Understanding Employees' Job Satisfaction: A Study of an Oil Company in Assam
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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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2 authors:
Subhadeep Mukherjee
M. S. Ramaiah University of Applied Sciences
39 PUBLICATIONS 146 CITATIONS
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Seema S Singha
Dibrugarh University
14 PUBLICATIONS 46 CITATIONS
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All content following this page was uploaded by Subhadeep Mukherjee on 14 March 2019.
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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
CITATION
1
READS
2,230
2 authors:
Subhadeep Mukherjee
M. S. Ramaiah University of Applied Sciences
39 PUBLICATIONS 146 CITATIONS
SEE PROFILE
Seema S Singha
Dibrugarh University
14 PUBLICATIONS 46 CITATIONS
SEE PROFILE
All content following this page was uploaded by Subhadeep Mukherjee on 14 March 2019.
The user has requested enhancement of the downloaded file.
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International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528
http://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 the
Executive – 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 managing
employees within the organisation. Preceding studies have shown the remarkably large impact on
organisational 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 of
business organizations. Therefore, the objective of this study is to understand the level of job
satisfaction among the executive employees of an Oil Company and the respondents were limited
to 125 No’s of employees working in an executive level of a selected Oil Company only and the
data was collected through a survey method in random sampling technique.
To understand the level of Job satisfaction descriptive analysis has been used by using the
percentage method based on the 5-point Likert scale and the results were obtained accordingly
which shows that the level of Job satisfaction is high among the executive employees. This article
aims to provide an intermediary between employers and employees to find common ground for the
level 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 concern
area and it has been found by researchers from various literature. Satisfaction among the employees from their
job is always a motivational factor for them which enhance the quality of job performed by the employees; in
turn, it will affect the company’s turnover and productivity. Many definitions have been provided by the
researchers with a different viewpoint by stating that job satisfaction as perceptive, affecting and evaluative
responses or approach. Many researchers have stated the term Job Satisfaction as a pleasure and optimistic
emotive state ensuing from the job appraisal or experience.
Job satisfaction becomes major research in recent days for all organization and business. Job satisfaction has
linked to employee performance, absenteeism and turnover. A satisfied employee tends to work harder than the
employee who does not satisfied. Furthermore, job satisfaction gives an image to the company about how their
employee perceives about their work. It is a very crucial issue when the level of employee job satisfaction in the
low level because it could make high absenteeism since the employee who does not satisfied naturally will seek
reasons 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 the
executive 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
http://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 the
Executive – 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 managing
employees within the organisation. Preceding studies have shown the remarkably large impact on
organisational 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 of
business organizations. Therefore, the objective of this study is to understand the level of job
satisfaction among the executive employees of an Oil Company and the respondents were limited
to 125 No’s of employees working in an executive level of a selected Oil Company only and the
data was collected through a survey method in random sampling technique.
To understand the level of Job satisfaction descriptive analysis has been used by using the
percentage method based on the 5-point Likert scale and the results were obtained accordingly
which shows that the level of Job satisfaction is high among the executive employees. This article
aims to provide an intermediary between employers and employees to find common ground for the
level 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 concern
area and it has been found by researchers from various literature. Satisfaction among the employees from their
job is always a motivational factor for them which enhance the quality of job performed by the employees; in
turn, it will affect the company’s turnover and productivity. Many definitions have been provided by the
researchers with a different viewpoint by stating that job satisfaction as perceptive, affecting and evaluative
responses or approach. Many researchers have stated the term Job Satisfaction as a pleasure and optimistic
emotive state ensuing from the job appraisal or experience.
Job satisfaction becomes major research in recent days for all organization and business. Job satisfaction has
linked to employee performance, absenteeism and turnover. A satisfied employee tends to work harder than the
employee who does not satisfied. Furthermore, job satisfaction gives an image to the company about how their
employee perceives about their work. It is a very crucial issue when the level of employee job satisfaction in the
low level because it could make high absenteeism since the employee who does not satisfied naturally will seek
reasons 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 the
executive 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)2231-2528
http://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 and
encouraging its workforce. In addition, environmental stresses causing the rise of health costs and different staffing
also needs a challenge for the management. They also said that this can be overwhelmed by forming a positive
working environment which sustains employee satisfaction and encourages individuals to achieve outstanding
performance in the workplace to balance work and life. This document also describes that the several variables are
accountable 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 an
attempt 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 in
decision making and with Job Satisfaction and on the other side employees productivity with employees
commitment. The results of the study have indicated that this positive relationship with employees’ participation
with job satisfaction and employee productivity, commitment and turnover created a positive impact on the
overall growth of the organisation.
Bakotić, D. and Babić, T. (2013) have stated that the concept of job satisfaction is very complex in nature which
is influenced by many factors, the aim of their paper is “to analyse the impact of the working condition to job
satisfaction”. Researchers have conducted empirical research in the selected industry ‘Croatian Shipbuilding
Company’, where its results show that there is no statistically significant difference between in the overall job
satisfaction and the working condition where the employees work for it. Employees are more satisfied with the
working conditions than employees who work under difficult working conditions. In their study, it is
highlighted 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 they
introduced teamwork, management leadership, teamwork, employee compensation, employee empowerment by
which it formed a research model for studying employees job satisfaction at automotive industries in India. 234
No’s of employees were selected from the automotive industries in India and the results of the study were
highlighted accordingly “the job satisfaction level of employees are medium and the top management
leadership 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 have
selected 150 employees based on systematic sampling. Data was collected by distributing the structured
questionnaire 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 for
the further study. As a result, the researcher has found that “the employees to be satisfied on the basis of the
above said five factors”.
Msuya, O.W. (2016), has undertaken a study on the role of extrinsic factors and socio-demographic factors in
determining job satisfaction among the teachers in public school in Tanzania. For this study, the researcher has
done the mixed method of data collection and after the analysis results were found that “job satisfaction among
teachers in public secondary schools was not homogeneous; socio-economic and demographic factors had a
great 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 employee
commitment, job stress, employee productivity, the work environment of a relationship with job satisfaction and
employee satisfaction at the workplace, and so on. Therefore, there is a great need to investigate in this area to
understand the level of Job Satisfaction among the employees working at the executive level of the selected Oil
Company of Assam. This will help the organization to adjust its policies and procedures to address the growing
interest of the workforce in this phenomenon. This can have a positive effect on the overall work culture among
the 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 the
selected Oil Company of Assam.
http://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 and
encouraging its workforce. In addition, environmental stresses causing the rise of health costs and different staffing
also needs a challenge for the management. They also said that this can be overwhelmed by forming a positive
working environment which sustains employee satisfaction and encourages individuals to achieve outstanding
performance in the workplace to balance work and life. This document also describes that the several variables are
accountable 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 an
attempt 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 in
decision making and with Job Satisfaction and on the other side employees productivity with employees
commitment. The results of the study have indicated that this positive relationship with employees’ participation
with job satisfaction and employee productivity, commitment and turnover created a positive impact on the
overall growth of the organisation.
Bakotić, D. and Babić, T. (2013) have stated that the concept of job satisfaction is very complex in nature which
is influenced by many factors, the aim of their paper is “to analyse the impact of the working condition to job
satisfaction”. Researchers have conducted empirical research in the selected industry ‘Croatian Shipbuilding
Company’, where its results show that there is no statistically significant difference between in the overall job
satisfaction and the working condition where the employees work for it. Employees are more satisfied with the
working conditions than employees who work under difficult working conditions. In their study, it is
highlighted 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 they
introduced teamwork, management leadership, teamwork, employee compensation, employee empowerment by
which it formed a research model for studying employees job satisfaction at automotive industries in India. 234
No’s of employees were selected from the automotive industries in India and the results of the study were
highlighted accordingly “the job satisfaction level of employees are medium and the top management
leadership 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 have
selected 150 employees based on systematic sampling. Data was collected by distributing the structured
questionnaire 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 for
the further study. As a result, the researcher has found that “the employees to be satisfied on the basis of the
above said five factors”.
Msuya, O.W. (2016), has undertaken a study on the role of extrinsic factors and socio-demographic factors in
determining job satisfaction among the teachers in public school in Tanzania. For this study, the researcher has
done the mixed method of data collection and after the analysis results were found that “job satisfaction among
teachers in public secondary schools was not homogeneous; socio-economic and demographic factors had a
great 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 employee
commitment, job stress, employee productivity, the work environment of a relationship with job satisfaction and
employee satisfaction at the workplace, and so on. Therefore, there is a great need to investigate in this area to
understand the level of Job Satisfaction among the employees working at the executive level of the selected Oil
Company of Assam. This will help the organization to adjust its policies and procedures to address the growing
interest of the workforce in this phenomenon. This can have a positive effect on the overall work culture among
the 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 the
selected Oil Company of Assam.
International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528
http://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 executive
level 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 structured
questionnaire 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 and
ask them to choose the answer closest to their points of view. A self-administered questionnaire has been
used for the survey; the questionnaire has been adopted as an instrument to gather information by collecting
feedback 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 employee
satisfaction 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 the
executive level of the selected Oil Company of Assam. descriptive analysis with a percentage (%) has been
used for measuring the level of job satisfaction and to measure the reliability of the measurement scale, the
Cronbach’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
http://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 executive
level 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 structured
questionnaire 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 and
ask them to choose the answer closest to their points of view. A self-administered questionnaire has been
used for the survey; the questionnaire has been adopted as an instrument to gather information by collecting
feedback 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 employee
satisfaction 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 the
executive level of the selected Oil Company of Assam. descriptive analysis with a percentage (%) has been
used for measuring the level of job satisfaction and to measure the reliability of the measurement scale, the
Cronbach’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
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International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528
http://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 developed
by Weiss et al. (1967) which assesses job satisfaction among the employees within the organisation. The job
satisfaction 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 through
reliability 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 items
are having relatively high internal consistency, so it is considered to be scale for measuring Workplace
Spirituality 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 the
scale 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 the
questionnaire regarding Job Satisfaction (JS), path analysis has been performed by observing the Cronbach’s
alpha value for proofing the validity of each item. According to alpha thumb rules, 0.9 or higher is
considered as “Excellent”. Therefore, it has been observed that all the alpha values of twenty items are higher
than 0.9 and there is a high internal consistency among each item.
http://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 developed
by Weiss et al. (1967) which assesses job satisfaction among the employees within the organisation. The job
satisfaction 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 through
reliability 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 items
are having relatively high internal consistency, so it is considered to be scale for measuring Workplace
Spirituality 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 the
scale 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 the
questionnaire regarding Job Satisfaction (JS), path analysis has been performed by observing the Cronbach’s
alpha value for proofing the validity of each item. According to alpha thumb rules, 0.9 or higher is
considered as “Excellent”. Therefore, it has been observed that all the alpha values of twenty items are higher
than 0.9 and there is a high internal consistency among each item.
International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528
http://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 selected
Oil Company of Assam, descriptive analysis with a percentage (%) has been used for measuring the level of job
satisfaction. The range has been considered for measuring the level of job satisfaction, if the maximum
respondents are between extremely satisfied to satisfied the level has been considered as ‘High’ or if it is in
neutral 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 = Low
From the above-mentioned table, 4 shows that the majority of the employees are satisfied with the overall
aspects 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 are
very much dedicated and eager to state their feels of satisfaction which is reflected in term of their opinion from
the 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 among
the employees working at the executive level of the selected Oil Company of Assam. In this study, it is very
clear that if the working environment within the organisation has a proper positive condition then the
http://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 selected
Oil Company of Assam, descriptive analysis with a percentage (%) has been used for measuring the level of job
satisfaction. The range has been considered for measuring the level of job satisfaction, if the maximum
respondents are between extremely satisfied to satisfied the level has been considered as ‘High’ or if it is in
neutral 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 = Low
From the above-mentioned table, 4 shows that the majority of the employees are satisfied with the overall
aspects 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 are
very much dedicated and eager to state their feels of satisfaction which is reflected in term of their opinion from
the 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 among
the employees working at the executive level of the selected Oil Company of Assam. In this study, it is very
clear 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)2231-2528
http://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 the
fundamental changes that are taking shape within the workplace by creating positive work culture within the
organisation, it enables lots of opportunity for the employees and the management as well. Job Satisfaction
helps the organisation to create a positive and holistic working environment, where it will help the employees to
search the real meaning in their work with a clear vision. It helps them in enhancing their productivity within
the organisation and also gaining peace of mind as a result, it provides a sense of happiness among the
employees 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 management
and the employees to deliver meaning to their work and the productivity level will also increase by this holistic
momentum 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 among
university 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 among
university 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 of
Croatian 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 floor
employees 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 in
Tanzania, 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 Nigeria
Universities, 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 to
KRIBHCO, Surat’, International Journal of Modern Engineering Research, 3(1), 523-529.
Swarnalatha, C. and Sureshkrishna, G., (2012). Job Satisfaction among Employees of Automotive Industries in
India’, 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 of
the 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 job
performance, Journal of Occupational Health Psychology, 5, 84–94.
----
View publication stats
http://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 the
fundamental changes that are taking shape within the workplace by creating positive work culture within the
organisation, it enables lots of opportunity for the employees and the management as well. Job Satisfaction
helps the organisation to create a positive and holistic working environment, where it will help the employees to
search the real meaning in their work with a clear vision. It helps them in enhancing their productivity within
the organisation and also gaining peace of mind as a result, it provides a sense of happiness among the
employees 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 management
and the employees to deliver meaning to their work and the productivity level will also increase by this holistic
momentum 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 among
university 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 among
university 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 of
Croatian 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 floor
employees 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 in
Tanzania, 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 Nigeria
Universities, 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 to
KRIBHCO, Surat’, International Journal of Modern Engineering Research, 3(1), 523-529.
Swarnalatha, C. and Sureshkrishna, G., (2012). Job Satisfaction among Employees of Automotive Industries in
India’, 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 of
the 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 job
performance, Journal of Occupational Health Psychology, 5, 84–94.
----
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