A

DISSERTATION REPORT
ON
“JOB SATISFACTION ”
Submitted For partial fulfillment of requirement for the
Award of degree
Of
(Master of Business Administration)
Of
Uttrakhand Technical University, Dehradun

Submitted by submitted to

Neha pal Shivangi Singh Mam

management
department
Uttrakhand Technical University
Dehradun, Uttrakhand

Declaration
I , neha pal hereby declare that this submission is my own work under the supervision of Miss.
Shivangi singh towards the Masters of business Administration ( Human Resource) and that,
to the best of my knowledge , it contains no material previously published by another person nor
material which has been accepted for the award any other degree of the university ,except where
due acknowledgement has been made in the next.

Certificate by Guide
ACKNOWLEDGEMENT
We would like to sincerely appreciate to the individuals who give us guidance, advices, opinion
and support throughout the entire research project. Thus , we only can complete our research
efficiently and effectively.

Works like this kind cannot be carried out without the help and guidance of an experienced

person. I therefore wish to express my profound gratitude to Miss Shivangi verma by supervisor

for her suggestions, support, patience and constructive criticism throughout the research period.

Lastly, to my parents, husband, children, brother and sisters who by their encouragement gave

me the strength to carry on when all hope was lost.

Abstract
TABLE OF CONTENT
TITLE PAGE

DECLARATION

CERTIFICATE BY GUIDE

ACKNOWLEDGEMENT

ABSTRACT

CHAPTER ONE: INTRODUCTION

Background of the study
Statement of the problem
Objective of the study
Research questions
Signification of the study
Research method
Scope of the study
Limitation

CHAPTER TWO: LITERATURE REVIEW

Introduction
The concept of job satisfaction
Definition of job satisfaction
Sources of topic
Internal
External
Challenge of topic
Conceptual framework
CHAPTER THREE: METHODOLOGY ORGANISATIONAL PROFILE
Introduction
Research methodology
Research design
Re4search strategy
Sources of data
Primary
Secondary
Data collection

CHAPTER FOUR: DATA PRESENTATION, ANALYSIS

Introduction
Question response
Conclusion

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSIONS AND

RECOMMENDATIONS
Finding
Conclusion
Recommendation
Questionnaire
1.1 INTRODUCTION:

The introduction gives an outline of the study. The aims and objectives of the research question are
recognized and the case study will allow a foundation for the chosen area. Finally the formation of the
study is described.

Statement of problem

The growth and development of any economy is connected directly or indirectly job satisfaction

and above all meeting client’s expectations in terms of quality, cost, time and safety. However,

there is little evidence in the construction industry to show how workers are recruited and

selected. The processes of recruiting and selecting workers have been a matter of concern to

many and needs attention. It has also been observed that due to the inadequate information and

evidence of how selection and recruitment are done in many construction firms are likely not to

achieve or meet their stated objectives and goals. It is therefore clear from the foregoing that

unconventional selection practices can ruin any business plan thereby affecting the overall target

of construction firms. There is the need for management to put in place policies or strategies that

will help recruit and select the best employees to strive towards the achievement of

organizational goals and objectives.

OBJECTIVE OF THE STUDY

The aim of this section is to demonstrate the main reason for undertaking the research and the
explanation behind them. The aim will be focused on the research question that will be addressed by
the investigation and the objectives hope to provide more detail as to how this will be achieved

Research Questions

The under listed research questions will serve as a guide to the study

a) How emplopyees satisfaction in the organization ?

b) How to employees do affect performance?

c) What are the challenges associated with the job satisfaction?

d) What are the ways to help improve staff of the orgination top level employees ?

Significance of the Study

The significance of the study is a part of the introduction of a thesis/research. It should

determine who benefits from the study and how that specific audience will benefit from its
findings.

Irrespective of job title and pay grade, employees who report high job satisfaction tend to
achieve higher productivity. Increased Profits – Keeping employees safe and satisfied can lead
to higher sales, lower costs and a stronger bottom line

Research method
Scope of the study

The scope of the study consist of the importance of the employee satisfaction is to find out
the satisfaction level of the employees. The objective tells about the necessity of the study.The
suggestions were given which may help the company to improve employee job satisfaction

Limitation

The limitations of the study are those characteristics of design or methodology that impacted
or influenced the interpretation of the findings from your research. They are the constraints
on generalizability, applications to practice, and/or utility of findings that are the result of
the ways in which you initially chose to design the study or the method used to establish
internal and external validity or the result of unanticipated challenges that emerged during
the study.

Access -- if your study depends on having access to people, organizations, data, or

documents and, for whatever reason, access is denied or limited in some way, the reasons
for this needs to be described. Also, include an explanation why being denied or limited
access did not prevent you from following through on your study.

Longitudinal effects -- unlike your professor, who can literally devote years [even a
lifetime] to studying a single topic, the time available to investigate a research problem
and to measure change or stability over time is pretty much constrained by the due date of
your assignment. Be sure to choose a research problem that does not require an excessive
amount of time to complete the literature review, apply the methodology, and gather and
interpret the results. If you're unsure whether you can complete your research within the
confines of the assignment's due date, talk to your professor.

Cultural and other type of bias -- we all have biases, whether we are conscience of
them or not. Bias is when a person, place, event, or thing is viewed or shown in a
consistently inaccurate way. Bias is usually negative, though one can have a positive bias
as well, especially if that bias reflects your reliance on research that only support your
hypothesis.

Organization

In Organizational Behavior, job satisfaction is one of the most researched variables

in the area of workplace psychology and has been associated with numerous
psychosocial issues, the changing world of work, organizational factors ranging from
leadership to job design.

It is the level of contentment a person feels regarding his or her job. This feeling is
mainly based on an individual’s perception of satisfaction.

It can be influenced by a person’s ability to complete the required tasks, the level of
communication in an organization, and the way management treats employees.
There are different levels of job satisfaction.

Effective job satisfaction is a person’s emotional feeling about the job as a whole.
Cognitive job satisfaction is how satisfied employees feel concerning some aspect of
their job, such as pay, hours, or benefits.

Definition of Job Satisfaction

Due to the popularity of job satisfaction within the field of occupational and
organizational psychology, various researchers and practitioners have provided their
definitions of what job satisfaction is.

E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting
from the appraisal of one’s job as achieving or facilitating the achievement of one’s
job values”

According to P. E. Spector, “Job satisfaction is the extent to which people like or

dislike their jobs”.

De Nobile defined job satisfaction as “the extent to which a staff member has
favorable or positive feelings about work or the work environment.”

Davis, Newstrom, and Dessler describe job satisfaction as “a set of favorable or

unfavorable feelings for the employees to perceive their work and that determine
the possibility of a major disposition to achieve higher performance
LITERATURE REVIEW

The financial demands on the Indian families are becom- ing fiercer by day. The sky
rocketing cost of living,

increasing expenses on education of children, increasing cost of housing properties in India

force every family in India to look for ways and means of increasing the household income
The entry of women force into the office work has created the imbalance of work and family
life. The of the gender role theory establishes that the family and work roles have
traditionally been gender- specific, such that men are socialized so that their central role in
life is that of worker and family breadwinner, whereas women are brought up in the line that
their essential role in life is at the heart of the family, as wife, mother and homemaker

Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job,

whether or not they like the job or individual aspects or facets of jobs, such as nature of work or
supervision.[1] Job satisfaction can be measured in cognitive (evaluative), affective (or
emotional), and behavioral components.[2] Researchers have also noted that job satisfaction
measures vary in the extent to which they measure feelings about the job (affective job
satisfaction).[3] or cognitions about the job (cognitive job satisfaction).[4]
One of the most widely used definitions in organizational research is that of Locke (1976), who
defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal
of one's job or job experiences" (p. 1304).[5] Others have defined it as simply how content an
individual is with his or her job; whether he or she likes the job or not.[6]
It is assessed at both the global level (whether or not the individual is satisfied with the job
overall), or at the facet level (whether or not the individual is satisfied with different aspects of
the job).[1] Spector (1997)[1] lists 14 common facets: appreciation, communication, coworkers,
fringe benefits, Job conditions, nature of the work, organization, personal growth, policies and
procedures, promotion opportunities, recognition, security, and supervision.

Concept of the topic

The concept of job satisfaction, viewed through different lenses by various scholars, is defined
differently. Greenberg and Baron (2008), for instance, viewed job satisfaction as a feeling that
can produce a positive or negative effect toward one’s roles and responsibilities at work and
added that it is important to understand the concept of job satisfaction as there is no single way to
satisfy all workers in the workplace. Greenberg and Baron (2008) saw it as a positive feeling
toward a person’s job. This concept, according to George and Jones (2005), is the combination of
feelings and beliefs, which include the mental, emotional, and physical domains. Job satisfaction
can also be defined as a worker’s emotional response to different job related factors resulting in
finding pleasure, comfort, confidence, rewards, personal growth and various positive
opportunities, including upward mobility, recognition and appraisal done on a merit pattern

Job Satisfaction Theories

Job satisfaction theories have evolved in a manner similar to motivation theories. As mentioned
previously, content theories of motivation considered the same needs for human beings with no
regard for personality differences. Process theories consider different individual cognitive
processes. Some job satisfaction theories are also categorized under motivation theories such as
two-factor theory, job characteristic theory, and high performance cycle theory. Franek and
Vecera (2008) discuss three models of job satisfaction: situational model, dispositional model,
and interactional model.

The Dispositional model on the other hand, suggests that the characteristics of people will
determine their level of job satisfaction, and that the job itself plays no role in determining
satisfaction. Studies that support dispositional model frequently use five personality factors. The
core self-evaluation model stated by Judge, Locke, Durham, and Kluger (1998) narrows the
scope of dispositional theory

Two-Factor Theory. This theory suggests that human needs fall under two categories. The first
category is the animal needs such as physiological needs and the second category is higher level
needs such as growth. Those aspects of the job that are related to first category of needs are
called hygiene factors and those aspects that are related to the second category of needs are
called motivator factors.

Job Characteristic Theory. Hackman and Oldham (1976, p. 257) discuss their job characteristic
model and explain five main dimensions of a job that lead to three psychological states resulting
in some personal and career outcomes. Skill variety is the degree to which a job needs a diverse
array of tasks. Task identity is the degree to which a job involves completing an entire work from
the beginning to the end. Task significance is the degree to which a job is important to the life of
other people in the society or in the organization.

Definition of the topic

Due to the popularity of job satisfaction within the field of occupational and organizational
psychology, various researchers and practitioners have provided their definitions of what job
satisfaction is.

E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting from the
appraisal of one’s job as achieving or facilitating the achievement of one’s job values”

According to P. E. Spector, “Job satisfaction is the extent to which people like or dislike their
jobs”.

De Nobile defined job satisfaction as “the extent to which a staff member has favorable or
positive feelings about work or the work environment.”

Davis, Newsroom, and Dressler describe job satisfaction as “a set of favorable or unfavorable
feelings for the employees to perceive their work and that determine the possibility of a major
disposition to achieve higher performance

Source of topic

Internal

External
Challenge of job satisfaction

Performance management and employee satisfaction are two areas that pose challenges for
employers. Using performance management methods such as appraisals to measure employee
performance comes with its own challenges, which are usually unforeseen. Only after
employers implement complex appraisal programs do they realize the problems associated with
them. Job satisfaction is another subjective topic that concerns employers – job satisfaction, or
lack thereof, can affect performance appraisals and threaten the employer-employee
relationship by creating friction between employees and their supervisors. Nevertheless,
employers can use surveys, employee feedback and supervisor review to define what problems
exist within both job satisfaction and performance appraisals.

Conduct an employee opinion survey with questions about job satisfaction and performance
appraisals. Examples of questions that probe employee job satisfaction might include “on a
scale of one to five, describe your enthusiasm about beginning the work week” and “how many
times in the past six months have you had an unscheduled absence from work simply because
you didn’t want to be here?” To identify and define problems with performance appraisals, ask
employees how many times they have received timely reviews from their supervisors.

METHODOLOGY ORGANISATIONAL PROFILE

Introduction

Research methodology

Research design
Research strategy

Source of data

Primary

Secondary

Sample size
Data analyses

Conclusion

DATA PRESENTATION, ANALYSIS

Introduction

Questions
Conclusion

SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATION

Finding

Conclution

Recommendation

Recommendation of further study

Questionnaire