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A Study on Job Satisfaction among the Employees in Sri Matha Spinning Mills
Private Limited, Dindigul

Article · May 2020

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A Study on Job Satisfaction among the Employees in Sri Matha

Spinning Mills Private Limited, Dindigul.

Dr.Deepak Sankaran

Abstract
Job satisfaction is a general attitude towards one’s job, the difference between
the amount of reward workers receive and the amount they believe they should
receive. Employee is a back bone of every organization, without employee no work
can be done. So employee’s satisfaction is very important. Employees will be more
satisfied if they get what they expected, job satisfaction relates to inner feelings of
workers. As Dindigul district is famous for Spinning Mill industries, the main aim of
this study is to analyze the satisfaction level of spinning mill employees. Chi-Square
test, ANOVA, Correlation Analysis and percentage analysis have been used in this
study to analyze the research variables and hypothesis. The study shows that only 49
per cent were being satisfied for getting equal payment for their equal work, 64 per
cent of the respondents were being satisfied about the relationship with their
superiors in the present working industrial concerns, 15 per cent of the respondents
were neutral as well as strongly dis-agree about the professionalism among their co-
workers, and 11 per cent of the respondents were strongly agreed about the
satisfaction level towards appropriate recognitions. The organization may give
importance to certain factors such as canteen, rest room facilities, rewards, and
recognition and promotion policy so that satisfaction of the employees may be
improved further.

Key words: Job satisfaction, Job security, Rewards, Working Conditions.

_____________________________________________________________________

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Dr.Deepak Sankaran, MBM., M.Phil., MBA., Ph.D., Assistant Professor, Department

of Accounting and Finance, School of Business and Economics, Post Box No:217,
Ambo University - Woliso Campus, Woliso, Ethiopia. Whatsapp No:+919566765645.
Email Id: deepak.sankaran@ambou.edu.et
I Introduction
Satisfaction is fulfillment of a need or desire and the pleasure obtained by such
a fulfillment. Satisfaction is a good measure to evaluate personal attitude to the
professional activity of enterprises. It also expresses a level of happiness of a person
in his professional environment connected with interpersonal relations with
colleagues and superiors. Employee satisfaction is a key part of successful business.
Knowing the employee needs and achieving satisfaction are the basis for successful
business activities the employee feedback is most important source of information for
improving product and services. Satisfied and convinced employees ensure the
company’s success in the long term. Research has shown that companies that
encourage or engage their employees to provide ideas or suggestions have a
consistently higher employee retention rates, productivity and job – satisfaction.
Job satisfaction is the collection of tasks and responsibilities regularly
assigned to one person, while a job is a group of positions, which involves essentially
the same duties, responsibility, skill and knowledge”. Job satisfaction has some
relation with the mental health of the people. It spreads the goodwill of the
organization. Job satisfaction reduces absenteeism, labour turnover and accidents. Job
satisfaction increases employee’s morale, productivity, etc. Job satisfaction creates
innovative ideas among the employees. Individuals may become more loyal towards
the organization Employees will be more satisfied if they get what they expected, job
satisfaction relates to inner feelings of workers.
Naturally it is the satisfied worker who shows the maximum effectiveness and
efficiency in his work. Most people generalize that workers are concerned more about
pay rather than other factors which also affects their level of satisfaction, such as
canteen facilities, bonus, working conditions, etc. these conditions are less significant
when compared to payment.

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Definitions of Job Satisfaction:

Bullock (1952) define job satisfaction “as an attitude which results from a
balancing summation between specific liking and disliking as a factor of expressing
and connections associated with one job”.
Loche (1969) defines job satisfaction “as a combination of satisfaction and job
dissatisfaction in emotional relations and values, perception of the job”.
McCormick and Tiffin (1971) defines job satisfaction from the various
aspect (involved in the job). According to them – “job satisfaction is an individual‟s
matter related to his own value system like work, income, promotional avenues and
morale”.
Keith Davis (1979) defines job satisfaction “as a factor responsible for
deteriorating condition in the organisation. In its sinister form it manifests wild cat
strike, slow down, absenteeism, labour turnover, grievances, disciplinary problems,
low productivity and organisational difficulties.
II Review of Literature
Gill (et.al) (2012) the objective of this paper was to analyze the effects of job
satisfaction and work experience on employee desire for empowerment. In both the
countries India and Canada job satisfaction and work experience enhance the
employee’s desire for empowerment. The paper showed that all the employees who
have high job satisfaction and work experience show a higher desire for getting their
needs and demands met regardless of cultural diversity.
Pidikoti (et.al) (2014) analysed and pointed, Maslow‟s Need Hierarchy
theory, a motivation theory, laid the foundation for job satisfaction theory which
explains that people seek to satisfy five specific needs in life – physiological needs,
safety needs, social needs, self-esteem needs, and self-actualization need. This model
served as a good basis from which early researchers could develop job satisfaction
theories. Job satisfaction can also be seen within the broader context of the range of
issues which affect an individual's experience of work, or their quality of working life.
Job satisfaction can be understood in terms of its relationships with other key factors,

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such as general well-being, stress at work, control at work, home-work interface, and
working conditions
Tahere (2012) this paper was related to the job satisfaction, motivation and
organizational commitment of the employees in the hospital industry. The results
showed a significant correlation between job experience and satisfaction and
organizational commitment; but, no correlation was could be seen between job
motivation and organizational commitment. This study has helped to create better job
roles and designs in the hospital industry.
Kanika (et.al) (2017) tried to find out the relation of job satisfaction with
employee experience and the impact of employee experience on job satisfaction. Data
has been collected by questionnaire method with a sample size of 40. The respondents
were employees of various companies aging between 25-40 years. A correlation and
regression test was done. The hypothesis was true that there is a relation between job
satisfaction and employee experience.
Agrawal (et.al) (2015) in a research work with many potential causal models,
explain this correlation, one possibility is that the satisfaction-performance
relationship is actually spurious, advocating the correlation is due to common causes
of both constructs. Common causes in this study include the job complexity and
cognitive ability, in association with the personality traits, like Conscientiousness,
Extraversion, Agreeableness, and core self-evaluations. The meta-analytic correlation
matrix, through its structural equation modeling, suggests a residual correlation of .16
between job satisfaction and performance.
III Research Methodology
Job satisfaction is a very important attribute which is frequently measured by
organizations. The most common way of measurement is the use of rating scales
where employees report their reactions to their jobs.
Title of the Study
The title of the study is “A Study on Job Satisfaction among the Employees in
Sri Matha Spinning Mills Private Limited, Dindigul”.
Statement of the Problem

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Job satisfaction is the collection of tasks and responsibilities regularly

assigned to one person, while a job is a group of positions, which involves essentially
the same duties, responsibility, skill and knowledge. Job satisfaction has some relation
with the mental health of the people. It spreads the goodwill of the organization. Job
satisfaction reduces absenteeism, labour turnover and accidents. Job satisfaction
increases employee’s morale, productivity, etc. Hence, this study is undertaken to
enquire to know about the Job satisfaction among the Employees in Sri Matha
Spinning Mills Private Limited, Dindigul.
Objectives of the Study
1. To know the socio economic conditions of the respondents in the study area;
2. To analyse the employment background of the respondents in the study area;
3. To understand the respondents satisfaction level of the working conditions.
4. To frame suitable suggestions and policy measures to enrich job satisfaction.
Hypotheses of the study
Based on the above objectives, the following hypotheses are framed and tested
in the study;
i. There is a significance difference between gender of the respondents and their
satisfied with the regular assigned activities.
ii. There is a significance difference between genders of the respondents and
their satisfied gives me overall job security.
iii. There is a signification difference between gender of the respondents and their
work accomplishment.
iv. There is significant association between age of the respondents and work
accomplishment
v. There is a significant association between age of the respondents and the
empowerment of quality work.
vi. There is no significant difference in the respondents attitudes those who are
linked with their respective department.
Methodology

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Satisfaction is a good measure to evaluate personal attitude to the professional

activity of enterprises. It also expresses a level of happiness of a person in his
professional environment connected with interpersonal relations with colleagues and
superiors. Employee satisfaction is a key part of successful business. In order to study
the job satisfaction among the workers, a study was made with the socio-economic
background of the respondents, employment background of the respondents and
respondents satisfaction level of the working conditions. The study was conducted to
the respective respondents at Sri Matha Spinning Mills Private Limited, located at
Lakshmanayakkan Patti, Thadicombu block, Dindigul district in Tamil Nadu state of
India.
The study relied mainly upon primary and secondary data. The primary data
were collected from the workers engaged in Sri Matha Spinning Mills Private
Limited, Lakshmanayakkan Patti, Thadicombu block, Dindigul district. Primary data
were collected from 75 respondents. Secondary data were extracted from the articles
and journals related to Job satisfaction.
Tools for Data Collection
Structured interview schedule was used to collect the primary data from the
respondents in Sri Matha Spinning Mills Private Limited, Lakshmanayakkan Patti,
Thadicombu block, Dindigul district. The interview schedule was pre-tested before
administered to the sample respondents.

Sampling Design
Simple random sampling technique was used to select the respondents from
the study area. The industry which was located in rural area. Majority of the
respondents were belongs to rural area only. The workers (75 out of 390) were chosen
for the present study in the select district.
Techniques for Analysis
The data collected from the primary and secondary sources. The primary data
were analysed with the help of simple statistical tools such as percentage analysis, and
to test the hypothesis the statistical tools were used like Correlation Analysis, Chi-

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square test and ANOVA with the help of Statistical Package for Social Sciences
(SPSS).
Period for the Study
The primary data were collected from February 2019 to March 2019. The
secondary data which covers for the period for the period upto past five years.
Nature of the Study
This study is an analytical in nature
Scope and Limitations of the Study
The scope of the study consists of data collection from the employees of Sri
Matha Spinning Mills Private Limited, Lakshmanayakkan Patti, Thadicombu block,
Dindigul district through the structured interview schedule regarding the facilities
provided by Sri Matha Spinning Mills Private Limited to motivate employees and to
know the benefits they are getting and the study also covered the suggestions given by
the employees to motivate them.
However, the study has some limitations. As the researcher has collected the
reviews from the past years from the secondary sources, the weaknesses associated
with secondary data may be found in this study also. Due to time and resource
constraints the study was limited to Nilakkottai Taluk in Dindigul district only.
Therefore, the weakness associated with the findings and conclusions of the study are
valid to the study area only. The generalisation of the findings of this study to other
areas may be taken cautiously.
Chapterisation
The project is divided into five chapters. The first chapter deals with the
introduction of the topic. The second chapter focuses on the reviews related to the
topic. The third chapter focuses statement of the problem, issues, objectives,
hypotheses, methodology, scope, and limitations. The fourth chapter presents
analysis and interpretation based on socio-economic & employment conditions,
employment background of the respondents and statistical analysis, finally the last
chapter provides major findings of the study and conclusion.
IV Analysis and Interpretation
Table No - 1: SOCIO-ECONOMIC BACKGROUND OF THE RESPONDENTS
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S.No Socio-demographic details N=75 (percent)

1. Age group 15-25 24 (32)
26-35 39 (52)
36-45 12 (16)
2. Gender of the respondents Male 47 (63)
Female 28 (37)
3. Marital Status Married 39 (52)
Unmarried 32 (42)
Divorced 2 (3)
Widow 2 (3)
4. Educational status Illiterate 25 (33)
Up to High School 32 (43)
Up to Higher Secondary 16 (21)
Technical Education 2 (3)
5. Working Experience of the Fresher 20 (27)
Respondents Upto 3 years 26 (35)
3 to 5 years 20 (27)
5 to 10 years 8 (11)
10 Years and above 1 (1)
6. Monthly Income of the Less than Rs.6,000 25 (33)
Respondents Rs.6,001 to Rs.9,000 38 (51)
Rs.9,001 to Rs.12,000 12 (16)
7. Respondents linked with Production 20 (26)
Departments Maintenance 32 (43)
Packaging 10 (13)
Spinning 11 (15)
Raw materials 2 (3)
Source: Primary data collected from the field in 2019
The socio economic conditions are shown in Table No:1. Six important
classifications were analysed in this table. The first row reveals age classification
among the total respondents. A majority of the respondents (52 per cent) placed in
between under the age group of 26-35 years. These age groups are normally active
and productive age group. 32 per cent of the respondents are placed under the age
between 15 - 25.
The second row highlights the gender classification. The term gender refers to
sexual identity, particularly in relation to society or culture. Among the total
respondents (75), 47 respondents were belonging to male category and the rest 28
respondents were belonging to female category.

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The third row pointed out marital status of the respondents. Marriage is a
social institution and it re-organises the society. From the data it is observed majority
52 per cent of the respondents were married and 43 per cent of the respondents
belongs unmarried. This study also found that the respondents belong to widow and
divorced fall under 3 per cent.
Education provides the status of a human being and it is a key factor in human
development and it is also important for survival of the life. The fourth row focused
on educational background of the respondents. Majority, 43 percent of the
respondents were completed their high school level followed by 33 per cent are
illiterate. 21 per cent of the respondents were completed their higher secondary level.
Among the total respondents only 3 per cent (2 respondents) have pursued their
technical studies (ITI & Polytechnic). The experience level of the respondents is
shown in fifth row. 35 per cent of the respondents were gained the experience up to
three years followed by 27 respondents from both the category of those who were
gained the experience of 3 to 5 years and the respondents who belong to fresher which
are same level (20 per cent) in the study area. Eight per cent of the respondents were
gained the experience in 5 to 10 years followed by only 1 respondent who have
gained the experience at 10 years and above.
Income is the most important determinant of the quality of the life of the
people. In the present world the money plays a significant role in measuring the
standard of living. In this present study, the monthly income is also calculated with
the overtime work done by the respondents in the study area. The level of income
earned by the respondents is the sixth row of Table No.1 Among the total
respondents, 51 per cent were earning their monthly income between Rs.6001 to
Rs.9000 followed by 33 per cent of the respondents were earning their income ranges
less than Rs.6, 000. 16 per cent of the respondents were earning their income ranges
between Rs.9,001 to Rs.12,000.
The industrial organization comprises various departments towards their
routine functions. The respondent linked with their respective departments is shown in
the last row. Among the total respondents (75), 32 respondents were belonging to

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maintenance section followed by the respondents those who were involved in

production department were placed as 27 per cent. 15 per cent of the respondents
were engaged in spinning section followed by 13 per cent of the respondents were tie-
up with packaging section. Only three respondents were involved in raw materials
section. It was observed from the study, the respondents were occupied in every
section of present working concerns in the study area.
Table No - 2: Respondents attitude towards Equal Payment for Equal Work
S.No Equal Payment for Equal Work Respondents %
1. Satisfied 37 49
2. Highly satisfied 34 45
3. Dissatisfied 4 6
Total 75 100
Source: Primary data collected from the field in 2019
The respondents attitude towards equal payment for equal work is shown in
Table No - 2. Among the total respondents, 49 per cent were being satisfied for
getting equal payment for their equal work assigned by the industrial concern
followed by 45 per cent of the respondents were highly satisfied towards the work and
payment conditions. Only six per cent of the respondents highlighted they were dis-
satisfied about the factors of equal payment for equal work.
Table No - 3: Respondents attitude towards receiving Bonus

S.No Bonus Respondents %

1. Satisfied 32 43
2. Highly satisfied 37 49
3. Dissatisfied 6 8
Total 75 100
Source: Primary data collected from the field in 2019
The respondents attitude towards receiving bonus is shown in Table No - 3.
Among the total respondents majority 49 per cent were highly satisfied about they
were received the bonus without any interruptions followed by 43 per cent of the
respondents were satisfied about these conditions. Only eight per cent of the
respondents were dis-satisfied about receiving bonus from the company. The study
observed the present bonus structure was insufficient to the workers for their own
purpose and it should be revised, they added.

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Table No - 4: Respondents attitude towards Superior Relationship

S.No Superior Relationship Respondents %
1. Satisfied 48 64
2. Highly satisfied 22 29
3. Dissatisfied 5 7
Total 75 100
Source: Primary data collected from the field in 2019
The respondents attitude towards superior relationship is shown under Table
No - 4. Among the total respondents majority 64 per cent of the respondents were
being satisfied about the relationship with their superiors in the present working
industrial concerns followed by 29 per cent of the respondents were highly satisfied
about the attitude towards maintaining the relationships with their own superiors.
Only seven per cent of the respondents were dissatisfied about the relationship
maintaining with their own superiors.
Table No - 5: Respondents attitude towards Leave Facilities by the Concern
S.No Leave Facilities Respondents %
1. Satisfied 34 45
2. Highly satisfied 29 39
3. Dissatisfied 12 16
Total 75 100
Source: Primary data collected from the field in 2019
The respondents attitude towards the leave facility granted by the present
working industrial concern is deliberately shown in Table No - 5. Among the total
respondents 45 per cent of the respondent were satisfied towards the leave facilities
availed by the present working concerns followed by 39 per cent of the respondents
were highly satisfied about the leave facilities. Only 16 per cent of the respondents
were stated they were dis-satisfied about the leave facilities offered by the concerns.
Table No - 6: Respondents attitude towards treating the Employees
S.No Treating the Employees Respondents %
1. Satisfied 31 41
2. Highly satisfied 38 51

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3. Dissatisfied 6 8
Total 75 100
Source: Primary data collected from the field in 2019
The respondents attitude towards treating the employees by the employers is
clearly shown in Table No - 6. Among the total respondents 51 per cent of the
respondents were highly satisfied about the treatment by their own employers
followed by 41 per cent of the respondents were satisfied about the way of treating by
their own employers. Only 8 per cent of the respondents felt dissatisfied about the
mode of treating by their own employers to employees.
STATISTICAL ANALYSIS
Statistical Reference: Correlation Analysis used to test the I, II & III hypotheses.
The bivariate Pearson Correlation produces a sample correlation coefficient, r,
which measures the strength and direction of linear relationships between pairs of
continuous variables.
Hypothesis framed and to be tested
i. There is a significance difference between gender of the respondents and their
satisfied with the regular assigned activities.
ii. There is a significance difference between genders of the respondents and their
satisfied gives me overall job security.
iii. There is a signification difference between gender of the respondents and their
work accomplishment.
Table No - 7: CORRELATION ANALYSIS
Descriptive Statistics
Particulars Mean Std. Deviation N
Gender 1.37 .487 75
Regular Activities 3.84 1.066 75
Feeling Accomplishment 3.49 1.223 75
Over all Job Security 3.45 1.233 75
Gende Regular Feeling Over all
r Activitie Accomplishmen Job
Correlations
s t Securit
y
Gender Pearson -.118 -.132 -.061
1
Correlatio
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n
Sig. (2- .315 .259 .606
tailed)
Regular Pearson -.118 .082 .128
Activities Correlatio
n 1
Sig. (2- .315 .484 .274
tailed)
feeling Pearson -.132 .082 -.034
Accomplishmen Correlatio
t n 1
Sig. (2- .259 .484 .773
tailed)
Over all Job Pearson -.061 .128 -.034
Security Correlatio
n 1
Sig. (2- .606 .274 .773
tailed)
Source: Compiled from Primary Data
The table no -7 indicates the statistical analysis were used to test the first three
hypothesis, indicates about the significance difference between gender of the
respondents and their satisfied with the regular assigned activities, but the statistical
analysis reveals the negative impact on the variables between gender & regular
assigned activities. The results indicates (r = -.118, n = 75, p = .315>.005). From the
above results, the null hypothesis is rejected and the alternative hypothesis framed as
there is no significant difference between gender of the respondents and their satisfied
with the regular assigned activities.
The second hypothesis highlights, there is a significance difference between
genders of the respondents and their satisfied gives me overall job security. The
results indicates (r = -.132, n = 75, p = .259>.005). From the discussion, the null
hypothesis is rejected, the alternative hypothesis framed as there is no significant
difference between gender of the respondents and satisfied gives me overall job
security. The third hypothesis enumerates there is a significant difference between
gender of the respondents and their work accomplishment. The results shows (r = -
.061, n = 75, p = .606>.005). From the discussion, the null hypothesis is rejected, the
alternative hypothesis framed as there is no significant difference between gender of
the respondents and their work accomplishment.

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Statistical Reference: Chi-square Analysis used to test IV & V hypotheses.

Hypothesis framed and to be tested
iv. There is significant association between age of the respondents and
appropriate recognition
v. There is a significant association between age of the respondents and the
empowerment of quality work.
Table No - 8: CHI-SQUARE ANALYSIS
a. Crosstab between Age and Appropriate Recognition
Appropriate Recognition
Particulars
Strongly Disagree Neutral Agree Strongly Total
disagree agree
Age 15-25 0 1 6 13 4 24
26-35 1 9 10 15 4 39
36-45 2 1 4 5 0 12
Total 3 11 20 33 8 75
Chi-Square Tests
Value df Asymptotic Significance (2sided)
a
Pearson Chi-Square 13.175 8 .106
Likelihood Ratio 13.637 8 .092
Linear-by-Linear 6.467 1 .011
Association
N of Valid Cases 75
a. 9 cells (60.0%) have expected count less than 5. The minimum expected count is
.48.
b. Crosstab between Age and Empowers Quality Work
Total
Particulars
Strongly Disagree Neutral Agree Strongly
disagree agree
Age 15-25 0 1 8 6 9 24
26-35 2 3 14 19 1 39
36-45 1 0 3 3 5 12
Total 3 4 25 28 15 75
Chi-Square Tests
Value df Asymptotic Significance
(2-sided)
Pearson Chi-Square 18.323a 8 .019
Likelihood Ratio 21.957 8 .005
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Linear-by-Linear .553 1 .457

Association
N of Valid Cases 75
a. 10 cells (66.7%) have expected count less than 5. The minimum expected count is
.48.
Source: Compiled from Primary Data
The chi square statistic appears in the Value column of the Chi-Square Tests
table immediately to the right of “Pearson Chi-Square”. In this Table no.8.a, the
results were as follows. The value of the chi square statistic is 13.175. The p-value
appears in the same row in the “Asymptotic Significance (2-sided)” column (.106).
The result is significant if this value is equal to or less than the designated alpha level
(normally .05). In this case, the p-value is smaller than the standard alpha value, so
the null hypothesis is accepted. To put it simply, the result is significant – the data
suggests that there is significant association between age of the respondents and
appropriate recognition.
Additionally, in this Table no. 8.b, the value of the chi square statistic is 18.32.
The p-value appears in the same row in the “Asymptotic Significance (2-sided)”
column (.019). The result is significant if this value is equal to or less than the
designated alpha level (normally .05). In this case, the p-value is smaller than the
standard alpha value, so the null hypothesis is accepted. To put it simply, the result
is significant – the data suggests that there is significant association between age of
the respondents and the empowerment of quality work.
Statistical Reference: ANOVA used to test VI hypotheses.
Hypothesis framed and to be tested
vi. There is a no significant difference in the respondents attitudes those who are
linked with their respective department.
Table No - 9: ANOVA TESTING
ANOVA
Sum of df Mean F Sig.
Squares Square
Attitude towards Between 3.498 4 .875 2.664 .039
Equal Payment for Groups
Equal Work Within 22.982 70 .328

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Groups
Total 26.480 74
Receiving Bonus Between 2.422 4 .606 1.596 .185
Groups
Within 26.564 70 .379
Groups
Total 28.987 74
Attitude towards Between 2.516 4 .629 1.664 .168
Superior Groups
Relationship Within 26.470 70 .378
Groups
Total 28.987 74
Attitude towards Between 1.751 4 .438 .811 .523
Leave Facilities by Groups
the Concern Within 37.796 70 .540
Groups
Total 39.547 74
Attitude towards Between 2.021 4 .505 1.327 .268
Treating the Groups
Employees by the Within 26.646 70 .381
Employers Groups
Total 28.667 74
Source: Compiled from Primary Data
In this table no: , the study identified the significant result for only one dependent
variable. According to the statistical analysis of the first variable, the attitude towards
equal payment for equal work resulted the value of F is 2.664, which reaches
significance with a p-value of .039 (which is less than the .05 alpha levels). The
results shown as F (4,70) = 2.664, p = <0.039. From this evidence, it is statistically
significant and the null hypothesis accepted as well as, it is concluded that, there is no
significant difference towards, equal payment for equal work.
The second dependent variable highlights the attitude of receiving bonus. The
results declared as F (4,70) = 1.596, p = >0.185. According to the results, it is
statistically insignificant, so the null hypothesis is rejected, and the study found that
there is a significant difference among the respondents attitude about receiving bonus
in their working conditions. Followed by, the remaining variables related to attitude
towards superior relationship, leave facilities by the concern and treating the
employees by their employers were highlighted by their results as, F (4,70) = 1.664, p

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= >0.168, F (4,70) = 0.811, p = >0.523, F (4,70) = 1.327, p = >0.268, indicates the

calculated value is greater than the alpha level 0.05. The results shows it is
statistically insignificant, so the null hypothesis is rejected, and the study found that
there is a significant difference among the respondents attitude about the attitude
towards superior relationship leave facilities by the concern and treating the
employees by their employers.
V Findings and Conclusion
Job satisfaction is a general attitude towards one’s job, the difference between
the amount of reward workers receive and the amount they believe they should
receive. Employee is a back bone of every organization, without employee no work
can be done. So employee’s satisfaction is very important. Employees will be more
satisfied if they get what they expected, job satisfaction relates to inner feelings of
workers. Job satisfaction has some relation with the mental health of the people. It
spreads the goodwill of the organization. Job satisfaction reduces absenteeism, labour
turnover and accidents. Job satisfaction increases employee’s morale, productivity,
etc. Job satisfaction creates innovative ideas among the employees. Individuals may
become more loyal towards the organization Employees will be more satisfied if they
get what they expected, job satisfaction relates to inner feelings of workers.
Major Findings
Socio-Economic Background of the Respondents
47 respondents were belonging to male category and the rest 28 respondents
were belonging to female category.
A majority of the respondents (52 per cent) are falling in the age group of
between 26-35 years. These age groups are normally active and productive age group.
25 per cent of the respondents were worshipping Muslim religion and only 19
per cent of the respondents were worshipping Christian religion.
21 per cent of the respondents were completed their higher secondary level.
Among the total respondents only 3 per cent (2 respondents) have pursued their
technical studies (ITI & Polytechnic).

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52 per cent of the respondents were having the married status and 43 per cent
of the respondents belongs to single status being as unmarried.
51 per cent were earning their monthly income between Rs.6001 to Rs.9000.
Employment Background of the Respondents
Eight per cent of the respondents were gained the experience in 5 to 10 years.
Only 28 per cent of the respondents highlighted they were obtained the job
through with the help of their friends.
32 respondents were belonging to maintenance section followed by the
respondents those who were involved in production department were placed as 27 per
cent.
49 per cent were being satisfied for getting equal payment for their equal work
assigned by the industrial concern.
Only eight per cent of the respondents were dis-satisfied about receiving
bonus from the company.
64 per cent of the respondents were being satisfied about the relationship with
their superiors in the present working industrial concerns.
45 per cent of the respondent were satisfied towards the leave facilities availed
by the present working concerns.
Only 8 per cent of the respondents felt dissatisfied about the mode of treating
by their own employers to employees.
Respondents Attitude towards Treating the Employees
33 per cent were agree about their regular assigned activities followed by 32
per cent of the respondents were strongly agree about their regular assigned activities.
17 per cent of the respondents were stands as neutral and 12 per cent of the
respondents were disagree about the satisfaction level.
28 per cent of the respondents were being neutral and only seven per cent of
the respondents were disagree about the supervisor’s role followed by three per cent
of the respondents were strongly disagree
Only nine per cent of the respondents were disagree about the satisfaction
level towards views and participation.

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11 per cent of the respondents were commented strongly disagree and agree
towards the satisfaction level about supervisors care.
15 per cent of the respondents were neutral as well as strongly dis-agree about
the professionalism among their co-workers.
11 per cent of the respondents were being neutral about the satisfaction level
towards team spirit with the working environment followed by 5 per cent of the
respondents were disagreed about this present working scenario.
44 per cent were agreed level followed by 11 per cent of the respondents were
strongly agreed about the satisfaction level towards appropriate recognitions.
Suggestions
i. The management has to find out some extra methods to know the problems of
the every individual. For that the management can place suggestion box in
every department.
ii. The management supposes to give opportunities to the inefficient employees
to come up in their performance by the way of providing effective training to
those particular persons. Through that they also should attain the high level of
job satisfaction.
iii. Working atmosphere may be improved to maximum level.
iv. The management may enquire the employees about their level of satisfaction
now and then.
v. Team work and employee motivation may be improved to the further.
vi. Qualitative and enough safety measures may be provided to the employees.
vii. They should have enough techniques and knowledge to protect themselves
from dangers.
viii. Company should provide all the necessary resources (information, tools,
equipments etc.) to the employees to perform their duties efficiently and
effectively.
ix. Promotion structure should be rearranged. Manager should give more
priorities on performance and efforts rather than on their personal
characteristics.

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x. Manger should recognize the efforts of employees and appreciate their

valuable performance towards organization.
Conclusion
The organizations lack the relationship between workers and supervisors, it
should be given due consideration. The organizations also lack on certain factors such
as working conditions, Canteen, rest room facilities, rewards, recognition and
promotion policy. Employee’s welfare measures and Job security should be given
utmost importance, so that the employee’s turnover may be restricted. The
organizations need to modify the reward system of the employees and promotions
must be given based on merit, educational qualification and experience, and if these
factors are given little more care, the company can maintain good workers with high
level of satisfaction, organizational commitment and involvement. This will in turn
lead to effectiveness and efficiency in their work which leads to increased
productivity.

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