t ^dnvxth - COnnecting REpositories · Myers (lo64) found that the variables affectino aotlvatlon may have quite different effects on Drodttctlvity. Growth factors have a positive

^ f ilot înh^ of

lo t ^ntitJatmn of ti\t ^dnvxth

Dissertotion Submitted in Partial fulfillment

for the degree of

Master of Philosophy

in Psu ^Hologg

Enrolment No L-3466

Under the Supervision of Dr. S. Sultan Akhtor

M. Sc. Ph. D

Oepartmertt of Psi|chologM

A L I Q A R t t M U S L I M U N I V E R S I T Y , A L I Q A R H

(JUNE 1975)

! ' ^ " f \ ,

V : P - f85 • - J^

DS183

c^ct^' ôos ^ '

C O N T E N T S

TatrodiictloB

• • • ««et»»odolo(iy * ^

• • •

• • •

• • *

fAppendix M* f, ' R . , . .. , *» the baeir pocket)

ACKNOVUSDesiENT

Tkis d fss«r t t t lM f t • f ia r t l t l reqiilr«»«nt for tli« ««nird of

tk« Pk.D. d*9r«e. U f t e«i^»«l«oxyt at part of a earrfevlwit for

the eaadfdate to tidMift m H.PIif l . dft tartatfen on a ^robltn rolatod

to kf t Ph.D. thot f t . "Hi* ^rotaat favottftiatfoii f t fn eonfonifty with

tk f t ^roeodare.

T f«el m i f f e d to Mr. S. Abhat H. I tcv f t l-oetarer tn the

Departnent of Ptyeholo^t Al f^Th Matlfa th fver t f t j t Alffarh* who

prevailed ever ae to earell iqrtelf at a Reteareh Scholar fa the

Department. Re eoatfavoatly fntptred « • to eoaplete of dfisertatfoa

at the e a r l f e t t .

T a* fnd^todt bejrond wordti to ay tapervfior* Or. S. Saltan

Althtart for hi t able ^vfdaaee. Re i t a hard tatk aatter bat often

be had to tpend aore tfae than f t «at phytfeally pott lble for ae to do.

Profetsor Anwar Aatarff Head of the Departaent of Ptyeho1ofy>

Altfiarh Matlfm fhfvertfty« Alfqaiht wat alwayt kind and tyapathetle

to ae.

Mr. D.fC. Qtakrabertyt Lecturer fn Rnglftht MOf Alfqaiht m-

ffradffnfly helped ae fn f^»revfng the terfpt of thft dft tertatfon. T

wonld l ike to exprett ay tineere thanks for hfs help.

Mr. Toaan Mr. Mohnnad AstM tad Îr. Alrlitar A. Khaa ef ConnateT

C0ntr«9 Alfgarli I H S H M t | i1v«nftyf AMqartf <fr«atly helped ne In

Tarlem trayi. WitTieat their fitdaiiee tt i l t dfatertatlon weuld net hnve

reaehed the tta<ie of eeapletiea.

T ai> persenalljr ^ l i q e d to Mr. I .A . Raz «rho typed the seHot

daHng a very short t i ae .

Chapter T

TNTROOOCTION

Ps?cholonfr8l llterflture is raoletewlth th<>oret1c»l foTmitlatfons

anrt enmerfcsl finrHnos of job Motivation. Deeades of deen problnqs have

Jftd to typ aoreed bel ief that motivation is trwly eomnlex tin^ wwltinlirftv

of variables Influence i t . These considerations have quided psychologists

to define Motivation as "the conditions resoonsible for variations in the

i n t w s i t v t quality and direction of on-qoinq hâviour". (Vinackei 1«6?).

The 'conditions' are both internal and external to the individual. Plwn

and Navlor (1«>6P) riohtly contend that " an has many motivesj anrt unless

we recoqnise the oart played by each one we cannot possibly benin to

understand his behavioar". A number of different assumptions or models

have been nut forward from time to time to exnlain as to why peonle work

and behave as têy do. The earliest trace of a theory of motivation is

found in the philosophical writinos of British Associationists who

supported fledonism which was advocated by the Greeks. (Borinn» 1*)66).

But the (ireatest contribution has been made durfnq the last seventy-

five year« by eeonomistst psyeholoaists and soc io loqis ts . 4t the present

we have some models which have tried to explain the motivation to worV.

The models are : Force and coercion* economic raanj social and emotional

man and qroe?th-open system.

1

Hfston' stands witRest to the assumptio?* that man by nature

shtrks worV and he could be aiade to work onder duress. "Tils theme

was dmninent throunhout the preladustrlal revolution era In Europe as

well as \n the felted *;tates of America (Huse and Bowdltch, 1P73).

The eeonoffilc theory of motivation owes Its emergence to Adam

Smith who visualised that man Is an extension of machine) and is motivated

solelv by economic rewards. Herrberq (106?) Oftines that "The economic

man arose out of the dominent myths of Tndustrlal Revolution and the

larqer myths of the protettant ethic." * modification of this model was

popularized by the rational-economic man concent of efficiency experts

soearheaded by F." . Taylor. Tt was believed thnt man was lltharolc by

nature and could only be financially bribed to attain the requisit level

of production. Max Weher» (1046) an eminant German socioloolst i

contended that an individual's motives should be subordinated to the

requirements of the or<ianisatien and the individual deserves economic

rewards for his nerformanee. The economic model lays emphasis on

financial rewards for the amount of work done by the individuals.

There is no doubt that money helps in satlsfyino the individual's

primary needs as well as the hiqher level needs, tt Is believed tVat

money acts in many ways as an incentive for the worker. In an art1cle»

Opsahl and Dunnette (1*>66) have presented five broad theories which

have attempted to explain the role of money as 9n Incentive for the

worker. Woney is considered as a 'qeneralized conditioned reinforcer*,

as a •conditlnrtpd Incentive** as an 'anxiety reducer'j as a 'hyqiene

factor' anri »s a means of ' fnstruisMttaHty'.

''Tie <»conomic man model was discarded by Mayo» RoettiHshprêr

and otl»»»T< who Were thp pioneers of thp Howtborne Studies. Thev Inter-

nretpd thst man was qrenarious by nature and social oressnres from

fellow emnloyees had a greater imoact on productiTHy. Thesp findings

were larqelv responsible for tbe shift In the study of qroups and oroun

heharlowr,

"Hje emotional nan approach was adopted by Sfqmund s reud who

stronoly believe that childhood frustrations and hloloolnal nrqon were

the comer stones of one's behaviour dynamics. "Daderstandlnq and

dealino with man as a victim of emotions precipitated the modem emphasH

on hwian relations nroqrammes at a l l fob levels and a l l levels of

sonhestlcatlon. This concept f i t t ed fn nieelv with the burneonlnn

bureaucracies that developed to manage the huqe production plsints that

emerqed." (Herzberqt 1^6?). The scientists rlqhtlv realized that the

act of conpartmentallzinq the worker as economlcjsoclal and emotional

entit les would serve no purpose. Thus,"the economic man, the <?or1sl

man and the emotional man today have been combined, wU** each renresentinq

one aspect of the tota l" (Herzberq, lo62).

''ê qrowth-open system model reqards that man Is capable of

mafrlno decisions, that he has motives which are complex and that he

strives for qrowth, responsibility and achievement. "^^ above-mentioned

assumptions have been Incorporated In the theories of *faslow OOP-I)

and Herzberq (10?io).

- 4

Maslow's theory of neerf he^rarrhy stipulates tbat lower order

needs <nueh as foodj clotMncr* shelter? safetyj secur'tv» etc . ) âve

to he satisf^pd f r«t before hlciher order needs (surti as social relatlon-

shfnst esteem or e<To needs» self-actuaHzatfonf etc . ) could assnme

sfrmfficance.

Alderfor (1<?6 ) has modified MaslO"-*? need Mersrc^y tê 'ry and

contends ttt!?t lower level needs must not neeessarily be folly satisf ied

before hinher-level needs could emerfie. His modifications cow orm to

Waslow's (1062) later classif ication of 'def ic i t ' and 'qrowth'

motivators. Alderfer has combined âslow's rateffories as follows:

1. Maintenance of ntaterial existance which includes âslcw's ohsio-

lonieal and safety needs.

?. Maintenance of intemersonal relationshins» which includes

âslOM's social and esteem leve l s .

?. Need to find oonortnnities for orowt' and personal develooraent.

"nsls includes the individual's desire to be self^ônf'daitf creative

and productive.

'The "Tiotivation-hyqiene theorj' was <|iven by nerzbero^ âusnpr

and Snyder man dORO) studies by Brayfield and Crockett (1*?PF) and

Herzberq et a l . (1*>P7) oreatly helo*»d Herzberq and his associates in

formulation the theory. They use< semi-structured interviews to coll«»ct

data from enqineers and accountants. "Htey concluded that achievement»

reconnition, nature of worVf resoonsibilitv and advancement were

- B

motivators or lob content factors. Workers who werp dissntlsflpri with

their work spoke nainly of the lob contest) or hyqlene factors* which

Included connany policy and adMlnlstrationi suoervisfonf worklnn

conditions} etc . On the basis of their investioat ions they nolntpd out

that satisfaction and dis-satisfaction do not l i e on the samp

eontinuun. Also the effect of motivators on the lob attitudes are

relat ivf iv endnrino as compared to hyniene factors.

Kwen (IQM) er i t ic i sed and said that Herzbera's findlnrrs are

aaainst the traditional views that a qiven variable in the lyor'' situation

can cause both lob satisfaction and lob dissatlsfact 1ni s'Jch 8<! snoervl-jloPi

recoqnitloni salary may on the one hand be a s t t i s f l p r and on the

other handj a d i s sa t l s f i er . Another maJor criticism of Herzhero's

contention was that since only enoineers and accountants narticinated

in the study> the results mav not be aonllcsble to other ocnmatlona'

qrouns.

Herehern's study used only semi-structured interview to measure

fob att i tudes. The need for more than one method of measurement has

been effectively aroued by 6«npbell and Fiske (I"?*'). According to then

I'erzberq allowed Ms methodolooy to determine his results . np>p^ral1y

people attribute aood results to their own credit and blame others for

bad results? and this human tendancy predetermined Herzhero's îndlnns.

Another criticism which surfaced in their study wis that the evidpnra

wa?: nut forwarded for val'ditv and rel1ab<Hty of tê sef>1-str«etiired

Interview used ^v, his study. One of tê raafor draw backs of Herzbero's

- 6

stB<Jhr was nelnted out by Ukert ( lo6l) Smith and Kendall (1<»« ) and

Rwen (1*>64) th«t the «e«s«re of over al l iob satisfaction should be

Included In the study of Rerzberq« as Henbern (I' S*)) cla1fli<»d that

sa t l s f i ers eaased lob satftfaetion and dissat lsffers eaustvi fob ^^s-

sat i s fact ion. Bat he lias not assessed the factors which caused over

a l l lob satisfaction or fob dissatisfaction. Myers (lo64) found that

the variables affectino aotlvatlon may have quite different effects

on Drodttctlvity. Growth factors have a posit ive effect on productivity

and stimulate emoloyees to work effect ively . Ryolene factors reducp

productivity. Type of works and an individual's personality influenr*>

his )«at1sfact1on and dissatisfaction with various asnects of the- |oh.

Recently Bobbit and B^Hnq (1072) found no real supnort for

•(irowth* and'maintenance' seekers. According? to the« "intrinsic variables

are oenerally more potent than extrinsic variables and overall satisfaction

is more predictable than overall dissat isfact ion.

Waters and 'Waters (W72) failed to support the hypothesis that

defence mechanisms operate to attribute unfavourable outcom<»< of

situations to others (extrinsic) and favourable outcoraps to one-self

( i n t r l n s l r ) .

There is a dearth of researches on Herzbertf's model in Tndia and

rê ftm researches we come aerots are concerned w1t>' executives (l^h 1r1

and *?r1vastava» 1*)67» Pestonjee and Ba8u» 1<>72» Basu and Pestonjee»

1«74; Sarveswara Rao, l<)7n, 1<?71, 107?; Sarveswara Rao and f«niful1,

1071, 107?). Invest 1 flat ions of Peston1ee» 4khtar and IVIvedl (lf'71)

oartly substaintiate Herzberq's view. It was reve l ed thst the economic

rewards have greater lafltieaee on workers perreotion of varions factors

eontrlbattnq to satttfactlon or dissatisfaction. The study of Pestonfee

and B«su (1*>72) also part ia l ly sapnerted the two factor theory of Job

satisfaction oroposed by Hersberq. This study was conducted vifh

the helo of a fob satlsfaetfon questionnafre.

"Hie present study may be deêd slcpfffrant from method©Jonfrsil

point of view as well as for the sample studied. Various types of workers

have been studied but BO attempt has yet been made* to study and to

Investlqate the fob motivation of salaried employees and wane earners.

"•Tie sample of tê present study emntrlses professional qroupgf v ix . i

Hoctors and Advocates. "Hiese profe«:slonal nroups and sub-erroups would

Immensely heln In throwing Hcjht on understand I nci of fob motivation,

•êse qroups eluded the attention of Invest I qators so far .

As far as methodoloqical Innovations are cencemedi elaboration

Is nrovlded In the chapter of methodoloqyi but I t may be mentioned here

that a set of nine faetorsisuch as: Houslnoj transport! and medical

f a c i l i t i e s ! »ere added to the l i s t of 16 factors extracted by Herzbprq.

Host of the newlv Introduced factors have been reported to be slonlf^cant

determinants of fob satisfaction for the Indian workers. (Akhtar and

Pestonfeof l^tej 1«67; Pestonjeef 1073). Akhtar and Bharqava (1074) have

shoitn that employees worklnq under democratic and reqlmentatloaal tvne

of climate slqnif 'cantly d i f fer with reoard to housinq f a c i l i t y ! medlc»il

and leave policies! feel'nq of castism on the ob and participation In

- p

decfslnn-nakfnq nreeess. fhwf It. may be vfsvalfsed tliat the present

InvestIqatôn would foeus attention on the factors either necrleeted or

non-existent in industrially advanced ceontrv but relevemt and aporopriate

for a develooina co«tnr liVe onrs. The study may well ên new avenueii

and i ts findlnns would nrovide new insici^ts into the anlti-dimensional

personnel oroblems.

References

4khtar, S.S. and Rharcravat Yog (1^74)

•lob motivational factors under different ortjanisatinnal climates.

Proceedings of the l^th Tntemational Conoress of Applied

rsycholoovi iontreal (Canada)t Quebec.

Akhtar* ^^.S. and Pestonjeei n.M. (l<?63)

A study of employees adiustment within and outside work situation. Tnd. Jour, Soc. Work, XXTTT, 4, 327-3*^).

Akhtan S.S. and Pestonjee, D.M. {1P67)

Or<ianisational structure and employees adiustment. Tndâ. lour.

<;or. Work, XXVTTT, :^, ?07.301.

Alderfer, C.P. (\tKfl)

An emnerical test of a new theory of human needs. Orqaninational

Behaviour and Rtaaan Performance, 4(2) , 142-17!>.

Basu, C-. and Pestonfee, D.W. (1*)74) Executives and the Satisfaction Cycle, Tnd. Tour, of Tndus.

Relations, o (4) , •'07-517.

Blum, M.ti and Nay lor, J.C. (\*ffP)

Tndustrial osycholoqy, i t s theoratical and social foundstJon.

Hamer Tntemational Edition, London, p. 32'>.

- Q

Bobh!t, H.R. and BehHnn, o . (W7?)

Hefense mecbnnfsms nf alternate exnlanatlnn of nerstberii's

motivators liycilefie resni ts . T©«r. of Anold. P«vrhol. P2(l)

2^-27.

BoHnqi E.H. (1066)

A history of exnerinrntal i»syc!»olooy. "ê tfn«^ of Tndia

Press.* pp. 703-706.

Rray F!e1d» A. and CrocVettf W. (105R)

Employees attitudes and employ<»e performance. Psychol. Rnll. ^2(5), r^6-424.

Camoben, n.T. and Fisfrei O.W, (l*»Bo)

Converqent and discriminant validation by the multltralt-

multlmethod matrix. Psychol. Bnl l . , 56, P1-105.

Ewen, R.R. (1064)

Some dattftmlnants of lob satisfaction: \ study of the fieneralltv

of Herrberq's theory. Jour, of Aonld. Psychol., 4P, 161-lW.

neribern, F. (1<>62)

New approaches In wannoenent erqanlsatlnn and fob desirm - 1.

Industrial Medicine and Surgery, Vol. 31, 477-4P1.

Heriberq, F., Mausner, P. , Peterson, R. and Capwell, n. (ioR7)

Job att i tudes. Review of Research and Onlnlon, Plttsbur*^:

Psycholonl'-al Survey of Plttsburt^h.

Heraberq, F., Mausner, B., Snyderman, P. {1*'F*>)

The motivation to work. New Tot*. » John Wiley.

nuse, S.F. and Bowdltch, J . l . fl073)

BâvlouT In or<»n1 sat Ions: ^ systems aonroach t« mananlnn.

Addlson-Wesley, Massachusetts, on. P7.

l aMrl , n.K. and Srivastava, S. (ic»67)

Hetermlnants of satisfaction In middle manaownent Personnel. Jour , of Annrd- P s v r h o l . . R U 3 1 . 2 F ; 4 - 9 6 ? > .

- 10

Mkert, R. (1061)

New Patterns of m»na^mmt;t. New Yorlt, McGrBw-WI 11.

«aslow» A. (loM)

Motivation and personality. New Torlr: Hamer and Bros., o. 13.

Waslowt A. (106?)

Toward a Psycholocr? of Be<no., PHncetoni J. J.: V8n-ôstrand).

Myers, « .S . (1964)

Who are your motivated worlrers? Harvard Pusfness Rpvli»w,

4 ? 0 ) , 73-8P.

OpaiM, R.l. and Amnettet M.D. (1066)

"ê role of financial eonm^nsition In Industrial motivation.

Psychol. Bul l . , 66, 94-1 IP.

Pestonlee, n.^. (1073)

Oroanlsatlonal striictures and Joh att i tudes. Minerva, Calcwttii.

Peston1«»e, P .* . , AVhtar, S.S. and nwlvedl, N. (1071)

Heriberciitheory of job motivation: An pmnlrica) annralsal,

Tndlan Psvrholocilral Revlpw, 7(2) IP-IP.

Pegtonlee, D.^. and Rasu, G. (1072)

A study of loh motivation of Tndlan executives. Tndlan

Executives, Tad. Jour, of Industrial Relations, Vol. P ( l ) , 3-16,

Sarvestwara Rao, (?.V. (1070)

Determinants of job satisfaction in manaqerlal nersonael: A

test of Hersberg's two factor theory. Tad. Managers, 1,

Oetober-nepcmher, 55-62.

Sarveswara Rao, C-.V. (I071)

ob satisfaction of Industrial ewnloyeps: A ijupstlonnalrp for

measurin" I t . Tnd. Manacfer. 2, Tuly-Sept., ?07_;V)o.

Sarveswara Rao, <?.V. (1072)

Intrinsic and extrinsic factors in fob satisfaction of m«1e

clerical employees. Psychol. Studies, 17i Jan.» 45-52.

- u

Sarveswnra RaOf V.R. and Ganerull* T'. (lo71)

A study of pereleved need satisfaction and Inportanee of hiedily

sirflled and tmskllled personnel. Tnd. Jour, of Industrial

Rf>Iatl0RSf 6f 277-2B7.

Sarveswara Rao, G.V. and (â^H (W72)

Joh satisfaction on lildhly ski l led personnel: A test of the

generality of the two factor theorv. Tnd. Joar. of Appld.

''sychol., o, 2f>-31.

•^ralth, Patrica, C. and Kendall, L.M. (ic63)

Cornell studies of lob satlsfartlon : VT, Tmpllratlors for

the future. Tthaca: Cornell ^fcWers'ty.

Vinacke, w.F. (1«62)

Motivation as coiaplex nroblems In Nebraska. Symposium O"

motivation. Ed. M.R.Jones, Lincoln, Nebraska: Hi1ver«;1tv of

Nebraska "ress, 1-10.

Waters, L. and Waters, C. (1P72)

An enmerlcal test of five version of two factor theory of Job

sat i s fact ion. Organisational Bâvlour and human Performance.

7(1)18-24.

Weber, «ax 0046)

Essays In Sociology, Translated by Rerth, H. and '«111«!, C.i.

Oxford University Press, New York.

Ckaptvr IT

METnoDOLoer

TB the proetdfng ekaiptcr w« 6bs*rred that J ^ motivation is

truly eeoplex aad naltfeiplity of faeten Inflawee one's •otiTatfon.

Wa also Boted that fa order to mderatand Job notiratiORy satisfaction

diaensiOR eanaot i>e ipored (Gweat l*>€4), This iMds to the inevitahle

eoaelMiOB that iReasareHeat of •otiration aad Job satisfaction are

the firereqaisita of the praaant atady.

Varioas HMsariag devices taeh as raakin? aiethod qaestionaairesf

Rating sealest Projective teatsi aad other aealiag techaiqaes have

been ased far assessiafr Jab •etivation. Anioaf the above mentioaed

teehaiqaet the Raakinir Method has bem axtaasively ased (Wyattf Laaqdoot

Staekf I937> Chaatt 1* 32; Roaseri Wî Rarse]r» 1936i Oadjrcha aad

Naylort ]966> Baeat 1<>67; Winianaea aad iCarrast l< 70f Griâliaaas

and Heraber9» 1^71).

Ratino scales have not beea ased as frecraeatljr as the Saaking

Method bat SOMO of the iMportaat stadias have ased this teehalqaes

(Stapier* t SOi JargaasoBt 1< 47; Griqalimias aad Hersberqt 197i;

Amstrongf I97i; Halperay 1966> Kriilent 1963).

Qaaatioanaires and lavaatoriea have beea oftea ased (Lytloi 1 3 *

12

13

Stoekford and Imse> 1<^» P«n«T» 1^61» 62* <>3A( 68B, «3C; RMlcyt

]<)64; RMea n d WMTOT) 1 9 ^ * Ckeri i^tM Md Bergoiy 1941* Lavl«r

n d Svtt lei 1972; Ross and Zaadert 19S7; Waters aad «tet«rsi 1972;

Pritdlaader* 1964; Craaafeld and Wasscabarft I970; Raltnt 1966;

Katsallt Barratt and Parker» 1961; KiAlani 1963; tak i r i aad Srivastavat

1967; Babbitt aad Bchllaft 1972; P«staaje« and Basot 1972; Watan

aad Watarsf 1969; S1aha> 1973; Naffardy 1971; SellMBy 1970; Maearevf

1972; Lladsayy Marksi Gorlewt 1967).

Fereed ^ e f e e taebalqaa baa also been asad sporadfeally (Blan

and R M S I 1942; Jones aad Jeffrert 1964).

Tatenrfeir bas often been ased to investlfnte \tlb MotlTatlan

(Ceaters and Bageatalt 1966; Chreaoi 1966; Spereff* I9S9; Wild Ray*

1970; U e k , 1973).

Saai'StTnetared IntoTvlevs bave bem ased to stady Jab attitudes

(Sehwartzy Jeaasaitis aad Starkt 1963; Pestonjeef Akhtart nwlTedl*

1971). Tt has to be spoelally Mentioned tbat Henêrg et a l . (I9B»)

i n i t i a l l y used the iaterrlew teebalqae and eearijlned er i t fea l laeldent

teebafqae (Baaagany 1954) to develoo tbeir MOtlvator-byglmie tbeory.

Tbis aetbodelogical ianovatlon was ezteaslvely att l lsed by

rMoarebers to stndy job motiyatfon. Tt has been eaplrieally deaonstnted

that Ratlnm and Rankings of 1te«s noasarlncf J ^ attitndes are hearlley

eontanlnated by trrelevaney (Grgallaaas and Rerzbergt 1971).

Hencberg's •ethodelfgieal aporoaeh ts not withont blenishes.

Rtfen (1964) points oat that this aethodt when ased alone is biased

14

sfaee i t fs Mty to reeal) Ineldmts related to preaetlens hnt df f f fevl t

to recall these whleh follow no aehieveaoit. Vroea and later (1<»61)

eankasize tlie rfsic of aeeentinci deterifttlmg by tke fedlvfdaal as aetaal

eaosM of satfsfaetfen. Here fs a tendency for the Indfrfdaal to see

eaases of satfsfaetlen within hiaself and h«ice to describe exoerienees

inrelrtng aehievenentt reeofpitien and proiMtien as satisfyintf. On

the ether hand« dissatisfaetfen nay be attributed to factors In the

environment rather than personal inadeqnaeles..

IVo researches were dene (Ntkhatf 1971* and Asiff 1972) to

test RerAerg's nottvation-hygfene theory and In both of them I t was

foaad that the srii>jeets (n i l rers l ty teaeherst and cler ical staf f )

expressed their inabi l i ty to recal l satisfying and dis-satlsfyind

hapnenintps froa their work l i f e . Also the few who hapnend to recall

saeh experiences did not fa l l y explain the 'e f fects ' as well as the

'deration' of sach experiewees. The fnvestifators eoneladed that the

c r i t i c a l incident techniqne could hardly be effectively ntf l ized in

ear eowitry to assess jab niotivation.

As regards the weasareHent of Jab satisfaetienst since aid

th i r t ies a distinct awakening is noticed Miencr psycholecfists to

anderstand and tnvestlcnte the various aspects of Jdb satisfaction.

Specific infematien about Jirt> satisfaction has been derived

by aiMSurinq Job attitudes threufh the eaqyloywent of different tools

and techniques. The west eemenly ut i l ised Methods by various

levestiqaters in the past are: Tigressienistic aethodst Interviews

15

(§uH9i aad M9i{ded)» Qvett lmnalrMt SeaHn(f tteliatqa«t n d Tidlrtet

t«elia1qiM (Blmit 1^56).

iMDTMt lMl t t ie Hctliadt ar* BMoStatlf t lea l aad are basad m

ttie abservatlaa of bârlanr and attftades. Thejr eaa ba asad wbaa

a <|«1e1r aartrcf liaa to be Mide er as a tappleaentary tediafqae.

"Hie gaided Interview f i a par^petefal eenrersatien ta whleb tt«e

Interviewer tr ies te abtain benett aad aeaplete answers te a set ef

qaestlens. Like a l l IntervlewSf f t bas the advantacre ef faee te faee

eeataet. Walker and Gaest (1962) effectively att l tsed tbis tef^ntqae

te eelleet data fren workers en aateaieblle assenbly l ine abont tbe

seavees ef job satisfaction. Kombaaser (19S2) ased this teebniqae In

bis fmeas Detroit Study. Morse (1Q53) Interviewed 74? clerical workers

and 73 f i r s t and second-line Snpervlsors In a larqe iasuranee cenfiany

to advance his concept of indices of jtb sat isfaction.

The aagulded latervlew is characterised by the free nature of

discasslon aad the Interviewee defines i ts l ia i i ts . there are no specific

set ef questions that the interviewer eaa ask. Carl Roger (1042) Is

one ef the iMders in proaietinq this teebniqae. The Rewthome exi t -

interview has yielded soae very f r u i t f u l nMults about labear turn over

(Smith and K e m 1953).

Qaestionaaires since lonq had been the aost faveared instraaent

of psycholoqists. The west notable studies of yoster years based on

qaestioanaires were conducted by Hoppock (1935)f Qiibreck (1934)t

fColsted (193fl)t Seidaan and Watson (1940)* Watson and Seidwan (1941)t

16

SeldMii ( I M S ) . Super (1999) n d Trier (1054) ased ^MMtl M M aires te

ttndy tlie relet fentfilp between eeeepatfoiial t t a t M and J A ta t l i fae t fen .

Baiieek (1952) develaped a teale aa tlie Vnm ef Reppeeic** faeatleaaafre.

Tt bad 105 I t e m and tbete I t e M aeatared ever a l l la t ls fact len. Weed

(1944) Vied a aeale and RarTejr (1950) ated a qaestfeanalre te neaiare

sa t ls fae t iM tewards sapenrttert. Reitaaan*s (1965) qnettlMnatre was

anMjrBoas bat ceded and neasnred att i tude tewardf tnpervtateaf tbe

anient tbe decree ef partlelpatleni werfr rvlei f teenrltyt Mmingi t ete.

Researeb farest l ipt lent daring tbe last deeadet tbea#i pre-

eeeapted wltb r a l l d a t i M er repadlatlen of netlvater-byfifene tbeeryi

bare n ra r lab ly ased âestleaaaires (Friedlandert 1964; Haltnt 1^66;

Katxellt Barrett , Parlter, 196lf lehan, 1970t Wild Bay, 1910; Sinba

1973; Daanete, Cenpbell and Rakel, 19t7; B l a i , 1964; Ursen and

Owens, 1965; Mi l le r and GekesH, 1963; Batler, 195Q).

Tt weald not be ont ef plaee te aentfon tbat qaestlenaalre

stadles bare pered tbe way for tbe derelepnent ef scales and Inrentorles

ef job satisfaction. The scales and Inrentorles bare a t l l l i e d tbe

teebniqaes ef factor analysis and otber s ta t is t ica l aetbods to standardised

tbe tools. Notable Moag lacb scales and Inrentorles are Bray Fleld-

Rotbe Job Satlsfactlmi Scale (Bray Field and Rotbe, 1951), and tbe SRA

Eaployee Tarentory (Asb, 1954; Bnebr, 1954; Dabas, 19SR). Sailtb and

ber associates In i t ia ted tbe Cornell stadles In 19S9 and developed a

tool JDI (Job Descrlptire Tadex) for tbe aeasaraaent of JM> satisfaction

(Salth, 1967). froea (1964) believes tbat "Tbe extensive aetbodologleal

worit »derly1a9 tbis aeosare as well as tbe available aoias sboald

17

fRsnre f t t wide spread » • in both reteareh and praetiee". Tk* Ronni

of JDT dotemlaed en samoles of ladMstrfal eapleyees of (hited Statei

of Aaierfea eeald hardly be applfeable to Tadfaa werfcert beeaate of wide

toeio-enltaral aad orfaaitational dlffereaees.

The fadfreet nethod protrldoi a sore free re^loa of expressfoa.

fa r ie t te t of teehaiqaes have been laeladed in thfs category taeh as word

assoelatlOBS* seatenee eoHpletfMS or pfetare aad story theae eoapletioast

ete . Other fadlreet nethoite have been safqested by Wetehler aad Berabern

(1050) aad Weitz aad Naekols (1953) bat these teehalqaes have aot beea

ased freqaeatly. My Job Coatest emdaeted at Geaeral Motors by Evaas

and Laseaa (]<^50) is an maMfle of the ladfreet aethod of att l tade

•easaren«t .

Frlesea (1949) developed aa iaeoi^»lete SMtmee blaak tedtalqae

for «Rployee>att1tade aeasareMoat. A rather aovol approaeh has been

suqqested by Baaaprtea (1952). She collected a large aartter of preveit>s

eoaeemlag haiaat laboar md social relations. Tie sriijects selected

those proverbs which aoeordlag to thoa were correct aad incorrect.

H«amond's (194f^) "error eheiee" teehnlqae atteapts to aeasure att l tade

by reqairiafr the respondents to choose betweea two alteraative aaswers

each of which Is 'wroaqS 'controversiar or 'not kaowa*. The direction

of the choice Is believed to ladleate the a t t l tade . VMchler (1951)

deaonstrated the ase of this teehaiqae by eoastracttaq a test to aeasure

at t l tade toward labovr-aanaQeaent relat ions.

Tadireet aeosares eoald aot becoae piâlar beeaase of certain

IP

Inherent llnltatlons. Tk^ e«iild miy be useful for speciffe stMspIes

or In eertain sftaatfons. Their isedlffeation and vaHdiitlen are

eaalterseae and tfae eeasaMla^. Agalat ebjeetlrftr is redaeed when

the resMBses are scored. Lastly* laterîretatfea of scores reqalrM

a certain eptlaal meaat of training of the lBrest1<iater.

Tools Biied

Ta the present study we have used two tools - one for the aeasare-

ni«it of j ^ motivation aad the ether for the assessment of j(rt> satisfaction.

We hare used a JA motivation scale (MS) developed by the Investlqator.

Tt \n a 35-1temt S-pelat ratinff scale. Of the 2S 1tcn»t sixteen are

based on the factors orlniaally attracted by Henêrq and his coll«a«iues

(1<^5(}). The nmly Introdaeed Items are hoMlagt recreatlent tmnsport*

medical and leave pollelesf moblHtyt partielpation In decision mahlnqt

feellnti of castism oa the J4rib and health saltable for the job. Most of

the BWly introdaeed factors have be«i reported to be slrmffleant

determinants of 1^ satisfaction. For the Indian worker (Atchtar and

Pesteajee* \P(i^t 1^^ ; Akhtar and Bharâvai 1974; Pestonjee* lOTt ) while

seme of thea eaertied darlaq the prelimiaary explorations ceneemlncr the

present investioatlon.

Originally the scale had four parts. Hie first part was meant

for 'critical incidents*. The second part was for the parpose of un

specified raakiBQ. Ta this part ttie rMpendents were re<|u1red to renredaee

from memory three satlsfyinf aad dis-satlsfylag factors related to their

job aad then these factors were to be arraafed in order of importance.

Tn the third part 2S factors were listed and the Ss were repaired to

1«)

ehêk aMt the i M n - t e m and sh«rt-t«ni ta t ls fy la^ md d ls - t t t i f fy la f i

factors. TR tke fdurtti oart tlie Ss were required to raaft the f f r t t

three satfsfyfnf as well as the f i r s t three dtssatfsfyfng faeters

( L M 9 tern factors) . TR the B section a sfMllar raakfaQ was to be

asslcped for short tern factors <A|i|>eBdlx A).

f^relfntnary try oat of the scale rerelled the follawlag facts.

1 . The reseendeats eoald hardly recall the cr i t ica l Ineldeats

related to their work l i f e .

2. The respondeats fai led to dlstlngvlsh between 'long term'and

Short tens' faeters.

^. The sMo diff lealt jr was experienced by the respMdeats while

ranking the factors of part fonr.

In the 11«^t of the above aeatlened facts nodif1 cations were

•ade In the scale (Appendix B) . The f i r s t and second parts were retained

and In the third part the respondents were required to rate each Md

every factor on a f i r e point scale. In the foarth part ranhlnq was done

ealy for the factors which were satisfying and dls-satlsfylng for west

of the t ine . Ta the present Investigation only the third part of the

scale Iras been ased whereas the second and foarth oarts are lllcely to

he ased la the Ph.D. work. The scale was developed both In Hindi and

English.

The r e l i a b i l i t y of the scale was calcalated by the Kadar-

Slchardsen techalgae* pepalarly known as K-B 20 fomnia which Is

20

repr0<l8e«d belfv:

I'll « ( _ J •• f t - 2 Bg

wlierm*:- r « Rel iabi l i ty eoefffeieat.

« s' NoHiber of I t o M in tli« test

p >= Pr<êrt1<m of indlvidiials wiie hav«> obtalaed seeret la I t e M .

q B prooartiea of iadlviduals wlie liatra not Stained teoros In I t i

IM| *= "Hie prodaet.

<rt^ « Standard Oavlatlen

"Tndieas of r e l i a b i l i t y qtve an indication of tbe dxtont to

wbleh a oartieelar Measareraent is eonslstent and reorodneiable" CnirwBdlko

and Hacient l o 6 l ) . Rel iabi l i ty of an Instrtnent deals with the nreelsinn

and aeenney af messnrlna derlee. "Hie r e l i a b i l i t y eeeff ident ealealat^d

en a sanple of 100 indlvldaals was .P7 ( fa r eenontation see Am>endix C).

Tbe smole eenprised 20 Adraeatest 20 Doetersf 20 thiversity Teaeherst

20 Bank Eraplayeesi and 10 Police Parseaael CHie data ware eolleeted for

the Ph.D. worlr). The r e l i a b i l i t y eeef f le lMt is rery h i ^ i because the

K-R 20 foniala asaally yields leu rel i i r i t i l i ty eeeffleieat i f the Itans

measare aore than one dlBenslon or t r a i t (Cronbeehf 1949).

The ether tool ased was an inventory of J ^ satisfaction derelei)e<1

by AMitar and Pestenjee (PMtMjeet 1973). The inventory known as S.D.

21

Employees Tiiv«itory» has foor areas: Job» Mam»qp«»ent» Social Relations

and Personal Adjvstment. Tt has been standardized both in Enqllsh and

Hindi. Eaeh area has 20 Items and the Items of the Inventory were

emolrlcaily determined. The spl i t half re l i ab i l i t y eoeff1ct<mt deter>

mined on a sample of 100 eases raneies between ,Pf* to . * » . The aorms

are also aTaHable and the details of the Inventory eould be foirad In

the ©r<iaBlsat1onal straetures and job attitudes (Peston)eet W73).

Sample

Samples have been drawn from two professional qroups - Advocates

and Doctors. From both the qroops waqe earners and salaried employees

have been taken.

\ l i s t of advocates workinq In c i v i l and criminal courts of

AHqarh was orepared. In this connection the Bar-Room reolsters of

the above-mmtloned courts were consulted. The data were collected

In Sept ember-Dec (»ber 1073 and at that time the Bar Room membershô was

725. Every 10th Individual from the l i s t was randomly selected and was

Individually approached. The advocates who wl l l lnqly accepted oar

request to partleloate In the study were Included In the sample. Those

who fai led to eblipe us were replaced. Some of the advocates In spite

of their expressed wllllnqnessf fai led to complete the test material

»nd were discarded. Thus we were le f t with 56 wane earner advocates.

Similarly a l is t of salaried advocates working as court Insfeetor^

and Lepal Advisers In various eroanlsatlons and TnstltutlonSf was

prepared. These were 20 such advocates and out of this meacfre aiRBher

22

of •?« H Indfvfduals osrtfcfpated In th<» study.

"ê same proendure was ad»oted to samnle out salaried and warie

earnar doctors. The namher of deeters (Private Practitioners) was ISO

out of wblct? ^ Individuals have been faclnded In the study. There were

410 salaried doctors In J.N. Medical Col1eqe> Allfrarh «»sl1n Ctalversltrt

Allctarh. Allgart Civil Hospltalt Devatrya Watemltv Hosoltal and (hindhi

Eye Hospital. Every lOtli faifvldual was taken from each of the ahove

rient1o»#d oroani sat Ions. The sample has ^ salaried doctors.

We explained the ourpose of this study to each and every srt>1eet

and every Individual was requested to oive honest and sincere resoeases.

Often more than two v i s i t s were required to obtain eowpleted returns

from the respoadents. la Table If given belowf Is riôrted the details

reqardinq experience* aqe and Income of the sample Included In the study.

TABLE T

minimum Experience of Worft In years

Maximum Experience of work In years

Averaqe experience of worV in years

Minlmim Income In Rs/month

DOCTORS

Salaried

N » 3P

1

2P

5

200

Wane

N»32

1

44

14.5

400

ADVOCATES

Salaried

N«14

?

4P

15.3

550

Wane Earners

N«€6

I

^^

12

200

(Contd.)

23

nun

Aver«q# Incr-me To Rs./nonth 665M0

UnlmoB aqe in years 23

Vax muis a(|« In yrars SI

Averac[« aê in y«»8r» 2*>.7

Kono

1527=50

25

75

39.25

2200

n60«70

33

72

42.39

2000

637*50

23

75

40 .P

STATTSTTCAl ANALYSTS

The des1<!n of tê ttudy ttlpiilatfts two tynes of analyses:

i) Comparison of lob •etlvation of salaried and wage earner doetors

and advocates.

11) Comnarlson of lob motivation of waqe earners and sslaryed

emnloyees,

"Hie f irs t analysis has been further extended by taklno Into

consideration the crretiDS satisfaction and dissatisfaction as well as

their aqe» experience of work and eamlnrs. Tt means that under the

f irs t type of analvsis actually three elaborate analyses have to be

done. From the results reported in chapter TTT, we wi l l ^serve that the

qronps compared range between four to eitfit. When several groups are

to be compared* and specialIv the differences amono their means Duncan's

Range Test Is the most appropriate one (Menalcfanf Vi(A). Orlnlnallv

Duncan's Range Test was devised to compare more than two frouo meanst

each havlna equal ntmber of observations* but It has been extended to

situations where the groups do not necessarily have equal n's ( Duncan,

1957 and Kramert 1957).

We have used Kolmogorov-SmirROV two-sample test for determining

24

the slonlflrant differaie^s betweiHi the wa e earners and salaried trnplvf^f^

This non-parametrle test measures any Und of difference In the distri

butions froM w»i1ch the samples are drawn. Tt is considered to be more

powerful than either the cM square test or the median test (îleqelf

lOF ; pp. 127-136).

West of the analyses of this study were done by T.B.H. ii30

compntlnq system. This Is a seeend-third qeneratlon systen desloned for

scientific and commercial data proeesslnrr. The soft-ware proorammino

lannuane of this computor Is 1130 basic Fortran TV. The Flow eharts and

the l ist source ororframme are qlven In the Aopendlces D, E* 1 and 2.

References

Akhtart S.S, and Bharqavai Yoq (1074) Job motivational factors under different orcianlsatlonal climates; Proeeedlncfs of the Ifith International Conoress of Aonlled Psychelogyt Montreal (Canada)) Qnêc.

Althtar, S.S. and Pestonjeet D.M. (1Q63) A study of eoployees' adlustment within and out side work situation. Indian Jour, of Soc. Work. XXTTT, 4, 327-1!V).

Akhtari S.S. and Pestonfeet O.M. (1^67) Orqanlsatlnnal structure and employees adlustment. Indian Jour, of Soc. Work, XXVTTT, a, 2O7-?01.

Armstrono, " .R. (1071) Job content and context factors related to satisfaction for

different occupational levels. Jour, of Apold. Psyehologv»

55(1) 57-66.

25

Ash I P. (WB4)

The SRA emoloyee Invwitory - \ g tat l s t lca l analyses. Persona*! Psychol. 7, ^^7-^M.

Aslff Khan (1072)

A cofflDsrattve study of fob motfvatlnn of unlversfty tf»8chers and

clerical staff . rVipi^Hshed M.A. dissertation^ Henart-nent of

"svrholocjy, A.M.n., Alfnnrit.

Baehr, U.S. (W54)

A factorial study of the S.B.A. emoloyee Inventory. Personnel

'^svchol. 7, !^10-336.

Bawiffarten, F. (lo5?)

\ oroverh test for attitudes measurements. Personnpl Psychol.

B : 240.?6l.

Blal . R. (Jr.) (1064)

"n ocrunstlonal study of job and need satisfact ion. Psychol.

Reportst 14(l)Pl.fl2,

Rlora, M.l. (10B6)

Industrial psychology and Its social foundations. Haroeri New Torlr.

Blws, M.l. and Rwss, J. (104?)

A study of employee attitudes towards various incentives.

Personnel* !<>» 43P-444.

Bohhlt (Jr.) H, and Rehlinqi 0 . (1072)

Defense aiechanisras as an alternate exnlanation of Herzbern's

^lotfvator-Hyqlene Results. Jour, of Aopld. Psychol. ?^6(1),

24-27.

Bray Field, A.B. and Rothe, H.F. (lORi)

An index of Job sat is fact ion. Jour, of Apoli«d Psychol., f B,

:V)7-!^11.

26

Bulloclf, R.P. (1<»5?)

*soc^tl factors r*»late<! to lob sat isfact ion. Ret. Monoqraph

No. 70; ColownbttSf Ohloi Ohio State Tîversity» Bareau of

Business Research.

Butler, W.P. (lopo)

Job satisfaction amon<| foreaan. Personnel Practical Ball . IS,

7-lR.

Centers, R. a»«i Buqentali H.E. (W66)

Intrinsic and extrinsic lob motivations amonrr different siqsMaits

of tbe workinq populations. Jour, of Applied Psychol. S0(3),

103-107.

Chant, *^.N.F. (103?)

Measurinq the factors that make the job Interestinq. Personnel.

Jouraal, 11, 1-4.

Cherinqton, P.T, and Berqen, B.B. (l<»1l)

What do the bosses think. Advanced Vanaqement, 6, 66-60.

Cronbaeh, L.T. (104<»)

Essentials of Psychologfeal Testinq: Hamer, New York.

Dabas, Z.S. (lOBP)

The dimensions of morale: An item factorization of th<» SRA

employ(*e inventory. Personnel Psychol., 11, 217-234.

Hudyeha, A. and Naylor, J.C. (1066). "Hie effect of variation in the

Cue R. Metrics upon the 4^|ained policy equation of Judaes.

Educational and Psycholooical Measurements. 26, 5P3-604.

Duncan, H.B. (1057)

Multiole ranqe test for correlated and ileteroseedastr means. Biometric, 13, 164-176.

Huanete, M.n., Campbell, J.P. and Hakel, M. (1067)

Factors centributinq to job satisfaction and lob dissatisfaction

in s ix occupational qroups. Orqanisational Behaviour and Human

Performance, 2 (2 ) , 143-174.

27

Evans* C.E. nnd Useaiit L.N. (WSO)

«y jeib contest. PersoBnel Psychol., Wenofiranh, 1, W«)«h{naton, D.C.

Ewen, R.P. (1064)

Somp determinants of fob satisfaction : A study of the qenerallty

of Herzberq's TTieory. Joar. of Aoold. Psychol., 4P, 161-163.

Swen, R.P. (1<?67)

"felohted eomfionents of job sat is fact ion. Jour, of Annfled

Psychol., F K l ) , 6P-7^.

Flanaqan, l.C. {10J>4)

Critical IncMwt technique. Psychol. Bul l . , Issue Bl, 327-: F*>.

Fleishman,E.A. (lo6F)

Attitudes versus sk i l l factors In work nroup nroductlvlty.

Personnel Psychol., IP, 253-266.

Friedlander, F. (lo64)

•lob characteristics as sat l s f iers and d l ssat l s f l ers . Jour, of

Ann lied Psychol. 4n{6), 3PP-3<>2.

Friesen, E.P. (l<?4o)

The Incomplete sentences technique as a measure of emoloyee

att i tudes . Persoanel Psychol., 5; 32*^-340.

Graen, fi.B. (lo66)

Addendum to "An Emoerlcal Test of the Henbero TVro factor theory"

Journal of Af>pHed Psychol., !>0(6), 5P1-FSP.

Rraen, n.B. (inftR)

Testino traditional and two factor Hynothesis conceminn iob

sat i s fact ion. Jour, of Aoolled Psychol., 52(B), 366-371.

PrIqalliBiaR, R. and Rerzberq, F. (1071)

Relevancy In the test of motlvator-hyqlene theory. Jour, of

Ann!led Psrchol., R5(l) , 73-7*).

2P

Grumfeldt I .W. and Welsswbergt P. (IPTT))

Fl««ld Indeoendmee and artfculatfon of sources of fob satlsfaetlen,

Jour, of Apolfed Psyebol.* 54(5), 4?4-426.

Hatoem, G. (1066)

Relatfvft eentHhntfoBs of motfvator aad hjriflene factors to ever

a l l fob satisfactfon. Joar. of Aoolled. Psychol., 50(3), 19P-2(K).

Hawwond, K. (104P)

Weasnrfno attitudes by error cbofce. Jour, of Ahnomal and Social

Psychol., 4P: 3P-49.

narveyi W.". (1<»50)

Evaluation of the enoleyees* att i tudes. Tndstr. Med. 'survey,

1P(<)), 400-412.

ilerseyi R.R. (1036)

Psycholofiy of works. Personnel. Jour., l^, ?oi_206.

Herzberg, P., Mausner, B., ^yderman, B. (lo?»)

The motivation to work. John îley. New York.

nonoock, R. (103P)

Job sat is fact ion. Harper and Row, New York, 250-252.

Houser, T.n. (loafl)

What oeoole want from business. Icf-raw-Hill, New York, p. 20.

Hulin, C.L. (1066)

Job satisfaction and turnover In female clerical population.

Jour, of Anpld. Psychol. 50(4), 2PO-2P5.

Jones, L.V. and Jefferey (1064)

A quantative analysis of expressed performances for coMpansation

plans. Jour, of Applied. Psychol., 4P(4), 201-210.

Juroenson, C.E. (1047)

Selected factors which influence performances. Jour, of A^pld.

Psychol., 31, 553-563.

20

Ranier) C.T. (1<»57)

ExteasioR of Maltfple wnqe tet t to qroup eoTrelated adjvsted

•eans.t Bfonetrlcy lAf 1^-in.

Kat ieni B.A., Barrett, R.S. and Parker, ^ . c . ( l«6l)

•Toh satlsfaetfon and job perfoiraancp and sftnatlonal efisraeter-

I s t l c s . Jowr. of Apold. Psychol., 45(2), 6B-72.

Kolited, A. (W^)

Kmf)lo3r<»«' attitudes in a dooartmcmt store. Jour, of AonHed

Psychol., 2?, 470-47«>.

*ômhaaser, A. (lo52)

AttU«des of Hetrolt people toward Detroit. Wayne ftiSv. Press.

fCuMen, R.n. (lo63)

Needs p<»Tcieved, need sat isfact ion, opportunities and

satisfaction with aeenpfltlon. Jour, of Apolled Psychol., 47(1),

S6-64.

lah lr l , P.K. and *>hr1?astav8, S. (1<»67)

Determinants of satisfaction In nlddle-managenent Personnel.

Jour, of ApoHed Psychol., Bl(3), 2B4-26?.

Larson, J.M. (Jr.) and 0»fens, «.A. (Jr.) (ic65)

Worker satisfaction as crlterlon.ifersonnel Psychol., 1^(1),

:^-47.

Lawlor, E. and Suttle, J. (1072)

ft casual correlation test of the need - Hierarchy Concent.

Orqanlsatlonal Beh. C Hun. Perfor., 7, 2(Apr): 26K-2f^7.

Ilndsey, C.\., MarVs, S., and ôrlow, L.(1067)

^ Hertherq "Tseory : A critique and Reformulation. Tour, of

«pnl. Psychol., 51(4 Pt T) 330-?3«>.

Uclt, E.4. (1070)

Satlsflers and nissatlsflers amonq white collar and blue collsr

employpes. Jour, of Appld. Psychol., 5P(1), 67-76.

:%

l y t l e t C.W. (103P)

'Vane Incwitive methods. Rev. ed. Ronaldf New York.

Macnrovt f>. Cl<)7?)

Thp WOTV patterns and satfsfactlons fn an Tsrael! Kibbutz : \

U s t of the Herzberq HypotbesU. Personnel Psychol.» 2P(3>»

Mcr.w<flraB» F.T. (ic»««)

Exp*'r<fflent8l Psycboloqyi A nethodolonfral Aon roach. Prent^ce-

Hallf New Delhi.

Millar, N. and Hekoslrf, « (W63)

A forced c'ôlre measure of emnloyee attitude: The eBf>loy*»r

êrfoiwance Inventory. Jour, of Industrial Psychol., 1(2), 44-!^).

Worse, N.C. (1<)R3)

^satisfaction in tê whitp-collar lob. flniv. of Wichicjan Press,

Ann Arfjor.

Nealer, «;.M. (1064)

netermintno worker oefformances araono emt>loype benefit oroiraws.

Jour, of Aoplied Psychol., 4P(1), 7-12.

»îkhat, Jabbar (1071)

A study of fob motivatior>al factors of teachers. Unoidiliched

M.A. TMssertationt Dent, of Psycholoov, AMU, Alfnar^.

Pestonlee, P.M. (1<?7! )

Orqanixational structures and ]tk> att i tudes, Minerva, Calcutta.

Pestonlee, n.M., Akhtar, S.S. and Dwivedi, N. (lo71)

Herzber«f*s theory of Job motivation. An Kmnerical annraisal.

Indian Psychol. Rev., Vol. 7, No. 2, IP-IP.

Pestonlee, n.M. and Basu, C. (1072)

A stMdv of lob motfrations of Tndian executives. Tnd. Tour,

of Tadustrial Relations, fid), July, 1072.

^\

Porter, L.w. (W6l ) ,

^tvt&y of perefeved need ttt lsfaetfei is In botton and middle

nanafrcMent jrt>t. Joar. of Aoold. Psychol., 45, 1-10.

Porter, L.w. (1062)

Job attUiides In mnaQenent: T, Perceived deftdenefes In need

falflllment at a fmetlon of ]eh l evel . Je«r. of Aopld. Psychol.,

46, :^75-3P?;.

Porter, I .W. (1063a)

Job attitudes In nanatiement : TT, Perclered lamortance of needs

as a function of Job level . Jour, of Apnld. Psychol., 47, 141-14P.

Porter, L.w. (196^%)

Job attitudes In management: TTT, Perdeved def1c1ene1*»8 In need

fulfillment as a faactlon of l ine versus staff tyne of lob.

Jour, of Applied Psychol., 47(4), 267-27P.

Porter, L.w. (loftf^c)

Job attitudes In management! TV, Perdeved deficiencies In need

fulfilment as a function of s ize of comoaBy. Jour, of AopHed

Psychol., 47(6), 3P6-397.

Rogers, C. (1042)

Ceunselinq and psycho therapy, Boston, Houqhton, "Slffiln Co.

Ronfcaa, N.W. (1070)

Individual and situational variables relating to |^ satisfaction.

Jour, of Aonld. Psychol., 54(1), Part TT.

Rosen, H., and Weaver, C.G. (1060)

Motivation In management: A study of four manaqerlal level. Jour,

of Anpld. Psychol., 44, 2fl6-302.

Ross, T.C. and Zander, A.F. (1057)

Need satisfaction and ennloyee turnover. Personnel Psychol.,

Vol. 10, m-^ÎP.

32

ScKwartzt M.B.i Jravsiitest E. , StarVt H, (1<?6,' )

Hotlvttlonal factors amoni sttoenrtslons In tê uttUty industry.

Personnel Piychol.t l6j 45-53.

Seidmarti \^. (1«43)

nissstisfactôn In worV. .lour, of S©c. Psycbol.f 17» 03-07.

SefAnan, J.M. and Vatson, G. (lo-fo)

Satisfaction in work. Jour, of Consulting Psychol.» 4, 120.

Sieqal, *:. ( l o w

Non pammetric s ta t iy t i c s . for the behavioral scfj^cet. Ic' raw-'H11

Co., New Yor»'.

Sinha, J.K. (inf3)

Study of self-concept I joh factors and osycholoTicai factors ' ^

lob sat isfact ion. Bel»avioro«etTic» Vol. 3(1) , 1-4.

Smith, F. t . and If err, w.A. (1«?P3)

Turnover factors as assessed by exit intervifw. lour, of

Appld. Psychol., 37, 352-35F.

Smith, ^.C. (if'^l)

The developwenl of a nethod of measurinq lob satisfaction: "ê

Cornell Stuilies. Studies in Personnel and Industrial Psyrholo'^,

Ed. Fleishman,E.A., Revised edition, i)orsv Press, Honewood,

pnl 343-350.

Soliman, n.M. (1070)

'Motivational hyolene theory of iob att i tudes, an invest ioat 5on

and an attempt to reconcile both the one and 'he two factor

theories of iob att i tudes. lour, of *i>nld. Psvchol., Vol. F4(r>),

45?-/t6l.

Speroff, R.T. (lOf^)

Job satisfaction study of two small unorganised nlant$. Jour, of

Apnld. Psychol., Vol. 43(p), ''IP.

^:^

Staflmen R. (1050)

Psycliolonlral ts?teets ef Industrltil confl ict; 11 mfttivation.

Personnel Psychol.» 3» 1-16.

Steckfordf 1.0. and Ktmz«t K. (W50)

Psyrhoioqy and the oay ehee^. Personnel.t 27, 12Q-143.

Super, n.E. (lo?<5)

Occupational level and joh sat i s fact ion. Jour, of Annld. "sychol.,

ThrondiVe, R.I.. and Hagen, E.P. (106l)

Measiirrmpnt and evaluation in nsTchf»1ony and education. John

Wiley and «5OT?S, New YoTk.

Trier, P.*?. floP4)

Jo»> satisfaction and oecimational s tatus . Hnpublished Master's

Thesis, Michigan State Collene.

IJhrhrocV, R.«:. (1«34)

Attitiides of 4,430 employees. Jour. Sec. Psychol., ?: ^6?-'^T7.

Vrooffl, V.H. (1^64)

Work and motivation. J(*n Wiley an*' *ôns, New ' ork, p. 100.

VrooM, V.H. and Mtier, N.R.F. ( lo6l)

Industrial social psychology. Annual Review of psvct'oloqy,

XTT, 413-446.

Walker, C.R. and Riii»st, B.H. (W52)

The man on the assembly l ine . Caisbridfie, 'Cass, Harvard 'Iniv. Press

waters, f.K. and '^'aters, C.W. (1«60)

Correlates of ioh satisfaction and fob dissatisfaction awonn

female clerical workers. Tour, of Apnld. Psychol., f»3(F), 'V>P-3oi.

Waters, I.K. and '«aters, C.W. (1072)

An empirical test o'' five versions of the two factor thnory of

Job satisfaction organisational behaviour and human pcrformancf,

7, KFeh.) , lR-24.

M

w»tson» f . and Sefdman* J.W. (1<?41) niss»t1$fsct^nn in work. Tour, of Social Psychol.i 13| 1R:^-1P6.

Weftsr, T. and Nackols, R.C. (1Q53)

"TJC valMltv of d^reet and iiid1r«»ct qweatlons in mwnurino 1o>i

8»tf«faction. Personnel Psychol.» 6» 4P7-494.

Wesehler, T.P. ( lo f l )

Problems in the use of indirect methods of attUude measur*»Rients.

Public Onenion 0«aTt.i 13^-13P.

Weischler, T.R. and Remberoi 8.E. (1<»50)

Tndireet m«»thod5 of attitude measurement. Tnt. Tonr. Ooin.j

Attitude Res.j 4, 2W-47^.

Wild Ray (1O70)

Toh needs» 10*1 satisfaction, and Job behaviour of women manual

workers. Jour, of A^pld. Psychol., 54(2), 1R7-16?.

Williamson, T.R. and Karras* E.T. (1070)

Job satisfaction variables amonn female clerical workers, lour,

of Anold. Psychol., 54(3), 343-346.

Wofford, TS. (1<S71)

"Hie motivational basis of Job satisfaction and lob p«»rf«rma»»f;p.

Personnel Psychol., 24(3), 501-51R.

Woods, W.A. (1044)

Gmplovee attitudes and their relations to morale, lour, of "innld,

Psychol., 2P, 2fl5-301.

Wyatt, S. , Unodon, J.N. and Stock, F.O.L. (1037)

Fatique and boredom in reoeti t ive worJ?. Tndust, Health Res. Bd.

Ren. No. 77, 43-46.

C H A P T E R I I I

R E S U L T S

Chapter TTT

RESHLTS

Tn t^H chapter we propose to present the results of s ta t i s t i ca l

analyses. A U s t of 2f> .1rt» motivational factors or wUch measurrtnents

have bpen taken Is reproduced below:

•>.No. F a c t o r s

1 '''o comolete a lob successfully.

2 To he slnqlert out for oralse.

5 "''o Hire the actual tasks Involved in qettinn the fob done.

4 To oa^n resoenslblllty for own or others work in a 1<*.

F Tf) e»>»noe status throunh promotion.

6 To be haony with one's eamlnps.

7 Channp In a fob *rt»1ch could lead to further ijrowth.

f* To exnerfenee satisfylnq social Interactions with one's subordinates,

*> To obtain social status throuqh fob.

10 To exoerience satisfyino social interactions with one's boss.

11 To exnerience satisfyino social interactions with one'«s coworker.

1? To have coaoetent supervisor.

13 To h^ in a comoanv with (3p)od policies and administrative orocedures.

14 To have qood physical sorrousdlnns on the fob.

35

• 6

IP To have one's nersonal l i f e affected for cfood by oecnrrsnce on the job.

16 Obleetlve Indications of security (such as Job tenure and comnany s t a b i l i t y ) .

)7 To have ho'islno f a c i l i t i e s .

IP To qet transoortatlon f a c i l i t i e s .

lo To net medical f a c i l i t i e s .

20 lifalth suitable for the job.

?T1 '''o llfre l««ve pnHclps.

?? To have opoortunities for recreations.

?3 Expprlencino no feeling on eastlwn on the lob,

J l PosslbflltT of mobility with reoard to work.

?B ''artldoatlon In decision makino processes.

We have already mentioned In chanter TT that thf» analyses werp

done hy T.R.M. 1130 coRfiutina system* the results are presented In the

Tables 1 to 7. The details reaardinq the coraputatlons cowld be found

In the Appendix (1 to TX).

<3.

CM

•r

LJ DC O.

t / )

i n

<_> o </) a.

(Ni

UJ O

< u.

3£;<.

< t / ) j >

t—

^ i J O

2 . j j

- V

•—> _)

cru i -

Lua. CE:C_) 0 ( _ ) ( _ j

^ u 1—1

) — < l _ j

• — *

G. i -

u o

u. u

u ^ UJ

e* OJ

> ^v

^

o r \ j o o o o o f \ j ^ i N * < ^ < N ^ o o o o - o t \ i i r \ m r n ' - < v o < r in f ) <-i u''--< u > i_> u^ tNJ >»• m tM/> i-H t j o <_> >r V an_> o (M-J-'-' r^ r\i <a->u tT" r-<_> CO rn vO in rt 1 o) o^ t j o in NT OJ (Ni rn CO 00 r-

-3-r'ir'^rfuMf<imfN-T'Mni'orvjr\jtTi(Mi<^VNj—tnic\KMr-4(M—<

in>TaDoor--âQsrcNJfM-r>ro>rooNj-^r^coinor \ jmt^^

f~-iNivj-U>rn(MCJ>(Mf-4--<cMCM<rc\i^r-mt\jN3-t\j'.n—trguucj

-T < u t i ro ri 1-T ri i (M vT' v m rt) OJ f\j c 1 f\j (N c\j (M c) (M CM fM <M fV

niuj<\i(' i(_(ÔCUf-<>wuir<jvrojr-(i)r-(w'u;'v—'•—fcwnir-

oDc\((_)OP>-vutM(M<\(ûajocMft>r-ir-»-«(Mtrcoinc>r-ONr ^ rn NT i-f 1'M ( > r<"i' 1 r fM tM r'•) "M n•> 1'n\j'-n r\i (M (M1-4 CNj r\l M,%

r - o i >r vt) r~-r~ (Nj i n uMn cr> CO CT'so o-JJ tri u"\ vo o ^^ f^ r* 1 «•» tn

•T<\ir(lf\jrgc\im(Nirri(Njriinir\<rf\cM(\i(\j{N, <i^(M£MrgtM(M

—iivr"iNru>-or-cot;>i_j.-i(Nj(MvrixivO!^tou»i_>—i(\jf<iv3-in r-4.-<>-(.-l,-lr-<.—(f-H,-<r-(CNJt\|(NjrsJtMrM

37

From Table 1 we fftd that the value of means of ??> factors

for all the cn oiips cluater generally around the rald-oointt i,e.» t »

thour^ some valaes for sone factors are located at the extreenes as

well. "Htls mav lead tw twitatlrely to conclude that the cri'ouos hardly

differ from each other. Bat this has to be statistically verlflpd

before drawlnf any inference. "%« qroup means conmared by Huncan's

Ranqe ''"est are reported In table 2 .

"Tie followinq abbreviations have been used:

W-E-n Means Wage Earner Doctors

WE A Means 'âoe Earner Advocates^

SD Means Salaried Doctors

S4 Weans Salaried Advocates

WEn(S) VMns S a t i s f i e d Waqe Earner Doctors

WED(D) Heans D i s s a t i s f i e d Waqe Earner Doctors

WEA(S) Heans S a t i s f i e d Waq© Earner ^dvorates

WEA(D) W(kans D i s s a t i s f i e d Wa<|e Earner Advocates

•5D(S) Means S a t i s f i e d Salaried Doctors

SD(n) Weans D i s s a t i s f i e d Salaried Doctors

SA(<!) «(>ans S a t i s f i e d Salaried Advocates

SA(D) Weans D i s s a t i s f i e d SaHrled Advocates

,/ Ace Xo. ' ./

// Jt:

// Xtv. PRNT TA8LE 2

pMCTOHi,

1

I

-

4

3

6

7

8

9

lu

li

12

li

14

15

16

17

18

uKOUPS

GK&UPS COMPAiKEC

WED-bC WtD-wcA wtL-SA

W L A - S C WtA-SA WEA-WEC

WD-WA wU-SA WU-SD

SA-SU SA-V«D SA-wA

SA-wCC SA-WcA SA-SU

SA-SU SA-WEC SA-!ftcA

SA-iwdA bA-WcC SA-SU

wtC-SA WtU-:iC WCC-»vtA

WJ;A-SC W-A-SA VvlA-VsEO

SD-SA SD-V»LA

SD-WbC

wZA-wEC WtA-SA W:A-SC

SC-w-C SD-SA S D - W L A

SU-SA SU-tÂ SD-V^L

SD-SA SU-WtfA SC-V»EC

SA-SD SA-WEA SA-WED

SD-^:A SD-SA SD-V»tC

WEA-SA WCA-SC WEA-ÊC

SA-SC SA-WtC ^'^-W£A

CCNPAfHEC BY DUNCI^N

DIFFERENCE HET'wcEN NEANS

0.26 A 0.093 0.058

0.4953 C.017 C.013

G.651 0.6340 0.615

I.060 C.834 0.232

0.6C7 C.446 C.383

1.635 C.558 0.464

C.928 0.6785

1.0C4 C.560 0.325

C.673 0.1786 0.040

0.594 G.094 C.080

0.678 0.339 0.158

0.621 0.470 C.2914

C.6805 0.476 C.301

1.154 C.4577 0.0559

0.823 C.428 C.241

C. 7 6 3 0.048 C.044

C.9286 C.605 0.312

C.413 0.321 0.125

RANGE TEST

VALUE OF RP

0.3628 0.323 0.444

0.666 0.916 0.644

0.676 0.946 0.679

0.902 0.894 0.791

0.972 0.876 0.870

0.915 0.907 0.802

U.909 0.942 0,872

0.876 0.634 0.556

0.532 0.542 0,694

0.738 0.479 0.519

0.563 0. 760 0.507

2.630 0.631 0.464

0.929 0.60^ 0.654

0.841 0.54/ 0.5926

0.835 0.772 C.785

0.547 0.787 0.57 3

0.859 0.584 0.584

0.749 0.742 0.65O

Rc(ÂRKS AT THE VALUE CF 5 LEV OF SIG

INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

INSIGNIFICANT

INSIGNIFICANT


SIGNIFICANTLY INSIGNIFICANT INSIGNIFICANT













SIGNIFICANTLY SIGNIFICANTLY INSIGNIFICANT


CIFF-.T

DIFFh T

CIFF-T

CIFF'NT

C I F F K T

CIFF T

CIFF T

CIFF"

CIFF' CIFFK

- p n " ^ V4EA-SC 2 . I P O n~«9 f l - • .^"^ ^^"rf^ Q*^?3 k i l l ^NIFICANTLY ClFFi

^-^-^l^ 0.071 0 689 {jiIGNrFlCANT „ - - - — - - : : - > _ _ ^SIGNIFICANT

^ SA-WtC 0.968 0.768 " ' "cTrT §J'^F.^ 0.1965 0.6930 f^f^MCANTLY TIFF

-ir-l-i-Vc '.-til.... Inmill'd'A

?l2:M ^ ^ iilPî^r-"-24 sA-w.c -"-el r ; - - i i^SifNiFicArr

^'^0^ 0.662 \ht]^^^^lC^H^

3P

Fren Tablej^we «*s<»rT« the foll*»fnn facts:

1. The salaried Advocates (SA) and SalaH«»d Doctors "SH) sfqnUlcantly

differ with each other with re«iard to "responslhility".

2 . Saljhried Mvocates (SA) and Salaried Doctors (SH) siqaificantly differ

wit»> each other with recprd to "earnings".

'^. Salaried Advocates (SA) and Wage Earner Adrocates (WEA) siqnifirnptly

differiîth each other with regard to "change of status through

ororaotion".

4 . Wage Earner Ooctors (WED) and Salaried Advocates (SA) sionifirantlv

differ with each other with retard to "ExB«*ri<»nce satisfvipo social

interactions with oie's subordinates".

5. Wage Earner Advocates (WA) and ^âlaried Doctors (^P) «innifirantlv differ with «ach othpr with regard to "obtain social status through fob".

6. Waao Eampr Advocates (WSA) and Wage Earner Doctors dif^'er sirmificantiv

with aach other with regard to "Experipnce satisfying social intpraction^

with one's co-workers".

7 . Salaried Doctors (SD) and ^âlarfed Advocates (* A) signifirantiv differ

with each other with regard to "Have good physical surrotindinas oft tê

Job".

P. "Salaried Doctors (SD) and Wage Earner Advocates IWA) significantly

differ w<th each other with regard to "Objective indications of secwr'ty"

*>. Wage Earner Advocates (WEA) significantly differ w'th Sai»ri<»d 4dvicat<»s

(SI) and *Jalaried Doctors (SD) with regard to "Have housing fsrfHtifas",

10. <âlaried rectors (SD) and Wage Earner Advocates (WEA) sirmificantly

differ with ©rch other with regard to "'5et raediral f ac i l i t i e s" .

11. '.''age Earner Advocates CVEA) and Salaried ftertors C n) signifirantly differ with each other with reoard to "Health suitable for lob".

i r * ' -^ r— * t/1 •>« * 00

' ~ * 1/5

*

*

*

*

*

*

* «

• l / ) 0 0 V

</0 » 00 * 00 * 00 *

* CO

< * o *

- ^ r f l m ' - f l

r i

o o o o O

o o o

r

*

*

*

*

*

*

*

*

HI

*

r i i *

rr\ 1)1 n * <i *

*

ft

«

*

* ox>

«

>n >» » I "I" *

" J * J •!<

ft

iX

1)<

*

ft OOO') ft

00 ft (// ft 0 0 ft I/) ft I/) *

ft ft ft ft ft ft ft ft ft ft ft ft ft ft ft

, - - ft O f t 0 . 0 . 0 . 0 . 1 X 0 . 0 . ft O f t ft

00 ft ft Tu ft ft

ft ft ft ft ft ft ft ft ft ft

—I ft ft ft ft ft ft ft ft

J ft ft J ft ft ^ ft ft

Ou ft ft

< : ft 'H ft f i

• ft c^ - J ft '^

• ft (T> 5. ft rn

• ft - t ft

ft ft

d ft QC ft (— ft ^ « m * O f t

ft Q i ft O J 1 ft, O

Q- ft 2:. ft (_) ft O ft

ft ft

— ft vL ft

S. ft ft

'M ft > ft O

ft O ft ">

i £ ft vO ft —I ft — ft

r-( ft —I ft

ft S . ft 03 ft OO •-1 ft ^

ft Ul ft 0 0

^ ft ^ ) uJ ft U l 1—1 ft I/) O') O ft n ft

ft ft

~a ft — ft

ft ' J ft

ft ft 0 . 0 . ftO. ft Q.

vo ft a . ft O.

-^ ft U.

':5 :i r j o o

0')

00

UJ _ ) CD

3L

< CD C_J j a : 1 o. !

J3

U wj

00 J

<J 0 i . - U

c?

a.

u

00

00

-o

^

u - \ o o m O o m o i r i U ' ^ O t r \ O i r M f ' > ^ u > O O O U M n u \ r j f

vrrorornc\J(NJmc\j-4-c\jrn"lf\jrf">f-i'-<r<i(Mr\('Tinv'<ir-i(\4—4

CO o c\j vO cr o CM7* r^ in in m <f 00 r-i-^ ir\ vj-o) tv t\j ^ c <r f^

NI-'•^m^•f^c\i^^(^J^•J•c\l^ i fi"!'M CM-n ro ' > r\i f\, ^ rv r\i ^-i CNJ —i

o o o o o o o o o o o OOO-• ) _ji_j J :> ^ i - J o o o o c _ > o o o c : > o c j o o o o o o c j o o o o o o o

ifKMinin—<cMvrf\j'- <tnLnr-((Mi>jf i—i M<r-r t r f

r-•>3-o>oÔ'-'ooJ<rr<^r<^.-|^ncD•-rôû^-0'—ifwc['r\j<r--'

<r ^^^^ (\nsrvj-c\jsr(Mrn-novj.-ico(MCMr\i —<^-|-\ l N. \

" : s O O J " . * 0 3 0 0 0 - i ' l D O O - i ,~> -^ -" O O O O O O O O O O O O O O O C J O O O O i - J O O C c

O O I J H _ J O i n i r i o o i n o o o t n o i n o a > i-n^ j_>tf

m r n N j - m ^J^NCNJ •<'1'-'I—< <" I '<T\ I >r -'»'^J ^ l -^J— I \J O \ i N

NTf oc \ i i jn^vco^- i>or 's r ->r r "ocrc crc\.c.r- u cNj'r^j; is —lmoÔ(Môc^^nc^D'-^^- 3r-in-4-in"NJ<t-r-r • N ' \ I ^ r -U-Ti.JCPC^ 4i NjAifNIf-O/Or-- <i Njr-- gi\j - r - i \, i- i.

(i "11-< >}-CO in fNj to 00 r~ o vT <» r\i r^ cj'-100 ui r-( f\j in in—< f oo|v-.-^r-lfîco4•'D^^JU•ô•-•'^J j - i o ^ ^ r ^ ' M r T - j - OTjr-- /

Of^ f - i £! o CO CT* 1 j j " j r^ ru^co-j-i -i 1,1-4- < j ^ ~ f~-0 o ( ^ t' <'!•-< 't j o^ icr) )- o i-~--i-I n r I

Nrfnr ' ICMCMtMrfUMCfirMmf' l tNJClCMCMiMrsjTKMfNJCNj 'M'V \

1. »< 1-~* t l ' 1 ( 1 -^r—I ^ " ^ ^ \ J I ^ J

30

12. S a i a H ^ 4dveeate$ (SA) aiid Wiae Earner Doctor* (WED) sfon^f^cantly differ

with •teh other with reoard to "Like leave fjoHcies".

13. Wtcfe Rfrner Advocates (WEA) and Wage Earner Dectors (WED) sloniffrantiy

dif fer jwlth each ether with regard to "Have opportunities for recreat'ons".

14. Wa<ie Earner Hoetors (WED) and Wane Earner Advocates (WEA) sirmlflcantly

di f fer 'wi th each other with r e ^ r d to "Experienelnq no feelinqs of

castlsif on the Joh**.

15. Salaried Advocates (SA) and âcie Earner Doctors slqniflcantly di f fer

with eich other with reqard to "Possihilltv of mobility with reqard to

wo^-k".,

16. Ilaqe Earner Doctors (WED) and Waqe Earner Advocates (WM) slqniflcantly

d i f fer with each other with reqard to "Particination in decision nakinq

procesfes".

' Tt is anmly clear frow the stat is t ica l analyses that there are

Inter-jqroup as well as intra-qroup differences.

I Tn Table 3 is reported the wean values of satisfied and dls-}

satisf ied salaried and waqe earner Doctors and Advocates. J I

i

TAtiLE t

bkOLFS CGI^'PAtREC BY OUNCJ|N RANGE TEST S A T I S F i : C - C I S S A T I b F I E D SALARIED AND WAGt EARNER DOCTORS AND ACVCCATES

F\CTO.'iS GKOLPS CG^PAI'<tC DIFhERENCE BETt^tEN NEANS

VALUE UF RP REMARKS AT Thi . MM CF 5 LEV OF SIG

rt£:u(U)-VyEA(D) w r U I D - b L ( S ) WIUCD)- SA{S) wbU(C ) -Afc /d S) WtuMD-VsLUtS) y v I D i O - SD(C) V ^ : C { L ) - SA{C)

,265 .231 ,223 ,191 ,186 ,143 ,CCO

14 04 09

J.99 U.98 1.04 1.51

INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

w - A ( U ) -w r A ( U ) • A _ A ( C )• U c A ( U ) -w E A ( D )• V . c A ( D ) -W E A i O j -

S b ( D ) S A ( D >

V . t U ( C ) • I V L A • SO •KEC •..JSA{

(S) ( S ) I S )

)

,036 ,175 ,750 727

,684 ,427

0.3.0.6.

,76 ,57 ,62 ,25 ,28

1.24 U 4 2

SIGNIFICANTLY INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

Clf F

SA 54 SA SA SA SA SA

(0)-iL> iO-(D)-(U)-(D)-(O-

• SU(C)

SA(S) SO{S)

WtA(U) WEC(S) •WLO(C)

1 .658 1 . 7 2 5 1 .667 1 . 3 8 5 1 .250 l.CCO :'.5cu

3.61 3.37 3.47 i.29 3.35 3.11 3.54


S A {C)- S u ( S ) 2.231 3.30 INSIGNIFICANT

J

c

7

8

9

1J

11

12

SA (C)-WEU{D) SA <C)- S(J(C) SA (U)- SA(S) SA (b)-A_A(S) SA ( C ) - W L A ( C )

SA (S)- S A { D ) SA (S)-VNLU(C) SA (i)- Sb(C) SA (:>)-WLA(C) SA (S)- Sb(S) SA (bl-^clHS) SA (S)-VNtA{S)

SA (S)- SA(C) SA (S)- S(J(S) SA (S)-ystD(S) SA IS)-'rtEA(C) SA (S)- SDID) SA {S)-WcD{S) SA ( S )-V*:rA ( S )

SI) (C)-V,tD(D) SU (D)-ticA(S) SU (C)-V«EA(D) SD (O- SD(S) SU (C)-ysEL(S) SC (C)- SA(S) SD (D)- SA(D)

!ft C(S )- SAID) /,cU(S)- SA(S) VyLL(S)- SlJiS) wcC(S)-wEA(D) W L D ( S ) - SiJ(U) W:D(S)-VsfcA(S) rt£C(S)-WED(0)

W L A I D ) - SA(U) wrA{D)-^hD(C) htA[b)- SLiC) W€A(U)- Sb(S) WEA{L)-WtC(S) 'ArA(b)-V^tA(S) y^tAd;)- SA(S)

wtA(D)- SA(C) VvLA(D)-VvED(D) rtEA(D)- SA(S1 t<fA(U)- SD(D) VVLA{D)-V«£A(S) W£A(C)-WED(S) WcA(D)- SD(S)

SA {C)-WED(S) SA (L)- S(J(D) SA {C)-yvEL(C) S A ( u ) - S A ( S ) SA (C)-l(>cA(D) SA (U)-t\EA(S) S A ( C ) - S i; ( S )

SA (U)-V>£U(U) SA ( C ) - W L A ( S ) S A ( D ) - S A { S ) S A { D ) - S U ( C ) SA (D)-lfttA(S) SA ( D )- SUiS) SA (C)-WbA(C)

2.ceo 1.858 1.334 1.310 1.125

2.666 1.666 1.381 0.916 0.782 C.741 0.690

2.111 1.727 1.611 1.361 1.254 C.445 3.2C7

1.923 1.5CU 1.3C3 1.236 1.132 0.428 C.428

1.259 1.037 C.721 G.5C9 0.4C2 0.283 0.259

5.625 1.625 1.3^0 0.741 0.329 C.316 c . ie i 1.857 1.375 C.542 C.3C4 0.280 0.172 0.068

2.186 2.0C0 2.000 1.670 1.5C0 1.429 1.424

2.0C0 1.926 1.926 1.858 1.691 1.154 1.125

3.87 3.31 3.19 2.96 2.95

2.37 2.47 1.57 1.48 1.15 1.11 1.00

3.40 2.23 2.45 1.49 1.52 1.12 1.01

2.57 2.29 1.62 1.30 1.27 3.10 1.38

3.17 1.18 0.83 1.20 1.23 0.69 1.95

2.76 2.03 1.3A 1.00 0.9 8 0.90 1.08

2.69 1.98 1.20 1.25 0.91 0.92 0.88

2.95 3.06 3.46 2.92 2.87 2.65 2.53

3.38 2.77 2.77 2.82 2.61 2.54 2.51

INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

SIGNIFICANTLY CIFF-INSIGNIFICANT INSIGNIFICAMT INSIGNIFICANT INSIGMFICA-viT INSIGNIFICANT INSIGNIFICA ,iT

INSIGNIFICANT INSIGNIFICA.^T INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

INSIGNIFICA.MT INSIGNIFICANT INSIGNIFICAin INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICA.MT

SIGNIFICANTLY DIFF INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT




T

T

5D (ul-WcUtC) SU {L)-Vst:A{C) SU (L)-WhA(S) SO { O - SA(S) SO ( O - SC{S) Sb {u)-WEC(S)

2P^ .285 ,881 .730 593

C.582

1.65 2.53 1.26 1.52 1.24 1.17


1^ WtD(O)- SA(S) rtTbCD)- SA(C) VirD(D)-iÊA(S) WI-CIO)-VÊO(S) v,EC(D)- Su(S) WEC(0)-i^fcA{C) iÊO(U)- SDIC)

2. 2. 1, 1. 1. 0. 1.

612 SCO 691 130 116 625 072

2.28 3.53 2.06 2.04 2.00 2.08 2.01

SIGNIFICANTLY INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

CIFF-T

SA SA

SA SA

(S)-iNbA(C) (S)- SAID) (i)- SD(S) (S)- SUiC) (S)-V>fcCic

3.569 1.444 C.906 0.873 ,444 .325

1.38 2.97 1.07 1.37 2.08 0.94

SIGNIFICANTLY INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

fJiFF' T

16

17

Ifc

19

/ J

21

22

11

24

25

Sb {&)-WfcA{D) SD (u)-WtA(S) Sb (i;)-WEO{C) Sb ( O - SA(S) Sb (b)- Sb(S) SD (b)-wtO(S) S3 ( O - S A ( C )

rtrDlb)- SAID) wtO(D)- SA{S)

1.250 C.881 C.5C0 0.334 0.462 0.960 COCO

3.ceo 1.334

WEDID-}-- Sb(C) • - • - ^.286 WCD(O)- SD(S) rtfcC(C)-WLA(S) W:-U{D)-l*sCA(D) rt£C(C)-WcA(S)

SA (b)- Sb(SI SA {C)-Wkb{S) SA (t)- bulC) S^ {b)-V<EA(D} SA {b)-i»£A(S) SA (i>)-WEb(D) SA (b)- SA{S)

SA (b)-V»t:A(C) SA ( O - SC(b)

SA (C)-W£b(S) SA (C)-ktA(S) SA (u)- S A ( S ) SA t o - Sb(S) SA (C)-wtb(b)

SA {b)-Vvtb(C) SA (b)-wEb(S) SA (b)- SA(S) SA (b)-ihcA(b) SA (C)-WEA(S) SA (D)- SD(S) SA (b )- Sb{C)

SA {b)-tvED(D) SA (u)-WLb(S) SA (0)- SA(S) SA (b)-V>LAtS) SA ( O - SOtS) SA { O - Sb(D) SA (D)-ks£A(D)

SA { O - SA(S) SA {C)-VvED(b) SA (C)WED(S) SA (U)- Sb(S) SA {D)->»£A(S> SA ( O - SbtD) SA (C)-ÊA(C)

^LD(D)-lfttA{C) 4NED(0)-k£A(S) W-0{0)- S A ( S ) WEU{D>- SC(S) WEblD)-WEO(S) WEOrO)- SDCO) HED{D)- SA(D)

SA (U)-VsLC(SI SA {b)-i\EA(D) SA lb)- SA(S) SA (b)-WEA(S) SA (b)-ftEb(C) SA (bJ- SCCS) SA ( O - Sb(C)

SA {b)-!«vtA{D) SA (C)-INEA(S) SA (b)-WtO(C) SA ( D - SA(S) s (o- Sbts) SA (C)-ÊU(S) SA t o SU{b)

1.270 1.260 C.625 0.5C0

C.847 ..773 C.715 O.750 L.324 O.SCO C.223

1.750 1.445 1.260 1.143 1.000 c.85a 0.693

i.5C0 1.223 C.8 89 C.750 C.715 C.693 u . 286

2.500 2.445 2.112 1.786 1.577 1.572 1.875

2.112 2.0C0 1.780 1.539 1.310 1.143 0.375

3.125 3.096 2.778 2.5G0 2.371 2.143 1.000

1.112 0.750 0.5 56 C.524 O.SCO 0.424 0.286

1.5C0 1.239 l.OCO 0.889 0.577 C.445 C.429

1.47 1.15 2.23 1.37 1.13 1.09 2.61

3.74 2.36 2.39 2.14 2.09 2.16 2.89

2.67 2.64 2.73 2.66 2.48 2.90 2.37

2.68 2.67 2.51 2.45 2.49 2.33 2.66

^.16 2.59 2.65 2.61 ^.44 2.37 2.36

3.10 2.54 2.60 2.45 2.41 2.45 2.30

3.10 3.56 2.92 2.87 2.78 2.84 2.67

2.36 2.13 ^.28 2.10 2.05 2.16 3.14

2.51 2.58 2.53 2.38 2.82 2.27 2.27

2.73 2.57 ^,08 2.60 2.45 2.37 2.36




INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICA^JT INSIGNIFICANT INSIGNIFICANT

I N S I G N I F I C A M T INSIGNIFICANT INSIGNIFICANT INSIGMFICA.^T INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

INSIGNIFICA'MT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT


SIGNIFICANTLY fIFF SIGNIFICANTLY CIFF SIGNIFICANTLY CIFF SIGNIFICANTLY CIFF SIGNIFICANTLY TIFF INSIGNIFICANT INSIGNIFICANT



40

Tn table 4» »e have oresenfed tlie coaparisons of P ^ronns and

the following eeneTasfons aeerae:

, 4 , , QLssjtfaffed waoe earner advocates 'WEAfD)' and dissatisf ied

talaried_doctors 'SDCO)' slqalflrantly differ with ench other w1t*>

regard to "Re slaqiled oat for praise".

2 . Satisfied salaried Advocates 'SA(S)' and dissatisf ied salaried

Advocates 'SACn)' slcpilfleantlv differ with each other with rerrard to

"Channe status throucfr promotion".

^. Dissatisfied wane earner advocates 'WEAfD)' and dissatisf ied

salaried advocates 'SA(n)' slqnlffrantlv differ with each other wHh

reoard to "Obtain social status throu<ih Job".

i. Dissatisfied wane earner doctors *WED(0)' and satisf ied salaried

advocates 'SACS)' slqnlfleantlv differ with each other with renard to

"Have ftood physical sjirromidlnffs on the ft*".

!>. Satisfied salaried advocates 'SACS)* and dissatisf ied wane earner

advocates 'WEA(D)' slcmiflcantlv differ with each other with reaard to

"Have one's personal l i f e affected for qood by accurrence on the lob".

6. Dissatisfied âqe earner doctors 'WED(O)' slqnlfleantlv differ !

with reoard to "Experlenelnq no feellnqs of cast Ism on the lob" w*th the

followlno: (a) Dissatisfied waoe earner advocates 'WEA(n)', (b) Satisfied

waqe earner advocates' 'WEA(S)', (c) Satisfied salaried advocates 'SACS)',

(d) Satisfied salaried doctors 'SD(S)' and (e) sat isf ied wage earner

doctors 'WEDCS)'.

The differences between and within the oroaps artt not as pronounced 1

as formerlv i t was. '

* ( / I

. * 0 0

* 0 0

!*! OO

, s j r ^ j 0 0 0 0

! * *

*

*

*

*

0 0

: : : ^

*

* r

on

o

«

* IX >(•

* in

# * o * ? -ft

* * *

* ft

ft

ft

ft ' -

ft

ft

ft ft

» ft

* ft

ft

4

ft ^/5

ft 0 0

ft t / 1

ft ^

ft ^y)

ft U )

ft 0 0

ft

* ( ^ ft

1/5 ft

^ ft

t / ^ ft

OO ft

0 ft

ft

ft

ft

ft

ft

ft

ft

* ft

ft

ft

ft

ft

ft

ft

ft

ft

ft

ft ft

ft

ft

ft

ft

ft

ft

r ^ *

f i ft

<M ft

"-) ft r^ ft

I ft

a

ft

ft

* ft

ft

ft

ft

ft

ft

Z- ft O ft

o * O f t

r ft

-i ft

O - ^ O ft

ft

ft

ft

ft

ft

ft

ft r i

ft ft -O

•- - > r ft ^

" * D

' J ft o o

J ft Q .

T ft

^ ft

O i ^ C ' ft

ft

ft

ft

ft

ft

ft

ft

ft

ft

0 1 ^ ft

0 0 'yO ft

U J t / ) ft

v/ - OO ft

I/) / ) ft v") 1.0 ft

<y ( / ) ft

ft

ft

ft

ft

* ft ft

ft «

a- * Qu ft

CL ft

' 1 ft O . ft

* C L Q . a . Q . C X Q - Q - «

ft ft

ft ft

ft ft

ft ft

ft ft

ff ft

ft *

ft *

* ft H -

ft «

ft ft "Q a ;

ft ft U O

ft ft - > X

ft ft ft ft " v V , ft * - v V ,

« ft

ft ft

* ft

ft

*a. « CL

ft a .

• fto.

o

O U

0 0

L L J i

o o > - I_)

L U i . o IJJ

X

0 0

< 0 0

I OO

OO

oooooooooooo oooooooooooo oooooooooooo ir> t n i n in m (M ro ro >*• (M <N r^

rtTTÔrnO<)OrnOnOro

m i<i 00310 ~r)—n^xiroof-i 00(^0 orgr- iNjTf ir^mom

oooooooooooo oooooooooooo O O ^ O O O O O O i J O O

0 0 0 0 0 0 0 0 0 f ~ ' 0 0

0 0 ~ ' ~ C ' ~ 0 0 0 0 0 0 o~' < '—'Dor)'~cc oooooooooooo

o o o r o o o o o o o o o o L H o o j'Mi^ J in 0-.J

o r j e o o o o o t j o c c o o o o o i n o o o i A L n t o

0 0 " ^ 0 0 0 0 0 ^ >-^ >

D O O O O O O O O J O v >

^ O O O O O O ' O T J O 3

N J - r r i < O I M o g i -n fNJ " ^ v j - C M r n r f )

— * i N i \-Ti(\-OI~ acT' i ^ i \ |

ooooooooeoooo ooooooooooooo O O O O O C O C C - Q O O O

o c ^ o o f ^ o o - n o ^ j o JAJ ocoLf\irico.-4'-<roi/>f-<ooo in o og-M m-J-a» cc (M o o in sO

r\j'vir.i(\ir<ic\|rvji-<"','-s,r\j^'vj^

OOOI_JOC> o o ^ n o r •> o o o o o o o o o o o o o

• > O O O O O l _ j r J J O O - / - J

C f ~ 0 0 0 0 0 ~ ' C O O O

o o o c o ~"eoc c o '^ ' O O O O O C O C X J O O O ^

' N J v t r g ' < - J - < n i-<" " ^ j —< f M •- \ .

o o o o o o o o o o o o ^ OJAomo'Aoin iAoo n j

o o o o o o c o o o o o c OOOLfMAOoinOino J~ rgmr<~r-im!M(Nj(\jc\i^(\jr-if\.

0 0 oooc, : i i :3oooo ^ i

^ v J - s ' l r — t r - N j - <"! I—t r ^ r \ | < j - j j j -

41

Tt was eoRtfdere^ that by eentrollfnq such variable*: as acfe»

exi»erf«iee and earnltqs with satisfaction and dissatisfaction dtfferf>nc<»s i • 4

in naan values of jo^ Motivation factors of various gronos and could be

observed. For these;analyses we found out the averacies of ane*

experience and eamiags (see Table I9 in TT Chapter) and selected only

those individuals who were above avera<|e on the above-nentioned

variables. Such individuals were then classified as satisfied and

dissatisfied sceordifq to their scores. On S-D eiaployees inventory and i

the average ratinq afsicfned to eacl factor hy thp various crronns.

Tn Tsble 5» ihe nunc«n's Ranqe Test applied to such qroups is

noted.

TABLE t

G'ÔUPS CG-'^PAfRED BY DUNCi|N RANGE TEST SATISFIrL-CISSATISFIED SALARIED ANC WAGE EARNER OOCTCRS

UNDER CCNTROLLED VARIABLES ANC ACVCCATr

F M C T U R S G K C U P S C U K P A I P E C DIFFERENCE BETWEEN PEANS

VALUE OF RP REMARKS AI TH- yA CF 5 LEV l)F bl ,

W - E A ( U ) -»N ^ A { U ) • U : A { U ) • A : A ( 0 ) • W . A ( D ) -»N * A ( i J ) •

S D ( C • W L b ( S • S A { C • W r A ( S • S A C S • W E L I D )

,000 ,5C0 .445 .167 .oco .ceo

2 . 1 5 2 . 1 3 2 . 2 ,

09 04

1.99 1.89

I N S I G N I F I C A N T I N S I G N I F I C A N T I N S I G N I F I C A N T I N S I G N I F I C A N T I N S I G N I F I C A N T I N S I G N I F I C A N T

Vv_A(D )• y _ At C )-W E A ( U ) • H-ÂIU)' WEA(D) WEA(D)

• SD -lrttA{ •Wtb( - SD( •WEU( - SA(

(C) OCO 667 OCO 778

C.5C3 O.CCO

72 ,68 ,60 ,50 ,38 ,17

INSIGNIFICANT I MSIGNIFICAI4T INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

WirA(D)- SD{D) v>i,A(0)-VHEA{S) W.-A(U)-VvhU{S) v^-A(O)- SU(S) W::A< G)-VNtC(D) rt.A(U)- SA(S)

,oco ,oco .5C0 ,445 ,5C0 ,CCO

4.50 4.46 4.38 4.29 4.18 3.97

INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICA,^T

'AÂ(U)- S 0 ( C ) 4.OCO 4.01 INSIGNIFICANT

D

6

7

8

9

I'J

11

12

WEA(C)-WED(C) W = A(D)-1NEA(S ) wt:A(C)-WEi;(S) WCA(O)- SA(S)

SA (b )- SU(C) SA (S)-lftLD{C) SA (S)-WcA(S) SA (S)-WEU(S) SA (S)- SC(S) 3M (i>)-V>cC(C)

V,.A{S)-VvcA(G) UcA(S)-WtD(C) WEA(S)- SU(S) ^vEA{S)-Vv£U(S) k«cA{S )- SU(D) Vv-A(S)- SACS)

SA {S)-WuA(S) SA (S)-WtLMU) SA (S )- SU(S) SA (S)-^»EA(D) SA (S)-WEU(S) S A ( S ) - S L ( C )

AuL(S)- SL(C) WEU(S)- SA(S) W.CCS ) - SC<S) Wi;U(S)-^*EL(D) vs.C(S)-hEA(D) u^HS)-WtA(S)

V«:L(S)- Sb(c) WLU(Sl-WEb(C) W£L(S)-kvEA(S) WEU(S)-VvtA(U) ..EU(S)- SA(S) 'rtbG(S)- SDCS)

SA (S)-«Lb(C) SA (S)- Sb(C) SA (S)-i«EA(C) SA ( S ) - W L A ( S ) SA (S)- Sb(S) SA (S)-VvEL(S)

rtLA(S)- SA(S) W L A ( S ) - S C ( D ) n : A ( i ) - W L A { 0 ) 'rtrAlS)-Wcb{D) W,A(S)- Sb(S) «cA(S)-VvLU(S)

SO <D)-l«ED(S) SD (D)-WED(D) SD ID)- SA(S) SO (O-WEAJD) SU (L)- SC(S) SC (lJ)-v.cA{S)

2.ceo C.917 C.5C0 coco 3.OCO 2.OCO 1.750 1.5C0 1.445 l.CCO

2.166 1.666 0.611 G.416 C.166 C.lfc6

2.584 2.5C0 2.223 2.OCO 1.5C0 l.CCO

2.SCO 1.5C0 0.612 0.555 0.5 55 C.222

3. SCO 2.5C0 0.750 c.sro C.5C0 0.278

1.5C0 1.000 l.OCO 0.667 0.556 U.250

3 . C C 0 2.0Q0 2.OCO l.OCO 1.000 ^.750

2.250 2.OCO 2.000 2.OCO 1.667 1.667

3.90 3.81 3.72 3.53

4.16 4.12 4.04 3.96 5.85 3.67

3.U5 3.02 2.96 2.90 2.83 2.69

J.44 3.41 J.34 J.27 5.19 3.03

3.25 J.22 3.16 3.10 3.02 2.87

Z.89 2.87 2.81 2.75 2.68 '.55

2,Z2 2.20 2.16 2.12 2.06 1.96

2.76 2.74 2.69 2.63 2.56 2.44

2.59 2.56 2.52 2.46 2.40 2.28

INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

INSIGNIFlCANiT INSIGNIFICANT INSIGNIFICANT iNSIGNIFICAi^gT INSIGNIFICANT INSIGNIFICANT


INSIGNIFICANT INSlGNlFICAviT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

SIGNIFICANTLY CIFF INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT


SIGNIFICANTLY TIFr INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT


, IV \ U )

5U (D- SA(S) SC (C)-KcA(D) SD (O-lfscAtS) SO (iJ)-kEU{S) SC (u)- SG(S)

14 n;A(L)-i*EA(S) W-_A(D)- SU(S) W:A{D)-VVEC(S) AiACO)- SDIC) wZAlu)- SA{S) ^:A(b)-WLU(D)

3.UCv) 3.GC0 2.5CU 2.SCO 2.334

1 .917 1 .556 1.5C0 1 .000 l.OCO 0 . 5 C 0

-J. <j t

3.59 i.52 3.45 3.36 ^.19

J .11 .09 .03

2.96 2.89 2.75

INSIGNIFICAfsT I N S I G M F I C A W T INSIGNIFICANT INSIGMIFICAIMT INSIGNIFICANT

I'^SIGNIFICAMT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT

15 ÊOiS)- S D ( D ) V t E C t S ) - S A ( S > •«LC(S ) - W E A { 0 ) w i - c { S ) - s i ; ( S ) »^cU(S) -Vv t : l J {C) w r D ( S ) - V \ c A ( S )

2 . 5 0 0 i . 5 C 0 1.5C0 0 . 1 6 7 0.5CO 0.250

Z. 2 2 2 2

83 6C 75 69 62

2.50

INSIGNIFICANT /KSIGNIFICANT /NSIGNIFICANT /NSIGNIFICANT /NSIGMIFICANT /NSIGNIFICANT

16 SD (U)- SA{S) SD (C)-VyEA(D) SU (U)-ifttU(S) SD {U)-kEA(S) SD (b)-V*cD{D) SD {i.)- SUtS)

4.0CO 4.0C0 3.250 2.750 2. SCO 1.8B9

3, 3. 3. 3.

43 40 34 27 18 03

SIGNIFICANTLY SIGNIFICANTLY INSIGNIFICANT INSIGNIFICAMT INSIGNIFICANT INSIGNIFICAMT

C I f F -CITF

17 SD (U)- SA{S) SD (D- SD(S) SD (D)-VvtA(C)

4.ceo 2,223 2.ceo

4.23 ^.14 4.12


tH-SIGNIFICANT INSIGNIFICANT

lb

19

20

21

2 ^

2 3

24

SA SA SA SA SA SA

SL LL Su SD SD SD

SD SD SD SD SD SD

(S)-VÊA(C) {S)-VvEA(S> (S)- SL(S) {S)-WED{D) {S)-^stU{S) (S)- SD(C)

(L)-VSLA(D) (D)-ÊD(S) (C)-ÊA(S) (L)- SA(S) (D)- Su(S) ID)-V,EL(C)

{D)-VstC(S) (D)-WED(D) (D)- SA(S) (D)- SD(S) (D)-WEA{S) (D)-ÊA!D)

WfcD(D)-V.bU(D) IfthblQ )- SG(D) ft C^

WE j(D)- SACS) j{D)-V*tA(SJ

•i^tLiO-WtDIS) WED(U)- SD(S)

WEA(D)- SA(S) inlEA(O)- k t C { S ) wc a{C)-wED{D) kEA(D)-lsEAf S) rt '" 1 ih L J

WEI

M D ) - sue) M D ) - SD(S)

J{D)-WcA<D) WhL(D)-WtA(Sl rtE C{C)-V*LD(S) kEO(D)- SL(SI 'rt£ D(D)- SC(C) WEDJD)- SA{S)

SA SA SA SA SA SA

(S)-WcD{S) (S)-W!_D(D) lS>-VvEAlS) (S)- SD(S) {S)- Sij{D) (S)-\«fcA(D)

s.oco 1.584 1.556 1.5C0 1.5C0 1.000

4.ceo 2.5CO 2.084 2.000 1.667 l.QTO

1.750 i.5C0 l.OCO C.889 0.167 C.CCO

2.5C0 2.0C0 2.0CO 1.750 1.5C0 1.223

3.0C0 2.250 2.0C0 1.084 l.OCO C.778

4.0 CO -J.OCO 3.CC0 2.556 2.CC0 2.UC0

2.500 1.500 1.5C0 1.112 l.CCO 0.000

3.45 3.42 3.35 3.28 3.20 J.04

3.07 3.04 2.99 2.92 2.85 2,71

2.69 2.66 2.61 2.56 2.49 2.37

2.73 2.71 2.66 2.60 2.53 2.41

3.58 3.55 3.48 3.41 3.32 3.16

3.31 3.28 3.22 3.15 3.07 2.92

ji.07 3.04 3.92 2.92 2.85 2.71


SIGNIFICANTLY CIFF-INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT IIMSIGNIFICANT



INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT SIGNIFICANTLY CIFF-INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT INSIGNIFICANT


T

•T

42

Ta Table 6t statfstfea) differences between the qroims are q^ven,

The results renorted In Table 6 cduld be swmnerlzed as follows:

1. Satisfied wage earner doctors 'WEOCSJ' and dissatisfied salaried

doetOTS *sn(l»' sicmlfleantly differ with each other wUb renard te

"Obtain social status throat^ j^b".

?. Satisfied waqe e ^mer advocates 'WEA(S)' and satisfied salaried

advocates 'SACS)' slqnlfleantly differ with each othf>r with reoard to ___ • * . i f c . . . , * - - . • - - . - . — — ..-*. - * - — , , — t . — — — .. ... . • - • —

"Experience satlsfyini social Interactions with one's coworker".

3. nissat1sf1«»d salaried doctors 'Sn(D)' s1<|n1f1cantly differ with

satisfied salaried advocates 'SA(S)* and dissatisfied waqe earner

advocates 'WEA(D)' with reqard to "Objective indications of secaritv".

4. Dissatisfied salaried doctors **?n(D)* and satisfied waqe earner

doctors 'WEO(S)' slqnlficantly differ with each other wUh reqj»rd to

"Get medlral facil it ies".

P. nissatisfled waqe earner doctors 'WRHd))' and dissatisfied waqe

e?»mer advocates 'WEA(D)' siqniflcantly differ with eanh other with

reoards to "Exp eri en cinq no feellr^qs of ca«t1s« on the 1i*"»

TABLE 7

K-*; Analyses of Salarifd f- W«qe Ea fliers

RH3IARKS S i N o , F a c t o r s K-S Values At f^ l e v e l of s t g -

atf^cancp

1. To complete a lob successfully

2 . To he slufilert out for nralse

3 . To Hke the actual tasks Inrolved In oettfnq the toh done.

4 . To oain responsibility for own or otfier's work tn a fob

5. To chantie status through promotfon.

6. To he banpv with one's eamlnqs

7. Cfianne tn a loh which could lead to further fjrowth,

P. Experience satlsfylno social interactions with one's subordinates

*>. To obtain social status through lob

10. Experience satisfv'no social interactions with one's boss

11. Experience satisfyino social interactions with one's co-workers

12. To have competent supervisor

13. To he in a eonpany with good policies and administrative procedures.

14. To have qood physical sufreundinqs on the fob.

15. T© have one's personal l i f e affected for oood by occurrence on the j ^ .

16. Objective indications of security (such as 1<*» tenure and company s t a b i l i t y ) .

0.206

2.1fi3

4.?o6

0.fi26

l.fl60

P.6P1

5.16P

4.S64

4.206

1.P60

0.P26

1.563

l.B«0

0,323

1.292

3.307

Tnsiqnifleant

Tnsionificant

Tnsifjnif'psnt

Tnsiqnif leant

Tnsirnjifirsnt

Significant

Tnsiqnifleant

Tnsifpiif leant

Tnsignifieant

Tnsiqn i f leant

Tnsitfnif leant

Tnsitpiificant

Insignificant

Tnsion Ifleant

Tnsignifiennt

Tnsifmif leant

(Contd.)

Table - 7 (Tontd.)

n . Hotislnri f«R?Ht1e$

IP. To f»«t transnortatfon f a c u l t i e s

1<». To fjet «prf1<ra1 f a c ^ H t t e s

2 0 . Hpatt»> stHtahTe for job

2 1 . Tn HVe leave ooHcles

22. To bare onnortiinities for recreations

Rxoeriendno no feelfna of eastism 7^

24 Po«rs*bf}ftf of BOhfHtf irfth retard to worV

25. P8rt*c*i>8t'0B In cfeclsfon makfncf processes.

7.675

i.pev-

2.1P3

2.IBP

4.B64

0.116

10.P65

7.2F;3

SionKlcant

Tnsi«iii*ficant.

Tnsfqnf f fiant

TasignKicaat

Tnsfffwlf icant

Tnsfqwifleant

Sfnnfflcant

SifmlfUant

Siqnificant

Chafiter TV

The pumote of the oreswjt chanter l» t o systematical Iv arrange

the results of s ta t i s t i ca l analyses and to put the s l ^ i f t c a a t findlnas

to nrooer perspectlye. A few Inportant findings enerqe from the nerusal

of table 2f Chapter TTT. First of a l l we note that there Is no

difference between the job motivations of salaried and waqe narner

doctors. As regards the salaried and wage earner advocates) they differ

only on two aspects^ namely 'Advancement' and 'Houslnrr f a c i l i t i e s ' .

The former Is a motivator whereas the latter Is a hyalene factor.

Salaried advocates and doctors differ with each other In matters

of 'Responsibility' (motlvator)t 'Kamlngs' (hygiene)* and 'Physical

siirroundlnts of the fob (hygiene). Wage earner advocates and doctors

have similar iob motivations. Wage earner advocates and salaried doctors

show differences on such factors as "Interaction with co-workers'*

'Opportunity for recreations'* 'Feelings of eastism on the fob'* and

•Partidnatlon In decision making processes'. Only the last factor Is

a motivator and the f irst three are hygiene factors.

We are reminded of snggettlons from several researchers (f^reen

and Hulin, 1«6P; Graw, 1*>6P; Ew««» 1064; Halpem* 1066) that an

indeoendent measure of job satisfaction nust be taken Into aeeotint before

any fruitful conclusion could be drawn about job motivation. Analyses of

43

44

Job aotfvttfon ba*«d M {»dc|>eB(l«it mettur* of sttfffsetfon dia«nslon wax

r«p«rted in Tible 4 (Chapter TTT). U ft obtarrad that satisfied salaried

sad w•^9 eiraer adraeatat da aet differ in tbelr J ^ •etlvatlans. Iâ

taae is trae af daetars.

Oissatfsfied salaried aad watre aamer advaeatas differ fa tkeir

jab wativatiens with re iard ta ' t tatas' . Dissatisfied wage earner aad

salaried doctors hare slMlIar Jab aotlvations. Satisfied and dissatisfied

salaried advocates differ as far as 'advaneoMent* and 'aeearrenees on

j ^ ' (Feeter 15) are eonremed. Satisfied and dissatisfied wage earner

advoeates hare slailar notlTatlonal eoaflgarations.

Satisfied aad dissatisfied salaried daetars do not show dis-

sittilarity in their Jab MOtiratiaas. Satisfied and dissatisfied wat«

earner daetors vary on 'feelings of eastisn an the Jab*. AlsOf satisfied

salaried Meters and dissatisfied wage earner daetors differ on the above

•eatloned factor.

Oa the basis af these fladings we aay reasanably eeaelada that

lnter«preap and latragroiip differeeeest by and large* are aegligible.

Also irtiaaerer dlffereaees are observable thegr are aestly related ta

hygiaae factors (dissatlsfiers). A slailar general trend Is aotieaable far

the malytis reoorted la table 6 (Ghofiter TTT). oar findlagslend snpport

to KAloa*s (1^6^) eentention that "satisfaction with aeeapation shoald

be a faaetion of diseriipaaey between personal aeeds and oereelved potential

af oecaoatlaR for satisfying aeeds". ladlvldaal dlffereaees In aotivatioa

to «rark have been aaphasised by Undy (1^71) far a better aaderstaadlag of

4S

Jot) M t i t f M t i M tad irart • • t l v a t l M . 0«r ffndia^ em also be interorete^

•R tkete Haet. Stareerieli (1972) asked prefetileaal <Hf»)ejre«it f i n t line

aofiervlten aad Middle aaaafen te Jadqe the Imôrtaaee ef 1^ Jeb faeten

eentrlbatlatf separately te Jab satlsfaetlea aad dissatisfaetlea. lie

eeaeladed that tke reletfeaslifp between tke fsmertaaee ef tke J ^ faeters

eeatribatâg te tbe satisfylaf aad dlssatisfffaf sftaatioas is feaersUy

aet s fp i f feaat . Hie preseat fladings reiaferee tbe eeaelasioas of

Stareevieh.

The abseaee ef •arlced differeaees between the Jeb aiet1#at1ons ef

the twe prefessinnal freaps eeaprisiag the sample ef the preswt stvdy

eaa be attrlbated te several bsekfnreaRd faeters. Hie Ss ef both the (freaps

are highly edaeated and had rftêroits. tralninf befere enterinq Into the

profession. Beth the professions are held in hi«(h esteem by people at larfot

thovf^ the doctors hare aa edfe orer the lawyers in this respeet. Beth

the professions eajoy a eertaia level ef tadepeadent faaetioafag. Ta terms

of earaiafis a saeeessfal lofal man hardly l a ^ bînd a saeeessfal

physieiaa.

Whoa we eempare salaried aad waqe earner doctors and adroeates

similarities ever shadow diverfenee. Members ef both the ôaps strive

to establish their private practice and feaerallyt those who accept fobs

hardly ever forefo their private practice. Wafe eamer doctors as well as

advocates are asaally local peoplot having deep fmaily moorings and

esteblished social eeanectlMS. Tke salaried aditecates toe ere local people

eefeyiner these advMtafat. Salaried doctors werkinf In medical eel lege or

private kespitals .kavoi more or lesst settled hereuOnly salaried doctors in

46

cIvU ho«o1t»l eonstitatlno as insi<inff<rant minorltv are on transferahlp

joh. Têse cons!d«rations cammulatively bridge the qao between waqe

earner and salaried doctors and advocates. Thus It Is no wonder that

doctors and advocates have s lnf lar 1 ^ notfvatlona) patterns.

Now let MS consider the differences between waae earnprs and

salaried ermloyees (Table 7 ) . We find that the two qroups differ with

respect to *Baminc!s'f 'Houslnq f a c i l i t i e s ' ! 'Feellnrr of castlsw on

lob't 'Poss ibi l i ty of mobllltv In connection with work' and '' 'artldoatlon

In derision maklno'. The differences are with reqard to hyqiene fartorsf

the only exceotlon beinq the last factor. Also the differences are related

to maferltv of the newly Introduced Itens. 'Houslnq f a c i l i t i e s ' ! 'Feelinq

of castism on the fob' and 'Partlclqatlnn In decision maltinq Processes'

were 8l<!0 noted to be slqniflcant facoors for emoloyees worVInq under

democratic and reolmentatlonal climates (Akhtar and Bharqava (1074).

The above stated factors seem to have a hlqher motivational aoneal for

salaried employees In croneral. This endorses the conclusions drawn earlier

by Akhtar and Bharqava (1074).

From table 1 (Chapter TT) we noted that on the averaqe* the

waqe earner doctors earn »r.lP27/50 per month as against '^.666/40 earned by

the salaried doctors.On the other handjsalarled and waqe earner advocates

earn »-.1160/70 and»-.6?7/F0 per month respectively .These professed financial

returns are fairly hle^ by Indian standards thouqh the actual Income may be

much hinher. From Appendix Tx we can infer that salaried employees are

relatively more sat isf ied than waqe earners with their eamlncs. The

salaried doctors or advocates have a secure monthly Income whereas the

4T

«•§• Mnien kw to strive wmi t tntmle t» MTB wMWf ni tliajr fleI4«i

feel t«eir«. V« have alrMtfr •et«4 tktt tli« waf* atrnar tfaetort aarn

naeli aara tân tliair aalarlad eamtantartt. Bat tka r999n» U traa

af a4v»eatat. Tkaaa 41ffaraaaat mqr ba aqilalnad fa tatm af tka

tftffarmeat fn tka jiareaatlaat af tka fraapt. "Hia wafa t»n€r9 balleva

tkat tka titlarlad alaat fa ffaaaefally battar aff .

WiM «a ra>axa»fia tka K.S valaat at 1% laval af tfplftaaaee

tkea tka vava aaraan aad salarlad alati dfffar aaly aa t«a faetara -

'Faalfaf af easttaai m tka Jab* aad *Fartfef|iat1an fa daetafta Makfair

praeaataa*. Tkata two faetara mvf faaad alfpffteaat at atker filaeaa alia,

Tt ft a aatf eamiaBtarir aa aar aaefa-ealtaral hrtavfaar tkat fa

naat af aar daalfafst wketker ralatad te aar warit I f fa ar aoelal fatar-

•ctf«f)t eaat eaatildaraifaaa aliaatt always olaf a daafaaat rale. Ike

wave aamen are last affected bjr tkfa rarfabla tkaa tka salaried §nvp,

Partfefpatfon fa deefsfaaHMirtae fs a pateat faeter wkfek fs

related ta e<|o aetfTe. Tt kaa eftea beea brea^bt ta Ifflkt tkat aeaala

at kf^ker levels ef jab kefrareky strive ta attafa e9o.aetfvea. Va{ie

eaners seldea f^t e(â«vtaaftfas te aatfsff tkfs aetfre.

We amy eeaelade tkat tka SMialaa atodfad kav1a« sfaiflar seete-

ealtaral baatr«reaads« aêatfenal attafsaaata aad prafasslaaal trafafaf

exavesaedt qeaerally « atatlur IfkfnQ ar dfslfkfaq far varfaas Jeb

iMtfvattMial variables. Oeeasfaaal dlserfjpaaefas e»n ba attttlbated ta

eertafa mexalered asi»aets ef tke jeb eeadftfeas md else tka fadfvfdaal

fdeeafaevaelea af tke aeabers fa tke t«e f»rafessfeaal vreaaa.

RBFEBSNCES

Akhtart S.S. and Bkartfavay Tofr (19?4) Job aotlvatleaal f a e t o n «<l«r ifffaraiit ercianisstinnal e l laates:

Proea«<ffB9s of titc l^th Tateniatieiial Caacrress af A|>pHed

Ptyehalafljri Nentreal (C«iada)> Qaabae.

Swan, R.B. (1«64)

Sane determlaaBts of jab satlsfaetiani A study of the Rar^f>r«'s

thearjr. Jaar. of Api^li. Ptyekal.t 48<3)» I6 l - l63 .

Graen} G.B. Cl96fi)

Testing tndft ional and twa factor hypatbeses eeneernind fob

sat i s faet iaa . Jaar. af Appld. Psyebol.y 52(5)y 366-371.

Gramt < .B. aad Rallnf C.L. {Wfih)

AddMdaa to "An Empirical iavestination af two factor tbaoiy of

jab satisfaettea". Jaar. of Appld. Psycbol., 52(4)» r^41-34?.

Halperat 6. (1966)

Relatfve eoatrlbatlaas of netivator and hyqieae factors to overall

jab s s t l s fae t l en . Jear. of Appld. Psychol.t 50(3)t 1^-200.

Kahlaaf S.G. (1063)

Meadst perclarod aaedtaatisfactiaafapportaaUfMy and satisfaetiaa

with oeeapatioB. Jaar. of Appld. Psychol.t 47(l)y 56-64.

Laady, F.J. (1071)

Matlvatlonal typo aad the satisfaction pvrfonaaace relationshin*

Joar. of Appld. Psychol.t ^ ( 5 ) t 4f)6-4l6.

Starcevichy B . l . (1072)

Job factor inportaace for jab satisfaction and dissatlsfêtfon

across different occopational l era l s . Jeur. of Aopld. Psychol.i

56(6) , 467-471.

A P P E N D I X

APPENDIX ' C

CtletiUtlORS of K-R 20

Faetors

1

?

3

4

5

6 7

P

Q

10

11

1?

n 14

iR

16

17

IP

10

20

21

22

23

24

25

TOTAL

X

OR

66

PO

76

63

60

70

7P

00

67

P5

PR

R4

67

73

70

72

70

70

04

54

62

63

65

46

5'x= 1PP7

x2

0604

4365

6400

5776

30 6P

4761

4000

60P4

PlOO

44PO

7225

7225

2016

44PO

5320

4000

51R4

4000

4000

PP36

2016

3P44

3060

4225

2116

2X * 131413

P

.op

.66

.RO

.76

.63

.60

.70

.7P

.00

.67

.P5

.P5

.54

.67

.73

.70

.72

.70

.70

.04

.54

.62

.63

.65

.46

0

.02

.34

.20

.24

.37

.31

.30

.27

.10

.33

.15

.15

.16

.33

.27

.30

.7P

.30

.30

.06

.46

.3P

.37

.35

.54

PO

.0106

.2244

.1600

.1P24

.2331

.2130

.2100

.1716

.aooo .2311

.1275

.1275

.24P4

.2211

.1071

.2100

.2016

.2100

.2100

.0564

.24P4

.2356

.23^1

.2275

.24P4

2 oq«<.71R7

and fl* t = / ? x2

N

and 2X^ « 2 X^ - ( - ^ ) ^

n =

? pq «=

V c

2X^ =

(2 X)^=

2 X^ ^

25

4.7in

100

I 3 l 4 n

(1PP7)^

/f, N

1!^M13 -(1PP7)

100

= It^Hl!^ - (1PP7 X 1PP7)

= OPP0B.31

100

= tV).05

'^n ' 24 ^ 30.0?>

/ , «^> 36.2413 = (1.04) ^ o p

= (1.04) ( .PI )

' 1 1 = - "

o •I

cc

o

o

mS

v»

1

n

M

z

1-4

'

o o it

o

c

2: Of

"S ^

• H

• I

t

•

•-4

§ <M

H V4

M v / O V )

•

» — •

r^ S! Si

• i

•i-i *-« v« <S' *^

3

cu

^—\R$M Si.Jli,IJi,l£5

I Rfi,: St'i-^-a^yiSMiaC-)

P'?Z^St'l'17*i(,H!rC"' )

PRINT. se.^f^rri-'jA.

1 = t-^/

6JS.:. ri T Z VII

GUaJLATl3:s OF SB ÛD \*.£.e' VALUE';

SATISFIED \M) DlS-^\r**»FTED, SALARI35 • WAGE

EAmER DOCTORS & ADVOCATES UMDER CO^JTRCiiED VARl/OLHS

CORE RECUIREMENTS FCR CQM^CN C VARI/\BLES

ENC Cl= CCMPIL/^TICN

3?4 FRCGRA^

4.55 5 3.22/^ 2 C C

2 . 5 -o 2.555

^ 3.555 2.777 2.Feb 4.222 2.444 3 • CCC 3.33:; 2.666 3.444 2.3.-. 3.111 2.777 2.4/iit - -2 1 . ^ . 3.111 2.777 3,222 2.4-^4 2.688

~ 2,^44

9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 S 9

4. ecu 2.CCC 2,ceo i.CCC • I.ceo 4.CCC 4.ceo i.CCC I.CCC 2.CC0 2.ceo 5 . L C W t . C C C 4.CCG l.CCU 5.CCC 5.ceo 3.CCC 5.ecu 4.CCC 2.CCC J.CCC 3.000

3.ceo

^ 9s I 4.5CC 1 1 I 1 1 1 i 1 1 1 1 1 1 I 1 1 1 1 1 1 1 1 1 I

4.50C 5.5CG 4.5CC 2.5CC 3.75C 3.500 3.50C 4.5CC 2.75C 3.25C 2.75C 2.50e 2.5Ge 3.500 1.75C 3.25C 2.50C 2.500 2.25C 2.5CC i.75e 2.000 1.5CC 2.0CC

4 4 4 4 4 4 4 4 4 j ;

4 4 4 4 4 4 4 4 4 4 4 4 4 4 4

7., 5.COG 3.0G0 4.SCO 3.CC0 2.CCC 2.SCO 2.SCO 3.CC0 3.0C0 1.5C0 3.CC0 o.CCG 2.0C0 4.SCO 3.CC0 2.SCO 4.ceo 2.SCO 4.0C0 2.SCO 1.5C0 2.ceo 5.ceo 2.SCO 2.000

2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2

5 ( r MS 5. CCC 1 5.CCC 1 5.CCC 1 5.CGC 1 4.CCC 1 4.CCC 1 5.C0C 1 2.C0C 1 4.CCC I 3.CC0 I I.CCC 1 3.COO I 2.CCC I I.CCC 1 2.CCC 1 l.CGf^ i I.CCC ] 4.CCC 1 3.CCC 1 3.COO 1 2.C0C 1 I.CCC 1 3.CCC 1 4.000 I 2.COO 1

n*

APPENDIX n

Calculat ions of Kolwoqrov-SmlTnov AnslTS«8

F0R9DLA USED

c_s = 4n ( — i — = - )

Where n •! Hf ^ e t t dif ference* between Cumra. Prooortlon

n. « BMBiber of Individuals In f i r s t ^roun

nj * nanber of Individuals In second group

Factors GROUPS CVm. PROPORTIONS

± C A L C U L A T I O N S

<;Ar-ARTED

WAGE KAIWERS

SAl

W EAR

D

.Oa .OR . 0 7 .W 1 . 0 0

.00 .01 .04 .15 1.00

.03 .04 .03 .04 0.00

0 « .04 2

0 = .0016 'R?4flP^^ 140 ^

120.20

KS « (.0016) (120.20)* 0.206

.lO .4P .65 .RO 1.00

.21 .3F .P2 .6R 1.00

.02 .13 .1? .12 0.00

n = .13 .

0 = .0160

KS= (.Ol60)112O.20)« 2JP3

SAl

3 W EAR

n

.13 .2P .40 .73 1.00

.14 .26 .30 .Rf; 1.00

.01 .02 .02 .IP 0.00

n « .IP

D » .0324

KS » (.O324)(12o.20) » 4.206

SAL

V EAR

0

.10 .36 .53 .75 1.00

.11 .26 .46 .6R 1.00

.OP .10 .07 .07 0.00

D « .10 2

n = .0100

KS « ( .0100) (120 .20) = o.l?<>

SAL

W EAR

n

.10 .42 .53 .71 1.00

.24 .42 .65 .P2 1.00

.05 .00 .12 .11 0.00

n = .12

D = .0144

KS = (.ni44)(120.20) = 1.P60

SAl

W EAR

n

.30 .45 .55 .67 1.00

.10 .10 .31 .67 1.00

.20 .26 .24 .00 0.00

0 = .26

0^ = .0676

KS = (.0676) (120.20) = P .ffi\

(Contd.)

SAL .17 .26 .3P .61 1.00 D » .20

W EAR .20 .34 .54 .SI 1.00 T? ^ .0400 D .03 .OP .16 .20 0.00 KS » (.0400)(12<».20) = 5.16P

SAL .26 .54 .71 .<H) 1.00 D = .W W EAR .15 .35 .6] .P6 1.00 0^ »= .0361

D .11 .10 .10 .04 0.00 KS B (.0361)(129.20) » 4.564

SAL .15 .10 .34 .51 1.00 0 » .IP

WEAR .03 .05 .IP .42 1.00 D = .0324

n i.lR .14 .16 .00 0.00 KS = (.0324X120.20) « 4.206

SAL . 2 6 .4P . 7 6 .00 1.00 0 « .12

WEAR .14 .43 .TP .07 1.00 0^ » .0114

0 .1? .05 .03 .07 0.00 JCS = (.0144)( 120.20) « 1.P60

SAL t i l .23 .46 .P4 1.00 D = .oft

W E4R .0*^ .31 .51 .77 1.00 0^ « .0064

D .02 .OB .05 .07 0 .00 KS « ( .0O64)(120.20) # 0 .P26

SAl .03 .10 .46 .75 1.00 D » .11

12 W EAR .14 .27 .47 .P3 1.00 n^ = .0121

D .11 .OP .47 .P3 0.00 KS = (.0121)(120.20) » 1.563

SAI .26 .55 .63 .P2 1.00 D = .12

13 WEAR .21 .55 .75 .PP 1.00 0 ^ = .0144

n .04 .00 .12 .06 0.00 KS « (.014'«)(120.20) = 1.P60

SAL .10 .34 .55 .R4 1.00 0 « .05

14 WEAR .14 ,3P .51 .P6 1.00 n^ = .0025

0 .05 .04 .04 .02 0.00 KS . : ( .0025)( 120.20) « 0.323

SAL .10 .45 .63 .00 1.00 0 « .10 15 W BAR .14 .55 .61 .P6 1.00 n2 « QJOO

0 .05 .10 .02 .04 0.00 KS e (.0100)(120.20) = 1.202

SA! .26 .42 .67 .00 1.00 0 « .16

W EAR .36 .57 IP3 .06 1.00 0^ = .0256

n .10 .15 .16 .06 0.00 KS = (.0256) (120.20) » 3.307

SAl .32 .42 .60 .R2 1.00 0 = .25

17 W EAR .07 .27 .52 .76 1.00 D^ = .0625

n .25 .16 .OP .06 0 . 0 0 fCS » ( .0625)020.20) s 7.675

(Contd.)

IP

1<

20

SAL

W EAR

SAt

K EAR

n

SAL

W EAR

I)

.34 .63 .PO .«<< 1.00

.23 .57 .W .07 1.00

.11 .06 .03 .03 0 .00

0 B .11

n « .0121

KS « (.0121)C120.20) « 1.363

.IB .32 .65 .P2 1.00

.IS .40 .76 .05 1.00

.00 .OP .11 .13 0 .00

n = .13

KS ST ( .01«P)(120.20) = 2.1P3

.01 .17 .50 .P6 1.00

,06 .30 .64 .P6 1.00

.05 .13 .14 .00 0 .00

0 « .14

0^ = .0106

KS = C.0106)(120.20) = 2.4SP

21

22

23

24

25

SAL

W EAR

0

SAI

W i AR

0

SAI

W EAR

n

SAI

W EAR

n

SAL

W E«R

n

.24 .63 .PO .04 1.00

.43 .60 .P6 .07 1.00

.10 .16 .06 .03 0.00

0 e .1<?

n^ = .0361

KS = ( .0361)(120.20) »: 4.564

.24 .55 .75 .Pfi 1.00

.27 .52 .76 .RP 1.00

.03 .03 .01 .00 0 .00

D = .03

^ = .0000

KS = ( . 0000 ) ( l ?o .?o ) (= 0.116

.30 .42 .76 .02 1.00

.44 .71 .PO .PP 1.00

.14 .20 .04 .04 0.00

n = .20

n^ = .ofiii

KS = ( .0R'»l)( l2o.20) « 10.P65

.05 .51 .P4 .04 1.00

.27 .64 .7^ .05 1.00

.?^ .13 J05 .01 0 .00

D s .22

0^ = .04P4

KS = ( .04P4)(120.20) » 7.253

.30 .50 .P2 .P7 1.00

.^0 .76 .47 .02 1.00

.50 .17 .35 .05 0.00

D « .50

n^ = .2500

KS =: ( .2500)(12^.20) = 32.300

Documents

t ^dnvxth - COnnecting REpositories · Myers (lo64) found that the variables affectino aotlvatlon may have quite different effects on Drodttctlvity. Growth factors have a positive