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Transcript of Job satisfaction
JOB SATISFA TION
An empirical investigation on
among the employees
Naveen Kumar PS A Vasantha Kumara
Darshan Godbole
Naveen Kumar P
[ Project Executor ]Research StudentDept of IEM, DSCE
S A Vasantha Kumara
[ Project Architect ]Internal Guide
Associate ProfessorDept of IEM, DSCE
Darshan Godbole
[ Resource Element ]External Guide
Branch Manager
…Th!nkers … behind the project
“IntroductionP ro lo g ue o f the re s e arc h
“A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”
High turn overAbsenteeism
Job Dissatisfaction
+
=
Job satisfaction
Recruitment is one field where the job tends to be monotonous, hectic and more often the employee cannot meet the deadline or achieve the target.
Empirical investigation was carried out to examine the influence of demographic variable on employee job satisfaction
1“Working with attitude change- A qualitative study of attitude change & job satisfaction”
Carin Ewald, Karin PenrellLund’s University Journal (2006)
“Job Satisfaction : Great work, Genuine problems”
John N BerryLJ series, Library journal (2007)
“Retention : An explanatory study of Swedish employees in the financial sector regarding leadership style, remuneration & elements towards job satisfaction”
Sanna Paulson, Linda LindgrenVaxjo University of research journal (2008)
2
3
“The Subtleties of Retention - A Human Resource Management Perspective”
Christian Wallin, Ivan StipicLund’ University Journal (2008)
“Turnover among the young engineers” Johan Karlsson
Malardalens university journal of research (2008)
“Retention of IT Consultants: How to Grow Employee Loyalty – the case of T-company”
Davor CrnomatLJ Series, Library Journal (2008)
4
5
6
7”Employee Retention : An integrative view of supportive human resource practices and perceived organizational support”
Desi PatriotaUniversity of Uppsala (2009)
“Identifying predictors of work engagement: An example from a management consultancy company”
Andreas PerssonResearch from Stockholm university (2010)
“Effects of organization communication satisfaction on job performance and firm growth in small business”
C.Glenn Pearce and Geral J Segal LJ Series, Library Journal (2009)
8
9
“A method on how to improve employee job satisfaction: A case study”
Malin Johansson Linne university journal of research (2010)
“A motivated team achieves goal”
D M ShettyDeccan Herald, DH Avenues (2011)
10
11
From the literature survey it was evident that there was a little attention towards the research to examine the influence of demographic factors on the employee job satisfaction
RESEARCH
DES GN
1
2
3
6
5
4 9 10
8 11
7 12
C MPANY
P
R
O
F
I
L
E
Market positionAmongst top 5 product development IT recruitment
SpecializeExecutive search & Head hunting
CustomersTechnology start ups, Product development companies, Large services organization,manufacturing companies
DomainsEcommerce, Infrastructure, Consulting, BFSI, Telecom, Healthcare, Manufacturing
Employees45 employees and growing
SURVEYTHE PRINCIPLES OF
is a detailed study of a market or organization to gather data on attitudes,
impressions, opinions, satisfaction level, etc., by polling a section of the population
Survey
Going with s u r v e y -ADVANTAGES Useful & more effective
Objective & Subjective opinions can be obtained from respondents
Measure & Monitor mood & morale of organization
Helps to determine the alignment of the employees with the management
Proactive instrument to identify the problems
DEFINITION
Design Methodology
Determine Feasibility
Develop Instruments
Revise Instruments
Select Sample
Conduct pilot test
Reliability assessment
Conduct research
Analyze data
1 2 3 4 5 6 7 8 9
UNDERSTANDING THE POPULATION
SAMPL NG
Sampling
Sampling is the process of selecting units (e.g., people, organizations) from a population
A very well chosen sample reflects the whole population and bears all the characteristicsof the population.
What we chose?
Probability Sampling
Convenient random sampling
next move
Probability Sampling
Probability sampling methods ensure that
there is a equal possibility for each person
in a sample population to be selected.
Convenient Random Sampling
A sample is drawn randomly from a list of
individuals in a population. This is the most
preferred sampling technique by many
researchers.
Population size45
Sample size23
aka N
aka n
Free of classification error
Its requires minimum advance knowledge of the population
Relatively easy to interpret data collected
Best fit for a small population size
What’s good about convenient random sampling?
4523 of 57.7%=Sample size Population size
DEMO
WHO WHAT
GRAPHY
is the statistical study of human populations especially with reference to size and density, distribution, and vital statistics.
DEMOGRAPHY
1. Gender Male Female 2. Age
20 – 25 years 26 – 30 years above 30 years
3. Education level Post Graduate Graduate Other
4. Salary < Rs 10000 Rs 11000 – Rs 15000 Rs 16000 – Rs 20000 > Rs 20000
5. Designation Trainee Consultant Team Lead Branch Manager Finance
6. Work Experience 0-3 months 4-6 months 6-12 months 1- 2 years Above 2 years
7. Team Service team Product team Service & Product team Finance team
8. Marital Status Married Single
Questionnaires
ASKING OUT THE OPINIONS
Questionnaires?
is a series of questions asked to obtain statistically useful information about a given topic
DesignSimple, Unambiguous, Tick, Short, Logical sequence
Questionnaires for convenience
Title, Introduction, group items, format, open ended questions
< what they tell us > < Respondents? Behavior? What? >
Constructmeaningful order of questions
Defines one specific thing Groups the questions related to one topic Creates interest in respondents
1. My organization2. My job3. Reward & Recognition4. Communication & Motivation5. My manager / team lead6. Career & Development7. Benefits
7 constructs defined in our project
“ The point ”+
Getting done with format
Opening QuestionQuestions flowQuestions variety
Piloting the questionnaires
Properly wordedPlaced in best orderUnderstood by all classes of respondentsWhat extras to be addedAdequate instructions
ikert scaling
Psychometric measurement
½ ½Favorable Unfavorable
Respondent’s asked to evaluate accordingly
Symmetric or balanced
< Strongly Disagree, Disagree, Neither, Agree, Strongly Agree >
5 point rating scale
Response format
Close ended questions
< pre - existing > < multiple choice > < scaling >
Easy to analyze, statistical.Specific, similar meaning. advantages
Limits the answer.Cannot explain feelings.
disadvantages
“Am happy with my job”
Strongly Disagree
Disagree Neither AgreeStrongly
Agree
Response format
Open ended questions
< explain > < elaborate > < paragraph > < own answers >
More info with feelings, attitude.Extra information. advantages
With quantitative analysis, meaning is lost.Difficult to compare meanings. disadvantages
“Give 3 suggestions for improvement of work environment”
CronbachAlphaα
N . c
V + ( N – 1 ) cα =
N – Number of items
c – Inter item covariance
V – Average variance
Lee Cronbach ( 1951 ) Measure internal consistency
Most reliable for inter-correlation test
≥ 0.7accepted & appreciated
My organization
My job
Reward & Recognition
Communication & Motivation
My Manager / Team lead
Career & Development
Benefits
0.791
0.848
0.803
0.813
0.825
0.794
0.704
Constructs
Cronbachalpha value
&
FOR STATISTICS
Microsoft excel 2007
Dr Ashrams Java scripts
Visual PLS 1.04
Reliability Calculator
THE PROVING GROUND
“ Analysis involves compiling, evaluating & presenting the numerical evidence about what the research was based on “
Hypothesis testing – Flipping for YES or NO
H0 - There is no influence of demographic variables on constructs depicting employee job satisfaction
HA – There is an influence of demographic variables on constructs depicting employee job satisfaction
Level of Significance 0.05
a
contingencytable test
Age & RangeScore : Min value 5, Max value 25
5 to 15 16 to 25 Total
Above 30 0 1 1
20 to 25 6 24 30
26 to 30 4 8 12
Total 10 23 43
Chi square 1.164
Correlation 0.1623
P value 0.559
ConclusionLittle or no real evidence against null
hypothesis H01
Age with My Organization
H01– Age ~ My organization
HA1– Age + My organization
Summary ->
Demography Vs
ConstructAge Designation Education Experience Gender
Marital Status
Salary Team
My organization
My job
Reward & Recognition
Moderate evidence
Communication & Motivation
My Manger / Team lead
Suggestive evidence
Career & Development
Suggestive evidence
Suggestive evidence
Benefits
R SquareMy
Organization
My Job 0.146
Rew & Recg 0.535
Comm & Motv 0.079
My Mgr / Tm Ld 0.410
Carr & Dev 0.506
Benefits 0.452
Regression of My organization on other constructs
My Org My Job Rew & Recg Com & Motv Mgr / Tm Ld Carr & Dev
My Org
My_Job 0.146
Rew & Recg 0.535 0.127
Com & Motv 0.079 0.109 0.085
Mgr / TmLd 0.410 0.052 0.143 0.039
Carr & Dev 0.506 0.078 0.40 0.020 0.375
Benefits 0.452 0.135 0.376 0.054 0.174 0.668
summary
Conclusion”E pi lo g ue o f the re s e arc h
Reward & Recognition is influenced by experience
Manager has influence on designation of the employee
Career & Development influence both designation & gender
Improvement in leadership style and working culture.
Providing opportunities for career growth and also including
proper training, mentoring and monitoring.
Benefits like social events, extra appropriate leaves can add up
for employee job satisfaction.
1. Make rewards meaningful
2. Encourage FUN
3. Promote team member for career growth
4. Carry out periodical reviews
5. Market the great accomplishment of individuals
6. Promote employees based on their efforts
7. Monitor leadership style
8. Counsel career & development
Only based on demographic variable
Questionnaires may not cover all the aspects for job satisfaction
Research does not explain individual needs
Research based on influence of time factors
Geographical factors, Client companies, Recruitment process
Retention Strategies – Not just the moneyNaveen Kumar P, S A Vasantha kumara, Darshan GodboleInternational conferenceICOEGC – 2011, RVCE, Bangalore
Impact of organization culture on employee performanceNaveen Kumar P, S A Vasantha kumara, Darshan GodboleNational conferenceCARE – 2011, Trichy, Tamilnadu
Organization development through organization cultureNaveen Kumar P, S A Vasantha kumara, Darshan GodboleInternational conferenceICOIM – 2011, PESIT, Bangalore
References
[1] Carin Ewald, Karin Penrell (2006), “Working with Attitude Change - A qualitative study of attitude change and job-
satisfaction”, Lunds university, Institution for psychology.
[2] John N Berry (2007), “Job satisfaction: great work, genuine problems”, LJ Series, Library journal.
[3] Sanna Paulson, Linda Lindgren (2008), “Retention : An explanatory study of Swedish employees in the financial sector
regarding leadership style, remuneration and elements towards job satisfaction”, Vaxjo University research.
[4] Christian Wallin, Ivan Stipic (2008), “The Subtleties of Retention - A Human Resource Management Perspective”, Lunds
university, Institution for service management.
[5] Johan Karlsson (2008), “Turnover among the young engineers”, research from Malardalens university.
[6] Davor Crnomat (2008), “Retention of IT Consultants: How to Grow Employee Loyalty – the case of T-company” LJ series,
Library journal.
[7] Desi Patriota (2009), ”Employee Retention : An integrative view of supportive human resource practices and perceived
organizational support”, research from university of Uppsala.
References
[8] C.Glenn Pearce and Geral J Segal (2009), “Effects of organization communication satisfaction on job performance and firm
growth in small business”
[9] Andreas Persson (2010), “Identifying predictors of work engagement: An example from a management consultancy
company”, research from Stockholm university, Institution of psychology.
[10] Malin Johansson (2010), “A method on how to improve employee job satisfaction: A case study”, research from Linne
university, institution of technic.
[11] D M Shetty (2011), “A motivated team achieves goal”, Deccan Herald, DH Avenues.
[12] Hair, J. F., Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998), Multivariate data analysis. Englewood Cliffs, NJ: Prentice-
Hall.
Nunnaly, J. (1978). Psychometric theory. New York: McGraw-Hill.
[13] http://www.businessdictionary.com/definition/survey.html
[14] Day, Martin (2008), “The Advantages, Considerations and Risks of Employee Satisfaction Surveys”, Version 2 (Internet).
References
[15] Straub, D. W., "Validating instruments in MIS research," MIS Quarterly, 1989, Vol 13, pp 147-169.
[16] http://home.ubalt.edu/ntsbarsh/stat-data/surveys.htm
[17] http://stattrek.com/Lesson3/SamplingDistributions.aspx?Tutorial=stat
[18] http://home.ubalt.edu/ntsbarsh/stat-data/surveys.htm#rss
[19] Frauke Kreuter, Stanley Presser & Roger Tourangeau (2009), "Social Desirability Bias in CATI (Computer Assisted Telephone
Interview), IVR (Interactive Voice Response) and Web Surveys: The Effects of Mode and Question Sensitivity", Public
Opinion Q (2008) 72(5): 847-865
[20] Rensis (1932), “A technique for the measurement of attitudes”, archives of psychology 140: 1-55.
[21] Lindley, D.V. (1987), "Regression and correlation analysis", New Palgrave: A Dictionary of Economics, v. 4, pp. 120–23.
[22] K. Ashwathappa, Human resource management, 5th edition, The Tata McGraw-Hill companies, 2008
[23] N. Van saane, J.K. Sluiter, J H A M Verbeek (2003), “Reliability & Validity of instruments measuring job satisfaction – a
systematic review”, Occupational Medicine, v. 53, pp. 191-200.