Research Proposal for Capstone Project Topic: A Study on the factor effecting Job Satisfaction of employees with reference

to educational institutes

Submitted to Lovely Professional University

In partial fulfillment of the requirements for the award of degree of MASTER OF BUSINESS ADMINISTRATION

Submitted by: Dipneet Saini Riffi Arora Sandeep Kaur Renu Bala RQ1705A19 RQ1705A24 RQ1705A21 RQ1705A33

Supervisor: Ms Gurnoor Brar

DEPARTMENT OF MANAGEMENT LOVELY PROFESSIONAL UNIVERSITY PHAGWARA 2012

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Table of Contents
S.no. 1. 2. 3. 4. 5. Introduction Review of literature Need & Scope of Study Research Methodology References Topic Page No. 3 5 13 14 16

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Introduction:
This project namely a study on factors affecting Job satisfaction with reference to educational institutes contains a detailed study about the factors affecting job satisfaction especially in the staff of educational institutes (higher as well as lower level). Our survey will be conducted in various educational institutes. Educational institutes are the institutions dedicated to education which includes: 1. Preschool (an educational institution for children too young for elementary school) 2. School (an educational institution) 3. School (an educational institution's faculty and students) 4. College (an institution of higher education created to educate and grant degrees; often a part of a university) 5. University (a large and diverse institution of higher learning created to educate for life and for a profession and to grant degrees) As part of a larger project whose goal was to create an employee-driven, surveyimprovement process, NBRI identified six factors that influenced job satisfaction. When these six factors were high, job satisfaction was high. When the six factors were low, job satisfaction was low. These factors are similar to what we have found in other organizations. Opportunity Employee survey studies show that employees are more satisfied when they have challenging opportunities at work. This includes chances to participate in interesting projects, jobs with a satisfying degree of challenge, and opportunities for increased responsibility. Important: this is not simply promotional opportunity. As organizations have become flatter, promotions can be rare. People have found challenge through projects, team leadership, special assignments as well as promotions. Stress When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if they interfere with employees personal lives or are a continuing source of worry or concern.

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Leadership Data from employee satisfaction surveys has shown employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job, striving for excellence, or just taking action. Work Standards Again, our NBRI employee survey data points out that employees are more satisfied when their entire workgroup takes pride in the quality of its work. Fair Rewards Employees are more satisfied when they feel they are rewarded fairly for the work they do. Consider employee responsibilities, the effort they have put forth, the work they have done well, and the demands of their jobs. Adequate Authority Employees are more satisfied when they have adequate freedom and authority to do their jobs.

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Literature Review
Perspectives to job satisfaction Job satisfaction is defined as all the feelings that an individual has about his/her job. Researchers have attempted to identify the various components of job satisfaction, measure the relative importance of each component of job satisfaction and examine what effects these components have on workers productivity. Maslow (1954) suggested that human needs form a five-level hierarchy ranging from physiological needs, safety, belongingness and love, esteem to self-actualization. Based on Maslows theory, job satisfaction has been approached by some researchers from the perspective of need fulfillment. Herzberg et al. (1959) formulated the two-factor theory of job satisfaction and postulated that satisfaction and dissatisfaction were two separate and sometimes even unrelated phenomena. Intrinsic factors named motivators (that is, factors intrinsic to the nature and experience of doing work) were found to be job satisfiers and included achievement, recognition, work itself and responsibility. Extrinsic factors which they named hygiene factors were found to be job dissatisfies and included company policy, administration, supervision, salary, interpersonal relations and working conditions. Herzberg and Mausners Motivation-Hygiene theory has dominated the study of the nature of job satisfaction, and formed a basis for the development of job satisfaction assessment. Thus job satisfaction is the affective orientation that an employee has towards his or her work (Price, 2001). It can be considered as a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job. The global approach is used when the overall attitude is of interest while the facet approach is used to explore which parts of the job produce satisfaction or dissatisfaction. William F. Jaft, Barbara A. Almanza, RD &Chia-Chien Chen. A Study of Factors Affecting Job Satisfaction among University Foodservice Employees. Journal of College & University Foodservice, Volume 2, Issue 2, 1995, 35-49. Over eight million individuals are currently employed in the foodservice industry with approximately one-third, or 2.2 million employed in the institutional (non-commercial) sector (National Restaurant Association, 1989). Additionally, the cost of employee turnover in the United States is estimated to be more than $11 billion annually with the average cost per job
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at 10 to 20 times the position's weekly wage rate (Compensation and Benefits Review, 1987). Research has shown that the level of employees job satisfaction may impact their intent to leave the job (Fernsten and Brenner, 1987). By understanding factors affecting job satisfaction, managers can improve the effectiveness of job design, and possibly increase positive outcomes (Sneed, 1988). The objective of the current study was to examine the relationship between job characteristics (Variety, Autonomy, Task Identity, Feedback, Dealing with others, and Friendship Opportunities) and job satisfaction for university foodservice employees. Findings indicated a positive relationship between job characteristics and job satisfaction. Results also found that (1) university food-service employees liked their jobs and the quality of the supervision; (2) were least satisfied with their promotion opportunities and pay in their jobs; (3) higher paid employees were more satisfied than those earning lower pay, and (4) employees working in an entry level position were least satisfied of all employees. This study also found the job characteristic Feedback to be the strongest predictor of job satisfaction. The study suggested follow-up research to obtain in-depth data on job characteristics to investigate how jobs could be designed and how job design impacts work outcomes. Elovainio, Marko; Kivimki, Mika; Steen, Nick; Kalliomki-Levanto,

Tiina. Organizational and individual factors affecting mental health and job satisfaction: A multilevel analysis of job control and personality. Journal of Occupational Health Psychology, Vol 5(2), Apr 2000, 269-277. This study evaluated variation at the individual and work unit levels in the relations of job control, hostility, and trait anxiety to mental health and job satisfaction. Questionnaire data from a sample of 2,900 employees working at 152 hospital wards were analyzed by means of multilevel regression analyses. Results showed that mental health (General Health), varying mainly at the individual level, was explained mostly by hostility and trait anxiety. Job satisfaction varied significantly at the individual and the ward level. Job control accounted for most of this multilevel variation. Thus, this study demonstrated the significance of individual characteristics and organizational effects in explaining the mental health and job satisfaction of employees. Anne Morris and Joan R. Bloom. Contextual Factors Affecting Job Satisfaction and Organizational Commitment in Community Mental Health Centers Undergoing System Changes in the Financing of Care. Mental Health Services Research (2002), Volume: 4, Issue: 2, Publisher: Springer, Pages: 71-83.
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This study examines the relationship between contextual factors and job satisfaction and organizational commitment among a sample of 148 administrators and staff in 17 community mental health centers undergoing the transition from fee-for-service (FFS) reimbursement to capitation of Medicaid-funded mental health services in Colorado. Hierarchical linear modeling was used to assess both organizational level factors as well as factors at the individual level of analysis in relation to job satisfaction and organizational commitment. Results indicated significant associations between type of financing for Medicaid-funded services and organizational commitment. Direct, nonprofit capitation was positively linked to organizational commitment, relative to traditional FFS reimbursement. Aggregate perceptions about the organization, including its culture and climate, and the formalization of policies and procedures were strongly linked to job attitudes, over and above individual perceptions about the organization. Individual perceptions of the organization were also related to job attitudes as was respondent level within the hierarchy of the organization. These findings are discussed in terms of their implications for research and intervention in mental health service settings. Gormley, Denise K. Factors Affecting Job Satisfaction in Nurse Faculty. The Journal of nursing education (2003), Volume: 42, Issue: 4, Pages: 174-178\ Meta-analysis of six studies published 1976-1996 indicated that the factors having the highest predictive power for nursing faculty job satisfaction were intrinsic; organizational characteristics and climate had little power. Perceptions/expectations of deans'/chairs' role and faculty role conflict/ambiguity were also significant. Katherine K. Carr MS RN CS, Mary K. Kazanowski MS RN OCN. Factors affecting job satisfaction of nurses who work in long-term care. Journal of Advanced Nursing, Volume 19, Issue 5, pages 878883. A questionnaire developed by the authors was sent to 1000 nurses in various specialty areas. It was used to assess degree of job satisfaction, reasons for dissatisfaction, and the relationships of the work setting and sociodemographic data. Because the authors wanted to compare nurses who work primarily with older adults within and outside long-term care, the percentage of time spent caring for patients aged over 60 was also studied. The degree of job satisfaction between nurses working in long-term care was compared. A comparison of job satisfaction was also made between nurses working at least 75% of the time with older adults and nurses not working primarily with older adults. Factors causing job dissatisfaction in the long-term care group and the non-long-

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term care group were identified. Strategies to increase job satisfaction in long-term care were presented. H. Sur, O. Hayran, G. Mumcu D., Soylemez H. Atli, C. Yildirim. Factors Affecting Dental Job Satisfaction. Eval Health Prof June 2004 vol. 27no. 2 152-164. In this cross-sectional study, a randomly selected group of dentists (n = 855) from nine provinces of Turkey were interviewed for their levels of intrinsic, extrinsic, and overall job satisfaction. The proportion of overall job satisfaction was computed as the proportion of dentists who had mean general satisfaction scores 4 on a 5-point, Likert-type scale and was found to be 40.8% for the sample as a whole. The significant factors that affected overall satisfaction were age, the type of social insurance possessed, income level, the presence of dental auxiliaries, and the number of patients examined per day. Multivariate analysis of the data revealed that the type of social insurance, the amount of monthly income, and the number of patients examined per day were the most common and statistically significant predictors of intrinsic, extrinsic, and overall satisfaction in Turkish dentists. Jones, Cravor, Hohenshil, Thomas H., Burge, Penny. Factors Affecting African American Counselors' Job Satisfaction. Journal of Counseling & Development; Spring2009, Vol. 87 Issue 2, p152-158. Although there are many job satisfaction studies, research related to the job satisfaction of African American counselors (AACs) is negligible. The purpose of this study was to investigate the job satisfaction of AACs. A total of 182 employed AACs who were members of the American Counseling Association (ACA) completed a modified Minnesota Satisfaction Questionnaire and a data information form. Results indicated that 87% of participants were satisfied or very satisfied with their current job. Rad, Ali Mohammed Mosadegh, De Moraes, Ailson. Factors affecting employees' job satisfaction in public hospitals. Journal of General Management; Summer2009, Vol. 34 Issue 4, p51-66. Job dissatisfaction is a major cause of absenteeism and turnover among healthcare employees, and as such, it affects employees' organizational commitment and the quality of healthcare services. However, little is known about which factors influence job satisfaction and dissatisfaction in hospital staff. The purpose of this study was to investigate specific factors associated with job satisfaction and dissatisfaction in employees at the Isfahan University Hospitals (lUHs) in Isfahan, Iran. This study also focuses on revealing homogeneous demographic characteristics that these employees exhibited, which affect their satisfaction level. Questionnaires were distributed among the 950 employees through a
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classified randomized sampling. Overall, employees were moderately satisfied with their jobs, and more satisfied with the following aspects of their current work

situation: supervision, job identity and co-workers. The lowest satisfaction scores were found for benefits, contingent rewards, communication, salaries, work conditions and

promotion. Motivating factors included loyalty to employees, job security, good pay, good working conditions, tactful discipline, involvement, recognition and promotion. Nilufar Ahsan, Zaini Abdullah, David Yong Gun Fie, Syed Shah Alam. Study of Job Stress on Job Satisfaction among University Staff. European Journal of Social Sciences Volume 8, Number 1 (2009) Numerous studies found that fob stress influences the employees job satisfaction and their overall performance in their work. Because most of the organizations now are more demanding for the better job outcomes. In fact, modern times have been called as the age of anxiety and stress (Coleman, 1976).The stress itself will be affected by number of stressors. Nevertheless, Beehr and Newman (1978) had defined stress as a situation which will force a person to deviate from normal functioning due to the change (i.e. disrupt or enhance) in his/her psychological and/or physiological condition, such that the person is forced to deviate from normal functioning. From the definition that has been identified by researchers, we can conclude that it is truly important for an individual to recognize the stresses that are facing by them in their career. Some demographic factor may influence the way a university academic staff act in their workplace. Mohsin Bashir, Liao Jianqiao, Zhao Jun, Faheem Ghazanfar, Muhammad Mahroof Khan. The Role of Demographic Factors in the Relationship between High Performance Work System and Job Satisfaction. International Journal of Business & Social Science; 2011, Vol. 2 Issue 18, p207-218. This study explores the role of demographic factors in relationship between HPWS and job satisfaction. The data was collected from 674 academic faculties across 23 public sector universities of Pakistan. Kruskal-Wallis Test reveals that perception of HPWS and Job satisfaction among academic faculty varies with rank, nature of job and age while gender has no significant difference in response. The results showed positive and significant correlation between HPWS and Job satisfaction .The demographic variables, rank and nature of tenure found to moderate the relationship between perception of the existence of HPWS and Job Satisfaction. While moderating effect of gender and age were not confirmed.

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Ahmed Ishfaq, Ahmad Zulfqar. Explicit and Implicit Factors of Job Satisfaction. Interdisciplinary Journal of Contemporary Research in Business; Apr2011, Vol. 2 Issue 12, p577-586. Job satisfaction has always been in debate. No one can deny its significance from organizational as well as individual s perspectives. Changing business trends have made labor force the most vital asset and more over satisfied employees are demand of time. Now organizations try to satisfy their employees by using various benefits and privileges. But studies have proved that although organizations offer various benefits still employee satisfaction is not related with those benefits. The main reason is the difference of individual values (implicit factors) with the organizational rewards (explicit factors). This study is aimed to identify the link between implicit and explicit factors of job satisfaction, and how these factors should be combined to get the desired returns. Karen S. Myers Giacometti. Factors Affecting Job Satisfaction and Retention of Beginning Teachers A researcher-developed questionnaire was administered to 450 randomly selected first, second, and third year teachers. Survey items were related to domains affecting teacher satisfaction and retention. A demographic section was included to collect background information. A principal components analysis resulted in the emergence of domains that were used in the final analysis. They are: emotional factors; school and community support; instructional support; preparation in teaching curriculum, managing students, and assessing students; collaboration; compensation and benefits; motivation to teach; and culture shock. Stacey M. Wiedmer. An examination of factors affecting employee satisfaction. Personality type, coping skills, procedural justice, locus of control and organizational involvement are all factors that affect job satisfaction. This study looks at other factors such as age, educational level, sex, shift, and part or full-time status to see how they affect job satisfaction. Employees of the wall-Mart supercenter in St. Joseph, Missouri filled out surveys intended to gather information about what makes people satisfied with their jobs, and what types of people gather information about what makes people satisfied with their jobs, and what types of people are more likely to be satisfied with their jobs, and what types of people are more likely to be satisfied with their jobs. Results showed that there were three major predictors of job satisfaction: thinking all employees are treated equally by their boss, sex (females were more satisfied than males), and employees seeing themselves having a future in their present job. Factors hypothesized to be significant predictors of the job satisfaction, such as education level and age, did not turn out to be significant at all. Shift was
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significant, however, in that first shift workers were more satisfied with pay than were second or various shift workers. Bartram T, Joiner TA, Stanton P. Factors affecting the job stress and job satisfaction of Australian nurses: implications for recruitment and retention. Against a background of nurse shortages in Australian hospitals, a significant challenge facing the healthcare sector is the recruitment and retention of nurses. The job stress and job satisfaction of nurses have been associated with recruitment and retention. The aim of this study is to consider two factors that may contribute to the job satisfaction and job stress of nurses: social support and empowerment. Using a sample of 157 registered nurses in a private hospital in Melbourne, Australia, we found that social support derived from the nurse's supervisor and work colleagues lowered job stress and at the same time increased job satisfaction. The presence of nurse empowerment, meaning, impact, competence and selfdetermination, also lowered job stress and increased job satisfaction. Finally, we discuss contributions of this study and implications for recruitment and retention of nurses in the health sector. Ma, Chen-Chung PhD; Samuels, Michael E. DrPH; Alexander, Judith W. PhD, RN. Factors That Influence Nurses' Job Satisfaction. The findings have implications for nurse managers and hospital administrators for planning and implementing effective health policies that will meet the unique needs of their staffs and organizations. Such research is particularly relevant in this difficult time of nursing shortage throughout the healthcare industry. Bonnie Sibbald, Chris Bojke, Hugh Gravelle. National survey of job satisfaction and retirement intentions among general practitioners. Job satisfaction is an important factor underlying intention to quit, and attention to this aspect of doctors working lives may help to increase the supply of general practitioners.

Determinants of job satisfaction

Job satisfaction in organizations has been receiving increasing attention because it reduces employee turnover, absenteeism, tardiness, and health setbacks due to stress. Workers who are satisfied at their workplaces show positive attitudes in their homes and make a psychologically healthy society. Many of the studies on job satisfaction have been done focusing on different economic sectors and perspectives such as agriculture, commerce, health and education.
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According to DeVaney and Chen (2003), demographic variables such as age, gender, race, and education have an effect on job satisfaction. It has been shown, for instance, that older workers are more likely to be satisfied than younger workers and also that non-white employees are less satisfied than white employees. Work related variables such as whether the job is interesting, good relations with management, job security (permanent or contract jobs), higher pay, a sense of control over ones work were identified as important factors underlying job satisfaction (Miller, 1980; Souza-Poza, 2000). Onu et al. (2005) examined the factors affecting job satisfaction of field extension workers in Enugu State Agricultural Development Programme in Nigeria using a sample of Forty-two extension staff randomly selected across three agricultural zones. The field extension workers indicated low level of satisfaction with their job content, conditions of service and working environment, which were subsequently identified as key factors that could enhance job satisfaction among extension personnel in Nigeria. Salmond (2006) used a sample of 437 nurses drawn from 20 different states in the United States. The Karasek's job demand-control-support model was used as the theoretical framework for the study. Variables used to predict job satisfaction in the analysis included personal factors of educational level, certification level, continuing education credits, years of experience, and perceived competence (self-efficacy) and organizational factors of social support, professional practice environment, type of hospital, and type of unit. The organizational environment or Professional Practice. Environment Score (PES) was identified as the main determinant of job satisfaction among nursing staff in the 20 states. Tutuncu and Kozak (2006) measured job satisfaction in the Turkish Hotel industry using a job satisfaction index.

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Need and Scope of the Study

The need of study is to analyze the level of job satisfaction and factors effecting job satisfaction with reference to educational institutes. So, the study will help us to analyze the factors effecting job satisfaction of teachers. Scope of the study- the study of the factors that affect job satisfaction will be conducted in the educational institutes in Jalandhar and nearby areas. We can understand how actually an organization works and can get more insight on the concept of job satisfaction. It provides us a great opportunity to relate theoretical concepts learnt in my course to the actual happenings in the organization. We can get an opportunity to provide suggestions. By doing this study we can have fairly good idea about their employees, that they are satisfied or not. Human Resource department can use the facts and figures of the study and can take benefits from the findings of the study. We can use the information to make efforts to avoid complaints regarding job. The development of any of the educational institute is mainly depending on the satisfaction level of the employees so that they can perform well. The working conditions, environment and other policies can be improved to satisfy the employees based on the results of survey. The valuable suggestions can be implemented to overcome many problems faced by the organization.

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Research Methodology
Research philosophy In an applied research we feel that the ultimate goal is a study that is helpful in solving social problems and at the same time making a valuable contribution to the theoretical socialscience literature. In this study, both qualitative and quantitative techniques will be used. Objectives of the study Objectives of the study are: 1. To identify the factors influencing job satisfaction among employees in educational institutions in Jalandhar and Phagwara. 2. To measure the existing level of job satisfaction among different educational institutions. Sampling frame The sampling frame will consist of faculties at one University, three colleges and two schools in Jalandhar and nearby areas. Sampling method A simple random sampling method will be use to select respondents for inclusion in the survey. Data collection Primary and secondary sources of data will be used in this research. A questionnaire will design and administer to participants. The questionnaire will include questions on various conditions like working conditions, importance of skills learnt, interpersonal relationships and the physical conditions. A total of 100 to 150 respondents were included in the survey. Small sample sizes will provide highly reliable findings depending on the sampling procedures adopted. Secondary data will be collected from the University administration departments on the numbers of academic staff in each department using semi-structured interviews. Analytical tools Tool which will be used for analysis is SPSS. Various tests related to this tool will be used to analyze factors which affects job satisfaction of employees. Variables include in the model will informed by literature mainly. The researchers primary interest will be to find the conditional expectation of the dependent variable given more than one conditioning variables.

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