Observation

In this project report we are observing about physical, psychological & environmental factors

impacts on job satisfaction of non- managerial employees. Employee satisfaction is a measure of

how happy workers are with their job and working environment. Keeping morale high among

workers can be of tremendous benefit to any company, as happy workers will be more likely to

produce more, take fewer days off, and stay loyal to the company. There are many factors in

improving or maintaining high employee satisfaction, which wise employers would do well to

implement.

Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to

enhance job satisfaction and performance; methods include job rotation, job enlargement and job

enrichment. Other influences on satisfaction include the management style and culture, employee

involvement, empowerment and autonomous work groups, pay, work responsibilities, variety of

tasks, promotional opportunities the work itself and co-workers.

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of

one’s job; an affective reaction to one’s job; and an attitude towards one’s job.

This research report completed based on analyzing the impact of physical, psychological and

environmental factors on the job satisfaction of non- managerial members who are working at

garments firm.

Preliminary Information gathering

Literature Review

Different kind of definitions, theories and perspectives was viewed by numerous authors and

management scientists, with respect to satisfaction. Also through this literature survey, we

described what are the factors affected to the job satisfaction, outcomes of satisfaction and

previous researches related to the job satisfaction.

For the completion of project report I collect information by different sources e.g.

Interviews

Books

Libraries

Reports

Internet

Firm’s website

Evaluation of literature review

I found that factors influencing on Job Satisfaction are:

1: Psychological Factors and Job Satisfaction

i) Health and Safety: Managing safe and healthy work environments is one of the most important environmental challenges facing organizations. Good health and safety brings more benefits that are healthy workers are more productive and can produce at a higher quality. ii) Job Nature: The main source of satisfaction is, of course, job itself.iii) Job Security: Job

security is the assurance that a particular employee will have their job in long term due to the low

probability of losing it potentially.

iv)Job promotion: Companies provide promotion to their employees considering experience,

service and some companies reward promotions through measuring employee’s talents and

capabilities.

2: Physical Factors and Job Satisfaction

i)Payment: Money rewards are multi complex and multisided job satisfaction factor.

ii) Working groups: Working group serves for a single worker is a source of support, comfort,

advice and enjoyment.

iii) Welfare Services: Welfare includes anything that is done for the comfort and improvement

of employees and is provided over and above the wages.

iv)Use of skills and abilities: The company should identify which skills and abilities are available

in the employee and should give opportunities for improve them.

3: Environmental Factors and Job Satisfactioni) Working conditions: One more factor imposing moderate impact on job satisfaction is working conditions. If conditions are good (e.g. offices are neat, clean and engaging), staff could easier manage their job.

ii) Management style & Organizational culture: is the organization’s pattern of beliefs, expectations, and values as in company and industry practices.

Problem Identification & Formulation

Problem statement of this project report is how do physical, psychological & environmental

factors impact on job satisfaction of non- managerial employees?”

Theoretical Framework

In theoretical framework I identify independent & dependent variables.

o Dependent Variable

Job satisfaction is our dependent variable.

o Independent Variables 1: Psychological Factors

Health and safety Working responsibilities Job Security Promotion

2: Physical Factors Payments Co-workers Welfare services Use of skill & abilities

3:Environmental Factors Good working environment Management style & culture

Psychological FactorsHealth and safetyWorking responsibilitiesJob SecurityPromotion

Physical FactorsPaymentsCo-workersWelfare services Use of skill & abilities

Environmental FactorsGood working environmentManagement style & culture

Job Satisfaction

Diagram of Theoretical framework

Independent Variables Dependent Variable

Hypothesis formulation

H1: If we increase the chances of job promotion then job satisfaction of employees will be increased.

H2: if we offer more salary then job satisfaction of employees will be increased.

H3: if we provide good working environment then job satisfaction will be increased.

Research design:

The research design taken for the study is Descriptive study, which is concerned with describing the characteristics of different factors or variables.

PopulationAll non- managerial employees at Garments firm at the production level has a counting of 1200

heads.

SampleIn obtaining samples of people for the evaluation, total non- managerial employees must me

classified in to strata such as Machine Operators, Cutters, QC Checkers, Printing Operators and

Helpers. For this, the stratified sampling method was used. Once the total of 1200 non-

managerial employees were divided in to strata, random sampling method was used in selecting

a portion of employees from each strata for further analyzing. Following shows the randomly

selected sample per strata.

Table 3.1: Sample Employee Allocation

Designation Total Employees No. of Sample % from the Total

Machine Operators 500 25 5%

Cutters 200 08 4%

QC checkers 200 06 3%

Printing Operators 100 06 6%

Helpers 200 05 2.5%

Total 1200 50

In evaluating, each employee will be questioned through questionnaires for their current job

satisfaction level, those factors which have influenced their job satisfaction currently, those

factors which could positively/ negatively affect the current satisfaction level potentially and etc.

Data Collection

As a measure of data collection, I have made use of a structured questionnaire which includes

closed questions in retrieving data and current status of factors affecting job satisfaction at

Garment’s firm.The questionnaire consists of two sections where section (A) consists of 6

questions which collect data upon demographics factors of employees such as age, gender, salary

distribution & etc. Under section (B), it accommodates 10 questions which further collect data

upon factors which has a direct relevance to physical, psychological and environmental factors

which affects job satisfaction of the employees. Questionnaires were distributed personally

among 50 employees selected from the total of 1200 where they were given a duration of 1 day

to fill in the questionnaires. None from the 50 questionnaires were eliminated for disqualified

answers where all 50 questionnaires were used in the research. In collecting them back, they

were asked to hand them over to their department supervisor from where I collected the

questionnaires for analyzing.

Table 3.2: Sample Questionnaire Question, Section (B)

1 2 3 4 5

1. Are you satisfied over health and safety measures of

the organization?

(Quality of the equipments, awareness for preventing

accidents, level of health and sanitary facilities)

Data Analysis

Data are being analyzed in identifying the relationship and impact rate of physical, psychological

and environmental factors on job satisfaction of non- managerial employees at garment’s firm.

Therefore, the analysis is more Object Oriented.

Psychological Factors

Employee Attitudes towards Health & Safety

Table 4.7: Health & safety data grid

Level No of Employees %

High 48 96%

Moderate 2 4%

Low 0 0%

Total 50 100%

Figure 4.7: Health & safety chart

According to the collected data, 48 employees had high attitudes towards health and safety and

they represented 96% of the total sample. There are two employees who had moderate attitudes

and represented 4% of the total sample. No employees seem to have low attitude on health &

safety of the organization.

Employee Attitudes towards the Working Responsibility

Table 4.8: Working responsibility data grid

Level No of Employees %

High 42 84%

Moderate 3 6%

Low 5 10%

Total 50 100%

Figure 4.8: Work Responsibility chart

96%

4%

Health & Safety

HighModerateLow

Work responsibility denotes

employee attitude towards work

performed. According to summarized

data, 42 employees had high level

attitudes with work responsibility

and they represent 84% of the total

sample. There are 3 employees were moderate level and 5 employees were low level attitudes

towards the working responsibility. They were represent 6% and 10% accordingly of the total

sample.

Physical Factors

Employee Attitudes towards the Payments

Table 4.11: Payments data grid

Level No of Employees %

High 35 70%

Moderate 4 8%

Low 11 22%

Total 50 100%

Figure 4.11: Payments chart

84%

6%10%

Work Responsibility

HighModerateLow

This component indicates employee

attitude towards the payments scheme. According to collected data, 35 employees had high

attitudes and they represent 70% of the total sample. Out of the sample, 4 employees were

moderate and representing 8% of the sample. 11 employees had low attitudes and they represent

22% of the total sample.

2 Employee Attitudes toward the Co-workers

Table 4.12: Co- workers data grid

Level No of Employees %

High 47 94%

Moderate 01 2%

Low 02 4%

Total 50 100%

Figure 4.12: Co- workers chart

70%

8%

22%

Payments

HighModerateLow

According to collected data, 47 employees had high attitudes towards their co-workers and they

represented 94% of the total sample. There is one moderate employee and who represents 2% of

the total sample. In the third category, two employees had low attitudes were they represent 4%

of the total sample.

94%

2%4%

Co- workers

HighModerateLow

Employee Attitudes towards the Welfare Service

Table 4.13: Welfare Services data grid

Source: Survey Data, 2012

Figure 4.13: Welfare chart

Source: Survey Data, 2012

This component indicate that employee attitudes towards the welfare service provided by the

company. According to the collected data 3 employees were high attitudes and they represent

72% of the total sample. Out of the sample 6 employees were moderate attitudes and they

represent 12% of the sample. 8 employees were low attitudes and they represent 16% of the total

sample.

72%

12%

16%

Welfare

HighModerateLow

Level No of Employees %

High 36 72%

Moderate 06 12%

Low 08 16%

Total 50 100%

5 Environmental Factors

4.5.1 Employee Attitudes towards the good working environment

Table 4.15: Working environment data grid

Level No of Employees %

High 42 84%

Moderate 4 8%

Low 4 8%

Total 50 100%

Source: Survey Data, 2012

Figure 4.16: Working environment chart

Source: Survey Data, 2012

This component represents those employee attitudes towards good working environment. In that

situation, 42 employees had high attitudes and represent 84% of the total sample. Out of the

sample, 4 employees were moderate and other 4 employees had low attitudes where each

represents 4% of the total sample.

84%

8%

8%

Working Environment

HighModerateLow

Employee Attitudes towards the Organizational Style and Culture

Table 4.17: Organization style and culture

Level No of Employees %

High 42 84%

Moderate 02 4%

Low 06 12%

Total 50 100%

Source: Survey Data, 2012

Figure 4.17: Organization style & culture chart

Source: Survey Data, 2012

According to collected data, 42 employees had high level attitudes and represent 84% of the total

sample. 2 employees moderate and they represent 4%. Out of the sample, 6 employees had low

attitudes about the organizational style and culture and they represent 12% of the sample.

Conclusion

Above is a research done based upon analyzing the impact of physical, psychological and environmental factors on job satisfactions of non- managerial employees of garment’s firm. A sample of 50 employees was randomly selected from five strata’s which were selected through stratified sampling technique. Questionnaires were distributed among these employees in

84%

4%

12%

Organization style and culture

HighModerateLow

gathering data with based on physical, psychological and environmental factors affecting their job satisfaction.

Recommendations

- Management should pay their attention on providing satisfying salary for employee

contribution.

- Also they should be concerned about providing additional benefits (especially financial

benefits) to its non managerial employees.

- Management should pay attention on providing employee welfare services, health and

safety, job security, working responsibilities and good working environment for worker

level employees.

- Management should give more opportunities for promotion and develop their skills and

abilities of non managerial level employees.

Bibliography

1. Amstrong M. (2006) Human Resource Management Practices, 10th edition, Kogan Page

Limited.

2. Cleveland State University 2006, Job Satisfaction and Promotions, [PDF], Available at:

http://academic.csuohio.edu/kosteas_b/Job%20Satisfaction%20and%20Promotions.pdf

[Accessed: 8 August 2012]

3. eHow 2012, What is Job Security?,[Online], Available at:

http://www.ehow.com/about_5470562_job-security.html [Accessed: 1 August 2012]

4. Griffin R.W. (2004), Management, Houghton Mifflin Company, U.S.A.

5. Hill, B. 2012, What Are the Factors Affecting Job Satisfaction?,[Online] Available At:

http://smallbusiness.chron.com/factors-affecting-job-satisfaction-20114.html [Accessed:

10 August 2012]

6. Hackman J.R. et.at (1977), Perspectives on Organizational Behavior,New York McGraw

– Hill Book Company.

7. Sharon, A. et. al 2003, Compensation and Working Conditions, [Online], Available At:

http://www.bls.gov/opub/cwc/cm20030522ar01p1.htm, [Accessed: 10 August 2012]

8. Sheikh A.M (2007)., Human Resource development and Management, 2nd Edition, S.

Chand Limited

Appendices

Appendix 1: Questionnaire

Section (A)

1. Gender:

Male

Female

2. Age:

More than 16 less than 20

Between 21-30

Between 31-40

More than 41

3. Civil Statues:

Married

Unmarried

Widow

4. Educational Qualifications

Up to year 08

Up to year 10

G.C.E (O/L)

G.C.E (A/L)

Technical Qualification

5. Number of years served in the company

Bellow 1 year

Between 1-3

Between 4 -7

More than 7 years

6. Salary Scale

Rs.6500 - Rs. 7500

Rs.7501 - Rs. 8500

Rs.8501 - Rs.9500

Above Rs.9501

Section (B)

Please rate the following criteria from the range of 1 – 5 where 1 signifies the lowest rating and 5

denotes the highest rating.

1 2 3 4 5

1. Are you satisfied over health and safety measures of

the organization?

(Quality of the equipments, awareness for preventing

accidents, level of health and sanitary facilities)

2. Are the work load and responsibilities allocated fair

and equally distributed?

(freedom given by the company to plan your job, Job

responsibilities, Salary and responsibilities)

3. What is your attitude towards the current job

security?

(Social factors, Other jobs, Job security)

4. Are you satisfied over the existing promotion

strategies?

(Performance evaluation, Opportunities for promotions)

5. Do you think the payments made are at satisfactory

level?

(Salary, Basic needs, Knowledge, skills & abilities,

Performance evaluation)

6. What is your attitude towards co- workers?

(relationships with co-workers, other department members

and supervisors)

7. Do you consider the current welfare service has

addressed your needs?

(Food provided by the company, Medical facilities, Death

donation)

8. What is your attitude towards using employee skills

and abilities?

(Encouragements for innovations, Opportunities for creative

ideas, Quality of training programs)

9. Are you satisfied over the working environment?

( Influences for mental & physical health, Location of work,

Illumination level)

10. Do you agree to accept organization style and

culture?

(Management systems, Organizational Factors include

nature and size, formal structure)