1

CHAPTER-I
INTRODUCTION

JOB INVOLVEMENT

The analysis of content and meaning of job involvement is an important

phenomenon in studying the commitment process. This concept has received the

attention of various researchers and it has been interpreted in different dimensions and

angles depending on the field of application. Hence there is a need to examine a few

interpretations of the concept for the purpose of present research and it would be

enlightened in the foregoing discussion.

Allport defined job involvement as the degree to which an individual is

actually participating in his or her job1. Thus it illustrates the participative perspectives

in work station.

Lodhal and Kejer attributed the concept of job involvement in terms of the

degree to which a person is identified psychologically with his work, the importance

of work in his total self image 2. The influence of work environment on job

involvement has received the attention of Farris. He referred to job involvement a

function of the interaction of a person with his environment.3

1
Allport ,G . W.”The Ego In Contemporary Psychology, “Psychological Review ,
Vol.50, 1943, Pp.451-478.

2
Kanungo, R. N. ”Measurement Of Job And Work Involvement,” Revisited,
Psychological Bulletin,Vol.86,1979.
3
Boal , K. And R. Cidambi , “Attitudinal Correlates Of Turnover And Absenteeism A
Meta –Analysis Paper Presented At The Meeting Of American Psychological
 2

Kanungo, Mishra Bayal examined the attitude of job involvement and reporte a

that it represents the degree to which the total jod situation is thought of being central

to one's life self concept.4

Saleh and Hosek identified four different interpretations for the concept of job

involvement. A person is involved when work to him is a central life interest, when he

actually participates in his job, when he perceives performance as central to his self

esteem.5

In order to give a clear-cut conceptual meaning to the concept of job

involvement Kanungo opined that job involvement can be viewed as a connective or a

belief state of I her needs in terms of extrinsic and intrinsic and the perception he or

she has about the need satisfying potentialities of job.6

Boal and Cidambi argued that the employees with a high level of job

involvement strongly identify with and really care about the kind of work they do on

Association , Toratc ,Canada ,1984.

4
Schaffer ,R.H.”Job Satisfaction Of Related To Need Satisfaction In Work,”
Psychological Monographs , Vol.67,No.17,1953,P.1364
5
Blum , M.N.”Industrial Psychology And Its Social Functions,”Harper , New York
1956.

6
Gilmer , B.H. “Industrial Psychology ,”Mac Graw Hill Book Co.,New York ,1966.
 3

their job. Further high levels of job involvement have been found to be related to

lower resignation rates.7

It could be seen clearly from the above discussion that job involvement is

different from organizational commitment. But job involvement seems to be one of

the components involvement and work involvement. It is brought into picture by

Kanungo. According to him, work involvement is a generalized cognitive state of

psychological identification with work, so far as work is perceived to have the

potential to satisfy one's needs and expectations, whereas job involvement refers to

specific cognitive belief state of psychological identification with the present job .

Moreover the background variables, personal , demographic variables by the

individual in specific socio-economic and cultural dimensions also affect job

involvement.

CHAPTER-II

REVIEW OF LITERATURE

7
smith , P.C.,L.M. Kendel And C.L.Hulin , “ The Measurement Of Satisfaction In
Work And Retirement ,” Randy Mc Nally , Chicago,1969.
 4

The analysis of various empirical studies on job involvement is a

significant determinant of workers commitment in any industrial social system. It is

attributed to the fact that the concept commitment consists of various components.

Out of them, job involvement seems to be a predominant factor in accelerating the

commitment process. Hence, there is a need to analyze the job involvement

behaviours of workers for the purpose of present research. It is brought under focus in

the foregoing discussion.

Lawler and Hall identified that the job involvement and job satisfaction

seems to be related significantly in respect of some job characteristics unlike job

satisfaction. However, job involvement was positively related to self-rated effort. 8

Schwyhartt and Smith reported from their study that there was a significant

relationship between job involvement and company satisfaction.9

Hammer and Tosi examined the relationship between role-stress and

ambiguity with job involvement. The result indicates that there was an inverse

relationship between rolls stress and job involvement.1 0

8
Lawler ,E.E. III. And Hall, D.T. “Relationship Of Job Characteristics To Job
Involvement ,Satisfaction And Intrinsic Motivation, “Journal Of Applied
Psychology,Vol.54,1970,pp.305-312.
9
Schwyhartt, W.R., And P.C. Smith ,”Factors In Job Involvement Of Middle
Managers,” Journal Of Applied Psychology , Vol.56,1972,pp.227-233.
10
Hammer ,W.C And H.C Tosi ,”Relationship Of Role Conflit And Role Ambiguity
To Job Involvement Measures”, Journal Of Applied Psychology ,Vol.59,1974,pp.497-
499.
 5

Jones, James and Bruni sampled 122 civil service and military

engineering employees in respect of analyzing their job involvement behaviours. The

result confirms that the high job involvement persons tended to have significantly

lower correlations between trust and leadership variables.1 1

Schuler examined job involvement in respect of individual and

organizational variables .They accounted for approximately 33 per cent of the

variance to job involvement as per the result of stepwise regression analysis. 1 2

Rabinowitz and Hall (1977) suggested that the relationships between job

involvement and personal situational characteristics and work outcomes are

approximately equal in size. This study explored the portions of common variance

shared with job involvement by combinations of personal and situational

characteristics and outcome variables. Correlation and regression generally supported

Rabinowitz and Hall's profile of the job-involved employee. Situational characteristics

and outcome variables are each found to display comparable amounts of common

variance with job involvement and considerably more than do personal

characteristics.1 3
11
Jones, A.P., L.R.James ,And J.R. Bruni ,” Perceived Leadership Behaviour And
Employee Confidence In The Leader As Moderate By Job Involvement ,” ”, Journal
Of Applied Psychology,Vol.60,pp.146-149.
12
Schalur, R.S. “Determinants Of Job Involvement , Individual Versus
Organizational : An Extension Of A Literature : Paper Presented The Meetings Of
The Academy Of Management , New Zealand,1975.

13
David F. Elloy , James E. Everett University of Western Australia Group
Organization Management June 1991 vol. 16 no. 2 160-177
 6

Catney sampled 80 elementary school teacher in order to study their job

satisfaction and job involvement. The result indicates that there is a significant

relationship between job satisfaction and job involvement in their teachers centre. 1 4

Kulkarni analyzed job involvement based on a sample of 92 indian

white collar workers. The study reported that high involvement group would assign

more important to motivational variables that the low involvement goup which was

not validated as per the empirical analysis is concerned.1 5

David P. Gustafson investigated the effect of commitment to the task

on role differentiation is small unstructured group particularly a collected sample of

252 students of business administration. The result of this study indicates individuals

who are committed to the task will be more likely to commitment performance high

on task will tend to like some other than task specialist.1 6

Catney, R.T.” A Study Of Relationship Among Job Satisfaction ,Teachers , Attitude

14

And Involvement In Teacher Center . Doctoral Dissertation. Sytacase University

Dissertation Abstracts International, Vol.38,No.5, 1979,P.2719.
15
Kulkarni , A.V “Job Involvement Ad Perceived Importance Of Job Factor ,Indian
Psychological Review ,Vol.13,No.2 ,1976 ,Pp.36-40.

16
David P. Gustafson , “Task Commitment And Role Differentiation,” Human
Relations, Vol. 26,No.5,1989,pp.219-236
 7

 This research aims to examine the relationship between organizational career

management(OCM) and job involvement(JI). We administrated surveys in five

enterprises and acquired a sample of 192 valid cases. Results show that the correlation

between OCM and JI is significant (α=0.01). Moreover, the correlation between the

four dimensions of OCM and JI is significant. Among the dimensions of OCM,

Promotion exhibits the highest correlation with JI whereas Focus on Training has the

lowest correlation with JI. Results show the vitality of the organizational career

management in organizations. The measures are the OCM scale developed by

Long(2002) which was based on Chinese native enterprises’ status and the JI scale

developed by Kanungo(1982).1 7

CHAPTER-III
RESEARCH DESIGN

OBJECTIVES OF THE STUDY

1.To examine the views on job involvement behavior of respondents.

2.To study the involvement of employee in the organization.

3.To find the level of job involvement perceived by employee of the organisation.

17
Study On The Relationship Between Organizational Career Management And Job
Involvement .Frontiers Of Business Research In China Publisher Higher Education
Press, Co-Published With Springer- Verlag Gmbh.ISSN1673-7326 (Print) 1673-7431
(Online) Issue. Volume 2, Number 1 / March, 2008. Pages 116-136 Subject Collection
Business And Economics. Springer Link Date Thursday, February 07, 2008
 8

RESEARCH:

‘Research’s a systematic and scientific activity to achieve the truth. Research includes

procedures of collecting data, analysis the data and finding the conclusion or truth.

RESEARCH METHODOLOGY:

‘Research Methodology ‘is a way of systematically solves the research problem. It is a

science of studying how the research is done successfully.

TITLE OF THE STUDY:

The title is the study on ‘Impact of job involvement on employee behaviour ’ at

Neyveli Lignite Corporation.

HYPOTHESIS:

1.There is significant different between respondents' views and job involvement

behaviour .

2. There is significant difference between respondents' views and supervisory level

intrinsic and extrinsic factors of job involvement.

METHODOLOGY:
 9

In this study NLC company is selected for the purpose present study. This study

aims at analyzing the performances of the NLC company mainly from the angle of

Human Resource Management and it is an explorative way of observing the existing

organizational atmosphere. Further , an attempt is made to analyze the factors that

influence organizational commitment by making specific focus on background

variables ,such as occupation, education and length of services.

SAMPLING:

In this study, the researcher has adopted stratified random sampling technique to

collect the data from the workers of NLC company. The stratification method is

adopted with a view to give due weightage to the respondents of different

occupational groups. In this study, 50 respondents are considered as sample unit.

DATA COLLECTION:

The researcher has collected the necessary secondary data and primary data by

adopting a well-structured interview schedule. The researchers has visited the NLC

company, Neyveli and approached the workers in their work divisions. Further ,he

could establish a good rapport with the workers. The respondents have extended full

cooperation in successful data collection. By and large the response was good and fair.
 10

DATA ANALYSIS

The collected data are classified and tabulated for showing empirical

requirement of the situation, The collection data are analyzed with the application of

statistical tools such as mean, chi-square test, Anova two way test and percentages.

1.Percentage analysis

pecentage refers to a special kind of ratio percentages are used in making

comparing between expectations, awareness and satisfaction with various other
factors
observed data

percentage= --------------------- x 100

sample size

2.Chi – square Test:

A family of probability distribution, differentiated by this degree of

freedom is used to test a member of different hypothesis about variances, proportions,
and distributional goodness of fit.

Chi-square test (χ 2 ) = Σ

Wherein,
O = Refers to the observed frequency
 11

E = Refers to the expected frequency

R = Refers to the number of rows
C = Refers to the number of columns

CHAPTER-IV

COMPANY PROFILE

Neyveli Lignite Corporation Limited (NLC) was incorporated in 14th

November of the year 1956 as a private limited company under the house of

Government of India (GOI). It went to public in 7th March of the year 1986.

The main core activity of NLC is lignite excavation and power generation

using lignite excavated. NLC is having three lignite mines named as Mine I, Mine
 12

II and Mine IA. Also raw lignite is being sold to small-scale industries to use it as

fuel in their production activities. Also the company provide consultancy in Mining

& Power Sector. In the year 1986, a supplementary feasibility report for first mine

expansion and a report on setting up a Power Station of 2 x 210 MW were

submitted to the Government of India.

The Company along with Engineers India Ltd had entered into a contract

with Gujarat Mineral Development Corporation for monitoring expansion of

Panandhro mine including construction, supervision, Cost monitoring, inspection

and approval of drawing etc. The 400 KV transmission system viz., 400 KV line

between Neyveli-Chennai, 400 KV line between Neyveli-Pondicherry along with

the switching stations/sub-stations were commissioned in the year 1987. In the year

1988, an agreement was entered into with ICB of India for the preparations of the

techno feasibility report for revamping the urea plant in consultation with the

original supplier, viz., Technimont, Italy. Four electro static precipitators were

erected and commissioned in thermal power station-I during the year of 1990. In

the same year of 1990, the 170 Km. long Neyveli-Salem second circuit 400 KV

line was commissioned and also the second 315 MVA transformer at Udamalpet

sub-station was also commissioned. During the year 1993, a contract was signed

with M/s. PDIL, Sindri for installation & Commissioning of an efficient treatment

plant for the fertilizer factory. Two Electro Static precipitators of the company

were commissioned in Boiler-4 and 7A in the period of 1995. During the year

1996, the company had received a sanction for the addition of 2 units of 210 MW

each in thermal power station-I and also in identical year, Bucket wheel excavator
 13

was released for rejuvenation works. The Corporation had take up a sizeable equity

stake in the 250 MW lignite-based power project in the year 1998 being established

at Srimushnam in the state by Tamil Nadu Industries Captive Power Company Ltd

(Ticapco), a subsidiary of BSES Ltd. NLC had entered into an agreement with ST-

CMS, an US power generating private company in the year 1999 to set up a 250

mw thermal power station here and to supply lignite. In the year 2000, the

company had transferred its Power Transmission System to Power Grid

Corporation of India Ltd. Power Finance Corporation (PFC) has committed to

extending a loan of Rs 1,000 corer to the Neyveli Lignite Corporation (NLC) for

its Mine-II and TPS-II expansion project in the year 2001. During the year 2002,

NLC had signed a MoU with Rajasthan government to set-up a lignite-based

thermal power station at Barsinger in Bikaner district and also in the same year, the

company had unveiled two new units (the first 210-MW unit of TPS-1 and the

fourth overburden system of Mine-1A project).

The Company had entered into MOU with Tamil Nadu Electricity Board for

setting up of 100 MW Thermal Power Station in the year 2003 at Tuticorin in

Tamil Nadu. During the year 2004, NLC bagged an ISO quality certification and

made a tie up with the Oil & Natural Gas Corporation Ltd (ONGC). The Company

had entered into a MoU with Rural Electrification Corporation in the year 2005 for

funds up to Rs 2,500 core and also in the same year made a Joint Venture

agreement with Tamil Nadu Electricity Board. During August of the year 2006, the

corporation had signed a MOU with the Government of Gujarat for establishing an

integrated Lignite Mine of 8 million tons per annum linked to power project of
 14

1000 Mega Watt in South Gujarat in First phase, to be enhanced to 1500 Mega

Watt in second phase with linked mine capacity of 12 million tons per annum at a

cost of Rs.7500 cores. As at July 2007, the company had entered into a joint

venture agreement (JVA) with Mahanadhi Coal Fields, a subsidiary of Coal India,

and Hindalco Industries for developing and mining Talabira II & III coal blocks. In

May of the year 2008, the Government of India had accorded approval for

development of 1,000 MW (2 X 500 MW) coal based thermal power project at

Tuticorin, Tamil Nadu. Neyveli Lignite (NLC) along with Northern Coalfields

(NCL) plans to invest Rs 52 billion for setting up a 1,000 mw pit-head power

station at Gorbi mines in the Singrauli Coalfields. The project also includes mine

development. The two PSUs have already signed a memorandum of understanding

(MoU). The two companies would be setting up a 50:50 special purpose vehicle for

the pit-head power unit and mine development.

CHAPTER V
DATA ANALYSIS AND INTERPRETATION

DISTRIBUTION OF REPONDENTS BY THEIR AGE

(TABLE 5.1)

AGE FREQUENCY PERCENTAGE

18-23 0 0
 15

24-29 4 8.0

30-34 10 20.0

35 & above 36 72.0

Total 50 100

Inference:

It is observed from the above table shows that none of the respondents are

present between 18-23, 8% of the respondents belongs to 24-29 years,20% of the

respondents belongs to 30-34,72% of the respondents belongs to above 35 years of the

age.

From the analysis, it is concluded that maximum of the respondents are

35years and above .

CHART 5.1
 16

Age

80

70

60

50

40 Age
7200%
30

20

10 2000%
0% 800%
0
18-23 24-29 30-34 35&above

DISTRIBUTION OF REPONDENTS BY THEIR SEX

(TABLE 5.2)
 17

SEX FREQUENCY PERCENTAGE

Male 28 56

Female 22 44

Total 50 100

Inference:

It is identified from the above table shows that out of 50 respondents

56% of the respondents belong to male category and 44% of the respondents belong to

female category.

From the analysis, it is concluded that maximum of the respondents are

prefer belong to male category.

CHART 5.2
 18

Gender

44% Male
Female

56%

DISTRIBUTION OF RESPONDENTS OF THEIR MARITAL STATUS

(TABLE5.3)

STATUS FREQUENCY PERCENTAGE

 19

Single 5 10.0

Married 45 90.0

Total 50 100

Inference:

It is identified from the above table infers that 10% are single and 90% are

married.

It is concluded from the above analysis, the maximum(90%) of the

respondents who are married.

CHART 5.3
 20

Marital Status

10%

Single
Married

90%

DISTRIBUTION OF RESPONDENTS BASED ON WORKING

EXPERIENCE

(TABLE 5.4)
 21

EXPERIENCE FREQUENCY PERCENTAGE

Less than 3 years 6 12.0

3-9 years 10 20.0

10-16 years 22 44.0

16 & above 12 24.0

Total 50 100

Inference:

It is inferred from the above table that the work experience of the

respondents less than 3 years are 12%, 3-9years are 20%, 10-16 years are 44% and

16above are 24%.

It is analyzed that most of the respondents have a working experience of

10-16years (44%).

CHART 5.4
 22

Experience
45 4400%

40

35

30

25
2400% Experience
20 2000%

15 1200%

10

0
Less than 3years
3-9 years
10-16 years
16 & above

DISTRIBUTION OF RESPONDENTS BASED ON THEIR

EDUCATIONAL QUALIFICATION
 23

(TABLE 5.5)

QUALIFICATION FREQUENCY PERCENTAGE

HSC & Below 6 12.0

ITI & Diploma 6 12.0

Graduates 28 56.0

Post Graduates 10 20.0

Total 50 100

Inference:

It is inferred that most of the respondents are graduates 56%, some of them are

postgraduates 20%, and ITI & Diploma and HSC & Below are 12% each.

CHART 5.5
 24

Qualification

12%
20%

12%
HSC&Below
ITI&Diploma
Graduates
Post Graduates

56%

DISTRIBUTION OF RESPONDENTS ON THE BASIS OF

PERFORMANCE IN PRESENT JOB

(TABLE 5.6)
 25

PERFORMANCE NO OF RESPONDENTS PERCENTAGE

Highly satisfied 20 40.0

Satisfied 26 52.0

Neutral 4 8.0

Dissatisfied 0 0

Highly Dissatisfied 0 0

Total 50 100

Inference:

It is inferred that half of the respondents are satisfied with their performance in

present job 52%, 40% say highly satisfied and 8% say neutral. None of the

respondents are dissatisfied.

It is concluded from the above analysis that majority of them says satisfied

(52%)

CHART 5.6
 26

Performance

60

50

40

Performance
30
5200%

4000%
20

10

800% 0% 0%

0
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

DISTRIBUTION OF RESPONDENTS BASED ON WORK

ATMOSPHERE
 27

(TABLE 5.7)

WORK ATMOSPHERE NO OF RESPONDENTS PERCENTAGE

Yes 32 64.0

No 18 36.0

Total 50 100

Inference:

It is inferred from the above table that 64% of the respondents say yes, 36%

say no.

It is concluded from the above analysis that majority of them say yes (64%).

CHART 5.7
 28

Work Atmosphere

36%

Yes
No

64%

DISTRIBUTION OF RESPONDENTS BASED ON MODE OF

TRANSPORT TO WORK PLACE

(TABLE 5.8)

MODE OF TRANSPORT NO. OF RESPONDENTS PERCENTAGE

 29

Own Vehicle 40 80.0

Public Transportation 0 0

Company Vehicle 6 12.0

Others 4 8.0

Total 50 100

Inference:

It is estimated that respondents using own vehicles are 40%, people using

public transport are nil, company vehicle are 12% and others 8%.

It is analyzed that most of the respondents prefer own vehicle(80%).

CHART 5.8
 30

Mode of transport
8000%
80

70

60

50

40
Mode of transport
30

20

10 1200%

800%
0%
0
e
hicl r t
Ve po
n s cle
Ow an hi rs
Tr Ve
he
lic ny O t
b a
Pu m
p
Co

DISTRIBUTION OF RESPONDENTS BASED ON UNDERSTANDING

VERBAL AND WRITTEN INSTRUCTIONS.

(TABLE 5.9)

UNDERSTANDING NO. OF RESPONDENTS PERCENTAGE

To a great extent 22 44.0

 31

To some extent 26 52.0

To very little extent 2 4.0

Not at all 0 0

Total 50 100

Inference:

It is inferred that respondents are able to understand verbal and written

instruction to a great extent 44%, to some extent 52%, to very little extent 4% and not

at all is nil.

It is concluded from the above analysis that majority of them say to some

extent(52%)

CHART 5.9
 32

Understanding
60

5200%
50
4400%

40

Understanding
30

20

10
400%
0%
0
To great extent To some extent To very little extent Not at all

DISTRIBUTION OF RESPONDENTS BASED ON PROMOTION OF

INSTITUTIONAL REPUTATION.

(TABLE 5.10)

INSTITUTIONAL NO OF RESPONDENTS PERCENTAGE

REPUTATION
 33

Highly satisfied 2 4.0

Satisfied 32 64.0

Neutral 14 28.0

Dissatisfied 2 4.0

Highly Dissatisfied 0 0

Total 50 100

Inference:

It is inferred that most of the respondents are satisfied with their promotion of

institutional reputation is 64%, 4% say highly satisfied and 28% say neutral,4% are

dissatisfied and none of them are highly dissatisfied.

It is concluded from the above analysis that majority of them says satisfied

(64%).

CHART 5.10
 34

Promotion of institutional reputation

70 6400%

60

50

40
Promotion of institutional
2800% reputation
30

20

10 400% 400%
0%
0
d d l d d
fie fie ra fie fie
s s eut s s
ati Sa
ti N ati ati
yS ss iss
l Di D
gh ly
Hi igh
H

DISTRIBUTION OF RESPONDENTS BASED ON ORGANIZATION

INTERPRETS INSTITUTION POLICIES AND PROCEDURES.

(TABLE 5.11)
 35

INTERPRET NO OF RESPONDENTS PERCENTAGE

Strongly Agree 7 14.0

Agree 28 56.0

Undecided 11 22.0

Disagree 4 8.0

Strongly Disagree 0 0

Total 50 100

Inference:

From the above table it is inferred that the practice given to the participants

during session evaluated based on the response given by the respondents as Strongly

agreed is 14%, Agreed is 56%, Undecided is 22%,Disagreed is 8% and Strongly

Disagree is nil.

It is concluded from the above analysis that majority of them says agree(56%)

CHART 5.11
 36

Interpret

14%
8%

22%
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree

56%

DISTRIBUTION OF RESPONDENTS BASED ON INTEREST

TOWARDS LIBRARY SERVICE.

(TABLE 5.12)

LIBRARY SERVICE NO. OF RESPONDENTS PERCENTAGE

To a great extent 4 8.0

 37

To some extent 36 72.0

To very little extent 10 20.0

Not at all 0 0

Total 50 100

Inference:

It is inferred that respondents give their opinion on organization keen interest in

library service to a great extent 8%, to some extent 72%, to very little extent 20% and

not at all is nil.

It is concluded from the above analysis that majority of them says to some

extent(72%).

CHART 5.12
 38

Library Service

8%

20%

To a great Extent
To some extent
To very little extent
Not at all

72%

DISTRIBUTION OF RESPONDENTS BASED ON ORGANIZATION

FOCUS ON DICIPLINING EMPLOYEES.

(TABLE 5.13)

DISCIPLINING EMPLOYEES NO. OF RESPONDENTS PERCENTAGE

 39

To a great extent 15 30.0

To some extent 31 62.0

To very little extent 4 8.0

Not at all 0 0

Total 50 100

Inference:

It is inferred that respondents give their opinion on organization focus on

discipling to a great extent 30%, to some extent 62%, to very little extent 8% and not

at all is nil.

It is concluded from the above analysis that majority of them says to some

extent(62%)

CHART 5.13
 40

DISCIPLINING EMPLOYEES
70

6200%
60

50

40
DISCIPLINING EMPLOYEES

3000%
30

20

10 800%

0%
0
To a great extent To some extent To very little extent Not at all

DISTRIBUTION OF RESPONDENTS BASED ON SATISFACTION OF

JOB PERFORMANCE EVALUATION MENTHODS.

(TABLE 5.14)

PERFORMANCE NO OF RESPONDENTS PERCENTAGE

 41

Highly satisfied 2 4.0

Satisfied 29 58.0

Neutral 16 32.0

Dissatisfied 3 6.0

Highly Dissatisfied 0 0

Total 50 100

Inference:

It is inferred that most of the respondents are satisfied with their job evaluation

methods is 58%, 4% say highly satisfied and 32% say neutral,6% are dissatisfied and

none of them are highly dissatisfied.

It is concluded from the above analysis that majority of them says satisfied

(58%)

CHART 5.14
 42

PERFORMANCE

60

50

40

Satisfaction

30 5800%

20
3200%

10

600%
400%
0
Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

DISTRIBUTION OF RESPONDENTS BASED ON STYLE OF

SUPERVISION MADE BY SUPERVISOR.

(TABLE 5.15)
 43

STYLE OF NO OF RESPONDENTS PERCENTAGE

SUPERVISION

Highly satisfied 12 24.0

Satisfied 25 50.0

Neutral 10 20.0

Dissatisfied 3 6.0

Highly Dissatisfied 0 0

Total 50 100

Inference:

It is inferred that most of the respondents are satisfied with style of supervision

made by supervisor is 50%, 24% say highly satisfied and 20% say neutral,6% are

dissatisfied and none of them are highly dissatisfied.

It is concluded from the above analysis that majority of them says satisfied

(50%)

CHART 5.15
 44

Style of supervision

6%

24%

20%

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

50%

DISTRIBUTION OF RESPONDENTS BASED ON PREPLANNING

WORK SCHEDULE FRAMED IN OUR DEPARTMENTS.

(TABLE 5.16)

PREPLANNING NO OF RESPONDENTS PERCENTAGE

 45

Highly satisfied 8 16.0

Satisfied 34 68.0

Neutral 6 12.0

Dissatisfied 2 4.0

Highly Dissatisfied 0 0

Total 50 100

Inference:

It is inferred that most of the respondents are satisfied with preplanning

work schedule framed in our department is 68%, 16% say highly satisfied and 12%

say neutral,4% are dissatisfied and none of them are highly dissatisfied.

It is concluded from the above analysis that majority of them says satisfied

(68%).

CHART 5.16
 46

Preplanning

70

60

50

40 Preplanning
6800%

30

20

10 1600%
1200%
400% 0%

0
Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

DISTRIBUTION OF RESPONDENTS BASED ON JOB ORIENTED

CONSCIOUSNESS.

(TABLE 5.17)

JOB ORIENTED NO. OF RESPONDENTS PERCENTAGE

 47

To a great extent 6 12.0

To some extent 28 56.0

To very little extent 10 20.0

Not at all 6 12.0

Total 50 100

Inference:

It is inferred that respondents are able to provide job oriented consciousness

a great extent 12%, to some extent 56%, to very little extent 20% and not at all is

12%.

It is concluded from the above analysis that majority of them says to some

extent(56%).

CHART 5.17
 48

Job Oriented Consciousness

Not at all 1200%

To very little extent 2000%

Job Oriented Consciousness

To some extent 5600%

To a great extent 1200%

0 10 20 30 40 50 60

DISTRIBUTION OF RESPONDENTS BASED ON ENHANCEMENT

EFFICIENCY OF THE EMPLOYEES.

(TABLE 5.18)
 49

ENHANCEMENT NO OF RESPONDENTS PERCENTAGE

Strongly Agree 7 14.0

Agree 31 62.0

Undecided 12 24.0

Disagree 0 0

Strongly Disagree 0 0

Total 50 100

Inference:

From the above table it is inferred that enhancement efficiency of the

employees based on the response given by the respondents as Strongly agreed is 14%,

Agreed is 62%, Undecided is 24%,Disagreed and Strongly Disagree is nil.

It is concluded from the above analysis that majority of them says agree (62%).

CHART 5.18
 50

Enhancement

Stongly Disagree 0

Disagree 0%

Enhancement
2400%
Undecided

62
Agree

14
Stongly agree

0 10 20 30 40 50 60 70

DISTRIBUTION OF RESPONDENTS BASED ON ORGANIZATION

HELP TO ACHIEVE GOALS.

(TABLE 5.19)
 51

ACHIEVE GOALS NO. OF RESPONDENTS PERCENTAGE

To a great extent 15 30.0

To some extent 30 60.0

To very little extent 5 10.0

Not at all 0 0

Total 50 100

Inference:

It is inferred that respondents are having organizational help to achieve goals

at a great extent 30%, to some extent 60%, to very little extent 10% and not at all is

nil.

It is concluded from the above analysis that majority of them says to some extent

(60%)

CHART 5.19
 52

Achieve Goal

Not at all 0

To very little extent 10

Achieve Goal

To some extent 60

To a great extent 30

0 10 20 30 40 50 60

DISTRIBUTION OF RESPONDENTS BASED ON SATISFACTION OF

EMPLOYEE NEEDS.

(TABLE 5.20)
 53

SATISFACTION NO. OF RESPONDENTS PERCENTAGE

To a great extent 11 22.0

To some extent 20 40.0

To very little extent 10 20.0

Not at all 9 18.0

Total 50 100

Inference:

It is inferred that respondents are getting their needs from organization at a

great extent 22%, to some extent 40%, to very little extent 20% and not at all is 18%.

It is concluded from the above analysis that majority of them says to some

extent (40%)

CHART 5.20
 54

Satisfaction
45

4000%
40

35

30

25 Satisfaction
2200%
2000%
20
1800%

15

10

0
To a great extent To some extent To very little extent Not at all

ANALYSIS USING CHI-SQUARE METHOD

THE ANALYSIS IS DONE FOR OVERALL FACTORS.

Chi-Square Test

Frequencies
 55

Age
Observed N Expected N Residual
24-29 4 16.7 -12.7
30-35 10 16.7 -6.7
35above 36 16.7 19.3
Total 50

Gender
Observed N Expected N Residual
male 28 25.0 3.0
female 22 25.0 -3.0
Total 50

Marital Status
Observed N Expected N Residual
single 5 25.0 -20.0
married 45 25.0 20.0
Total 50

Experience
Observed N Expected N Residual
less than 3years 6 12.5 -6.5
3-9 10 12.5 -2.5
10-16 22 12.5 9.5
16above 12 12.5 -.5
Total 50
 56

Educational
Observed N Expected N Residual
HSC snd below 6 12.5 -6.5
ITI\Diploma 6 12.5 -6.5
Graduates 28 12.5 15.5
PostGraduates 10 12.5 -2.5
Total 50

Performance
Observed N Expected N Residual
Highly 20 16.7 3.3
Satisfied
Satisfied 26 16.7 9.3
Neutral 4 16.7 -12.7
Total 50

Work Atmosphere
Observed N Expected N Residual
yes 32 25.0 7.0
no 18 25.0 -7.0
Total 50

Mode Of Transport
Observed N Expected N Residual
own vehicle 40 16.7 23.3
company 6 16.7 -10.7
vehicle
others 4 16.7 -12.7
Total 50
 57

Verbal And Written

Observed N Expected N Residual
To a great extent 22 16.7 5.3
To some Extent 26 16.7 9.3
To very Little 2 16.7 -14.7
Extent
Total 50

Institutional Reputation
Observed N Expected N Residual
highly satisfied 2 12.5 -10.5
satisfied 32 12.5 19.5
neutral 14 12.5 1.5
dissatisfied 2 12.5 -10.5
Total 50

Interpret Policies
Observed N Expected N Residual
strongly agree 7 12.5 -5.5
agree 28 12.5 15.5
undecided 11 12.5 -1.5
disagree 4 12.5 -8.5
Total 50

Library Service
Observed N Expected N Residual
to a great extent 4 16.7 -12.7
to some extent 36 16.7 19.3
To very little 10 16.7 -6.7
extent
Total 50
 58

Diciplining Employees
Observed N Expected N Residual
to a great extent 15 16.7 -1.7
to some extent 31 16.7 14.3
to very little 4 16.7 -12.7
extent
Total 50

Job Performance Evaluation

Observed N Expected N Residual
highly saisfied 2 12.5 -10.5
satisfied 29 12.5 16.5
neutral 14 12.5 1.5
dissatisfied 5 12.5 -7.5
Total 50

Supervision
Observed N Expected N Residual
highly satisfied 12 12.5 -.5
satisfied 25 12.5 12.5
neutral 10 12.5 -2.5
dissatisfied 3 12.5 -9.5
Total 50

Preplanning
Observed N Expected N Residual
highly satisfied 8 12.5 -4.5
satisfied 34 12.5 21.5
neutral 6 12.5 -6.5
dissatisfied 2 12.5 -10.5
Total 50
 59

Job Oriented Consciousness

Observed N Expected N Residual
to a greater 6 12.5 -6.5
extent
to some extent 28 12.5 15.5
to very little 10 12.5 -2.5
extent
not at all 6 12.5 -6.5
Total 50

Enhances Efficiency
Observed N Expected N Residual
strongly agree 7 16.7 -9.7
agree 31 16.7 14.3
undecided 12 16.7 -4.7
Total 50

Achieve Goals
Observed N Expected N Residual
to a great extent 15 16.7 -1.7
to some extent 30 16.7 13.3
to very little 5 16.7 -11.7
extent
Total 50

Satisfy Employee Needs

Observed N Expected N Residual
to a great extent 11 12.5 -1.5
to some extent 20 12.5 7.5
to very little 10 12.5 -2.5
extent
not at all 9 12.5 -3.5
Total 50
 60

Test Statistics

Job Performance Evaluation

Job Oriented Consciousness

Satisfy Employee Needs

Disciplining Employees
Institutional Reputation

Enhances Efficiency
Verbal And Written
Mode Of Transport
Work Atmosphere

Interpret Policies

Library Service

Achieve Goals
Marital Status

Performance

Preplanning
Supervision
Educational
Experience
Age

Gender
Chi-Square

34 . 32 11 26 15. 3.9 49. 19. 48. 27. 34. 22. 35. 20. 50. 26. 19. 19. 6.16
b
.7 72 .0 .1 .4 52 20 120 840 240 600 720 120 280 24 80 480 240 000 0c
20 0b 00 20 80 0a a a c c a a c
0c 0c c a a

a b c c

2 1 1 3 3 2 1 2 2 3 3 2 2 3 3 3 3 2 2 3
df
Asymp. Sig.

. . . . . . . . . . . . . . . . . . . .104
00 39 00 01 00 00 048 000 000 000 000 000 000 000 00 00 000 000 000
0 6 0 1 0 0 0 0

a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 16.7.

b. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 25.0.

c. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 12.5.

Inference:

From the above analysis we infer that the over all impact of job

involvement is good and effective

CHAPTER VI
 61

FINDINGS AND CONCLUSION

The findings of the present study lead to the following concluding remarks and

suggestions.

The survey wise analysis of respondents' job involvement shows that

respondents have high level of job involvement behaviour with respect to participation

in keen interest towards implementing library services, direct supervision, the working

atmosphere and promotion of institutional reputation. The respondents have moderate

level of job involvement behaviour with respect to interpreting institution policies and

procedures, displining employees, preplanning work schedule and enhancing the

efficiency of the organization. The respondents have low level of job involvement

behaviour with respect to job performance evaluation, satisfaction of employees

needs, job oriented consciousness, achieving goals of organization, following written

and verbal instructions and satisfaction of employees needs.

 62

SUGGESTIONS

1. Efforts should be made to increase the job involvement behaviour particularly

towards achieving the goals of the organization.

2.Some workers feel that freedom at the workplace is not adequate to carry out

difficult assignments. Hence management should give adequate freedom to the

workers in executing difficult jobs.

3.The workers should be given adequate scope to show their skills.

4. In order to increase the quality of work, the workers sentiments and feelings should

be taken into account in provision of welfare facilities .

5. Efforts should be made to increase the physical working conditions in the

workplace.

6.The workers should be given incentives in their increased production capacity.

7.Efforts should be made to protect the employees against victimization.

8.The management should develop job oriented consciousness among the employees.
 63

9.The management should promote the health of the workers by increasing the

efficiency of health care services and efficiency.

10.The management should promote collective bargaining processes in settlement of

industrial dispute.
 64

ANNEXURE I

BIBLOGRAPHY

1. Andrews,F.M and Withey , S.B(1976).social indicators of well-being: American’

perceptions of life quality. New York: plenium press.

2. Argyris, c. (1987) . personality and organization: the conflict between system and

individual . new York : garland publishers , inc.

3.deci , E.l. and ryan , r.m. (1985).intrinsic motivation and self- determination in

human behaviour . . New York: plenium press.

4 .Davies, L.E.,Levine ,m.f. and taulor, j.c (1984). Defining quality of work life .

human relations.37 (1),81-104.

5. Hart P.M. (1994). Teacher quality of work life : integrating work experiances,

psychological distress and morale. Journal of occupational.

6. Hartenstein, A and Huddleston, K.F (1984). Values: The cornerstone of QWL,

Training and Development Journal, October 65-67.

 65

7. Herzberg, F. (1976). The managerial choice: to be efficient and to be human

Homewood. Illinois: Dow Jones-Irwin.

8..Landy F. J. (1989) Psychology of work behaviour. (4th ed.).Belmant,

California:Brooks/Cole Publishing Company.

9. Lawler, E.E. III (1975) .Measuring the psychological quality of working life: the

why and how of it .In Davis,L.E. and Cherns,a.B(eds.). he quality of working life.

Volume 1: Problems,Prospects and state of the art New York. The Free Opress.

10. Lawler, E.E III (1975). Measuring the psychological quality of working life: the

why and how of it. In Davis, L.E. and Cherns,A.B.(eds). The quality of working life.

Volume 1. Problems,Prospects and the state of the art. New York.

11. Mirvis,P.H (1980) The art of assessing the quality of life at work : a personal

essay with notes. In Lawler,E.E., Nadler,D.a. and Cammann,C.(eds). Organizational

assessment .New York :John Wiler ans Sons.

12. Oshagbemi,T(1999). Overall job satisfaction :how good are single versus

multiple-item measures? Journal of managerial Psychology,14(5),388-403.

13.Schachter,S and Singer,J.e.(1962). Cognitive,social and physiological daterminants

of emotional state.Pscychological Review,60(5),379-399.

 66

14. Schachter, R.H .(`953).job involvement as related to need involvement in work.

15.Seashore.S.E(1975). Defining and measuring the quality of working life. In

Davis,L.E and Cherns,A.B(eds). the quality of working life. Volume 1:

problems,prospects an the state of the art. Newyork.The Free Press.

16.Sheppard,H.L.(1975). Some indicators of quality of working life: a simplified

approach to measurement. In Davis,L.E and Chins,A.B (eds.). The quality of working

life. Volume 1:Problems ,procpects and the state of the art.Newyork:The Free Press.

17.Sirgy,M.J., Efraty,D., Siegel,P. and Lee,D-J.(2001). A new measure of qualityof

work life(QWL) based on need satisfaction and spillover thepries, social indicators

research,55,241-302.

18.Warr P.B. (1987). job characteristics and mental Health. In Warr, P. pscchology at

work. London.Penguin books.

19.Mutherjee , R. (1989). The quailty of life: Valuation in societal research. New

Delhi: Sage Publications.

 67

20.Moen,P. (2000). Effective worklife strategies: working couples, work conditions,

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Websites

www.scribd.com
www.personnelmanagement.com
www.yahoo.com
www.google.com
www.wikipedia.org
 68

ANNEXURE II

QUESTIONNAIRE

IMPACT OF JOB INVOLEMENT ON EMPLOYEE BEHAVIOUR AT

NLC

1. Personal Details :-
a. Name : __________________________

b. Department : __________________________

c. Designation : __________________________

d. Age
18-23 24-29
30-35 35 & Above

e. Gender
Male Female

f. Marital Status
Single Married

g. Year of Experience
Less than 3 yrs 3-9 yrs
10-16 yrs 16 & Above

h. Educational Qualification:

 HSG & below  ITI/Diploma

 Graduates  Post graduates
 69

2. My performance in the present job is found to be ?

Highly satisfied Satisfied
Neither Satisfied not Dissatisfied Dissatisfied
Highly Dissatisfied

3. Do you find the work atmosphere interesting?

Yes No

4. The Mode of transportation to work place ?

Own vehicle Public transportation
Company Vehicle Others

5. Are you able to follow the verbal and written instructions?

O To a great extent
O To some extent
O To very little extent
O Not at all

6. The methodology used for Promotion of institutional reputation are

found to be ?
O Highly satisfied
O Satisfied
O Neither Satisfied not Dissatisfied
O Dissatisfied
O Highly Dissatisfied

7. The organization Interpret institution policies and procedures .

O Strongly Agree
O Agree
O Undecided
O Disagree
O Strongly Disagree
 70

8. Does the organization show Keen interest towards implementing

library services ?
O To a great extent
O To some extent
O To very little extent
O Not at all

9. Does the organization focus on Diciplining employees ?

O To a great extent
O To some extent
O To very little extent
O Not at all

10.Are you satisfied with the Job performance evaluation methods ?

O Highly satisfied
O Satisfied
O Neither Satisfied not Dissatisfied
O Dissatisfied
O Highly Dissatisfied

11.The style of supervision made by your supervisor is found to be ?

O Highly satisfied
O Satisfied
O Neither Satisfied not Dissatisfied
O Dissatisfied
O Highly Dissatisfied

12.The Preplanning work schedule framed in our department is ?

O Highly satisfied
O Satisfied
O Neither Satisfied not Dissatisfied
O Dissatisfied
O Highly Dissatisfied

13.Does the organization provide Job oriented consciousness?

 71

O To a great extent
O To some extent
O To very little extent
O Not at all

14.The organization enhances efficiency of the employees .

O Strongly Agree
O Agree
O Undecided
O Disagree
O Strongly Disagree

15.Does the organization help you to Achieve goals ?

O To a great extent
O To some extent
O To very little extent
O Not at all

16.Does the organization Satisfy the employee needs ?

O To a great extent
O To some extent
O To very little extent
O Not at all

Any Comments

…………………………………………………………………………

…………………………………………………………………………

…………………………………………………………………………

THANK YOU