A study on job satisfaction of employees in Textile industries

ABSTRACT
The textile industries facing a rapidly changing market, new technologies, econo
mic uncertainties etc. in the current circumstances a question arises whether th
e employees are satisfied or not and what are the elements of textile industry w
hich lead to the satisfaction or dissatisfaction of employees. Job dissatisfacti
on results in underperform and there by lead to productivity loss. This study ta
kes a close look at the satisfaction of employees in various textile industries
and analyzes the factors responsible for the same.
Introduction:
Job satisfaction take part an important role in every
industrial concern throughout the world. In Indian industries, it is one of the
major factors for every industrialist. The extent of job satisfaction may vary
from time to time and industry to industry to the components of job satisfaction
. The maximum utilization of men is very essential to all organizations to achie
ve their goals successfully. But due to the problem of job dissatisfaction the o
rganization may not able to achieve their objectives.
Human life has become very complex and complicated now a day.
In modern society the needs and requirements of many people are always increasin
g and changing when the people needs are not fulfilled, they become dissatisfied
. Dissatisfied people are likely to contribute very little performance to the wo
rk. Job satisfaction of industrial workers is very important for the industry to
function successfully. Apart from managerial and technical aspects employees ca
n be considered as backbone of all industrial establishments. To utilize their c
ontribution they should be provide with good organizational environment such as
working condition, welfare facilities etc, to boost their job satisfaction.
Literature review
Review of literature forms most crucial and part
in all studies and it becomes evidence that the term job satisfaction has been
used differently by different people.
Job satisfaction is simply defined as the affective orientation that
an employee has towards his or her work (Price, 2001). In other words, it is an
affective reaction to a job that results from the comparison of perceived outco
mes with those that are desired (Kam, 1998). Shortly, job satisfaction describes
the feelings, attitudes or preferences of individuals regarding work (Chen, 200
8). Furthermore, it is the degree to which employees enjoy their jobs (McCloskey
and McCain, 1987). And also, it is possible to see a number of theories develop
ed to understand its nature in literature. Vroom (1964), need/value fulfillment
theory, states that job satisfaction is negatively related to the discrepancy be
tween individual needs and the extent to which the job supplies these needs.
Porter and Lawler (1968) collect the influences on job satisfactio
n in two groups of internal and external satisfactory factors. According to them
, internal satisfactory factors are related the work itself (such as feeling of
independence, feeling of achievement, feeling of victory, self-esteem, feeling o
f control and other similar feeling obtained from work), whereas external satis
factory factors are not directly related to work itself (such as good relationsh
ips with colleagues, high salary, good welfare and utilities). So, the influence
s on job satisfaction can be also divided into work-related and employee-related
factors (Glisson and Durick, 1988).
Arvey and Dewhirst (1976), took 271 scientists as a study sample, and found tha
t the degree of job-satisfaction of the workers with high achievement motivation
exceeded that of workers with low achievement motivation. Also autonomy is an i
mportant concern for employees’ job satisfaction.
Abdel-Halim (1983) investigated 229 supervisory and non-supervisory employees i
n a large retail-drug company and concluded that individuals who have high need-
for-independence performed better and were more satisfied with high participatio
n for non-repetititive tasks (Kam, 1998). Additionally, administrative styles, p
rofessional status and pay are known as important factors influencing job satisf
action.
Statement of problem
The increasing trend of science and technology in the competitiv
e world exhibits that managing men takes a vital role. If the men are not satisf
ied with their job, it will have an adverse effect on productivity of the concer
n.
Satisfactory level of job may differ from employees to employees due to many fac
tors. Hence the study on measurement of job satisfaction will aid to the managem
ent to solve the problems of efficiency, absenteeism and labour turnover.
Objectives
The following are the specific objectives of the study,
1) To study the level of satisfaction of employees.
2) To study, the factors influencing in the job satisfaction.
3) To study the specific problems faced by the workers doing the work.
4) To suggest, suitable measures for improving the job satisfaction.
Methodology:
The study focuses on the job satisfaction of employees in textile
industry. The research design used for the study is descriptive research with th
e describing the characteristics of a particular individual or of a group.
Sample size
The sample size should be large enough to give a confidence
interval of desire width & as such the size of the sample must be chose by some
logical process before sample is taken from the universe. If the sample size is
too small, it may not serve to achieve the objectives & is too large incur huge
cost& waste resources. As a general rule, the sample must be of an optimum size
(i.e.) it should neither be excessively large number too small. In this study t
he sample size is 100.
Data collection
Data has been collected after creating a report with the respond
ents in order to bring out authentic information’s. Though the schedules are made
in English, Tamil language is used for explaining to some respondents about the
nature of questions.

Chi –square analysis

The statistical tool used to test the Hyp
othesis is test. It is used to determine the significant relationship between
two variables (i.e.) between the expected results & sample results.
1. Age and job security of the respondent:
Ho: Null Hypothesis-There is no significant relationship between age and job sec
urity of
the respondents
H1: Alternative Hypothesis-There is a significant relationship between age and
job security of the respondents
Table1: Age and job security of the respondent
Age Satisfied Dissatisfied Total
Below 25yrs 10 10 20
26yrs-30yrs 40 15 25
Total 50 25 75

Calculated value Table value Degrees of freedom Significant leve

l
3.4 3.841 1 5%
 The result of the Chi-Square test reveals that t
he calculated value (3.4) is less than the table value (3.841) at 5% level of si
gnificance and therefore, the relation between age and job security of the respo
ndents is not significant. The relationship between age and job security of the
respondents does not hold good. Thus the null hypothesis is accepted.
2. Age and opportunity for promotion:
Ho: Null Hypothesis-There is no significant relationship between age and opportu
nity
for promotion of the responden
ts
H1: Alternative Hypothesis-There is a significant relationship between age and
opportunity for promotion of the respondents
Table 2: Age and opportunity for promotion of the respondent
Age Satisfied Dissatisfied Total
Below 25yrs 10 10 20
26yrs-30yrs 23 42 55
Total 33 42 75

Calculated value Table value Degrees of freedom Significant leve

l
0.4 3.841 1 5%

The result of the Chi-Square test reveals that t

he calculated value (0.4) is less than the table value (3.841) at 5% level of si
gnificance and therefore, the relation between age and opportunity for promotion
of the respondents is not significant. Age and opportunity for promotion does n
ot relate each other. This implies aged person only not eligible for promotion b
ut know ledged person also eligible for getting promotion. Thus the null hypothe
sis is accepted.
3. Age and decision-making:
Ho: Null Hypothesis-There is no significant relationship between age and decisio
n-making of the respondents
H1: Alternative Hypothesis-There is a significant relationship between age and
decision-making of the respondents
Table 3: Age and decision-making of the respondent
Age Satisfied Dissatisfied Total
Below 25yrs 10 10 20
26yrs-30yrs 18 37 55
Total 28 47 75

Calculated value Table value Degrees of freedom Significant leve

l
0.46 3.841 1 5%

The result of the Chi-Square test reveals that t

he calculated value (0.46) is less than the table value (3.841) at 5% level of s
ignificance and therefore, the relation between age and decision-making of the r
espondents is not significant. Age and decision-making does not relate each othe
r. This implies age is not an important factor to making decision. Thus the null
hypothesis is accepted.
4. Age and responsibility:
Ho: Null Hypothesis-There is no significant relationship between age and respons
ibility of the respondents
H1: Alternative Hypothesis-There is a significant relationship between age and
responsibility of the respondents
Table 4: Age and responsibility of the respondent
Age Satisfied Dissatisfied Total
Below 25yrs 10 10 20
26yrs-30yrs 25 30 55
Total 35 40 75

Calculated value Table value Degrees of freedom Significant leve

l
0.85 3.841 1 5%

The result of the Chi-Square test reveals that the calculated v

alue (0.85) is less than the table value (3.841) at 5% level of significance and
therefore, the relation between age and responsibility of the respondents is no
t significant. Age and responsibility does not relate each other. It5 shows the
responsibility are given not only to aged person but also given to young person.
Thus the null hypothesis is accepted.
5. Age and communication facility:
Ho: Null Hypothesis-There is no significant relationship between age and communi
cation facility of the respondents
H1: Alternative Hypothesis-There is a significant relationship between age and
communication facility of the respondents
Table 5: Age and communication facility of the respondent
Age Satisfied Dissatisfied Total
Below 25yrs 10 10 20
26yrs-30yrs 23 32 55
Total 33 42 75

Calculated value Table value Degrees of freedom Significant leve

l
0.961 3.841 1 5%

The result of the Chi-Square test reveals that t

he calculated value (0.961) is less than the table value (3.841) at 5% level of
significance and therefore, the relation between age and communication facility
of the respondents is not significant. Age and communication facility does not r
elate each other. It shows the communication facility needed for both aged and y
oung person. Thus the null hypothesis is accepted.
Findings
Job security of the employees in the organization is highly satisfied.
Most of the respondents are highly satisfied with the recognition of employees g
iven by the company.
Majority of the respondents are satisfied with the opportunity for promotion of
the company.
Most of the respondents are moderately satisfied with the utilization of potenti
alities of the employees in the company.
Half of the respondents are satisfied with the relationship between the employee
s and boss.
Majority of the respondent are highly satisfied with the relationship between em
ployees & employees.
More than half of the respondents are highly satisfied with training, given by t
he company.
Majority of the respondents are highly satisfied with the acceptance of the comp
any by employee suggestions.
The respondents are highly satisfied with the industrial relation maintained by
the company.
The job autonomy given by the company is moderately satisfied of their employees
.
Most of the respondents are moderately satisfied with the participation of decis
ion-making in the company.
More number of respondents is satisfied with advanced technology used in the wor
k place.
Most of the respondents are moderately satisfied with the carrier growth opportu
nity given by the company.
Most of the respondents are highly satisfied with the working conditions of the
company.
Most of the respondents are highly satisfied with the wage structure provided by
the company.
Most of the respondents are highly satisfied with the fringe benefits offered by
the company.
More number of respondents are highly satisfied with the responsibility of the e
mployee given by the company.
The growth & development of the employee in the company is satisfactory.
Majority of the respondents are moderately satisfied with the company’s personal &
domestic problem solving.
Suggestions
On the basis of the results obtained through th
e survey and oral communications with the respondents, it is found that the over
all climate of Job satisfaction of employees in the company is good. However the
re are some key areas in which certain improvement are to be made. The authors a
re pleased to give the following suggestions are commended.
The job autonomy is to be increased. The job autonomy is increased in the way o
f consulting or something equivalents, which permits the individual to determine
his working pattern.
Employees should participate in decision-making. The company gives weight age t
o employee’s decision-making, the employees feel happy and the job satisfaction wi
ll increase.
The company concentrates more on the carrier growth of the employees, such as pr
omotion, increment etc. this gives more satisfaction to the employees.
The company property utilizes the potentialities of the employees. Some employee
s have creativity and other skills, the company utilizes property, and it gives
more job satisfaction to the employees.
When the employees offer suggestions the company must accept the valuable sugges
tion. To increase its usefulness and the motivation of employee’s quick implementa
tion of accepted suggestions increases the job satisfaction of employees.
The company should take measure to improve job satisfaction such as reward syste
m, medical facility, working conditions etc.
Conclusion
Job satisfaction is the degree to which an employee is sa
tisfied in his job. This study is very much helpful to determine the satisfactor
y level of employees. From the study, it is found that certain key areas are to
be addressed to the company for further improvement.
This study came out with certain suggestions were made to i
mprove the satisfactory level of the employees. The organizations adopt such sug
gestions; it may reinforce the satisfactory level of employees. This will lead t
o sustained success of the company.
The researcher may conclude that job satisfaction of an emp
loyee is related to an individual’s expectation of different characteristics of th
e job and reception of how much is attained.
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