Job Satisfaction Assessment- BRM by Rana Muzaffar

8/7/2019 Job Satisfaction Assessment- BRM by Rana Muzaffar

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National University of Modern Languages

Department of Management Sciences

Lahore Campus

Business Research Method

Job Satisfaction Assessment in Schazoo Pvt. Limited

SUBMITTED BY:

IRISS Group (Muzaffar, Umar Amara, Mahwish & Naeem)

Masters in Business Administration

Section 2008-10

Iriss: Make the ThingsHappen

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Abstract

The purpose of this research was to gain a better understanding of the

relationships between job satisfaction and organizational commitment of employees, and

their impact on turnover intention at Schazoo Pvt Limited at head office Lahore in 2009.

Schazoo is a Pharmaceutical company that manufactures a variety of medicine in

Pakistan.

Data were collected by the distribution of a questionnaire among 20 employees of

these this organization. We use a 5-point likert scale to take these responses. The research

was taken through a simple random sampling method. The results of the paper indicate

that the employees at Schazoo are satisfied with their jobs and committed to their

organization. Employees job satisfaction and organizational commitment were

closely inter-related and correlated with turnover intention.

The overall response rate was 80% (20 of 25 eligible subjects). Female were more

responsive than the male i.e. 100% (4 of 4). We distributed our questionnaire to different

employees in this organization but most of the employees refuse accept it.

The positive correlation between the two was expected, but there was also

unexpected correlation with turnover intention. This may be due to external factors, such

as job market conditions in Pakistan, which may influence perceived opportunities for

career advancement elsewhere. The impact of such external factors is outside the scope of

this study, but will have to be investigated in further research. As job satisfaction and

organizational commitment have strong correlation with turnover, it is very important to

reinforce them by applying the right human resource policies . The job conditions inPakistan are not good thats why the people have to continue their job either they are

satisfied or not with their jobs.


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Introduction

Organizations are social systems where human resources are the most important

factors for effectiveness and efficiency. Organizations cannot succeed without their

employees efforts and commitment. Employees satisfaction with their jobs andcommitment to their organizations has been viewed as major determinants of

organizational effectiveness.

Job satisfaction and commitment are critical to retaining and attracting well-

qualified personnel. Concerns about employees' job satisfaction and organizational

commitment are just as, or even more, critical in the knowledge-based sectors, such as the

health industry and especially in the pharmaceutical company like Schazoo as they are in

other business sectors. These factors are especially important in professionalized

and production-based organizations, such as medicine making organization where

production of quality products is essential and require more attention and commitment.

Employees who experience job satisfaction are more likely to be productive and

stay on the job. Job dissatisfaction has been found to be a strong and consistent predictor

of intention to leave as well as turnover. Employees job satisfaction is also found to be

positively related to customer satisfaction in their business .Employees commitment is a

valuable asset in an organization. Research has shown that increased commitment

improves employees job satisfaction, motivation, performance and creativeness, and

reduces absenteeism and turnover.

Justification for the need to investigate employees' job satisfaction and

organizational commitment is exemplified in the seemingly observed relationship

between the lower levels of job satisfaction and commitment, and negative symptoms of

absenteeism, grievance

expression, tardiness, low morale and high turnover. Jobsatisfaction and organizational commitment are important indicators to managers because

of the desire to retain a stable and committed workforce. Researchers are keenly

interested in understanding the factors that influence an individual's decision to stay or

leave an organization.


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Pakistans economical conditions are heavily influencing the job satisfaction and

government policies are also influencing on job satisfaction. Especially in the production

industry is facing different problems like shortage of electricity and heavy taxes. Since

2007 productivity of different production decreased due to certain factors thats why

many organization have started to eliminate their inefficient units result in the lesser the

employees opportunities in jobs. Most of the people said that they can not leave their jobs

because there are not enough job opportunities in the market. Salary packages offered by

the companies are also low. However, still many people think that the factors in job

satisfaction other than compensation are also important.

There are a small number of research studies in the literature that have examined

the associations between job satisfaction,

organizational commitment and turnover intention. Most of these studies have been based on data collected in Western

countries and, also, limited to organization employees. However, where job satisfaction

has been found to be a direct predictor of turnover, organizational commitment has not

been analysed. This study aims to overcome this by focusing on issues such as

employee attitudes, like satisfaction and commitment, and the extent to which these

factors contribute to their intention to leave the organization. There are no known studies

related to the links between these subjects in these types of organizations especially in

Pakistan i.e. pharmaceutical companies in Pakistan.

The results of this research will allow a better understanding of the relationship

between employees job satisfaction and their organizational commitment, and their

impact on turnover intention. The results will also enhance our understanding of the

determinants of these two important employee attitudes. It is anticipated that a better

understanding of these issues and their relationships can aid further research, pinpoint

better strategies for recruiting, promotion and training of future graduate level employees

in banking sector and other corporate level organization, particularly in Pakistan but

probably in other societies as well.

Job Satisfaction Assessment


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Measuring job satisfaction is not an easy. However it can be measured with

assessment and consideration of different factor that can effect job satisfaction. These

factors may be termed as the variables effecting job satisfaction. I have listed a few

aspects that might help you to assess your level of job satisfaction.

Growth Aspect:

This is one of the key factors, without which there can not be job satisfaction. For

some individuals personal growth in terms of skills and knowledge gained is only

important whereas for some others in addition to knowledge, growth in hierarchy is

important. In either case advancement is a key factor here to fulfilment.

Money Talks:

Adequate compensation drives ones interest in the job execution and their

performance, so let us not fool our self that money does not matter. There are a few

among us who work not to earn a living but to keep themselves occupied, even if this is

the case it becomes necessary that such individuals be paid as per the industry standard.

Responsibility & Accountability:

Responsibility or may we say freedom of action is another important factor that

needs to be considered while you measure your job satisfaction. Responsibility and

accountability boosts most peoples level of interest in the job.

Job Security:


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Stability and Security is vital to everyone and at all times. Security in terms of job

is no exception. Insecurity in job is very likely to affect performance, morale and

confidence.

Recognition:

Lets be true to ourselves and agree that we all love to be recognized and

appreciated for the work that we do. Recognition is essential as it helps to increase the

confidence and self esteem. It is highly important to know the outcome of a task assigned

in terms of good or bad appraisal because this can help one to improve their potential

performance.

Enjoyment: It would be wise if everyone asks himself/herself if he/she enjoys his/her work.

Enjoyment at work comes with satisfaction. Do you look forward to going to work? Do

you await results of some important tasks that you complete the previous day? Even if

ones job is some kind of routine work if he or she feels a sense of pride and achievement

then definitely he will enjoy the job. So this factor is always determined by the

employees in the job satisfaction.

People at Workplace:

Being comfortable with the people we work with is highly necessary. Unpleasant

relationships at the work place is in indication to start looking for a new job as it is very

difficult to work with people you hate or can not relate to. One should not try to find best

friends in their co-workers but its important that you get along well with all.

Working hours & conditions:

Long hours induces fatigue and tiredness in individuals, which might induce

oversight in them and in such condition people make mistakes which take more time to

be solved. One does and should have a life outside work. Long hours without breaks

should be a strict no no! If one is required to put in long hours make sure you are getting


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compensated or getting knowledge and experience that you can not afford to loose. The

Working conditions should be comfortable and balanced.

Perks:

Perks last but not the least is another important factor in terms of job satisfaction.

Your designation derived from your talent and knowledge should be eligible for some

privileges.

Try to measure each of the above factors on a scale of one to five. If most of your

assessment falls close to 2 or 3 indicating not happy, no enjoyment, no satisfaction it is

time to move to a more satisfying job.

Statement of Problem

The study was designed to investigate the relationships between job satisfaction and

organizational commitment of employees and their impact on turnover intention

Objectives of the Study

1. To determine the impact of compensation on job satisfaction

2. To determine the impact of opportunity for growth on job satisfaction

3. To determine the impact of management and employees attitude on job

satisfaction

4. To the determine the impact of resources and workplace on job satisfaction


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Significance of the Study

1. The result and findings of this study will encourage the employees to study and

observe their job related satisfaction level.

2. The employees will be motivated to show better performance when they find

good result of their organization in this research

3. It may help high authorities and managers in guiding the employees

4. It may help the high level management to keep the moral of their middle level and

low level management

Theoretical Framework

As it have been mentioned earlier in the job satisfaction assessment portion that

here are a variety of individual, social, cultural, organizational and environmental factors

that can influence a person's level of job satisfaction and organizational commitment.

Individual factors include age, gender, marital status, personality, education, intelligenceand abilities. Social factors include relationships with co-workers, group working and

norms, and opportunities for interaction. Cultural factors include underlying

attitudes, beliefs and values. Organizational factors include organization structure,

policies and procedures, supervision and styles of leadership, management systems, and

working conditions. Finally, environmental factors include economic, social, technical,

political and governmental influences.

But here we have just discussed the variables that were common and more

influence able in Schazoo. The dependent variable is job satisfaction that also has the

influence on job commitment. This dependent ability can be explained by the five

independent variables which we have selected for the research purpose:


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1. Compensation

2. Opportunity for Growth

3. Workplace Environment

4. Tools and Technology Used

5. Management Attitudes and Behaviours

(1) Compensation and Opportunity for the growth has direct impact on job satisfaction

ultimately on the commitment of the employees. As if the employees think that they

have good salary package and also have the opportunities for growth, then they will

definitely be satisfied with their jobs and their commitment towards organization will

also definitely be increased. Similarly a good workplace environment and effective and

safe technology also make the job more satisfied. In the end the good and positivemanagement attitude and behaviour also increase the degree of job satisfaction and

commitment.

(2) The independent variables are also related to each other. Opportunity for growth and

Workplace Environment are related to Management Attitude. Similarly the

Compensation Policies are also related to the Management Attitude. For example it

depends on the management and high authority that how much facilities and

compensation they offer. A good policy for employee will definitely increase theemployee job satisfaction and commitment.

(3) These relationship can be explained thorough some logical statements in term of

increase and decrease. Some of these statements defining variables in a meaningful way

are given as below;

a. Higher the salary would increase the job satisfaction and commitment.

b. Greater the opportunity for growth in the organization would increase the jobsatisfaction

c. A good workplace environment and effective and safe tools would increase the

satisfaction level of the employees


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d. A good and positive attitude from management would increase the job satisfaction

and employees commitments.

(4) A schematic diagram defining all the independent, dependent, moderating and

intervening is given as below;

Research Hypothesis

Hypothesis 1: The greater the employees' job satisfaction, the greater their organizational

commitment

Hypothesis 2: The greater the employees' job satisfaction and commitment, the lower their

turnover intention .

Study Area


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The problem has broad area of research but due to limited time and few

resources we have not been able to go to the entire field and study all the fields.

Following are the delimitations of the problems:

1. Study was only limited to these two organization limited in Lahore.

2. We have studied just the degree of agree or disagree with 5-point likert scale

3. Only permanent employees were included in the study

Literature Review

Job satisfaction

Job satisfaction is an attitude that people have about their jobs and the

organizations in which they perform these jobs. Job satisfaction is defined as the extent

to which people like or dislike their jobs. It is an employee's affective reaction to a job,

based on a comparison between actual outcomes

and desired outcomes. Job satisfaction isgenerally recognized as a multifaceted construct that includes employees feelings about a

variety of both intrinsic and extrinsic job elements. Intrinsic elements of job satisfaction,

derived from internally mediated rewards, such as the job itself and opportunities

for personal growth and accomplishment; and extrinsic elements of job satisfaction,

resulting from externally mediated rewards such as satisfaction with pay and benefits,

company policies and support, supervision, co-workers, job security and chances for

promotion.

Job satisfaction, organizational commitment and intention to leave

A positive association between job satisfaction and organizational commitment

has been consistently reported by studies. The links between organizational commitment


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and job satisfaction are complex and it is not clear whether satisfaction is a precursor to

commitment or whether commitment influences one's level of satisfaction. The dominant

view in the literature supports the causal precedence of satisfaction over

commitment. There is also evidence indicating that high levels of commitment to the

organization cause job satisfaction. Several other studies have concluded that a reciprocal

effect exists between satisfaction and commitment. A fourth group of studies finds no

evidence of causal relationship in either direction.

Numerous studies have reported that job satisfaction and organizational

commitment are negatively related to turnover intention. According to Tett and Meyer,

organizational commitment and job satisfaction are different, and each

contributed

uniquely to turnover intentions. Job satisfaction correlated

more strongly withturnover intention, whereas organizational commitment had the strongest correlation with

actual turnover.

Models of job satisfaction

Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous

job satisfaction model. The main premise of this theory is that satisfaction is determined

by a discrepancy between what one wants in a job and what one has in a job. Further, the

theory states that how much one values a given facet of work (e.g. the degree of

autonomy in a position) moderates how satisfied/dissatisfied one becomes when

expectations are/arent met.

When a person values a particular facet of a job, his satisfaction is more greatly

impacted both positively (when expectations are met) and negatively (when expectations

are not met), compared to one who doesnt value that facet. To illustrate, if Employee A

values autonomy in the workplace and Employee B is indifferent about autonomy, then


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Employee A would be more satisfied in a position that offers a high degree of autonomy

and less satisfied in a position with little or no autonomy compared to Employee B. This

theory also states that too much of a particular facet will produce stronger feelings of

dissatisfaction the more a worker values that facet.

Dispositional Theory

Another well-known job satisfaction theory is the Dispositional Theory. It is a

very general theory that suggests that people have innate dispositions that cause them to

have tendencies toward a certain level of satisfaction, regardless of ones job. This

approach became a notable explanation of job satisfaction in light of evidence that job

satisfaction tends to be stable over time and across careers and jobs. Research also

indicates that identical twins have similar levels of job satisfaction.

A significant model that narrowed the scope of the Dispositional Theory was the

Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that

there are four Core Self-evaluations that determine ones disposition towards job

satisfaction: self-esteem, general self-efficacy , locus of control , and neuroticism This

model states that higher levels of self-esteem (the value one places on his/her self) and

general self-efficacy (the belief in ones own competence) lead to higher work

satisfaction. Having an internal locus of control (believing one has control over her\his

own life, as opposed to outside forces having control) leads to higher job satisfaction.

Finally, lower levels of neuroticism lead to higher job satisfaction.

Two-Factor Theory (Motivator-Hygiene Theory)

Frederick Herzberg s Two Factor Theory (also known as Motivator Hygiene

Theory) attempts to explain satisfaction and motivation in the workplace. This theory

states that satisfaction and dissatisfaction are driven by different factors motivation and


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http://en.wikipedia.org/wiki/Self-efficacyhttp://en.wikipedia.org/wiki/Locus_of_controlhttp://en.wikipedia.org/wiki/Neuroticismhttp://en.wikipedia.org/wiki/Frederick_Herzberghttp://en.wikipedia.org/wiki/Two_factor_theoryhttp://en.wikipedia.org/wiki/Two_factor_theoryhttp://en.wikipedia.org/wiki/Locus_of_controlhttp://en.wikipedia.org/wiki/Neuroticismhttp://en.wikipedia.org/wiki/Frederick_Herzberghttp://en.wikipedia.org/wiki/Two_factor_theoryhttp://en.wikipedia.org/wiki/Self-efficacy


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hygiene factors, respectively. An employees motivation to work is continually related to

job satisfaction of a subordinate. Motivation can be seen as an inner force that drives

individuals to attain personal and organization goals (Hoskinson, Porter, & Wrench,

p.133). Motivating factors are those aspects of the job that make people want to perform,

and provide people with satisfaction, for example achievement in work, recognition,

promotion opportunities. These motivating factors are considered to be intrinsic to the

job, or the work carried out. Hygiene factors include aspects of the working environment

such as pay, company policies, supervisory practices, and other working conditions.

While Hertzberg's model has stimulated much research, researchers have been

unable to reliably empirically prove the model, with Hackman & Oldham suggesting that

Hertzberg's original formulation of the model may have been a methodological artefact.Furthermore, the theory does not consider individual differences, conversely predicting

all employees will react in an identical manner to changes in motivating/hygiene factors.

Finally, the model has been criticised in that it does not specify how motivating/hygiene

factors are to be measured

Research Design

The study was descriptive in nature and was based on correlation design

and cross-sectional survey methodology. A 5-POINT likert scaled questionnaire was used


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to investigate responses. The following figure shows the Scheme of data collection

method in research design process.

There many elements in research design but some of the necessary elements

of Research Design are given as below that defines the research design of the study;

Purpose of Study: This study is descriptive in nature because in this we are engaged in

studying different variables and their impact on the job satisfaction of employees.

Types of Investigation: In this study we are establishing a relationship among different

variable that may or may not have influence on job satisfaction. so basically it is a Co-

relational study in nature.

Extent of Researcher Interference: The researcher interference in the research was up

to the minimal level because our influence on respondents in getting their opinion was

very low.

Study Setting: This study was done in natural environment with minimal interference so

the study setting was non-contrived.


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Unit of Analysis: We collect responses from 20 employees of Schazoo Pvt. Ltd. So our

unit of analysis is Individual.

Sampling Design: Probability sampling was used because we want generalizability of

our findings.

Time Horizon: Cross sectional study was conducted as responses were collected for one

time and no pre test and post test was applied.

Methods and Procedures

Population:

Population for this study consisted of all the male and female of employees

working in Schazoo (Pvt.) limited at main branch Lahore.

Sample:

To select the sample for this study, list of employees in the organization was provided but the list of employees was not in proper shape to present here. However

according to their given information 25 people were selected from which only 20 people

just give the responses. This sample was selected on basis of simple random sampling.

From this selected sample only 4 were female and 21 were male respondents.

Instrument:

A 5-points likert scale questionnaire was used and discussed with the Mr.

Rasheed Butt, Regional HR Chief at regional office NBP Lahore (Pakistan).

Questionnaire was just designed to investigate job satisfaction, organizational


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commitment of employees, and their impact on turnover intention. Questionnaire is

attached at Appendix A.

Methodology:

A survey instrument was designed to measure and identify

demographic characteristics, levels of job satisfaction and commitment among employees

of Schazoo and their intention to leave the organization. A cover letter briefly explained

the purpose of the study and the mechanisms to maintain confidentiality. Further

explanations were given when requested. The respondents received and answered the

questionnaires at their work place. Participation was voluntary.

The questionnaire format was collected in comparison to see the impact of

different variables on job satisfaction. The questionnaire is consists of the three sections

given as follows:

Section 1 :-- Personal Information:

As the employees deal with very specific tasks on a daily basis, there may be a

link between

individuals' demographic characteristics and their job satisfaction

to a particular type of work. Therefore, demographic data on employees were also gathered.

The questionnaire gathered data relative to participants: (a) Gender; (b) Experience;

(c) Qualification; (d) Department; (e) Designation. We chose these characteristics

based upon a review of related literature.

Section 2 Job Satisfaction Scale:

A self-developed questionnaire was used to assess the level of job satisfaction

among employees according to five point scaled questionnaire. The questionnaire utilizes


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a Likert-type scale with five response alternatives ranging from Strongly disagree

(weighted 1) to Strongly agree (weighted 6) for each of the 22 items. The whole

questionnaire of this section is categorized into the 4 different items of job satisfaction

variable factors. These factors are categorized into the following sections;

Compensation and Opportunity for Growth

Management and Employees Attitude

Tools, Resources and Workplace

Common Satisfaction

Section 3 Comment on:

This section includes a single open ended question which inquires that what is

the any other comment the respondent would like to commitment on ?

Data Analysis and Interpretation


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This section deals with data arrangement, data analysis and hypothesis testing.

The whole employees sample was selected randomly and no grouping was made. The

data was collected just from two organizations

Data Collection:

Simple random sampling method was used. Data collection was undertaken in

the last two weeks of May 2009. Informed consent was obtained from all subjects

following receipt of information on the purpose of the study, assurances of anonymity and

confidentiality. All the responses were kept secret. The following table shows the sample

information.

Table A.

Organization

Total

Schazoo 20 20

Employees

Male 16 20

Female 4

This table shows the sample of the study consisted Schazoos employees. There

were 16 male employees and 4 female employees in both organizations who gave the

responses. Total were 20 respondents who from Schazoo.

The following table shows the values of Mean, Standard Deviation, Minimum and

Maximum sores using in Nominal and Interval Scaling.

Frequency Distributions:


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N Valid Missing Mean Standard

Deviation

Minimum Maximum

1 Gender 20 0 1.20 0.410 1 2

2 Experience 20 0 1.55 0.51042 1.00 2.00

3 Qualification 20 0 3.70 00.47016 3.00 4.00

4 Designation 20 0 3.25 1.01955 1.00 4.00

5 Department 20 0 2.45 1.14593 1.00 4.00

6 Salary 20 0 3.00 0.79472 2.00 4.00

7 Bonuses 20 0 3.10 1.02084 1.00 4.00

8 Support 20 0 2.65 0.74516 2.00 4.00

9 Company Future 20 0 3.85 0.81273 2.00 5.00

10 Success 20 0 3.35 0.81273 2.00 5.0011 Equal Opportunity 20 0 3.40 0.99472 1.00 5.00

12 Supervisor 20 0 3.45 0.82558 2.00 4.00

13 Changes4co. 20 0 3.80 0.83351 2.00 5.00

14 Changes4you 20 0 3.30 0.86450 1.00 4.00

15 External 20 0 3.45 0.75915 2.00 5.00

16 Internal 20 0 3.55 0.88704 2.00 5.00

17 Appreciation 20 0 3.45 1.14593 1.00 5.00

18 Technology 20 0 3.25 0.85070 2.00 5.00

19 Information 20 0 3.70 0.92338 2.00 5.00

20 Environment 20 0 3.30 0.97872 1.00 4.00

21 Cares 20 0 3.15 1.08942 1.00 5.00

22 Security 20 0 3.55 0.75915 2.00 4.00

23 Satisfaction 20 0 3.55 0.75915 2.00 5.00

24 Team Spirit 20 0 3.60 0.75394 2.00 5.00

25 Communication 20 0 3.55 0.75915 2.00 5.0026 Balance 20 0 3.00 1.02598 2.00 5.00

27 Schedule 20 0 2.65 0.93330 2.00 4.00

Now the tables for each question items are given and the most selected Reponses are

explained question wise.


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Personal Information Section:

In the personal section the items that we have discussed 5 different items i.e.

Gender, Experience, Qualification, Designation and Department.

There were just 4 female respondents while the male respondents were 16 and

total was 20. As far as experience was concern 6 to 19 years experience candidates were

11 (55%) and remaining have the experience of just 0 to 5 years with the total of 9

candidates (45%). Similarly in qualification section 14(70%) respondents were having

the Master degree and just 6 (30%) have just Graduation.

Gender

Frequency Percent Valid Percent CumulativePercentValid male 16 80.0 80.0 80.0

female 4 20.0 20.0 100.0Total 20 100.0 100.0

Experience

Frequency Percent Valid PercentCumulative

Percent

Valid 0-5 9 45.0 45.0 45.06-10 11 55.0 55.0 100.0Total 20 100.0 100.0

Qualification


PercentValid Graduation 6 30.0 30.0 30.0

Master 14 70.0 70.0 100.0

Total 20 100.0 100.0


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A Designation table is shown in the following figure that clear suggest that

mangers were in greater number i.e. 5 (25%) following by Designer 2 (10%), 1 was

director and 12 were from other different Designations.

Designation


PercentValid Director 1 5.0 5.0 5.0

Manager 5 25.0 25.0 30.0Designer 2 10.0 10.0 40.0Others 12 60.0 60.0 100.0Total 20 100.0 100.0

It may be seen therefrom that the greatest number of individuals in the sample

come from the Production department (30%), followed by the finance department (25%)

and Marketing department were 20%. Only 3 respondents were from HR department and

2 from other departments which treated as in other department i.e. 25%.

Department


PercentValid Finance 5 25.0 25.0 25.0

Production 6 30.0 30.0 55.0Marketing 4 20.0 20.0 75.0Others 5 25.0 25.0 100.0Total 20 100.0 100.0

Compensation and Opportunity for Growth Section:

01. This part of likert scale section focus on the questions relating to compensation and

opportunity for growth. For the first likert scale question 8 (40%) respondents said salary

as neutral while 6 (30%) were disagreed and 6 (30%) were agreed with salary so it was a

neutral response overall in nature.


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1. Salary


PercentValid D 6 30.0 30.0 30.0

N 8 40.0 40.0 70.0

A 6 30.0 30.0 100.0Total 20 100.0 100.0

02. For the Bonuses and Benefits 10 (50%) respondents were agree 6 (30%) were

disagree 3 (15%) have neutral and 1 (5%) was strongly disagree with the bonuses and

benefits.

2. Bonuses and Benefits


PercentValid SD 1 5.0 5.0 5.0

D 6 30.0 30.0 35.0N 3 15.0 15.0 50.0A 10 50.0 50.0 100.0Total 20 100.0 100.0

03. For the Supervisor Support satisfaction most the respondents were disagree. 10 (50%)

ticked as disagree and 7 (35%) ticked as neutral.

3. Supervisor Support



N7 35.0 35.0 85.0A 3 15.0 15.0 100.0

Total 20 100.0 100.0


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04 In the responses of the 20 employees, 13 (65%) respondents were hopeful about the

companys future success, 3 (15%) gave as Strongly Agree. So most of the employees are

hopeful about the companys success.

4. Company Future



N 2 10.0 10.0 20.0A 13 65.0 65.0 85.0SA 3 15.0 15.0 100.0Total 20 100.0 100.0

05. Here in the responses of the 20 employees, 8 (40%) respondents were hopeful aboutthe c success in the company, 8 (40%) were in uncertain condition i.e. neutral.

5. Job Success



N 8 40.0 40.0 55.0A 8 40.0 40.0 95.0SA 1 5.0 5.0 100.0Total 20 100.0 100.0

06 Most the respondents were agree that there is a equal employee and growth

opportunity in the company i.e. 11 (55%) were Agree and 1 Strongly Agree.

6. Equal Opportunity



D 3 15.0 15.0 20.0N 4 20.0 20.0 40.0A 11 55.0 55.0 95.0SA 1 5.0 5.0 100.0Total 20 100.0 100.0


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Management and Employees Attitude Section:

07. Most the respondents think that the relationship between the supervisors and other

employees are good.13 (65%) respondents were Agree and just 4 (20%) were disagreed.

7. Relationship with Supervisor



N 3 15.0 15.0 35.0A 13 65.0 65.0 100.0Total 20 100.0 100.0

08. According to our research about 60% (12 respondents) think that the changes made by the leadership are beneficial for the company.

8. Changes positive for Company



N 3 15.0 15.0 25.0A 12 60.0 60.0 85.0SA 3 15.0 15.0 100.0

Total 20 100.0 100.0

09. According to our research about 50% (10 respondents) think that the changes made

by the leadership are beneficial for the employees. But 7 (35%) respondents were not

sure about it.

9. Changes positive for Employee

Frequency Percent Valid Percent

Cumulative

PercentValid SD 1 5.0 5.0 5.0D 2 10.0 10.0 15.0N 7 35.0 35.0 50.0A 10 50.0 50.0 100.0Total 20 100.0 100.0


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10. About 45% (9 respondents) think that the COMPANY responds to the external issues.

But 8 (40%) respondents were not sure about it i.e. they scored N for this category.

10. Responding to External Issues



N 8 40.0 40.0 50.0A 9 45.0 45.0 95.0SA 1 5.0 5.0 100.0Total 20 100.0 100.0

11. According to our research about 50% (10 respondents) think that the company

responds to the internal issues. But 5 (25%) respondents were not sure about it i.e. they

scored N for this category.

11. Responding to Internal Issues



N 5 25.0 25.0 40.0A 10 50.0 50.0 90.0SA 2 10.0 10.0 100.0Total 20 100.0 100.0

12. According to our research about 55% (11/20 respondents) think that they are

appreciated by the other on their good work.

12. Appreciation from Company



D 2 10.0 10.0 20.0N 3 15.0 15.0 35.0A 11 55.0 55.0 90.0SA 2 10.0 10.0 100.0Total 20 100.0 100.0


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Tools, Resources and Workplace Section:

13. In the responses of the 20 employees, 8 (40%) respondents think that the companyhas good technology in used as 7 scored as Agree and 1 as Strongly Agree while 8 scored

as neutral. On the other side 4 (20%) are not agree with the technology used.

13. Technology Used



N 8 40.0 40.0 60.0A 7 35.0 35.0 95.0

SA 1 5.0 5.0 100.0Total 20 100.0 100.0

14. According to our research about 70% (14/20 respondents) think that they have

necessary information to perform their jobs i.e. 11 scored Agree and 3 scored Strongly

Agree.

14. Personal Job Information



N 3 15.0 15.0 30.0A 11 55.0 55.0 85.0SA 3 15.0 15.0 100.0Total 20 100.0 100.0


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15. According to our research 60% (12 Respondents) employees are satisfied with the

physical working environment in the company.

15. Working Environment



D 4 20.0 20.0 25.0N 3 15.0 15.0 40.0A 12 60.0 60.0 100.0Total 20 100.0 100.0

16. According to our research most of the people in Schazoo thinks that company take

care of them. Following table shows this trend.

16. Companys Cares



D 6 30.0 30.0 35.0N 3 15.0 15.0 50.0A 9 45.0 45.0 95.0SA 1 5.0 5.0 100.0Total 20 100.0 100.0

17. According to our research 14 (70%) respondents are agreed with security measures in

the company while just 3 (15%) were disagreed.

17. Security Measures



N 3 15.0 15.0 30.0A 14 70.0 70.0 100.0Total 20 100.0 100.0

Common Satisfaction Section:


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18. According to our research, most of the employees at Schazoo are satisfied with their

jobs. But 6 respondents also scored as N.

18. Overall Satisfaction



N 6 30.0 30.0 40.0A 11 55.0 55.0 95.0SA 1 5.0 5.0 100.0Total 20 100.0 100.0

19. In the responses of the 20 employees, 12 (60%) respondents are agreed with the Team

Sprit in the company and 1 is Strongly Agree with this factor.

19. Team Spirit



N 5 25.0 25.0 35.0A 12 60.0 60.0 95.0SA 1 5.0 5.0 100.0Total 20 100.0 100.0

20. According to our research, 11 (55%) respondents are agree that company clearly

communicates its Mission to its employees.

20. Mission Communication



N 6 30.0 30.0 40.0

A 11 55.0 55.0 95.0SA 1 5.0 5.0 100.0Total 20 100.0 100.0

21. Here according to our research 8 (40%) respondents scored as Disagree when it was

asked that are they able to maintain a balance between their work life and family life.


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21. Balance b/w Work and Family Life



N 6 30.0 30.0 70.0

A 4 20.0 20.0 90.0SA 2 10.0 10.0 100.0Total 20 100.0 100.0

22. According to research 13 (65%) respondents are disagree with the Schedules and

Timing. And just 6 (30%) are agree with the working Schedules.

22. Scheduling



N 1 5.0 5.0 70.0A 6 30.0 30.0 100.0Total 20 100.0 100.0

Conclusion and Suggestions

Conclusion:


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On the basis of findings of the study it was concluded that job satisfaction can be

effected with various factors from compensation to companys future. It was observed

that the employees prefer friendly environment and are against the tight schedules.

Although the low satisfaction lead to the low commitment towards theorganization and result in the turnover in that specific organization, but due to economic

instability and heavy unemployment people have to work with unfavoured conditions.

There was a strong relationship and impact on the job satisfaction and

commitment to organization of the employees with their Salary, Bonuses, Appreciation,

Working Conditions, Companys Care, Scheduling and Technology used.

Suggestions:

1. Company should work on the rescheduling in the company for the convenience of

the employees

2. Company should also introduce new technology in the production department

3. Company should teach the supervisor that how they can deal with the other

employees

4. Company should review it salary structure.

5. Research department should be maintained to resolve the issues in the

organization

6. Company should also tell the emp0loyees about the companys Goals and

Mission.

AppendicesAppendix A

The questionnaire used by us is given as follow.

Personal Information


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Gender: Male Female

Experience: 0 5 6 10 11 15 15 Above

Qualification: Matric Inter Graduation Master

Department: Finance Production Marketing Other

Designation: Director Manager Supervisor Other

Compensation and Opportunity for Growth No Strongly

AgreeAgree Neither

Agree Nor Disagree

Disagree StronglyDisagree

1 Are you satisfied with your salary packages? SA A N D SD

2 Are you satisfied with the benefits and bonuses

that company gives?

SA A N D SD

3 Do you feel that your supervisors encourageand support your development?

SA A N D SD

4 Are you hopeful about the future of thecompany?

SA A N D SD

5 Are you hopeful about your job success infuture with the company?

SA A N D SD

6 Are men and women are provided with equalcareer opportunities in the company?

SA A N D SD

Management and Employees Attitude7 Are you satisfied with the relationship of the

supervisors?SA A N D SD

8 Are the company leadership has made changesthat are positive for the company?

SA A N D SD

9 Are the company leadership has made changeswhich are positive for you?

SA A N D SD

10 Are the company leadership is responding to theimportant external issues?

SA A N D SD

11 Are the company leadership is responding to theimportant internal issues?

SA A N D SD

12 Do you think that the people in your organizationappreciate you on your work?

SA A N D SD


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Tools, Resources and Workplace13 Are you satisfied with the technology used by the

company?SA A N D SD

14 Do you think that you have necessary information

to do your job?

SA A N D SD

15 Are you satisfied with the physical workingenvironment in the company?

SA A N D SD

16 Are you feels that the company cares about youand employees of the company?

SA A N D SD

17 Are you satisfied with the security measurementsin the company?

SA A N D SD

Common Satisfaction18 Are you overall satisfied with your job? SA A N D SD

19 Are you satisfied with the team spirit of theemployees in your company works?

SA A N D SD

20 Do you think that your company clearlycommunicates its goals and mission to you?

SA A N D SD

21 Are you able to maintain a reasonable balance between family life and work life?

SA A N D SD

22 Are satisfied with companys policy for workingschedules and working conditions?

SA A N D SD

Is there any other comment you would like to make?

______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________

Bibliography


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We have gathered the information required to complete our research project, by

visiting Schazoo Pvt. Limited Lahore, Pakistan. The rest of the topics included in

research are taken with the help of course books, given as follows;

(1). Research Methods for Business by Uma Sekaran.

(2). Business Research Methods by Donald R. Cooper and C. William Emory

Search engines that we used for gathering the information were as follows;

www.yahoosearch.com

www.wikipedia.com

www.google.com

www.thewebofknowledge.com

www.searchalot.com
http://www.yahoosearch.com/http://www.google.com/http://www.searchalot.com/http://www.yahoosearch.com/http://www.google.com/http://www.searchalot.com/

Documents

Job Satisfaction Assessment- BRM by Rana Muzaffar