Professional Documents
Culture Documents
A Study On Job Satisfaction Among The Employees in Sri Matha Spinning Mills Private Limited, Dindigul
A Study On Job Satisfaction Among The Employees in Sri Matha Spinning Mills Private Limited, Dindigul
net/publication/349739988
A Study on Job Satisfaction among the Employees in Sri Matha Spinning Mills
Private Limited, Dindigul
CITATIONS READS
0 212
1 author:
Deepak Sankaran
Ambo University
10 PUBLICATIONS 2 CITATIONS
SEE PROFILE
All content following this page was uploaded by Deepak Sankaran on 03 March 2021.
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.
_____________________________________________________________________
P a g e | 79
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 80
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 81
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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
P a g e | 82
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 83
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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-
P a g e | 84
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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
P a g e | 85
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 86
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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
P a g e | 87
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 88
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 89
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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
P a g e | 90
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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.
P a g e | 91
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 93
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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
P a g e | 94
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 95
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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.
P a g e | 96
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
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.
P a g e | 97
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
P a g e | 98
Tathapi
ISSN: 2320-0693
Vol-19-Issue-19-May-2020
(UGC Care Journal)
References
(1) C.B. Memorial (1993), Personnel Management. Eleventh– edition, Himalayan
Publications.
(2) C.R Kothari (1990), Research Methodology, Second revised – edition, New Age
international (P) Limited, Publishers, New Delhi
(3) Gangai KN, & Agrawal R. (2015), “Job Satisfaction and Organizational
Commitment: Is It important for Employee Performance”, International Journal
of Management and Business Research, 5(4), 269-278.
(4) Gill, A., Sharma, S. P., Mathur, N., & Bhutani, S. (2012), “The effects of job
satisfaction and work experience on employee-desire for empowerment: A
comparative study in Canada and India”, International Journal of Management,
29, 190-200.
(5) Jerald Greenberg – A. Baron Robert (2003), Behavior in Organizations, Seventh
– edition, Prentice Hall of India Pvt. Ltd., New Delhi.
(6) Kanika Soni, Raghav Chawla and Ruby Sengar (2017), “Relationship between
Job Satisfaction and Employee Experience”, Journal of General Management
Research, Vol. 4, Issue 2, July 2017, pp. 41–48.
(7) Levin Richard, David S. Rubin (2002), Statistics for Management, Seventh –
edition, Prentice Hall of India Pvt.Ltd., New Delhi.
(8) N.K. Pidikoti, K. K. K. Chand, A. Chandra Mohan, B. C. Lakshmanna (2014),
“Job satisfaction of the executives in software (ICT) industry”, Sai Om Journal of
Commerce & Management, 1 (2) 35 -45.
(9) P.Robbins Stephin (2003), Organizational Behavior, Ninth – edition, Pearson
Education ltd.
(10) Tahere, N., Zahra, G., Fateme, D., & Asme, Y. (2012), “Investigating the
Effects of Job Experience, Satisfaction, and Motivation”, Reserach Journal of
Recent Sciences, 1(7), 59-67.
P a g e | 99