A STUDY ON EMPLOYEE JOB SATISFACTION WITH

REFERENCE TO SRI VAISHNAVI RUBBER PVT LTD

INTRODUCTION

Concept of job satisfaction: Job satisfaction is defined as the extent to which an employee feels self-
motivated, content & satisfied with his/her job. Job satisfaction happens when an employee feels he or
she is having job stability, career growth and a comfortable work life balance. This implies that the
employee is having satisfaction at job as the work meets the expectations of the individual. A satisfied
employee is always important for an organization as he/she aims to deliver the best of their capability.
Every employee wants a strong career growth and work life balance at workplace. If an employee
feels happy with their company & work, they look to give back to the company with all their efforts.
Importance of job satisfaction can be seen from two perspectives i.e. from employee and employer
perspective:

A satisfied employee is not just a retained employee but an ambassador for the brand, internally and
externally. She can help dispel the apprehensions of others and can defend the company in various
forms. Happy employees are more loyal to the company and its objectives, they go the extra mile to
achieve goals and take pride in their jobs, their teams and their achievements.

THEORETICAL BACKGROUND

Definition of Job Satisfaction:

Hop pock describes job satisfaction as, “any combination of psychological, physiological and
environmental circumstances that cause and person truthfully to say I am satisfied with my job.” The
term job satisfaction figures prominently in any discussions on management of human resources. Job
satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work.
It is not the self-satisfaction, happiness or self- contentment but the satisfaction on the job. Job
satisfaction is an individual’s felling regarding his or her work. It can be influenced by a multitude of
factors. The term relates to the total relationship between an individual and the employer for which he
is paid. Satisfaction does mean the simple feeling state accompanying the attainment of any goal; the
end state is feeling accompanying the attainment by an impulse of its objective.

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Importance of Job Satisfaction:

Employee job satisfaction is of utmost importance for employees to remain happy and also deliver
their level best. Satisfied employees are the ones who are extremely loyal towards their organization
and stick to it even in worst scenario. The first benefit of employee satisfaction is that individuals
hardly think of leaving their current jobs. Employee satisfaction is essential to ensure higher revenues
for the organization. it tends to adjust more and handle pressure with ease as compared to frustrated
ones

Benefits of Job Satisfaction:

A survey tells how employees feel about their jobs, what parts of their jobs their feelings are focused
on, which departments are particularly affected and whose feelings are involved (for example,
supervisors employees, or staff specialist). The survey is a powerful diagnostic instrument for
assessing broad employee problems. If job satisfaction studies are properly planned and administered,
they will usually produce a number of important benefits, both general and specific.

1) One benefit of job satisfaction surveys is that they give management an indication of general levels
of satisfaction in a company. Surveys also indicate specific areas of satisfaction or dissatisfaction (as
with employee services) and particular group of employees (as in the tool department or among those
over the age of forty).

2) Improved communication is another benefit of the surveys. Communication flows in all directions
as people plan the survey, talk, and discuss its results. Particularly beneficial to the company is the
upward communication when the employees are encouraged to comment about what they really have
in their minds.

3) An unexpected benefit from a job-satisfaction survey is improved attitudes. For some employees,
the survey is a safety valve, an emotional release, a chance to get things off their chest. For others, the
survey is a tangible expression of management’s interest in employee welfare, which gives employee
a reason to feel better towards management.

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4) The job-satisfaction survey can help discover the causes of indirect productivity problems, such as
absenteeism, turnover and poor quality of work. If an organization is disturbed by a high rate of
absenteeism or turnover, it might appropriately turn to job-satisfaction surveys to diagnose the cause.
The causes could be low pay, lack of promotional opportunities, unchallenging jobs, unjust treatment,
and the like. Without proper surveys there could be random guessing on the part of management. A
job-satisfaction survey helps management both to get a better handle on why employees are lagging to
plan better solutions to problems.

5) Another benefit of satisfaction surveys is that they help management assess training needs. Usually
employees are given an opportunity to report how they feel this supervisor performs certain parts of
the jobs such as delegating work and giving adequate job instructions. Since employees experience
these supervisory acts, their perceptions may provide useful data about the training of their
supervisors.

6) A job-satisfaction survey is an indicator of the effectiveness of organizational reward systems.

There is a positive relationship between performance and satisfaction. This relationship will be strong
when rewards (intrinsic and extrinsic) are distributed equitably contingent upon performance. Now,
job satisfaction surveys can provide some clues as to the effectiveness of the organizational rewards
system. They help managers judge whether the best performers are receiving the most rewards and the
most satisfaction from their jobs. The best performers are likely to quit if they are not suitably
rewarded.

7) One of the best uses of job-satisfaction surveys is in the evaluation of the impact of organizational
changes on employee attitudes. For example, the management wants to know whether the job
redesign programme recently implemented in the organization has resulted in increased satisfaction to
the employees. By comparing pre-change data, and post change data, it is easy to determine what
impact the redesigned work has on employee attitudes.

8) Finally, it is not that satisfaction surveys benefit only management. They are useful to unions too.
Often, both management and union argue about what the employees want, but neither really knows.
The job-satisfaction survey is one way to find out. It is for this reason that unions support surveys.
But the benefits discussed above would be realized subject to certain prerequisites.

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 1.1 INDUSTRY PROFILE

Rubber is an essential raw material. More than half of all the rubber produced is used for
tires and tubes for automobiles, trucks, and other vehicles; it is also used in making rain wear, shoes,
rubber gloves, medical syringes, large storage containers, floor coverings, balls for sports, insulating
materials, and many other products.

The world production of rubber was considered to be very unstable during the last few
years. Comparatively, India's production of rubber is consistent at the rate of 6% per annum. The
Rubber industry in India is growing with its roots deeper. India is the 3rd largest consumer, while the
largest producer of natural rubber in the world. The growth of rubber industry in India plays a
significant role in the global economy. These factors along with high growth of automobile
production with many large and medium industries have made India one of the fastest growing
economies globally.

The rubber industry offers careers as varied as the products it produces. Rubber cutters
and rubber-mill operators work hands on to produce rubber while sales and marketing professionals
sell products to the public. Chemists and engineers devise new ways of processing rubber while
industrial designers create new products. All of them and others are part of an industry that produces
more than 27 million metric tons of rubber each year.

Overview

The Indian Rubber Industry plays a vital role in the Indian national economy. The rubber
plantation sector in India produces over 630 hundred thousand tons of natural rubber and there is a
projected production of more than one million tons in near future. This has helped in the radical and
rapid growth of the Indian rubber industry.

Automotive Industry

Automotive Industry, globally, as well in India, is one of the key sectors of the economy.
The Indian Automotive Industry comprising of the automobile and the auto component sectors has
recorded considerable growth following the deli censing and opening up of the sector to FDI in 1993.
The unbundling of this industry from restrictive environment has, on the one hand, helped in
restructuring, absorbing new technologies align it to the global developments and realize its potential
with significant increase in industry’s contribution to overall industrial growth in the country. Due to
its deep forward and backward linkages with several key segments of the economy, automotive
industry has a strong multiplier effect and acts as one of the drivers of economic growth.

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The well-developed Indian automotive industry produces a wide variety of vehicles: passenger cars,
light, medium and heavy commercial vehicles, multi-utility vehicles such as jeeps, scooters, motor-
cycles, mopeds, three wheelers, tractors and other agricultural equipment’s etc. It is envisaged that the
opportunity landscape for the Indian auto industry would encompass manufacture of vehicles and
components for domestic sales and for exports. India would continue to enjoy its eminent position of
being the largest tractor and three-wheeler manufacturer in the world and the world’s second largest
two-wheeler manufacturer and would emerge as the world’s eighth/ninth largest car producer and
would retain 4th largest position in world truck manufacturing sector. Further, by the end of decade,
the automotive sector is likely to double its contribution to the country’s GDP from current levels of
5% to 10%. It is estimated that the automotive sector requires an incremental investment of Rs.11,
000 -12,000 crores per annum to realize its full growth potential.

Indian Auto Component industry is quite comprehensive with around 500 firms in the
organized sector producing practically all parts and more than 10,000 firms in small unorganized
sector. The auto component sector has been one of the fastest growing segments of auto industry. The
industry, over the years, developed the capability of manufacturing all components required to
manufacture vehicles, which is evident from the high levels of indigenization achieved in the vehicle
industry as well as the components developed for the completely Indian made vehicles.

Over the last few years the Indian Auto Component Industry has created a robust capacity
base and world’s all major manufacturers have set up their manufacturing unit in the country. Indian
auto component manufacturing, currently constrained by lack of large capacities, is slowly but
steadily working on expanding capacities and automation levels. The Indian auto component industry
is targeting for a bigger share of the export market and is in the process of ramping up its
manufacturing capabilities to meet the capacity and quality requirements. The auto component
industry in India is expected to grow fourfold from the current levels of US$26 billion to over US$
110 billion by the year 2020 and it would require an average investment of US$ 3.5 billion per
annum.

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Indian Rubber Industry

Since the establishment of the first rubber goods manufacturing unit in 1921 at Kolkata,
the Indian rubber industry has maintained its forward march, particularly during the post-
independence period. It has achieved overall expansion through increase in the range of products
manufactured, in the number of units, in technological sophistication and self-sufficiency. Besides
catering to the entire domestic demand, the industry is breaking new barriers on the export front. It
projects tremendous growth in the 21st century. The factors responsible for this phenomenal
expansion are vast internal market, rapid industrialization, on-going economic reforms, and improved
living standards of the masses. India is the fourth largest producer of natural rubber and second largest
consumer of natural rubber; and fifth largest consumer of natural rubber and synthetic rubber together
in the world. India is the world’s largest manufacturer of reclaim rubber.

India is first in productivity of natural rubber. The per capita consumption of rubber in India
is only 990 gms. Against 9 to 16 kilos in Japan, USA and Europe. This envisages tremendous growth
prospects of the industry in the years to come. With around 6000 units comprising 30 large scales,
300 medium scale and around 5670 SSI / tiny sector units, manufacturing 35000 rubber products,
employing directly 400 hundred thousand people, including around 22000 technically qualified
support personnel. The Indian Rubber Industry plays a core sector role in the Indian national
economy.

The industry has certain distinct advantages like - an extensive plantation sector; indigenous
availability of the basic raw materials, like natural rubber, synthetic rubber, reclaim rubber, carbon
black, rubber chemicals, fatty acids, rayon, and nylon yarn and so on; large domestic market;
availability of cheap labor; training facility in various technical institutes; improved living standards
of the masses. All these ground support help the Indian rubber industry to poise for an all-round
development and a quantum jump in production and technology up gradation in near future. The wide
range of rubber products manufactured by the Indian rubber industry comprises all types of heavy-
duty earth moving tyres, auto tyres, tubes, automobile parts, footwear, beltings, hoses, cycle tyres and
tubes, cables and wires, camelback, battery boxes, latex products, pharmaceutical goods, besides
molded and extruded goods for mass consumption. The products manufactured also cover hi-tech
industrial items. The important areas which the industry caters to include all the three wings of
defense, civil, aviation, aeronautics, railways, agriculture, transport as also textiles, engineering
industries, pharmaceuticals, mines, steel plants, ports, family planning programs, hospitals, sports, i.e.
practically to every conceivable field. India rubber industry is basically divided into two sectors - tyre

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and non-tyre. The tyre sector produces all types of auto tyres, conventional as well as radial tyres and
exports to advanced countries like USA, EU etc.

The non-tyre sector comprises the large, medium scale, small scale and tiny units. It produces
high technology and sophisticated industrial products. The small-scale sector accounts for over 50%
of production of rubber goods in the non-tyre sector. The Indian rubber products have been exported
to around 190 countries in the world including USA, Russia, UK, Bangladesh, Italy, Nepal, Germany,
Oman, France, Saudi Arabia, UAE, African countries etc. and exports have gone up manifold. The
yardstick to measure the growth rate of the industry is rubber consumption. Besides yearly
consumption of rubbers - natural, synthetic and reclaim, there are other raw materials like carbon
black, rubber chemicals, tyre cords, plasticizers, process oils, zinc oxide, stearic acid, titanium
dioxide, and other miscellaneous chemicals which are mostly available indigenously. This apart,
almost all types of major rubber machinery are being manufactured in the country.

The Rubber Board:

The Indian Rubber Board was constituted under the Rubber (Production and Marketing)
Act, 1947. This act was passed on the recommendation of an adhoc committee appointed by the
Government of India in 1945 and it came into force on 19 April 1947. The Rubber Production and
Marketing (Amendment) Act of 1954 made certain changes in the constitution of the Board and
amended its name as “The Rubber Board”. This act came into force on 1st August 1955. The Rubber
Act was further amended by the Rubber Amendment Act 1960 which made certain alterations in the
rate and procedure of collection of chess on rubber. It was again amended by the Rubber
(Amendment) Act 1982 to enable the Central Government to appoint a part-time Chairman/whole
time Chairman for the Board and an Executive Director on whole time basis (if considered necessary
by the Central Government) to exercise such powers and perform such duties as may be prescribed or
delegated to him by the chairman. This Act came into force on 23rd October 1982.

The Chairman who is the administrative head of the Board, exercises control over all
the nine departments. Viz. Administration, Rubber Production, Research, Rubber Processing &
Product Development, Statistics & Planning, Finance & Accounts, Training, Market Promotion and
Licensing & Excise duty. Publicity & Public Relations, Planning, Internal Audit & Vigilance
Divisions function directly under the Chairman.

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In India

 India is the third largest producer of rubber in the world.

 It is the fourth largest consumer of natural rubber.
 It is the fifth largest consumer of natural rubber and synthetic rubber together in the world.
 India is the world's largest manufacturer of reclaim rubber.
 India and China are the only two countries in the world which have the capacity to consume
the entire indigenous production of natural rubber.

Market in India

India’s production varies between 6 and 7 lakh tons annually which amounts to Rs. 3000
crores. Seventy percent of the total rubber production in India is in the form of Ribbed Smoked Sheets
(RSS). This is also imported by India accounting for 45% of the total import of rubber. The Indian
rubber industry has a turnover of Rs 12000 crores. Most of the rubber production is consumed by the
tyre industry which is almost 52% of the total production of India. Among the states, Kerala is the
leading consumer of rubber, followed by Punjab and Maharashtra. India is one of the leading
producers of rubber but it still imports rubber from other countries. At present, India is importing
around 50000 tons of rubber annually.

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 1.2 COMPANY PROFILE

Sree Vaishnavi Rubber Pvt Ltd is an ISO 9001-2008 / TS 16949-2009 Certified reputed
unit engaged in the manufacture of Industrial and Automobile Oil seals & O Rings under the brand
name “SPARK” Established in 1995, in the temple city, Madurai, South India, Tamil Nadu, India by a
Women Entrepreneur.

Sree Vaishnavi promoter has vast experience in the field of rubber products, having worked with mu
companies and acquired technical and commercial knowledge and expertise.

Sree Vaishnavi facilities include Compression Molding Presses, Vacuum Molding

Presses, Auto Vertical Trimming machines, Finishing Motors, Rubber Mixing Mills, Extruder, Centre
Lathes, Center less Grinding Machines and testing facilities viz. Tensile and Elongation (UTM),
Specific Gravity (Densi Meter), Rheometer (MDR), Mooney Viscometer, Hardness Tester, Profile
Projector (10 X), Electrical Furnace, Oven, Test Rig (for performance test) , And all other related
instruments for dimensional measurement.

Sree Vaishnavi Products offer positive, trouble free feature that contribute to more
efficient performance and earned credibility and satisfaction from their OEM, aftermarket and export
customers.

Sree Vaishnavi SPARK oil seals stand for superior performance and reliability. Sree
Vaishnavi is Capable of developing Oil seals/ O Rings based drawing / samples in various polymers,
VIZ Nitrile, Silicon, Viton, Polyacrylic, EPDM at a lead time of 3 Weeks at a competitive price.

Vision:

 To become a leading market player by continuously enhancing the performance of employee,

people, machine product and practice through TPM (Total Productivity Maintenance) with
motto “Together We Excel”
 To achieve 17 crores (US $170Million) turnover by 2020-21.
 To achieve 100% customer satisfaction.
 To improve profitability by adopting higher productivity methods, wastage rejection by
modernization/ automation.
 To upgrade employee welfare activities.
 To place BRPL in the ‘World Map’ as a global suppliers of rubber products.

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Mission:

 To grow in replacement market, export and non-auto sectors.

 To improve performance in development of plot & reduce the lead time
 To achieve zero customer complaint status.

Products Technical Information:

Oil seals act as essential and vital protectors, effectively taking care of numerous
vulnerable points against oil leaks. Oil seals act as complete protection prevents breakdowns and
costly overhauling. Metal Components bonded with rubber eliminate possibility of leakage between
sealing member and outside shell portion in metal. Center less ground seals make assembly easier
ensures controlled fitment in the housing. Spring used on the components assure less loading on the
shaft but increased seal life.

Range of Products:

 OILSEALS, O Rings and MOULDED Rubber Products

 Available in a wide range to match applications in Trucks, LCVS, Tractors, Tillers, Stationary
Engineers, Pumps, Grinders, Gear Boxes.
 We use Polymers Viz NBR/Buma-N, EPDM, Silicon, FKM, Polyacrylic in our Products.
 Our range includes Axle Seals, Wheel seals, Crankshaft seals, Shock absorber seals, Value
stem seals, and Differential, Timing Seal, O Rings and Mould rubber products.

Quality Policy:

 They are committed to meet customer’s requirements on time with consistent quality at a
competitive price also aim to ensure continuous improvement by innovative ideas and total
involvement of people.
 They follow quality procedures based on IS0-9001-2008, TS16949 standards to monitor
control on manufacturing process with minimum rejection and clean focus on customer
satisfaction.
 Sree Vaishnavi has laid very high emphasis on quality assurance, customer focus and
continuous cost reduction exercise for the benefit of our esteemed customers Competitive
Quote in 48hrs – based on sample and Drawings
 Sample submission in 2weeks
 Bulk lot in 4weeks from sample approval.

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Welfares Provides for Employees:

 Employee State Insurance

 Provident fund
 Safety equipment’s like:
 Shoes
 Mask
 Gloves
 Fire Extinguisher
 Bonus based on profit
 Salary Increment
 Employee who have worked for 5 years is awarded 5 years complication award and 10 years
completion awards for those who worked for 10 years
 Once in 3 months the company conducts recreational party for all the employees and their
family members.

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 2. RESEARCH PATH

INTRODUCTION

The systematic investigation into and study of material and sources in order to establish facts
and reach new conclusions. A system of methods used in a particular area of study or activity.

2.1 STATEMENT OF PROBLEM

The term relates to the total relationship between an employee and employer. The needs and
wants of employee differ from one to another. But there are some basic needs for every employee.
Each employee wants to be satisfied with the following variables.

 employee nature of work

 training and development of employee
 satisfaction towards management policies
 work environment satisfaction level of employee
 empowerment towards employee in their work

If employees are satisfied one the above variables, they can retain in the same organization.
Hence, the research selects this topic to know job satisfaction of the employee’s.

2.2 REVIEW OF LITERATURE

1. Mira Singh and Pestonjee (1990), hypothesized that Job Satisfaction is Influenced by the levels of
Occupation, Job involvement and Participation. The sample for the study consisted of 250 officers and
250 clerical cadres belonging to a Nationalised bank in Western India. The study confirmed the
hypothesis and it was found that Job Satisfaction of the Bank employees was positively affected by the
Occupational level, Job involvement and participation.

2. Balgir (1991) attempted to understand hygiene-motivational factors as Postulated by Hergeberg

based on their need priorities that dominate the minds of Indian Managers while continuing service in
their respective Organisations. The results revealed that Job Satisfaction, Salary, Job Security, better
chances of promotion, happy Personal life, high Position and friendly social circle are some of the
motivating factors in that order which strongly influence Indian Mangers.

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3. Mathew (1991) tested the relationship between Satisfaction and Organisational Commitment with
a Non-recursive model that permitted the simultaneous examination of the influence of satisfaction on
commitment and the influence of commitment on satisfaction. The study highlighted that the two
variables were reciprocally related but that the influence of satisfaction on commitment was stronger.

4. Mehra and Mishra (1991) in their study explored the potential moderator effect of mental health
on the Intrinsic Job Satisfaction-Occupational stress relationship. The study was conducted on 250
blue collar industrial workers of UPTRON India Ltd. The Findings of the study showed that mental
health has a moderating effect on the Intrinsic Job Satisfaction-Occupational stress relationship.

5. Dhar and Jain (1992) carried out an investigation amongst academicians. The investigation
explored the nature of relationship between Job Satisfaction, Job Involvement, Age and Length of
service. An important finding of the study was that Job Involvement and Job Satisfaction are positive
correlates which imply that involvement in Job increases Job Satisfaction and vice-versa.

6. Syeed (1992), made an endeavour to determine the relationship between employee Job Satisfaction
and Organisational effectiveness. The sample for the study consisted of 44 supervisors of a public
sector undertaking which was randomly drawn from a single unit of the Company. The main objective
of the study was to relate satisfaction with Organisational effectiveness along with personal attributes
such as age, education, pay, length of service etc. the study revealed that Job satisfaction facets had
more explanatory power than the personal attributes of respondents. It was clear from the study that
the Organisation through its human resource development policies and practices created better
environment for employees, resulting in greater satisfaction which in turn enhanced Organisational
effectiveness.

7. Rama Devi (1997) conducted a study on faculty Job Satisfaction and their views on management
of the two universities in Andhra Pradesh. The sample consisting of 200 teaching faculty and 100
members were selected randomly from each university and the attempt was made to measure Job
Satisfaction of the faculty in universities of Andhra Pradesh. The study found that the factors such as
freedom in job, scope for self-improvement, income and job security were causing satisfaction while
bureaucratic rules, no recognition for work and routine work were causing dissatisfaction to them.

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8. Sarri and Judges (2004), article provided greater understanding of the research on employee’s
attitudes and Job Satisfaction. The article identified three gaps between Human resource practice and
the scientific research in the area of employee attitudes in general and the most focal employee
attitude in particular –Job satisfaction: the causes of employee attitudes, the result of positive or
negative job satisfaction and how to measure and influence employee attitudes. Suggestions for
practitioners are provided on how to close the gaps in knowledge and for evaluating implemented
practices.

9. Worrell (2004) examined and described the levels of Job Satisfaction and relationship between the
variables in a national sample of school psychologists belonging to the National Association of
School Psychologists (NASP). Data were collected through mailed survey packets including a data
form including Minnesota Satisfaction Questionnaire. 234 full time practitioners responded. Result
indicated that 90% of school psychologists were satisfied or very satisfied with their jobs. The
findings showed a gradual increase in overall satisfaction when compared to 1982 and 1992 that
reported being satisfied or very satisfied with their jobs. Participants in the current sample were
more satisfied with their job security, independence and creativity.

10. Santhapparaj (2005) studied the Job Satisfaction of the women managers working in automobile
Manufacturing Industry in Malaysia. It was based on primary survey from 200 women managers. The
study investigated the relationship between specific aspects of Job Satisfaction and the personal
characteristics of women managers. It was also aimed to retest the Herzberg’s Two-Factors theory.
The correlation analysis showed that there was a significant negative correlation between education
level and pay, promotion people on present job and job in general. The percentage of overall
satisfaction was 75.59%. The results did not support the Hezberg’s theory and concluded that no
separate and distinct factors lead to job satisfaction or dissatisfaction, but if they were together
contributed to job satisfaction or dissatisfaction. The study reveals that there was a need for change in
the Organisational culture and the management should create the environment for social and
organisational network. The factor which was relatively less satisfied was the pay and this can be
improved only through dialogue which involve cost to the organisation and the less level of
satisfaction on present job could be easily improved by job rotation, providing challenging job and so
on.

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11. Santhapparaj, (2005) were assessed the job satisfaction of the women managers working in
automobile industry in Malaysia based on primary survey from 200 woman managers. The result
showed that female managers were generally satisfied with their job. Highest level of satisfaction
occurs in the areas of supervision, job in general, and present job and present pay. However, relatively
more number of women managers was dissatisfied with their co-workers, pay and present job. The
correlation analysis showed that there was a significant negative correlation between age, education
and various job factors that determine the job satisfaction.

12. Rajesh (2007) studied the Quality of Work life and Job satisfaction in 10 IT Companies
professionals from 3 cities i.e. Hyderabad, Bangalore and Chennai. The objectives of the study were
to explore the levels of Job Satisfaction and relationship between demographic characteristics and
satisfaction, to find differences exists between demographic characteristics with overall Job
Satisfaction, to identify specific Indicators that causes dissatisfaction and to examine the hierarchy of
needs among IT Professionals. The questionnaire was administered to collect primary data. The study
revealed that higher income groups and higher experienced were the most dissatisfied with Job
Security. It was also showed that the most satisfied employees in IT Industry were of Hyderabad,
followed by Chennai and Bangalore respectively.

13. Chen and Silverthorne (2008) examined the relationship between Locus of Control (LOC) and
the work-related behavioural measures of job stress, Satisfaction and performance of professional
accountants who work for Certified Public Accountant (CPA) firms in Taiwan. The main objective of
the study was to assess how LOC impacts individuals and behaviour in the work place in three
primary areas: Job Stress, Job Satisfaction and Job performance. A total of 620 survey instruments
were mailed to 310 Certified Public Accountant firms in Taiwan with two surveys sent to each firm.
The findings indicated that one aspect of an accountant’s personality, as measured by locus of control,
plays an important role in predicting the level of Job satisfaction, stress and performance. Individuals
with a higher internal locus control are more likely to have lower levels of job stress and higher levels
of job performance and satisfaction.

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14. O’Leary, Patrick, et.al (2008) studied the relationship between job characteristics and job
satisfaction amongst physicians in Russia. This research included rewards, other people, nature of
work and organisational context. The instrument used in this study was based on the Physicians work-
life survey (PWS) created by Konrad et.al (1999) and representing the Society for General Internal
Medicine. The survey was distributed to physicians in four Russian cities. The sample included 2,325
physicians. The research had a large number of female respondents. The study found that the male
doctors report higher levels of Job satisfaction than Female doctors and polyclinic doctors report
higher level of satisfaction than those employed by Hospitals. The majority of doctors are satisfied
with patient’s relationship, colleagues and staff relationship, and prestige and the majority of
physicians were dissatisfied with administration and time constraints. The dissimilar finding in the
study was that women physicians appear more likely to be satisfied with their compensation than do
their male counterparts. The study also found that doctors were more likely to be satisfied if they
maintained clinical autonomy, if they were paid well, if they did not have excessive bureaucratic
interference.

15. Origo and Pagani (2008) investigated the relationship between flexibility and Job Satisfaction. In
their analysis they verified whether various aspects of flexibility namely functional and quantitative
flexibility, produce different impact on overall extrinsic and intrinsic Job Satisfaction. They also
tested whether the impact of flexibility on Job Satisfaction varied with workers characteristics.
Empirical evidence was based on a representative sample of European employees taken from a
specific wave of the Euro barometer Survey. The study found that there was a positive link between
functional flexibility and Job Satisfaction and there was either no effect or a negative impact of
quantitative flexibility. The positive impact of functional flexibility was greater when compared to the
satisfaction for intrinsic aspects of the job. Estimate by workers characteristics highlighted interesting
differences by age, skill and country of residence.

16. Mau, et.al. (2008) examined the Job Satisfaction of beginning teachers and the factors influencing
their satisfaction and investigated if students who persisted in teaching aspiration were more likely to
be satisfied with their work. 450 tenth grade students from a nationally representative sample, who
aspired to be teachers, were examined over ten year period regarding their career choices. A Job
Satisfaction model was tested using clusters of variables as guided by Social Cognitive Career Theory
(SCCT). The study found that the students who persisted in teaching were significantly more satisfied
than those who did not persist and those with non-teaching career. Beginning teachers were more
satisfied with their jobs than those in other occupations. Teachers who had teaching license also

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reported that they were more satisfied than those who did not have license. The social-contextual
factors i.e. race, socioeconomic status, teaching license, parent’s education and occupation were the
best predictors of Job Satisfaction.

17. Liu, et.al. (2008) investigated the dimensionality and generalizability of Public Service
Motivation and also examined the relationship between each dimension of public service motivation
and public servant’s Job Satisfaction. Exploratory factor analysis and confirmatory factor analysis
techniques were applied to survey data of 191 public servants in China. The result indicated that the
public service motivation observed in the West existed in china, but the generalizability of the
construct was limited. Three of the four dimensions of public service motivation (attraction to public
policy making, commitment to the public interest and self-sacrifice) existed in China, but the fourth
dimension (compassion) was unconfirmed.

18. Chileshe and Haupt (2009) investigated the perceived age differences in Job Satisfaction of
construction workers in South Africa. The main objectives of the study were to identify the major
variables affecting the relative aspects of work within the South African Construction industry and to
investigate the impact of age on the satisfaction derived from work. A total of 300 questionnaires
were sent to potential respondents. A total of 65 usable questionnaires were returned. Result of the
study indicated that Job Satisfaction differential does not exist between younger and older workers.
Although both younger and older workers ranked the relationship with workmates as being poor, age
does not have an influence on the effects of the aspects of work. In terms of the effects of Job
Satisfaction younger workers reported higher scores than older workers on ‘indifference’, whereas the
younger workers ranked poor recognition of abilities as the most effect in comparison to the older
workers.

19. Gunlu, et.al. (2009) examined the effect of Job Satisfaction on Organisational commitment for
managers in large-scale hotels in the Aegean region of Turkey and, in addition, examined whether
there is significant relationship between the characteristics of the sample, organisational commitment
and Job satisfaction. Two structured questionnaire were administered to large scale hotel managers in
the tourism industry. The population was selected randomly with a sampling ratio of 25 percent. A
total of 48 managers in four-star hotels and 75 managers in five-star hotels were reached for a total
sample of 123 managers. A total of 43 managers were middle level, whereas 80 were lower level
managers such as supervisors. The data were analysed using statistical package for Social Sciences

17
version 13. The findings of the study indicated that extrinsic, intrinsic and general job satisfaction had
a significant effect on normative commitment and affective commitment.

20. Bellou (2009) examined the influence of gender and age on relationship between organisational
culture and Job satisfaction. One hundred and twenty five (125) usable questionnaires were gathered
from three Public Hospitals located in a major Greek City. The measures adopted include the
Organisational Culture Profile and Job Descriptive Index. The statistical analyses include descriptive
statistics, stepwise regression analyses and t-test. The finding of the study was that the employee’s
gender and age influenced the way that the organisational values affected their Job Satisfaction.

21. Nilufar Ahsan (2009) investigated the relationship between Job stress and Job Satisfaction. The
study conducted in a Public University in Klang Valley area in Malaysia and 300 respondents were
selected as a sample of the study. The determinants of job stress that have been examined under this
study include management role, relationship with others, work load pressure, homework interface,
role ambiguity and performance pressure. The results of the study revealed that the association
between relationship with others and job stress is not significant. The relationship between workload
pressure and job stress, role ambiguity and job stress is significant. The study concluded that the
motivation is a key factor as well in affecting job stress among employees. Employees who were
highly motivated will feel happier and were more willing to work for the organisation.

22. Kamal and Hanif (2009) studied the various factors of job satisfaction among different
commercial bankers in Pakistan. They used to statistical techniques like regression and correlation to
gauge level significance for the factor. The findings of the study were pay has been considered as the
major factor for job satisfaction, and other factors like promotion, recognition, job involvement and
commitment are also taken into consideration. Job satisfaction is an attitude of an employee over a
period of his job, so the factors of satisfaction and dissatisfaction changes over the period. It is used as
a key factor to gauge the performance of particular employee and organisation. Satisfied employees
are more likely to be friendly and responsive which attracts customers. Dissatisfied employees can
lead to customer dissatisfaction.

18
23. Castro and Martin (2010) is to explore the relationship between organisational climate and Job
Satisfaction and to determine whether employee’s perceptions of work environment influenced their
level of Job Satisfaction. Questionnaire was administered to the sample of 696 employees from a
population of 1453 employees working in three regions in which the organisation was operational.
Confirmatory and explanatory factor analyses were used to investigate the structure of the climate
model. The findings of the study indicated a positive relationship between organisational climate
scores and Job satisfaction scores.

24. Salman Khalid (2010) examined Job Satisfaction level of Bank Employees in Punjab Province.
The information collected from 144 respondents from four Banks employees who were randomly
selected from both public and private sector banks. Five components of Job Satisfaction such as work,
pay, promotion, salary and recognition were examined besides overall Job Satisfaction. The findings
of the study indicated that the sectoral differences in terms of salary, promotions, job security,
recognition and benefits play a significant role in influencing one’s perception of job satisfaction.
Private sector bank employees reported dissatisfaction in terms of Job Security. To overcome this
Obstacle private sector banks need to introduce special schemes related retirement, pension, gratuity
and other benefits to enhance the employee’s sense regarding job security in effort to increase
organisational commitment which in turn will lead to employee’s commitment and high degree of
satisfaction.

25. Rane (2011) studied the importance of employee Job Satisfaction. He explained that the employee
Job Satisfaction was essential to face the dynamic and ever increasing challenges of maintaining
productivity of the organisation by keeping their work force constantly engaged and motivated. The
study found that the high Job Satisfaction correlated strongly with the feeling of having fun at work.
The article explained that the possible ways to enhance their performance in order to face new
challenges were providing positive work environment, the appreciation of performance, personal
recognition of employees by the management, and employee participation in decision making,
providing training facilities to improve worker’s skills and potentials. There should be a continuous
process of assessment of Job satisfaction of employees by obtaining feedback in a specially designed
evaluation format before and after the training programmes. He concluded that the Job satisfaction of
an employee in any organisation was of paramount importance to achieve the targeted goals on a
sustainable basis.

19
26. Javed and Premarajan (2011) examined the influence of distributive and procedural justice on
pay and Job Satisfaction. They provided that distributive justice and procedural justice had
differentiating impact on Job Satisfaction and four facets of pay satisfaction i.e. level, raise, benefits
and administration. The survey carried out among 122 Indian managers. It was found that the
distributive justice as a more important predictor of all four dimensions of pay satisfaction and Job
Satisfaction. Procedural justice was also found to be a statistically significant predictor of pay
structure and Job Satisfaction.

27. Biswas (2011) studied the impact of Human Resource Management policies and practices in a
globalized Indian economy and subsequently their outcome with respect to individual behaviour and
performances. The data were collected from 357 managerial level employees of Indian Organisations.
The result of the study found that the Job Satisfaction significantly correlated with employee
performance and also showed that although discrepancies were abounding regarding individual
reactions to a hitherto closed and controlled economy. The findings indicated that human resource
practices in India need to adapt to contemporary practices and procedures worldwide, while at the
same time maintain in its unique cultural ethos.

28. Chiun Lo and Ramayah (2011) examined the relationship between mentoring and employee’s
job satisfaction among employees from small and medium enterprises in Malaysia. A total of 156
Malaysian executives from 21 selected small and medium Enterprises were participated in this study.
The results show that there was a positive Relationship between career mentoring and all dimensions
in job satisfaction such as co-workers, job itself, promotions and supervisors. On the other hand, no
significant Relationship was found between psychosocial mentoring and three aspects of employee’s
job satisfaction, namely co-workers, job itself and promotion.

29. Pankaj Deshwal (2011) investigated the level of Job Satisfaction among engineering faculty
members in engineering colleges of technical Universities in Utter Pradesh and also examined the
effects of the dimensions of the job on level of Job Satisfaction among them. He collected data from
360 engineering faculty members. Investigate the levels of Job Satisfaction among engineering
colleges on technical University, examine the effects of the dimensions of the job on levels of
satisfaction among them, and give suggestions to maintain or improve faculty member’s Job
Satisfactions were three objectives of the results study. The study revealed that the faculty Members
were found to be neutral with Organisation policies, independence, and promotional opportunity and

20
satisfied with work variety, creativity, compensation and social status of Job, Job security,
achievement but the faculty members dissatisfied with Working conditions and recognition.

30. Raghunatha Reddy and Krishna Sudheer (2011) studied the Employee Involvement and Job
Satisfaction in Indian Corporate sector. This study meant to find out the employee’s attitude towards
job satisfaction and job involvement. The findings of the study show that the managerial level of
employees has low level of satisfaction and Engineers have low level of Job Involvement and
supervisors have low level of commitment towards the organisation.

31. Natarajan, (2012) conducted a study in a public sector organisation with an all India presence.
This study explored the relationship of personal and organisational values with Job Satisfaction. 220
participants from a large public sector organisation were asked to rate on a 7 point scale the 24 items
value taxonomy developed by McDonald and Gandz. Results revealed that perceived organizational
values emerge as potent predictor of all the three components of job satisfaction as compared to
personal values.

32. Samanvitha and Jawahar, (2012) aimed at determining and establishing a relationship between
strategic emotional intelligence and job satisfaction among faculty members in Arts and Science
Institutions. Sample consists of 98 faculty members in Tami Nadu. The result of the study showed
that the emotional intelligence at work has a great influence on the level of job satisfaction and in turn
on work performance.

33. Sheffield Manpower Project (1970) examined a sample of public, academic and special
Librarians in Job Satisfaction study and reported that more preference has been expressed for greater
responsibility of various kinds: more freedom of choice, greater opportunity to improvise and to act in
a solo capacity and less choice for supervision. Work restructuring and job enlargement techniques
should be considered in order to try and meet this desire. This applies at all levels, including the junior
most staff. It also applies in a situation where duties have been rigidly divided into professionals and
Non-professionals.

21
34.Gopinath (1990) identified that the human beings are one of the important factors in library
management. The problems faced by librarians are more or less same in all types of libraries.
Increased access to knowledge is one of the issues that made the librarians to learn or improve the
skills particularly, Information Technology. The library professionals should act as a link between
knowledge sources and knowledge seekers. To make the libraries user oriented, to satisfy potential
users and to adopt with electronic media, the library professionals should have training in traditional
leadership and I.T oriented librarianship. The author noticed the developments in the library
profession such as generation of information in variety of forms, computer and communication
technology, exchange of information and manipulation of information. He suggested the
Following skills for professionals.
1. Knowledge of specialised reference source,
2. Specialised analytical skills and techniques,
3. Collection development and Library automation.

35. Venkatappaiah (1991) made a comparative study of the Public Library Acts of the States in
India. The author examined the preamble of the various state Public library Acts in India and found
that these Acts have more or less the same preamble. It was generally accepted that there should be a
state Library Authority with the Minister for Libraries as its head and a State Library Committee to
advise the Authority on all matters pertaining to libraries. He suggested that a qualified and
experienced library professional should be made as the Head of the Directorate/Department of Public
Libraries. The author pointed out the need to treat all cadres of the library staff as government
servants. The author has made an attempt to specially point out the unique features of the Kerala
Public Libraries Act with regard to every provision of the Public library legislation discussed
throughout the comparative study.

36. Shih (1997) explores the relations of the library volunteers, their characteristics, participated
motivation and Job Satisfaction in the public libraries and to provide references for libraries in
recruiting, training and managing the volunteers. Questionnaires were delivered to the 294 volunteers.
The findings of the study are: the strongest participated motivation is social responsibility, the most
satisfactory dimension in job satisfaction is human relation, there are significant differences between
personal characteristics and job satisfaction including sex, age, years on job and job Leaving, there are
positive significant correlation between participated motivation and job satisfaction at 0.01 level of
significance.
\

22
37. Kanaujia and Srivastava (2003) discussed the role of Public Libraries regarding the problems of
illiteracy and educational facility in developing countries as the library can provide a space for mass-
education socially and also pointed out the need of legislation for efficient functioning of the public
library and initiation of library legislation.

38. Malleswar (2003) described the Regional Libraries as a feature of public library system. The
author made a survey to examine the Working of Regional Libraries in Andhra Pradesh. The survey
revealed that the regional libraries are not functioning to the expected level. They are not able to
realize the aims and objectives because of lack of adequate staff, lack of trained professionals, poor
accommodation and inadequate book stock. The author stressed the need for comprehensive
legislation and suggested a plan for an Andhra Pradesh Public Library network.

39.Ramesh Babu and Govinda Reddy (2003) studied the public library system in Tamil Nadu with
reference to circle libraries. Observation and interview methods were adopted to collect data for the
research. The study revealed that the circle libraries in Chennai occupy a significant position. The
findings revealed that the staff members are interested in improving their professional quality and not
interested in knowing the current developments and almost all librarians are optimistic in automating
the library.

40.Begum and Goswami (2003) stated the concept and objectives of public libraries and their
establishment, maintenance and development in Indian context. The authors also discussed the
importance of library legislation and its development in India. This article puts forth the Public library
scenario of Assam and efforts made to enact library legislation in the state. The latest attempts made
to enact the proposed library bill as library law is also mentioned.

41.Ramesh Babu (2003) studied the state of Art of the Public Library in the light of IT and examined
the feasibility and application of IT in Public Libraries in India and focused on the nature and type of
services to be provided by the public library system in the Information Age. The resolutions and the
recommendations based on the papers presented in the seminar are:
1. National Policy for IT- based Public Libraries should be formulated to facilitate access to
documents and information.
2. Public libraries should develop their own web sites.
3. Organisations like RRRLF and Government of Tamil Nadu should strengthen circle libraries.
4. The Public Library Act should be redrafted to meet factors like resource sharing and networking
and right to information.

23
42.Ashok Kumar (2004) studied the impact of ‘IT’ on legislation. The ‘IT era’ brings various
changes in all sectors of development since information is the base for all developmental activities.
He stressed that it is necessary to revise the library legislation on certain areas like collection
development management and services.

43.Afonso (2004) discussed the importance of computerisation of public Libraries and explains in
detail the essential factors involved in the scope of computerisation of different library functions using
advanced information Technology. He examined different types of computer networks and security
measures to be followed in India. He felt that we are far behind the advanced countries in
computerising our public libraries and using advanced Information Technologies.

44.Raju (2004) discussed the present status of public libraries in Andhra Pradesh. The author
suggested some measures like adding new dimensions to their services with the help of new
communication technologies, the involvement of the community as such and the partnership of
voluntary organisations with the public library authorities for the upliftment of the services offered by
the public libraries.

45.Deshpande (2004) referred to the importance of literacy and the steps taken to banish illiteracy
and discussed the implications of the Five Laws, UNESCO Charter of the book and the Manifesto of
Public libraries. The author suggested the changes to be incorporated in the Library Act and other
essential related issues. He discussed the financial issues and IFLA standards regarding the number of
libraries and the number books in libraries, Internet facilities and the present situation of public
libraries in Karnataka urging the need to transform Public Library Movement as People’s.

46.Singh (2005) mentioned in her article the initiatives of RRRLF and UNESCO for promoting
Public Libraries and gives brief overview about public library legislation in India and emphasises the
changing role of public library i.e. from store houses where preservation of knowledge to dynamic
knowledge institutions involved in disseminating knowledge available anywhere any time and
changing objectives and goals of public libraries with changing needs of the users. It also emphasises
new strategies in changing environment and essence of new strategies for promoting library services
is to identify how best library can grow and become stronger in an increasingly competitive
environment. It concludes that the libraries need to invent themselves and adopt new ways to meet
their user’s information requirements which is becoming necessary for libraries services.

24
47.Farajpahlou and Akashi (2008) administered the Job Description Index (JDI) to assess the
degree of job satisfaction among Librarians in Public Libraries in South-Iran in terms of supervision,
co-workers, payments and promotion as well as General Job satisfaction. The results of the study
revealed that all librarians, despite their dissatisfaction in regard with some aspects, especially
payments and promotions, were all satisfied with their job as librarians. Running an ANOVA test
with repeated measures indicated existence of no significant difference among the mentioned
variables, except for payments. It is suggested that decision makers and act in regard with recruit of
younger librarians before the older librarians are retired, and allow some time for them to transfer
their knowledge and methods of job administration and techniques to younger ones.

48.Pratapa Reddy (2010) investigated the quality of work life of professionals in Public Libraries of
Andhra Pradesh. The objectives of the study such as to assess the economic aspects of QWL and to
know the physical facilities, to study the HRD components, To study the QWL in terms of social
aspects, etc., The primary data was collected from 280 professionals through questionnaire. The
findings of the study were 50 per cent of the staff with remuneration in proportion to their work
output but level of satisfaction was very poor with periodical revision of pay scales and rewards from
the organisation and also not satisfied with physical facilities and expressed good opinion about the
interpersonal relations, 40.48 per cent expressed satisfaction over the training aspects. He suggested to
the organisation to implement the recommendations of Ekbote Committee report to improve the
Quality of Work Life in A.P. Public Library System.

49.Plate and Stone (1974) studied the Factors affecting Job Satisfaction of the librarians. They used
Herzberg theory in their study on job motivation to examine 162 Americans and 75 Canadian
librarians randomly selected from all types of Libraries. The result of this study confirmed Herzberg’s
views that certain factors are positive ‘emotions’ in the work place, while others are merely ‘hygiene
factors’. These hygiene Factors create dissatisfaction, if absent in the work place but they are not the
positive motivation. In this study it is found that of all the factors named by the librarians as
contributing to job satisfaction, 99 percent were motivators and were related to job content: Of all the
factors contributing to their dissatisfaction at work, 81 percent involved hygiene factors found in the
work environment. The motivational factors were identified as achievement, responsibility, work
itself, advancement and personal or professional growth and the Hygiene factors as institution policy
and administration, supervision, interpersonal relationships, working conditions, status, salary, and
security.

25
50. Vaughn and Dunn (1974) studied job satisfaction among the library employees who had been
employed in six university libraries. They used job description index for the study. This job
description Index asked the employee to describe their job environment in six university libraries, in
relation to five job characteristics i.e. work itself, supervisory climate, interpersonal climate, pay
condition and promotion Opportunities. The six libraries were compared in terms of their scores for
each dimensions of satisfaction. The study revealed that no one library scored consistently high or low
on all dimensions of satisfaction. Managerial performance was related to employee satisfaction,
employee productivity and organisational effectiveness. The action of managers in regard to leading,
staffing, coaching and counselling had a direct influence upon employee satisfaction as well as
employee productivity.

2.3 NEED FOR THE STUDY

The study is to identify the job satisfaction towards the employee there will be a loss in
productivity level of the organization. The important need for the study is to bring out the employee
from the discomforts in job designation and to improve the job satisfaction to employee in the
organization and improve the quality of work and motivate employee.

2.4 SCOPE OF THE STUDY

There are lots of many aspects in job satisfaction practices in an organization like employee
involvement and employee participation. An attempt is made to analyses the company performance
through the employee’s satisfaction about different designations the employee carried. To arrive at
suggestions and recommendations to improve the job satisfaction in employee to increase the
efficiency level of working importance. The specific scope of the study is limited within the
production unit, Sree Vaishnavi Rubber industry, Melakal. The research was done in Sree Vaishnavi
rubber industry, Melakal during between July 2019 to October 2019.

The main scope of the study:

 The study covers only the rubber industry
 The study was conducted in “SREE VAISHNAVI, MELAKKAL, and MADURAI.
 To analyze the study on employee satisfaction

26
2.5 OBJECTIVES OF THE STUDY

To find out the effects job satisfaction in company

 To understand the satisfaction employee nature of work

 To study the training and development of employee satisfaction
 To know about the employee satisfaction towards management policies
 To evaluate work environment satisfaction level of employee
 To identify the empowerment towards employee in their work
2.6 LIMITATIONS

 There may be the respondents personal bias in providing data

 Convincing the respondents to answer the questions was time consuming
 Sample size 50 the finding may not be generalized

2.7 CHAPTER SCHEMES

Chapter I Entitled as “Company profile and Industry profile” deals with introduction to the study and
include other aspects like Indian rubber market, benefits, importance, concepts, definitions of job
satisfaction, company Vision, Mission, Products Technical Information, Range of Products, Quality
Policy, Welfares Provides for Employees.

Chapter II Entitled as “Research Path” gives a brief information about the research and writing of
identified experts that explains the review of previous studies of job satisfaction and other aspects
limitation, need, research gap, statement of problem, scope of the study on employee satisfaction.

Chapter III Entitled as “Research Methodology” gives a brief research methodology, research design,
descriptive research, sample, data collection and tools used for statistical analysis.

Chapter IV Entitled as “Analysis and Interpretation” consist of critical analysis and interpretation of
the data obtained through survey with the help of the significant statistical tools.

Chapter V Entitled as “Findings, Suggestion and Conclusions” brings forth the findings of the study
undertaken and realistic suggestions.

27
2.8 Research Gap:

In the previous research study, the researcher conducted the survey in order to fill the research
gap in job satisfaction research study was conducted to human resources management assumes that
human resources are there to be consumed rather developed and maintained and a wider satisfaction
in the job of their designation would help at the people of management. From this research paper the
researcher fills the gap in Sri Vaishnavi Industry by studying about the satisfaction towards job in the
organization working conditions.

28
 3. RESEARCH METHODOLOGY
Research methodology (definition)

It is defined as the systematic method consisting of enunciating the problem, formulating the
hypothesis, collecting the facts or data, analyzing the facts and reaching certain conclusion either in
the form of solution towards the concerned problem or in certain generalization for some theoretical
formulations.

3.1 RESEARCH DESIGN

It is a framework or blue print for conducting the research project it details the procedure
necessary for obtaining the information needed to structure or solve the research problem.

3.2 DESCRIPTIVE RESEARCH

Describing the facts as it is it describes the states of affairs as it exists at present. It includes
survey and fact-finding enquire the researcher has no control over the variables. It records the past
and present as it is.

3.3 SAMPLE DESIGN

Classified into two categories:
 Probability sampling: Sample has a known probability of being selected

 Non-probability sampling: Sample does not have known probability of being

selected as in convenience or voluntary response surveys

3.4 SAMPLE SIZE

The number of items to be selected from the universe to constitute a sample. The total
sampling size in the project is 50 members are selected for the research purpose.
The researcher will select the particular unit for the study it may be same geographical area or people
under same age gender income experience marital status. The list of sampling units is called frame.

3.5 DATA COLLECTION

Both primary and secondary data are collected for the present study.
 Primary data
 Primary data are those which are collected for the first time and they are original in
character. These are collected by the researcher to study a particular problem.
 T he primary data is collected through the questionnaire method the questionnaire
will contains the questions like demographic variables questions for gathering the
personal detail like name ,age, income, residential, UG qualification etc.

29
  Secondary data
 The secondary data are those which are already collected by someone for some
purpose and are available for the present study. For instance, the data collected
during census operations are primary data to the department of census and the same
data, if used by a research worker for some studies, become secondary data.

3.6 TOOLS USED FOR STATISTICAL ANALYSIS

PERCENTAGE ANALYSIS
Percentage analysis is used to create a contingency table from the frequency distribution and
represent the collected data for the better understanding.
Percentage=Value/Total Value*100

MEAN AND STANDARD DEVIATION

The research attempted to determine the average levels of the respondents. To accomplish
these mean values were calculated based on the opinion of respondents for each variable in the five-
point scaling (from1 to 5).A mean is the arithmetic average of the scores. A simple average of the
opinion scores given by the respondents were added together and it is divided by the sample of the
study 50 i.e. the total number of responses, to arrive at the mean values for each variable. Mean is
calculated using the following formula:
Arithmetic mean(X)=∑x/n
Where X –sample mean
∑x- summation of all the opinion scores of respondents
n- Number of respondents

WEIGHTED AVERAGE MEAN

The weighted average method formula is used to calculate the average value of the particular
set of numbers with the different levels of weights. Need to use the weighted mean formula. The only
different between the formulas a and the steps above is that you divided by the sum of all the weights.
The formula for weighted average calculation is:

CHI SQUARE`
To calculate chi square, take the square of the difference between the observed o and expected
e values and divide it by the expected value depending on the number of categories of data may end
up with two or more values.
30
4. ANALYSIS AND INTERPRETATION
4.1 ANALYSIS ON EMPLOYEE JOB SATISFACTION WITH REFERENCE TO SRI
VAISHNAVI RUBBER PVT LTD

4.1.1 CONSOLIDATED DEMOGRAPHIC RESPONDENTS

Q1.Gender Male Female

30 20

Q2.Age Less than 30 years 31 – 40 years 31 – 40 years Above

50 years
28 10 9 3

Q3.Education School UG PG Diploma

Level 12 16 8 14

Q4. Levels of Top Management Middle Management Lower Management

Management 3 21 26

Q5. Marital Married Unmarried

Status 32 18

Q6. Monthly Less than 10,000 10,001-20,000 20,001-30,000 More than

Income Level 30,000
13 23 11 3

Q7. Work 1-2 years 3-5 years 5-10 years Above 10years
Experience 12 17 18 2

Source: Primary Data

Table 4.1.1 represents the distribution of respondents in Sri Vaishnavi rubber pvt
ltd.The respondents were based on the following demographic variables such as gender, age,
Education Level, Levels of Management, Marital Status, Monthly Income Level, Work Experience,
Ability to improve skill and knowledge from job, Suitability and interest in job, Attachment towards
existing job, Work Environment Provision of welfare facilities at the workplace, Training and
development Usefulness of the training to acquire knowledge and skill, Management policies
Organization development is the motive of the policies, Empowerment to take decision in the
execution of work, The income provided in organization is sufficiency to meet family expenses, There
31
are several implementation of safety norms in the organization. From the above table it is inferred that
30 of the respondents belong to the male gender and only 20 belong to the female gender category.

The table depicts the distribution of respondents according to their age. It could be inferred
that 28 of the respondents belong to the age group Less than 30 years, 10 belong to the age group of
31 – 40 years, and 9 of the respondents come under the age group of 31 – 40 years, 3 falls under the
age group of Above 50 years.

The same table depicts classification of respondents based on their Education Level. It could
be inferred that 12 of the respondents belong to the School, 16 of the respondents belong to the UG, 8
of the respondents belong to the PG, and 14 of the respondents belong to the Diploma. The table also
depicts the distribution of respondents based on Levels of Management they work.It could be inferred
that 3 of the respondents belong to the Top Management, 21 of the respondents belong to the Middle
Management ,26 of the respondents belong to the Lower Management..

The table brings out the classification of respondents according to their Marital Status. It could
be inferred that 32 of the respondents were married, 18 of the respondents were Unmarried.The same
table statistically shows the distribution of respondents according to their Monthly Income Level. It
could be inferred that 13 of the respondents belong to the Less than 10,000 rupees count 23 of the
respondents belong to the 10,001-20,000 rupees , 11 of the respondents belong to the 20,001-30,000
rupees , 3 More than 30,000 rupees.

The table also provides details bring out the classification of respondents according to their
Work Experience. It could be inferred that 12 of the respondents belong to the 1-2 years, 17 of the
respondents belong to the 3-5 years, 18 of the respondents belong to the 5-10 years, and 3 of the
respondents belong to the above 10years

32
4.1.2 WEIGHTED AVERAGE RANKING

Weighted average ranking

It is imperative to identify the highest variables of awareness among the respondents towards mutual
funds under each factor among the seven factors identified through factor analysis. In order to
accomplish such identification of highest awareness variables under each factor, weighted average
ranking method was conducted and the results were discussed. Weighted average is an average in
which each quantity to be averaged is assigned a weight. These weightings determine the relative
importance of each quantity on the average. In this study, weights are assigned from 1 to 5 for the
five-point scaling variables. To arrive at the weighted average value, the frequency of each rating is
multiplied with its weight, and the resulting figures are added together and then divided by the total of
the weights. Based on the values of weighted average scores, ranking is assigned for each variable
from highest to the lowest.

The formula for weighted average calculation is:

The weights represent the weights assigned to the opinion of the respondents in the Sri Vaishnavi
rubber pvt ltd in this study from 1 to 5.

‘xi‘ represents the frequency of the rating of the particular variable

n represents the number of ratings – 5 in the case of the present study

The nine factors were Ability to improve, Suitability and interest, Attachment towards existing job,
Work Environment, Training and development, Management policies, Empowerment to take
decision, sufficiency of income provided, implementation of safety norms

33
 Weighted Rank
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfi average

ed
14.33 I
Q8.Ability to 21 23 6 0 0
improve skill and
knowledge from job
13.73 III
Q9.Suitability and 15 28 5 2 0
interest in job
14 II
Q10.Attachment 19 24 5 2 0
towards existing job
Q11. Work 13.26 V
33 17 7 3 1
Environment
Provision of welfare
facilities at the
workplace
13.33 IV
Q12. Training and 11 24 11 4 0
development
Usefulness of the
training to acquire
knowledge and skill
12.866 VII
Q13. Management 14 17 17 2 0
policies
Organization
development is the
motive of the
policies
12.933 VI
Q14. Empowerment 16 18 12 3 1
to take decision in
the execution of
work
Q15. The income 11.933 VIII
7 20 19 3 1
provided in
organization is
sufficiency to meet
family expenses

34
Q16. There are 11.066 IX
6 16 22 1 4
several
implementation of
safety norms in the
organization is

The table 4.1.2 also provides details of the Ability to improve skill and knowledge from job of
the respondents. It is inferred that 21 of the respondents were highly satisfied, 23 of the respondents
were satisfied, 6 of the respondents were Neutral, 0 of the respondents were dissatisfied, and 0 of the
respondents were Highly Dissatisfied. So the Weighted average has been inferred 14.33 and the factor
positioned in Ist Rank.

The table also provides details of the Suitability and interest in job of the respondents 15 of the
respondents were Highly Satisfied, 28 of the respondents were satisfied, 5 of the respondents were
Neutral, 2 of the respondents were dissatisfied, and 0 of the respondents were Highly Dissatisfied. So
the Weighted average has been inferred 13.73 and the factor positioned in IInd Rank

The table also provides details of the Attachment towards existing job of the respondents. It is
inferred that 19 of the respondents were highly satisfied, 24 of the respondent were satisfied, 5 of the
respondent were Neutral, 2 of the respondent were dissatisfied, and 0 of the respondent were Highly
Dissatisfied. So the Weighted average has been inferred 14 and the factor positioned in IIIrd Rank

The table also provides details of the Work Environment Provision of welfare facilities at the
workplace of the respondents. It is inferred that 33 of the respondent were highly satisfied, 17 of the
respondent were satisfied, 7 of the respondent were Neutral, 3 of the respondent were dissatisfied, and
1 of the respondent were Highly Dissatisfied. So the Weighted average has been inferred 13.26 and
the factor positioned in IVth Rank.

The table also provides details of the Training and development Usefulness of the training to
acquire knowledge and skill of the respondents. It is inferred that 11 of the respondent were highly
satisfied, 24 of the respondent were satisfied, 11 of the respondent were Neutral, 4 of the respondent
were dissatisfied, and 0 of the respondent were Highly Dissatisfied. So the Weighted average has
been inferred 13.26 and the factor positioned in Vth Rank.

35
 The table also provides details of the Management policies Organization development is the
motive of the policies of the respondents. It is inferred that 14 of the respondent were highly satisfied,
17 of the respondent were satisfied, 17 of the respondent were Neutral, 2 of the respondent were
dissatisfied, and 0 of the respondent were Highly Dissatisfied. So the Weighted average has been
inferred 12.866 and the factor positioned in VIth Rank.

The table also provides details of the Empowerment to take decision in the execution
of work of the respondents. It is inferred that 16 of the respondent were highly satisfied, 18 of the
respondent were satisfied, 12 of the respondent were Neutral, 3 of the respondent were dissatisfied
and 1 of the respondent were Highly Dissatisfied. So the Weighted average has been inferred 12.933
and the factor positioned in VIIth Rank.

The table also provides details of the Income provided in organization are sufficiency to meet
family expenses of the respondents. It is inferred that 7 of the respondent were Highly Satisfied, 20 of
the respondent were satisfied, 19 of the respondent were Neutral, 3 of the respondent were
dissatisfied, and 1 of the respondent were Highly Dissatisfied. So the Weighted average has been
inferred 11.066 and the factor positioned in VIIIth Rank.

The table also provides details of the several implementations of safety norms in the
organization of the respondents. It is inferred that 6 of the respondent were highly satisfied, 16 of the
respondent were satisfied, 22 of the respondent were Neutral,1 of the respondent were Dissatisfied,
and 4 of the respondent were Highly Dissatisfied. So the Weighted average has been inferred 11.066
and the factor positioned in IXth Rank.

36
4.1.3 PERCEMTAGE ANALYSIS TABLE

Q1: Gender of the respondence is

Frequency percentage

Male 30 60

Female 20 40

Total 50 100

60% 40%
60%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Gender male (60%), female (40%), Total (100%).

37
Q: 2 Age of the respondence is

Frequency percent

Less than 30 28 56
years

31 years – 40 10 20
years

41 years – 50 9 18
years

Above 50 years 3 6

Total 50 100

56%

6%
10% 18%

%
INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Age Less than 30 years (56%), 31 years – 40 years (20%), 41 years – 50 years (18%), Above 50 years
(6%) total (100%).

% 38
Q3: Educational level of respondence

frequency percent

School 12 24

Under 16 32
graduation

Post graduation 8 16

Diploma 14 28

Total 50 100

32%
24% 28%

16%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Education Level of respondence School(24%), under graduation(32%), Post graduation(16%),
diploma (28%),Total (100%)

39
%
% %

%
Q4: Respondence levels of management

frequency percent

Top level 3 6
management

Middle level 21 42
management

Lower level 24 48
management

4.00 2 4

Total 50 100

42% 48%

6%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
levels of management Top level management (6%), Middle level management (42%), Lower level
management (48%), and total (100%)

40
% %

%
Q5: Marital Status of respondence

Frequency percent

Married 32 64

Unmarried 27 34

3.00 1 2

Total 50 100

64%

34%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category
Marital Status of respondence married (64%), unmarried (34%)

41
Q6: Respondence monthly income

frequency percent

Less than 10000 13 26

10001-20000 23 46

20001-30000 11 22

More than 30000 3 6

Total 50 100

32%

32% 32% 32%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category
Respondence monthly income Less than 10000 (26%), 10001-20000(46%), 20001-30000 (22%),
More than 30000(6%)

% % %

42
Q7: Respondence work experience is

frequency percent

1-2 years 12 24

3-5 years 17 34

5-10 years 18 36

Above 10 years 3 6

Total 50 100

36%
34%

24% 6%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Respondence work experience is 1-2 years (24%), 3-5 years (34%), 5-10 years (36%) Above 10 years
(6%)

%
%

% %

43
Q8: Ability to improve skill and knowledge from job

Frequency Percent
Highly 21 42
satisfied

Satisfied 23 46
Neutral 6 12
Total 50 100

46%
42%
12%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Ability to improve skill and knowledge from job highly satisfied (42%) Satisfied (46%), Neutral
(12%)

%
%
%

44
Q9: Suitability and interest in job

Frequency Percentage

Highly satisfied 14 28

Satisfied 29 58
Neutral 5 10
Dissatisfied 2 4
Total 50 100

58%

10%
28% 4%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Suitability and interest in job highly satisfied (28%), Satisfied (58%) Neutral (10%), Dissatisfied
(4%).

%
% %
45
Q10: Attachment towards existing job

Frequency Percent
Highly 18 36
satisfied
Satisfied 25 50

Neutral 5 10
Dissatisfied 2 4

Total 50 100

50%

36%

10%
4%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Attachment towards existing job highly satisfied (36%), satisfied( 50%), neutral (10%), and
dissatisfied (4%).

%46
%
Q11: Provision of welfare facilities at the workplace

Frequency Percent
Highly 22 44
Satisfied
Satisfied 17 34
Neutral 6 12
Dissatisfied 4 8
Highly 1 2
Dissatisfied
Total 50 100

44%

34%
12% 8%
2%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Provision of welfare facilities at the workplace highly satisfied (44%), satisfied (34%), neutral (12%),
and dissatisfied (8%) and highly dissatisfied (2%).

% 47
% %
%
Q12: Usefulness of the training to acquire knowledge and skill

Frequency Percent
Highly 12 24
Satisfied

Satisfied 24 48
Neutral 10 20
Dissatisfied 4 8

Total 50 100

48%

24%
20% 8%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Usefulness of the training to acquire knowledge and skill highly satisfied (24%), satisfied (48%),
neutral (20%), and dissatisfied (8%).

% 48
% %
13: Organization development is the motive of the policies

Frequency Percent
Highly 13 26
Satisfied
Satisfied 17 34
Neutral 17 34
Dissatisfied 3 6
Total 50 100

34%
34%

26%

6%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Organization development is the motive of the policies Highly satisfied (26%), satisfied( 34%),
neutral (34%), and dissatisfied (6%).

%
%

49 %
Q14: Empowerment to take decision in the execution of work

Frequency Percent
Highly 15 30
Satisfied
Satisfied 18 36

Neutral 12 24

Dissatisfied 3 6

Highly 2 4
Dissatisfied
Total 50 100

36%
30%

24%

6%
4%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
Empowerment to take decision in the execution of work highly satisfied (30%), satisfied (36%),
neutral (24%), and dissatisfied (6%) and highly dissatisfied (4%).
%
%

50 %
%
Q15: The income provided in organization is sufficiency to meet family expenses

Frequency Percent
Highly 6 12
Satisfied

Satisfied 20 40
Neutral 19 38
Dissatisfied 4 8

Highly 1 2
Dissatisfied

Total 50 100

40% 38%
12%
8%
2%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
The income provided in organization is sufficiency to meet family expenses highly satisfied (12%),
satisfied (40%), neutral (38%), and dissatisfied (8%) and highly dissatisfied (2%).

% 51%
%
%
%
Q16: There are several implementation of safety norms in the organization is

Frequency Percent
Highly Satisfied 6 12

Satisfied 16 32

Neutral 23 46

Dissatisfied 1 2

Highly Dissatisfied 4 8

Total 50 100

46%

12% 32% 8%
2%

INTERPRETATION

From the above table, it could be inferred majority of respondents fall under the category of
There are several implementation of safety norms in the organization is highly satisfied (12%),
satisfied (32%), neutral (46%), and dissatisfied (2%) and highly dissatisfied (8%).

% % 52 %
%
4.1.4 CHI –SQUARE

1. Chi –Square analysis between gender and attachment towards existing job the gender and
income sufficiency to meet family expenses

Q1: Gender of the Respondence* Q15:The income provided in organization is sufficiency to

meet family expenses Cross tabulation
Q15:The income provided in organization is sufficiency to Total
meet family expenses are
Highly Satisfied Neutral Dissatisf Highly
Satisfied ied Dissatisfi
ed
Q1: Gender of Mal 2 10 15 2 1 30
the respondence e
is Femal 4 10 4 2 0 20
e
Total 6 20 19 4 1 50

The table above

shows that among the 50 respondents, who were male, majority of 15 respondents was in Neutral, 10
respondents in Satisfied. Among the female category of 20 respondents, greater number of
respondents (10) was in Satisfied, and equally 4 respondents Highly Satisfied and Neutral.

In order to examine the formulated null hypothesis that there is no significant relationship
between the gender and income sufficiency to meet family expenses. The computed results are given
in Table

53
Interpretation>0.05%

Hypothesis 1:H0: The result indicates that the probability values were > 0.05 (p=> 0.05).Hence
established null hypothesis is not accepted and it is inferred .There is no significant relationship
between gender of respondence and income sufficiency to meet family expenses.

Chi-Square Tests
Value Df Asymptotic
Significance (2-sided)
Pearson Chi-Square 6.287a 4 .179
Likelihood Ratio 6.835 4 .145
Linear-by-Linear Association 3.328 1 .068
N of Valid Cases 50
a. 6 cells (60.0%) have expected count less than 5. The minimum expected count is .40.
DF- Degree of Freedom

54
2. Chi –Square analysis between Age and attachment towards existing job

With a view to find the degree of relationship between the Age of the respondents
and their attachment towards existing job, a two way table was prepared and shown in Table

Q2:Gender Age of the respondence is * Q10:Attachment towards existing job of the

respondence Cross tabulation
Q10:Attachment towards existing job of the Total
respondence is
Highly Satisfie Neutral Dissatis
satisfied d fied
Q2:Gender less than 30 10 13 3 2 28
Age of the years
respondence is 31 years - 40 5 4 1 0 10
years
41 years - 50 1 7 1 0 9
years
above 50 years 2 1 0 0 3
Total 18 25 5 2 50

The table above shows that among the 50 respondents, highly satisfied respondent 10 in
less than 30 years, 5 in 31 years - 40 years, 1 in 41 years - 50 years, 2 in above 50 years. Satisfied
respondence 13 in less than 30 years, 4 in 31 years - 40 years, 7 in 41 years - 50 years, 1in above 50
years. Neutralrespondent 3 in less than 30 years, 1 in 31 years - 40 years, 1 in 41 years - 50 years, 0
in above 50 years. Dissatisfiedrespondent 2 in less than 30 years, 0 in 31 years - 40 years, 0 in 41
years - 50 years, 0 in above 50 years.

In order to examine the formulated null hypothesis that there is no significant relationship
between the age of the respondents and their attachment towards existing job. The computed results
are given in Table

55
Interpretation>0.05%

Hypothesis 2:H0: The result indicates that the probability values were > 0.05 (p=> 0.05).Hence
established null hypothesis is not accepted and it is inferred that there is no significant relationship
between age of the respondents and their attachment towards existing job

Chi-Square Tests
Value Df Asymptotic
Significance (2-
sided)
Pearson Chi-Square 6.601a 9 .679
Likelihood Ratio 7.846 9 .550
Linear-by-Linear Association .408 1 .523
N of Valid Cases 50
a. 13 cells (81.3%) have expected count less than 5. The minimum expected count is .12.

56
3. Chi –Square analysis between Age and Suitability and interest in job
With a view to find the degree of relationship between the Age of the respondents and their
Suitability and interest in job, a two way table was prepared and shown in Table

Q2:Gender Age of the respondence is * Q9:Suitability and interest in job for the
respondence Cross tabulation
Q9:Suitability and interest in job for the Total
respondence is
Highly Satisfie Neutral Dissatisf
satisfied d ied
Q2:Gender Age of less than 30 6 17 4 1 28
the respondence is years
31 years - 40 3 5 1 1 10
years
41 years - 50 3 6 0 0 9
years
above 50 2 1 0 0 3
years
Total 14 29 5 2 50

The table above shows that among the 50 respondents, highly satisfied respondence 6 in less
than 30 years, 3 in 31 years - 40 years, 3 in 41 years - 50 years, 2 in above 50 years.Satisfied
respondence 17 in less than 30 years, 5 in 31 years - 40 years, 6 in 41 years - 50 years,1 in above 50
years.Neutral respondence 4 in less than 30 years, 1 in 31 years - 40 years,0 in 41 years - 50 years, 0
in above 50 years.Dissatisfied respondence 1 in less than 30 years, 1 in 31 years - 40 years, 0 in 41
years - 50 years, 0 in above 50 years.

In order to examine the formulated null hypothesis that there is no significant relationship
between the Age and Suitability and interest in job.The computed results are given in Table

57
Interpretation>0.05%

Hypothesis 3:H0: The result indicates that the probability values were > 0.05 (p=> 0.05).Hence
established null hypothesis is not accepted and it is inferred that there is a significant relationship
between the Age and Suitability and interest in job.

Chi-Square Tests
Value df Asymptotic Significance (2-
sided)
Pearson Chi-Square 5.824a 9 .757
Likelihood Ratio 6.814 9 .656
Linear-by-Linear Association 2.792 1 .095
N of Valid Cases 50
a. 12 cells (75.0%) have expected count less than 5. The minimum expected count is .12.

58
4. Chi –Square analysis between Education level and Usefulness of the training to acquire
knowledge

With a view to find the degree of relationship between the Education level and Usefulness of the
training to acquire knowledge, a two way table was prepared and shown in Table

Q3:Education level of respondence is * Q12:Usefulness of the training to acquire knowledge

and skill Cross tabulation
Q12:Usefulness of the training to acquire Total
knowledge and skill are
Highly Satisfied Neutral Dissatisfi
Satisfied ed
Q3:Education level school 3 8 1 0 12
of respondence is under 2 7 5 2 16
graduation
post 2 5 0 1 8
graduation
diploma 5 4 4 1 14
Total 12 24 10 4 50

The table above shows that among the 50 respondents, highly satisfied respondence level of
education school 3, under graduation 2, post graduation 2, diploma 5.Satisfiedrespondence level of
education school 8, under graduation7, post graduation 5, diploma 4. Neutral respondence level of
education school 1, under graduation 5, post graduation 0, diploma 4. Dissatisfied respondence level
of education school 0, under graduation 2, post graduation 1, diploma 1.

In order to examine the formulated null hypothesis that there is no significant relationship
between the Education level and Usefulness of the training to acquire knowledge. The computed
results are given in Table

59
Interpretation>0.05%

Hypothesis 4:H0: The result indicates that the probability values were > 0.05 (p=> 0.05).Hence
established null hypothesis is not accepted and it is inferred that there is no significant relationship
between Education level and Usefulness of the training to acquire knowledge.

Chi-Square Tests
Value df Asymptotic
Significance (2-
sided)
Pearson Chi-Square 9.597a 9 .384
Likelihood Ratio 12.238 9 .200
Linear-by-Linear Association .026 1 .873

N of Valid Cases 50

a. 13 cells (81.3%) have expected count less than 5. The minimum expected count is .64.

60
5. Chi –Square analysis between levels of management Attachment towards
existing job

With a view to find the degree of relationship between the levels of management and Attachment
towards existing job, a two way table was prepared and shown in Table

Q4:Respondence levels of management Attachment towards existing job is * Q10:levels of

management

Attachment towards existing job of the respondence Cross tabulation

Q10:Attachment towards existing job of the Total

respondence is
Highly Satisfie Neutral Dissatis
satisfied d fied
Q4:Respondence top level 2 1 0 0 3
levels of management
management is middle level 7 9 3 2 21
management
lower level 9 15 0 0 24
management
4.00 0 0 2 0 2
Total 18 25 5 2 50

The table above shows that among the 50 respondents, highly satisfied respondence 2 in top
level management, 7 in middle level management, and 9 in lower level management. Satisfied
respondence 1 in top level management, 9 in middle level management, 15 in lower level
management, Neutral respondence 0 in top level management, 3 in middle level management, 0 in
lower level management. Dissatisfied respondence 0 in top level management, 2 in middle level
management, 0 in lower level management towards the Attachment towards existing job.

In order to examine the formulated null hypothesis that there is significant relationship
between the level of management of the respondents and their Attachment towards existing job. The
computed results are given in Table

61
Interpretation<0.05%

Hypothesis 5:H0: The result indicate that the probability values were < 0.05 (p=< 0.05).Hence
established null hypothesis is not accepted and it is inferred that there is a significant relationship
between levels of management and Attachment towards existing job.

Chi-Square Tests
Value df Asymptotic
Significance (2-
sided)
Pearson Chi-Square 25.739a 9 .002
Likelihood Ratio 20.051 9 .018
Linear-by-Linear Association .167 1 .683

N of Valid Cases 50
a. 12 cells (75.0%) have expected count less than 5. The minimum expected count is .08.

62
6. Chi –Square analysis between marital status and several implementations of safety

norms

With a view to find the degree of relationship between the marital status and
several implementation of safety norms, a two way table was prepared and shown in Table

Q5:Marital status of respondence is * Q16:There are several implementation of safety norms

in the organization Cross tabulation
Q16:There are several implementation of safety norms in Total
the organization is
Highly Satisfie Neutral Dissatis Highly
Satisfied d fied Dissatisfi
ed
Q5:Marital status marrie 5 11 12 1 3 32
of respondence d
unmar 1 5 10 0 1 17
ried
3.00 0 0 1 0 0 1
Total 6 16 23 1 4 50

The table above shows that among the 50 respondents, with marital statushighly satisfied
respondence 5 in married and 1 in unmarried, Satisfied respondence 11 in married and 5 in
unmarried, Neutral respondence 12 in married and 10 in unmarried, Dissatisfied respondence 1 in
married and 0 in unmarried, Highly dissatisfied respondence 3 in married and 1 in unmarried several
implementation of safety norms in the organization.

In order to examine the formulated null hypothesis that there is no significant relationship between the
marital statuses several and implementation of safety norms. The computed results are given in Table

63
Interpretation>0.05%

Hypothesis 6:H0: The result indicates that the probability values were > 0.05 (p=> 0.05).Hence
established null hypothesis is not accepted and it is inferred that there is no significant relationship
between marital status and several implementations of safety norms.

Chi-Square Tests
Value df Asymptotic
Significance (2-
sided)
Pearson Chi-Square 3.970a 8 .860
Likelihood Ratio 4.742 8 .785
Linear-by-Linear Association .352 1 .553

N of Valid Cases 50

a. 11 cells (73.3%) have expected count less than 5. The minimum expected count is .02.

64
7. Chi –Square analysis between monthly income Organization developments is the motive
of the policies

With a view to find the degree of relationship between the monthly income and
development is the motive of the policies; a two way table was prepared and shown in Table

Q6:Respondence monthly income is * Q13:Organization development is the motive of the

policies Cross tabulation
Q13:Organization development is the motive of Total
the policies are
Highly Satisfied Neutral Dissatisfi
Satisfied ed
Q6:Respondence less than 4 6 3 0 13
monthly income is 10000
10001- 3 9 9 2 23
20000
20001- 3 2 5 1 11
30000
more than 3 0 0 0 3
30000
Total 13 17 17 3 50

The table above shows that among the 50 respondents,acceptance in organisation development
motives of the policies highly Satisfied respondence 4 in less than 10000, and 3 in10001-20000 , 3 in
20001-30000, 3 in more than 30000.Satisfiedrespondence 6 in less than 10000, and 9 in10001-20000
, 2 in 20001-30000, 0 in more than 30000.Neutralrespondence 3 in less than 10000, and 9 in10001-
20000 , 5 in 20001-30000, 0 in more than 30000.Dissatisfiedrespondence 0 in less than 10000, and 2
in10001-20000 , 1 in 20001-30000, 0 in more than 30000 of the monthly income of respondence.

In order to examine the formulated null hypothesis that there is no significant relationship between the
monthly income and development is the motive of the policies. The computed results are given in
Table

65
Interpretation>0.05%

Hypothesis 7:H0: The result indicates that the probability values were > 0.05 (p=> 0.05).Hence
established null hypothesis is not accepted and it is inferred that there is no significant relationship
between monthly income and development is the motive of the policies.

a. 13 cells (81.3%) have expected count less than 5. The minimum expected count is .18.

Chi-Square Tests
Value df Asymptotic
Significance (2-
sided)
Pearson Chi-Square 13.989a 9 .123

Likelihood Ratio 14.694 9 .100

N of Valid Cases 50

66
8. Chi –Square analysis between work experience and abilityimprove skill and
knowledge from the job by respondence

With a view to find the degree of relationship between the work experiences and
abilityimprove skill and knowledge from the job by respondence; a two way table was prepared and
shown in Table

Q7:Respondence work experience is * Q8:Ability to improve skill and knowledge from the
job by respondence is Cross tabulation
Q8:Ability to improve skill and Total
knowledge from the job by respondence is
Highly Satisfied Neutral
satisfied
Q7:Respondence 1 years - 2 3 7 2 12
work experience is years
3 years - 5 6 8 3 17
years
5 years - 10 11 6 1 18
years
above 10 years 1 2 0 3
Total 21 23 6 50

The table above shows that among the 50 respondents, acceptance Ability to improve skill and
knowledge from the job by respondence is highly satisfied 3 in 1 years - 2 years, 6 in 6 years - 5
years, 11 in 5 years - 10 years, 1 in above 10 years.Satisfied7 in 1 years - 2 years, 8 in 6 years - 5
years, 6 in 5 years - 10 years, 1 in above 10 years. Neutral2 in 1 year - 2 years, 3 in 6 years - 5 years,
1 in 5 years - 10 years, 0 in above 10 years of the work experience of the respondence

In order to examine the formulated null hypothesis that there is no significant relationship between the
work experiences and abilityimprove skill and knowledge from the job by respondence. The
computed results are given in Table

67
Interpretation>0.05%

Hypothesis 7:H0: The result indicates that the probability values were > 0.05 (p=> 0.05).Hence
established null hypothesis is not accepted and it is inferred that there is no significant relationship
between work experiences and abilityimproves skill and knowledge from the job by respondence.

Chi-Square Tests
Value df Asymptotic
Significance (2-
sided)
Pearson Chi-Square 5.587a 6 .471
Likelihood Ratio 5.985 6 .425
Linear-by-Linear Association 3.048 1 .081

N of Valid Cases 50

a. 6 cells (50.0%) have expected count less than 5. The minimum expected count is .36.

68
5.1 FINDINGS
1. The Education Level classification of respondents it could be inferred that 12 of the
respondents belong to the School, 16 of the respondents belong to the UG, 8 of the
respondents belong to the PG, and 14 of the respondents belong to the Diploma.
2. The Empowerment to take decision in the execution of work of the respondents 16 of the
respondent were highly satisfied, 18 of the respondent were satisfied, 12 of the respondent
were Neutral, 3 of the respondent were dissatisfied and 1 of the respondent were Highly
Dissatisfied. So the weighted average has been inferred 12.933 and the factor positioned in
VIIth Rank.
3. The Income provided in organization are sufficiency to meet family expenses of the
respondents inferred that 7 of the respondent were Highly Satisfied, 20 of the respondent were
satisfied, 19 of the respondent were Neutral, 3 of the respondent were dissatisfied, and 1 of the
respondent were Highly Dissatisfied. So the weighted average has been inferred 11.066 and
the factor positioned in VIIIth Rank.
4. The several implementations of safety norms in the organization of the respondents inferred
that 6 of the respondent were highly satisfied, 16 of the respondent were satisfied, 22 of the
respondent were Neutral,1of the respondent were Dissatisfied, and 4 of the respondent were
Highly Dissatisfied. So the weighted average has been inferred 11.066 and the factor
positioned in IXth Rank.
5. It could be inferred majority of respondents fall under the category of Attachment towards
existing job highly satisfied (36%), satisfied (50%), neutral (10%), and dissatisfied (4%).
6. It could be inferred majority of respondents fall under the category of Organization
development is the motive of the policies Highly satisfied (26%), satisfied( 34%), neutral
(34%), and dissatisfied (6%).
7. It could be inferred majority of respondents fall under the category of Usefulness of the
training to acquire knowledge and skill highly satisfied (24%), satisfied (48%), neutral (20%),
and dissatisfied (8%).
8. It could be inferred majority of respondents fall under the category of Provision of welfare
facilities at the workplace highly satisfied (44%), satisfied (34%), neutral (12%), and
dissatisfied (8%) and highly dissatisfied (2%).

69
9. Chi –Square analysis between levels of management Attachment towards existing job that the
probability values were < 0.05 (p=< 0.05) null hypothesis is not accepted so it is inferred that
there is a significant relationship between levels of management and Attachment towards
existing job.
10. Chi –Square analysis between Education level and Usefulness of the training to acquire
knowledge that the probability values were > 0.05 (p=> 0.05) null hypothesis is not accepted
so it inferred that there is no significant relationship between Education level and Usefulness
of the training to acquire knowledge.

70
5.2 SUGESSTIONS
The analyses of the reasons for satisfaction of employee, the following suggestion are made to
improve the job satisfaction level of employees in SREE VAISHNAVI RUBBER INDUSTRIES.

1. Providing recreation activity in placing of diploma candidate to make machine related work is
done with minimize expense in cost of production.
2. The Empowerment to take decision in the execution of work it ranked eighth so employee
preferable ideas are evaluated and allowed to implementation in their activities.
3. The Income provided in organization are sufficiency to meet family expenses were gained
satisfaction level but still it has been dissatisfied for some employee so they can be identified
and analyses their burden to increase the level of respondent to highly satisfied.
4. Impart safety norms in the organization can be improved on confer them with precautionary
hand gloves, eye glass, mask to get rid from cautiousness.
5. Attachment towards perform particular function in existing job the person employees for
wages especially at non executive level were neutral stage so make them absent from
particular criteria they can be technologically inculcated with advancement.
6. Motive of the management policies intention to be making better and upgrade the self reliance
in employee.
7. Usefulness of the training guidance to obtain realization and expertise in their designation can
be enhanced in better on following standards of values like exercise programs.
8. The prerequisite of wellbeing facilities at the workplace should be make employee to prolong
in the firm conduct.
9. Important contrast and balanced infer that management should compose the levels of
management with Attachment towards existing job should be spotlighted particular to avoid
job quitting.
10. The significant evaluation shows that safeties norms and the relationship between marital
statuses are direct to bring employee attention towards firms trust.

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5.3 CONCLUSION

According to the study the employees seem quite satisfied and fulfilled in the organization.
Still it is very much difficult to work towards perfection. Therefore the organizations are all the time
moving towards making the work environment the employee choice. Employees are also cooperating
with their employer according to the study. They are always engaged with their responsible work. The
most important thing is the majority percentages of the employees give the best effort on their work.
The evaluation was based on the questionnaire supplied. Satisfaction of the employees is difficult tack
and it requires much planning and effort. The satisfaction level of employees in SREE VAISHNAVI
RUBBER INDUSTRIES. To conclude this study was a wonderful experience to get knowledge
requiring the practical application of the theoretical aspects. It also aids to get knowledge regarding
actual functioning of an organization.

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BIBLIOGRAPH
Ahmad, H, Ahmad, k. and shah, I.2010.
Job satisfaction, attitude towards work and organization commitment
Journal of social science.
Arvey, Richard D. et al., “job satisfaction components”, journal of applied psychology.
Asaari, Abu Hassan and karai noorilliza,”work satisfaction: online journal of distance
education.
Bhatt, D.J., Job involvement and job satisfaction of employee, Indian journal of
psychology and education.

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