A STUDY OF JOB STAISFACTION OF AGRICULTURAL SCIENTISTS IN TNAU

Abstract
Job satisfaction is a multifaceted factor, because it is connected with various casual factors
like individual, social, intellectual, ecological and also, monetary. Job satisfaction is an
individual's attitude towards the job or it is even an individual's reaction to the job. It plays a
prominent role in a man’s life, as it affects positively on the personal and social adjustment of
the individual and adversely affects the physical and cerebral health of the individual. The
study on job satisfaction reveals the preferences and difficulties of the employees. The study
we conducted in our study mainly in the following aspects they are leadership, sound
technical knowledge, attitude towards risk, organisation stress and job involvement.
Introduction

Job satisfaction is a qualitative aspect and cannot be understood in strict quantitative terms. It
is an intangible and psychological concept. The job satisfaction of agricultural scientists is the
most important factor in agricultural universities. If effectiveness and productivity of the
system and academic community are to be enhanced, then we must examine what factors
influence the job satisfaction of the agricultural scientists working in the State Agricultural
Universities. As teaching does require a great deal of thoroughness and commitment, so in
teaching it is more important to have mental commitment and loyalty than physical presence .
But if the scientists of agricultural universities are not satisfied with their profession, they
will not be able to increase their performance and thus will not contribute to their three fold
function of teaching, research and extension which they have to perform. Therefore, the focus
of the present study was to reveal the level of job satisfaction of scientists in agricultural
universities. The present investigation was conducted with the objectives to determine the job
satisfaction of the agricultural scientists, factors affecting their job satisfaction and the
relationship of their socio-personal characteristics with job satisfaction.

Objectives of the Study

➢ To know the professional profile of the employees in the study unit.
➢ To study the job satisfaction level of employees according to selected individual
factors
➢ To offer suggestions and recommendations to improve job satisfaction in the study
unit.
Methodology
The present study was conducted in agricultural college and research institute, TNAU,
Coimbatore. One hundred agricultural scientists who had minimum five years experience
were randomly selected from each university by allocating the number of agricultural
scientists in teaching, research and extension proportionally. Further, for selecting the
scientists from Professors, Associate Professors and Assistant Professors, Teaching assistant
proportional allocation method was used in each cadre. The total sample comprised of 300
agricultural scientists selected from the agricultural college. A structured questionnaire was
prepared for collecting the relevant data. It contained close ended as well as open ended
items/questions regarding job satisfaction of agricultural scientists and factors affecting job
satisfaction. The data were tabulated and analysed with the help of appropriate statistical
tools by using MS Excel

Hypotheses of the study

❖ There is significant difference between job involvement and their job satisfaction
❖ There is no significant difference between job involvement and their job satisfaction

Limitation of the study

The study has the following limitations
1. Due to less time and considering the limited resources available, the study was restricted to
17 respondents. The sample size may not be sufficient to reflect the perception of the
employees about the job satisfaction.
2. The method used in the study for collecting the data is very common. As there searcher
found the Questionnaire method for appropriate this study.
3. The study on its face appears to be limited as it is carried out in a single college , i.e.
TNAU, Coimbatore . Thus, its findings cannot be generalized.
4. The study is based on the concerned employees’ opinion. They employees might express a
biased opinion, which may limit the validity of the study.
Data Analysis and Interpretations
Profile of the Respondents

The profile of the respondents is given below in the form of tables on the basis of which the
analysis has been made in the study.
 Profile of the Respondents

SI.NO Variation Frequency Total no of Per cent %

respondents
1. Gender Male 8 48
Female 9 52
Total 17 100
2. Age wise Less than 30 3 17
classification Between 30-40 6 35
More than 40 8 48
Total 17 100
3. Service details : Less than 5 years 2 12
number of years
Between 5-10 7 41
in teaching
years
More than 10 8 47
years
Total 17 100
4. Service details : Less than 5 years 13 76
number of years
in research Between 5-10 3 18
years
More than 10 1 6
years
Total 17 100
5. Service details : Less than 5 years 15 88
number of years
Between 5-10 2 12
in extension
years
More than 10 Nil Nil
years
Total 17 100
8. Place of working Native district 7 41

Other district 10 59
Total 17 100
The above table shows the gender distribution of the respondents in the study unit. Out of 17
sample respondents 48 per cent is male and 52 per cent is female. The table indicates the age
distribution of the respondents. Out of 17 sample respondents, 17 per cent of the respondents
belong to the age group less than 30. 35 per cent of the respondents belong to the age group
between 30-40. 48 per cent of the respondents belong to the age group more than 40. Their
teaching service of the respondents were 12 per cent was less than 5 years and 41 per cent
was between 5-10 years and 47 per cent was more than 10 years were recorded from the
respondents. Their research service of the respondents were 76 per cent was less than 5 years
and 18 per cent was between 5-10 years and 6 per cent was more than 10 years were
recorded from the respondents. Their extension service of the respondents were 88 per cent
was less than 5 years and 12 per cent was between 5-10 years and 0 per cent was more than
10 years were recorded from the respondents. 41% of the respondents were working in native
district and 59%of them were working in the other districts.
Job Satisfaction of agricultural scientist in TNAU, CBE branch
In this paper an attempt is made by the researcher to analyse the job satisfaction of employees
in agricultural scientist Branch. The job factor selected for analysing job satisfaction
employees are (1) leadership (2) sound technical knowledge (3) attitude towards risk (4) job
involvement (5) organisation stress (6) work load.

Level of Satisfaction over work load

SI.NO TEACHING % RESEARCH % EXTENSION % OFFICE %

WORK WORK WORK ADMIN
WORK
HEAVY 6 35 10 59 3 18 8 48
OPTIMUM 2 11 2 11 11 64 5 29
LIGHT 9 54 7 41 5 28 4 23
TOTAL 17 100 17 100 17 100 17 100

As per the table we could find that teaching work of the respondent was found to be light and
they have heavy research work and they have optimum extension work and also they have
office admin work was heavy
 Level of satisfaction over their leadership role

SI.NO Facilitator % Communicato % Councillor % Plann % Supervis % Executor %

r er or
Fully 12 70 9 53 4 24 9 53 9 53 8 47
performed
To some 2 11 1 6 7 41 1 6 4 23 2 12
extent
performed
Not at all 3 19 7 41 6 35 7 41 4 24 7 41
performed
TOTAL 17 100 17 100 17 100 17 100 17 100 17 100

From the above table we could know about the respondents leadership role in the
organisation most of the respondent (70%) are fully performing the facilitator role and also as
communicator, supervisor and planner (each of 53%) and their role as executor was about
(47%). From this table we infer that their leadership are better than they do not affect their
job satisfaction in much.
Level of satisfaction over their leadership style

SI.NO Facilitating % Planning % Executing %

Self 8 47 2 11 6 35
(Autocratic)
Consultation 7 41 7 41 5 29
with
subordinates
(Democratic)
Passing as 2 11 8 47 6 35
such from the
higher to sub
ordinate

Total 17 100 17 100 17 100

From the above table we conclude that facilitating role of the respondent were found to be
self by majority (47%) and the planning was mostly from Passing as such from the higher to
sub ordinate (47%) and their executing style was found to be tied up with Self and Passing as
such from the higher to sub ordinate (each of 35%)
Level of satisfaction from leadership qualities
S.NO QUALITIES Fully % Partly % Not at all % %
possessed possessed possessed Total
1. Physical fitness 11 65 5 29 1 6 100
2. Mental ability 12 71 5 29 0 0 100
3. Sense of 10 59 6 35 1 6 100
purpose
4. Social insight 8 47 9 53 0 0 100
5. Communication 8 47 4 24 5 29 100
6. Love for people 9 53 8 47 0 0 100
7. Democracy 5 29 10 59 2 8 100
8. Initiative 10 59 6 35 1 8 100
9. Enthusiasm 10 59 7 41 0 0 100
10. Authority 12 71 3 17 2 8 100
11. Decisiveness 5 29 10 59 2 8 100
12. Teaching ability 12 71 4 24 1 6 100
From the above table we find that the respondents showed majority for fully possessed to
physical fitness(65), mental ability(71), sense of purpose(59), love for people(53),
communication(47), initiative(59), enthusiasm(59), authority(71),and teaching ability(71).
This shows that their job satisfaction towards their leadership quality was positive.

Level of satisfaction from Sound technical knowledge

S.NO STATEMENT FULLY % PARTLY % NEVER % %

Total
1. I keep my 14 82 1 6 2 12 100
knowledge
updated to
facilitate my
work
2. I teach all the 10 58 4 24 3 18 100
technique of
subject matter to
my students/
subordinates/
clienteles
3. I shall get the 1 6 12 70 4 24 100
subject matter
across others
4. I have the 10 58 5 29 2 13 100
capacity to
reciprocate
correctly based
on the retrieval
 From the above table we came to know about that most of the respondent are updating their
knowledge towards their facility (82%) and most of them are teaching all the techniques to
the students and they get their subject matter across others partially only and they often
reciprocate their capacity based on their capacity of the students
Level of satisfaction from attitude towards the risk

Level of I get % Needed % I do % I am % My job % The job %

satisfacti satisf technical my often includes many which I do
on action information job require unproductive creates a
after are made more d to do works distressed
perfor adequately as a unspeci condition
ming available for servic fied
my performing e to work
job my job the
studen
ts
SA 13 76 8 48 8 48 5 29 6 35 8 47
A 4 24 8 48 6 35 5 29 3 17 3 17
UD 0 0 1 4 1 4 4 23 4 24 3 17
DA 0 0 0 0 1 4 2 12 2 12 0 0
SDA 0 0 0 0 1 4 1 4 2 12 3 18
Total 17 100 17 100 17 100 17 100 17 100 17 100

SA- Strongly agree;

A-agree;
UD-Undecided ;
DA- disagree ;
SDA-Strongly disagree
From the above table we can infer that mostly the respondents are highly satisfied after
performing their job. They also agreed that needed technical information are made
adequately available for performing their job and do their job more as a service to the
students they are performing less productive works and most of them are facing distressed
condition during their job.
 Level of satisfaction for Organisation stress

S.NO I % Frequently % I have % My % We follow % My %

have changes are no superior no formal department
little made in the privacy doesn’t authority is too
over organisation respect system in formal and
my me our stiff
work department
NSS 4 24 3 18 3 18 2 12 6 35 4 24
RSS 8 47 2 12 3 18 6 35 4 24 4 24
SSS 1 6 5 29 9 53 1 6 5 29 6 35
ASS 4 24 7 41 2 12 8 47 2 12 3 18
Total 17 100 17 100 17 100 17 100 17 100 17 100
NSS: Not a source stress;
RSS: Rarely a source stress;
SSS: Sometimes a sources stress ;
ASS: Always a source stress

From the table we can infer that they have a rarely a source stress because of their over work
and the there is always changes in organisation and their superior behaviour also make them
to stressed condition. The formal authority in their department are creating less stress for the
scientists.
Level of satisfaction for job involvement

SA- Strongly agree; A-agree; UD-Undecided; DA- disagree; SDA-Strongly disagree

S.NO Statement SA % A % UD % DA % SDA % Total

%
1. I shall stay overtime 8 47 6 35 0 0 2 12 1 6 100
to finish a job even
I’m a not paid for it
2. The major 7 41 6 35 2 12 0 0 2 12 100
satisfaction in my
life comes from my
job
3. For me morning at 3 18 12 71 1 6 0 0 1 6 100
work really go off
quickly
4. I usually go for go 8 47 3 18 5 29 0 0 1 6 100
for work a little
early to get the
things ready
5. The most important 5 29 9 53 2 12 0 0 1 6 100
things that
happened to me
involve my work
6. I am really 8 47 4 24 4 24 0 0 1 6 100
perfectionist about
my work
7. I felt depressed 2 12 6 35 5 29 1 6 3 18 100
when I fall at
something
connected with my
work
8. I like, eat and 4 24 9 53 2 12 1 6 1 6 100
breath my job
9. I would keep 1 6 10 59 3 18 1 6 2 12 100
working even if I do
not get the money
10. Quite often I felt 4 24 3 18 6 35 12 71 2 12 100
like staying at home
instead of going for
work
11. To, me my work is 6 35 5 29 5 29 1 6 0 0 100
only a small part of
my life
12. I am very much 10 59 6 35 1 6 0 0 0 0 100
involved personally
in my work
13. We can measure a 3 18 10 59 3 18 0 0 1 6 100
person pretty well
by how good a job
he does
14. Sometimes I keep 7 41 7 41 2 12 0 0 1 6 100
myself awake at
night, thinking a
ahead to the next
day’s work
15. I have other 5 29 9 53 1 6 1 6 1 6 100
activities more
important than my
work
From the above table we can conclude that most of the agricultural scientist are satisfied with
their job and to some extent they are facing loss of interest due to their unproductive works,
strict rules and regulation of the departments and the frequent changes in the departments

LEVEL OF SATISFACTION OVER THE JOB SATSIFACTION

NULL HYPOTHESIS

There is no significant relationship between the job involvement and job satisfaction

ALTERNATE HYPOTHESIS

There is significant relationship between the job involvement and job satisfaction
Since the calculated value is less than the table value, the null hypothesis is accepted.
Therefore, it may be concluded there is no significant difference between job involvement
and job satisfaction

From the above eight categories of checking level of satisfaction we conclude that the
agricultural scientists are satisfied with their job

Findings, Suggestions and Conclusion

Findings
It is found that out of 17 sample respondents; nearly 85 per cent of the respondents this
organization are satisfied . It can be inferred from the study that the organization provides
high degree of job involvement to its work force. The formal authority followed in the
departments and superior staff dominations may be the reasons for the scientists to be lower
the satisfaction level but they are showing their interest of their job satisfaction through
fulfilling their leadership qualities and abilities. There we can strongly determine that they
satisfied with their after analysing their job involvement. Job satisfaction of the employees in
relation to organisational stress is very worse. Therefore it can be concluded that the
agricultural scientists are satisfied with their jobs.
suggestion
➢ The scientist are really satisfied with their job but they are facing some struggles in
the organisation patterns those may modified with the consideration of the scientists
in the university.
➢ Some of them are given with some unproductive works that should be reduced. The
frequently changes are made in the organisation that should be reduced.
➢ The department should be not force the staffs to do works.
➢ The unspecified works given to the staff are reduced
Conclusion
The study highlights the career satisfaction of employees in the study unit Tamil Nadu
Agricultural University, Coimbatore, is well organized in many aspects. However the study
reveals that the most of the employees are satisfied with their job. Job satisfaction creates a
employee will to work and forces the employees to work for the organisation whole-
heartedly. It is also found that an happy worker enjoy the job over time and seeks satisfaction
elsewhere. Therefore the organization should take further measure to enhance job satisfaction
of employees to achieve the organization goals.
 APPENDIX
INTERVIEW SCHEDULE FOR JOB SATISFACTON OF AGRICULTURAL
SCIENTISTS

1. Name :
2. Age :
3. Gender : Male / Female
4. Marital status: Single / Married
5. Your service details
S.NO categories No of years
1. Training
2. Research
3. Extension

6. In-service training undergone

S.NO Name of the training Institute &Place Duration

course
1.
2.
3.

7. PLACE OF WORKING
A) Native district
B) Other district

If now working in the native district indicate the period (till date)-----------years------months

8. WORK LOAD

Kindly tick mark in appropriate column

S.NO Particulars Heavy Optimum Light

1. Teaching work
2. Research work
3. Extension work
4. Office admin work
5. others, if any specify

A)

B)

8.LEADERSHIP

Identify the roles played by you in your organisation for effective management

Please make a tick mark in the appropriate column

I) Leadership Role :
 F- Fully performed ; T- To some extent performed; N-Not at all performed

S.NO ROLES F T N
1. Facilitator
2. Communicator
3. Councillor
4. Planner
5. Supervisor
6. Executor

II) Leadership Style

S – Self (Autocratic)
C – Consultation with subordinates (Democratic)
P – Passing as such from the higher to sub ordinate (Leissez-faire)
S.NO STYLES S C P
1. Facilitating
2. Planning
3. Executing

III) Leadership qualities

F-Fully possessed
P-Partly possessed
N- Not at all possessed
S.NO QUALITIES F P N
1. Physical fitness
2. Mental ability
3. Sense of purpose
4. Social insight
5. Communication
6. Love for people
7. Democracy
8. Initiative
9. Enthusiasm
10. Authority
11. Decisiveness
12. Teaching ability

9. Sound technical knowledge

Please make a tick mark in the appropriate column
S.NO STATEMENT FULLY PARTLY NEVER
1. I keep my knowledge updated to
facilitate my work
2. I teach all the technique of subject
matter to my students/
subordinates/ clienteles
3. I shall get the subject matter across
others
4. I have the capacity to reciprocate
correctly based on the retrieval
10. Attitude towards risk
S.NO Statement SA A UD DA SDA
1. I get satisfaction after performing my job
2. Needed technical information are made
adequately available for performing my job
3. I do my job more as a service to the students
4. I am often required to do unspecified work
5. My job includes many unproductive works
6. The job which I do creates a distressed condition
SA- Strongly agree; A-agree; UD-Undecided ; DA- disagree ; SDA-Strongly disagree
11. Organisation stress
NSS: Not a source stress; RSS: Rarely a source stress; SSS: Sometimes a source stress; ASS:
Always a source stress
S.NO Statement NSS RSS NSS ASS
1. I have little over my work
2. Frequently changes are made in the organisation
3. I have no privacy
4. My superior doesn’t respect me
5. We follow no formal authority system in our
department
6. My department is too formal and stiff

12. Job involvement

SA- Strongly agree; A-agree; UD-Undecided ; DA- disagree ; SDA-Strongly disagree
S.NO Statement SA A UD DA SDA
1. I shall stay overtime to finish a job even I’m a not
paid for it
2. The major satisfaction in my life comes from my
job
3. For me morning at work really go off quickly
4. I usually go for go for work a little early to get the
things ready
5. The most important things that happened to me
involve my work
6. I am really perfectionist about my work
7. I felt depressed when I fall at something
connected with my work
8. I like, eat and breath my job
9. I would keep working even if I do not get the
money
10. Quite often I felt like staying at home instead of
going for work
11. To, me my work is only a small part of my life
12. I am very much involved personally in my work
13. We can measure a person pretty well by howgood
a job he does
14. Sometimes I keep myself awake at night, thinking
a ahead to the next day’s work
15. I have other activities more important than my
work
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