INTRODUCTION

The index research focused on the health condition and job satisfaction among newly
appointed engineers. Health is a state of complete physical, mental, and social well-
being, and not merely the absence of disease or infirmity (WHO, 1948). When a
person is said to be healthy, it means he/she should be physically, mentally and
socially adjusted to the challenges throughout life. The current research mainly
focused on the physical, psychological and social health of newly appointed
engineers. Job satisfaction means that good attitude and morale industry have the
same industry. They all mean a person’s job effectiveness which enables a worker to
state frankly that he or she is satisfied with the job.

India is known as the land of engineering and in every year there are thousands of
engineers are graduated. Engineering is the application of science and math to solve
problems. A good scientist is a person with original ideas. A good engineer is a person
who makes a design that works with as few original ideas as possible. (Freeman
Dyson 1981) The field of engineering divided into a large number of specialty areas.
Engineers, as practitioners of engineering, are people who invent, design, analyze,
build, and test machines, systems, structures and materials to fulfil objectives and
requirements while considering the limitations imposed by practically, regulation,
safety, and cost).

Engineer is a person who figures out how things work and find practical uses of
scientific discoveries. (Jim Lucas, 2014). Job satisfaction employee satisfaction is a
measure of worker’s contentedness with their job, whether or not they like the job or
individual aspects or facets of jobs, such as nature of work or supervision. Job
satisfaction can be measured in cognitive, affective and behavioural components.

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This research study about the physical health, psychological health, social health and
job satisfaction of newly appointed engineers.

1.1 PHYSICAL HEALTH

Physical health is a critical for overall wellbeing and is the most visible of the various
dimensions of health, which also include social, intellectual, emotional, spiritual and
environmental health (John Koshuta). Physical wellness promotes proper care of our
bodies for optimal health and functioning. There are many elements of physical
wellness that all must be cared for together.

Overall physical wellness encourages the balances of physical activity, nutrition and
mental wellbeing to keep your body in top condition. Some common physical
problems are:-

 Headache
 Neck and Eye strain
 Lower back pain
 Insomnia
 Bacterial infection
 Vitamin D deficiency
 Low blood pressure etc…
We know that when person become physically weak it will affect the function of daily
life. Physical health is very important for all employees. If the employees did not have
stable health it makes difficulties in the well being in psychological health and social
health.

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1.2 PSYCHOLOGICAL / MENTAL HEALTH

Psychological health is a state of well-being in which every individual realizes his or

her own potential, can cope with the normal stresses of life, can work productively
and fruitfully, and is able to make a contribution to her or his community (WHO,
2014). Mental health is a level of psychological well-being or an absence of mental
illness. It is the psychological state of someone who is functioning at a satisfactory
level of emotional and behavioural adjustment. Some psychological problems are:-

 Tension
 Depression
 Stress
 Strain
 Anxiety
 Substance abuse etc.
It may negatively affect the daily smooth functioning of the people. In the case of
engineers the psychological issues affect their personal and professional life. Tension,
stress and strain may make disturbance in smooth functioning in the companies
especially for the newly appointed employees. If an individual faces psychological
issues due to their professional life it will create problems in their physical health and
social health,

1.3 SOCIAL HEALTH

Social health involves your ability to form satisfies interpersonal relationship with
others. It also related to your ability to adapt comfortable to different social situation
and act appropriately in a variety of setting. Social issue is a problem that influences a
considerable number of an individual within a society. It is often the consequence of
the factors extending beyond an individual’s control, and is the source of conflicting
opinion on the grounds of what is perceived as a morally just personal life or societal
order.

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Social issues are distinguished from economic issues. However, some issues have
both social and economic aspects. Some social issues are:-

 Social stratification
 Economic issues
 Social disorganization
 Public health
 Age and life course
 Social inequality
 Education and public school
 Work and occupation
 Environment racism
 Abortion.
In the case of newly appointed engineers the social issues they faces is that the
economic crisis, because they are get pass out from their educational institution
and they did not have any job experiences, so they only get very low salary for
their heavy work. It may create problems in their social life and it may leads to
lack of job satisfaction, poor physical and psychological health. Adjustment
problems are also creating problems in social life because if the employees did not
adjust with current situation, it creates problems between staffs and heads of the
companies.

1.4 JOB SATISFACTION

Job satisfaction is the combination of psychology, physiology and environment which

enable frankly that he or she is satisfied with the job. (Smith, 1955) Job satisfaction
can be measured in cognitive, affective and behavioural components. Job satisfaction
employee satisfaction is a measure of workers’ contentedness with their job, whether
or not they like the job or individual aspects or facets of job, such as nature of work or
supervision.

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The factors leads to job satisfaction are:-

 Appreciation for your work,

 Good relationship with colleagues,
 Good work-life balance,
 Good relationship with superiors,
 Company’s financial stability
 Learning and career development,
 Job security,
 Attractive fixed salary etc.
Job satisfaction simply means that a pleasurable and positive emotional state resulting
from the appraisal of one’s job or job experience. Satisfaction comes from person’s
needs in the organization. Some are satisfied with the job outcomes; others with job
aspects or with their colleagues.

Six key factors to job satisfaction are:-

 Engagement
 Respect
 Praise and Appreciation
 Fair Compensation
 Motivation
 Life Satisfaction
Job satisfaction has been linked with various variables, including productivity,
absenteeism turnover etc. It is significant because a person attitude and belief may
affect his or her behaviour. Attitude and behaviour may cause a person to work harder,
or, the opposite may occur and, she or he may work less. Job satisfaction gets through
well performances in their work, if the employee did not have the commitment toward
the job it will leads to job dissatisfaction. In the cases of newly appointed engineers,
some people are not satisfaction in their working because they have overtime for
works, did not get proper leaves and rests, very low salary.

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1.5 ENGINEERING AND HEALTH PROBLEMS

The state or condition of being free from physical, psychological and social illness and
injury. It is an ability to adapt and manage physical, mental and social challenges
throughout life. In every work there will be any problems. In the case of engineering
and engineer, they face many health issues. In the case of software engineer, they
always in front of computers, it may create physical, psychological and social health
problems, such as back pain, eye sight problems, deficiency of vitamin c and stress,
strain, depression, loneliness, tension and they can’t adjust or communicate with
others properly. Some engineers face many psychological and social health problems
due their work or job because in many cases they newly appointed engineers did not
get correct job according to their studied streams, sometimes an electrical engineers
need to work in mechanical engineering setting. This will create many problems in
their psychological and social health

1.6 ENGINEERING AND JOB SATISFACTION

Health and job satisfaction are closely connected to each other, for smooth going of a
life good health and job satisfaction is very important. We know that job satisfaction
is a feeling of contentment or a sense of accomplishment, which an employee derives
from his/her job and the willingness toward the work for institution and trying to
achieve the goal. In the field of engineering, due to many reason engineers feel lack of
job satisfaction. For newly appointed engineers they did not have any previous
experiences, so they companies give job with very low salary and with very high
workloads. In such cases the newly appointed engineers feels lack of job satisfaction
and they may did not give their hundred percentages towards the work. If the
employees did not satisfied with their job it may affect in their physical, psychological

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and social health of that person. If the person is satisfied with his or her job setting,
they can maintain a good physical, psychological and social health

1.7 CONCLUSION

Health problems and job satisfaction among newly appointed engineers; this topic is
very relevant in now a day because many engineering students face unemployment
and underemployment. They are appointed in companies with very low salary, but
work load is heavy. This may leads to health problems and decrease job satisfaction.
Health problems and job satisfaction are closely related each other. Anyone have any
difficulty in one area it may affect other areas too. The newly appointed engineers
face various health problems and lack of job satisfaction due to their job situation.

The researcher trying to find the health problems and job satisfaction among newly
appointed engineers. They are new in working field because they meet a sudden
change from a student to an employee. Sometimes they can’t adjust with this change.
The study is relevant in current situations because the engineers may not stable with
his or her job.

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REVIEW OF LITERATURE

It is the second chapter of research. Review of literature is a descriptive, analytic

summery of the existing material relating to a particular topic or area of study. A
literature review is a critical and in depth evaluation of previous research.

Thomas U. Ganiron (2017). In “job satisfaction with a career in structural

engineering”, the phenomenon of job satisfaction is related not only to the aspects of
work efficiency and production but also to psychic satisfaction, which is an end in
itself, for the structural engineers. This descriptive study aimed to determine and
analyze the factors influencing the success of structural engineers career success was
assumed compromise extrinsic (compensation) and intrinsic (job satisfaction)
elements. The individual respondents were selected from the list association of
structural engineers of the Philippines using purposive sampling. Some interesting
insights of the study are (a) the demographic variables of structural engineers, to a
large extent contribute to the success of structural engineers. (b) The level of
careersuccess of structural engineers is dependent on the profile of structural
engineers that determine its extrinsic and intrinsic success.

Peter Meiksins, Peggy Layne and Kacey Beddoes (2016) in their study “ women in
engineering”, they says that the amount of public attention devoted in 2016 to role of
women in engineering and science can only be called striking, the problems faced by
them. Several popular historical books drew attention to the important contributions
women made to scientific and engineering achievements, particularly in their role as
computers in an era before complex, precise calculation become something done
largely by computers designed and programmed almost entirely by men. By drawing
attention to these hidden stories of female achievement in science and engineering, the
book hidden figures (shetterly, 2016) make contemporary audiences aware both of the

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often unacknowledged contributions women have already made in engineering fields
and of the potential for them to contribute far more. At the same time, they create a
sense that there has been real progress- the overtly sexist and racist practices described
in hidden figures and the engineering institutions were shaped by deliberate racial
segregation and policies that treated women as second class members. They did not
get much position and respect from others.

Rahman Hashim (2015) in the article “Level of job satisfaction among engineers in a
Malaysian local organization” he said that – currently, most of the organizations faced
the challenge to maintain their employees’ commitment in their current business
environment. Skill employees, like engineers, are willing to change their employer if
they get better offer from other organization. This is often due to low organizational
commitment. As such, this study examines the organizational commitment among
engineers at Tenaga Nasional berhad. The specific objective of this study is to find out
the level of engineers’ job satisfaction in the specific organization. Date is collected
from 336 engineers from four regions of Peninsula Malaysia, namely north, south,
east and west, using stratified random sampling procedure. These four regions in
peninsula Malaysia, four states which run three TNB’s core businesses, which are
generation, transmission and distribution. Descriptive and inferential statistics were
developed based on the social exchange theory. The hypotheses predicted that
organizational commitment are positive related to job satisfaction. The result shows
that job satisfaction were considered as among the factors that contributed to
organizational commitment. It was also found that although the levels of job
satisfaction among engineers were much lower, they still remained in the
organization.

Vivian W. Y. Tam (2014) ‘employee job satisfaction in engineering firm’- the purpose
of this paper is to examine the relationships among cultural values, using the
dimension of power distance and employee job satisfaction in engineering firms in
united Arab Emirates and Saudi Arabia. The power index shows variation not only at
country level, but also at firm level. Consultative is found to be the most preferred
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manager type by the employees. Employees perceiving their managers to be
consultative are the least afraid of disagreement with their managers. “Work”, “co-
worker” and “operating procedure” find to be the major job satisfaction facets while
“opportunities for promotion” and “reward” are the least attracted to job satisfaction.
Age is found positively correlated with “pay”, “work, “opportunities for promotion”
and “benefits”. “Work” and educational qualification of the employees are negatively
correlated but no significant correlated appear too existed between education level and
PDI found.

Nanjamari. K (2013) conducted a study to understand job satisfaction amongst IT

employees in Bangalore city. He followed a sociological approach. The primary
objective of this study of the study was to ascertain the levels of job satisfaction
among information technology employee at an IT and BPO sectors. For the purpose of
this study he selected 100 samples to ascertain the level of job satisfaction amongst
each sectors. The sample group consisted of permanent and contract male and female
employees working at different level. The job descriptive namely, salary, promotions,
working condition, co-workers and the work life balance itself. Descriptive statistics
were used to analyze the data. The results of the study could, indicate that the job
satisfaction of IT employees is influenced by the city in which they live. The result of
the study indicates that general satisfaction is significantly associated with satisfaction
level about independence and fundamental factors.

Pankaj Deshwai (2011) investigated the level of job satisfaction among engineering
faculty members in engineering colleges of technical universities in Utter Pradesh and
also examined the effects of the dimensions of the job on level of job satisfaction
among them. He collected data from 360 engineering colleges on technical university,
examine the effects of the dimensions of the job on level of satisfaction among them,
and give suggestion to maintain or improve faculty member’s job satisfaction were
three objectives of the results study. The study revealed that the faculty members were
found to be neutral with organization polices, impendence and promotional
opportunity and satisfied with work variety, creativity, compensation and social status
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of job, job security, achievement but the faculty members dissatisfied with working
conditions and recognition.

Suliman ( 2007), in a study conducted in the UAE, found that there is a positive
relationship between education, age, job tenure and job level, and job satisfaction and
performance. He concludes that career factors (e.g. job tenure) are more important in
predicating job satisfaction and performance than personal factors (age), the result
also indicate that employees working engineering in the private sectors show high
level of work performance than of engineers in public sectors.

According manning Stephan, Massini Silvia and Lewin Arie Y (2008) in their article
‘A dynamic perspective on next generation off shoring; the global sourcing of science
and engineering talent’ says that -The seemingly unlimited availability of science and
engineering (S&E) talent in emerging economies and the increasing difficulties of
finding such talent in advanced economies have given rise to a new trend: the global
sourcing of S&E talent. This paper examines the antecedents and dynamics of this
trend. In particular, it examines the convolution of macroeconomic forces, domestic
and offshore national policies, industry dynamics, and firm-level off shoring
capabilities driving today's off shoring decisions. The analysis exploits findings from
the offshoring Research Network (ORN) project. By taking a dynamic and multilevel
perspective on next-generation off shoring, this paper may inform both firm-level
strategies and national policy-making.

According to Sarah Beecham, Nathan Baddoo, Tracy Hall (2008)– presented a

systematic literature review of motivation in Software Engineering. The objective of
this review is to plot the landscape of current reported knowledge in terms of what
motivates developers, what de-motivates them and how existing models address
motivation. We found 92 papers related to motivation in Software Engineering. Fifty-
six percent of the studies reported that Software Engineers are distinguishable from
other occupational groups. Our findings suggest that Software Engineers are likely to

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be motivated according to three related factors: their ‘characteristics’ (for example,
their need for variety); internal ‘controls’ (for example, their personality) and external
‘moderators’ (for example, their career stage). The literature indicates that de-
motivated engineers may leave the organization or take more sick-leave, while
motivated engineers will increase their productivity and remain longer in the
organization. Aspects of the job that motivate Software Engineers include problem
solving, working to benefit others and technical challenge. Our key finding is that the
published models of motivation in Software Engineering are disparate and do not
reflect the complex needs of Software Engineers in their career stages, cultural and
environmental settings.

Rajesh (2007) studied the quality of work life and job satisfaction in 10 IT companies
professionals from 3 cities i. e. Hyderabad, Bangalore and Chennai. The objectives of
the study were to explore the levels of job satisfaction and relationship between
demographic characteristics and satisfaction, to identify a specific indicator that
causes dissatisfaction and to examine the hierarchy of needs among IT professionals.
The questionnaire was administered to collect primary date. The study revealed that
higher income groups and high experienced were the most dissatisfied with job
security. It was also showed that the most satisfied employees in IT industry were of
Hyderabad, followed by Chennai and Bangalore respectively.

A.K. Sharma (2003) conducted a study about ‘Computer related health problems
among IT professionals in Delhi’. The study design was cross sectional. The sampling
design used was stratified sampling. The IT professionals working in different sectors
were identified and representative samples were taken to complete the sample size of
200. The study period was one year from April 2002 to March 2003. The study
subjects were interviewed separately in a room. They were administered a pre
designed, pre tested semi structured questionnaire covering details like age, income,
working environment, experiencing any problem while working on computers and the
type and kind of problem perceived. The study reveals that majority of the IT
professionals had formal training computers having degree or diploma in computer

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applications and visual problem was significantly more common in among those
working in software development sector. The study has also reveals that females
experienced significantly more musculoskeletal problems and stress and it was further
influenced by the type of work and job content. This study also analyses health
problems relating to IT professionals.

According to Michael E. Gordon, Laura L. Beauvais, Robert T. Ladd (2000) in their

studies’ The job satisfaction and union commitment of unionized engineers - This
study presents data on the union commitment and job satisfaction of a sample of
unionized engineers and then, to provide a basis of comparison, similar data on a
sample of unionized technicians and a sample of nonprofessional white-collar workers
— all employed by the same organization. The engineers and technicians did not
differ markedly in union commitment or job satisfaction, but the engineers expressed
greater union commitment than did the nonprofessional workers. The correlation in all
three samples between satisfaction with the union and satisfaction with management
provides support for the concept of dual allegiance.

Kreitner, Kinicki and Buelens, (1999). Thus, people are fitted into jobs and are
expected to adjust accordingly, which doesn’t allow room for self-expression and
results in alienation and frustration in the workplace. There is no independence and
freedom allowed in doing the job, therefore the employees’ need for self-esteem is not
satisfied, as outlined in Maslow’s hierarchy of need theory (Kreitner, et al, 1999). This
diminishes the sense of achievement as the job is limited to a particular repetitive
operation, depriving the person of the opportunity to see a job through to its final
completion. As a result, the individual experiences a basic frustration that manifests
itself in different efforts to achieve adjustment Gardell (1976). These could be high
dissatisfaction, turnover and absenteeism Schultz and Schultz, 1986). The official
unemployment rate in South Africa in 2005 was 26, 7%, which made turnover the
least desirable for a company to ensure rejuvenation and infusion of new ideas whilst
balancing the desired culture. A measurement of employee satisfaction if necessary as
the company’s singles out customer enthusiasm as the strategy that the company will

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use in the quest to be the world leader in automotive products and related services. In
order to generate customer enthusiasm in customers, employees have first to be
enthusiastic there are a number of ways for a company to address this alienation, viz.
job enlargement and job enrichment. All these interventions are aimed at addressing
job dissatisfaction by introducing variety into a worker’s job. The measure of whether
these and any other measures have been introduced and are effective or not will not
fall within the scope of this research of goals.

Jesa H. Kreiner, Albert Flores and Sundaram Krishnamurthy (1998) in their article
“Ethical issues face engineers and their profession”, frequently, and in many different
countries, the engineering professionals are criticized for a number of occurrences that
took place and which adversely affected people or the environment. Everything that
engineers do affected the society and its development and, occasionally, the
consequences of these actions are fully understood, but the results are undesirable just
the same. In order to meet the challenges of the time engineers must be properly
prepared to face the moral, legal and ethical ramifications of their actions. Thus, to
meet their responsibilities to society at large and the global community, engineers
must be equipped with the knowledge and ability to fully and cogently explain their
actions as well as the methods to be used to implement their decisions. This is
particularly important in presenting the engineering alternatives that are considered so
that informed conclusions can be drawn and appropriate decisions drawn involving
different segments of the society. Educating young engineers about to enter the
practice of their chosen profession how to help arrive to the compromises to be
implemented becomes one of the paramount items of contemporary engineering
education. Case studies detailing occurrences and accidents that took place,
explanations of recalls implemented by major manufactures or evolving legislation
engendered by events that triggered in detail in preparing engineers to face this
contemporary challenge. Ethical theories are presented as are codes of ethics that
different professional societies developed and which provide the structure for this
paradigm of professional practice. Solving conflicts of interest problems that are

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encountered in practice help explain the approaches to risk, safety and reduction of
accidents.

According to S. G. Baugh; R.M. Roberts (1994) in their article professional and

organizational commitment among engineers: conflicting or complementing, they says
that - Organizational commitment and professional commitment have been viewed as
both complementary and conflicting in their effects on organizational outcomes.
Engineering has many characteristics of a profession, but its practitioners usually have
careers in organizational settings. Thus, the effects of these commitments on job
satisfaction, job performance and job problems are particularly important in an
engineering work environment. Results of this study based on data collected from 114
engineers in a bureaucratic work environment indicate that organizational
commitment has a significant and direct effect on job satisfaction and job performance
and a significant inverse effect on job problems. Professional commitment was
marginally significant in respect to job performance. In addition, the highest levels of
satisfaction and performance were reported by individuals high on both forms of
commitment, while the lowest levels of satisfaction and performance were reported by
individuals with low organizational commitment and high professional commitment.
Results were mixed for job problems.

According to Donald W King(1994) in his study ‘Communication By Engineers-

Information Needs, Seeking Processes, and Use, he says that - There have been
hundreds, perhaps thousands, of studies involving scientific and technical information
communication performed over the last 25 years. This review attempts to provide a
window to these studies for persons interested in studying the results published in
technical reports and the formal literature. This review primarily deals with the
information-seeking needs and behaviour of engineers and, to a lesser degree,
scientists or those said to be generally engaged in research and development. The
principal focus in on primary communications through interpersonal means and

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through information found in documents such as books, journal articles, technical
reports, etc

According to Samuel B Bacharach, Peter Bamberger and Sharon Conley(1991) in

their article ‘Work-home conflict among engineers and nurses: mediating the impact
of role stress on burnout and satisfaction at work’ says that- Using structural equation
modelling, this paper compares a more traditional, unmediated model of work‐based
role stress and its consequences on job satisfaction and burnout to two models in
which the role stress‐affective work outcome relationship is mediated (partially and
completely) by work‐home conflict across two samples of public sector professionals:
engineers and nurses. The findings indicate that a model in which role conflict and
overload have both direct and indirect effects—via work‐home conflict—on job
burnout and satisfaction (‘Partial Mediation’ model) achieves a better overall ‘fit’ than
two alternative models. Furthermore, the findings suggest that while the two groups
perceive many aspects of the work‐home relationship differently, for both groups,
work‐based role conflict is an important antecedent of work‐home conflict, and
increased burnout an important direct consequence of work‐home conflict. Finally, on
the basis of the findings, the authors conclude that perspectives which view the work
and non‐work realms as independent must be reconsidered, and that the nature of the
work‐home relationship may, to a great extent, be contingent upon the way different
occupational groups perceive their work situations.

Shoukry D. saleh and K. Desai (1990), ‘An empirical analysis of job stress and job
satisfaction of engineers’- the study included 249 male engineers from variety of
organizations. This sample was used to test the relationship between each of the three
variables of internal control, type a behavior, and job involvement, with job stress and
with job satisfaction. The results showed that the higher the belief in internal personal

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control and higher the job involvement, the lower the stress level. On the other hand,
the results indicated that type an engineers experienced high stress levels. However,
internality and involvement and a three-way variable were also found. The results and
their implications are discussed.

According to Pamela Saha and Suhrata saha (1986)in’ Ethical responsibilities of the
clinical engineer’ says that- Because of the growth of medical technology, Clinical
Engineers have increased responsibilities in respect to this new technology and so to
modern medicine itself. This results in a need to ensure that an ethical consciousness
of responsibilities to patients, physicians, and institutions grows within Clinical
Engineers as they move into evermore important roles within the health care system.
Clinical Engineers must have clearly defined roles, as well as authority acknowledged
and supported by other health care professionals. Most importantly, Clinical Engineers
themselves must recognize the seriousness of their professional responsibilities as they
contribute to the maintenance of equipment, use and design instrumentation, and fulfil
roles in administration, management, and research. As members of the health care
team, Clinical Engineers must be prepared to face ethical issues arising from defective
or inadequate equipment, hazards and incidents, scarcity and resources, conflict of
interest, confidentiality, clinical research," truth-telling," and care of the terminally ill.

Richard D. Arvey, H.dudley Dewhirst & Edward M. Brown (1978) examined two
hundred and forty five working level scientists and engineers participated in a
longitudinal study in which their managers had been trained in a management by
objectives program. Subjects completed two questionnaires, the latter being completed
21 months after the first designed to assess perceptions of their managers’ goal setting
behavior along four dimensions derived using factor analytic procedures (goal setting
and planning, subordinate freedom, feedback and evaluation, participation in goal
setting) and their reported intrinsic and total satisfaction. Dynamic correlations
(Vroom, 1966) were computed between changes the goal setting factors and changes

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in the satisfaction variables and significant positive relationships were observed. In
addition, results indicated that job task (research vs. development) demonstrated a
moderating influence on the goal setting satisfaction relationships. An unexpected
finding was that there was a significant decrease in perceived managerial behavior on
the goal clarity and planning factors over the 21 months. However, a significant
increase occurred on the feedback and evaluation factors.

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RESEARCH METHODOLOGY

Methodology of the study is the important part of a research report. It is a totality of

procedure followed by the investigator to make it scientific and valid to the extent
possible. Research designs set up frame work for study of the variables

3.1 TITLE:

A study on the health conditions and job satisfaction among newly appointed
engineers.

3.2 SIGNIFICANE OF THE STUDY:

Health condition means that an individual is stable or not which his/her health. It
includes physical health, psychological health and social health.

Job satisfaction means that, as the name suggests is feeling of contentment or a sense
of accomplishment which an employee derives from his/her job.

This study is needed now a day because in current situation newly appointed
engineers faces lack of job satisfaction and health problems due their job. They meet a
sudden change from a student to an employee. Sometimes they did not get same
stream that they studied. This may leads problem in their life. This study is on how
the newly appointed engineers react with their job satisfaction and health conditions.

3.3 OBJECTIVES:

GENERAL OBJECTIVES:

A study on theHealth conditions and job satisfaction among newly appointed

engineers.

SPECIFIC OBJECTIVES:

• To study about job satisfaction among newly appointed engineers.

• To study about physical health condition among engineers.

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 • To study about the psycho- social health conditions engineers.

3.5 DEFINITION OF CONCEPTS:

JOB SATISFACTION

It is combination of psychology, physiology and environment which enable a worker

to state frankly that he or she is satisfied with the job. (Smith 1955)

HEALTH

Health is a state of complete physical, mental and social well being and not merely the
absence of disease or infirmity. (World Health Organization, 1948)

OPERATIONAL DEFINITION-

JOB SATISFACTION

It is a feeling of contentment or a sense of accomplishment, which an employee

derives from his/her job and the willingness toward the work for institution and trying
to achieve the goal.

HEALTH

The state or condition of being free from physical, psychological and social illness and
injury. It is an ability to adapt and manage physical, mental and social challenges
throughout life.

ENGINEERING

Engineering is a creative application of science, mathematical methods, and empirical

evidence to the innovation, design, construction, operation and maintenance of
structures, machines, materials, devices, systems, processes, and organization for the
benefit of humankind.

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NEWLY APPOINTED ENGINEER

The b-tech graduated students who enter in a job within one year they pass out from
their educational institution. Such students did not have any job experiences in
engineering fields.

3.6 PILOT STUDY:

The researcher interacted with newly appointed engineer in different streams who
were newly entered into a job after their studies in Ernakulum district. The student
researcher selected 3 samples and conducted the pilot study. The respondents were co-
operative. Through the pilot study researcher understood the feasibility of the study.

3.7 RESEARCH DESIGN

The research design is descriptive in nature, as it describes the health condition and
job satisfaction of newly appointed engineers. Descriptive research deals with the
present attempts to determine the status of the phenomenon under investigation. It is
fact finding method.

3.8 UNIVERSE/POPULATION OF THE STUDY

Newly appointed engineers working in a company in Ernakulum district.

3.9 UNIT OF THE STUDY

A Newly appointed engineer who is working in a company in Ernakulum district.

3.10 INCLUSION AND EXCLUSION CRITERIA.

INCLUSION:

• The age group of the 22 – 25 will be included in the study.

• The working experiences of the respondent should be below one
year included in the study.

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 • The respondent should posses a graduation degree and working as
engineers included in the study.

EXCLUSION:

• The age group of below 22 and above 30 excluded from the

study.
• The working experiences of the respondents above one year
should be excluded from the study

3.11 SAMPLING DESIGN

Sampling design is purposive sampling in nature. It comprising of handpicked

samples to assure the inclusion of specific elements are frequently called judgmental
samples because we exercise our judgment to include typical or specific element.

3.12 TOOLS AND TECHNIQUES

The researcher used questionnaire as a tool for data collection. The researcher herself
prepared a three point scale to collect the data. The questionnaire consists of 24
questions; each question is based on health condition and job satisfaction among
newly appointed engineers.
3.13 PRE-TEST

The pre test has been done conducted with five newly appointed engineers who work
in Ernakulum districts. Through the pre-test the researcher understand some mistakes
in questionnaire. After the pre-test researcher corrected and modify the questionnaire
avoiding the double meaning questions

22
3.14 COLLECTION OF DATA

Researcher collect 30 samples for the study.The time period for collecting data
between November to December 2018 and the questionnaire is the tool used for data
collection.Collection of date was directly from respondent

3.15 DATA ANALYSIS AND INTERPRETATION

Data analyzed using SPSS and simple statistical techniques like frequencies and
percentiles.
3.16 CHAPLERIZATION

Chapter 1 - Introduction
Introduction chapter give brief idea about the research topic and its variables.

Chapter 2 - Review of literature

It is an intensive study and advancement of knowledge through previous
researches on the same area.

Chapter 3 - Research methodology

It gives the idea about how the research should be conducted and the data
collection tools and methods. It provides the totality of the research.

Chapter 4 - Data analyses and interpretation

In this chapter the result of the research would be generated by using statistical
method. Here the researcher analyses the data.

Chapter 5 - Finding suggestions and conclusions

In this chapter included the major findings and suggestions for improvement.

23
3.17 CHALLENGES & LIMITATION OF THE STUDY.

• Lack of time was the one of the major concern of the respondent. is faced by
the researcher as well as the respondents
• As the sample size was limited the generalizability of the study is questionable
• The respondents were not expressed their opinions directly as they were scared
about the management

3.18 ETHICAL CONSIDERATION

All the data collected throughout the research work must be confidential.The data
collected from the respondents would be published only in statistical form.The
anonymity of the respondent would be ensured.

CONCLUSION

Methodology chapter helped the researcher to understand the variables of the study
and also it helped the researcher to get an idea about how to get along with the study.

24
DATA ANALYSIS AND INTERPRETATION

Data analysis and interpretation constitutes the fourth chapter of the research. It deals
with the data analysis and interpretation of the collected data.
THE RESPONDENTS AGE

Table 4.1 shows that 60% of the respondents are with the ages of 21 – 24 and 40 % of
the respondents are with the ages 25 – 30. As they are working as engineers the data
shed light on the fact that they get immediately after their studies.

25
 Figure 4.2

Table 4.2 shows that 56.7% of the respondents are male and 43.35 are females. Now
a day’s males choose engineering more than females as a profession.

26
EDUCATION QUALIFICATION

Variables Frequency Percent

B Tech 19 63.4

M Tech 4 13.3

BSc 4 13.3

Other 3 10.0

Total 30 100.0

Table 4.3

Table 4.3 shows that 63.4% has B-tech qualification, 13.3% have M-tech and BSc
Computer Sciences and 10% qualified with other degrees. This result shows that, the
people who did not have B-Tech or M-Tech can also work as an engineers, due to
their competence.

27
MARITAL STATUS

Variables Frequency Percent

Unmarried 24 80.0

Married 6 20.0

Total 30 100.0

Table 4.4

Table shows that 80% are unmarried and 20% are married. So more than 50 % of the
respondents are unmarried.Majority of the respondents are just pass out from colleges
as engineers and other are trying to get a stable job before marriage.

28
WORKING EXPERIENCES

Variables Frequency Percent

Below 4 month 6 20.0

4 - 8 month 4 13.3

8 - 1 year 20 66.7

Total 30 100.0

Table 4.5

Table 4.5 shows that 20 % of respondents only have below four month experiences as
engineers, 13.3 % of respondents have four to eight months experiences and 66.7 % of
respondents have eight to one year of experiences in same companies as engineers. This
implies that when the respondents pass out from colleges they apply for job in companies
for working experiences. After getting working experiences they choose better companies
for better jobs.

29
 Figure 4.6

Table 4.6 shows that 56.7 % of engineers were accept that they have the job
according with their qualification, 26.7 % of engineers are both opinion and 16.6% of
engineers completely disagree with this question. This implies that , majority of the
companies provide job not according with their qualification, the select the employees
and give orientation about the field and post them even them not considering their
qualities.

30
 Figure 4.7

Table 4.7 shows that, 50% of engineers are satisfied with their administration, 30 %
of them have neutral opinion with their administration and 20 % of engineers are not
satisfied with their administration. This may be because of the dissatisfaction in job.

31
WORKING HOUR IS SATISFACTORY

Variables Frequency Percent

Agree 19 63.3

Neutral 6 20.0

Disagree 5 16.7

Total 30 100.0

Table 4.8

Table4.8 shows that, 63.3 % of the respondents are satisfied with the working hours in
their companies, 20% of the respondents have neutral opinion about their working
hours and 16.7 % of respondents feel over working hour in their companies. Majority
respondent have a satisfactory working hours and in some companies, the newly
appointed employees need to work over time than the working schedule

32
COMPANY HAS GOOD CAREER PROSPECT

Variables Frequency Percent

Agree 14 46.7

Neutral 10 33.3

Disagree 6 20.0

Total 30 100.0

Table 4.9

Table 4.9 shows that, 46.7 % of respondents agree that they have a good career
prospect in the companies, 33.3 % of the respondents have neutral opinion and 20 %
of respondents say they did not have a good career prospect in that companies. The
companies provide more opportunities and information about the work and try to
improve in their works.

33
PHYSICAL WORKING CONDITION

Variables Frequency Percent

Agree 14 46.7

Neutral 12 40.0

Disagree 4 13.3

Total 30 100.0

Table 4.10

Table 4.10 shows that, 46.7% respondents have better physical conditions due to their
works, 40 % of respondents have neutral physical conditions and 13.3% respondents
did not feel any better physical conditions due their works.

34
RECOGNIZE AND ACKNOWLEDGE YOUR
WORK

Variables Frequency Percent

Agree 18 60.0

Neutral 11 36.7

Disagree 1 3.3

Total 30 100.0

Table 4.11

Table 4.11 shows that 60% of respondents agree that they got recognition and
acknowledgment from their companies. 36.7 % of respondents have neutral opinion
and 0nly 3.3% that is one respondent has disappointed opinion.

35
AUTHORITY TO PERFORM THEIR DUTIES
WELL

Variables Frequency Percent

Agree 21 70.0

Neutral 5 16.7

Disagree 4 13.3

Total 30 100.0

Table 4.12

Table 4.12 shows that 70% of the respondents in the organization have necessary
authority to perform their duties effectively 16.7% has neutral opinion and 13.3% of
the respondents did not get any necessary authority to perform their duties effectively
in companies.

36
COUNSELING FOR EMPLOYEES

Variables Frequency Percent

Agree 7 23.3

Disagree 23 76.7

Total 30 100.0

Table 4.13

Table 4.13 shows that 76.7% of respondents did not get any counselling from
companies and 23.3% of respondents get counselling from their respective companies.
Most of the companies did not provide proper counselling to the workers. Counselling
helps the worker to overcome stress, strain and tension

37
SHARE THEIR EXPERIENCES

Variables Frequency Percent

Agree 11 36.7

Neutral 10 33.3

Disagree 9 30.0

Total 30 100.0

Table 4.14

Table 4.14 shows that 36.6% of respondents get the chance to share their experiences
in companies, their 33.3% of respondents has neutral opinion and 30% of respondent
did not get chance to share their experiences. This shows that management would
provide very less chance for the employees.

38
GET APPRECIATION AND REWARDS FROM
COMPANY

Variables Frequency Percent

Agree 14 46.7

Neutral 10 33.3

Disagree 6 20.0

Total 30 100.0

Table 4.15

Table 4.15 shows that, 46.6% of respondent gets appreciation and rewards from
companies, 33.3% of respondents has neutral opinion and 20% of the respondents did
not get any appreciation and rewards from companies. Most of the companies provide
rewards to the workers for better performance.

39
INVOLVES IN DECISION MAKING

Variables Frequency Percent

Agree 10 33.3

Neutral 9 30.0

Degree 11 36.6.0

Total 30 100.0

Table 4.16

Table 4.16 shows that the 36.6% of respondents did not get chance to involves in
decision making, 33.3% of respondents gets the chance to involves in decision making
and 30% of respondents have neutral opinion. Most of the companies never include
the newly appointed workers for the decision making

40
ABLE TO ADJUST WITH WORKING
ENVIRONMENT

Variables Frequency Percent

Agree 19 63.3

Neutral 8 26.7

Disagree 3 10.0

Total 30 100.0

Table 4.17

Table 4.17 shows that 63.3% of respondent can able to adjust with their working
environment, 26.7% of respondents have neutral opinion and 10% of respondents
can’t able to adjust with working environment. Majority of the workers are just pass
out from the college and sometimes they can’t able to adjust with the role of a worker
from a role of a students, so they need time to adjust with the environment.

41
CHANCE FOR PROMOTION

Variables Frequency Percent

Agree 10 33.3

Neutral 9 30.0

Disagree 11 36.7

Total 30 100.0

Table 4.18

Table4.18 shows that 36.7% of respondents did not have any chance for promotion,
33.3% of respondents have the chance for promotion and 30% of the respondents have
neutral opinion. Majority of the respondents says that they did not have any chance for
promotion because they did not any working experience.

42
FREE TIMES DURING WORK TIME

Variables Frequency Percent

Agree 15 50.0

Neutral 10 33.3

Disagree 5 16.7

Total 30 100.0

Table 4.19

Table 4.19 shows that, 50% of the respondents get free times during work time. 33.3%
of respondents have neutral opinion and 16.7% of respondents did not get any free
times during the work. Majority of the respondents get free time during the work
times

43
FEEL STRESSED DUE TO WORK

Variables Frequency Percent

Agree 12 40.0

Neutral 10 33.3

Disagree 8 26.7

Total 30 100.0

Table 4.20

Table 4.20 shows that the 40% of respondents feel stressed due to work, 33.3% of
respondents have neutral opinion and 26.7% of respondents did not feel any stress due
to their work. As they were continuously at work without any break and it will leads
to heavy stress on employees

44
SUPPORT FROM MANAGEMENT AND COLLEAGUES

Variables Frequency Percent

Agree 19 63.3

Neutral 8 26.7

Disagree 3 10.0

Total 30 100.0

Table 4.21

Table 4.21 shows that 63.3% of respondent agree that they got support from
management and colleagues, 26.7% has the neutral opinion and 10% of respondents
did not get much support from management and colleagues.So they can perform well
in their working and achieve better position in future.

45
SALARY IS ENOUGH FOR YOUR LIFE
EXPENSES

Variables Frequency Percent

Agree 8 26.7

Neutral 8 26.7

Disagree 14 46.7

Total 30 100.0

Table 4.22

Table 4.22 shows that 46.7% of respondents did not get enough salary for their life
expenses, 26.7% of get enough salary and 26.7% of the respondents have neutral
opinion about salary package. This shows that companies provide very low salary for
the new appointed engineers because of the reason they did not have any work
experience.

46
TIME WITH FAMILY AND FRIENDS

Variables Frequency Percent

Agree 9 30.0

Neutral 12 40.0

Disagree 9 30.0

Total 30 100.0

Table 4.23

Table 4.23 shows that 40% of the respondents have neutral opinion, 30% of
respondents get time for their family and friends and 30% of respondents did not get
much time for their family and friends.Majority of the engineers provide neutral
answers.

47
 SOCIAL INTERACTION

Variables Frequency Percent

Agree 12 40.0

Neutral 11 36.7

Disagree 7 23.3

Total 30 100.0

Table 4.24

Table 4.24 shows that 40% of respondents get much social interaction, 36.7% of
respondents have neutral opinion and 23.3% of respondents did not get much social
interaction.Majority of the engineers are young and they were expecting a socially
enjoyable life, but due the over work time and over work load they did not get much
social interaction with other

48
FINDINGS AND SUGGESTIONS

The major findings of the study ‘health condition and job satisfaction among newly
appointed engineers’ are listed below;

• Majority of the respondents were males (56.7%). It implies that in the field of
engineering, males have more opportunities than female.

• Majority (60%) of the respondents were in the age of twenty one to twenty
four. As the present study is for the newly appointed engineers.

• Majority (63.4%) of the respondents were qualified with B-Tech. This study
also shows that the person who possessBSc can also work as engineers
(23.3%).

• Majority (80%) of the respondents were unmarried. It implies that they are just
pass from college and joined in work

• Majority (66.7%) of respondents have the eight month to below one year
working experience in same company.

• Majority (56.7%) of the respondents only get job according with their
educational qualification.

• Majority (50%) of the respondents satisfied with their higher administrations

and 30% of the respondents did not have any opinion about their administration
or management.

• Majority (63.3%) of the respondents has satisfactory working hour in their

company.

• Only 46.7% of the respondents have good career prospect in current working
companies and 20 % of respondents did not have good career prospects in their
working companies.

49
• Majority (46.7%) of the respondents only have good physical health condition
in working and 40% of the respondents have a neutral opinion in the case on
physical health condition.

• Majority (76.7 %) of the respondents did get any counselling from their
working companies.

• Majority (36.7%) of the respondents provide the chance to share their

experience in and about the companies.

• Majority (46.7%) of the respondents gets appreciation and rewards from

companies for their works and 20% of the respondents did not any appreciation
and rewards for their work.

• Majority (60%) of the respondents agree that their company recognize and
acknowledge their work.

• Majority (70%) of the respondents in the organization have necessary authority

to perform their duties effectively.

• Majority of the respondents did not get any chance in involving decision
making. Because they did not have much working experiences.

• Majority of the respondents 63, 3% of them can able adjust with their working
environment.

• Majority of the newly appointed engineers (below one year experiences) did
not have the chance for promotion.

• Majority (55%) of the respondents feel stressed due to their work. This due to
the over workloads and over working hours

• Among thirty respondents majority of the (63.3%) respondents agree that they
get proper support from management and colleagues. Rest of then did not get
mush and proper support from management and colleagues.

50
 • Majority (67.4%) of the respondents did not get enough salary for their life
expenses.

• Majority (70%) of the respondents did not much time with their families and
friend due to their heavy workloads and over working time in the company.

• Majority (50%) of the respondents get much social interaction with other due to
their heavy work loads

SUGGESTIONS

• It would be better if the company consider the psychological well being of the
employees.

• The companies should set a fixed salary package for their employees

• Necessary steps should be taken to fix the working hours of the employees
working in the different IT companies.

• The services of a psychological or psychiatric social worker would be increase

the quality of work of the employees. They were having variety of
psychological issues.

51
CONCLUSION

India is the land of engineering. We know that engineering is a creative application of

science, mathematical methods, and empirical evidence to the innovation, design,
construction, operation and maintenance of structures, machines, materials, devices,
systems, processes, and organization for the benefit of humankindthey bring new
technology for the development of the country.India is known as the land of
engineering and in every year there are thousands of engineers are graduated.
Engineering is the application of science and math to solve problems. A good scientist
is a person with original ideas. A good engineer is a person who makes a design that
works with as few original ideas as possible. (Freeman Dyson 1981) The field of
engineering divided into a large number of specialty areas. Engineers, as practitioners
of engineering, are people who invent, design, analyse, build, and test machines,
systems, structures and materials to fulfil objectives and requirements while
considering the limitations imposed by practically, regulation, safety, and cost). They
face many problems as engineers. This research attempt to bring out the health
problems and job satisfaction among newly appointed engineers, which study about
the physical, psychological and social health condition and level of job satisfaction
among the engineers. When the researcher interact with some engineers they faces
insecurity in their job due to they did not have much working experiences. So they
researcher decide to conduct a study about the health problems and job satisfaction of
newly appointed engineers. Trough the study researcher find out that newly appointed
engineers face much psychological pressure due to their job and the level of job
satisfaction is very low among them.

52
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54
HEALTH CONDITION AND JOB SATISFACTION AMONG
NEWLY APPOINTED ENGINEERS

Name (optional)

Age

Sex
Male Female
Education

Marital status
Married Unmarried
Domicile
Urban Rural

1. Time period of working in same company

Below 4....... Month........ 4 - 8 months ....... 8 - 1 year............

2. Your work is according to your qualification and skill

Agree Neutral Disagree

3. You are satisfied with the administration

Agree Neutral Disagree

4. Working hours at company is satisfactory

Agree Neutral Disagree

5. Company has good career prospect for its employs

Agree Neutral Disagree
6. Physical working condition in the company is satisfactory
Agree Neutral Disagree
55
7. Your company recognize and acknowledge your work
Agree Neutral Disagree

8. Employees in the organisation have necessary authority to perform their

duties effectively
Agree Neutral Disagree

9. Organisation organizes counselling programs for the employees

regularly
Agree Neutral Disagree

10. Are you feel your company share experience to help each other, such
as experience sharing, group activities etc...
Agree Neutral Disagree

11. Are you get appreciation and rewards if the designed work/targets are
accomplished
Agree Neutral Disagree

12. Top management involves employees in the management decision

Agree Neutral Disagree

13. Company provides satisfactory salary according to the work

Agree Neutral Disagree

14. Are you feel over workloads

Agree Neutral Disagree

15. Are you able to adjust with the working environment *

Agree Neutral Disagree
16. Are you have any chance for promotion
Agree Neutral Disagree
56
17. Are you get any free times during your work time
Agree Neutral Disagree

18. Are you feeling stressed due to your job?

Agree Neutral Disagree

19. Management and colleagues are supportive

Agree Disagree Neutral

20. Getting salary is enough for your life expeneces

Agree Neutral Disagree

21. Are you get much time for your friends and families
Agree Neutral Disagree

22. Are you getting much social interaction with others (such as
participating in function, get together etc...)
Agree Neutral Disagree

57