Job satisfaction research

Slide 1: 

JOB SATISFA TION An empirical investigation on among the employees at a HR consultancy Naveen Kumar P S A Vasantha Kumara Darshan Godbole C :

Slide 2: 

Naveen Kumar P [ Project Executor ] Research Student 1DS09MEM12 MTech , MEM Dept of IEM, DSCE S A Vasantha Kumara [ Project Architect ] Internal Guide Associate Professor MTech , MEM Dept of IEM, DSCE Darshan Godbole [ Resource Element ] External Guide Branch Manager … Th ! nkers … behind the project

Slide 3: 

“Introduction Prologue of the research

Slide 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 find the influence of demographic variable on employee job satisfaction

Slide 5: 

Literatu RE VIEW

Slide 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

Slide 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

Slide 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

Slide 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

Slide 10: 

RESEARC H DES GN

Slide 11: 

Genesis of the problem 1 Problem description 2 Importance of the research 3 Population, Sampling 6 Scope of study 5 Research Objective 4 Hypothesis testing 9 Reliability & Validity test 10 Operational definition of constructs 8 Framework of analysis 11 Time & Geographical factors 7 Sources of data 12

Slide 12: 

C MPANY PR O FILE

Slide 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

Slide 14: 

SURVEY THE PRINCIPLES OF

Slide 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 survey -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

Slide 16: 

The process of survey 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

Slide 17: 

UNDERSTANDING THE POPULATION SAMPL NG

Slide 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

Slide 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 n is loved equally here

Slide 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? 45 23 of 57.7% = Sample size Population size

Slide 21: 

DEMO WHO WHAT GRAPHY

Slide 22: 

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

Slide 23: 

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 Marital Status Married Single

Slide 24: 

Q ue stionnaires ASKING OUT THE OPINIONS

Slide 25: 

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

Slide 26: 

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

Slide 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

Slide 28: 

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

Slide 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

Slide 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”

Slide 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

Slide 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 &

Slide 33: 

S FTWARE FOR STATISTICS

Slide 34: 

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

Slide 35: 

ANALYS S THE PROVING GROUND

Slide 36: 

“ Analysis involves compiling, evaluating & presenting the numerical evidence about what the research was based on “ Hypothesis testing – Flipping for YES or NO H 0 - There is no influence of demographic variables on constructs depicting employee job satisfaction H A – There is an influence of demographic variables on constructs depicting employee job satisfaction Level of Significance 0.05 a

Slide 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 H 01 Age with My Organization H 01 – Age ~ My organization H A1 – Age + My organization Summary ->

Slide 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

Slide 39: 

Regression Modeling Regression is a statistical measure that attempts to determine the strength of the relationship between one dependent variable & series of other changing variables consider > 0.45

Slide 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

Slide 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

Slide 42: 

Conclusion” Epilogue of the research

Slide 43: 

Reward & Recognition is influenced by experience Manager has influence on designation of the employee Career & Development influence both designation & gender contingency table test 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. Regression modeling

Slide 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 Policy Prescription

Slide 45: 

FOLLOWING THE TRAIL

Slide 46: 

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

Slide 47: 

papers presented 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

References: 

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.

References: 

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).

References: 

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, 5 th 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.