PROJECT SYNOPSIS

Project Title:-Employees Job Satisfaction and its Impact on their

performance at Loctell Solutions
Introduction
Happy workers are productive workers and productive workers are likely to be
happy. Employee job satisfaction is essential to face the dynamic and ever
increasing challenges of maintaining productivity of the organization by keeping
their workforce performance. Furthermore, environmental pressures, rising health
costs and various needs of the workforce also pose a challenge for the
management. This could be overcome by creating a work environment that
maintains employee job satisfaction as well as motivates people towards
exceptional performance at the workplace achieving work-life balance.
Job satisfaction has been defined as a pleasurable emotional state resulting from
the appraisal of ones job an affective reaction to ones job; and an attitude towards
ones job. Job satisfaction is an attitude should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviors. This
definition suggests that we form attitudes towards our jobs by taking into account
our feelings, our beliefs, and our behaviors. Job satisfaction is not the same as
motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and
job enrichment. Other influences on satisfaction include the management style and
culture, employee involvement, empowerment and autonomous work position. Job
satisfaction is a very important attribute which is frequently measured by
organizations. The most common way of measurement is the use of rating scales
where employees report their reactions to their jobs. Questions relate to rate of
pay, work responsibilities, variety of tasks, promotional opportunities, the work
itself and co-workers. Some questioners ask yes or no questions while others ask to
rate satisfaction on 1-5 scale (where 1 represents "not at all satisfied" and 5
represents "extremely satisfied")
Job performance is the most important studied in the organizational behavior and
human resource management. But most of the measurements of performance
ignore the dimensions of working conditions and behavior and they considered the
traditionally job descriptions like company's traditional performance appraisal
instruments.

Problem Statement
Earlier studies on employee job satisfaction mainly focused on the factors that
contribute to its attainment but not much analysis on its impact towards employee
performance was made. A number of studies on job satisfaction have been carried
out over the years, however they are largely based on the western organizations
and very few have been done in Indian companies.
The lack of enough research on employee job satisfaction and its impact on
employee performance in Indian organisations brings about a great gap that needs
to be filled with tremendous research. Well satisfied employees will influence the
productivity of the organization and will lead to achieving the organization vision
and goals.

Literature Review
The studies show that job performance is positively related with job satisfaction.
There is high demand of trained, highly skilled and qualified employees in labor
market. The output and yield of an organization is calculated in terms the
performance of its workforce (Currall et 2005). It was originate that if an
employee is showing better performance then it is due to level of job satisfaction
(1977) have investigated the important employee performance indicators at the
hiring stage. They concluded that the employees productivity is affected by level
of job satisfaction and motivation. For high performer employees demands
attractive packages from the employers. And now it has become dilemma for the
human resource experts to retain the performer (Sumita, 2004). The employee
commitment is adversely effected by the low level of employee satisfaction and
sequentially it effects the achievement of organizational objectives and
performance (Meyer, 1999). There is empirical support that intention to leave is
negatively related to performance and job satisfaction. For example, Boshoffand
Allen (2000) found that the performance of recovery of valuable services of
employees decreased their intention to leave the organization. Viator(2001)
reported that performance was negatively associated with the original intentions.

Demographic Factors
The reviews of literature of demographic factor variables that have been found to
have stable relationship with job satisfaction and performance intentions are age,
gender, tenure, education and income levels.

The demographic characteristics chosen for the study based on the literature review
are; (Jitendra Kumar Singh, 2008)
Gender
Age
Marital status
Qualification
Income
Years of service
It could be seen that these have the most impact on job satisfaction and
performance of employees, hence they need to be included for this study.

Job satisfaction
Job satisfaction is defined as all the feelings that an individual has about his/her job
(Viator(2001). Researchers have attempted to identify the various components of
job satisfaction, measure the relative importance of each component of job
satisfaction and examine what effects these components have on workers
performance.
Various studies discussed shows that job satisfaction has been studied with
relevance to co-worker behavior supervisor behavior, pay and promotion,
organizational factors and other work related factors. In some studies the
employees were highly satisfied.
Job Satisfaction Factors
1. Wage
This is the most important variable for employee satisfaction. Wage can be
described as the amount of reward that a worker expects from the job. Employees
should be satisfied with competitive salary packages and they should be satisfied
with it while comparing their pay packets with those of the outsiders who are
working in the same industry. A feeling of satisfaction is felt by attaining fair and
equitable rewards (Pushpa kumari, 2011). Following points may be delineated
under this category
Salaries or Compensation
Bonus
Incentives such as medical allowance, educational allowance, HRA etc.

2.

Nature of Work
Group outgoing (feel like a part of family).
Encouragement and feedback.
Use of internet and other technology for doing job.

3. Promotion
Promotion can be reciprocated as a significant achievement in the life. It promises
and delivers more pay, responsibility, authority, independence and status. The
opportunity for promotion determines the degree of satisfaction to the
employee(Pushpa kumari, 2011).. Following points come under this category:
Opportunity for promotion.
Equal opportunity to grow despite being male or female.
Training program.
Opportunity for use of skills and abilities.
4. Supervisor
A good working relationship with your supervisor is essential since, at every stage,
you need his or her professional input, constructive criticism, and general
understanding. Following these points come under this category:
Relationship with immediate supervisor.
Communication between employees and senior management.
Treatment to employee.
5. Work Group
From (Currall et 2005) It is a natural desire for human beings to interact with
others. Therefore, existence of group in organization is a common observable fact.
This characteristic results in the formation of work group at the work place.
Isolated workers dislike their job. The work groups make use of a remarkable
influence on the satisfaction of employees.
6. Working Condition
From (Meyer, 1999) Employees are highly motivated with good working
conditions as they provide a feeling of safety, comfort and motivation. On the
contrary, poor working condition brings out a fear of bad health in employees. The
more comfortable the working environment is more productive will be the
employees. Following these points come under this category:
Feeling safe and comfort in working environment.
Tools and equipment.
Working methods.

 Security guards and parking facility.

Well ventilated with good light fans and air- conditioning.
Neat and clean office place, rest area and washrooms.

Performance
According to (Stockholm, Sweden Aug 26-29, 2008) Performance very much
depends on perception, values and attitudes. There appear to be so many variables
influencing the job performance that is almost impossible to make sense of them.
Performance is defined as a function of individual ability and skill and effort in a
given situation. In the short run, employees skills and abilities are relatively stable.
Therefore, for the purpose of the study defines the performance in terms of effort
extended to the job of an employee.
Effort is an internal force of a person which makes him or her to work willingly
when employees are satisfied with their job and their needs are met, they develop
an attachment to work or we say that they make and effort to perform better.
Increased effort results in better performances.

Performance Factors from (Stockholm, Sweden Aug 26-29, 2008)

1.
2.
3.
4.
5.

Professionalism
Dependability
Decision Making
Quality Of Work
Initiative

Performance of employees is a major concern for all competitive business

organizations in the world today. A high performance work system is a
distinguishing factor of the leading organizations from the rest in the same
industry. In many companies, inadequate policies at managerial level badly affect
performance and dont allow employees to produce at their full potential. It
can
be said to be the most dynamic factor of production. Many variables like
intellectual & physical abilities of the employees, their qualification, experience,
training, culture of the organization, reward systems, career progression
opportunities, co-workers behavior, authority and responsibility, workload, and
structure of organizations, influence the performance of employees. However, for
the relevance of this study, we will be concentrating on Job satisfaction and how it
impacts on performance of employees in an organization (Wentzel & Wigfield,
2013).

The above details has presented a review of the pertinent literature of Job
saticifaction and employee performance in organisations. Arising from this review,
a number of researched theories have been presented. It is therefore important for
this research to provide empirical evidence of these theories. Research in this area
will provide more knowledge on the extent to which these theories are pertinent to
Indian organizations.

OBJECTIVE
The objective of the study is:
1. To study the demographic profile of employees in Loctell Solutions.
2. To find the factors which will influence employees job satisfaction.
3. To find the factors which will influence for employees performance.
4. To analyze the impact of job satisfaction over employees performance in
the organization.
RESEARCH METHODOLOGY
Objective 1 is achieved by identifying the demographic factors like Gender , Age,
Marital status , Qualification , Income and Years of service from literature survey.
The Demographic details of employees will be collected through questionnaire.
To achieve Objective 2 the factors influencing employees job satisfaction are
Wage , Nature of Work, Promotion, Supervisor, Work Group and Working
Condition identified from the literature survey. The factors influencing employees
job satisfaction of the employees working in Loctell Solutions are measured using
questionnaire and the results are analyzed.
To achieve Objective 3 the factors influencing employees performance are
Professionalism, Dependability , Decision Making , Quality Of Work and Initiative
identified from the literature survey. The factors influencing employees
performance among the employees working in Loctell Solutions are measured
using questionnaire and the results are analyzed. Literature survey is used to collect
primary data. The study depends mainly on the primary data collected through a
well-framed and structured questionnaire to the well considered opinions of the
respondents.
Finally to achieve objective 4 the Regression analysis will be applied to identify
the impact of job satisfaction on performance of employees.

Sampling size: 60 employees will be selected for questionnaire.

Sampling Technique
For the purpose of research study, the method of simple random sampling will be
undertaken.

Statistical Tools will be Used

The collected data has been analyzed by using
a) Regression Analysis: Employees Job Satisfaction and its Impact on their
performance is measured and analyzed using regression analysis.