INTRODUCTION:

The goal of every organization is the attainment of high level performance through efficiency and productivity. In order to achieve this goal they require highly satisfied work force. A highly satisfied work force is the only source to achieve that goal. Satisfied workers always put a great effort in their job performance and work harder.

Thus organization always tries to create an environment in which employees of the organization feels satisfied and perform well which in return provide benefit to the organization in the form of success or growth of organization.

Job satisfaction is a very complex concept which means different to different people. For some people challenging job is satisfaction, on the other hand for some people high salary is satisfaction, incentives is satisfaction and many more thing. So the satisfaction of an employee depends upon so many factors. So it’s a very difficult task for an organization to satisfy its employees.

Mullins, 1991 examines job satisfaction in two ways:

(1) Fit between what organization requires and what the employees is seeking

(2) Fit between what employee is seeking and what he/she actually receiving.

REVIEW of LITERATURE:

Msuya (2016) examine the role of extrinsic factors and socio- demographic factors in job satisfaction of employees and find out that both the factors plays an important role in designing job satisfaction. Tang et.al (2015) studies the factor affecting jo satisfaction of employees working in the bank and find out that there are various factors upon which the job satisfaction depends like working environment, working experience, salary. Duc et.al (2015) find the factors affecting job satisfaction of employees at BIDV and find out that salary, leadership, co-workers, training and promotion, working conditions are some of the factors affection satisfaction of an employee in the organisation. Jain et. al (2014) find the impact of working environment on job satisfaction of an employee and find that there is a positive relationship between working environment and employee job satisfaction. Varshney (2014) find out the job satisfaction of public sector bank employees and find that educational qualifications, nature of work, pay, job security, promotional opportunities and no. of depended persons & work life balance are some of the factors contributing to job satisfaction of an employee in the organisation. Thakur (2014) in her study find out the effect of employee engagement on job satisfaction in I.T Sector. Jain (2013) in his study find the variables which are responsible for employee job satisfaction and also find the ways by which employee satisfaction can be maximized. Sinha (2013) measure the satisfaction level of employees and find that there are five variables which helps to improve the satisfaction level of employee in the organization those variables are Empowerment & Work Environment, Working Relation, Salary & Future prospects, Training & work Involvement and Job Rotation. Kabir (2011) find the satisfaction level of employees of different pharmaceutical companies and the result shows that employee working in this sector are positively satisfied with their job. Kumari (2011) find the job satisfaction of employees of public and private sector and find out that satisfaction depends upon some factors not on the sectors. Anitha (2011) examine the job satisfaction level of paper mill employees and find out that working conditions welfare facilities, compensation, grievance handling procedure are some of the factors plays an important role in job satisfaction. Ceylan (2009) investigates employee satisfaction in terms of organisational culture and spiritual leadership and find out that there is a positive correlation of employee satisfaction with organisational culture and spiritual leadership.

NEED OF THE STUDY:

Increase in employee attrition is the important reason to do this study. According to the previous study if the employee is not satisfied with their job then this thing affect their performance or we can say that employee satisfaction links with employee performance. If employees provide input to the organization in terms of work then they also expect some output in terms of promotion, salary or other benefits from the organization. If employees does not receive any kind of output from the organization side or if they feel that their job is not much challenging. This will lead to the job dissatisfaction which results employee attrition. This study helps to find out those factors which help the organization to decrease employee attrition.

SCOPE OF THE STUDY:

This study will help to find out those factors with help of which employee’s feels satisfied with the job. If employee is satisfied with the job then it helps to decrease the employee attrition rate and increase employee retention in the organization .this study directly help the different organization to know about the factors of job satisfaction.

OBJECTIVES OF THE STUDY:

Ÿ To study the factors affecting job satisfaction of an employee in the organization

Ÿ To measure the satisfaction level of faculty members with their job.

Ÿ To study the relationship between job satisfaction and employee performance.

RESEARCH METHODOLOGY:

Sources of Data:

The primary data for the research study has been collected by visiting four higher education institutes of Jalandhar.

Research Design:

Descriptive Research Design has been used in this research study to measure the satisfaction level of faculty members and to compare their satisfaction level based on demographic profile.

Sampling:

For this study, 100 employees have been taken as the sample. The sample has been collected from five higher education institutions. Convenience sampling technique has been used in this study. Selection of faculty members and institutes is done according to convenience sampling technique.

Tools of Data Collection:

Data has been collected by using well-structured questionnaire.

Data Analysis Procedure

Data is analysed by using Percentage method.

Factors Affecting Job Satisfaction:

Monetary Benefits:

Monetary benefit is a kind of incentive or money based reward given to the employee when an employee meets or exceeds expectation. When an employee receives this kind of reward because of their performance obviously this will increase their confidence and encourage them to do more better work.

Appreciation:

Everyone loves appreciation for their work. Appreciations always boost up the energy and confidence of the employee. Getting appreciation in front of others always motivate the employee to do work better.

Being Fair:

Fair behaviour of the supervisor plays a very important role in the job satisfaction of an employee. If supervisor treats each and every employee equally this increases the level of satisfaction among employee. Partial behaviour creates lots of discrepancies and conflicts among the employees which results in job dissatisfaction. So fair behaviour is an key element in the job satisfaction of an employee.

The feeling of belongings:

Most of the organisation not able to identify this fundamental factor in which they have to start working on. Job place is that place where employees spend half of their day. If a employee feels that he or she is an important part of the organisation then chance of job satisfaction increases. Texting or mailing employee on their birthdays, take their problems seriously and find solution to solve that problem, making special efforts to make their festival special these efforts increases the feeling of belongings in them which increases job satisfaction.

Credits:

if employee does well in his or her project which is presented at somewhere inconference, seminar, organisation has to give some credits to the employee for this otherwise feeling of dissatisfaction arises among them.

A mixture of formal and informal approach:

It’s a very difficult time to decide by the management which approach is to be followed. “Formal or informal approach”. Following only one approach always give loss to the organisation so it’s better to maintain the balance between both the approaches. Balance between both the approaches increases level of satisfaction among employees.

Anticipated Growth:

Employees working in an organisation want growth in his or her life. If employee remains in the same position for a longer period of time or if he or she learns nothing from their job obviously this creates level of dissatisfaction among them. So growth of an employee life is an important factor of creating job satisfaction among them.

Promotion chances:

Promotion affects the job satisfaction because employee take promotion as ultimate achievement and it involves higher salary, more freedom, more challenging job.

Adequate working conditions:

Monetary benefits are not enough for satisfaction of job. Adequate working conditions are also important for an employee to work in an organisation. If the environment of the organisation is not good then this will affect the performance of an employee or create dissatisfaction for job.

Addressing Grievances:

If there are numbers of employees working together in one place then obviously conflicts, complaints arises. This is the situation where organisation sometimes cannot fulfil the demands demanded by the employees. But if management listen to the problems of employees then this thing restore the faith of employee in the organisation. Whatever the case may be if grief is listened by management carefully then employees feel comfortable in the organisation and remain stay with the organisation.

RESULTS AND DISCUSSION:

PART A - Demographic Profile of Respondents

Table 1 Shows the Gender of Respondents

	Frequency	Percentage
Male	60	60%
Female	40	40%
Total	100	100%

Figure 1 Gender of respondents

Above table and figure 1 shows that 60% of the respondents are male and 40% are female.

Table 2 Shows the Age of Respondents

	Frequency	Percentage
Less than 30 years	50	50%
Between 30-40 years	30	30%
Between 40-50 years	14	14%
Above 50 years	6	6%
Total	100	100%

Figure 2 shows the age of respondents

Above table and figure 2 shows that 50% of the respondents are less than 30 years of age , 30% of the respondents are between the age 30-40, 14% are between age of 40-50, 6% of the respondents are age above 50

Table 3 Shows the Marital status of the Respondents

	Frequency	Percentage
Married	60	60%
Unmarried	40	40%
Total	100	100%

Figure 3 shows the marital status of the respondents

Above table and figure 3 shows that 60% respondents are married and 40 % respondents are unmarried

Table 4 Shows the Educational Qualification of the Respondents

	Frequency	Percentage
Post Graduate	70	70%
Doctorate	20	20%
Pre Doctorate	10	10%
Total	100	100%

Figure 4 shows the educational qualification of the respondents

Above table and figure shows that 70% respondents are post graduate, 20% are Doctorates. and 10% are Pre Doctorates

Table 5 Shows the Department of the Respondents

	Frequency	Percentage
Management	40	40%
Computer applications	30	30%
Commerce	20	20%
Other, Please Specify	10	10%
Total	100	100%

Figure 5 shows the department of the respondents

Above table and figure 5 shows that 40% of the respondents belongs to Management department, 30% belongs to computer applications department, 20% belongs to commerce department and 10% belongs to others department.

Figure 6 shows the designation of the respondents

Table 6 Shows the Designation of Respondents

	Frequency	Percentage
Assistant Professor	80	80%
Associate Professor	20	20%
Total	100	100%

Above table and figure 6 shows that 80% of the Respondents are Assistant Professor and 20% are Associate Professor

Table 7 Shows the Year of Service of Respondents

	Frequency	Percentage
Fresher	5	5%
2-6 year	30	30%
6-10 year	45	45%
Above 10 year	20	20%
Total	100	100%

Figure 7 shows the year of service of respondents

Above Table and figure 7 shows that 5% respondents are fresher, 30% respondents having experience between 2-6 years, 45% having 6-10 years and remaining 20% having above 10 year of experience.

Table 8 Shows the Monthly Income of the Respondents

	Frequency	Percentage
Below 15,000	5	5%
15,000-20,000	20	20%
20,000-25,000	20	20%
Above 25,000	55	55%
Total	200	100%

Figure 8 shows the monthly income of the respondents.

Above table and figure 8 shows that 5% respondents having salary below 15000, 20% having salary between 15k-20k, 20% again having salary between 20k-25k, and 55% respondents having salary above 25,000

PART-B:

Q1. Do you feel working Environment is highly Satisfactory in your organisation?

Table 9

	Frequency	Percentage
Yes	80	80%
No	20	20%
Total	100	100%

Figure 9

Above figure and table shows that 80 % of the respondents feels that working environment is highly satisfactory in the organization

Q2. Do you comfortable sharing your opinions at work?

Table 10

	Frequency	Percentage
Yes	95	95%
No	5	5%
Total	100	100%

Figure 10

Above table and figure 10 shows that 95% of the respondents feels comfortable while sharing their opinions at works and 5% doesn’t feel comfortable.

3) Do you have good relationship with other employees in the organisation?

Figure 11

Table 11

	Frequency	Percentage
Yes	85	85%
No	15	15%
Total	100	100%

Above table and figure 12 shows that 85% respondents are having good relationship with other employees and 15% respondents are not having good relationship with other employees in the organisation.

4) Are you endorse to solve problems on your own level?

Table 12

	Frequency	Percentage
Yes	80	80%
No	20	20%
Total	100	100%

Figure 12

Above table and figure 12 shows that 80 % of the respondents feels that they are endorse to solve problems on their own and remaining 20% does not feel so.

5) Does your job give you a strong sense of personal satisfaction?

Table 13

	Frequency	Percentage
Yes	80	80%
No	20	20%
Total	100	100%

Figure 13

Above table and figure 13 shows that 80% of the respondents feels that job give them strong sense of personal satisfaction and 20% of the respondents doesn’t feel so.

6) Do you think that the top level management communicates properly with the rest of the organization?

Table 14

	Frequency	Percentage
Agree	5	5%
Neutral	50	50%
disagree	30	30%
Unable to rate	15	15%
Total	100	100%

Figure 14

Above table and figure 15 shows that out of 100 respondents only 5% of the respondents think that top level management communicates properly with the rest of the organisation 50 % respondent are having neutral response 30% respondents completely disagree with the statement 15 % respondents feels unable to rate this statement.

7) Do you feel that your Supervisor gives youcomplete freedom that you need to do your job effectively?

Table 15

	Frequency	Percentage
Agree	80	80%
Neutral	10	10%
disagree	10	10%
Unable to rate	0	0%
Total	100	100%

Figure 15

Above table and figure 15 shows that 80% of the respondents agree with the statement that the supervisor give them the freedom that they need to do their job effectively, 10% completely disagree with this statement and 10 % having neutral response regarding this.

8) Does you feel that your Supervisor treats you with respect?

Table 16

	Frequency	Percentage
Yes	100	100%
No	0	0%
Total	100	100%

Figure 16

Above table and figure 16 shows that 100% of the respondents feels that their supervisor treats them with respect.

9) Does your supervisor encourage you to do your best?

Figure 17

Table 17

	Frequency	Percentage
Yes	90	90%
No	10	10%
Total	100	100%

Above Table and figure 18 shows that 90% of the respondents feels that their supervisor encourage them to do best work but the remaining 10 % completely disagree with this statement.

10) Are you extremely proud to tell other people that I work for this organization?

Figure 18

Table 18

	Frequency	Percentage
Yes	85	85%
No	15	15%
Total	100	100%

Above table and figure 18 shows that 85% of the respondents proudly tell other people that they are the part of this organisation and 15% of the respondents hesitate to tell.

11) Do you perform to making decisions in your team or department?

Table 19

	Frequency	Percentage
Yes	100	100%
No	0	0%
Total	100	100%

Figure 19

Above table and figure 19 shows that 100% of the respondents perform to make decision in their own team or department.

12) Does your salary dependupon working conditions and Numbers of working hours?

Table 20

	Frequency	Percentage
Yes	70	70%
No	30	30%
Total	100	100%

Figure 20

Above table and figure 20 shows that 70% of the respondents feels that their salary depends upon working conditions and no. of working hours and 30% of the respondent does notfeel this thing.

13) Do you satisfied with the salary paid to you?

Figure 21

Table 21

	Frequency	Percentage
Yes	85	85%
No	15	15%
Total	100	100%

Above table and Figure 21 shows that 85% of the respondent satisfied with salary paid to them and remaining 15% are not satisfied.

14) Does Management looks to you for suggestions and leadership?

Figure 22

Table 22

	Frequency	Percentage
Yes	75	75%
No	25	25%
Total	100	100%

Above table and Figure 22 shows that 75% of the respondent feels that management looks upon them for suggestion and leadership while 25% are not in favour of this thing.

15) Do you rewarded for the quality of your efforts?

Figure 23

Table 23

	Frequency	Percentage
Yes	90	90%
No	10	10%
Total	100	100%

Above Table and Figure 23 shows that 90% of the respondents feels that they are rewarded for the quality of their efforts while 10% completely not in favour of this thing.

16) Does your organisation provide you the opportunity for career development?

Table 24

	Frequency	Percentage
Yes	85	85%
No	15	15%
Total	100	100%

Figure 24

Above Table and Figure 24 shows that 85% of the respondents says that their organisation provide them opportunities for career development and 15% of the respondents are not in favour of this thing.

17) Do you feel encourage learning from your mistakes in the organisation?

Table 25

	Frequency	Percentage
Yes	100	100%
No	0	0%
Total	100	100%

Figure 25

Above table and figure 26 shows that 100% of the respondents feel encouraged learning from their mistakes.

18) Rate the Following Statement between 1-5

Strongly Disagree

Somewhat Disagree

Neither Agree nor Disagree

Somewhat Agree

Strongly Agree

(1) (2) (3) (4) (5)

A) Overall I am satisfied with my job

Figure 26

Table 26

	Frequency	Percentage
Strongly disagree	0	0%
Somewhat disagree	0	0%
Neither agree nor disagree	20	20%
Somewhat agree	10	10%
Strongly agree	70	70%
Total	100	100%

Above table and figure 26 shows that 70% of the respondents are strongly agree with the statement that they are satisfied with their job, 20% are neither agree nor disagree, 10% are somewhat agree.

19) How much you are agreed with the statement that your performance depends upon your job satisfaction?

Table 27

	Frequency	Percentage
Strongly disagree	0	0%
Somewhat disagree	10	10%
Neither agree nor disagree	0	0%
Somewhat agree	10	10%
Strongly agree	80	80%
Total	100	100%

Figure 27

Above table and figure 27 shows that 80% of respondents agree with the statement that their performance depend upon their satisfaction with the job remaining 10% are somewhat agree and 10% respondents are somewhat disagree with the statement.

FINDINGS AND SUGGESTIONS:

Findings:

The study finds that maximum no. of respondents are satisfied with their job and they are in favor that their performance depends upon the job satisfaction

Suggestions:

Research finds that all the respondent are not satisfied with the job so it’s the Responsibility of the organization to satisfied their employees with the job by doing some efforts like improving working condition, motivating them by promotion, fringe benefits etc. Because A satisfied employee is a productive employee.

Limitations:

There some limitation of the study. During survey some respondents does not respondent well to the questionnaire because of their busy schedule. The schedule of faculty members is always busy so some responses are not appropriate according to the study.

CONCLUSION:

This study concludes that job satisfaction and employee performance are positively related to each other. So we can say that if organization wants to retain their employees in the organization their first step is to make employees satisfied with their job. If the employee feels satisfied with their job this will lead to the good performance of the employee which is in favor of the organization. So we can say that employees are the most important assets of the organization without which an organization cannot survive.

REFERENCES:

1. Ceylan, A. (2009). A Research Analysis on Employee Satisfaction in terms of Organizational Culture and Spiritual Leadership. International Journal of Business and Management, 159-168.

2. Dar, M. D. (2013). Job Satisfaction among Teachers Working in Government and Private Schools at Elementary Level. International Journal of Science and Research, 172-176.

3. Dr.R.Anitha. (2011). A Study On Job Satisfaction Of Paper Mill Employees With Special . Journal of Management and Science , 36-47.

4. Jitendar kumar Singh, D. M. (2013). A Study of Employees Job Satisfaction and its Impact on their Performance. Journal of Indian Research, 105-111.

a. Kabir, M. M. (2011). Factors Affecting Employee Job Satisfaction Of Pharmaceutical Sector. Australian Journal of Business and Management Research, 113-123.

5. Msuya, O. W. (2016). Exploring levels of job satisfaction among teachers in public secondary schools in Tanzania. International Journal of Educational Administration and Policy Studies, 9-16.

6. Pabla, D. M. (2012). A Study of Job Satisfaction among Teachers of Professional Colleges in Punjab. Indian Journal of Research, 111-113.

7. TILAK RAJ, L. (2013). Job Satisfaction Among Teachers Of Private And Government School: A Comparative Analysis. International Journal of Social Science & Interdisciplinary Research, 151-158.

8. Toan Le Duc, N. H. (2015). Study on the Factors affecting Job Satisfaction of Employees at BIDV (Bank for Investment and Development of Vietnam). Asia-Pacific Conference on Global Business, Economics, Finance and Social Sciences (pp. 1-14). Danang-Vietnam: globalbizresearch.

Received on 14.03.2018 Modified on 14.04.2018

Asian Journal of Management. 2018; 9(3):1046-1054.

DOI: 10.5958/2321-5763.2018.00164.6