JOB SATISFACTION

Job satisfaction is defined as the extent to which an employee feels self-motivated, content &
satisfied with his/her job. Job satisfaction happens when an employee feels he or she is
having job stability, career growth and a comfortable work life balance. This implies that the
employee is having satisfaction at job as the work meets the expectations of the individual

ABSTRACT

Employment or work is a significant part of a person's life and it involves a ton of individual
and expert time contrasted with some other movement. Satisfaction is the joy felt after a need
is Fullfilled. One would assume an individual is fulfilled when their desires or wants or
prerequisites have been met. Job Satisfaction depicts how much degree an individual is
satisfied, agreeable or happy with their activity. It is a pleasurable or positive enthusiastic
state coming about because of the examination of one's activity or professional adventures.In
current organisations Job Satisfaction is a vital subject of consideration which is extremely
considered by the higher specialists, strategy creators and top officials since this issue is
identified with numerous other critical and significant issues of associations. Employees are
the center resources and key piece of any organisations by which all methods for production
are taken care of. As an individual this is human instinct that representative are fulfilled or
disappointed what work they are allotted

This is the prime objective of the organizations that

they should make and implement such type of policies that can make an employee to satisfy
with his/her job which is assigned to them. It is clear from previous studies that how Job
Satisfaction is important for any organisations. It is very important issue nowadays when
organizations are facing with many types of employee related problems and challenges i.e.
organizational performance, organizational commitment, employee turnover, employee
productivity etc. Keeping in view the significance and importance of Job Satisfaction in
organizations, scholar had endeavoured to elaborate the construct of Job Satisfaction, its
measurements, theories and its significance in current organizational issues. The research
paper is theoretical in nature and subjects have been clarifies with the help of concerned
literatures and previous studies regarding this area.
 Job satisfaction represents one of the most
complex areas facing today’s managers when it comes to managing their employees. Many
studies have demonstrated an unusually large impact on the job satisfaction on the motivation
of workers, while the level of motivation has an impact on productivity, and hence also on
performance of business organizations.Unfortunately, in our region, job satisfaction has not
still received the proper attention from neither scholars nor managers of various business
organizations.The Job satisfaction can be varied from person to person due to various
factors.

Many people spend a considerable proportion of their waking hours at work. If workers are
dissatisfied with their jobs, their health may deteriorate. The findings from a meta-analysis
indicate that job dissatisfaction is associated with mental health problems such as burnout,
low self-esteem, depression, and anxiety Although the associations of job satisfaction with
physical health remain inconclusive job dissatisfaction has been linked to coronary heart
disease and mortality from coronary heart disease. In addition, job satisfaction was often
found to be associated with perceived locus of control, job turnover, and early retirement.
The job satisfaction is based on monetary or non monetary factors or both.

The Japanese civil servants study (the JACS study) is an international collaborative study
with a British civil servants study (the Whitehall II study) . Phase I of the JACS study was
conducted between 1998 and 1999. The subjects of this study were all civil servants, aged
18–69 years at the time of survey, working in local government located on the west coast of
Japan. The subjects consisted mainly of administrative workers, professional workers
(technicians, teachers, and hospital workers), clerical workers, and office support staff. A
questionnaire was sent to the participants, through the personnel section of the civil service.
After filling in the questionnaire, subjects returned it in a sealed envelope. The total
population was 6090. Four thousand nine hundred thirty-three subjects responded to the
questionnaire (response rate 81.0%). Subjects who did not answer one or more questions
about age, sex, job type, work hours per day, and job satisfaction were excluded from the
analysis. Finally, data for 4286 subjects (2949 men and 1337 women) were analyzed. The
mean ages of the subjects were 42.3 years (Standard Deviation: 10.0) for men and 39.3
(Standard Deviation: 10.8) for women. This study was conducted as a part of the annual
health checkups regulated by the Japanese Industrial Safety and Health Law. An ad hoc
committee of the civil service, comprising an ordinary member of the Safety and Health
Committee, and labor and personnel representatives, approved the contents and ethical
aspects of this study. Informed consents were obtained from all participants, who all took part
in the study voluntarily.

In the Study of Employee Satisfaction and Organizational Commitment of the Teaching and
Non Teaching Staff by Dr.Lalitamishra, the research is descriptive in nature and survey
approach is used to collect the data .150 Respondents are taken from different institutions (10
management colleges) for sample design. Stratified sampling technique is used to collect the
data. Questionnaire is prepared through Likert type Scale here 1 indicate for highly response
and 5 indicate for minimum response. The Study:- This research paper is quantitative in
nature and the aim is to find out the result that the employee satisfaction & organizational
commitment and satisfaction level of employees(Teaching and nonteaching staff )and further
to list the management teachers and administration staff ,satisfied with job or not. Research
Design:- This research paper is prepared through the proper research methodology, using
field work ,sampling plan and appropriate analytical technique and large sample size. This
research paper is a conclusive research. Sampling Design Population Population of this
research paper are the all teaching and non-teaching employees in ten management colleges
of Gwalior. Sample Frame List of the all employees (Teaching and Nonteaching) in ten
management colleges. The list is collected from respective Admin/Hr department in all
management college of Gwalior. Sample Unit The sample unit is ten organization of
management school teaching and non-teaching staff are sampling elements. Sample
Technique Sampling technique is non-probability; quota sampling technique is used to decide
the sampling elements we have selected the sample size of 150 respondents of the business
schools.

In the research on “Employee engagement and work satisfaction: a study on employees

engaged in various sectors” The researches have conducted interviews and collected data
of 126executives. This research article connects the dot between employee engagement,
career development and employee performance. It concluded that there is a need to
educate our future leaders on engagement, as it has a huge significance on employee
satisfaction and performance. Work satisfaction is a variable in this study which is
measured in relation to employee engagement. There are few things that need to be said
about "work satisfaction: "it is relative; it is a symptom; and it will fluctuate, no matter where
you go.
Work satisfaction can have severe consequences on a person's performance at work and on a
person's personal life. Job satisfaction describes how content an individual is with his or her
job. The happier people are within their job, the more satisfied they are said to be. Job
satisfaction is not the same as motivation, although it is clearly linked. Other influences on
satisfaction include the management style and culture, employee involvement,
empowerment and autonomous work groups. Job satisfaction is a very important attribute
which is frequently measured by organizations.

The most common way of measurement is the use of rating scales where employees report
their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of
tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or
no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents "not at all
satisfied" and 5 represents "extremely satisfied").One of the biggest preludes to the study of
job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to
Elton Mayo of the Harvard Business School, sought to find the effects of various
conditions (most notably illumination) on workers‟ productivity. These studies ultimately
showed that novel changes in work conditions temporarily increase productivity (called
the Hawthorne Effect). It was later found that this increase resulted, not from the new
conditions, but from the knowledge of being observed. This finding provided strong evidence
that people work for purposes other than pay, which paved the way for researchers to
investigate other factors in job satisfaction.

The relation between job satisfaction and the employee engagement is obtained from the data
collected.The mean and SD value of employee engagement was 48.5 and 7.47 respectively
and the mean and SD value for work satisfaction was 12.64 and 3.24 respectively. The
correlation value was found to be .15 which is not significant at any level. The correlation
value suggests that there is no such impact of employee engagement program on job
satisfaction but they are positively each other, which means if engagement increases then the
work satisfaction will also increase. It can be considered from the present study that
employee engagement helps the employees to increase their satisfaction with work. The
statements like „Generally speaking, I am very happy with my work‟ or „I am generally
satisfied with the kind of work I do in my job‟ have got highly preferred by the employees
from various work sectors. Further it reveals that employee engagement plays an
important role in work satisfaction.
Conclusions

Job satisfaction represents one of the most complex areas facing today’s managers when it
comes to managing their employees. Although thousands of papers and research have been
conducted on job satisfaction all over the world, in the Republic of Macedonia this is one of
the least studied research fields. Many studies have demonstrated an unusually large impact
on the job satisfaction on the motivation of workers, while the level of motivation has an
impact on productivity, and hence also on performance of business organizations. There is a
considerable impact of the employee’s perceptions for the nature of his work and the level of
overall job satisfaction. Financial compensation has a great impact on the overall job
satisfaction of employees. Job satisfaction links closely to work motivation. It may be
viewed, at one level, as an outcome of being able to succeed in acting in accordance with
one’s motivation. In this sense, satisfaction arises not from performance of the job per se, but
from the ability to have a need or motive satisfied. It is assumed that high levels of
motivation will have both psychological and behavioural consequences: the psychological
consequences include job satisfaction and organizational commitment; whereas the
behavioural effects include higher output, lower absenteeism and lower likelihood of leaving
the job. Job satisfaction is the favourableness or unfavourableness with which employees
views Job satisfaction depends on many factors and are dependent on many other Human
Resource managing factors like job engagement ,gender , age, Income levels ,Designation ,
Working Time, Co workers , Working environment , Motivation etc

.
 Managing Human Resources (MBA 331)

CIA I - Research Based Assignment

Submitted in partial fulfilment of the requirements for the degree of

Master of Business Administration

By

Kiran Joseph (1928639)

3MBA V

BUSINESS ANALYTICS

Submitted To

Prof. Shrinivas P Tadakod

Institute of Management

Christ (Deemed to be University), Bangalore.

January 2020.
 MBA 331: Managing Human
Resources
Assignment 1, Research Based
Assignment
Name: Kiran Joseph Register Number: Submission Date: 16/01/2019
1928639
Article Topic: Job Satisfaction.
Article Names

1. Dr.Lalitamishra (2018) ,” A Study of Employee Satisfaction and Organizational

Commitment of the Teaching and Non Teaching Staff” , Guest Faculty
Govt.Mlb Pg College Of Excellence Gwalior Mp, ISSN : 2248-9622, Vol. 8,
Issue 1, (Part -1) January 2018, pp.35-39
2. DR. RANITA BASU (2019) Employee engagement and work safisfaction : A
Study on Employees engaged in various sectors,Kolkota, ISSN NO : 2249-7455
vol 9.
3. Sell, L., & Bryan, C. (2011). Job Satisfaction, Work Environment, and
Rewards: Motivational Theory Revisitedlabr. LABOUR, 25(1), 1-23.
4. Skalli, A., Theodossiou, I., & Vasileiou, E. (2008, october). Jobs as Lancaster
Goods: Facets of Job Satisfaction and Overall Job Satisfaction. The Journal of
Socio-Economics, 37(5), 1906–1920.
5. Christen, M., Iyer, G. and Soberman, D. (2006). Job Satisfaction, Job
Performance, and Effort: A Reexamination Using Agency Theory, Journal of
Marketing, Januaryr, Vol. 70, pp. 137-150