1. JOB
SATISFA TION
An empirical investigation on
among the employees
Naveen Kumar P
S A Vasantha Kumara
Darshan Godbole

2. Naveen Kumar P
[ Project Executor ]
Research Student
Dept of IEM, DSCE
S A Vasantha Kumara
[ Project Architect ]
Internal Guide
Associate Professor
Dept of IEM, DSCE
Darshan Godbole
[ Resource Element ]
External Guide
Branch Manager
…Th!nkers … behind the project

3. “Introduction
Prologue of the research

4. “A pleasurable or positive emotional state
resulting from the appraisal of one’s job or job
experience”
High turn over
Absenteeism
Job Dissatisfaction
+
=
Job
satisfaction
Recruitment is one field where the job
tends to be monotonous, hectic and more often
the employee cannot meet the deadline or achieve
the target.
Empirical investigation was carried out to examine the influence of demographic
variable on employee job satisfaction

6. 1
“Working with attitude change- A
qualitative study of attitude change &
job satisfaction”
Carin Ewald, Karin Penrell
Lund’s University Journal (2006)
“Job Satisfaction : Great work,
Genuine problems”
John N Berry
LJ series, Library journal (2007)
“Retention : An explanatory study of Swedish
employees in the financial sector regarding
leadership style, remuneration & elements
towards job satisfaction”
Sanna Paulson, Linda Lindgren
Vaxjo University of research journal (2008)
2
3

7. “The Subtleties of Retention - A Human
Resource Management Perspective”
Christian Wallin, Ivan Stipic
Lund’ University Journal (2008)
“Turnover among the young engineers”
Johan Karlsson
Malardalens university journal of research (2008)
“Retention of IT Consultants:
How to Grow Employee
Loyalty – the case of T-
company”
Davor Crnomat
LJ Series, Library Journal (2008)
4
5
6

8. 7
”Employee Retention : An integrative view
of supportive human resource practices
and perceived organizational support”
Desi Patriota
University of Uppsala (2009)
“Identifying predictors of work engagement:
An example from a management
consultancy company”
Andreas Persson
Research from Stockholm university (2010)
“Effects of organization communication
satisfaction on job performance and firm
growth in small business”
C.Glenn Pearce and Geral J Segal
LJ Series, Library Journal (2009)
8
9

9. “A method on how to improve employee job
satisfaction: A case study”
Malin Johansson
Linne university journal of research (2010)
“A motivated team achieves
goal”
D M Shetty
Deccan Herald, DH Avenues (2011)
10
11
From the literature survey it was evident that there was
a little attention towards the research to examine the influence of
demographic factors on the employee job satisfaction

10. RESEARCH
DES GN

11. 1
2
3
6
5
4 9 10
8 11
7 12

12. C MPANY
P
R
O
F
I
L
E

13. Market position
Amongst top 5 product
development IT recruitment
Specialize
Executive search & Head
hunting
Customers
Technology start ups, Product
development companies,
Large services organization,
manufacturing companies
Domains
Ecommerce, Infrastructure,
Consulting, BFSI, Telecom,
Healthcare, Manufacturing
Employees
45 employees and growing

14. SURVEY
THE PRINCIPLES OF

15. is a detailed study of a market or
organization to gather data on attitudes,
impressions, opinions, satisfaction level, etc., by polling a
section of the population
Survey
Going with
s u r v e y -ADVANTAGES
 Useful & more effective
 Objective & Subjective opinions can be obtained from respondents
 Measure & Monitor mood & morale of organization
 Helps to determine the alignment of the employees with the management
 Proactive instrument to identify the problems
DEFINITION

16. Design
Methodology
Determine
Feasibility
Develop
Instruments
Revise
Instruments
Select
Sample
Conduct
pilot test
Reliability
assessment
Conduct
research
Analyze
data
1 2 3 4 5 6 7 8 9

17. UNDERSTANDING THE POPULATION
SAMPL NG

18. Sampling
Sampling is the process of selecting units (e.g.,
people, organizations) from a population
A very well chosen sample reflects the
whole population and bears all the characteristics
of the population.
What we
chose?
Probability Sampling
Convenient
random
sampling
next move

19. Probability Sampling
Probability sampling methods ensure that
there is a equal possibility for each person
in a sample population to be selected.
Convenient Random Sampling
A sample is drawn randomly from a list of
individuals in a population. This is the most
preferred sampling technique by many
researchers.
Population
size
45
Sample
size
23
aka N
aka n

20.  Free of classification error
 Its requires minimum advance knowledge of the population
 Relatively easy to interpret data collected
 Best fit for a small population size
What’s good about convenient random sampling?
4523 of 57.7%=
Sample size Population size

21. DEMO
WHO WHAT
GRAPHY

22. is the statistical study of human populations
especially with reference to size and density,
distribution, and vital statistics.
DEMOGRAPHY
1. Gender
 Male
 Female 2. Age
 20 – 25 years
 26 – 30 years
 above 30 years
3. Education level
 Post Graduate
 Graduate
 Other
4. Salary
 < Rs 10000
 Rs 11000 – Rs 15000
 Rs 16000 – Rs 20000
 > Rs 20000

23. 5. Designation
 Trainee
 Consultant
 Team Lead
 Branch Manager
 Finance
6. Work Experience
 0-3 months
 4-6 months
 6-12 months
 1- 2 years
 Above 2 years
7. Team
 Service team
 Product team
 Service & Product team
 Finance team
8. Marital Status
 Married
 Single

24. Questionnaires
ASKING OUT THE OPINIONS

25. Questionnaires
? is a series of questions asked to obtain
statistically useful information about a
given topic
DesignSimple, Unambiguous, Tick, Short, Logical sequence
Questionnaires for convenience
Title, Introduction, group items, format,
open ended questions
< what they tell us > < Respondents? Behavior? What? >

26. Construct
meaningful order of questions
 Defines one specific thing
 Groups the questions related to one topic
 Creates interest in respondents
1. My organization
2. My job
3. Reward & Recognition
4. Communication & Motivation
5. My manager / team lead
6. Career & Development
7. Benefits
7 constructs
defined in
our project
“ The point ”+

27. Getting done with format
Opening Question
Questions flow
Questions variety
Piloting the questionnaires
Properly worded
Placed in best order
Understood by all classes of respondents
What extras to be added
Adequate instructions

28. ikert scaling
Psychometric measurement
½ ½Favorable Unfavorable
Respondent’s asked to evaluate accordingly
Symmetric or balanced
< Strongly Disagree, Disagree, Neither, Agree, Strongly Agree >
5 point rating scale

29. Response
format
Close ended questions
< pre - existing > < multiple choice > < scaling >
Easy to analyze, statistical.
Specific, similar meaning. advantages
Limits the answer.
Cannot explain feelings.
disadvantages
“Am happy with my job”
Strongly
Disagree
Disagree Neither Agree
Strongly
Agree

30. Response
format
Open ended questions
< explain > < elaborate > < paragraph > < own answers >
More info with feelings, attitude.
Extra information. advantages
With quantitative analysis, meaning is lost.
Difficult to compare meanings. disadvantages
“Give 3 suggestions for improvement of work environment”

31. Cronbach
Alpha α
N . c
V + ( N – 1 ) c
α =
N – Number of items
c – Inter item covariance
V – Average variance
Lee Cronbach ( 1951 )
Measure internal consistency
Most reliable for inter-correlation test
≥ 0.7
accepted & appreciated

32. My organization
My job
Reward & Recognition
Communication & Motivation
My Manager / Team lead
Career & Development
Benefits
0.791
0.848
0.803
0.813
0.825
0.794
0.704
Constructs
Cronbach
alpha value
&

33. FOR
STATISTICS

34. Microsoft excel 2007
Dr Ashrams Java scripts
Visual PLS 1.04
Reliability Calculator

35. THE PROVING GROUND

36. “ Analysis involves compiling, evaluating & presenting the numerical evidence about
what the research was based on “
Hypothesis testing – Flipping for YES or NO
H0 - There is no influence of demographic variables on constructs depicting
employee job satisfaction
HA – There is an influence of demographic variables on constructs depicting
employee job satisfaction
Level of
Significance 0.05
a

37. contingency
table test
Age & Range
Score : Min value 5, Max value 25
5 to 15 16 to 25 Total
Above 30 0 1 1
20 to 25 6 24 30
26 to 30 4 8 12
Total 10 23 43
Chi square 1.164
Correlation 0.1623
P value 0.559
Conclusion
Little or no real evidence against null
hypothesis H01
Age with
My Organization
H01 – Age ~ My organization
HA1 – Age + My organization
Summary ->

38. Demography
Vs
Construct
Age Designation Education Experience Gender
Marital
Status
Salary Team
My organization
My job
Reward &
Recognition
Moderate
evidence
Communication
& Motivation
My Manger /
Team lead
Suggestive
evidence
Career &
Development
Suggestive
evidence
Suggestive
evidence
Benefits

40. R Square
My
Organization
My Job 0.146
Rew & Recg 0.535
Comm & Motv 0.079
My Mgr / Tm Ld 0.410
Carr & Dev 0.506
Benefits 0.452
Regression of My organization on other constructs

41. My Org My Job Rew & Recg Com & Motv Mgr / Tm Ld Carr & Dev
My Org
My_Job 0.146
Rew & Recg 0.535 0.127
Com & Motv 0.079 0.109 0.085
Mgr / TmLd 0.410 0.052 0.143 0.039
Carr & Dev 0.506 0.078 0.40 0.020 0.375
Benefits 0.452 0.135 0.376 0.054 0.174 0.668
summary

42. Conclusion”
Epilogue of the research

43.  Reward & Recognition is influenced by experience
 Manager has influence on designation of the employee
 Career & Development influence both designation & gender
 Improvement in leadership style and working culture.
 Providing opportunities for career growth and also including
proper training, mentoring and monitoring.
 Benefits like social events, extra appropriate leaves can add up
for employee job satisfaction.

44. 1. Make rewards meaningful
2. Encourage FUN
3. Promote team member for career growth
4. Carry out periodical reviews
5. Market the great accomplishment of individuals
6. Promote employees based on their efforts
7. Monitor leadership style
8. Counsel career & development

46. Only based on demographic variable
Questionnaires may not cover all the aspects for job satisfaction
Research does not explain individual needs
Research based on influence of time factors
Geographical factors, Client companies, Recruitment process

47. Retention Strategies – Not just the money
Naveen Kumar P, S A Vasantha kumara, Darshan Godbole
International conference
ICOEGC – 2011, RVCE, Bangalore
Impact of organization culture on employee performance
Naveen Kumar P, S A Vasantha kumara, Darshan Godbole
National conference
CARE – 2011, Trichy, Tamilnadu
Organization development through organization culture
Naveen Kumar P, S A Vasantha kumara, Darshan Godbole
International conference
ICOIM – 2011, PESIT, Bangalore

48. References
[1] Carin Ewald, Karin Penrell (2006), “Working with Attitude Change - A qualitative study of attitude change and job-
satisfaction”, Lunds university, Institution for psychology.
[2] John N Berry (2007), “Job satisfaction: great work, genuine problems”, LJ Series, Library journal.
[3] Sanna Paulson, Linda Lindgren (2008), “Retention : An explanatory study of Swedish employees in the financial sector
regarding leadership style, remuneration and elements towards job satisfaction”, Vaxjo University research.
[4] Christian Wallin, Ivan Stipic (2008), “The Subtleties of Retention - A Human Resource Management Perspective”, Lunds
university, Institution for service management.
[5] Johan Karlsson (2008), “Turnover among the young engineers”, research from Malardalens university.
[6] Davor Crnomat (2008), “Retention of IT Consultants: How to Grow Employee Loyalty – the case of T-company” LJ series,
Library journal.
[7] Desi Patriota (2009), ”Employee Retention : An integrative view of supportive human resource practices and perceived
organizational support”, research from university of Uppsala.

49. References
[8] C.Glenn Pearce and Geral J Segal (2009), “Effects of organization communication satisfaction on job performance and firm
growth in small business”
[9] Andreas Persson (2010), “Identifying predictors of work engagement: An example from a management consultancy
company”, research from Stockholm university, Institution of psychology.
[10] Malin Johansson (2010), “A method on how to improve employee job satisfaction: A case study”, research from Linne
university, institution of technic.
[11] D M Shetty (2011), “A motivated team achieves goal”, Deccan Herald, DH Avenues.
[12] Hair, J. F., Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998), Multivariate data analysis. Englewood Cliffs, NJ: Prentice-
Hall.
Nunnaly, J. (1978). Psychometric theory. New York: McGraw-Hill.
[13] http://www.businessdictionary.com/definition/survey.html
[14] Day, Martin (2008), “The Advantages, Considerations and Risks of Employee Satisfaction Surveys”, Version 2 (Internet).

50. References
[15] Straub, D. W., "Validating instruments in MIS research," MIS Quarterly, 1989, Vol 13, pp 147-169.
[16] http://home.ubalt.edu/ntsbarsh/stat-data/surveys.htm
[17] http://stattrek.com/Lesson3/SamplingDistributions.aspx?Tutorial=stat
[18] http://home.ubalt.edu/ntsbarsh/stat-data/surveys.htm#rss
[19] Frauke Kreuter, Stanley Presser & Roger Tourangeau (2009), "Social Desirability Bias in CATI (Computer Assisted Telephone
Interview), IVR (Interactive Voice Response) and Web Surveys: The Effects of Mode and Question Sensitivity", Public
Opinion Q (2008) 72(5): 847-865
[20] Rensis (1932), “A technique for the measurement of attitudes”, archives of psychology 140: 1-55.
[21] Lindley, D.V. (1987), "Regression and correlation analysis", New Palgrave: A Dictionary of Economics, v. 4, pp. 120–23.
[22] K. Ashwathappa, Human resource management, 5th edition, The Tata McGraw-Hill companies, 2008
[23] N. Van saane, J.K. Sluiter, J H A M Verbeek (2003), “Reliability & Validity of instruments measuring job satisfaction – a
systematic review”, Occupational Medicine, v. 53, pp. 191-200.