(Research Proposal)

Comparing employee’s job satisfaction in Mobilink and Ufone

Introduction

Telecom industry has flourished significantly in Europe and other continent of the world
it has a very big business market round the globe. During the early1980, along cellular
telephone system was experiencing rapid growth this was an undesirable situation
because not only the mobile equipment limited to operation within national boundaries
which in a unified Europe was increasingly unimportant, but there was a limited market
for each type of equipment, so economics of scale and the subsequent saving could not be
realized. Then the memorandum of understanding was signed and the first GSM network
was launched in Finland by Ericsson.

History of Telecom Industry in Pakistan:

Over the past eight years there has been a very rapid expansion in the telecom sector of
Pakistan, which altogether has brought about a high level of job satisfaction to the
employer’s of telecom sector.
It has also played vital role in development of our country Pakistan. It provides the prime
services that an economy needs for rapid growth, development and modernization.
As the economy grows demand for telecom services increases to conduct the increased
number of economic transaction’s in the expanded economy, improved efficiency of this
sector generates economy-wide benefits as telecommunication’s are a vital intermediate
input and is also crucial to the dissemination and diffusion of knowledge.
The telecom sector in Pakistan has done remarkably well in the past few years primarily
due to the trade and investment liberalization, privatization and openness to modern
technology. The share of telecom sector in GDP has increased from 2.5% to 2.8% in the
year 2006-2007. Besides being a major contributor to government revenues, this sector
has also been able to attract a huge foreign direct investment in the recent years.
Thereby after having all this discussion above we can say with no denial that the level of
job satisfaction in the telecom sector is rising by “leaps and bounds” and it would be
rising more keeping in view the upcoming “3G” and “4G” technology.
Pakistan telecommunication authority (PTA) was established under the telecom act of
1996.the PTA is a body that corporate that should consist of three members. The budget
of PTA is supposed to be submitted to the government of Pakistan for approval. The main
function, power and responsibilities of the PTA are as follow.
1. To protect the right of license 2.to make decision promptly in an open, equitable,
nondiscriminatory, consistent and transparent 3.to act expediously 4.to encourage fair
competition. This frequency allocator board is responsible for management of the
spectrum plan for spectrum usage in Pakistan. Application for spectrum in the first instant
submitted to PTA but there after handed over the frequency allocation board for spectrum
allocation.

Literature review:
Job satisfaction is a general attitude towards ones job Robbins (1998); the difference
between the amount of rewards workers receive and the amount they believe they should
receive. Here the job satisfaction is seen as a derivative variable as its values is
determined by the individual's comparison of what he considers an equitable reward with
the amount of the actual reward. If the individual perceives the equitable reward as
exceeding the actual reward, the individual will be dissatisfied. If the actual reward
exceeds the perceived equitable reward, the individual is satisfied. The larger the
difference between the two values, the greater the dissatisfaction or satisfaction (Landy,
1989). In case of dissatisfaction due to perceived inequity of inputs and related outputs.
The availability of inequity motivates the individual to change the situation by means of
behavioral or cognitive means to be able to return to a condition of equity that may
influence motivation and behavior.
Job satisfaction trends can affect labour market behavior and influence work
Productivity, work effort, employee absenteeism and staff turnover. Moreover, job
satisfaction is considered a Strong predictor of overall individual well-being (Diaz-
Serrano and Cabral Vieira, 2005), job satisfaction is a good Predictor of intentions or
decisions of employee’s to leave a job (Gazioglu and Tansel, 2002).

The relationship between satisfaction and turnover has been consistently found in many
turnover studies (Lum et al, 1998). Mobley et al 1979 indicated that overall job
satisfaction is negatively linked to turnover but explained little of the variability in
turnover. Griffeth et al (2000) found that overall job satisfaction modestly predicted
turnover. In a recent New Zealand study, Boxall et al (2003) found the main reason by far
for people leaving their employer was for more interesting work elsewhere. It is generally
accepted that the effect of job satisfaction on turnover is less than that of organizational
commitment.

Job satisfaction is also important in everyday life. Organizations have

Significant effects on the people who work for them and some of those effects are
reflected in how people feel about their work (Spector, 1997).job satisfaction an issue of
substantial importance for both employers and employees. As many studies suggest,
employers benefit from satisfied employees as they are more likely to Profit from lower
staff turnover and higher productivity if their employees experience a high level of job
satisfaction. However, employees should also ‘be happy in their work, given the amount
of time they have to devote to it throughout their working lives’ (Nguyen, Taylor and
Bradley, 2003a).

Job satisfaction has been the subject of research at least since the Hawthorne studies of
the 1920s). Job satisfaction for salespeople as "all characteristics of the job itself and the
work environment which salesmen find rewarding, fulfilling, and satisfying, or
frustrating and unsatisfying. (Roethlisberger & Dickson, 1939). Churchill, Ford, &
Walker (1974 p. 225)

Employee satisfaction means as job satisfaction. And job satisfaction has been defined
As “a pleasurable or positive emotional state resulting from the appraisal of
Ones job or job experiences” (Locke, 1976, p. 1300). The link between this
Emotional state and performance has historically been challenged (Brayfield
And Crockett, 1955; Organ, 1977; Vroom, 1964).
Greater job satisfaction has also been generally related to reduced intent to leave the
organization so job satisfaction has a great impacts on employee turnover (Brayfield &
Crockett, 1955; Mowday, Koberg, & McArthur, 1984) and with reduced rates of
absenteeism (Porter & Steers, 1973). In addition, job satisfaction has been shown to be
strongly related to organizational commitment (Porter, Steers, & Mowday, 1974) and to
organizational citizenship behaviors (Smith, Organ, & Near, 1983; Organ, 1988).

Job satisfaction and performance are indeed positively correlated. Moreover, job
Satisfaction has been shown to relate positively with specific facets of Performance like
organizational citizenship behavior (Organ, 1988; Smith et al., 1983), which is employee
behavior that is not formally required in a job Description but that is nevertheless critical
for organizational success (e.g. Helping co-workers, volunteering for extra assignments).
That intention to remain employed is strongly influenced by the level of employee
satisfaction the mean intention to remain employed. Determining the causes of employee
satisfaction

Hackman (1983) said that the motivation to attempt to behave in a certain way is greatest
when, the individual believes that the behavior will lead to outcomes (performance-
outcome expectancy), the individual believes that these outcomes have positive value for
him or her (valence), and the individual believes that he or she is able to perform at the
desired level (effort performance expectancy), also that the individual will choose the
level of performance which has the greatest motivational force associated with it

The relationship between job satisfaction and life satisfaction has continued to be the
subject of considerable interest to researchers ( Rice,Near, & Hunt, 1980; Tait, Padgett, &
Baldwin, 1989).Age correlation of .35% between job and life satisfaction, which
increased to .44% when corrected for unreliability (Tait et al., 1989).

Research suggests that social support in the workplace has a positive impact on work
outcomes, such as job satisfaction (Allen, 2001; Goff et al., 1990; Savery, 1988).
Julie Parmer and Dennis East’s 1989 study of support staff in twelve Ohio libraries used
the JSS as its basis and found that overall these workers considered themselves basically
satisfied.11 They were strongly satisfied in the areas of supervision, coworkers, work,
benefits, and pay, but were dissatisfied with operational procedures, communication,
contingent rewards (sense of appreciation and recognition), and opportunities for
promotion

Job design centers on the characteristics of job and how these effects people attitudes and
behavior (Wall & Martin, 1994). According to Hackman and Oldham (1976) job
attributes influence motivation and particularly intrinsic motivation. Wong and Campion,
(1991) suggested that jobs are really made up of tasks and that we need to examine how
these tasks are related to one another to understand their motivational impact.
 Ilgen and Hollenbeck (1992) included job characteristics along with role expectations
and incorporated both job objectives attributes and social information provided by others.
It has been recognized by the managers that job simplification can improve productivity
up to a point. Beyond that employee’s dissatisfaction can set in. Employees can become
hostile towards the task and the employer and reduce their efforts or increase labour costs
through absenteeism or turnover

There are a number of disadvantages of job design that have been identified by Schuster
& Zingheim, (1992) are, employees often experience the jobs as dull, boring and
repetitive, employees tend to have no feelings of accomplishing anything meaningful,
and also many types of problem behavior tend to appear, for example, carelessness, low
quality, absenteeism, high turnover, industrial unrest and occasionally sabotage

Purpose of the study:

In today’s modern world, drastic changes have been taking place in both private and
public sector organizations. In Pakistan, Telecom industry is expanding day by day and
facing the same situation. The problem is how to keep them satisfied and retain them with
the organization. For this purpose, the current study will make an attempt to measure the
level of job satisfaction for employees working in telecom sector. Job satisfaction is an
important factor for improving the employee performance in an organization. Turnover is
positively related so, employee’s retention by their job satisfaction and keeping it high.

Research topic :
To compare employee’s job satisfaction in Mobilink and Ufone.
Sample size:

A total of 300 questionnaires will be floated among the managerial of mobilink and u-
fone.

Sampling technique:
For the collection of data convenient sampling technique will be use because of certain
limitation.

Scope of the study:

In this study the resecher intended to measure job satisfaction level of those employees
who are working in telecom industry, two of the top leading telecom companies
MOBILINK AND U-FONE are consider for this study and the target is Peshawar region.

Methodology:
The data will be collected with help of two different tolls which are primary data and
secondary data.
Primary data:
Primary data will be collected through
• Questionnaires.

Secondary data:
Secondary data will be taken from journals and books.