Ponni Job Satisfaction

A STUDY ON JOB SATISFACTION WITH REFERENCE TO AIRPORT
AUTHORITY OF INDIA (MEENAMBAKKAM AIRPORT).
BY
PONNI .G
(REG NO: 411718631016)
Of
PRINCE SHRI VENKATESHWARA PADMAVATHY ENGINEERING COLLEGE
PONMAR
CHENNAI-600127
A SUMMER PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT SCIENCES
In partial fulfilment of the requirement
For the award of degree of
MASTER OF BUSINESS ADMINISTRATION
IN
HUMAN RESOURCE MANAGEMENT
ANNA UNIVERSITY
CHENNAI-600025
AUGUST, 2019
1
BONAFIDE CERTIFICATE
Certified that this project report titled “A STUDY ON EFFECTIVENESS JOB

SATISFACTION” WITH REFERENCE TO AIRPORT AUTHORITY OF INDIA
MEENAMBAKKAM” CHENNAI is the bonafide work of PONNI .G (REGNO
411718631016) who carried out the research under my supervision. Certified further, that to the
best of my knowledge the work reported herein does not form part of any other project report or
dissertation on the basis of which a degree was conferred on an earlier occasion on this .
SIGNATURE OF GUIDE SIGNATURE OF HOD
Mrs.S. Rathika, M.E.,M.B.A.,M.Phil.,𝑃̅̅̅ℎ𝐷̅ Mrs.S.RathikaM.E,M.B.A.,M.Phil.,𝑃̅̅̅ℎ𝐷̅

Associate Professor & Head, Associate Professor & Head,
Department of Management studies Department of Management studies
Prince Shri Venkateshwara Padmavathy Prince Shri Venkateshwara Padmavathy
Engineering college Engineering College
Ponmar, Chennai-127 Ponmar, Chennai-127
Submitted to the project Viva- Voce held on ________________
Internal Examiner External Examiner
2
DECLARATION
I hereby declare that the project entitled “A STUDY ON JOB SATISFACTION WITH
REFERENCE TO AIRPORT AUTHORITY OF INDIA MEENAMBAKKAM
CHENNAI” is the bonafide work of PONNI .G (REGNO 411718631016) Submitted for the
M.B.A. Degree is my original work and the dissertation has not formed the basis for the award
of any degree, associate ship, fellowship or any other similar titles.
Place: Signature of the Student
Date: ( PONNI .G)
3
ACKNOWLEDGMENT
It is my privilege to record my sincere thanks to our chairman, DR. K. Vasudevan, M.A ,

B.ED, Ph.D. Our vice chairman Dr . V. Vishnu Karthik , MD of Prince Shri Venkateshwara
Padmavathy Engineering College , Ponmar for consecutive motivating words to complete my
project report.
I would like to thanks Prof V. Mahalakshmi, M.E, (Ph.D), Principal Of Prince Shri
Venkateshwara Padmavathy Engineering College , Ponmar for giving this opportunity to do this
project . And also I would like to thanks Er . K. Parthasarathy, B.E Administrative Officer of
Prince Shri Venkateshwara Padmavathy Engineering College , Ponmar for encouraging me in
my project.
I have a great pleasure in expressing my sincere thanks to Mrs. S. Radhika , M.E, M.BA ,
M.PHIL, ( Ph.D), Head of the department , Department of Management Studies for her
continuous motivation through out the training period.
( PONNI.G)
4
ABSTRACT
This study has been enriched in AIRPORT AUTHORITY OF INDIA to identify the
employees job satisfaction “ job satisfaction is the amount of pleasure or contentment
associated with job. If you like your job intensely , you will experience high job satisfaction . if
you dislike job intensely , you will experience job dissatisfaction.
This study helps in knowing the satisfaction level of employees and kind of facilities
that the employees require . the main objectives is to the study the job satisfaction of the
employees with reference to AIRPORT AUTHORITY OF INDIA. The secondary objectives
of the study is to know whether the employees are getting satisfaction in their job.
The research design is used for the study was descriptive research design. The
descriptive research means the research which is done to know the current situation of the study.
The data has been collected using structured questionnaire. This study is conducted 50 members
out of 200 employees at AIRPORT AUTHORITY OF INDIA. The type of sampling technique
used for the study was simple random sampling.
This study shows that the employees are getting satisfaction in their job and whether
the employees are getting satisfied with the good working environment provide by the
AIRPORT AUTHORITY OF INDIA.
5
TABLE OF THE CONTENT
CHAPTER PARTICULARS PAGE

NO
1 INTRODUCTION
1.1 INTRODUCTION 13
1.2 INDUSTRIAL PROFILE 18
1.3 COMPANY PROFILE 23
1.4 NEED OF THE STUDY 30
1.5 OBJECTIVES OF THE STUDY 31
1.6 SCOPE OF THE STUDY 32
1.7 LITERATURE REVIEW 33
1.8 RESEARCH METHODOLOGY 39
1.9 LIMITATIONS OF THE STUDY 43
2 DATA ANALYSIS AND INTERPRETATIONS
2.1 DATA ANALYSIS AND INTERPRETATIONS 44
3 RESULTS OF THE STUDY
3.1 FINDINGS 73
3.2 SUGGESTIONS 74
3.3 CONCLUSION 75
APPENDIX
REFERENCES
6
TABLE CONTENT
SNO TABLE OF THE CONTENT PAGE

NO
2.1(A) TABLE SHOWING THE AGE OF THE RESPONDENTS 45
2.2(A) TABLE SHOWING THE GENDER OF THE 46

RESPONDENTS
2.3(A) TABLE SHOWING THE WORKING EXPERIENCE OF 47

THE RESPONDENTS
2.4(A) TABLE SHOWING THE COMPANY CULTURE

48
2.5(A) TABLE SHOWING THE RELATIONSHIP WITH 49

CANTEEN FACILITIES
2.6(A) TABLE SHOWING THE CAREER AND PROMOTION 50

DEVELOPMENT
2.7(A) TABLE SHOWING THE AUTHORITY 51
2.8(A) TABLE SHOWING THE MEDICAL FACILITIES 52
2.9(A) TABLE SHOWING THE RELATIONSHIP WITH CO- 53

WORKERS
7
2.10(A) TABLE SHOWING THE TEA AND RELAX TIME 54
2.11(A) TABLE SHOWING THE WELFARE FACILITIES 55
2.12(A) TABLE SHOWING THE WORKING ENVIRONMENT 56
2.13(A) TABLE SHOWING THE SUPERIOR VALUE THE 57

FEEDBACK OF THE RESPONDENTS
2.14(A) TABLE SHOWING THE COUNSELLING PROGRAM 58
2.15(A) TABLE SHOWING THE SATISFACTION WITH THE TOP 59

MANAGEMENT
2.16(A) TABLE SHOWING THE WORKING HOURS 60
2.17(A) TABLE SHOWING THE EXPERIENCED SHARED BY 61

EMPLOYEES
2.18(A) TABLE SHOWING THE REWARDS AND 62

APPRECIATION
8
2.19(A) TABLE SHOWING THE ACKNOWLEDGE THE WORK 63
OF THE EMPLOYEES
2.20(A) TABLE SHOWING THE OVERALL COMPENSATION 64

PACKAGE
2.21(A) TABLE SHOWING THE SATISFACTORY SALARY 65
2.22(A) TABLE SHOWING THE GOOD JOB SECURITY 66
2.23(A) TABLE SHOWING THE OVERALL SATISFACTION 67
9
CHART CONTENT
SNO TABLE OF THE CONTENT PAGE

NO
2.1(B) CHART SHOWING THE AGE OF THE RESPONDENTS 45
2.2(B) CHART SHOWING THE GENDER OF THE 46

RESPONDENTS
2.3(B) CHART SHOWING THE WORKING EXPERIENCE OF 47

THE RESPONDENTS
2.4(B) CHART SHOWING THE COMPANY CULTURE

48
2.5(B) CHART SHOWING THE RELATIONSHIP WITH 49

CANTEEN FACILITIES
2.6(B) CHART SHOWING THE CAREER AND PROMOTION 50

DEVELOPMENT
2.7(B) CHART SHOWING THE AUTHORITY 51
10
2.8(B) CHART SHOWING THE MEDICAL FACILITIES 52
2.9 (B) CHART SHOWING THE RELATIONSHIP WITH CO- 53

WORKERS
2.10(B) CHART SHOWING THE TEA AND RELAX TIME 54
2.11(B) CHART SHOWING THE WELFARE FACILITIES 55
2.12(B) CHART SHOWING THE WORKING ENVIRONMENT 56
2.13(B) CHART SHOWING THE SUPERIOR VALUE THE 57

FEEDBACK OF THE RESPONDENTS
2.14(B) CHART SHOWING THE COUNSELLING PROGRAM 58
2.15(B) CHART SHOWING THE SATISFACTION WITH THE 59

TOP MANAGEMENT
2.16(B) CHART SHOWING THE WORKING HOURS 60
2.17(B) CHART SHOWING THE EXPERIENCED SHARED BY 61

EMPLOYEES
11
2.18(B) CHART SHOWING THE REWARDS AND 62
APPRECIATION
2.19(B) CHART SHOWING THE ACKNOWLEDGE THE WORK 63

OF THE EMPLOYEES
2.20(B) CHART SHOWING THE OVERALL COMPENSATION 64

PACKAGE
2.21(B) CHART SHOWING THE SATISFACTORY SALARY 65
2.22(B) CHART SHOWING THE GOOD JOB SECURITY 66
2.23(B) CHART SHOWING THE OVERALL SATISFACTION 67
12
1.1INTRODUCTION
Introduction:
JOB SATISFACTION
Job satisfaction is one of the major interest to the field of the organisation behaviour
and practice of the human resource management. It reflects the employee’s attitudes towards
their job and commitment to an organisation.
Job Satisfaction is the favourableness or un-favourableness with which the

employee views his work. It expresses the amount of agreement between one’s expectation of
the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The
nature of one’s environment of job is an important part of life as Job Satisfaction influences
one’s general life satisfaction.
It refers to a persons feeling of satisfaction on the job , which acts as a motivation to

work. It is not a self satisfaction ,happiness or self commitment but satisfaction or the job.
Job satisfaction is not same as the motivation . It is an indiviual emotional reaction to the job
itself it refers to the attitude towards the job. Job Satisfaction, thus, is the result of various
attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job
under condition with such specific factors such as wages, Supervisors of employment,
conditions of work, social relation on the job, prompt settlement of grievances and fair
treatment by employer.
However, more comprehensive approach requires that many factors are to be included
before a complete understanding of job satisfaction can be obtained. Such factors as employee’s
age, health temperature, desire and level of aspiration should be considered. Further his family
relationship, Social status, recreational outlets, activity in the organizations etc. Contribute
ultimately to the job satisfaction.
13
Definitions of Job Satisfaction:
Job satisfaction defines as “The amount of overall positive affect (or

f e e l i n g ) t h a t individuals have toward their jobs.”
-Hugh J. Arnold and Daniel C. Feldman
Job satisfaction is the “reaction of the workers against the role they play
in their work”.
-vroom.
Job satisfaction is defined as a pleasurable or positive state 0of mind

resulting from appraisal of one’s job or job experiences.
-Locke
Job satisfaction is general attitude, which is the result of many specific attitudes in three areas
namely:
 Specific job factors.

 Individual characterstics.
 Group relationship outside the job.
-Blum and Naylor.
Importance of Job Satisfaction :
14
Job satisfaction has been linked to many variables, including productivity, absenteeism,
turnover, etc. It is significant because a person’s attitude and beliefs may affect his or her
behaviour. Attitudes and beliefs may cause a person to work harder, or, the opposite may occur,
and he or she may work less. It also affects a person’s general well-being.
Consequently, if a person is dissatisfied with their work, this could lead to
dissatisfaction in other areas of their life. Keeping workers happy helps to strengthen a company
in many ways.
Importance of job satisfaction are;
 Lower Turnover.
 Higher Productivity.
 Increased Customer Satisfaction.
 Employee Absenteeism.
 Helps to Earn Higher Revenues.
 Satisfied Employees Tend to Handle Pressure.
 Job satisfaction is an important indicator of how the employees feel about their job and
a predictor of work behaviour such as Absenteeism, Turnover.
 It clearly indicate that the dissatisfied employees are skip to work more and more like
to resign and satisfied worker likely to work longer in the organisation.
 This is vital piece of information that in job satisfaction and job performance is directly
related to each other.
Determinants Of Job Satisfaction:
While analysing the various determinants of job satisfaction we have to keep in the
mind that all the individual do not derive in same degree of satisfaction they perform the same
15
job in the same job environment and at the same time. Therefore it is based on nature of job and
job environment that would affect the job satisfaction of an individual person. Let us see what
factors that would affect the job satisfaction are:
 Level of education:
Level of education of an individual is a factor that determines the degree of job
satisfaction. For example several studies have found negative correlation between the level of
education and job satisfaction. The possible reason is that the higher educated people have very
expectations in their jobs which remains unsatisfied.
 Age:
Individual experiences different degree of job satisfaction at different stages of their life.
Job satisfaction is high at initial stage, gets gradually reduced starts rising up to the certain stage
and finally dips to a lower degree. The possible reason is that when an individual’s join in an
organisation they may have some unrealistic assumptions about what they are going to derive
from their work. These assumptions make them more satisfied.
 Nature of job:
It is determines job satisfaction which is in the form of occupation level and job content.
Factors That Affects Job Satisfaction:
The following are the factors that affects job satisfaction:
 Working Environment
It is essential to provide employees with a work environment which is conducive to their overall
development. They need an environment which is healthy and safe and which caters for both
personal comforts and facilitates doing a good job. If the working conditions are good (clean,
attractive surrounding), the personnel will find it easier to carry out their jobs. On the other
hand, if the working conditions are poor (hot, noisy surrounding), personnel will find it more
16
difficult to get things done. Hence, it can be said that having a friendly, and supportive
environment can lead to increased job satisfaction.
 Fair Policies and Practice:

Individuals who perceive that promotion decisions are made in a fair and just manner are likely
to experience satisfaction from their jobs. Very often employees are demotivated and
dissatisfied with their jobs because unfair policies and practices prevail at their place of work.
It is therefore of utmost importance for an organization to have a fair and equal system regarding
practices and policies so that there is no discrimination and frustration.
 Caring Organization:
Care can be shown in various ways, but it takes into consideration career development, adult
treatment, being taken seriously and being appreciated for a job well done. When people feel
that the organization; for which they are working, cares for them and takes actions to improve
their work and lives, they are happy, and this creates higher satisfaction.
 Appreciation:
Human race loves to be appreciated. Even for the smaller job that does one seek to have an
appreciation, from colleagues, boss, and seniors. When one gets acknowledged in front of
everyone, it gives up a boost to their morale. When appreciation leads to encouragement, the
ultimate result is reflected in the efficiency of work automatically. Therefore, the level of job
satisfaction is always higher wherever appreciation is higher.
Advantages of job satisfaction:
 One of the major benefits of job satisfaction is that the work which will be
automatically done on the basis of superior quality.
 A person who has a job satisfaction will live his job and can perform his duties at a
best level.
17
1.2 TYPE OF AN INDUSTRY
Introduction About service Industry:
Meaning of Service Industry:

An industry made up of companies that primarily earn revenue through providing intangible
products and services. Service industry companies are involved in retail, transport,
distribution, food services, as well as other service – dominated businesses.
It is also called as tertiary sector. The services sector is not only the dominant sector in India’s
GDP, but has also attracted significant foreign investment flows, contributed significantly to
exports as well as provided large-scale employment.
India’s services sector covers a wide variety of activities such as trade, hotel and restaurants,
transport, storage and communication, financing, insurance, real estate, business services,
community, social and personal services, and services associated with construction.
Performance Of Service Industry :
 Trade:
By the term trade means exchange of commodities between individuals or groups either directly
through barter or indirectly through medium such as money. Thus trade is an important activity
providing interface between the producer and consumer. In India, trade is becoming a very
important activity within the Service sector and thereby contributes a good portion to GDP. The
share of trade in GDP has been slightly above 15 per cent in the last six years (2005-06 to 2010-
11) and remained at 15.4 per cent in 2010-11. As the country has been experiencing high GDP
growth rates during 2005-2011 along with high growth in consuming population, the retail
business is now being hailed as one of the sunrise sectors in the economy.
18
 Transport Related Services:
Transport related services is considered as an important component of services sector. The share
of transportation including railway services category in GDP at factor cost (at current prices)
declined slightly from 6.6 per cent in 2006-07 to 6.4 per cent in 2008-09 and then to 6.2 per
cent in 2010-11. Railways is an important component within this services category and it share
in GDP increased from 0.9 per cent in 2006-07 to 1.0 per cent in 2009-10 and then declined to
2.8 per cent in 2010- 11.
 Storage services:
Storage services are also an important component of the services sector. Warehousing services
are considered as an integral part of both inbound and outbound logistics, as goods produced
have to be stored in different geographical locations of the country before shipping and dispatch
as per demand and order flows received from different destinations.
In India, the most important component of warehousing is agricultural storage for agri-produce,
food-grains, fertilizers, manures etc. Other components include industrial warehousing for
industrial goods, import cargo and excisable cargo; inland container depots (ICDs) or container
freight stations (CFSs) for facilitating import and export trade; and also special warehouses for
cold and temperature-controlled stored.
 Market size:
The services sector is the key driver of India’s economic growth. The sector has contributed
54.17 per cent of India’s Gross Value Added at current price in 2018-19*.
Net service exports stood at US$ 60.25 billion in April-December 2018 (P).
Nikkei India Services Purchasing Managers' Index (PMI) stood at 52.5 in February 2019. The
expansion in services activity was driven by boost in capacity and demand along with
favourable public policies.
Investments:
Some of the developments and major investments by companies in the services sector in the
recent past are as follows:
19
 Leisure and business travel and tourism spending are expected to increase to US$ 234.4
billion and US$ 12.9 billion in 2018, respectively.
 India’s earnings from medical tourism could exceed US$ 9 billion by 2020.
 Indian healthcare companies are entering into merger and acquisitions with domestic
and foreign companies to drive growth and gain new markets
Government initiatives:
The Government of India recognises the importance of promoting growth in services sectors
and provides several incentives in wide variety of sectors such as health care, tourism,
education, engineering, communications, transportation, information technology,
banking, finance, management, among others.
The Government of India has adopted a few initiatives in the recent past. Some of these are as
follows:
Under the Mid-Term Review of Foreign Trade Policy (2015-20), the Central Government
increased incentives provided under Services Exports from India Scheme (SEIS) by two per
cent.
Government of India is working to remove many trade barriers to services and tabled a draft
legal text on Trade Facilitation in Services to the WTO in 2017.
Achievements:
Following are the achievements of the government in the past four years:
 India’s rank jumped to 24 in 2018 from 137 in 2014 on World Bank’s Ease of
doing business - "Getting Electricity" ranking.
 Five times more growth in major ports’ traffic between 2014-18 compared to
2010-14.
 Six-fold increase in Government spending on telecommunications infrastructure
and services in the country – from RS.9,900 crores (US$ 1.41 billion) during
2009
Industry profile
20
The airport are increasingly complex operations , requiring excellent across a broad and diverse
set of capabilities and the management of diversity of stake holders such as airlines, passengers,
tenants, government and communities.
The global airport operations and aviation services industry generates annual revenue of about
$ 85 billion. Thus leads all nations in passenger airline travel based on the number of travellers,
the next largest domestic airline markets include china, Japan. and Brazil. Growth of the
international airline industry is expected to be more rapid in the Asia/ pacific region.
Civil aviation in India traces back to 18 February 1911, when the first commercial civil aviation
flight took off from Allahabad for Naini over a distance of 6 miles (9.7km). during the Allahabad
exhibition Henri Pequet , a French aviator , carried 6500 pieces of mail on a hummer –simmer
biplane from the exhibition to the receiving office at Allahabad , marking the world ‘s first
official airmail services.
The civil aviation industry in India has emerged as one of the fastest growing industry in the
country during last three years. India is currently considered the third largest domestic civil
aviation market in the world. India is expected to become the world’s largest domestic civil
aviation market in the next 10 to 15years, as per Mr Jayant Sinha, union minister of the state for
civil aviation, Government of India
According to international air transport association IATA, India will displace the UK for the
third place in 2025. The civil aviation industry has ushered in a new era of expansion, driven by
factors such as low cost carriers (LCSS), Modern airports, Foreign Direct Investment (FDI) in
domestic airlines, advanced information technology (IT) Interventions and growing emphasis
on regional connectivity.
 Market size:
Air traffic in India rose 15.80 % year- on –year to 280.24 million during April – February 2017-
2018. Witnessing a growth of18.50% over the previous year, total passenger traffic stood at a
280.24 million during April – February 2017-18. As of march 2018 there are nearly 550
commercial aircraft in operation in India.
 Investment:
21
According to data released by the department of industrial policy and promotion (DIPP),
FDI inflows in air transport (including air freight) between April 2000 And December
2017 stood at US$ 1,608.51 million.
India is estimated to see investment of US $ 25 Billion in the next decade in the airport sector,
and growth of 13 %, according to Morgan Stanley. According to them, the share of air travel
and rail travel combined in India will grow to 15.2% by 2027 from 7.9% now.
Capex plans to the tune of RS. 65000 crore (US$ 10.08 BILLION) for the next five years and
around RS.22000 crore (US$ 3.41 BILLION) for brown field expansion of Delhi, MUMBAI,
HYDRABAD and Bengaluru by private operations and around RS.21000 crore for green field
airports.
Government Initiatives:
Some of the major initiatives undertaken by the government are:
 Allocation to civil aviation ministry has been tripled to RS.6602.86 crore under
union budget 2018-19.
 In February 2018 prime minister of India Launched the construction of NAAVI

MUMBAI AIRPORT which is expected to build a cost of US$ 2.58 billion. The
first phase of the airport will be completed by the end of 2019.
 Under the second round of regional connectivity scheme (rcs2) the government
has awarded 325 routes to airlines as well as helicopter operators with an
objective of enhancing flight services to hilly and remote areas. Under the scheme
airline operators have to offer half of their seats at a discounted rates and
helicopter operators can offer up to 13 seats at lower fares with government
providing viability gap funding (vgp) or subsidy to airlines and helicopter
operators.
22
1.3 COMPANY PROFILE
Airport Authority of India (AAI) was constituted by an act of parliament and came into
being on 1st April 1995 by merging erstwhile National Airports Authority and International
Airport Authority of India. The merger brought into the existence a single organisation
entrusted with the responsibility of creating, upgrading, maintaining and managing civil
aviation infrastructure both on ground and air space in the country.
The Airports Authority of India or AAI under the Ministry of Civil Aviation is responsible
for creating, upgrading, maintaining and managing civil aviation infrastructure in India.
It provides Air traffic management services over Indian airspace and adjoining oceanic areas.
The Airports Authority of India or AAI under the Ministry of Civil Aviation is responsible
for creating, upgrading, maintaining and managing civil aviation infrastructure in India. It
provides Air traffic management (ATM) services over Indian airspace and adjoining
oceanic areas. It also manages a total of 125[1] Airports, including 11[1] International
23
Airports, 8 Customs Airports, 81 Domestic Airports and 25 Civil enclaves at Military
Airfields.
AAI also has ground installations at all airports and 25 other locations to ensure safety of
aircraft operations. AAI covers all major air-routes over Indian landmass via 29 Radar
installations at 11 locations along with 700VOR/DVOR installations co-located with
Distance Measuring Equipment (DME). 52 runways are provided with Instrument landing
system (ILS) installations with Night Landing Facilities at most of these airports and Automatic
Message Switching System at 15 Airports.
AAI's implementation of Automatic Dependence Surveillance System (ADSS), using

indigenous technology, at Kolkata and Chennai Air Traffic Control Centres, made India
the first country to use this technology in the South East Asian region thus enabling Air
Traffic Control over oceanic areas using satellite mode of communication. Performance
Based Navigation (PBN) procedures have already been implemented at Mumbai, Delhi and
Ahmedabad Airports and are likely to be implemented at other Airports in a phased manner.
AAI is implementing the GAGAN project in technological collaboration with the Indian Space
Research Organisation (ISRO), where the satellite based system will be used for navigation.
The navigation signals thus received from the GPS will be augmented to achieve the
navigational requirement of aircraft. First phase of technology demonstration system was
completed in February 2008.
AAI has four training establishments viz. The Civil Aviation Training College (CATC)
at Allahabad, National Institute of Aviation Management and Research (NIAMAR) at
Delhi and Fire Training Centres (FTC) at Delhi & Kolkata. An Aerodrome Visual
Simulator (AVS) has been provided at CATC and non-radar procedural ATC simulator
equipment is being supplied to CATC Allahabad and Hyderabad Airport. AAI has a dedicated
Flight Inspection Unit (FIU) with a fleet of three aircraft fitted with flight inspection system to
inspect Instrument Landing Systems up to Cat-III, VORs, DMEs, NDBs, VGSI (PAPI, VASI)
and RADAR (ASR/MSSR). In addition to in-house flight calibration of its navigational aids,
AAI undertakes flight calibration of navigational aids for the Indian Air Force, Indian Navy,
Indian Coast Guard and other private airfields in the country.
24
AAI has entered into Joint Ventures at Mumbai, Delhi, Hyderabad, Bangalore and Nagpur
Airports to upgrade these airports. Chennai international airport is located at Meenambakkam
19 KM south of Chennai. It has the IATA Airport code and it is the third most important
international gateway into the country after Mumbai and Delhi, and the main air hub for the
South India.
AAI provides air navigation services over 2.8 million square nautical miles of
air space. During the year 2013-14, AAI handled aircraft movement of 1536.60
Thousand [International 335.95 & Domestic 1200.65], Passengers handled 168.91
Million [International 46.62 & Domestic 122.29] and the cargo handled 2279.14
thousand MT [International 1443.04 & Domestic 836.10].
MISSION:
“TO BE THE FOUNDATION OF AN ENDURING INDIAN AVIATION NETWORK,

Providing high quality, safe and customer – oriented airport and air navigation services thereby
acting as a catalyst fpr economic growth in the areas we serve.”
VISION:
AAI’S VISION TILL 2026 is : TO be the principal aviation services provider in the country,
AAI shall
 Adopt and facilitate the use of contemporary air navigation services:

 Upgrade and develop airport infrastructure;
 Support improving air connectivity at unserved and under- served airports:
 Have a restructured organisation.
It includes the facilities such as:
 Passenger Facilities:
The main functions of AAI inter-alia include construction, modification &

management of passenger terminals, development & management of cargo
terminals, development & maintenance of apron infrastructure including runways,
parallel taxiways, apron etc., Provision of Communication, Navigation and
25
Surveillance which includes provision of DVOR / DME, ILS, ATC radars, visual
aids etc., provision of air traffic services, provision of passenger facilities and
related amenities at its terminals thereby ensuring sa fe and secure operations of
aircraft, passenger and cargo in the country.
 Air Navigation Services:
In tune with global approach to modernization of Air Navigation infrastructure for

seamless navigation across state and regional boundaries, AAI has been going
ahead with its plans for transition to satellite based Communication, Navigation,
Surveillance and Air Traffic Management. A number of co -operation agreements
and memoranda of co-operation have been signed with US Federal Aviation
Administration, US Trade & Development Agency, European Union, Air Services
Australia and the French Government Co -operative Projects and Studies initiated
to gain from their experience. Through these activities more and more executives
of AAI are being exposed to the latest technology, modern practices & procedures
being adopted to improve the overall performance of Airports and Air
navigationservices.
Induction of latest state-of-the-art equipment, both as replacement and old

equipment and also as new facilities to improve standards of safety of airports in
the air is a continuous process. Adoptions of new and improved procedure go hand
in hand with induction of new equipment. Some of the major initiatives in this
direction are introduction of Reduced Vertical Separation Minima (RVSM) in India
air space to increase airspace capacity and reduce congestion in the air;
implementation of GPS and Geo Augmented Navigation (GAGAN) jointly with
ISRO which when put to operation would be one of th e four such systems in the
world.
Security
The continuing security environment has brought into focus the need for
strengthening security of vital installations. There was thus an urgent need to
26
revamp the security at airports not only to thwart any misadventure but also to
restore confidence of traveling public in the security of air travel as a whole, which
was shaken after 9/11 tragedy. With this in view, a number of steps were taken
including deployment of CISF for airport security, CCTV surveilla nce system at
sensitive airports, latest and state-of-the-art X-ray baggage inspection systems,
premier security & surveillance systems. Smart Cards for access control to vital
installations at airports are also being considered to supplement the efforts o f
security personnel at sensitive airports.
 AerodromFacilities
In Airports Authority of India, the basic approach to planning of

airport facilities has been adopted to create capacity ahead of demand in our
efforts. Towards implementation of t his strategy, a number of projects for
extension and strengthening of runway, taxi track and aprons at different
airports has been taken up. Extension of runway to 7500 ft. has been taken
up to support operation for Airbus-320/Boeing 737-800 category of aircrafts
at all airports.
HRDTraining:
A large pool of trained and highly skilled manpower is one of the major
assets of Airports Authority of India. Development and Technological
enhancements and consequent refinement of operating standards and procedures,
new standards of safety and security and improvements in management techniques
call for continuing training to update the knowledge and skill of officers and staff.
For this purpose AAI has a number of training establishments, viz.

NIAMAR in Delhi, CATC in Allahabad, Fire Training Centres at Delhi &
Kolkata for in-house training of its engineers, Air Traffic Controllers, Rescue &
Fire Fighting personnel etc. NIAMAR & CATC are members of ICAO
TRAINER programme under which they share Standard Training Packages (STP)
from a central pool for imparting training on various subjects. Both CATC &
NIAMAR have also contributed a number of STPs to the Central pool under ICAO
27
TRAINER programme. Foreign students have also been participating in the training
programme being conducted by these institution .
ITImplementation:
Information Technology holds the key to operational and managerial

efficiency, transparency and employee productivity. AAI initiated a programme to
indoctrinate IT culture among its employees and this is most powerful tool to
enhance efficiency in the organization. AAI website with domain
namewww.airportsindia.org.in or www.aai.aero is a popular website giving a
host of information about the organization besides domestic and international flight
information of interest to the public in general and passengers in particular.
Organisation structure of AAI:
28
FUNCTIONS OF AAI :
1.Design, Development, Operation and Maintenance of international and domestic
airports and civil enclaves.
1. Control and Management of the Indian airspace extending beyond the
territorial limits of the country, as accepted by ICAO.
2. Construction, Modification and Management of passenger terminals.
3. Development and Management of cargo terminals at international and
domestic airports.
4. Provision of passenger facilities and information system at the passenger
terminals at airports.
5. Expansion and strengthening of operation area, viz. Runways, Aprons,
Taxiway etc.
6. Provision of visual aids.
7. Provision of Communication and Navigation ai ds, viz. ILS, DVOR, DME,
Radar etc.
29
1.4 NEED OF THE STUDY
Job satisfaction plays a key role in organisation structure without employee’s

satisfaction towards their jobs none of the employee will perform well and it is
very difficult to reach the organisation goals and objective. Hence job satisfaction
helps to yield maximum output from the employees. So that this study is undertaken
to measure satisfaction level of an employee’s towards their job in AAI.
30
1.5 OBJECTIVES OF THE STUDY:
 PRIMARY OBJECTIVES:
A Study on “JOB SATISFACTION AT AIRPORT AUTHORITY OF INDIA”.
 SECONDARY OBJECTIVES:
 To study about the motivation level of an employees in their respective job.

 To study about the effectiveness of the techniques adopted by the company in
job satisfaction.
 To learn the employee’s satisfaction on the interpersonal relationship that exist
in the organisation.
31
1.6 SCOPE OF THE STUDY:
The scope of the study is used to find out the effectiveness of an employee’s
job satisfaction through the way of conducting the research. The study is used to
analyse the need of the employees to enrich their morale and creating a friendly
atmosphere which also enriches their work life. This study will help the
organisation for identifying the area of job dissatisfaction for the employees.
32
1.7LITERATURE REVIEW
Dr. Mini Jain, Journal of Indian Research, “A STUDY OF EMPLOYEES’ JOB

SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCE” , (ISSN: 2321-4155)
Vol.1, No.4, October-December, 2013, pg no-105.
Employee job satisfaction is essential to face the dynamic and ever-increasing

challenges of maintaining productivity of the organization by keeping their workforce
constantly engaged and motivated. Furthermore, environmental pressures, rising health costs
and various needs of the workforce also pose a challenge for the management. This could be
overcome by creating a work environment that maintains employee job satisfaction as well as
motivates people towards exceptional performance at the workplace achieving work-life
balance. This paper outlines the broad contours of various variables responsible for employee
satisfaction and various ways by which one can maximize employee satisfaction.
Dr. P. K. Mishra , IOSR Journal Of Humanities And Social Science, “ A Study on job
satisfaction on its effectiveness” , ISSN: 2279-0837 Volume 14, Issue 5 (Sep. - Oct. 2013),
Job satisfaction is one of the most crucial but controversial issues in industrial
Psychology and behaviourial management in organization. It ultimately decides the extent of
employ motivation through the development of organizational climate or environment
satisfaction is specific subset of attitudes held by organizational members. It is the attitude one
has towards his or her job. Stated another way, it is one’s effective response to the job. Job
satisfaction in a narrow sense means attitudes related to the job. It is concerned with such
specific factors has wages, supervision, steadiness of employment, conditions of work, social
relation of the job, prompt settlement of grievances, fair treatment of employer and other similar
items. Job satisfaction is related to different Socio-economic and personal factors, such as: Age,
Sex, Incentives, Working Environment, Education, duration of work etc.
33
Brikend AZIRI, Management Research and Practice “A study on Effectiveness of JOB
SATISFACTION ON MANAGEMENT THEORIES” Volume 3, Issue 4 / December 2013.
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.
Dr.Sasmita Mishra, International Journal Of Multidisciplinary Research in Management

Science, “ A Study on Employees job satisfaction” ISSN NO – 2320-8236 -2014.
Job Satisfaction is all about how a person likes the job. It is actually more of a journey
than being a destination. It is of utmost requirement to organizations as it will increase the job
involvement level of the employees and decrease the turnover. Job satisfaction has been a
fascinating concept for researchers as well as experts since number of decades. This paper
presents the study of past literatures of job satisfaction between the years 1981 to 2014. The
purpose is to find out the different attributes used for evaluating the job satisfaction. From the
review of extant literature, it has been found that it is always not salary which leads to job
satisfaction rather it is the work environment.
Priyanka Bed , Global Journal of Finance and Management , “An Analysis of Job Satisfaction”
ISSN 0975-6477 Volume 6, Number 7 (2014), pp. 691-696.
Job satisfaction describes how content an individual is with his or her job. There are
many factors that can influence a person’s level of job satisfaction like level of pay; perceived
fairness of the promotion system within a company; work place conditions; leadership and
relationships with superiors, subordinates and peers; and the job itself i.e. the variety of tasks
involved, how challenging and interesting the job is, and the clarity of the job description.
34
Nirav Dave, International Journal of Advance Research in Computer Science and Management
Studies the “Study of Job Satisfaction of the Teachers of Higher Education Institutions “Volume
3, Issue 5, May 2015.
The study on predictors of job satisfaction among selected agriculture faculty members
have found that generally, faculty members specializing in the areas of agricultural faculty
member education, agricultural communication, agricultural leadership and additional room
education were reasonably contented with their work. Faculty members specializing in
agricultural communications reported the maximum level of overall job contentment.
Dr. Shaju George, International Journal of Advanced Research in Management and Social
Sciences “A study on JOB SATISFACTION A THEORETICAL REVIEW OF THE
RELATIONSHIP BETWEEN THE TWO VARIABLES” ISSN: 2278-6236 2015
The study agreed that job satisfaction affects employee performance. Employee’s
productivity is influenced by the level of employee satisfaction; thus, in turn impact on job
performance. when an employee is given autonomy in business decisions and when he is given
favourable and clean environment then his satisfaction level will rise .
Monalisa Mohapatra , International Journal Of Multidisciplinary Research in Management

Science, “ A Study on Employees job satisfaction” Volume -2 issue -4 -2016
This study states that job satisfaction is related to work, co-workers, promotion, pay,
supervision relates to customer orientation. In service industry front line people are the one who
interact with the customers on a regular basis and influence the customer perception by their
behaviours as well as the appearance of the product /service knowledge. Promotion is a key
factor in job satisfaction. It is the duty of the manger to monitor and improve the employee
satisfaction level related to supervision quality, working conditions, intrinsic compensations
and benefits and company policies so that it helps in achieving the desired level of satisfaction
within the employees.
35
Dr.D.G. Kulkarni , International Journal of Engineering Technology Science and Research”A
study on Job Satisfaction in Hospital Employees”, ISSN 2394 – 3386 Volume 4, Issue 2 February
2017
It focus the effects of perceived work life balance and job satisfaction on organizational
commitment among healthcare employees. It was predicted that perceived work life balance
fosters job satisfaction which leads to the organizational commitment among employees in the
long run. Results showed that respondents have moderate level of perceived work life balance,
job satisfaction and organizational commitment. Author concludes that work life balance and
job satisfaction are important for developing and enhancing organizational commitment among
healthcare workers.
Siti Nurma , Saudi Journal of Business and Management Studies ,” A Study on The Influence
of Discipline, Motivation, and Job Satisfaction toward Organizational Commitment” ISSN
2415-6663 , Vol-2, Iss-12 (Dec, 2017)
This research aims to investigate the influence of discipline, motivation, and job
satisfaction on the organizational commitment in Yayasan Pendidikan Islam Nurul Hikmah .
The method used in this study is a descriptive method of problem solving by describing the
object of research at the moment on facts, then analysis using tools Statistical Product and
Service Solution (SPSS) version 24.0. The research showed that the variables of discipline,
motivation, and job satisfaction positive effect on the organizational commitment in Yayasan
Pendidikan Islam Nurul Hikmah. Thus the three variables of discipline, motivation, and job
satisfaction simultaneously (together) proved to be a positive effect and significant on the
organizational commitment .
Dr.R.Padmaja , International Journal of Research, “A STUDY ON JOB SATISFACTION OF

BANK EMPLOYEES”, ISSN- 2350-0530 – 2017.
The study of job satisfaction among Bank employees is important because there are
various aspects of the job that are highly attractive and lead to satisfaction and aspects of the
job that lead to dissatisfaction. Positive aspects include the opportunity to work in Bank and
employees to accomplish common goals, developing banking background and the ability to
work with co-workers. It is important to identify which factors contribute to job satisfaction as
36
well as those that may lead to job dissatisfaction to assure that the manager ship is attractive to
potent. There are many variables that have been hypothesized to be a result of job satisfaction
or dissatisfaction.
Dr. Mehmet, MANAS Journal of Social Studies “THE EFFECT Of EMPOWERMENT ON

EMPLOYEES’ JOB SATISFACTION” Vol.: 7 No: 1 2018
The main objective of the study, there are many factors of job dissatisfaction such
absenteeism, complaints, demotivation, high turnover, delay etc. Also there are also numerous
factors that determine the level of job satisfaction of employees, financial advantages and
benefits, career development and promotion, working environment, managers and colleagues.
Dr. Mayuri Chaturvedi, Sumedha Raavi International Journal of Scientific Engineering and
Research ”A Study on Employee Job Satisfaction in Different Sectors” ISSN (Online): 2347-
3878 -2018
This study focus on the job satisfaction as any combination of emotional, physical and
ecological conditions that help a person to agree that he is satisfied with his job. Although job
satisfaction is influenced by many factors, it remains a bit internal that depends on the way how
employee feels. job satisfaction as attitude and feelings employees have towards their work.
Positive and good attitudes regarding job show job satisfaction.
D Swaroopa1 and B.Sudhir, International Journal of Latest Trends in Engineering and

Technology” A STUDY ON THE IMPACT OF JOB SATISFACTION ON QUALITY AND
PROFITABILITY OF ORGANIZATION” ISSN:2278-621X Vol.(8)Issue(2) -2018
This study focused on conducted a meta analysis of studies previously conducted by

The Gallup Organization. The study examined aggregated employee job satisfaction sentiments
and employee engagement, with the latter variable referring to individual’s involvement with
as well as enthusiasm for work.
37
Dr.P.Lakshmi Narayanamma , International journal of basic and applied research , “A Study on
the The Modules of Job Satisfaction”, ISSN 2249-3352 - Volume 9 -2019
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. Job Satisfaction is all about
how a person likes the job. It is actually more of a journey than being a destination. It is of
utmost requirement to organizations as it will increase the job involvement level of the
employees and decrease the turnover. Job satisfaction has been a fascinating concept for
researchers as well as experts since number of decades.
38
1.8 RESEARCH METHODOLOGY
Meaning of Research
Systematic investigative process employed to increase or revise current knowledge by

discovering new facts. It is divided into two general categories: Basic research is inquiry aimed
at increasing scientific knowledge, and applied research is effort aimed at using basic research
for solving problems or developing new processes, products, or techniques.
Research refers to a search for knowledge. It can also be given as a scientific and systematic
search for pertinent information on a specific topic. In fact research is an art of scientific
investigation.
The Advanced Learner’s Dictionary of current English lays down the meaning of research
as “a careful investigation or inquiry especially through search for new facts in any branch
of knowledge.” Some people consider research as a movement from the known to the unknown.
It is actually a voyage of discovery.
Research Method:
Research method is those techniques that are used for condition of research
Research Methodology
Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In this study the various
steps that are generally adopted by a researcher in studying the research problem along with the
logic behind him.
Research Design
Research Design is defined as the “arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research purpose with
economy in procedure”.
39
Type of research design
The research design followed for the study is descriptive type of research. It is typically
concerned with determining the frequency with which something occurs or how two variables
vary together. Descriptive research studies are those studies which are concerned with the
characteristics of a particular individual, or of a group.
Population :
The Employees of “AIRPORT AUTHORITY OF INDIA MEENAMBAKKAM ” Chennai

constitute the work place of the study. The total staff employees of the company are 200, and it
forms the work place for the present study.
Sample size:
The organization has its head office at CHENNAI . The researcher distributed questionnaires
to overall 50 respondents who were taken as sample for this study and the respondents were
selected by simple random sampling.
Hypothesis:
It is a statement about the population parameter . In other words , a hypothesis is a conclusion

which is tentatively drawn on logical basis.
H0: There is no significant difference between two attributes .
H1: There is a significant difference between two attributes .
Types of Hypothesis:
Null Hypothesis:
Null Hypothesis refers to the hypothesis that helps to compare one method with another
method about its superiority and if we proceed on the assumptions that both methods are equally
good, then this assumption is termed as the null hypothesis. The null hypothesis is generally
symbolized as H0.
Alternate Hypothesis:
Alternate Hypothesis refers to the hypothesis that helps to compare one method with another
method. In this hypothesis if one method is superior or inferior to the other method then it is
called as alternate hypothesis. The alternative is generally symbolized as H1.
40
Data collection:
The researcher makes sincere attempts to overall meet the respondents individually, the
researcher explained each question to overall facilitate good understanding and genuine
responses.
They feel free in answering the questionnaire and lot of the respondents showed keen interest to
overall answer their views about the organization.
sources of data collection:
The data can be collected through two methods. They are:
 PRIMARY DATA
 SECONDARY DATA
Primary data:
The data which is collected for the first time is called as primary data. The various sources for
collecting primary data are questionnaire, observation, interview, consumer panels etc. the
primary source used for this study is questionnaire.
Primary data are collected from the employees of “ AIRPORT AUTHORITY OF INDIA
MEENAMBAKKAM” by circulating a structured questionnaire among them.
Secondary data:
The records and documents pertaining to the overall details of the organization and employees
constitute the secondary sources such as books, journals and newspapers. The various sources
of secondary data are Books, magazines, statistical data sources etc.
Secondary data are obtained from company profile, internet, various other documents, scope
need and other reports of the company.
STATISTICAL TOOLS:
SPSS (STATISTICAL PACKAGE FOR SOCIAL SCIENCE):
Statistical package for social sciences (SPSS) is mean for statistical analysis of data. It has got
tools to obtain accurate result. SPSS is a computer program used for survey authoring and
41
deployment, data mining, text analytics, statistical analysis, and collaboration & deployment.
The following statistical tools were used in this study:
• Simple Percentage
• chi- square
• Correlation
Percentage analysis:
In case Percentage refers to a special kind of ratio. Percentage is used in making comparison
between two or more series of data. In this study, the number of people who responded in a
particular manner is interpreted in the form of percentages.
Percentage = (No of respondents/Total no of respondents)*100
Chi-square Test:
The chi – square test is also known as non parametric test or distribution free test is used when
it is impossible to make any assumptions about population or when the researcher is unable to
estimate the population’s parameters. The main advantages of using non parametric test is that ,
the researcher can analyse qualitative data.
Correlation:
Correlation is an analysis of the co-relation between two or more variables. Correlation is a

statistical measure that indicates the extent to which two or more variables fluctuate together. A
positive correlation indicates the extent to which those variables increase or decrease in parallel;
a negative correlation indicates the extent to which one variable increase as the other decreases.
42
1.9LIMITATIONS OF THE STUDY
 Some of the information for the study may be confidential and therefore company is
not disclosing the same.
 Time factor may be the major limitations.
 The sample size was restricted to only 50. If it were increased many more varied
answers and suggestions would have been expected.
43
CHAPTER -2
DATA ANALYSIS AND INTERPRETATION
44
2.1DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS
TABLE NO- 2.1 (a) TABLE SHOWING THE AGE OF THE RESPONDENTS
SNO AGE NO OF THE PERCENTAGE OF

RESPONDENTS THE
RESPONDENTS
1 20-25 7 14%
2 25-30 10 20%
3 30-35 12 24%
4 35-40 11 22%
5 Above 40 10 20%
TOTAL 50 100
Interpretation:
From the above table it is observed that 14% of the respondents are in the age group of
20-25 years, 20% of the respondents are in the age group of 25-30 years, 24% of the respondents
are in the age group of 30-35 years, 22% of the respondents are in the age group of 35-40 years,
20% of the respondents are in the age group of above 40 years.
2.1(B)Charts showing the age of the respondents
160
140
120
100
80
60
40
20
0
20-25 25-30 30-35 35-40 above 40 TOTAL
1 2 3 4 5
NO OF RESPONDENT PERCENTAGE OF RESPONDENT
45
.TABLE- 2.2(A) TABLE SHOWING THE GENDER OF THE RESPONDENTS
S.NO GENDER NO OF THE PERCENTAGE OF

RESPONDENTS THE
RESPONDENTS
1 MALE 22 44%
2 FEMALE 28 56%
TOTAL 50 100
Interpretation:
From the above table it is observed that 44% of the respondent are in the group of male
And 56% of the respondents are in the group of female.
CHARTNO:2.2(B)Charts showing the gender of the respondents
NO OF THE RESPONDENT PERCENTAGE OF THE RESPONDENT
100
56
44
50
28 22
FEMALE MALE TOTAL
2 1
46
TABLE-2.3 (A) TABLE SHOWING THE WORKING EXPERIENCE OF THE
RESPONDENTS
SNO EXPERIENCE NO OF THE PERCENTAGE OF

RESPONDENTS THE
RESPONDENTS
1 1 TO 5 years 6 12%
2 5 to 10 years 8 16%
3 10 to 15 years 10 20%
4 15 to 20 years 12 24%
5 More than 20 years 14 28%
Total 50 100
Interpretation:
From the above table it is observed that of the 6%respondents are in the group of 1 to 5
years, 8% of the respondents are in the group of 5-10years, 10% of the respondents are in the
group of 10-15 years, 12% of the respondents are in the group of 15-20 years, 14% of the
respondents are in the group of above 20 years
CHART NO-2.3(B)Chart showing the working experience of the respondents
30
25
20
15
10
0
a) 1 to 5years b) 5 years to c) 10 to d) 15 to 20 e) More than
10 years 15years years 20 years
NO
1 OF THE RESPONDENTS
2 PERCENTAGE
3 OF THE
4 RESPONDENTS
5
47
TABLE-2.4(A) TABLE SHOWING THE COMPANY CULTURE
SNO OPTIONS NO OF THE PERCENTAGE OF

RESPONDENTS THE
RESPONDENTS
1 Strongly agree 15 30%
2 agree 15 30%
3 neutral 10 20%
4 disagree 15 10%
5 Strongly disagree 4 8%
Total 50 100
INTERPERTATION:
From the above table it is observed that of the 15% respondents are in the group of strongly
agree, 8% of the respondents are in the group of agree, 10% of the respondents are in the group
of neutral, 12% of the respondents are in the group of disagree, 14% of the respondents are in
the group of strongly disagree.
CHART NO2.4(B)Chart showing the company culture
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
OPTIONS NO OF THE RESPONDENT PERCENTAGE OF THE RESPONDENT
48
TABLE-2.5(a) TABLE SHOWING THE CANTEEN FACILTITY OF AAI
SNO OPTIONS NO OF THE PERCENTAGE OF

RESPONDENTS THE
RESPONDENTS
1 Strongly Agree 8 16%
2 Agree 10 20%
3 Neutral 6 16%
4 Disagree 10 20%
5 Strongly disagree 14 28%
Total 50 100
INTERPRETATION:
From the above table it is observed that of the 8% respondents are in the group of strongly
agree, 10% of the respondents are in the group of agree, 6% of the respondents are in the group
of neutral, 10% of the respondents are in the group of disagree, 14% of the respondents are in
the group of strongly disagree.
CHART NO-2.5(B) Chart showing the canteen facilities of AAI
30
25
20
15
10
0
strongly agree agree neutral disagree agree
1 2 3 4 5
no of the respondents percentage of the respondents
49
TABLE-2.6(A) TABLE SHOWING OPPORTUNITIES FOR CAREER AND
PROMOTION DEVELOPMENT
SNO options No of the Percentage of the

respondents respondents
2. Agree 15 30%
3. Neutral 8 16%
4. Disagree 7 14%
5. Strongly disagree 5 10%
Total 50 100
INTERPRETATION:
From the above table it is observed that of the 30% respondents are in the group of
strongly agree, 30% of the respondents are in the group of agree, 16% of the respondents are in
the group of neutral, 14% of the respondents are in the group of disagree, 10% of the
respondents are in the group of strongly disagree.
Chart no-2.6(b) chart showing the opportunities for promotion and career opportunities
120
100
80
60
40
20
0
excellent good satisfied average belowaverage total
1 2 3 4 5
no of the respondents % of the respondents
50
TABLE -2.7 (a)TABLE SHOWING THE AUTHORITY OF THE RESPONDENTS

2. Agree 14 28%
3. Neutral 8 16%
4. Disagree 7 14%
5. Strongly disagree 4 8%
Total 50 100
INTERPRETATION:
strongly agree, 28% of the respondents are in the group of agree, 16% of the respondents are in
the group of neutral, 14% of the respondents are in the group of disagree, 8% of the respondents
are in the group of strongly disagree.
Chart no-2.7(b) chart showing the authority of the respondents
120
100
80
60
40
20
0
1 2 3 4 5
51
TABLE – 2.8(a) TABLE SHOWING THE MEDICAL FACILITIES PROVIDED TO
THE EMPLOYEES

1 Excellent 17 34%
2. Good 13 26%
3. Satisfied 8 16%
4. Average 8 16%
5. Below average 3 6%
Total 50 100
INTERPRETATION:
Excellent, 26% of the respondents are in the group of Good, 16% of the respondents are in the
group of satisfied, 16% of the respondents are in the group of Average, 6% of the respondents
are in the group of Below Average.
Chart no-2.8(b) chart showing the medical facilities provided to the employees
120
100
80
60
40
20
0
1 2 3 4 5
52
TABLE -2.9(a) TABLE SHOWING THE RELATIONSHIP WITH THE COWORKERS

1 Excellent 13 26%
2. Good 14 28%
3. Satisfied 6 16%
4. Average 7 14%
Total 50 100
INTERPRETATION:
are in the group of Below Average
Chart no-2.9(b) chart showing the relationship with the co-workers
120
100
80
60
40
20
0
1 2 3 4 5
their
53
TABLE -2.10(a)TABLE SHOWING THE TEA TIME AND RELAX TIME OF THE
RESPONDENTS

1 Excellent 13 26%
2. Good 14 28%
3. Satisfied 6 16%
4. Average 7 14%
Total 50 100
Interpretation
Chart no2.10 (b) chart showing the tea time and lunch time of the respondents
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
sno options no of respondents % of respondents
54
TABLE NO 2.11 (a) TABLE SHOWING THE WELFARE FACILITIES OF THE
RESPONDENTS

1 Excellent 20 40%
2. Good 15 30%
3. Satisfied 5 10%
4. Average 5 10%
Total 50 100
Interpretation
Chart no-2.11(b) – chart showing the welfare facilities of the respondent
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
55
TABLE NO 2.12(A) – TABLE SHOWING THE WORKING ENVIRONMENT OF THE
RESPONDENTS

1 Excellent 13 26%
2. Good 15 30%
3. Satisfied 10 20%
4. Average 7 14%
Total 50 100
Interpretation
are in the group of Below Average
Chart no 2.12(b) – chart showing the working environment
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
56
TABLE NO 2.13(a) – TABLE SHOWING THE SUPERIOR VALUE THE FEEDBACK
OF THE RESPONDENTS

2. Agree 9 18%
3. Neutral 11 22%
4. Disagree 13 26%
5. Strongly Disagree 7 14%
Total 50 100
Interpretation
Strongly Agree, 18% of the respondents are in the group of Agree, 22% of the respondents are
in the group of Neutral, 26% of the respondents are in the group of Disagree, 14% of the
respondents are in the group of Strongly Disagree.
Chart no-2.13(b) – chart showing the superior value of the respondents
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
57
TABLE NO – 2.14(a) - TABLE SHOWING THE COUNSELLING PROGRAM
CONDUCTED BY AAI
SNO Options No of the Percentage of the

2. Agree 9 18%
3. Neutral 11 22%
4. Disagree 15 30%
Total 50 100
Interpretation
Chart no-2.14(b) – chart showing the counselling program conducted by AAI
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
options no of respondents % of respondents
58
TABLE NO 2.15(a) – TABLE SHOWING THE SATISFACTION OF EMPLOYEES
WITH TOP MANAGEMENT

1 Highly satisfied 10 20%
2. Satisfied 10 20%
3. Neutral 11 22%
4. Dissatisfied 9 18%
5. Highly Dissatisfied 10 20%
Total 50 100
Interpretation
Highly Satisfied, 20% of the respondents are in the group of Satisfied, 22% of the respondents
are in the group of Neutral, 18% of the respondents are in the group of Dissatisfied, 20% of the
respondents are in the group of Highly Dissatisfied .
Chart no-2.15(b) – chart showing the satisfaction of employees with the top management
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
59
TABLE NO -2.16(A) – TABLE SHOWING THE WORKING HOURS OF THE
RESPONDENTS

2. Agree 7 14%
3. Neutral 12 24%
4. Disagree 11 22%
Total 50 100
Interpretation
CHART NO -2.16 (b) – chart showing the working hours of the respondents
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
60
TABLE NO -2.17(A) – TABLE SHOWING THE EXPERIENCE SHARED BY THE
EMPLOYEES

2. Agree 6 12%
3. Neutral 12 24%
4. Disagree 7 14%
Total 50 100
Interpretation
CHART NO -2.17(b) – chart showing the experience shared by the employees
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
61
TABLE NO -2.18(A) TABLE SHOWING THE REWARDS AND APPRECIATION

2. Agree 7 14%
3. Neutral 12 24%
4. Disagree 7 14%
Total 50 100
Interpretation
CHART NO -2.18(b)- chart showing the rewards and appreciation
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
62
TABLE NO -2.19 (A) – TABLE SHOWING THE ACKNOWLEDGE THE WORK OF
THE EMPLOYEES

2. Agree 8 16%
3. Neutral 12 24%
4. Disagree 7 14%
Total 50 100
Interpretation
CHART NO -2.19( b) –chart showing the acknowledge the work of the employees
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
63
TABLE NO -2.20 (A) – TABLE SHOWING THE OVER ALL COMPENSATION
PACKAGE

2. Agree 8 16%
3. Neutral 13 26%
4. Disagree 7 14%
Total 50 100
Interpretation
respondents are in the group of Strongly Disagree .
CHART NO -2.20 (b) – chart showing the over all compensation package
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
64
TABLE NO -2.21(A) – TABLE SHOWING THE SATISFACTION SALARY

2. Agree 8 16%
3. Neutral 14 28%
4. Disagree 7 14%
Total 50 100
Interpretation
CHART NO -2.21 (b) – chart showing the satisfactory salary
65
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
TABLE NO – 2.22 (A) – TABLE SHOWING THE GOOD JOB SECURITY

2. Agree 15 30%
3. Neutral 10 20%
4. Disagree 6 12%
Total 50 100
Interpretation
CHART NO -2.22 (b) – chart showing the good job security
66
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
TABLE NO -2.23 (A) – TABLE SHOWING THE OVERALL JOB SATISFACTION

1 Excellent 20 40%
2. Good 15 30%
3. Satisfied 5 10%
4. Average 5 10%
Total 50 100
Interpretation
CHART NO -2.23 (b) – chart showing the overall job satisfaction
67
160
140
120
100
80
60
40
20
0
1 2 3 4 5 6
SPSS : SOFTWARE PACKAGE FOR SOCIAL SERVICES
Chi-Square Test:
Null Hypothesis:
There is no significance difference between the age of the respondents and job security
of the respondents.
Alternative Hypothesis:
There is a significance difference between the age of the respondents and job security
of the respondents.
NPar Tests
Descriptive Statistics
Std. Percentiles
Deviati Minim Maximu 50th
N Mean on um m 25th (Median) 75th
age of the
10 34.30 8.845 22 45 25.00 33.50 44.25
respondents
job security of
10 72.20 10.315 55 90 65.00 72.00 79.00
the respondents
Frequencies
68
age of the respondents
Observed N Expected N Residual

22 1 1.2 -.2
25 2 1.2 .8
30 1 1.2 -.2
32 1 1.2 -.2
35 1 1.2 -.2
40 1 1.2 -.2
44 1 1.2 -.2
45 2 1.2 .8
Total 10
job security of the respondents
Observed N Expected N Residual

55 1 1.1 -.1
65 2 1.1 .9
66 1 1.1 -.1
70 1 1.1 -.1
74 1 1.1 -.1
75 1 1.1 -.1
77 1 1.1 -.1
85 1 1.1 -.1
90 1 1.1 -.1
Total 10
69
Test Statistics
age of the respondents job security of the respondents

Chi-Square 1.200a .800b
df 7 8
Asymp. Sig. .991 .999
a. 8 cells (100.0%) have expected frequencies less than 5. The minimum expected cell
frequency is 1.3.
b. 9 cells (100.0%) have expected frequencies less than 5. The minimum expected cell
frequency is 1.1.
CORRELATION
Null hypothesis:
There is no significance difference between welfare facilities and canteen facilities.
Alternate hypothesis:
There is a significance difference between the welfare facilities and canteen facilities.
70
Correlations
welfare facilities canteen facilities

of the respondents of the respondents
welfare facilities of the Pearson Correlation
respondents 1 .255
Sig. (2-tailed) .478
N 10 10
canteen facilities of the Pearson Correlation
respondents .255 1
Sig. (2-tailed) .478

N 10 10
71
RESULTS OF THE STUDY
72
3.1 FINDINGS
 It is founded that 24% of the respondents are in the age group of 30-35.
 I t is founded that 56% of the respondents belongs to female.
 It is founded that 28% of the respondents are extremely satisfied with the working
hours.
 I t is founded that 30% of the respondents are satisfied with working hours.
 I t is founded that 16% of the respondents are satisfied with the canteen facilities.
 It is founded that 30% of the respondents are extremely satisfied with promotion and
career development.
 It is founded that 34% of the respondents are satisfied with medical facilities.
 It is founded that 28% of the respondents are satisfied with the relationship with their
co-workers.
 It is founded that 28% of the respondents are satisfied with the tea time and relax time.
 It is founded that 40% of the respondents are satisfied with welfare facilities.
 It is founded that 30% of the respondents are satisfied with working environment.
 It is founded that 14% of the respondents are dissatisfied with the superior value of the
feedback.
 It is founded that 30% of the respondents are dissatisfied with the counselling program
conducted by AAI.
 It is founded that 20% of the respondents are dissatisfied with the top management
support.
 It is founded that 22% of the respondents are dissatisfied with working hours.
 It is founded that 30% of the respondents are highly satisfied with their experience
shared with their employees.
 It is founded that 28% of the respondents are highly satisfied with the reward and
appreciation.
 It is founded that 26% of the respondents are satisfied with the acknowledging the work
of the employees.
 It is founded that 24% of the respondents are satisfied with the overall compensation
package.
 It is founded that 28% of the respondents are satisfied with the satisfaction salary.
73
3.2 SUGGESTIONS
The Airport Authority of India has to take the necessary steps for improving the canteen
facilities and they should offer an opportunity to provide continuous feedback on getting
satisfaction in their work. So that the employees can be satisfied in their job.
74
3.3 CONCLUSION
The study analyses the various factors that leads to the Employees Satisfaction. In
Airport Authority Of India the employees are satisfied with the working environment
and then overall benefits offered to them. Thus , the employees are getting high
satisfaction in their job,
75
QUESTIONNAIRE
1. PERSONALINFORMATION:
 Name : -----------------------------------------------------------
 Age : a) 20-25 b) 25-30 c)30-35 d)35-40 e)above 40
 Gender : Male / Female
 Marital status – a) married b) unmarried
 Job Designation: -----------------------------------------------------------
2. How long you have been working in Airport authority of India?
a)1 - 5years b) 5 - 10 years c) 10 - 15years d) 15 - 20 years e) >20 years
3. Do you enjoy your company culture?
a) Strongly agree b)Agree c)Neutral d) Disagree e) Strongly disagree
4.Your view regarding the canteen facility provided by Airport authority of India?
5. Does the organisation offers an adequate opportunities for promotion and career
development?
a)Strongly agree b) Agree c)Neutral d) Disagree e) Strongly disagree
6. DO you have an necessary authority to perform your duties effectively?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
76
7. Your view regarding the medical facilities provided to the employees by Airport authority of
India?
a) Excellent b)Good c) Satisfied d) Average e) Below average
8. How is your relationship with co-workers?
9. Do you really enjoy / relax in your tea time and lunch time?
10. Does the organisation provides a good welfare facilities?
11. How is your working environment in AAI?
a)Excellent b)Good c) Satisfied d) Average e) Below average
12. Do your superior value your feedback?
13. Does the “Organization organizes counselling programs for the employees regularly”?
14. Does the employees are getting satisfied with the top management?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
15. Have you satisfied with your working hours?
16. Employees in Airport authority of India share their experience to help each other?
17. “Employees get appreciation and rewards if their desired works and talents are
accomplished”?.
18. Does the company recognize and acknowledge your work?
a) Strongly agree b) Agree c) Neutral d) disagree e) strongly disagree
19. Does the employees are getting satisfied with overall compensation package?
20. Company provides a satisfactory salary according to their work?
21. Does the employees feel a good job security in Air authority of India?
a) Strongly agree b) Agree c) neutral d) Disagree e) Strongly disagree
22. Your overall satisfaction as an employee?
77
Any Suggestion & Comments
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
QUESTIONNAIRE
1. PERSONALINFORMATION:
 Name : -----------------------------------------------------------
 Age : a) 20-25 b) 25-30 c)30-35 d)35-40 e)above 40
 Gender : Male / Female
 Marital status – a) married b) unmarried
 Job Designation: -----------------------------------------------------------
2. How long you have been working in Airport authority of India?
a)1 - 5years b) 5 - 10 years c) 10 - 15years d) 15 - 20 years e) >20 years
3. Do you enjoy your company culture?
4.Your view regarding the canteen facility provided by Airport authority of India?
5. Does the organisation offers an adequate opportunities for promotion and career
development?
a)Strongly agree b) Agree c)Neutral d) Disagree e) Strongly disagree
6. DO you have an necessary authority to perform your duties effectively?
7. Your view regarding the medical facilities provided to the employees by Airport authority of
India?
8. How is your relationship with co-workers?
78
9. Do you really enjoy / relax in your tea time and lunch time?
10. Does the organisation provides a good welfare facilities?
11. How is your working environment in AAI?
a)Excellent b)Good c) Satisfied d) Average e) Below average
12. Do your superior value your feedback?
13. Does the “Organization organizes counselling programs for the employees regularly”?
14. Does the employees are getting satisfied with the top management?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
15. Have you satisfied with your working hours?
16. Employees in Airport authority of India share their experience to help each other?
17. “Employees get appreciation and rewards if their desired works and talents are
accomplished”?.
18. Does the company recognize and acknowledge your work?
a) Strongly agree b) Agree c) Neutral d) disagree e) strongly disagree
19. Does the employees are getting satisfied with overall compensation package?
20. Company provides a satisfactory salary according to their work?
21. Does the employees feel a good job security in Air authority of India?
a) Strongly agree b) Agree c) neutral d) Disagree e) Strongly disagree
22. Your overall satisfaction as an employee?
79
Any Suggestion & Comments
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
80

Ponni Job Satisfaction

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Ponni Job Satisfaction

Uploaded by

Copyright:

Available Formats

A STUDY ON JOB SATISFACTION WITH REFERENCE TO AIRPORT

AUTHORITY OF INDIA (MEENAMBAKKAM AIRPORT).

(REG NO: 411718631016)

PRINCE SHRI VENKATESHWARA PADMAVATHY ENGINEERING COLLEGE

A SUMMER PROJECT REPORT

FACULTY OF MANAGEMENT SCIENCES

In partial fulfilment of the requirement

For the award of degree of

MASTER OF BUSINESS ADMINISTRATION

HUMAN RESOURCE MANAGEMENT

Certified that this project report titled “A STUDY ON EFFECTIVENESS JOB

SIGNATURE OF GUIDE SIGNATURE OF HOD

Mrs.S. Rathika, M.E.,M.B.A.,M.Phil.,𝑃̅̅̅ℎ𝐷̅ Mrs.S.RathikaM.E,M.B.A.,M.Phil.,𝑃̅̅̅ℎ𝐷̅

Department of Management studies Department of Management studies

Prince Shri Venkateshwara Padmavathy Prince Shri Venkateshwara Padmavathy

Engineering college Engineering College

Ponmar, Chennai-127 Ponmar, Chennai-127

Submitted to the project Viva- Voce held on ________________

Internal Examiner External Examiner

Place: Signature of the Student

Date: ( PONNI .G)

It is my privilege to record my sincere thanks to our chairman, DR. K. Vasudevan, M.A ,

CHAPTER PARTICULARS PAGE

1.2 INDUSTRIAL PROFILE 18

1.3 COMPANY PROFILE 23

1.4 NEED OF THE STUDY 30

1.5 OBJECTIVES OF THE STUDY 31

1.6 SCOPE OF THE STUDY 32

1.7 LITERATURE REVIEW 33

1.8 RESEARCH METHODOLOGY 39

1.9 LIMITATIONS OF THE STUDY 43

2 DATA ANALYSIS AND INTERPRETATIONS

2.1 DATA ANALYSIS AND INTERPRETATIONS 44

3 RESULTS OF THE STUDY

SNO TABLE OF THE CONTENT PAGE

2.1(A) TABLE SHOWING THE AGE OF THE RESPONDENTS 45

2.2(A) TABLE SHOWING THE GENDER OF THE 46

2.3(A) TABLE SHOWING THE WORKING EXPERIENCE OF 47

2.4(A) TABLE SHOWING THE COMPANY CULTURE

2.5(A) TABLE SHOWING THE RELATIONSHIP WITH 49

2.6(A) TABLE SHOWING THE CAREER AND PROMOTION 50

2.7(A) TABLE SHOWING THE AUTHORITY 51

2.8(A) TABLE SHOWING THE MEDICAL FACILITIES 52

2.9(A) TABLE SHOWING THE RELATIONSHIP WITH CO- 53

2.11(A) TABLE SHOWING THE WELFARE FACILITIES 55

2.12(A) TABLE SHOWING THE WORKING ENVIRONMENT 56

2.13(A) TABLE SHOWING THE SUPERIOR VALUE THE 57

2.14(A) TABLE SHOWING THE COUNSELLING PROGRAM 58

2.15(A) TABLE SHOWING THE SATISFACTION WITH THE TOP 59

2.16(A) TABLE SHOWING THE WORKING HOURS 60

2.17(A) TABLE SHOWING THE EXPERIENCED SHARED BY 61

2.18(A) TABLE SHOWING THE REWARDS AND 62

2.20(A) TABLE SHOWING THE OVERALL COMPENSATION 64

2.21(A) TABLE SHOWING THE SATISFACTORY SALARY 65

2.22(A) TABLE SHOWING THE GOOD JOB SECURITY 66

2.23(A) TABLE SHOWING THE OVERALL SATISFACTION 67

SNO TABLE OF THE CONTENT PAGE

2.1(B) CHART SHOWING THE AGE OF THE RESPONDENTS 45

2.2(B) CHART SHOWING THE GENDER OF THE 46

2.3(B) CHART SHOWING THE WORKING EXPERIENCE OF 47

2.4(B) CHART SHOWING THE COMPANY CULTURE

2.5(B) CHART SHOWING THE RELATIONSHIP WITH 49

2.6(B) CHART SHOWING THE CAREER AND PROMOTION 50