MBA 232 – INDIVIDUAL AND GROUP BEHAVIOUR IN

ORGANISATION

CONTINUOUS INTERNAL ASSESSMENT – 1

RESEARCH BASED ASSIGNMENT

Submitted by

NAVEEN BHARADWAJ R
1927213

Submitted to

PROF. VILAS ANNIGIRI

Institute of Management

CHRIST (DEEMED TO BE UNIVERSITY), Bengaluru

October 2019
S. Full APA Journal
Citation Article Title Findings
No. Reference Name
Background:
This research is a study on
the impact of job
satisfaction on the
turnover of hospital-based
Impact of Job
Coomber, B., & nurses in the United
Satisfaction
Barriball, L. K. Kingdom.
components on
(2007). Impact of Methods:
intent to
job satisfaction International This research used
(Coomber & leave and
components on Journal of secondary data collected
1 Barriball, turnover for
intent to leave and. Nursing from papers published by
2007) hospital-based
International Studies earlier researchers.
nurses: A
Journal of Nursing Results:
Review of the
Studies (Vol. 44), Research concluded that
Research
297-314. the impact of the same
Literature
factors varied at different
points in time.
Techniques like
qualitative

Background:
The study was conducted
to
analyse the relationship
between job satisfaction
and socio-demographic
characteristics.
Crossman, A. Methods:
(2003). Job Job The primary data was
satisfaction and Satisfaction collected by means of
employee. Journal and Journal of issuing a questionnaire
2 of Managerial (Crossman, Employee Managerial and
Psychology (Vol. 2003) Performance Psychology conducting personal
18 Issue: 4), 368- of Lebanese interviews.
376. Banking Staff
Results:
The age of the
employees and their job
satisfaction had a weaker
relationship. Job
satisfaction increased with
the tenure. Employees
with
 higher education had
higher
satisfaction. Female
employees derived
satisfaction from their pay
whereas male employees
derived satisfaction from
their work more than their
pay. The results of the
self-evaluation questions
showed that the
performance increased
linearly with tenure.
Background:
The research was
conducted with the aim of
investigating the extent to
which different
personality and
demographic variables
impact the motivation and
job satisfaction of the
Furnham, A.,
employees.
Eracleous, A., &
Methods:
Chamorro-
Primary data for the
Premuzic, T.
Personality, research was collected by
(2009). (Furnham,
motivation way of administering
Personality, Eracleous, & Journal of
and job three questionnaires to the
3 motivation and job Chamorro- Managerial
satisfaction: fulltime employees.
satisfaction. Premuzic, Psychology
Hertzberg Results.
Journal of 2009)
meets the Big The variance in
Managerial
Five motivation of employees
Psychology (Vol.
is up to the extent of 9 to
24
15 percent because of
Issue: 8), 765 - 779.
demographic variables
and the Big Five
personality traits. 11 to 13
per cent of the variation in
motivation and job
satisfaction was because
of the personality
variables.
 Background:
The research was
conducted to bring out the
various factors that affect
the satisfaction levels of
Parvin, M. M. employees in the
(2011). FACTORS pharmaceutical sector.
AFFECTING Methods:
EMPLOYEE JOB Factors Australian Primary data was
SATISFACTION Affecting Journal of collected by conducting
OF Employee Business personal interviews with
(Parvin,
4 PHARMACEUTIC Job and employees of 3 companies
2011)
AL SECTOR. Satisfaction Managem and secondary data was
Australian Journal of ent obtained from the papers
of Business and Pharmaceutic Research of earlier researchers.
Management al Sector Results:
Research, Vol.1 The factors chosen by the
No.9, 113-123. researchers satisfactorily
explain the job satisfaction
and the managers of the
companies should focus
on those factors to
enhance their businesses.
Background:
This research was
conducted to analyse the
impact of working
environment on the job
Raziq, A., & satisfaction of employees.
Maulabakhsh, R. Methods:
(2015). Impact of Primary data was
Working Impact of collected by administering
(Raziq, Procedia
Environment on Working a questionnaire to a set of
Maulabakhsh, Economic
5 Job Environment randomly selected
& Raheela, s and
Satisfaction. on Job employees of banking,
2015) Finance
Procedia Satisfaction telecommunications and
Economics university.
and Finance (Vol. Results. There is a
23), 717 – 725. positive relationship
between work
environment and
employees' job
satisfaction uniformly
across all 3 sections.
 MBA 134: Understanding Business
Assignment 1, Research Based Assignment
Name: Naveen Bharadwaj R Register Number: 1927213 Submission Date: /10/2019

Article Title: Job Satisfaction

Articles Reviewed

1. Coomber, B., & Barriball, L. K. (2007). Impact of job satisfaction components on intent to
leave.

2. Crossman, A. (2003). Job satisfaction and employee.

3. Furnham, A., Eracleous, A., & Chamorro-Premuzic, T. (2009). Personality motivation and job
satisfaction.

4. Parvin, M. M. (2011). FACTORS AFFECTING EMPLOYEE JOB SATISFACTION OF

PHARMACEUTICAL SECTOR.

5. Raziq, A., Maulabakhsh, & Raheela. (2015). Impact of working environment on job
satisfaction.

INTRODUCTION
Job satisfaction is the level of contentment of the employees which they obtain from their
jobs. “Job satisfaction is a very important factor that determines the health and well-being of any
organisation”, (Crossman, 2003). Satisfaction of the workforce of an organisation is essential for
smooth operations of the business. There are a number of factors that affect the job satisfaction
of the employees in any organisation – job security, working conditions, personality traits, pay
& promotion, demographic variables (i.e. age, gender, education of the employees and job
tenure), working environment, etc. There have been a lot of studies conducted based on the
various factors affecting the job satisfaction of employees and the extent of their impact.
According to a few researches, job satisfaction of employees is impacted by the individual factors
and not entirely by the job, yet another few researches show that satisfaction of one factor can
also lead to the satisfaction of another. The analysis of a few of the factors has been done to
obtain the relationship between the factor in question and job satisfaction of employees based on
the work of earlier researchers.

Factors Affecting Employee Job Satisfaction of Pharmaceutical Sector

(Parvin, FACTORS AFFECTING EMPLOYEE JOB SATISFACTION OF
PHARMACEUTICAL SECTOR, 2011)
The paper is an effort to bring out the various factors that affect the satisfaction levels of
employees in the pharmaceutical sector. The study has been conducted by two faculty members
working in two educational institutions and was made by conducting personal interviews with
employees of three companies in Bangladesh. While the interviews provided the primary data,
secondary data was sourced from similar studies made by earlier researchers and literature
available.
They have done an extensive review of literature to zero in on the factors affecting the satisfaction
level of employees. They have studied the job satisfaction level of employees based on the
following factors, viz., working conditions, pay and promotion, fairness, job security,
relationship with co-workers and supervisors. Result of their studies has been brought out in the
form of tabulation, pictorial representation with necessary descriptive analysis. The authors have
concluded that the factors chosen by them had satisfactorily explained the job satisfaction and
the managers of the companies should focus on those factors to enhance their businesses. Based
on their conclusions they have made four valid recommendations for the companies.
In my opinion, the research is a well-balanced one with enough background study, literature scan
and care taken for data collection and analysis. The results have also been presented well whereas
the language could have been better in terms of grammatical and spelling errors.
Impact of Job Satisfaction components on intent to leave and turnover for hospital-based
nurses: A Review of the Research Literature
(Coomber & Barriball, Impact of job satisfaction components on intent to leave and, 2007)
This paper is essentially a research based on existing literature and available secondary data. It
is also a limited study on the impact of job satisfaction on the turnover of hospital-based nurses
in the United Kingdom. The researchers have done extensive study of the literature which was
available then. They have identified the factors which are classified into maintenance and
motivation factors. While maintenance factors are dissatisfiers, the motivating factors help in
increasing the intent to stay. The study evaluated the various methods adopted by the earlier
researchers and also made a comparison of the impact of various factors over longer periods of
time. They tried to bring out the changes in the impact of the same factors at different time periods
and different situations like geographical locations, types of wards, etc. They have concluded
that the same factors which were being assessed by various earlier researchers on scales, the
impacts were varied at different points of time. They also found differing results across work
environments. Hence, they have suggested that appropriate techniques such as qualitative
interviews or action research might have to be employed to gain better insight into which
components are of importance to different work forces.
The research is a thorough work of comparing the then existing literature with an excellent
analysis of the various components. It has brought out the limitations of various results of earlier
researchers but has not provided any conclusive alternate methodology or recommendation.

Impact of Working Environment on Job Satisfaction

(Raziq & Maulabakhsh, Impact of Working Environment on Job Satisfaction, 2015)
This paper is based on a research conducted on the impact of work environment on job
satisfaction among employees of three sectors in one city of Pakistan. It deals with the impact of
only one factor on the employee morale and job satisfaction, involving collection of primary data
via administering a questionnaire to a randomly selected set of 210 people. The chosen
employees were from three sectors namely banking, telecommunications and university. The
questionnaire used was also one which was pre-tested by an earlier set of researchers. The
sampling was done taking employees in the age group of 21 to 40 with almost two thirds in the
age group of 21 to 30. Various aspects of working environment starting from physical working
condition, maintenance of the building, hygiene to the working hours and training were
examined. They have brought out the positive relationship between working environment and
job satisfaction which was found uniformly in all the three sectors.
The research has limitations in terms of geographical area and the number of people covered,
though it has clearly brought out the objective of studying the impact of the work environment
on job satisfaction.
Job Satisfaction and Employee Performance of Lebanese Banking Staff
(Crossman, Job satisfaction and employee, 2003)
The study was conducted to analyse the relationship between job satisfaction and socio-
demographic characteristics like education and job performance in the Lebanese commercial
banking sector. A sample of 11 banks were selected, by way of stratified random sampling, out
of the 33 banks. The employees were given questionnaires with self-evaluation questions
regarding their performance in comparison to that of their peers and also regarding socio-
demographic factors such as age, gender, marital status, education and length of service. The
employees were also interviewed personally for increased accuracy. The study concluded that all
the parameters used are equally important and have an impact on the job satisfaction. The age of
the employees and their job satisfaction had a comparatively weaker relationship. Employees
with higher tenure had higher job satisfaction. Employees with school certificate had lesser
satisfaction when compared to employees with college graduate certificate. Female employees
derived satisfaction from their pay whereas male employees derived satisfaction from their work
more than their pay. The results of the self-evaluation questions showed that the performance
increased linearly with tenure. In my opinion, the study conducted by the researchers was an
efficient one with due importance given to all the multiple factors chosen resulting in valid and
meaningful conclusions.
Personality, motivation and job satisfaction: Hertzberg meets the Big Five
(Furnham, Eracleous, & Chamorro-Premuzic, Personality, motivation and job satisfaction,
2009)
This research was conducted with the aim of investigating the extent to which different
personality and demographic variables impact the motivation and job satisfaction of the
employees as defined by the two-factor theory. The researchers collected primary data by means
of issuing three questionnaires to a carefully selected sample of 202 fulltime employees. The
questionnaires were designed to contain questions that can measure the personality, work
motivation and satisfaction of employees. The research found that the variance in motivation of
employees is up to the extent of 9 to 15 per cent because of demographic variables and the Big
Five personality traits. 11 to 13 per cent of the variation in motivation and job satisfaction was
because of the personality variables.
This study focusses on important factors with respect to employee job satisfaction and the
conclusions are valid. It has limitations with respect to the sample size and also it hasn’t
considered other factors like employees’ job history, roles and responsibilities.

References
Coomber, B., & Barriball, L. K. (2007). Impact of job satisfaction components on intent to leave.
International Journal of Nursing Studies (Vol. 44), 297-314.

Crossman, A. (2003). Job satisfaction and employee. Journal of Managerial Psychology (Vol. 18 Issue:
4), 368-376.

Furnham, A., Eracleous, A., & Chamorro-Premuzic, T. (2009). Personality motivation and job
satisfaction. Journal of Managerial Psychology (Vol. 24 Issue: 8), 765-779.

Parvin, M. M. (2011). FACTORS AFFECTING EMPLOYEE JOB SATISFACTION OF PHARMACEUTICAL

SECTOR. Australian Journal of Business and Management Research Vol.1 No.9, 113-123.

Raziq, A., & Maulabakhsh, R. (2015). Impact of Working Environment on Job Satisfaction. Procedia
Economics and Finance (Vol. 23), 717 – 725.