Understanding Employees' Job Satisfaction: A Study of an Oil Company in Assam

This study investigates the level of job satisfaction among executive employees of an Oil Company in Assam. Using a survey method and a 5-point Likert scale, the research found a high level of job satisfaction among the executives. The study highlights the importance of a positive work environment and its impact on employee satisfaction and productivity. The findings provide valuable insights for employers and employees to foster a harmonious work environment.

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Understanding the Employees’ Level of Job Satisfaction Among the Executive
– A Study of an Oil Company, Assam
Article in International Journal of Management Studies · February 2019
DOI: 10.18843/ijms/v6si1/11
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Subhadeep Mukherjee
M. S. Ramaiah University of Applied Sciences
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Dibrugarh University
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International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528http://www.researchersworld.com/ijms/Vol.–VI, Special Issue 1, February 2019 [89]DOI : 10.18843/ijms/v6si1/11 DOI URL :http://dx.doi.org/10.18843/ijms/v6si1/11 Understanding the Employees’ Level of Job Satisfaction Among theExecutive – A Study of an Oil Company, Assam Subhadeep Mukherjee, PhD-Research Scholar,Centre for Management Studies,Dibrugarh University, Assam, India.Dr Seema S. Singha, Professor, Department of Commerce, Dibrugarh University, Assam, India. ABSTRACT Job satisfaction is one of the major challenges that managers faced regarding managingemployees within the organisation. Preceding studies have shown the remarkably large impact onorganisational performance by the level of job satisfaction, especially on the worker's motivation.Since the level of job satisfaction has an impact on productivity, it affects the performance ofbusiness organizations. Therefore, the objective of this study is to understand the level of jobsatisfaction among the executive employees of an Oil Company and the respondents were limitedto 125 No’s of employees working in an executive level of a selected Oil Company only and thedata was collected through a survey method in random sampling technique. To understand the level of Job satisfaction descriptive analysis has been used by using thepercentage method based on the 5-point Likert scale and the results were obtained accordinglywhich shows that the level of Job satisfaction is high among the executive employees. This articleaims to provide an intermediary between employers and employees to find common ground for thelevel of satisfaction to ensure a harmonious work environment. Keywords: Job Satisfaction, employees, workers, business, organisation, satisfaction. INTRODUCTION: Job Satisfaction among the employees within the organisation has been always a widely focused and concernarea and it has been found by researchers from various literature. Satisfaction among the employees from theirjob is always a motivational factor for them which enhance the quality of job performed by the employees; inturn, it will affect the company’s turnover and productivity. Many definitions have been provided by theresearchers with a different viewpoint by stating that job satisfaction as perceptive, affecting and evaluativeresponses or approach. Many researchers have stated the term Job Satisfaction as a pleasure and optimisticemotive state ensuing from the job appraisal or experience. Job satisfaction becomes major research in recent days for all organization and business. Job satisfaction haslinked to employee performance, absenteeism and turnover. A satisfied employee tends to work harder than theemployee who does not satisfied. Furthermore, job satisfaction gives an image to the company about how theiremployee perceives about their work. It is a very crucial issue when the level of employee job satisfaction in thelow level because it could make high absenteeism since the employee who does not satisfied naturally will seekreasons to do not work or even worse they will seek for the other work opportunity. In this study, the level of job satisfaction has been analysed to understand the satisfaction standard of theexecutive employees within the work environment towards their job. REVIEW OF LITERATURE: The reviewed literature for this study is as follows: Singh, J.K., and Jain, M. (2013) have stated that employee satisfaction is very much important to meet the

International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528http://www.researchersworld.com/ijms/Vol.–VI, Special Issue 1, February 2019 [90]energetic, growing and challenging task of upholding the efficiency of the organization by maintaining andencouraging its workforce. In addition, environmental stresses causing the rise of health costs and different staffingalso needs a challenge for the management. They also said that this can be overwhelmed by forming a positiveworking environment which sustains employee satisfaction and encourages individuals to achieve outstandingperformance in the workplace to balance work and life. This document also describes that the several variables areaccountable for employee satisfaction and the different means in which staff satisfaction can be increased. Chatterjee, S. and Priya, S. (2016), have chosen a multispecialty hospital to conduct their research and anattempt has been taken to understand the level of job satisfaction among the employee of the selected hospital,through which they found that a positive relationship does exist among the employees in participation indecision making and with Job Satisfaction and on the other side employees productivity with employeescommitment. The results of the study have indicated that this positive relationship with employees’ participationwith job satisfaction and employee productivity, commitment and turnover created a positive impact on theoverall growth of the organisation. Bakotić, D. and Babić, T. (2013) have stated that the concept of job satisfaction is very complex in nature whichis influenced by many factors, the aim of their paper is “to analyse the impact of the working condition to jobsatisfaction”. Researchers have conducted empirical research in the selected industry ‘Croatian ShipbuildingCompany’, where its results show that there is no statistically significant difference between in the overall jobsatisfaction and the working condition where the employees work for it. Employees are more satisfied with theworking conditions than employees who work under difficult working conditions. In their study, it ishighlighted that working condition is one of the major factors that influence the overall job satisfaction. Swarnalatha, C. and Sureshkrishna, G., (2012), has examined the various management practices by which theyintroduced teamwork, management leadership, teamwork, employee compensation, employee empowerment bywhich it formed a research model for studying employees job satisfaction at automotive industries in India. 234No’s of employees were selected from the automotive industries in India and the results of the study werehighlighted accordingly “the job satisfaction level of employees are medium and the top managementleadership need to take attention to enhancing the employee job satisfaction level”. Sinha, E. (2013), has undergone the study to measure the satisfaction level of the employees by which they haveselected 150 employees based on systematic sampling. Data was collected by distributing the structuredquestionnaire based on 5 points Likert scale, from major 23 variables it was reduced to major 5 factors as“Empowerment & Work Environment, Working Relation, Salary & Future prospects” and it was considered forthe further study. As a result, the researcher has found that “the employees to be satisfied on the basis of theabove said five factors”. Msuya, O.W. (2016), has undertaken a study on the role of extrinsic factors and socio-demographic factors indetermining job satisfaction among the teachers in public school in Tanzania. For this study, the researcher hasdone the mixed method of data collection and after the analysis results were found that “job satisfaction amongteachers in public secondary schools was not homogeneous; socio-economic and demographic factors had agreat contribution on varying job satisfaction levels”. Gap of the Study: The above reviews have examined the Job Satisfaction in the significant background in contrast with employeecommitment, job stress, employee productivity, the work environment of a relationship with job satisfaction andemployee satisfaction at the workplace, and so on. Therefore, there is a great need to investigate in this area tounderstand the level of Job Satisfaction among the employees working at the executive level of the selected OilCompany of Assam. This will help the organization to adjust its policies and procedures to address the growinginterest of the workforce in this phenomenon. This can have a positive effect on the overall work culture amongthe employees within their working environment. In particular, this research focuses on the following research questions:  What is the level of job satisfaction among the executive employees of the selected Oil Company of Assam? OBJECTIVE: The objective of the study is as given below:  To understand the level of Job Satisfaction among the employees working at the executive level of theselected Oil Company of Assam.

International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528http://www.researchersworld.com/ijms/Vol.–VI, Special Issue 1, February 2019 [91]METHODOLOGY: The methodology for the study is as follows:  Research Design: In this study, sample respondents of 125 No’s of employees working at an executivelevel of a selected Oil Company of Assam has been considered during the pilot survey. Method of Data Selection: The Primary data was collected in a survey method by the help if the structuredquestionnaire and random sampling method have been used for selecting the sample respondents.Secondary Data has been collected by referring to various journal, books, magazines etc. Instruments/ Technique Used: The data is collected by the distribution of questionnaires. The closed-ended questions were used when the selected employees have specifically limited answers to response andask them to choose the answer closest to their points of view. A self-administered questionnaire has beenused for the survey; the questionnaire has been adopted as an instrument to gather information by collectingfeedback from the selected respondents within the organisation in a standardized manner. Questionnaire Design: Job satisfaction was measured using the Minnesota Satisfaction Survey Scale(MSQ), which was developed by Weiss et al. (1967). The MSQ measure was the measure of employeesatisfaction with 20 subjects taken for this study. The scale was designed on the 5 point Likert scale from 1(very satisfied) to 5 (not very satisfied). Statistical Analysis: To understand the level of Job Satisfaction among the employees working at theexecutive level of the selected Oil Company of Assam. descriptive analysis with a percentage (%) has beenused for measuring the level of job satisfaction and to measure the reliability of the measurement scale, theCronbach’s alpha test (Cronbach, & Meehl, 1955) has been used by running the test in SPSS 20. Table 1: Demographic Representation Age (Year Wise) Description Participants Percentage (%) 25-35 26 20.8 36-45 43 34.4 46 – 55 41 32.8 56 & above 15 12.0 Gender Male 114 91.2 Female 11 8.8 Others - - Marital Status Married 106 84.8 Unmarried 19 15.2 Educational Level H.S.L.C. - - H.S.S.L.C. - - Graduate 58 46.4 Post Graduate 37 29.6 Technical 26 20.8 Professional 4 3.2 Others - - Job Nature Administrative 72 57.6 Technical 53 42.4 Employment Status Permanent 104 83.2 Temporary 13 10.4 Contractual 8 6.4 Service Length Less than 5 years 31 24.8 Less than 10 years but more than 5 years. 28 22.4 Less than 15 years but more than 10 years. 41 32.8 Less than 30 years but more than 15 years. 16 12.8 More than 30 years 9 7.2 Source: Survey, N= 125 respondents

International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528http://www.researchersworld.com/ijms/Vol.–VI, Special Issue 1, February 2019 [92]DATA ANALYSIS AND FINDING: Job Satisfaction was measured by using the Minnesota Satisfaction Survey Scale (MSQ), which was developedby Weiss et al. (1967) which assesses job satisfaction among the employees within the organisation. The jobsatisfaction scale was designed with 20 items which were scored through 5 point Likert scale ranging from 1(very satisfied) to 5 (not very satisfied). The internal consistency for the scale of 20 items estimated throughreliability test (Cronbach’s Alpha) was 0.925, showing that it is highly reliable. (Table: 2) Table 2: Reliability Statistics of Workplace Spirituality(WS) Measurement Job Satisfaction Cronbach’s Alpha 0.925 N = 125 respondents. Source: Field Survey. The alpha coefficient for the twenty (20) items is .925, therefore, it suggests that the measurement scale itemsare having relatively high internal consistency, so it is considered to be scale for measuring WorkplaceSpirituality is reliable and the questionnaire is accepted for the study. (Note: According to Cronbach’s Alpha reliability coefficient thumbs rule of 0.9 or higher is considered as“Excellent” in research.) Table 3: Represents the measurement of the scale for constructive validation for each twenty (20) items by thescale used during the pilot test is mentioned below: Table 3: Scale Measurement Statistics for Item Validation Items Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected Item- Total Correlation Cronbach's Alpha if Item Deleted JS1 32.7760 93.530 .059 .933 JS2 32.9840 90.629 .327 .927 JS3 33.1200 87.268 .566 .922 JS4 33.0720 85.245 .711 .919 JS5 33.0000 84.871 .674 .920 JS6 32.8880 84.487 .684 .920 JS7 32.9840 87.274 .526 .923 JS8 32.9280 85.551 .642 .921 JS9 32.7680 87.228 .481 .924 JS10 33.0240 85.943 .630 .921 JS11 33.1680 86.109 .684 .920 JS12 32.9840 83.403 .680 .920 JS13 32.7600 85.103 .617 .921 JS14 32.8080 83.737 .666 .920 JS15 32.8320 84.125 .702 .919 JS16 32.9200 84.784 .652 .920 JS17 32.9840 85.661 .672 .920 JS18 32.9840 86.226 .628 .921 JS19 32.9520 86.256 .646 .921 JS20 32.8320 84.576 .679 .920 N = 125 respondents. Source: Field Survey. To understand the measurement of the scale for the validity of the twenty (20) statements used within thequestionnaire regarding Job Satisfaction (JS), path analysis has been performed by observing the Cronbach’salpha value for proofing the validity of each item. According to alpha thumb rules, 0.9 or higher isconsidered as “Excellent”. Therefore, it has been observed that all the alpha values of twenty items are higherthan 0.9 and there is a high internal consistency among each item.

International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528http://www.researchersworld.com/ijms/Vol.–VI, Special Issue 1, February 2019 [93] So, by this observation, it can be considered that twenty (20) statements for the scale of measurement regarding‘Job Satisfaction’ are valid in nature. Level of Job Satisfaction: To understand the level of Job Satisfaction among the employees working at the executive level of the selectedOil Company of Assam, descriptive analysis with a percentage (%) has been used for measuring the level of jobsatisfaction. The range has been considered for measuring the level of job satisfaction, if the maximumrespondents are between extremely satisfied to satisfied the level has been considered as ‘High’ or if it is inneutral then ‘Medium’ or if it lies between dissatisfied to extremely dissatisfied it has been considered as ‘Low’and the results were obtained accordingly as mentioned below in table 4: Table 4: Descriptive Analysis to understand the Level of Job Satisfaction Code Job Satisfaction ESA SA NE DSA EDSA Level of Satisfaction JS1 Engagement at work 29.6 57.6 6.4 6.4 - High JS2 Happiness in Job Execution 40.8 49.6 9.6 - - High JS3 Seeking new Job Opportunity 56.0 32.8 11.2 - - High JS4 Feeling as a Part of Business Organisation 52.8 34.4 12.8 - - High JS5 Treatment by supervisor and colleague 49.6 35.2 13.6 1.6 - High JS6 Job Achievement 42.4 38.4 17.6 1.6 - High JS7 Job based on Moral Sense 46.4 39.2 13.6 0.8 High JS8 Regular Employment 42.4 42.4 13.6 1.6 - High JS9 Dealing Job Matters with Colleague 32.8 47.2 17.6 1.6 0.8 High JS10 Communication for performing Job 49.6 36.8 12.8 0.8 - High JS11 Using abilities to perform job 59.2 31.2 9.6 - - High JS12 Pay at Job 52.8 29.6 15.2 0.8 1.6 High JS13 Organizational Policies 31.2 51.2 14.4 1.6 1.6 High JS14 Growth Opportunity 37.6 44.0 14.4 2.4 1.6 High JS15 Decision Making 38.4 41.6 17.6 2.4 - High JS16 Working Condition 43.2 42.4 10.4 4.0 - High JS17 Working Environment 44.8 42.4 12.0 0.8 - High JS18 Job Appreciation 45.6 40.0 14.4 - - High JS19 Working Style within the Workplace 41.6 44.8 13.6 - - High JS20 Overall Satisfaction 37.6 42.4 19.2 0.8 - High N = 220 Respondents Source: Field Survey Note: - * ESA: Extremely Satisfied, SA: Satisfied, NE: Neutral, DSA: Dissatisfied, EDSA: Extremely Dissatisfied. Level of Job Satisfaction rated as High / Medium / Low Operational Measurement Level  Extremely Satisfied – Satisfied = High Neutral = Medium Extremely Dissatisfied – Dissatisfied = LowFrom the above-mentioned table, 4 shows that the majority of the employees are satisfied with the overallaspects of the Job Satisfaction such as Work Engagement, Pay at Job, Work Environment, Job Achievement,Moral Sense within the Workplace and many more. It has also been observed during the survey employees arevery much dedicated and eager to state their feels of satisfaction which is reflected in term of their opinion fromthe selected respondents for the study. DISCUSSION AND CONCLUSION: Based on the above analysis and results it can be considered that there is a high level of job satisfaction amongthe employees working at the executive level of the selected Oil Company of Assam. In this study, it is veryclear that if the working environment within the organisation has a proper positive condition then the

International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528http://www.researchersworld.com/ijms/Vol.–VI, Special Issue 1, February 2019 [94]satisfaction level is higher among the employees within the workplace. The above results highlight that thefundamental changes that are taking shape within the workplace by creating positive work culture within theorganisation, it enables lots of opportunity for the employees and the management as well. Job Satisfactionhelps the organisation to create a positive and holistic working environment, where it will help the employees tosearch the real meaning in their work with a clear vision. It helps them in enhancing their productivity withinthe organisation and also gaining peace of mind as a result, it provides a sense of happiness among theemployees which forms the workplace as a holistic environment. By this study, it is clear that high-level job satisfaction among the employees, this will help the managementand the employees to deliver meaning to their work and the productivity level will also increase by this holisticmomentum within the workplace of the selected Oil Company of Assam. REFERENCES:Ahsan, N., Abdullah, Z., Gun Fie, D.Y. and Alam, S.S. (2009). A study of job stress on job satisfaction amonguniversity staff in Malaysia: Empirical study, European Journal of Social Sciences, 8(1), 121-131.Ahsan, N., Abdullah, Z., Gun Fie, D.Y. and Alam, S.S., (2009). A study of job stress on job satisfaction amonguniversity staff in Malaysia: Empirical study, European Journal of Social Sciences,8(1), 121-131. Bakotić, D. and Babić, T., (2013). Relationship between Working Conditions and Job Satisfaction: The Case ofCroatian Shipbuilding Company’ International Journal of Business and Social Science, 4(2), 206-213. Chatterjee, S. & Priya, S.,(2016). Employee Satisfaction Level – A Study on Multispecialty Hospital,International Journal of Emerging Trends in Science and Technology, 3(1), 4910-4918. Dawal, S.Z., Taha, Z. and Ismail, Z.,(2009). Effect of job organization on job satisfaction among shop flooremployees in automotive industries in Malaysia, International Journal of Industrial Ergonomics,39,(1), 1-6. Mobley, W.H., (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover,Journal of Applied Psychology, 62 (2), 237-240. Msuya, O.W., (2016). Exploring levels of job satisfaction among teachers in public secondary schools inTanzania, International Journal of Educational Administration and Policy Studies, 8(2), 9-16. Noor, S., & Arif, S.,(2011). Achieving job satisfaction via workplace spirituality: Pakistani doctors in focus,European Journal of Social Sciences, 19, 507–515. Olorunsola, E. O. (2010). Job Satisfaction and Gender Factor of Administrative Staff in South West NigeriaUniversities, Contemporary Issues in Education Research, 3(10), 51- 56. Singh, J.K., & Jain, M., (2013). A Study Of Employees’ Job Satisfaction And Its Impact On Their Performance,Journal of Indian Research, 1(4), 105- 111. Sinha, E., (2013). A research work on Employee Satisfaction measurement with special reference toKRIBHCO, Surat’, International Journal of Modern Engineering Research, 3(1), 523-529. Swarnalatha, C. and Sureshkrishna, G., (2012). Job Satisfaction among Employees of Automotive Industries inIndia’, International Journal of Future Computer and Communication, 1(3), 245-248. Tait, M., Padgett, M. Y., & Baldwin, T. T., (1989). Job and life satisfaction: a re-examination of the strength ofthe relationship and gender effects as a function of the date of the study, Journal of Applied Psychology,74, 502–507. Wright, T. A., & Cropanzano, R., (2005). Psychological well-being and job satisfaction as predictors of jobperformance, Journal of Occupational Health Psychology, 5, 84–94. ----
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