ABSTRACT

The project titled “TO STUDY THE EMPLOYEE JOB SATISFACTION IN KN

TAPES TIRUPPUR”. The main purpose of this research work is to study the employee job
satisfaction level of the company. This study aims to develop a framework based on the
problems concerning to the employees and the factors affecting employees job satisfaction
level. Thus, the themes of this paper are to reveal the employee attitudes, working
atmosphere and the factors which affect the employee job satisfaction level. The entire study
is based on the primary data which is collected from the employees of the organisation in
the form of Questionnaire.

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 CHAPTER 1

INTRODUCTION

1.1INTRODUCTION TO THE STUDY

Employee satisfaction has always been an important issue for organizations.

Employees are viewed as the greatest strengths and resources of an organization. An
organization success depends on the employees and thus they should not be deprived of what
they deserve in return for their commitment to the organization. It is very crucial that the
employees of an organization derive good amount of satisfaction from the job. However,
very few organizations have made employee satisfaction a top priority, perhaps because they
fail to understand the significant opportunity that lies in front of them. Many organizations
fail to understand the basic meaning of employee satisfaction. Employee satisfaction is more
of an attitude – an internal state. It could for, example be associated with a personal feeling
of achievement, either quantitative or qualitative (Mullins, 1999). Employee satisfaction is
the terminology used to describe whether employees are happy and contented and fulfilling
their desires and needs at work. Employee satisfaction also 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. Employee satisfaction is not the same as motivation or aptitude, although
it is linked with them. Job design aims to enhance job satisfaction and performance, methods
include job rotation, job enlargement, job enrichment and job re-engineering. Many
measures purport that employee satisfaction is a factor in employee motivation, employee
goal achievement, and positive employee morale in the workplace. Employee satisfaction,
while generally positive in an organization, can also be a downer if mediocre employees stay
because they are satisfied with the work environment. The success of any company is
directly linked to the satisfaction of the employees who embody that company. Retaining
talented people is critical to the success of any organization. No matter how temporarily
challenged the economy may be, ultimately, a company’s most talented performers always
have other employment options. Employee Satisfaction is defined as the extent to which
people like (satisfaction) or dislike (dissatisfaction) their jobs (Spector, 1997). This
definition suggests employee satisfaction is a general reaction that individuals hold about
their job. There are various dimensions to job satisfaction. Traditional employee satisfaction

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facet includes co-workers, pay, job conditions, supervision, nature of the work and benefits.
An Empirical Study of Employee Satisfaction in Textile Industries 39 Job Satisfaction has
been also defined as a pleasurable emotional state resulting from the appraisal of one’s job;
an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2007) has argued
that job satisfaction is an attitude but points out that researchers should clearly distinguish
the objects of cognitive evaluation which are affect, beliefs and behaviour. This definition
suggests that employees form attitude towards jobs by taking into account their feelings,
beliefs and behaviour. Job satisfaction and an employee’s sense of achievement and success,
is generally considered to be directly linked to productivity and also to personal wellbeing.
Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded
for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work.
The Harvard Professional Group (1998) considered job satisfaction as the key radiant that
lead to recognition, income, promotion, and the achievement of other goals that lead to a
general feeling of fulfillment

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1.2 INDUSTRY PROFILE

India’s textiles sector is one of the oldest industries in Indian economy dating back
several centuries. Even today, textiles sector is one of the largest contributors to India’s
exports with approximately 11 per cent of total exports. The textile industry is also labor
intensive and is one of the largest employers. The textile industry has two broad segments.
First, the unorganized sector consists of handloom, handicrafts and sericulture, which are
operated on a small scale and through traditional tools and methods. The second is the
organized sector consisting of spinning, apparel and garments segment which apply modern
machinery and techniques such as economies of scale.

The textile industry employs about 40 million workers and 60 million indirectly.
India's overall textile exports during FY 2015-16 stood at US$ 40 billion.

The Indian textiles industry is extremely varied, with the hand-spun and hand-
woven textiles sectors at one end of the spectrum, while the capital intensive sophisticated
mills sector at the other end of the spectrum. The decentralized power looms/ hosiery and
knitting sector form the largest component of the textiles sector. The close linkage of the
textile industry to agriculture (for raw materials such as cotton) and the ancient culture and
traditions of the country in terms of textiles make the Indian textiles sector unique in
comparison to the industries of other countries. The Indian textile industry has the capacity
to produce a wide variety of products suitable to different market segments, both within India
and across the world.

The Indian textiles industry, currently estimated at around US$ 108 billion, is
expected to reach US$ 223 billion by 2021. The industry is the second largest employer after
agriculture, providing employment to over 45 million people directly and 60 million people
indirectly. The Indian Textile Industry contributes approximately 5 per cent to India’s Gross
Domestic Product (GDP), and 14 per cent to overall Index of Industrial Production (IIP).

The Indian textile industry has the potential to reach US$ 500 billion in size
according to a study by Wazir Advisors and PCI Xylenes & Polyester. The growth implies
domestic sales to rise to US$ 315 billion from currently US$ 68 billion. At the same time,

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exports are implied to increase to US$ 185 billion from approximately US$ 41 billion
currently.

The textiles sector has witnessed a spurt in investment during the last five years.
The industry (including dyed and printed) attracted Foreign Direct Investment (FDI) worth
US$ 1.85 billion during April 2000 to March 2016.

Some of the major investments in the Indian textiles industry are as follows:

Trident Group, one of the leading manufacturers and exporters of terry towel, home
textile, yarn and paper in India, has entered into a partnership with French firm Lagarde
Active Group, to launch a premium range of home textiles under the renowned French
lifestyle brand Elle Décor in India.

Raymond Group has signed a Memorandum of Understanding (MoU) with

Maharashtra government for setting up a textile manufacturing plant with an investment of
Rs 1,400crore (US$ 208.76 million) in Maharashtra’s Amravati district.

Reliance Industries Ltd (RIL) plans to enter into a joint venture (JV) with China-
based Shandong Ruyi Science and Technology Group Co. The JV will leverage RIL's
existing textile business and distribution network in India and Rui’s state-of-the-art
technology and its global reach

Giving Indian sarees a ‘green’ touch, Dupont has joined hands with RIL and Vipul
Sarees for use of its renewable fiber product Sorona to make an ‘environment-friendly’
version of this ethnic ladies’ wear.

Snap deal has partnered with India Post to jointly work on bringing thousands of
weavers and artisans from Varanasi through its website. “This is an endeavor by Snap deal
and India Post to empower local artisans, small and medium entrepreneurs to sustain their
livelihood by providing a platform to popularize their indigenous products,” said Mr. Kunal
Bahl, CEO and Co-Founder, Snapdeal.

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 Welspun India Ltd (WIL), part of the Welspun Group has unveiled its new spinning
facility at Anjar, Gujarat - the largest less than one roof in India. The expansion project
reflects the ethos of the Government of Gujarat’s recent ‘Farm-Factory-Fabric-Fashion-
Foreign’ Textile Policy, which is aimed at strengthening the entire textile value-chain.

The Indian government has come up with a number of export promotion policies
for the textiles sector. It has also allowed 100 per cent FDI in the Indian textiles sector under
the automatic route.

Some of initiatives taken by the government to further promote the industry are as
under:

India’s first integrated textiles city, which will largely cater to the export market
and build a brand for Indian textiles abroad, is likely to be set up in the state of Andhra
Pradesh.

The Clothing Manufacturers' Association of India (CMAI) has signed a

memorandum of understanding (MOU) with China Chamber of Commerce for Import and
Export of Textiles (CCCT) to explore potential areas of mutual co-operation for increasing
apparel exports from India.

The Department of Handlooms and Textiles, Government of India, has tied up with
nine e-commerce players and 70 retailers to increase the reach of handlooms products in the
Indian market, which will generate better prices and continuous business, besides facilitating
direct access to markets and consumers for weavers.

The Union Ministry of Textiles, which has set a target of doubling textile exports
in 10 years, plans to enter into bilateral agreements with Africa and Australia along with
working on a new textile policy to promote value addition, apart from finalizing guidelines
for the revised Textile Up gradation Fund Scheme (TUFS).

The Government of India has started promotion of its ‘India Handloom’ initiative
on social media like Facebook, Twitter and Instagram with a view to connect with customers,
especially youth, in order to promote high quality handloom products.
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 Subsidies on machinery and infrastructure

The Revised Restructured Technology Up Gradation Fund Scheme (RRTUFS)

covers manufacturing of major machinery for technical textiles for 5 per cent interest
reimbursement and 10 per cent capital subsidy in addition to 5 per cent interest
reimbursement also provided to the specified technical textile machinery under RRTUFS.

Under the Scheme for Integrated Textile Parks (SITP), the Government of India
provides assistance for creation of infrastructure in the parks to the extent of 40 per cent with
a limit up to Rs 40crore (US$ 6 million). Under this scheme the technical textile units can
also avail its benefits.

The major machinery for production of technical textiles receives a concessional

customs duty list of 5 per cent

Specified technical textile products are covered under Focus Product Scheme.
Under this scheme, exports of these products are entitled for duty credit scrip equivalent to
2 per cent of freight on board (FOB) value of exports

The Government of India has implemented several export promotion measures such
as Focus Market Scheme, Focus Product Scheme and Market Linked Focus Product Scheme
for increasing share of India’s textile exports.

Under the Market Access Initiative (MAI) Scheme, financial assistance is provided
3for export promotion activities on focus countries and focus product countries.

Under the Market Development Assistance (MDA) Scheme, financial assistance is

provided for a range of export promotion activities implemented by Textiles Export
Promotion Councils.

The government has also proposed to extend 24/7 customs clearance facility at 13
airports and 14 sea ports resulting in faster clearance of import and export cargo.

The Ministry of Textiles has approved a 'Scheme for promoting usage of

geotechnical textiles in North East Region (NER)' in order to capitalize on the benefits of
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geotechnical textiles. The scheme has been approved with a financial outlay of Rs 427crore
(US$ 63.67 million) for five years from 2014-15.

The future for the Indian textile industry looks promising, buoyed by both strong
domestic consumption as well as export demand. With consumerism and disposable income
on the rise, the retail sector has experienced a rapid growth in the past decade with the entry
of several international players like Marks & Spencer, Guess and Next into the Indian
market.

The organized apparel segment is expected to grow at a Compound Annual Growth

Rate (CAGR) of more than 13 per cent over a 10-year period.

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1.3 COMPANY PROFILE
Name of the Company : K.N TAPES

Year of Establishment : 2000

Managing Director : Mr. A. KALIDAS

Factory Address : 26 NEW BUS STAND,

COTTON MILL ROAD,

2ND STREET ,

TIRUPUR- 641 602.

Banker : Bank of India & Karur Vysya Bank

E-mail Address : kalidas@kntapes.co.in

Cover Area : 8500Sq.Ft.

Open Area : 20000Sq.Ft.

Annual Turnover : Rs.10 crs

K. N. TAPES is bestowed by highly skilled and experienced professionals that aid

us in rendering quality-assured range of textile in the domestic market. Our professionals
work in close synchronization and maintain a healthy relation with both vendors as well as
clients.

To understand customer’s needs and demands, our professionals have maintained

healthy communication with our clients. Owing to their constant support and hard work, we
are able to accomplish various organizational goals and complete customer satisfaction.

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 CHAPTER 2

LITERATURE REVIEW

S.RAJA, 2013 The main objectives of this paper are to assess the job satisfaction: to identify
the effectiveness of job satisfaction and to find out the several factors like personal and
organizational factors influencing job satisfaction: to identify the effectiveness of job
satisfaction and to find out the several factors like personal and organizational factors
influencing job satisfaction of employees. The present study is based on descriptive analysis
using primary data to investigate the objectives and testing the hypothesis. A well-structured
questionnaire was used to collect the primary data. Simple random sampling method was
used among the sample size of 125 employees of production department of krishnagiri
district co-operative spinning mills ltd. Uthangarai. In this study percentage analysis,
weighted average, chi-square have been used as the research tools. The study helped in
revealing the level of satisfaction of employees with reference to the various factors provided
in the organization. This study clearly shows that employees under organization are more or
less satisfied with the job. The organization should consider on the salary, relationship of
employees and supervisors, grievance handling and give more opportunity for the new
employees.

Prof. (Dr.) Parul Jhajharia,Havisha Gupta (2015) There are many factors in improving
or maintaining high employee satisfaction. But before that, it is important to measure the
satisfaction levels of the employees. Hence, this project aims at measuring Employee
Satisfaction and its impact on employee retention. It shows that the employees agree to foster
an environment where diverse individuals can work together effectively and that they focus
on providing excellent customer service. It shows that the employees agree that they are
satisfied by the way co-workers and supervisors communicate with them. It shows that
employees agree to the point that they have received all the training they need to effectively
carry out their job , the most along with that their appraisal helps them to plan future and
they are provided with all the tools and equipment’s to do their job. It shows that employees
agree to the point that they can go to their supervisor if they have any problem followed by
their problems are resolved effectively and they meet regularly to discuss important issues.

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Fangtao Liu,Kwok Fai Geoffrey Tso, Yongheng Yangand Jingjing Guan (2017), An
empirical study indicates that apart from the factors of employee satisfaction and
demographic background, four contextual variables of enterprises, namely, comprehensive
management, energy intensity, cost-income ratio, and capacity-load ratio, also influence
commitment to organizational culture levels.

Comprehensive management measures the organizational management. Improvement in the

management level contributes positively to employee commitment to organizational culture.
Employee commitment to organizational culture increases by 1.60 point per unit increase of
the comprehensive management measure.

Neeraj Kumari (2011), discussed about the employee satisfaction in Tata steel company.
This also shows about the measures for employee satisfaction and growth in the organisation.
Freedom to work in team, Image of the organization, Human Resource Development,
Attrition is low.

Mousumi Sengupta (2017) is concerned with the study on employee satisfaction of an

Indian Automobile Industry. To investigate whether the set of variables together are
expected to measure the latent factors.

Population, sampling design, data collection, Questionnaire and scaling of the variables,
Sample size determination, Testing the reliability of the questionnaire, Description of the
sample.

A few significant pointers demonstrated that certain factors were perceived as salient by
respondents with regard to job satisfaction: Clarity and preciseness in communication
pattern, Creating a team-culture by making an effort to know employees, Training and
improvement programs, Fostering employee empowerment across organizational hierarchy,
Enriching jobs, Adequate and fair compensation and reward systems, Avenues and scope for
career-advancement, Provision for regular and honest feedback, Provision for safe working
conditions.

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D Swaroopa and Prof.B.Sudhir (2015) describes about the the relationship between
employee satisfaction and organizational success to attain profits. In this research paper
various variables responsible for employee satisfaction has been discussed such as
Organization development factors, Job security factors, Work task factors, Policies of
compensation and benefit factor and opportunities which give satisfaction to employees such
as Promotion and career development leadership, job satisfaction, motivation, rewards and
cultural differences also has been described. The two survey instruments used to analyse
collected data. 1. Percentage Analysis 2. Chi-square Analysis Based on the survey, conclude
that employees are satisfied but the organizations need to improve some of the facilities so
that employee would become highly satisfied and the productivity and performance levels
also increase. To this purpose the factors chosen for this study good working conditions,
Recruitment process, Training and Development, Grievance Handling, Pay and Promotion,
Equal Employment Opportunities, level of stress, work timings, welfare programmes. The
organizations need to provide good working conditions for the ease of employees to be able
to work in an efficient and effective manner. The organizations must provide effective pay
and benefits, good welfare programmes, implementation of suitable grievance redressal
procedures, recruitment process, equal employment opportunities, safety measures and
incentives,, promotions, recognition, involvement of employees in decision making process
and provide all other motivational factors to increase overall satisfaction level of the
employees.

Mosammod Mahamuda Parvin (2011) studies about the job satisfaction of employees in
different pharmaceutical companies. It focuses on the relative importance of job satisfaction
factors and their impacts on the overall job satisfaction of employees. It also investigates the
impacts of pharmaceutical type, work experience, age, and sex differences on the attitudes
toward job Satisfaction. A descriptive research design with survey method is applied in the
study. The researcher has used both the primary and the secondary data for the purpose of
this study. Secondary data were collected from available books, publications, research
studies, articles and websites.This study tested factors affecting job satisfaction for
pharmaceuticals companies. The results suggest that the factors had satisfactorily explained
job satisfaction and that the policy makers and managers should focus on the factors that
affect employee job satisfaction, if they want to enhance their businesses. Based on the
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results for the standardized values, we are able to see that work conditions, fairness,
promotion, and pay, are key factors affecting pharmaceuticals companies’ employees’ job
satisfaction. Money is a good motivator, actually all employees’ work for money, employees
need the money, a good salary and good compensations are key factors in satisfying the
employee. We can increase the employee salary and compensation to motivate the employee,
the good pay back can be one of the key factors affecting job satisfaction, also in this way
one can increase the service quality and organizational performance.

Dr. Mayuri Chaturvedi, Sumedha Raavi (2018) concerned job satisfaction belonging to
different sectors helps to understand the overall job satisfaction of the employees. In this
study only four sectors are considered they are Education Sector, Public Sector, Private
Sector and IT Sector. Though job satisfaction in each sector individually is not considered,
the study gives the overall rate of job satisfaction, the reasons for job satisfaction and also
the extent of satisfaction with various factors of employees belonging to different sectors.
The study is based on the primary data collected from sample of public and private sectors.
Questionnaire had been constructed to understand the contribution of various components
towards employee job satisfaction. The data has been collected through online survey along
with demographic details of the respondents. Secondary data has been gathered from various
sources such as books, journals, and online sources. The employee job satisfaction does not
depend on standard factors, it defers from employee to employee based on their
psychological and motivational factors. The common factors effecting the satisfaction are
working conditions and the financial rewards. Only few employees are motivated by the less
supervision, hence proper supervision is required to evaluate the performance of the
employee. The overall rate of job satisfaction of the employees in Public, Private, Education
and IT Sector is found to be satisfied.

Jitendra Kumar Singh, Dr. Mini Jain (2013) studied about the broad contours of various
variables responsible for employee satisfaction and various ways by which one can
maximize employee satisfaction. To identify the factors which influence the job satisfaction
of employees. To identify the impact of employees’ job satisfaction on their performance.
To identify the factors which improve the satisfaction level of employees. The study is based
on the primary data collected from sample of public and private sectors. Questionnaire had

13
been constructed to understand the contribution of various components towards employee
job satisfaction. The data has been collected through online survey along with demographic
details of the respondents. Secondary data has been gathered from various sources such as
books, journals, and online sources. Every organization should develop strategies that
strengthen the work environment and increase the employee’s morale and employee’s
satisfaction to enhance employee performance and productivity, which ultimately results in
high profits, customer satisfaction as well as customer retention. Job satisfaction represents
one of the most complex areas facing today’s managers when it comes to managing their
employees. Policy makers and managers have turned their attention to provide different
kinds of facilities to their employees in order to satisfy their employees. A good work
environment and good work conditions can increase employee job satisfaction and the
employees will try to give their best which can increase the employee work performance.

Muhammad Rizwan , Waqas Mehmood Khan (2018) studied about the crucial problems,
faced by the employees while working in organizations and find the ways how we make our
employees loyal with their organization. The purpose of this research is to elaborate the key
factors which are useful for the satisfaction of the employees i.e. workplace environment,
reward and recognition, training and development and team work. The current research is
descriptive in its nature. Descriptive research can be explained as describing something,
some phenomenon or any particular situation. Descriptive researches are those researches
that describe the existing situations instead of interpreting and making judgments (Creswell,
1994). The main objectives of descriptive research is verification of the developed
hypothesis that reflect the current situation this type of research provides information about
the current scenario and focus on past or present for example quality of life in a community
or customer attitudes towards any marketing activity (Kumar, 2005). The main purpose of
the study is to establish the critical factors of the employee satisfaction and find the impact
of employee satisfaction on employee loyalty in the service sector in Pakistan. Satisfaction
construct contains four main factors, which are named workplace environment, reward and
recognition, teamwork and training and development. In this study, teamwork was found to
be the most important factor on employee satisfaction with the value of its standardized
regression weight being 0.456 (p , 0.000). This result shows that teamwork provides various

14
benefits to organizations such as diversification, increased productivity, decreased turnover,
knowledge sharing and improved safety.

Steven P. Brown, Son K. Lam (2008) describes about the meta-analysis of relationships
linking employee job satisfaction to customer satisfaction and perceived service quality in
studies that correlate employee data with customer data. Overall, both relationships are
positive and statistically and substantively significant. Moderator analyses show that service
industry characteristics (relationship versus encounter, personal versus non-personal) and
methodological characteristics (aggregated versus individual level of analysis, concurrent
versus predictive survey) moderate these relationships. Studying employee–customer
relationships involves making methodological decisions and trade-offs that can affect results
and conclusions. We investigate the moderating effects of three method factors, including:
levels of analysis (individual employee versus organizational unit), timing sequence of
surveys (employees first or concurrent) and measurement scales (global ES versus ES by job
facet).The meta-analysis indicates statistically significant and substantively important
relationships linking employee satisfaction to customer satisfaction and perceived service
quality. We found these relationships to be systematically moderated by (a) personal versus
non-personal service contexts, (b) organizational versus individual level of analysis, and (c)
global versus by facet measurement of employee satisfaction. We also found that perceived
service quality completely mediates the job satisfaction–customer satisfaction relationship
in a manner consistent with the service–profit chain conceptualization, which suggests that
emotional contagion alone does not provide a sufficient conceptual account of the
relationship. The results show employee satisfaction to be a consistently important driver of
customer responses and indicate service and research contexts in which these effects are
heightened.

Christina G. Chi , Dogan Gursoy (2008) concerned about the relationship between
employee satisfaction and customer satisfaction, and to examine the impact of both on a
hospitality company’s financial performance utilizing service-profit-chain framework as the
theoretical base. Specifically, this study explores four major relationships: (1) the direct
relationship between customer satisfaction and financial performance; (2) the direct
relationship between employee satisfaction and financial performance; (3) the direct

15
relationship between customer satisfaction and employee satisfaction; and (4) the indirect
relationship between employee satisfaction and financial performance. Data for this study
were collected from the employees, customers and managers of three and four star hotels
located in five destinations. In each destination, 50 three and four star hotels were recruited
to participate in the study using a snowball sampling methodology Findings suggested a
direct relationship between customer satisfaction and financial performance, and between
customer satisfaction and employee satisfaction. Findings also indicated that the relationship
between employee satisfaction and financial performance may not be easily identifiable due
to the fact that it is mediated by customer satisfaction.

Mohammad Ali Ashraf (2019), examined about the mediating role of work atmosphere
which have a positive influence on job satisfaction. Specifically, it focuses on how
supervisor’s cooperation and career growth affect job satisfaction mediating through work
atmosphere in a private corporate entity. Data (n= 325) were collected from the employees
of a local chemical company in Bangladesh following convenience sampling procedure. The
analysis has been done by bootstrapping procedure following structural equation modeling
(SEM).The result shows that work atmosphere has a significant mediating role in linking
supervisor cooperation and job satisfaction of the employees in the organization.

Angelos Pantouvakis and Nancy Bouranta (2013) describes about the theoretical
framework and conduct an empirical study across different service sectors to investigate the
inter‐relationships between organizational learning culture, employee job satisfaction and
their impact on customer satisfaction. It also aims to examine an individual‐level variable
(educational level) to see if it exerts possible moderating effects on the aforementioned
relationships. A structured questionnaire was used to collect data from employees in three
companies that belong to different service sectors (port, supermarket and automobile repair
service). A sample of 437 usable questionnaires from first line employees was collected.
Regression analysis, including a moderated mediation analysis, was used to examine the
relationships. The results confirmed the mediating role of employee job satisfaction on the
relationship between organizational learning culture and customer satisfaction. In addition,
this study empirically supported the premise that the indirect effect of organizational

16
learning culture on customer satisfaction via employee job satisfaction will be stronger when
employee education is at a high level than when employee education is at a lower level.

Yunhong Hao, Jie Hao, Xiaochen Wang (2016) describes about the corporations in China
and aiming to figure out the significant connection between organizational justice perception
and job satisfaction from Chinese setting, this study aimed to examine the effects of
organizational justice upon job satisfaction of the full-time and part-time employees in the
state owned enterprise (SOEs) and primate Chinese companies. The relationship between
organizational justice and job satisfaction differed between full-time employees and part-
time employees. The study adopted the questionnaire to investigate more than 300
employees, and the empirical data of this paper is based on statistical analysis, such as
confirmatory factor analysis, correlational and regression analysis.

Su‐Chao Chang, Ming‐Shing Lee (2007) concerned with the relationship among
leadership, organizational culture, the operation of learning organization and employees' job
satisfaction. A quantitative research design was employed. A total of 1,000 questionnaires
were mailed out and received 134 valid replies. The research results indicate that the various
operation extents of learning organization have significant difference under the dimensions
of leadership, organizational culture and the operation of learning organization. Both
leadership and organizational culture can positively and significantly affect the operation of
learning organization. In addition, the operation of learning organizations has a significantly
positive effect on employees' job satisfaction.

Shibani Belwalkar, Veena Vohra, Ashish Pandey (2018) aims to investigate the
relationships between workplace spirituality, job satisfaction and organizational citizenship
behaviors (OCBs). It examines the relationship between the three workplace spirituality
components – meaning and purpose in work, recognition of an inner life or spirit and
interconnectedness with OCBs, mediated by the job satisfaction experienced by the
employees, in the context of an Indian private sector bank. A sample consisting of 613
banking employees is studied. The objective of this research is the study of the relationship
between the constructs, a spirituality at work, i.e. the independent variable, and OCBs
(OCBs), i.e. the dependent variable, and to explore the possibility of the mediating effects
of job satisfaction. As the nature of this empirical study is rigorous, and one which will pave
17
the way toward theory building, this research adopts a positivist orientation quantitative
method throughout because it is deemed most suitable as it allows testing the validity of the
main measure (the integration profile) and the theory using hypotheses and establishing
relationships, and at the same time, it allows the researcher to remain independent from the
research participants (Reswell, 1994). Consequently, the findings will be very useful to
answer the most important research question of this study, which is to inform managers and
employers whether workplace spirituality affects employees’ job satisfaction and OCBs.
Using the SPSS statistical package and the partial least square structured equation modeling
analysis software tool, the research data have been analyzed both quantitatively and
qualitatively. The quantitative results suggest that there is a positive relationship between
the dependent variable, OCBs, and the independent variables, meaning and purpose and
interconnectedness. The inner life dimension of workplace spirituality did to correlate to the
single factor of OCB analyzed, but individually inner life had a significant positive
relationship with the individual components of OCB – altruism, civic virtue, courtesy and
sportsmanship, except conscientiousness. The correlations established the relationships, and
the regression analysis identified the relevant factors that had causal relationship. The 163
validity and reliability of the measurement instruments were confirmed by the high internal
consistency.

Te‐Lin Chung, Brian Rutherford, Jungkun Park (2012) aims to examine the multi‐
faceted job satisfaction of retail employees. In addition, it seeks to investigate the moderating
effect of gender on the relations between proposed antecedents and multifaceted job
satisfaction. The seven facets of job satisfaction include satisfaction with supervision, overall
job satisfaction, company policy and support, promotion, pay, co‐workers, and customers
Data for this study constitute a subset of a larger study examining salespeople from both
business‐to‐business (B‐T‐B) and retail sales contexts in the USA. A total of 352 usable
responses from retail employees were retained. Hypothesized relationships were tested by
multiple regression analyses, Chow equality tests, and hierarchical regression analyses. The
study suggests that perceived organizational support, role ambiguity, and emotional
exhaustion are the most influential factors for most facets of retail employees' job
satisfaction. Role conflict and work‐family conflict only predict satisfaction with promotion,
and family‐work conflict does not predict any facets of job satisfaction. Gender differences
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only played a part in satisfaction with customers. All other variables, such as perceived
organizational support, work‐family conflict, family‐work conflict, and emotional
exhaustion affect male and female employees differently.

Jui‐Chen Chen, Colin Silverthorne (2005) concerned with the Hersey and Blanchard
Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree
of match between leadership style and employee readiness level on a variety of measures of
leadership outcomes. The measures used were employee job satisfaction, job performance,
job stress, and turnover intention. SLT argues that an effective leader adopts a leadership
style according to the ability and willingness of subordinates for a given task. The results
did not support SLT predictions that an appropriate match between leadership style and
subordinate readiness results in higher levels of subordinate job satisfaction and performance
and lower levels of job stress and intention to leave. However, the results did partially
support SLT in that, the higher the leader's leadership score, the more effective is the leader's
influence. However, the leadership score did not predict job performance. There was a
positive correlation between ability and willingness, employee job satisfaction, and job
performance. Employee willingness positively correlated with job satisfaction and job
performance and was negatively correlated with turnover intention.

Zheng Gu, Ricardo Chi Sen Siu (2008) sets out to examine the relationship between work
performance and job satisfaction in Macao’s casino hotels and to attempt to determine how
job satisfaction may be enhanced to improve work performance. A survey was conducted
among Macao casino hotels employees to collect data on work performance and job
satisfaction. Coefficients of correlations were computed to determine the relationship
between the two. Job satisfaction drivers were identified through backward stepwise
regression analysis.Mediocre interpersonal skills are the major weakness of the labor force
and job satisfaction is significantly correlated with job performance. Training opportunities,
salaries and benefits, and support from colleagues and superiors are significant drivers of
job satisfaction.

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Su Jin Han, Woo Gon Kim, Sora Kang (2017) studies about the influence of restaurant
manager’s emotional intelligence (EI) and manager support on service employees’ attitudes
and performance by applying affective event theory. The multi-level research approach
incorporates three different levels of analysis: employees’ job satisfaction and service
performance; manager’s EI and support; and) restaurant unit level service under pressure.
Data were collected from wait staff employed in full-service restaurants in the southeastern
region of the USA. This research uses the hierarchical linear model to process the survey
data. The findings indicate that manager EI and support have a significant impact on
employees’ job satisfaction, and further leads to high levels of service performance. The
moderating effect of service under pressure between leader’s EI and employees’ job
satisfaction is not statistically significant.

Theo J. M. van der Voordt (2004) aims to focus on employee satisfaction and labour
productivity. Actual labour productivity, Perceived productivity, Amount of time spent,
Absenteeism due to illness, Indirect indicators. The author’s study has also shown that aims
and expectations about effects of new offices are mostly more implicit than explicit. He
would therefore recommend developing a consistent, complete, clearly classified and
unambiguously formulated framework for possible objectives. This sort of framework can
help those involved to set priorities and to make rational choices when discussing their own
objectives.

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 CHAPTER 3

RESEARCH FRAMEWORK

3.1 RESEARCH GAP

There are number of studies which describes the employee job satisfaction but none
tries to explore for textile industry. This study tries to explore about the factors which affects
the employee job satisfaction in K.N. Tapes Company Tiruppur. This study is unique in such
a way that this study will be based on the Textile Industry only which affects the impact of
employee job satisfaction.

3.2 RESEARCH PROBLEM

In order to know about the employee job satisfaction this study is conducted for an
textile industry. And to know about the problem of employees in the working atmosphere
this study is conducted. This study will check about the various factors which affect the
employee job satisfaction level.

3.3 OBJECTIVES OF THE STUDY

1. To study the general attitude of the employees towards KN TAPES.

2. To understand the problem of the employees in the working atmosphere.

3. To know the benefits and other facilities provided by the organization.

4. To study and analysis the various factors affecting the job satisfaction level

3.4 SCOPE OF THE STUDY

This study was done to improve the job satisfaction level in the selected
organisation. This result may be used as a benchmark in all textile industries as a benchmark
to improve the employee job satisfaction level.

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3.5 RESEARCH METHODOLOGY

3.5.1 RESEARCH DESIGN

Research design stands for the advanced planning methods to be adopted for
collecting the relevant data and the techniques to be used in the analysis keeping in view the
objective of the research.

Quantitative Research design is used in the study i.e. it focuses on factors, elements
and outcome of the particular aspect. In this type of research, the researcher has to use the
collected data to take business decisions. This research is totally based on the collection of
primary data collected by using Questionnaire.

3.5.2 SAMPLING DESIGN

Sampling Unit

KN Tapes company is taken for the study as a sample.

Sampling Size and Technique

The textile industry is selected because many employees are involved in the textile
industry and so that it is important to carry out the research of this industry.

3.5.3 DATA DESIGN

This study is purely depending on the primary data that are collected form the top
level, middle level and bottom level in KN Tapes company Tiruppur. Secondary data is
collected from the website of the company and other websites which are included.

Reliability, suitability and adequacy of data are the most important component
which should be considered by the researcher while collecting the data. The data for this
research is completely based on the Questionnaire which is collected from all levels of
Management.

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