing with his arms and legs and blowing his whistle, as high role embracement. In contrast, a
Page | 18 young man expressed role distance from his merry-go-round attendant job through
inattentiveness and gestures such as yawning and mock-grimacing.

Employees are an asset to an organization. Using the organization’s intellectual capital has
become an important source of competitive advantage. (Artur, 1994; Becker and Huslid, 2000;
Buckingham and Vosburgh ;2001) One way organizations can successfully navigate these
challenges and capitalize on their intellectual capital is to foster employee engagement. Engaged
employees are energized and passionate about the work they do.

12
 With passion comes excitement, enthusiasm and productivity. (Kroth and Boverie, 2003) It
is very much an organization’s self interest that can build wealth as fast as disgruntled one can
destroy it. (Catlette and Hadden, 2001)

Job- involvement is the degree to which one is cognitively preoccupied with , engaged in and
concerned with one’s present job ( Paullay, et al., 1994) Job - involvement is shown to be related
organizational citizenship behavior and job - performance ( Diefendorff, Brown, Kamin and
Lord, 2002) Wellins and Concelman (2004) have included job - involvement as a part of
engagement. Engagement is closely associated with constructs of job – involvement. (Brown,
1996) Job- involvement is defined as the degree to which a job is central to the person and his or
her identity. (Lawler and Hall, 1970) Kanungo (1982) suggested that job- involvement is a
cognitive state of psychological identification

Job - involvement depends on need saliency and potential of a job to satisfy those needs.
Unlike involvement engagement involves active use of emotions, cognitions and behaviors. At a
casual level, job involvement as a construct clearly occupies a portion of the conceptual space
labeled state engagement. Indeed, as indicated earlier, Harter et al. (2002) specifically equated
engagement with both satisfaction and involvement.

Similarly, building on the work of Lodahl and Kejner (1965), Cooper-Hakim and
Viswesvaran (2005) defined job involvement ‘‘as the degree to which an employee
psychologically relates to his or her job and the work performed therein’’ and specifically
equated job involvement and job commitment.

Similarly, in his review and meta-analysis of job involvement, Brown (1996) indicated that
a ‘‘state of involvement implies a positive and relatively complete state of engagement of core
aspects of the self in the job’

13
 CHAPTER-III

RESEARCH METHODOLOGY
Research means search for knowledge. Its only a systematic enquiry i to the existing
system of knowledge to disapprove or approve or to arrive at a new conclusion for the betterment
of the existing system. Research methodology is the description, explanation and justification of
the various method of conducting research. It deals with the objectives of a research study, the
method of defining the research problem, the type of hypothesis formulated, the type of data
collected, method used for collecting and analyzing data etc.

RESEARCH DESIGN
A research design is an arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure. It is
the conceptual structure within which research is conducted and it constitutes the blue print for
the collection, measurement and analysis of data.

The research design may be specific representation of the various steps in the process of
research. Descriptive design was taken for the study focuses on phenomena, group and situation.

SOURCES OF DATA COLLECTION

1) PRIMARY DATA
Primary data are the first hand information collected b the research for immediate
purpose of the study. For the present study structured questionnaire and personnel
interview was used to response from the respondents because of simplicity and reliability
 Questionnaire
A questionnaire is a research instrument consisting of a series of questions and
other prompts for the purpose of gathering information from respondents.

14
 2) SECONDARY DATA COLLECTION

Secondary data was collected from company, library, company records, magazines, internet
etc.A secondary questionnaire was used to elicit the primary data. The questionnaire contains
closed ended questions with two points, four points and five points technique.

a) Journals and magazines

b) Websites
c) Reports
NATURE OF RESEARCH

Descriptive research also known as statistical research, describes data and characteristics
about the population or phenomenon being studies. Descriptive research answer the questions
who, what, where, when and how.

Although the data description is factual, accurate and systematic, the research cannot
describe what caused a situation. This descriptive research cannot be used to create a casual
relationship where one variable affects another.

UNIVERSE:-

The total number of employees 100

Sample size

A Finite subset of population selected from it with the objective of investigating its
properties called sample. A sample is a representative part of the population. A sample of 50
respondents in total selected, the response to various element under each questions were totaled
for the purpose of various statistical testing.

Sampling design

A sampling design is a finite plan for obtaining a sample from given population. Convenient
sampling is used for this study.

15
TOOLS AND TECHNIQUE OF DATA ANALYSIS:

Data analysis was done using percentage analysis technique and using statistical tools.

Simple percentage was used to calculate the percentage

(Simple percentage=no. of respondents in each group/total respondents * 100)

CORRELATION

A *correlation function* is a statistical correlation between random variables at two

different points in space or time, usually as a function of the spatial or temporal distance between
the points. If one considers the correlation function between random variables representing the
same quantity measured at two different points then this is often referred to as an autocorrelation
function being made up of autocorrelation. Correlation functions of different random variables
are sometimes called *cross correlation functions* to emphasise that different variables are being
considered and because they are made up of cross correlations.

Correlation = ∑xy/√∑x2 √∑y2

CHI-SQUARE

A *chi-square test*, also referred to as *χ² test* (infrequently as the chi-squared test), is
any statistical hypothesis test in which the sampling distribution of the test statistic is a chi-
square distribution when the null hypothesis is true. Also considered a chi-square test is a test in
which this is "asymptotically" true, meaning that the sampling distribution (if the null hypothesis
is true) can be made to approximate a chi-square distribution as closely as desired by making the
sample size large enough. The chi-square (I) test is used to determine whether there is a
significant difference between the expected frequencies and the observed frequencies in one or
more categories.

x2= ∑(O-E)2 /∑ E

O- Observed Frequency

E- Expected Frequency

16
 CHAPTER-IV
ANALYSIS AND INTERPRETATION
TABLE 1:
TABLE SHOWING THE DISTRIBUTION OF RESPONDENTS
BASED ON AGE

Age(in years) No of respondents Percentage of

respondents

Below 20 4 4%

21-30 10 10%

31-40 58 58%

50 Above 28 28%

Total 100 100%

INTERPRETATION
The above table showing the age of the respondents shows that 58% of the employees are
middle aged (31-40), 28% of the respondents are above 50, 10% of the respondents are
between(21-30),and rest 4% of the respondents are below 20.

17
CHART1:
CHARTSHOWING THE DISTRIBUTION OF RESPONDENTS
BASED ON AGE

100

90

80

70

60

50 No of respondents

40

30

20

10

0
Below 20 21-30 31-40 50 Above Total

18
 TABLE 2:
TABLE SHOWING THE GENDER OF RESPONDENTDS

Gender No of respondents Percentage of

respondent

Male 72 72%

Female 28 28%

Total 100 100

INTERPRETATION
The above table showing the gender of the respondents shows that 72% of the
respondents are male and 28% of respondents are female.

19
CHART 2:
CHART SHOWING THE GENDER OF RESPONDENTDS

100

90

80

70

60
Series2
50
Series1
40

30

20

10

0
Gender Male Female Total

20
TABLE3:
TABLE SHOWING THE MARITAL STATUS RESPONDENTS

Marital status No of respondents Percentage of

respondents

Married 88 88%

Unmarried 12 12%

Total 100 100%

INTERPRETATION
The above table showing the marital status of the respondents shows that 88% of
respondents are married and 12% of respondents are unmarried.

21
CHART3:
CHART SHOWING THE MARITAL STATUS OF THE
RESPONDENTS

100

90

80

70

60

50 No of respondents

40

30

20

10

0
Married Unmarried Total

22
TABLE4:
TABLE SHOWING THE EDUACTION QUALIFICATION
RESPONDENTS

Option No of respondents Percentage of

respondents

School level 38 38%

Post graduate 40 40%

Under graduate 18 18%

Diploma and status 4 4%

Total 100 100%

INERPRETATION
The above table showing the education qualification of the respondents shows that 40%
of the respondents are post graduate, 38% of respondents are school level, 18% of respondents
are under graduate, and 4% of respondents are diploma and status.

23
CHART4:
CHART SHOWING THE EDUCATION QUALIFICATION OF
RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
School Post Under Diploma Total
level graduate graduate and status

24
TABLE5:
TABLE SHOWING THE INCOME OF RESPONDENTS

Income No of respondents Percentage of

respondents

Below Rs 5000 0 0%

Rs 5000-10000 42 42%

Rs 10000-15000 18 18%

Above Rs 15000 40 40%

Total 100 100%

INTERPRETATION

The above table showing the income of the respondents shows that 42% of respondents
have income of (Rs.5000-10000) per month ,40% of respondents have income of(above
Rs.15000) per month, 18% of respondents have income of (10000-15000) per month and no
respondents has income below 5000.

25
CHART5:
CHARTSHOWING THE INCOME THE RESPONDENTS

100

90

80

70

60

50

40 No of respondents
30

20

10

26
TABLE6:
TABLE SHOWING THE EXPERIENCE LEVEL OF
RESPONDENTS

Year No of respondents Percentage of

respondents

Below 1 Years 4 4%

1-3 Years 36 36%

3-5 Years 18 18%

Above 5 Years 42 42%

Total 100 100%

INTERPRETATION
The above table showing the experience of the respondents shows that 42% of
respondents are experienced above 5 years, 36% of respondents are experienced between (1-
3years), 18% of respondents are experienced between (3-5years),and rest 2% are experienced
below 1 year.

27
CHART6:
CHART SHOWING THE EXPERIENCE OF RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Below 1 1-3 Years 3-5 Years Above 5 Total
Years Years

28
TABLE7:
TABLE SHOWING THE JOB SATISFACTION OF
RESPONDENTS

Job satisfaction No of respondents Percentage of

respondents

Strongly agreed 50 50%

Agree 40 40%

Neutral 10 10%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the job satisfaction of the respondents shows that 50% of
respondents are strongly agreed with their job, 40% of respondents are agreed with their job,
10% of the respondents are neutral with their job and remaining null.

29
CHART7:
TABLE SHOWING THE JOB SATISFACTION OF
RESPONDENTS

100
90
80
70
60
50
40
30 No of respondents
20
10
0

30
TABLE8:
TABLE SHOWING THE WORKING ENVIRONMENT IN THE
ORGANISATION

Working environment No of respondents Percentage of

respondents

Strongly agreed 70 70%

Agree 10 10%

Neutral 20 20%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the working environment of the organization shows that 70% of
the respondents are strongly agreed that working environment is excellent in the organization,
20% of the respondents are neutral, 10% of respondents agree and remaining are null.

31
CHART8:
CHART SHOWING THE WORKING ENVIRONMENT IN THE
ORGANISATION

100
90
80
70
60
50
40
30 No of respondents
20
10
0

32
TABLE9:
TABLE SHOWING THE APPROPRIATE WORKING HOURS
OF RESPONDENTS

Appropriate working hours No of respondents Percentage of

respondents

Strongly agreed 74 74%

Agree 18 18%

Neutral 6 6%

Disagree 2 2%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the working hours of respondents shows that 74% of
respondents are strongly agreed that the working hours are appropriate, 18% of respondents are
agree, 6% of respondents are neutral, 2% of respondents disagree and remaining null.

33
CHART9:
CHART SHOWING THE APPROPRIATE WORKING HOURS
OF THE RESPONDENTS

100
90
80
70
60
50
40
30 No of respondents
20
10
0

34
TABLE10:
TABLE SHOWINGTHE WORKING CULTUREOF
RESPONDENTS

Working culture No of respondents Percentage of

respondents

Strongly agreed 70 70%

Agree 10 10%

Neutral 20 20%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The table showing that working culture of the organization shows that 70% of
respondents are strongly agreed with the working culture, 20% of respondents are neutral, 10%
of respondents are agree and the remaining is null.

35
CHART10:
CHART SHOWING THE WORKING CULTURE OF
RESPONDETS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

36
TABLE11:
TABLE SHOWING RELATIONSHIP AMONG ALL
RESPONDENTS

Relation among employees No of respondents Percentage of

respondents

Strongly agreed 76 76%

Agree 20 20%

Neutral 2 2%

Disagree 2 2%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the relationship among all employees shows that 76% of
respondents are strongly agree that relation among all employees are good, 20% of respondents
are agree, 2% of respondents are neutral, 2% of respondents disagree and remaining are null.

37
CHART11:
CHART SHOWING THE RELATIONSHIP AMONG ALL
RESPONDENTS

120

100

80

60
No of respondents

40

20

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

38
TABLE12:
TABLE SHOWING ENCOURAGEMENT OF MANAGEMENT
TO RESPONDENTS

Management encourement No of respondents Percentage of

respondents

Strongly agreed 20 20%

Agree 74 74%

Neutral 6 6%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the management encouragement for overall development of all
employees shows that 74% of respondents are agree, 20% of respondents are strongly agreed,
6% of respondents are neutral and the remaining is null.

39
CHART12:
CHART SHOWING THE ENCOURAGEMENT OF
MANAGEMENT FOR RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

40
TABLE13:
TABLE SHOWING THE HEALTH AND SECURITY OF
RESPONDENTS

Health and security No of respondents Percentage of

respondents

Strongly agreed 60 60%

Agree 34 34%

Neutral 6 6%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the health and security of respondents in the organization shows
that 60% of respondents are strongly agreed, 34% of respondents are agree, 6% of respondents
are neutral and the remaining is null.

41
CHART13:
CHART SHOWING THE HEALTH AND SECURITY OF THE
RESPONDENTS AS PER COMPANY LAWS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

42
TABLE14:
TABLE SHOWING THE RESPONDENTS EFFORTS TO THE
COMPANY

Respondents effort No of respondents Percentage of

respondents

Strongly agreed 66 66%

Agree 18 18%

Neutral 8 8%

Disagree 8 8%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the employee efforts to the company shows that 66% of
respondents are strongly agree that their efforts are much valued by the company, 18% of
respondents are agree, 8% of respondents are neutral and disagree and the remaining is null.

43
CHART14:
CHARTS SHOWING THE RESPONDENTS EFFORTS TO THE
COMPANY

100
90
80
70
60
50
No of respondents
40
30
20
10
0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

44
TABLE15:
TABLE SHOWING THESAFETY AND WELFARE MEASURES
OF RESPONDENTS

Safety and welfare No of respondents Percentage of

respondents

Strongly agreed 46 46%

Agree 24 24%

Neutral 20 20%

Disagree 10 10%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the safety and welfare measures of the organization shows that
the 46% of respondents are strongly agree, 24% of respondents are agree, 20% of respondents
are neutral, 10% of respondents are disagree, and the remaining is null.

45
CHART15:
CHART SHOWING THE SAFETY AND WELFARE MEASURES
OF RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

46
TABLE16:
TABLE SHOWING SALARY AND LEAVE OF RESPONDENTS

Salary and leave No of respondents Percentage of

respondents

Strongly agreed 60 60%

Agree 16 16%

Neutral 20 20%

Disagree 4 4%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table shows that the salary and leave shows that the 60% of respondents are
strongly agree that they are happy about salary and leave,20% of respondents are neutral, 16% of
respondents are agree,4% of respondents are disagreed and the remaining is null.

47
CHART16:
CHART SHOWING SALARY ANDLEAVE OF RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

48
TABLE17:
TABLE SHOWING RELATIONSHIP WITH CO-WORKERS OF
RESPONDENTS

Relation with co- worker No of respondents Percentage of

respondents

Strongly agreed 46 46%

Agree 44 44%

Neutral 6 6%

Disagree 2 2%

Strongly disagree 2 2%

Total 100 100%

INTERPRETATION
The above table showing the relationship with co-workers shows that 46% of respondents
are strongly agree that they have good relation among co-workers, 44% of respondents are agree,
6% of respondents are neutral, 2% of respondents are disagree and strongly disagree.

49
CHART17:
CHART SHOWING THE RELATION WITH CO-WORKERS OF
RESPONDENTS

100
90
80
70
60
50
No of respondents
40
30
20
10
0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

50
TABLE18:
TABLE SHOWING RELATIONSHIP WITH COMPANY
SUPERVISORS OF RESPONDENTS

Relation with the supervisor No of respondents Percentage of

respondents

Strongly agreed 86 86%

Agree 14 14%

Neutral 0 0%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the relationship with company supervisors shows that 86% of
respondents are strongly agreed that they a good relationship with company supervisor, 14% of
respondents are agreed and the remaining is null.

51
CHART18:
CHART SHOWING THE RELATION WITH COMPANY
SUPERVISORS OF RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

52
TABLE19:
TABLE SHOWING RESPONDENTS ARE HAPPY ABOUT
EACH OTHER

Respondents are happy about No of respondents Percentage of

each other respondents

Strongly agreed 54 54%

Agree 30 30%

Neutral 2 2%

Disagree 14 14%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION

The above table showing employees are happy about each other shows that the 54% of
respondents are strongly agree, 30% of respondents are agreed, 14% of respondents are disagree,
2% of respondents are neutral and the remaining are null.

53
CHART19:
CHART SHOWING RESPONDENTS ARE HAPPY ABOUT
EACH OTHER

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

54
TABLE20:
TABLE SHOWING JOB SECURITY OF RESPONDENTS

Job security No of respondents Percentage of

respondents

Strongly agreed 94 94%

Agree 6 6%

Neutral 0 0%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the job security of employees in the company shows that 94%
of respondents are strongly agree that they are satisfied with the job, 6% of respondents are agree
and the remaining is null.

55
CHART20:
CHART SHOWING THE JOB SECURITY OF RESPONDENCE

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

56
TABLE21:
TABLE SHOWING SHIFTING TIME OF RESPONDENTS

Shifting time No of respondents Percentage of

respondents

Strongly agreed 58 58%

Agree 6 6%

Neutral 22 22%

Disagree 14 14%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the shifting time of employees shows that 58% of respondents
are strongly agree that the shifting time are appropriate, 22% of respondents are neutral, 14% of
respondents are disagreed, 6% of respondents are agree and the remaining is null.

57
CHART21:
CHART SHOWING THE SHIFTING TIME OF RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

58
TABLE22:
TABLE SHOWINGORGANISATION RULES AND
REGULATIONS OF RESPONDENTS

Rules and Regulation No of respondents Percentage of

respondents

Strongly agreed 0 0%

Agree 0 0%

Neutral 18 18%

Disagree 10 10%

Strongly disagree 72 72%

Total 100 100%

INTERPRETATION
The above table showing rules and regulations of the company shows that 72% of
respondents are strongly disagreed that they do not find difficult to follow the rules and
regulations of the company, 18% of respondents are neutral, 10% of respondents are disagree
and the remaining is null.

59
CHART22:
CHART SHOWING ORGANISATION RULES AND
REGULATIONS OF RESPONDENTS

100

90

80

70

60

50
No of respondents
40

30

20

10

0
Strongly Agree Neutral Disagree Strongly Total
agreed disagree

60
TABLE23:
TABLE SHOWING MORALE OF RESPONDENTS

Morale No of respondents Percentage of

respondents

Strongly agreed 84 84%

Agree 4 4%

Neutral 2 2%

Disagree 0 0%

Strongly disagree 0 0%

Total 100 100%

INTERPRETATION
The above table showing the morale influence of respondents shows that 84% of
respondents believe that their morale influence the company’s productivity, 4% of respondents
are agreed, 2% of respondents are neutral and the remaining is null.

61
CHART23:
CHART SHOWING THE MORALE OF RESPONDENTS

100
90
80
70
60
50
40
30 No of respondents
20
10
0

62
CO-RELTION
Correlation is a statistical measures that indicates the extend to which two or more
variable fluctuate together. A positive correlation indicates the extent to which those variable
increase or decrease in parallel; a negative correlation indicate the extent to which one variable
increase as other decrease.

Correlation = ∑xy/√∑x2 √∑y2

x- job satisfaction

y- working hours

x y x2 y2 Xy
35 35 1225 1225 1225
5 5 25 25 25
10 10 100 100 100
0 0 0 0 0
0 0 0 0 0
1350 1350 1350

r = ∑xy/√∑x2 √∑y2
= 1350/√1350* √1350

= 1350 /1350

=1

Result:
There is a perfect positive correlation between working hours and working culture of the
organization.

63
CHI-SQUARE
Chi-square symbolic written as x2(pronounced as Ki-square), It is a statistical measure
used in the context of sampling analysis for comparing a variance to theoretical variance. It can
be used to determine if categorical data shows dependency or the two classifications are
independent. It can also be used to make comparison between theoretical population and actual
data when categories are used. The test in fact a technique through the use of which it is possible
for all researchers to

(i) Test the goodness of fit.

(ii) Test the significance of association between two attribute and
(iii) test the homogeneity or the significance of population variance.

x2= ∑(O-E)2 /∑ E

O- Observed Frequency

E- Expected Frequency

H0- There is no significant relationship between gender and the health and security provided by
the organization.

H1- There is a significant relationship between gender and the health and security provided by
the organization.

Gender/Health and SA A N DA SDA Total

security

Male 42 28 2 0 0 72

Female 18 6 4 0 0 28

60 34 6 0 0 100

64
x2 = ∑(O-E)2 /∑ E
= 9.604/36.16

cv = 0.26555

Degree of freedom

(c-1)(r-1)

= (5-1) (2-1)

=4

=9.488

Degree of freedom 4 at 5% significant level table value is 9.488

Result:
Since the calculated value is less than table value. We accept H0 and H1 reject So, There relation
between gender and Health and security.

65
 CHAPTER-V
FINDINGS
 70% of the respondents are satisfied with the current working culture of the organization
 74% of the respondents are satisfied with the working hours of the organization
 50% of the respondents are satisfied with their job
 70% of the respondents are satisfied with the working environment of the organization
 60% of the respondents are satisfied with the salary and leave provided by the
organization
 94%of the respondents are satisfied with security and health which is taken care by the
organization.
 66% of the respondents believe that their efforts are much valued by the organization
 46%t of the respondents are satisfied with the safety and welfare measures provided by
the organization
 76%of the respondents are having a good relationship among all employees
 The management encourages overall development of all employees in the organization
 The respondents believe that their morale influences the company productivity
 72% of the respondents do not find difficult to follow the rules and regulations

SUGGESTIONS

 Better communication facility may develop for better performance.

 Provide employment opportunity
 Suggestion and grievance boxes can be installed. This bring the problem or conflict of
interest to light
 Temporary relief can be provided so that the delay does not increase his frustration
and anxiety and thereby not affecting his/her morale and productivity.
 The level of job involvement among the employees can be increased more for better
performance.

66
 CHAPTER-VI
CONCLUSION

The training gives me confidence and innovative idea for the day to day activities. And it
also helps me to study more about job involvement in India.

The organization is recognizing the important of job involvement of the employees and
retaining them. Around 70%-80% of employees are involved in their job and satisfied with their
job. The suggestion and recommendation when implemented will still more benefit the
organization.

67
 BIBILIOGRAPHY
 Organizational Behaviour written by Stephen p robbin
 Knoop, R. (1986). Job involvement: An elusive concept. Psychological Reports,
 WWW.SKYFYINNOVATIONS.COM
 http://www.ibam.com/

68
 APENDIX

QUESTIONAIRE
SECTION A

1. Age (in years) : Below 20 21-30 31-40 above 50

2. Gender : Male Female
3. Marital Status : Married Un married
4. Educational Qualification:
School level Post Graduate Under graduate Diploma and status
5. Designation and department ………………………….
6. Income (Rs per month)
Below Rs. 5000 Rs.5000-10,000
Rs.10000 – 15000 above Rs. 15000
7. Experience
Below 1 year 1 year to 3 years 3 years to 5 years above 5 years

Kindly note that the following abbreviations and their respective meanings

SA – StronglyAgree A – Agree

N – Neutral D – Disagree

SD – Strong Disagree

SECTION B

8. I am much satisfied with my job

SA A N D SD
9. Working environment is excellent in the organization

SA A N D SD

10. Working hours are appropriate

SA A N D SD
69
11. Working culture in this company is good
SA A N D` SD
12. There is a good relationship among all employes
SA A N D SD
13. Management encourages overall development of all employees
SA A N D SD
14. The company takes care of the health a security of employees as per company laws
SA A N D SD
15. I feel that my efforts are much valued by the company
SA A N D SD
16. Safety & welfare measures are provided by the company
SA A N D SD
17. I am happy about my salary & leave
SA A N D SD
18. I have a good relationship with my co-workers
SA A N D SD
19. I have good relationship with my supervisors
SA A N D SD
20. Almost the employees here are happy about each other
SA A N D SD
21. I am satisfied with the job security in the company
SA A N D SD
22. Shifting timing is properly allotted in the company
SA A N D SD
23. I find it difficult to follow the rules and regulations of the company
SA A N D SD
24. I believe that my morale influences the company’s productivity
SA A N D SD
25. Any suggestions to improve employee morale:

70