Proceedings of the International Conference on Intelligent Sustainable Systems (ICISS 2017)

IEEE Xplore Compliant - Part Number:CFP17M19-ART, ISBN:978-1-5386-1959-9

FITTING A LINEAR REGRESSION EQUATION FOR THE IMPACT OF EMPLOYEE

SATISFACTION ON NON – MONETORY BENEFITS
Dr. J. Sethuraman1, Dr.C.Vijayabanu2, C.Therasa3, A.Bhavishya4
1,2,3
Faculty, School of Management, SASTRA University
4
MBA Student, School of Management, SASTRA University
Thirumalaisamudrum, Thanjavur, Tamil Nadu, India
Email: sethuraman@mba.sastra.edu
Email: therasa@mba.sastra.edu
Email: bhavishyaasokan12@gmail.com

ABSTRACT

In today’s scenario it’s essential for Keywords: Employee satisfaction, non –

employee retention and employee
productivity. Employees work with
commitment and genuineness leads the
organization to achieve its goals. The study
diagnose that employee satisfaction on non –
monetary benefits will lead to run a
successful business. The scope of this study
is to exhibit that to what extent the
employees are very satisfied with non –
financial benefits provided by the company.
The study was mainly focused on the factors
like safety, pick up, drop up, cab supervisor
details like his responsibility, politeness and
reachability, driver details like his
responsibility and grooming, quality
services and maintenance, query resolution
and emergency preparedness. The reason of
this paper is to identify the employee
satisfaction on GSO Transport facility
provided by the company and to find out the
factors which affect the employee
satisfaction. The study was measured with
the help of questionnaire. Sample of 210
respondents have been collected in the area
Chennai. Relationships between responses
was assessed and presented using tables and
graphs and analysis was done using SPSS.
Frequency distribution, Chi - square and
regression analysis tools are used for
interpreting the results. Result of this paper
is employees are fairly motivated through
non – monetary benefits.
financial benefits, Transport facility.
I INTRODUCTION
In a competition world, employee
satisfaction plays a vital role. Financial
incentive always motivates the people
because money makes many things. Though
financial incentives are very attractive, this
study diagnose about the non financial
incentives satisfaction level among the
employee for their striking work. Employee
satisfaction is the important fact in
organization therefore the organization can
lead them in better way for their higher
productivity. Both management and
employees have a key role to get a
constructive ambience at the workplace and
make the environment comfortable.
Motivating employees will lead the
employee to work more effective and are
satisfied with the facilities covered in the
organization. Non – monetary benefits are
extra imperative one that deals the
employees to cover in heart. Hence
employee satisfaction in non – monetary
benefits will attract the employees to work
more successfully.

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 Proceedings of the International Conference on Intelligent Sustainable Systems (ICISS 2017)
IEEE Xplore Compliant - Part Number:CFP17M19-ART, ISBN:978-1-5386-1959-9

II STATEMENT OF THE PROBLEM secondary data have been taken for the
study.
Satisfaction of the employees in the
Primary data: Primary data was collected
organization results in enhanced
through questionnaire from 210 respondents
productivity and efficiency. It also reflects in Chennai. A well-structured questionnaire
the perception of the employees towards the was administered to the respondents.
organization. If the employee’s perception is
very positive, the employee in turn will Secondary data: To obtain this secondary
contribute their best for their organization. data the information where collected from
The level of perception about the websites.
organization is based on various factors.
Sample Design: Convenience sampling is
Hence it is essential to study the level of used for selecting the sample for survey.
employee satisfaction towards non – Sample Size: 210 Sampling Location:
monetary benefits provided by the Chennai.
organization. Based on this view, the study
has been undertaken. Tools for analysis:
The following tools have been applied in the
study using SPSS.
III LIMITATION
o Frequency distribution
o Chi square Test
ƒ The data is collected only from 210
o Regression
respondents in Chennai.
A structured questionnaire schedule is
ƒ Employees are the only respondents
prepared to understand the status of
for this study.
employee satisfaction regarding GSO
ƒ The information collected from
Transport facility. Questionnaire has been
Chennai will not be applicable to
prepared using Likert scale.
other regions of Tamilnadu.

IV OBJECTIVES VI LITERATURE REVIEW

[1] This paper describes about the employee

x To identify the relationship between
attitude leads to job satisfaction and cause of
demographic factors.
employee satisfaction in terms of positive
ƒ To figure out the factor influencing
and negative terms and measure are made to
employee satisfaction.
identify the job satisfaction level and
ƒ To identify the problems faced by
the employees in GSO Transport middest of the cause of job satisfaction.
facility. [2] The paper summarizes about the
ƒ To figure out the satisfaction stratum customer satisfaction and its relation to the
of the employees. employee job satisfaction and also to find
out there occurs any direct and indirect
VRESEARCH METHOLODOGY satisfaction with the financial benefits of the
organization leads to employee satisfaction.
Methodology is one of the main aspects of
every researcher. Primary data and

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 Proceedings of the International Conference on Intelligent Sustainable Systems (ICISS 2017)
IEEE Xplore Compliant - Part Number:CFP17M19-ART, ISBN:978-1-5386-1959-9
[3] Outline of the paper summarizes about
the employee satisfaction on the non
teaching staffs mainly on four major
constrains they are in leadership,
knowledge, training, and management
practices.
[4] This study describes about the four
dimensions that employees are satisfied with
the organization. The four dimensions are a
good relationship with the peers, pay scale,
organization environment and performance
of the employee in the organization. This
leads the organization to grow in the market.
[5] The paper describes the employee
satisfaction in mainly of two function
employee may convey their satisfaction by
their own interest through the job
description index.
[6] Outline of this paper is to describe the
employee satisfaction lies on the employee
engagement and the financial performance
of the organization and this may lead the
employee engagement and commitment to
work.
[7] This paper represents the association
between the non – financial benefits and job
satisfaction. In this paper the independent
factors has a straight relation with job
satisfaction.
[8] This paper studies about the attitude and
behavior of the employee will affect the
business turnover. Hence attitude and the
behavior of the employee play a vital role
for the job satisfaction.
[9] The outline of the paper describes about
the employee empowerment in the job
satisfaction and they have power and
knowledge in accessing the banking sector
of the society and its influence level in the
organization leads to employee satisfaction.
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[10] This paper deals with the correlation of
the data with the organization where the
employees satisfied with the organization’s
effectiveness and its customer satisfaction
function. This customer satisfaction and its
relation with the firm grow leads to
employee satisfaction.
[11] The paper describes about the
relationship with the organization culture
and its impact in the employee satisfaction.
[12] This Study deals with the relation
between the supervisor and peers. The
motive is to have a direct or indirect
relationship between them. This leads to the
employee internal satisfaction in the
motivational talks.
[13] The paper describes about the traits
which make the satisfaction of the employee
in the organization.
[14] The study deals with the employee
satisfaction deals with the employee age and
co-workers age and their job capabilities and
their leading to the relationship during
performance of particular task decides the
employee satisfaction.
[15] Outline of this paper is employee
loyalty plays a main role in the employee
satisfaction in the organization.
(tao, 17 February 2014) This paper describes
about the relationship between management
and employee. This paper also satisfied with
the workplace flexibility offered by
organization and has a safe work
environment. It also dealswith employee
satisfied with the culture of the organization.
[16] This study explains about the link
between the organisation culture and
motivational talks will lead to employee
satisfaction and therefore employees will
work with full effectiveness.
946
 Proceedings of the International Conference on Intelligent Sustainable Systems (ICISS 2017)
IEEE Xplore Compliant - Part Number:CFP17M19-ART, ISBN:978-1-5386-1959-9

[17] This paper deals with the performance Table 1 denotes that Associates plays a
and commitment of the employee. This higher percentage (28.3%) in the total
paper also says about the employees are respondents. This table also depicts that
41.5% of the respondents were in the age
empowered with more responsibility and
group of 21 – 25 years. This table also
decision making authority, able to make shows that 62.3% of respondents are
decisions in his work, freedom to use own drawing a monthly income group of
judgement and the chance to try own Rs.20001 – 25000.
methods of doing the job.
[18] This paper discuss about employees
relation with the HR department. Employees Table 2: Chi-Square Test between
Demographic factors and Employee
are the main resource for an organization
satisfaction
and their happiness will lead the
organization to achieve its goals. S.No Factors F2 Df Sig. Decision
value
VII DATA ANALYSIS AND 1. Designation 5.473 24 1.00 Accepted
INTERPRETATION
Table 1: Frequency distribution for 2. Age 28.073 16 0.031 Rejected
demographic variable
3. Monthly 40.64 16 0.001 Rejected
Frequency % income
1. Designation *= Ho acknowledged at 5% significance
1a. Asst. Manager 4 1.9% level
1b. Associate 60 28.3%
1c. Associate level 1 64 30.2% Hypothesis (H0): There is no relationship
1d. Business analyst 4 1.9% between demographic factors and the
1e. Manager 2 0.9% employee satisfaction.
1f. Senior associate 55 25.9% There is association difference between
1g. Team lead 21 9.9% independent variable employee satisfaction and
Total 210 100 demographic variables are age, monthly income
2. Age are less than significance level of 5% (p>0.05).
2a. 21 -25 88 41.5% Researcher has also found that present
2b. 26 – 30 80 37.7% association difference between employee
2c. 31 – 35 13 6.1% satisfaction and demographic variable of
2d. 36 – 40 20 9.4% designation is higher than the significance level
2e. Above 40 9 4.2% of 5% (p>0.05).
Total 210 100
3. Monthly Table 3: Frequency distribution on
income Overall satisfaction on transport service
3a. 15000 – 20000 31 14.6%
3b. 20001 – 25000 132 62.3% Overall satisfaction on transport service
3c. 25001 – 30000 37 17.5% Frequency %
3d. 30001 – 35000 5 2.4% Not very 8 3.8
3e. Above 35000 5 2.4% satisfied
Total 210 100 Not satisfied 26 12.3

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 Proceedings of the International Conference on Intelligent Sustainable Systems (ICISS 2017)
IEEE Xplore Compliant - Part Number:CFP17M19-ART, ISBN:978-1-5386-1959-9

Fairly 87 41 Driver knowledge on

18 -.102 .069 .139
routes
satisfied
19 Vehicle cleanliness .112 .041 .007
Satisfied 77 36.3 20 Vehicle maintenance -.360 .090 .000
Very satisfied 12 5.7 Transport team
21 -.009 .054 .865
Total 210 100 responsiveness queries
22 Follow up to queries .183 .075 .016
Table 3 denotes that 41% of the respondents 23 Action taken on queries .043 .058 .456
Time taken on queries
are fairly satisfied with the transport service 24
to resolution
.020 .046 .657
provided by the organization. 42% of the Emergency
25 -.063 .055 .258
respondents are satisfied with the cab preparedness
R=0.969 R Square= 0.939
facility therefore employees are satisfied
with the cab service.
Hypothesis (H0): There is no crucial effect
of independent factors based on employee
Table No: 4 Regression Model –
satisfaction on non – monetary benefits
Independent factors and overall employee
From the table researcher has found
satisfaction
Un- that B = 0.405 i.e grooming of driver is the
S.
Prognosticator standardized highest influencing variable, which affects
no
co-efficient Sig. employee satisfaction on non – monetary
(Std.
(B)
Error)
benefits followed by others variable like
Constant .526 .130 .000 politeness of cab supervisor and vehicle
1
Cabsupervisor
-.107 .060 .077 condition.
reachability
.109 .056 .055
The R value indicates elementary
2 Responses to queries
Politeness of cab correlation is 0.969, where it represents a
3 .382 .055 .000
supervisor higher degree of correlation between the
Right door locked on
4 -.095 .059 .108 independent factors & employee satisfaction
cab for safety
5 Security escorts -.065 .036 .076 on non – monetary benefits. Above result of
Driver& cab
-.037 .048 .441
regression shows that the independent
6
information for pick up factors P<0.05 is statistically important
7 Pick up reporting time .208 .063 .001
8 Pick up log in time .257 .082 .002
towards to find the impact of employee
Pick up clubbing of satisfaction on non – monetary benefits.
9 -.018 .034 .607
routes The R2 value indicates that 93.9% {0.939}
Driver& cab of variance in dependent factors of
10 .099 .044 .024
information for drop up
“employee satisfaction on non – monetary
Timely dispatch of cab
11
for drop
.011 .046 .805 benefits” is explained by independent
12 Drop datasheet -.062 .052 .238 factors. The scatter plot is used to show the
13 Waiting time for drop -.047 .031 .135 relationship between job satisfaction and
Clubbing of routes for variable for Non monetary benefits and it is
14 .067 .034 .050
drop shown in the chart .1
15 Grooming of driver .405 .067 .000 Regression trend line (Y) = β0+ β1X1 +
16 Driver responsiveness -.177 .056 .002 β2X2 + β3X3 + β4X4 +β5X5 + β6X6 + β7X7+
Road safety exhibited
17 .137 .068 .047 β8X8 + β9X9+ β10X10 + E
by driver

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 Proceedings of the International Conference on Intelligent Sustainable Systems (ICISS 2017)
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makes him to retain the employees in the

organization and increase productivity.

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