A STUDY ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT IN

GRAY GRAIN POLYMER RUBBER INDUSTRY AT MADURAI

CHAPTER I

INTRODUCTION

INTRODUCTION TO JOB SATISFACTION

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work.
Job can be influenced by variety of factors like quality of one’s relationship with their
supervisor, quality of physical environment in which they work, degree of fulfillment in their
work, etc.

Positive attitude towards job are equivalent to job satisfaction where as negative attitude
towards job has been defined variously from time to time. In short job satisfaction is a
person’s attitude towards job.

Job satisfaction is an attitude which results from balancing & summation of many specific
likes and dislikes experienced in connection with the job- their evaluation may rest largely
upon one’s success or failure in the achievement of personal objective and upon perceived
combination of the job and combination towards these ends.

According to pestonejee, Job satisfaction can be taken as a summation of employee’s feelings

in four important areas. These are:

Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,

opportunities on the job for promotion and advancement (prospects), overtime regulations,
interest in work, physical environment, and machines and tools.

Management- supervisory treatment, participation, rewards and punishments, praises and

blames, leaves policy and favoritism.

 Social relations- friends and associates, neighbors, attitudes towards people in

community, participation in social activity socialibility and caste barrier.
 Personal adjustment-health and emotionality.
  Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational citizenship, Absenteeism, Turnover.
 Job satisfaction benefits the organization includes reduction in complaints and
grievances, absenteeism, turnover, and termination; as well as improved punctuality
and worker morale. Job satisfaction is also linked with a healthier work force and has
been found to be a good indicator of longevity.
 Job satisfaction is not synonyms with organizational morale, which the possessions of
feeling have being accepted by and belonging to a group of employees through
adherence to common goals and confidence in desirability of these goals
 Morale is the by-product of the group, while job satisfaction is more an individual
state of mind.
 Job Satisfaction is the feeling an employee gets when the job he does fulfils all his
expectations. While morale refers to the attitude of the employees of an organization
and is a group concept, Job satisfaction is the feeling of an individual employee.
 Job satisfaction has been defined as a pleasurable emotional state resulting from the
appraisal of one’s job; and affective reaction to one’s job; and an attitude towards
one’s job. Job Satisfaction can be an important indicator of how employees feel about
their jobs and p predictor of work behaviors such as organizational citizenship,
absenteeism, and turnover.

DEFINITIONS:

Weiss (2018) has “argued that job satisfaction is an attitude but points out that researchers
should clearly distinguish the objects of cognitive evaluation which are affect (emotion),
beliefs and behaviors”.

DETERMINANTS OF JOB SATISFACTION:

There are various personal and organizational factors that influence job satisfaction. The age
of a person does have its influence on his level of job satisfaction. People that are young
usually have a higher level of job satisfaction provided they rightly choose their career. Those
in their twenties or thirties are energetic and have the stamina to work hard and derive
pleasure out of their work. As a person gets older, he gets tired physically and mentally.
Further, he reaches the saturation point at this stage and the work, usually, does not give him
the pleasure it gave earlier.

STEPS TO IMPROVE EMPLOYEE SATISFACTION

The following measures are necessary to improve the satisfaction employees:

Selection of right man for the right job:

Proper care must take while recruiting persons for various jobs. Persons without attitude and
aptitude for work should not be selected. When it comes to placement of workers, they
should be given jobs in tune with their educational qualification, skills, attitudes and abilities.

Satisfactory conditions of service:

All those who have been appointed in the organization should be provided with job security.
They should be given decent pay. Social security benefits like provident fund insurance etc.
should be provided to employees as per the rules.

Conducive working environment:

The working environmental should be made informal. Undue important need not be given to
hierarchy. The organization should make use of both formal and informal channels of
communication. The bureaucratic approach of the management should go.

Conducive physical conditions:

The place of work should be neat and tidy. There should be free flow of natural light and air
in any workroom. There should be proper provision for canteen. Lunchroom, etc

Better work methods:

Conventional work methods and age-old practices should be given up. The enterprise should
come forward to adopt the latest technology. The employees may be trained to make use of
the various electronic devices in their day-to-day work. This not only simplifies their work
but also makes it more interesting.
Proper superior-subordinate relationship:

The relationship between the superior and the subordinates should always be cordial. The
superior’s style of functioning must be democratic. He should not make an attempt to impose
his ideas on his subordinates. Whenever necessary and possible, he can seek his subordinate’s
viewpoints. Likewise, the subordinates, on their part, must repose faith in their superiors and
come forward to accept responsibilities.

Good inter-personal relationship:

The relationship between the employees should also be proper. The work done in any
organization is teamwork. In the absence of proper understanding between the employees,
teamwork is not possible. The employees should not give scope for their personal interest to
clash with those of the organization.

Job rotation:

If certain jobs are, by nature, dull and monotonous, job rotation may help to break the
monotony of workers, i.e., such jobs may be assigned to operation at a certain level by
rotation.

Provision of suitable incentives:

Only human resources can be induced to work. Inanimate objects like machines cannot be
motivated to work. The management therefore, should offer suitable incentives to motivate
employees to perform better. Incentives need not be in the forms of money payment. There
are also non-monetary incentives. Further, these incentives may be gives for individual
performance or group performance.

Valuation of employee performance:

The performance of employees needs to be assessed regular intervals. Such an assessment

will level their level of efficiency. Such of those Employees who are found to be highly
efficient may be given suitable rewards. Those employees who are less efficient may be made
to undergo training to acquire better skills. If some employees are found to be highly
inefficiency, such people need not be retained. It is only these people who spoil the work
atmosphere in any organization
BACK ROUND OF THE STUDY

 Job satisfaction has been an important topic over the years (Akfopure, 2006). The
relationship between man and work has always attracted the attention of philosophers.
A major part of man’s life is spent at work.
 Work is social reality and social expectation to which men seem to confirm. It not
only provides status to the individual but also binds him to the society. An employee
who is satisfied with his job would perform his duties well and be committed to his
job, and subsequently to his organization.
 Thus, it is of utmost importance for employers to know the factors that can affect their
employees’ job satisfaction level since it would affect the performance of the
organization as well. Employees are among the most important determinants and
leading factors that determine the success of an organization in a competitive
environment. Besides that, if managed properly employee commitment can lead to
beneficial consequences such as increased effectiveness, performance, and
productivity, and decreased turnover and absenteeism at both the individual and
organizational levels (Fiorita, Bozeman, Young & Meurs, 2007).
 An employee who is satisfied with his job would perform his duties well and be
committed to his job, and subsequently to his organization. Thus, it is of utmost
importance for employers to know the ` 2 factors that can affect their employees’ job
satisfaction level since it would affect the performance of the organization as well
(Awang, Ahmad & Zin, 2010). Through workers, organisations can garner a
competitive advantage.
 Committed employees take pride in organisational membership, believe in the goals
and values of the organisation, and therefore display higher levels of performance and
productivity (Steinhaus & Perry, 1996). In the eyes of employees they believes that
they have done a lot for their organization and they also have emotional involvement
in their organization.
 However, their management has very little involvement in their growth and
development of employees. Many managers have little understanding of how to
satisfy their employees and how these employees’ satisfaction levels influence their
intention to leave their positions (Feinstein, A., 2002). In fact, because of this limited
understanding, managers’ efforts toward employee satisfaction can sometimes create
 more dissonance than cohesion between employees and management, leading to
decreased performance and excessive employee turnover (Locke, 1969).
 However, it is also sometimes hard to find suitable people for certain positions. So
once an ideal candidate is chosen, organizations will like to make a great effort to
retain those employees. Therefore, in order to meet the changing needs and demands
of private organization in the global world, it is necessary to develop an
organizational climate and culture to satisfy the employees.
 So, it is important to increase job satisfaction and to put organizational commitment
into practice. According to Locke (1976), job satisfaction can be generally defined as
the employee's feelings towards his or her job. It is a pleasurable emotional state
resulting from the appraisal of ` 3 one’s job and as an attitudinal variable that can be a
diagnostic indicator for the degree to which people like their job.
 According to Meyer, John P., Stanley, David J., Herscovitch, Lynne, Topolnytsky,
Laryssa. (2002), job satisfaction is a determinative of organizational commitment.
The main difference between organizational commitment and job satisfaction is that
while organizational commitment can be defined as the emotional responses which an
employee has towards his organization; job satisfaction is the responses that an
employee has towards any job.
 It is considered that these two variables are highly interrelated. In other words, while
an employee has positive feelings towards the organization, its values and objectives,
it possible for him to be unsatisfied with the job he has in the organization.

OBJECTIVE OF THE STUDY

The objective of the study is as follows

 To assess the satisfaction level of employees in GRAY GRAIN POLYMER

RUBBER INDUSTRY AT MADURAI.

 To identify the factors which influence the job satisfaction of employees.

 To identify the factor which improves the satisfaction level of employees?

 To know the employee satisfaction towards the facilities.

 To offer valuable suggestions to improve the satisfaction level of employees.

The topic was chosen by the research to identify the level of satisfaction among employees in
an organization.

LITERATURE REVIEW

 The literature survey conducted here includes the academic books and website. The
study Being conducted was “to evaluate the effectiveness of recruitment and selection
policy in Relation with increasing attrition problem.”
 Gui L, Barriball KL, While AE. 2nd Military Medical University, School of Nursing,
Shanghai, PR China
 Job satisfaction among nurses is of concern throughout the world but the satisfaction
of nurse teachers has received less attention and no review of global research on the
topic has been published.
 A comprehensive literature review (1976-2007) was undertaken from an international
perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge
about nurse teachers' job satisfaction over time.
 Coverage over the last 30 years was selected to examine if the level and contributing
factors to nurse teachers' job satisfaction have changed during a time which has seen
considerable developments and reorganization of nurse education as well as the role
of nurse teachers. The purpose of this Part I paper is to:
 review the different measurements of job satisfaction,
 Report the job satisfaction levels of nurse teachers and,
 identify the components of job satisfaction of nurse teachers.
 This paper provides the foundation for the Part II paper which reviews the literature
regarding the effects and related factors of nurse teachers' job satisfaction.
 Prasad L.M. “Human resource management” pp219-purpose and importance of
Recruitment & selection can not be ignored as by this org.
 Bhattacharyya Kumar Dipak, “Human resource management” Excel books pp166.-
what is basically recruitment, its introduction, how to carry out recruitment..
 Dwivedi R.S. “Managing Human Resource, Personnel Management” (Indian
enterprises, Galgotia publishing company, New delhi,1st edition, pp96-97 -what is a
recruitment policy what factors should be include while formulating.
 Rao V.S.P, Human Resource Management”, Excel books,1st
edition,pp151.Importance of tests while selecting the candidates for the job, as these
 tests help the interviewer to better judge the candidate his competency for the
particular jobs.
 Bernardin John H, “Human Resource Management”, Tata Mc Graw Hill publishing
company ltd., New Delhi, pp 160-163.the effectiveness of selection method depends
upon the reliability of the data ,validity of the purpose & utility of the methods.
 Gulati Ambika, “Training and Management”, vol3, aug07, pp18-19, Importance of
recruitment function in an organization.
 Gulati Ambika,” Training and Management”, vol3, june 07,pp46-4 - changing role of
Human Resource
 Gulati Ambika, “Training and Management”,vol3 a single click for all recruitment
solutions.
 Rao Janardhan N, “MBA Review”mar07,pp33-37.-Paradigam shifts in human
resources.
 Kothari C.B. “Research Methodology-Methods & Techniques”, new age international
research methodology

RESEARCH METHDOLOGY

Research methodology is a way to systematically solve the problem. It may be understood

has a science of studying how research is done scientifically. In it we study the various steps
that all generally adopted by a researcher in studying his research problem along with the
logic behindthem.The scope of research methodology is wider than that of research method.

MEANING OF RESEARCH

Research is defined as “a scientific & systematic search for pertinent information on a

specific topic”. Research is an art of scientific investigation. Research is a systemized effort
to gain new knowledge. It is a careful inquiry especially through search for new facts in any
branch of knowledge. The search for knowledge through objective and systematic method of
finding solution to a problem is a research

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the data in
manner that aims to combine relevance to the research purpose with economy in procedure.
In fact, the research is design is the conceptual structure within which research is conducted;
it constitutes the blue print of the collection, measurement and analysis of the data. As search
design includes an outline of what the researcher will do from writing the hypothesis and its
operational implication to the final analysis of data.

DATA COLLECTION

The task of data collection begins after the research problem has been defined and research
design chalked out. While deciding the method of data collection to be used for the study, the
researcher should keep in mind two types of data viz. Primary and secondary data.

PRIMARY DATA: -
The primary data are those, which are collected afresh and for the first time and thus happen
to be original in character. The primary data were collected through well-designed and
structured questionnaires based on the objectives.

SECONDARY DATA:
The secondary data are those, which have already been collected by someone else and passed
through statistical process. The secondary data required of the research was collected through
various newspapers, and Internet etc.

PILOT SURVEY:
Pilot survey was conducted with the employees of the organization is helped the researcher to
have incite to the strength and weakness of questionnaires. The resold pilot survey suggestion
obtained from experience employees uncertain changes were made the questionnaires pilot
survey also enable the researcher would take time and administrator the questionnaires.

SAMPLING DESIGN
  The total number of employees working in GRAY GRAIN POLYMER RUBBER
INDUSTRY AT MADURAI 150. The total number of questionnaires issued to the
employees is 40 but only 37 questionnaires were used for the study

SAMPLE SIZE

The sample size chosen for study is 150.

PROCESSING THE DATA:

The data collected were classified analyzed tabulated and interpret at bar diagram.

PRAPARATION OF REPORT:

From the information gathered though questionnaires reports was prepared showing the
analysis the interpretation suggestion and conclusion.

SCOPE OF THE STUDY

This study emphasis in the following scope:

 To identify the employees level of satisfaction upon that job.

 This study is helpful to that organization for conducting further research.

 It is helpful to identify the employer’s level of satisfaction towards welfare measure.

 This study is helpful to the organization for identifying the area of dissatisfaction of
job of the employees.

 This study helps to make a managerial decision to the company.

LIMITATION OF THE STUDY

 The survey is subjected to the bias and prejudices of the respondents. Hence 100%
accuracy can’t be assured.
 The researcher was carried out in a short span of time, where in the researcher could
not widen the study.
 The study could not be generalized due to the fact that researcher adapted personal
interview method
 CHAPTER SCHEME

 Chapter I study about the introduction, review of literature, research methodology

 Chapter II study about the company profile and industry profile
 Chapter III study about the data analysis and interpretation
 Chapter IV study about the finding and suggestion and conclusion

CHAPTER II

COMPANY PROFILE AND INDUSTRY PROFILE

GRAY GRAIN POLYMER RUBBER INDUSTRY

COMPANY PROFILE:

Company Profile of Gray Grain polymer Rubber Industry - Founder of R.

Elayaperumal and CEO - E. Flora Gray Grain polymer Rubber Industry. The company
Establishment in 2001. This is an unique and specialized factory to fight against nation
threat about enormous heterogeneous waste of tyres. Billions of used tyres now reside in
landfills and illegal dumps causing pollution from release of toxic chemical which is
hazardous to human beings. Gray Grain polymer Rubber Industry is recycling used tyres,
which have become a huge, accumulated waste and we help the Government and the
environment by converting this enormous waste into reusable material. Our raw material and
out put is only tyres and we shred these used whole tyres into tire granulate and crumb rubber
(Powder).The company working employees in 382.

Our company is now ready to become a major force for friendly environment in the
global rubber industry. We are the authorized contractor of RAK Municipality for their dump
yard of tyres. Hopefully, our company will be accredited as GREEN INDUSTRY BY UAE
Government as our goal is to reduce the pollution of the environment. ERF is equipped with
the State of art machinery to shred and produce rubber crumb of 7000 MT per annum.
Welcome to Gray Grain polymer Rubber, a market leader in manufacturing world-class
rubber products and moulded rubber components. For more than four decades, we have
served a large number of reputed clients from automotive, engineering, chemical, healthcare
and other industrial segments and gained in valuable experience. We remain dedicated to our
long-standing mission of delivering high-quality products on time and at a competitive price.

The company makes use of leading-edge technology to manufacture a wide range of

products such as O-rings, hydraulic & pneumatic seals, gaskets, grommets, bushes, bellows,
flat washers, s olid tyres, b oots, d iaphragms, aprons, cots etc. in Nitrile, Polyurethane,
Viton, Silicon, Neoprene, EPDM and other polymers as required by our clients. We also
manufacture rubber products and components as per client specifications.

Gray Grain polymer Rubber Industries became functional under the able leadership of
Mr. K.L. Jain. Production started in a small, rented place with a workforce of only five
people. A period of rapid growth followed and within a short span, the company expanded
manifold in all aspects. At present, a team of more than 30 highly-skilled professionals work
dedicatedly to meet the stringent norms set by the company in accordance with the
requirements of our valued clients.

The high-precision, international-quality rubber products and efficacious services of

Gray Grain polymer Rubber have helped us build an impressive client base across the
country. We have carved a niche in the global market as well, working in tandem with
reputed export houses and catering to the quality-conscious markets of Europe and the USA.
The company is also exploring new markets worldwide in order to expand its business
prospects further.

VISION AND MISSION:

VISION

• To work as a team and provide a encouraging working environment.

• To provide high quality products that combine performance with value pricing, while
establishing a successful relationship with our customers and our suppliers.

MISSION

• To stay ahead of the competition by continuous improvement in our services.

 • Super Springs values its employees, suppliers and its customers and is committed to
cultivate an environment of mutual trust and respect and to provide necessary
resources to achieve its goals

Gray Grain polymer Rubber Limited Profile:

Corporate Identification Number : U17111TZ2001PTC013446

Company Name: Gray Grain polymer Rubber
Company Status: Active
ROC: ROC- madurai
Registration Number: 13446
Company Category: Company limited by Shares
Company Sub Category: Non-govt company

Class of Company: Private

Date of Incorporation: 01 September 2005
Age of Company: 13 years, 8 month
Activity: Rubber manufacturing
Company Founder R. Elayaperumal
Managing Director E.Flora
Total Employees 750
HR Manager D.Elayaraj

INDUSTRY PROFILE
INTRODUCTION TO THE INDUSTRY:
Rubber industry is more than 100 years old. Industrial rubber industry is dominated by one
major product tires. Tires are used in large numbers on bicycles, trucks, aircrafts, and
automobiles. Automobile tires, inflatable rafts, conveyor belts, rain coats and waterproof
cloth tents are produced by impregnating fabrics with rubber, using calendaring process.
Molding is another important process in the tire production. Tires are the principal product of
industrial rubber industry. It accounts for approximately three-fourth of total rubber tonnage.
Production of rubber goods comprises of two stages- first stage is the production of
rubber, either by the natural rubber (which is an agricultural crop) or from the petroleum
products. Second stage is processing of the rubber so produced into the finished goods form.
Processing of rubber into the finished goods like tires and other products is usually
designated as rubber industry. Synthetic rubbers are produced from petrochemicals by
polymerization method.
Rapidly growing automotive sector in developing economies and increased demand
for high-performance tires, sealing products, and tire adhesive are expected to contribute to
the growth of the global industrial rubber market. As on date, Asia Pacific is the largest
producer and consumer of industrial rubber, with its tire sector exhibiting promising growth
rate. Manufacturers have shifted their production facilities to emerging economies, due to
the low labor and operating costs.
In the industrial rubber industry, construction market is estimated to post the strongest
gain during the forecast period. Other construction-related products like rubber roofing are
projected to register the healthy growth. Mechanical goods is expected to account for the
largest share of total demand. Suppliers of hose and belts will gain benefits from increased
consumer demand of the durable goods, particularly machinery and equipment.
Industrial Rubber Market: Drivers & Restraints
Growing automotive industry, rising construction output and manufacturing activities
are some of the key factors driving the growth of the industrial rubber market.
Volatility of the oil prices, environmental concerns and associated government regulations,
limited number of suppliers and increasing threat from the substitutes are probable factors
negatively impacting the growth of the industrial rubber market.
Industrial Rubber Market: Segmentation
The global industrial rubber market is broadly classified on the basis of product type,
market and geographies.
Based on product type, the global industrial rubber market is segmented into:
 Gaskets
 Hoses
 Conveyor belts
 Sealing products
 Footwear
 Based on market, the global industrial rubber market is segmented into:
 Construction
 Manufacturing
 Aerospace
 Automotive
Industrial Rubber Market: Overview
With rising automotive sales, growing population, increasing disposable income and
rising urbanization the need for industrial rubber products are increasing. The global
industrial rubber market is expected to expand at a promising CAGR during the forecast
period (2015-2025).
Industrial Rubber Market: Region-wise Outlook
The global industrial rubber market is expected to register a double-digit CAGR for
the forecast period. Depending on geographic regions, global industrial rubber market is
segmented into seven key regions: North America, South America, Eastern Europe, Western
Europe, Asia Pacific, Japan, and Middle East & Africa. As of 2015, North America
dominated the global industrial rubber market in terms of market revenue followed by
Europe. Asia Pacific & Japan are projected to expand at a substantial growth and will
contribute to the global industrial rubber market value exhibiting a robust CAGR during the
forecast period 2015.
Industrial Rubber Market: Key Players
Some of the key market participants in global industrial rubber market are Goodyear
Tire and Rubber Company, Greenville Industrial Rubber & Gasket Co, Industrial Rubber &
Gasket Inc, Continental AG, Bridgestone Corp, Yokohama Rubber Company Ltd, Toyo Tire
and Rubber Co. Ltd.
The research report presents a comprehensive assessment of the market and contains
thoughtful insights, facts, historical data, and statistically supported and industry-validated
market data. It also contains projections using a suitable set of assumptions and
methodologies. The research report provides analysis and information according to
categories such as market segments, geographies, types and applications.
The report covers exhaustive analysis on:
 Market Segments
 Market Dynamics
 Market Size
 Supply & Demand
 Current Trends/Issues/Challenges
 Competition & Companies involved
 Technology
 Value Chain
Regional analysis includes
 North America (U.S., Canada)
 Latin America (Mexico. Brazil)
 Western Europe (Germany, Italy, France, U.K, Spain, Nordic countries, Belgium,
Netherlands, Luxembourg)
 Eastern Europe (Poland, Russia)
 Asia Pacific (China, India, ASEAN, Australia & New Zealand)
 Japan
 Middle East and Africa (GCC, S. Africa, N. Africa)
The report is a compilation of first-hand information, qualitative and quantitative assessment
by industry analysts, inputs from industry experts and industry participants across the value
chain. The report provides in-depth analysis of parent market trends, macro-economic
indicators and governing factors along with market attractiveness as per segments. The
report also maps the qualitative impact of various market factors on market segments and
geographies.
Report Highlights:
 Detailed overview of parent market
 Changing market dynamics in the industry
 In-depth market segmentation
 Historical, current and projected market size in terms of volume and value
 Recent industry trends and developments
 Competitive landscape
 Strategies of key players and products offered
 Potential and niche segments, geographical regions exhibiting promising growth
 A neutral perspective on market performance
 Must-have information for market players to sustain and enhance their market footprint.

In 1970, Gray Grain Polymer Rubber Industry had tendered to buy competitor
Atkinson. Ultimately the bid failed and Seddon were the successful buyers, the new
company being called Seddon Atkinson. Many of the old Atkinson workforce did not like
change and some moved across to Grain Polymer Rubber Industry . One such key engineer
was Jack Cooke who's influence led to the development of another entirely new ground
breaking cab. The steel framed, fibreglass panelled SP (Steel / Plastics) as fitted on the
B Series models.

CHAPTER III

DATA ANALYSIS AND INTERPRETATION

TABLE 3.1

AGE OF THE RESPONDENT

Frequency Percent Valid Percent Cumulative

Percent
Below 25 yrs 23 8.2 15.3 15.3
26 – 30 yrs 43 15.3 28.7 44.0
31 – 35 yrs 17 6.0 11.3 55.3
Valid 36 – 40 yrs 29 10.3 19.3 74.7
41 – 45 yrs 19 6.8 12.7 87.3
Above 46 yrs 19 6.8 12.7 100.0
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that age of 15% of the respondent are below 25 years , 28 % of the
respondent are 26-30 years, 11 % of the respondent are 31-35 years, 19 % of the respondent
are 36-40 years and 13 % of the respondent are 41-45 years, 13 % of the respondent are
above 46 years.
CHART 3.1

AGE OF THE RESPONDENT

TABLE 3.2

GENDER OF THE RESPONDENT

Frequenc Percent Valid Cumulative

y Percent Percent
Male 80 28.5 53.3 53.3
Valid Female 70 24.9 46.7 100.0
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION:
From the table it is clear that gender of 53 % of the respondent are male and 47% of the
respondent are female.

CHART 3.2

GENDER OF THE RESPONDENT

TABLE 3.3

EDUCATION OF THE RESPONDENT

Education
 Frequenc Percent Valid Cumulative
y Percent Percent
UG 46 16.4 30.7 30.7
PG 47 16.7 31.3 62.0
Professionals 22 7.8 14.7 76.7
Valid
Diploma & 35 12.5 23.3 100.0
Others
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that educational qualification of the respondent is 31% of the
employee is studied in UG and 31% of the employee is studied in PG, 15% of the employee
is studied in professional and 23% of the employee is studied in diploma and others.

CHART 3.3

EDUCATION OF THE RESPONDENT

TABLE 3.4
MONTHLY INCOME OF THE RESPONDENT

Income
 Frequenc Percent Valid Cumulative Percent
y Percent
< 20,000 36 12.8 24.0 24.0
20,001 – 53 18.9 35.3 59.3
30,000
Valid 30,001 - 28 10.0 18.7 78.0
40,000
> 40,001 33 11.7 22.0 100.0
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that monthly income of the respondent are 24% of the employee
says they earn the income is <20000, 35 % of the employee says they earn the income is
20001-30000 , 19 % of the employee says they earn the income is 30001-40000, 22 % of the
employee says they earn the income is above 40000.

CHART 3.4
MONTHLY INCOME OF THE RESPONDENT
TABLE 3.5
YEARS OF EXPERIENCE

Frequenc Percent Valid Cumulative

y Percent Percent
0-1 43 15.3 28.7 28.7
1-2 53 18.9 35.3 64.0
2-3 25 8.9 16.7 80.7
Valid
3 and 29 10.3 19.3 100.0
above
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that 29 % of the employee says that they have on0-1 years
experience 35 % of the employee says that they have on 1-2 years experience, 17 % of the
employee says that they have on 2-3 years experience and 19 % of the employee says that
they have 3and above 5 years experience .

CHART 3.5
YEARS OF EXPERIENCE
TABLE 3.6
I FEEL I RECEIVE A FAIR SALARY FOR MY JOB

Salary
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 35 12.5 23.3 23.3
Agree 46 16.4 30.7 54.0
Moderate 16 5.7 10.7 64.7
Valid Disagree 33 11.7 22.0 86.7
Strongly 20 7.1 13.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that 23 % of the employees are strongly agreed with feel i receive a
fair salary for my job , 31% of the employees are said that agreed fair salary for my job ,
11% of the employees are said that moderate 22 % of the employees are said that disagree ,
13% of the employees are said that strongly disagree.
CHART 3.6
I FEEL I RECEIVE A FAIR SALARY FOR MY JOB

TABLE 3.7
RAISES ARE OFTEN AND NOT FAR BETWEEN

Raises
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 34 12.1 22.7 22.7
Agree 50 17.8 33.3 56.0
Moderate 19 6.8 12.7 68.7
Valid Disagree 27 9.6 18.0 86.7
Strongly 20 7.1 13.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION:
From the table it is clear that Raises are often and not far between is 23 % of the employees
are strongly agreed with Raises are often and not far between, 33% of the employees are said
that agreed Raises are often and not far between, 13 % of the employees are said that
moderate 18 % of the employees are said that disagree, 13% of the employees are said that
strongly disagree.

CHART 3.7
RAISES ARE OFTEN AND NOT FAR BETWEEN
TABLE 3.8
I FEEL APPRECIATED BY THE ORGANIZATION WHEN I THINK ABOUT
WHAT THEY PAY ME

feel
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 31 11.0 20.7 20.7
Agree 53 18.9 35.3 56.0
Moderate 23 8.2 15.3 71.3
Valid Disagree 29 10.3 19.3 90.7
Strongly 14 5.0 9.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that is 21 % of the employees are strongly agreed with organization
when I think about what they pay , 35 % of the employees are said that agreed , 15 % of the
employees are said that moderate 19 % of the employees are said that disagree, 09 % of the
employees are said that strongly disagree.

CHART 3.8
I FEEL APPRECIATED BY THE ORGANIZATION WHEN I THINK ABOUT
WHAT THEY PAY ME

TABLE 3.9
I FEEL SATISFIED WITH MY CHANCES FOR SALARY INCREASES
satisfied
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 34 12.1 22.7 22.7
Agree 50 17.8 33.3 56.0
Moderate 22 7.8 14.7 70.7
Valid Disagree 29 10.3 19.3 90.0
Strongly 15 5.3 10.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that is 23 % of the employees are strongly agreed with my chances
for salary increases , 33 % of the employees are said that agreed the my chances for salary
increase , 15 % of the employees are said that moderate 19 % of the employees are says that
disagree with my chances for salary increases , 10 % of the employees are said that strongly
disagree.

CHART 3.9
I FEEL SATISFIED WITH MY CHANCES FOR SALARY INCREASES
TABLE 3.10
THERE IS REALLY GOOD CHANCE FOR PROMOTION ON MY JOB

Frequenc Percent Valid Cumulative

y Percent Percent
Strongly Agree 27 9.6 18.0 18.0
Valid Agree 60 21.4 40.0 58.0
Moderate 20 7.1 13.3 71.3
 Disagree 28 10.0 18.7 90.0
Strongly 15 5.3 10.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that is 18 % of the employees are strongly agree with chance for
promotion on my job, 40 % of the employees are were agreed the chance for promotion on
my job, 13 % of the employees are says that they moderate 19 % of the employees are says
that disagree, 10 % of the employees are said that strongly disagree.

CHART 3.10
THERE IS REALLY GOOD CHANCE FOR PROMOTION ON MY JOB
TABLE 3.11
THOSE WHO DO WELL ON THE JOB STAND A FAIR CHANCE OF BEING
PROMOTED

fairchance
Frequenc Percent Valid Cumulative
y Percent Percent
Valid Strongly Agree 32 11.4 21.3 21.3
 Agree 56 19.9 37.3 58.7
Moderate 20 7.1 13.3 72.0
Disagree 25 8.9 16.7 88.7
Strongly 17 6.0 11.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION:
From the table it is clear that is 21 % of the employees are strongly agree with fair chance of
being promoted , 37 % of the employees are were agreed , 13 % of the employees are says
that they moderate 18 % of the employees are says that disagree, 11 % of the employees are
says that strongly disagree.

CHART 3.11
THOSE WHO DO WELL ON THE JOB STAND A FAIR CHANCE OF BEING
PROMOTED
TABLE 3.12
PEOPLE GET AHEAD AS FAST HERE AS THEY DO IN OTHER PLACES

PLACES
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 33 11.7 22.0 22.0
Valid Agree 54 19.2 36.0 58.0
Moderate 14 5.0 9.3 67.3
 Disagree 34 12.1 22.7 90.0
Strongly 15 5.3 10.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION
From the table it is clear that is People get ahead as fast here as they do in other places Is 22
% of the employees are strongly agreed , 36 % of the employees are were agreed , 09 % of
the employees are says that they moderate 23 % of the employees are says that disagree, 10
% of the employees are says that strongly disagree.

CHART 3.12
PEOPLE GET AHEAD AS FAST HERE AS THEY DO IN OTHER PLACES
TABLE 3.13
I AM SATISFIED WITH MY CHANCES FOR PROMOTION

promotion
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 27 9.6 18.0 18.0
Agree 53 18.9 35.3 53.3
Valid
Moderate 26 9.3 17.3 70.7
Disagree 24 8.5 16.0 86.7
 Strongly 20 7.1 13.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that is 18 % of the employees are strongly agree with satisfied with
my chances for promotion, 35 % of the employees are were agreed the chances for promotion
,17 % of the employees are says that they chances for promotion is moderate 16 % of the
employees are says that chances for promotion is disagree, 13 % of the employees are says
that strongly disagree.

CHART 3.13
I AM SATISFIED WITH MY CHANCES FOR PROMOTION
TABLE 3.14
I AM SATISFIED WITH THE BENEFITS I RECEIVE

benefits
Frequenc Percent Valid Cumulative
y Percent Percent
Valid Strongly Agree 30 10.7 20.0 20.0
 Agree 52 18.5 34.7 54.7
Moderate 15 5.3 10.0 64.7
Disagree 32 11.4 21.3 86.0
Strongly 21 7.5 14.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that is 20 % of the employees are strongly agree with satisfied with
benefits I receive, 35 % of the employees are were agreed the benefits I receive, 10 % of the
employees are says that they moderate with benefits I receive 21 % of the employees are says
that chances for promotion is disagree, 14 % of the employees are says that strongly disagree.

CHART 3.14
I AM SATISFIED WITH THE BENEFITS I RECEIVE
TABLE 3.15
THE BENEFITS WE RECEIVE ARE AS GOOD AS MOST OTHER
ORGANIZATIONS OFFER
offer
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 41 14.6 27.3 27.3
Agree 58 20.6 38.7 66.0
Moderate 14 5.0 9.3 75.3
Valid Disagree 29 10.3 19.3 94.7
Strongly 8 2.8 5.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION
From the table it is clear that is 27 % of the employees are strongly agree with most other
organizations offer, 39 % of the employees are were agreed, 10 % of the employees are says
that they moderate most other organizations offer,19 % of the employees are says that
chances for promotion is disagree, 05 % of the employees are says that strongly disagree.

CHART 3.15
THE BENEFITS WE RECEIVE ARE AS GOOD AS MOST OTHER
ORGANIZATIONS OFFER
TABLE 3.16

THE BENEFIT PACKAGE WE HAVE IS EQUITABLE

equitable
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 34 12.1 22.7 22.7
Agree 54 19.2 36.0 58.7
Moderate 20 7.1 13.3 72.0
Valid Disagree 28 10.0 18.7 90.7
Strongly 14 5.0 9.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that is 27 % of the employees are strongly agree with most other
organizations offer, 39 % of the employees are were agreed, 10 % of the employees are says
that they moderate most other organizations offer,19 % of the employees are says that
chances for promotion is disagree, 05 % of the employees are says that strongly disagree.

CHART 3.16

THE BENEFIT PACKAGE WE HAVE IS EQUITABLE

TABLE 3.17

I LIKE THE PEOPLE I WORK WITH

work
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 33 11.7 22.0 22.0
Agree 57 20.3 38.0 60.0
Moderate 19 6.8 12.7 72.7
Valid
Disagree 27 9.6 18.0 90.7
Strongly 14 5.0 9.3 100.0
disagree
 Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that 22 % of the employees are strongly agree with I like the people
I work with my co-workers ,38 % of the employees are says that they agree , 13 % of the
employees are says that they moderate, 18 % of the employees are says that they disagree, 09
% of the employees are says that they strongly disagree

CHART3.17

I LIKE THE PEOPLE I WORK WITH

TABLE 3.18
I ENJOY WORKING WITH MY CO-WORKERS

enjoy
Frequenc Percent Valid Cumulative
y Percent Percent
 Strongly Agree 30 10.7 20.0 20.0
Agree 53 18.9 35.3 55.3
Moderate 21 7.5 14.0 69.3
Valid Disagree 27 9.6 18.0 87.3
Strongly 19 6.8 12.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that 20% of the employees are strongly agree with enjoy working
with my co-workers ,35 % of the employees are says that they agree , 14 % of the employees
are says that they moderate, 18 % of the employees are says that they disagree, 13% of the
employees are says that they strongly disagree

CHART 3.18
I ENJOY WORKING WITH MY CO-WORKERS
TABLE 3.19
I HAVE TO WORK HARDER AT MY JOB BECAUSE OF THE COMPETENCE OF
PEOPLE I WORK WITH

competence
Frequenc Percent Valid Cumulative
y Percent Percent
Valid Strongly Agree 32 11.4 21.3 21.3
 Agree 53 18.9 35.3 56.7
Moderate 18 6.4 12.0 68.7
Disagree 29 10.3 19.3 88.0
Strongly 18 6.4 12.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION
From the table it is clear that 21% of the employees are strongly agree with because of the
competence of people 35 % of the employees are says that they agree , 12 % of the
employees are says that they moderate, 19 % of the employees are says that they disagree, 12
% of the employees are says that they strongly disagree

CHART 3.19
I HAVE TO WORK HARDER AT MY JOB BECAUSE OF THE COMPETENCE OF
PEOPLE I WORK WITH
TABLE 3.20

THERE IS NO BICKERING AND FIGHTING AT WORK

bickering
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 27 9.6 18.0 18.0
Valid
Agree 58 20.6 38.7 56.7
 Moderate 26 9.3 17.3 74.0
Disagree 24 8.5 16.0 90.0
Strongly 15 5.3 10.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION
From the table it is clear that 18 % of the employees are strongly agree with o bickering and
fighting at work 39 % of the employees are says that they agree o bickering and fighting at
work , 17 % of the employees are says that they moderate, 16% of the employees are says
that they disagree, 10% of the employees are says that they strongly disagree .

CHART 3.20

THERE IS NO BICKERING AND FIGHTING AT WORK

TABLE 3.21
I LIKE MY SUPERVISOR

supervisor
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 32 11.4 21.3 21.3
Agree 55 19.6 36.7 58.0
Moderate 18 6.4 12.0 70.0
Valid Disagree 27 9.6 18.0 88.0
Strongly 18 6.4 12.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that 21% of the employees are strongly agree with I like my
supervisor
37 % of the employees are agreed, 12 % of the employees are says that they I like my
supervisor is moderate, 18 % of the employees are says that they disagree, 12 % of the
employees are says that they strongly disagree with I like my supervisor.
.

CHART 3.21
I LIKE MY SUPERVISOR
TABLE 3.22

MY SUPERVISOR IS QUITE COMPETENT IN DOING HIS/HER JOB

competent
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 30 10.7 20.0 20.0
Valid
Agree 54 19.2 36.0 56.0
 Moderate 26 9.3 17.3 73.3
Disagree 25 8.9 16.7 90.0
Strongly 15 5.3 10.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that 20 % of the employees are strongly agree with competent in
doing my jop is 36% of the employees are were agreed, 17% of the employees are says that
they moderate, 17 % of the employees are says that they disagree, 10% of the employees are
says that they strongly disagree

CHART 3.22

MY SUPERVISOR IS QUITE COMPETENT IN DOING HIS/HER JOB

TABLE 3.23
MY SUPERVISOR IS FAIR TO ME

fair
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 36 12.8 24.0 24.0
Agree 50 17.8 33.3 57.3
Moderate 22 7.8 14.7 72.0
Valid Disagree 26 9.3 17.3 89.3
Strongly 16 5.7 10.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that 24 % of the employees are strongly agree with my supervisor is
fair to me, 33 % of the employees are were agreed, 15 % of the employees are says that they
moderate, 17 % of the employees are says that they disagree, 11 % of the employees are says
that they strongly disagree

CHART 3.23
MY SUPERVISOR IS FAIR TO ME
TABLE 3.24
MY SUPERVISOR SHOWS INTEREST IN THE FEELINGS OF SUBORDINATES

interest
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 37 13.2 24.7 24.7
Agree 51 18.1 34.0 58.7
Valid
Moderate 21 7.5 14.0 72.7
Disagree 28 10.0 18.7 91.3
 Strongly 13 4.6 8.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that 25 % of the employees are strongly agree with the supervisor
shows interest in the feelings of subordinates , 34 % of the employees are were agreed, 14 %
of the employees are says that they moderate, 19 % of the employees are says that they
disagree, 09 % of the employees are says that they strongly disagree

CHART 3.24
MY SUPERVISOR SHOWS INTEREST IN THE FEELINGS OF SUBORDINATES
TABLE 3.25

WHEN I DO A GOOD JOB, I RECEIVE THE RECOGNITION FOR IT THAT I

SHOULD RECEIVE

recognition
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 37 13.2 24.7 24.7
Agree 49 17.4 32.7 57.3
Moderate 22 7.8 14.7 72.0
Valid Disagree 27 9.6 18.0 90.0
Strongly 15 5.3 10.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION

From the table it is clear the I receive the recognition for my organization is 25 % of the
employees are strongly agree with the organization, 33 % of the employees are were agreed,
15 % of the employees are says that they moderate, 18% of the employees are says that they
disagree, 10 % of the employees are says that they strongly disagree

CAHRT 3.25

WHEN I DO A GOOD JOB, I RECEIVE THE RECOGNITION FOR IT THAT I

SHOULD RECEIVE
TABLE 3.26
I FEEL THAT THE WORK I DO IS APPRECIATED

appreciated
Frequenc Percent Valid Cumulative
y Percent Percent
Valid Strongly Agree 32 11.4 21.3 21.3
 Agree 46 16.4 30.7 52.0
Moderate 25 8.9 16.7 68.7
Disagree 28 10.0 18.7 87.3
Strongly 19 6.8 12.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION

From the table it is clear the work I do is appreciated my organization is 21 % of the

employees are strongly agree with the organization, 31 of the employees are were agreed, 17
% of the employees are says that they moderate, 19 % of the employees are says that they
disagree, 13 % of the employees are says that they strongly disagree

CHART 3.26
I FEEL THAT THE WORK I DO IS APPRECIATED
TABLE 3.27

I FEEL MY EFFORTS ARE REWARDED THE WAY THEY SHOULD BE

efforts
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 35 12.5 23.3 23.3
Valid
Agree 50 17.8 33.3 56.7
 Moderate 21 7.5 14.0 70.7
Disagree 29 10.3 19.3 90.0
Strongly 15 5.3 10.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION

From the table it is clear I feel my efforts are rewarded my organization is 23 % of the
employees are strongly agree with the organization, 33 of the employees are were agreed, 14
% of the employees are says that they moderate, 19 % of the employees are says that they
disagree,10 % of the employees are says that they strongly disagree

CHART 3.27

I FEEL MY EFFORTS ARE REWARDED THE WAY THEY SHOULD BE

TABLE 3.28
I AM VERY HAPPY BEING A MEMBER OF THIS ORGANIZATION

happy
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 32 11.4 21.3 21.3
Agree 44 15.7 29.3 50.7
Moderate 26 9.3 17.3 68.0
Valid Disagree 31 11.0 20.7 88.7
Strongly 17 6.0 11.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION

From the table it is clear that I am very happy being a member of this my organization is
21 % of the employees are strongly agree with the organization, 29 of the employees are
were agreed, 17 % of the employees are says that they moderate, 21% of the employees are
says that they disagree,11 % of the employees are says that they strongly disagree

CHART 3.28
I AM VERY HAPPY BEING A MEMBER OF THIS ORGANIZATION
TABLE 3.29
I ENJOY DISCUSSING ABOUT MY ORGANIZATION WITH PEOPLE OUTSIDE
IT
discussing
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 27 9.6 18.0 18.0
Agree 47 16.7 31.3 49.3
Moderate 21 7.5 14.0 63.3
Valid Disagree 33 11.7 22.0 85.3
Strongly 22 7.8 14.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION

From the table it is clear that discussing about my organization is 18% of the employees are
strongly agree with the organization, 31% of the employees are were agreed, 14% of the
employees are says that they moderate, 22% of the employees are says that they
disagree,15% of the employees are says that they strongly disagree

CHRAT 3.29
I ENJOY DISCUSSING ABOUT MY ORGANIZATION WITH PEOPLE OUTSIDE
IT
TABLE 3.30
I REALLY FEEL AS IF THIS ORGANIZATION’S PROBLEMS ARE MY OWN

problems
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 34 12.1 22.7 22.7
Agree 47 16.7 31.3 54.0
Moderate 22 7.8 14.7 68.7
Valid Disagree 29 10.3 19.3 88.0
Strongly 18 6.4 12.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION

From the table it is clear that problems are own my organization is 23 % of the employees
are strongly agree with the organization, 31% of the employees are were agreed, 15% of the
employees are says that they moderate, 19 % of the employees are says that they disagree,12
% of the employees are says that they strongly disagree

CHART 3.30
I REALLY FEEL AS IF THIS ORGANIZATION’S PROBLEMS ARE MY OWN
TABLE 3.31
I FEEL LIKE ‘PART OF THE FAMILY’ AT MY ORGANIZATION

organization
Frequenc Percent Valid Cumulative
y Percent Percent
Valid Strongly Agree 37 13.2 24.7 24.7
 Agree 47 16.7 31.3 56.0
Moderate 18 6.4 12.0 68.0
Disagree 32 11.4 21.3 89.3
Strongly 16 5.7 10.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that part of the family’ my organization is 25 % of the employees
are strongly agree with the organization, 31 % of the employees are were agreed, 12 % of the
employees are says that they moderate, 21 % of the employees are says that they disagree, 11
% of the employees are says that they strongly disagree.

CHRAT 3.31
I FEEL LIKE ‘PART OF THE FAMILY’ AT MY ORGANIZATION
TABLE 3.32
I FEEL ‘EMOTIONALLY ATTACHED’ TO THIS ORGANIZATION

ATTACHED
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 32 11.4 21.3 21.3
Agree 43 15.3 28.7 50.0
Moderate 26 9.3 17.3 67.3
Valid Disagree 33 11.7 22.0 89.3
Strongly 16 5.7 10.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION
From the table it is clear that emotionally attached’ to this organization is 21% of the
employees are strongly agree with the organization, 29 % of the employees are were agreed,
17 % of the employees are says that they moderate, 22% of the employees are says that they
disagree, 11 % of the employees are says that they strongly disagree.

CHART 3.32
I FEEL ‘EMOTIONALLY ATTACHED’ TO THIS ORGANIZATION
TABLE 3.33

THIS ORGANIZATION HAS A GREAT DEAL OF PERSONAL MEANING FOR ME

personal
Frequenc Percent Valid Cumulative
y Percent Percent
 Strongly Agree 36 12.8 24.0 24.0
Agree 45 16.0 30.0 54.0
Moderate 25 8.9 16.7 70.7
Valid Disagree 31 11.0 20.7 91.3
Strongly 13 4.6 8.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that great deal of personal meaning for me is 24 % of the employees
are strongly agree with the organization, 30 % of the employees are were agreed, 17 % of the
employees are says that they moderate, 21 % of the employees are says that they disagree, 09
% of the employees are says that they strongly disagree.

CHRAT 3.33

THIS ORGANIZATION HAS A GREAT DEAL OF PERSONAL MEANING FOR ME

TABLE 3.34
I FEEL THAT I OWE THIS ORGANIZATION QUITE A BIT BECAUSE OF WHAT
IT HAS DONE FOR ME

quite
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 35 12.5 23.3 23.3
Valid
Agree 37 13.2 24.7 48.0
 Moderate 19 6.8 12.7 60.7
Disagree 35 12.5 23.3 84.0
Strongly 24 8.5 16.0 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that this organization quite a bit because of what it has done for me
is 23% of the employees are strongly agree with the organization, 25% of the employees are
were agreed, 13 % of the employees are says that they moderate, 23% of the employees are
says that they disagree, 16 % of the employees are says that they strongly disagree.

CHART 3.34
I FEEL THAT I OWE THIS ORGANIZATION QUITE A BIT BECAUSE OF WHAT
IT HAS DONE FOR ME
TABLE 3.35
MY ORGANIZATION DESERVES MY LOYALTY BECAUSE OF ITS
TREATMENT TOWARDS ME

deserves
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 36 12.8 24.0 24.0
Valid
Agree 45 16.0 30.0 54.0
 Moderate 18 6.4 12.0 66.0
Disagree 32 11.4 21.3 87.3
Strongly 19 6.8 12.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0
INTERPRETATION
From the table it is clear that is 24% of the employees are strongly agree with the my loyalty
because of its treatment towards, 30% of the employees are were agreed, 12% of the
employees are says that they moderate, 21% of the employees are says that they disagree,
12% of the employees are says that they strongly disagree.

CHART 3.35
MY ORGANIZATION DESERVES MY LOYALTY BECAUSE OF ITS
TREATMENT TOWARDS ME
TABLE 3.36

I AM LOYAL TO THIS ORGANIZATION BECAUSE MY VALUES ARE LARGELY

ITS VALUES

loyal
Frequenc Percent Valid Cumulative
y Percent Percent
 Strongly Agree 33 11.7 22.0 22.0
Agree 39 13.9 26.0 48.0
Moderate 29 10.3 19.3 67.3
Valid Disagree 29 10.3 19.3 86.7
Strongly 20 7.1 13.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that is 22% of the employees are strongly agree with the
organization because my values are largely its values ,26% of the employees are were agreed,
19% of the employees are says that they moderate ,19% of the employees are says that they
disagree, 13% of the employees are says that they strongly disagree.

CHART 3.36

I AM LOYAL TO THIS ORGANIZATION BECAUSE MY VALUES ARE LARGELY

ITS VALUES
TABLE 3.37
THIS ORGANIZATION HAS A MISSION THAT I BELIEVE IN AND AM
COMMITTED TO

mission
 Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 32 11.4 21.3 21.3
Agree 30 10.7 20.0 41.3
Moderate 24 8.5 16.0 57.3
Valid Disagree 36 12.8 24.0 81.3
Strongly 28 10.0 18.7 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that is 21% of the employees are strongly agree with organization
has a mission that I believe in and am committed ,20% of the employees are were agreed,
16% of the employees are says that they moderate ,24 % of the employees are says that they
disagree, 19% of the employees are says that they strongly disagree.

CHART 3.37
THIS ORGANIZATION HAS A MISSION THAT I BELIEVE IN AND AM
COMMITTED TO
TABLE 3.38
I FEEL IT IS ‘MORALLY CORRECT’ TO DEDICATE MYSELF TO THIS
ORGANIZATION

dedicate
Frequenc Percent Valid Cumulative
y Percent Percent
Strongly Agree 38 13.5 25.3 25.3
Agree 39 13.9 26.0 51.3
Valid
Moderate 20 7.1 13.3 64.7
Disagree 36 12.8 24.0 88.7
 Strongly 17 6.0 11.3 100.0
disagree
Total 150 53.4 100.0
Missing System 131 46.6
Total 281 100.0

INTERPRETATION
From the table it is clear that is 25% of the employees are strongly agree with the morally
correct’ to dedicate myself to this organization 26 % of the employees are were agreed, 13%
of the employees are says that they moderate ,24 % of the employees are says that they
disagree, 11% of the employees are says that they strongly disagree.

CHART 3.38
I FEEL IT IS ‘MORALLY CORRECT’ TO DEDICATE MYSELF TO THIS
ORGANIZATION
CHI-SQUARE TEST

Education * Experience Crosstabulation

Count

Experience Total

0-1 1-2 2-3 3 and above

UG 19 18 5 4 46

PG 15 17 7 8 47
Education
Professionals 3 7 8 4 22

Diploma & Others 6 11 5 13 35

Total 43 53 25 29 150
 Chi-Square Tests

Value df Asymp. Sig. (2-

sided)

Pearson Chi-Square 21.352a 9 .011

Likelihood Ratio 20.045 9 .018
Linear-by-Linear 14.270 1 .000
Association
N of Valid Cases 150

a. 2 cells (12.5%) have expected count less than 5. The minimum

expected count is 3.67.

Symmetric Measures

Value Approx. Sig.

Nominal by Nominal Contingency Coefficient .353 .011

N of Valid Cases 150

ONE SAMPLE TEST

One-Sample Statistics

N Mean Std. Deviation Std. Error Mean

Gender 150 1.4667 .50056 .04087

Income 150 2.3867 1.07932 .08813

One-Sample Test

Test Value = 0

t df Sig. (2-tailed) Mean 95% Confidence Interval of the

Difference Difference

Lower Upper

Gender 35.886 149 .000 1.46667 1.3859 1.5474

Income 27.083 149 .000 2.38667 2.2125 2.5608

ANOVA TEST
 ANOVA
promotion

Sum of Squares df Mean Square F Sig.

Between Groups 1.065 4 .266 .153 .961

Within Groups 251.608 145 1.735
Total 252.673 149

Multiple Comparisons
Dependent Variable: promotion
Tukey HSD

(I) appreciated (J) appreciated Mean Difference Std. Error Sig. 95% Confidence Interval
(I-J) Lower Bound Upper Bound

Agree -.02717 .30323 1.000 -.8648 .8105

Moderate -.09500 .35162 .999 -1.0663 .8763

Strongly Agree
Disagree -.19643 .34088 .978 -1.1381 .7452

Strongly disagree -.21711 .38152 .979 -1.2710 .8368

Strongly Agree .02717 .30323 1.000 -.8105 .8648
Moderate -.06783 .32731 1.000 -.9720 .8363
Agree
Disagree -.16925 .31574 .983 -1.0415 .7030
Strongly disagree -.18993 .35924 .984 -1.1823 .8024
Strongly Agree .09500 .35162 .999 -.8763 1.0663
Agree .06783 .32731 1.000 -.8363 .9720
Moderate
Disagree -.10143 .36247 .999 -1.1027 .8998
Strongly disagree -.12211 .40092 .998 -1.2296 .9854
Strongly Agree .19643 .34088 .978 -.7452 1.1381
Agree .16925 .31574 .983 -.7030 1.0415
Disagree
Moderate .10143 .36247 .999 -.8998 1.1027
Strongly disagree -.02068 .39154 1.000 -1.1023 1.0609
Strongly Agree .21711 .38152 .979 -.8368 1.2710

Agree .18993 .35924 .984 -.8024 1.1823

Strongly disagree
Moderate .12211 .40092 .998 -.9854 1.2296

Disagree .02068 .39154 1.000 -1.0609 1.1023

Promotion
Tukey HSDa,b

appreciated N Subset for

alpha = 0.05
 1

Strongly Agree 32 2.6250

Agree 46 2.6522
Moderate 25 2.7200
Disagree 28 2.8214
Strongly disagree 19 2.8421
Sig. .973

Means for groups in homogeneous subsets are

displayed.
a. Uses Harmonic Mean Sample Size = 27.573.
b. The group sizes are unequal. The harmonic
mean of the group sizes is used. Type I error
levels are not guaranteed.
 CHAPTER IV
FINDING, SUGGESTION AND CONCLUSION
FINDING

 Most of the respondent are age of 28 % of the respondent are 26-30 years, 11 % of
the respondent are 31-35 years, 19 % of the respondent are 36-40 years .
 Most of the respondent is 53 % of the respondent is male.
 Most of the respondent is educational qualification of the respondent is 31% of the
employee is studied in ug and 31% of the employee is studied in pg
 Most of the respondent is monthly income of the respondent are 24% of the employee
says they earn the income is <20000, 35 % of the employee says they earn the income
is 20001-30000.
 Most of the respondent is 29 % of the employee says that they have on0-1 year’s
experience 35 % of the employee says that they have on 1-2 years experience.
 Most of the respondent is 23 % of the employees are strongly agreed with feel i
receive a fair salary for my job , 31% of the employees are said that agreed fair salary
for my job .
 Most of the respondent is Raises are often and not far between is 23 % of the
employees are strongly agreed with Raises are often and not far between, 33% of the
employees are said that agreed Raises are often and not far between.
 Most of the respondent is 21 % of the employees are strongly agreed with
organization when I think about what they pay, 35 % of the employees are said that
agreed .
 Most of the respondent is 23 % of the employees are strongly agreed with my chances
for salary increases , 33 % of the employees are said that agreed the my chances for
salary increase .
 Most of the respondent is 18 % of the employees are strongly agree with chance for
promotion on my job, 40 % of the employees are were agreed the chance for
promotion on my job.
 Most of the respondent is 21 % of the employees are strongly agree with fair chance
of being promoted , 37 % of the employees are were agreed .
 Most of the respondent is People get ahead as fast here as they do in other places Is
22 % of the employees are strongly agreed , 36 % of the employees are were agreed .
 Most of the respondent is 18 % of the employees are strongly agree with satisfied
with my chances for promotion, 35 % of the employees are were agreed the chances
for promotion .

 Most of the respondent is 20 % of the employees are strongly agree with satisfied
with benefits I receive, 35 % of the employees are were agreed the benefits I receive.
 Most of the respondent is 27 % of the employees are strongly agree with most other
organizations offer, 39 % of the employees are were agreed.
 Most of the respondent is 27 % of the employees are strongly agree with most other
organizations offer, 39 % of the employees are were agreed.
 Most of the respondent is 22 % of the employees are strongly agree with I like the
people I work with my co-workers ,38 % of the employees are says that they agree
 Most of the respondent is 20% of the employees are strongly agree with enjoy
working with my co-workers ,35 % of the employees are says that they agree
 Most of the respondent is 21% of the employees are strongly agree with because of
the competence of people 35 % of the employees are says that they agree
 Most of the respondent is 18 % of the employees are strongly agree with o bickering
and fighting at work 39 % of the employees are says that they agree o bickering and
fighting at work .
 Most of the respondent is 21% of the employees are strongly agree with I like my
supervisor 37 % of the employees are agreed.
 Most of the respondent is 20 % of the employees are strongly agree with competent
in doing my jop is 36% of the employees are were agreed
 Most of the respondent is 24 % of the employees are strongly agree with my
supervisor is fair to me, 33 % of the employees are were agreed.
 Most of the respondent is 25 % of the employees are strongly agree with the
supervisor shows interest in the feelings of subordinates , 34 % of the employees are
were agreed.
 Most of the respondents is I receive the recognition for my organization is 25 % of
the employees are strongly agree with the organization, 33 % of the employees are
were agreed,
 Most of the respondents is the work I do is appreciated my organization is 21 % of
the employees are strongly agree with the organization, 31 of the employees are were
agreed.
 Most of the respondents is I feel my efforts are rewarded my organization is 23 % of
the employees are strongly agree with the organization, 33 of the employees are were
agreed
 Most of the respondent is I am very happy being a member of this my organization
is 21 % of the employees are strongly agree with the organization, 29 of the
employees are were agreed, 17 % of the employees are says that they moderate
 Most of the respondent is discussing about my organization is 18% of the employees
are strongly agree with the organization, 31% of the employees are were agreed, 14%
of the employees are says that they moderate,
 Most of the respondent is problems are own my organization is 23 % of the
employees are strongly agree with the organization, 31% of the employees are were
agreed
 Most of the respondent is part of the family’ my organization is 25 % of the
employees are strongly agree with the organization, 31 % of the employees are were
agreed.
 Most of the respondent is emotionally attached’ to this organization is 21% of the
employees are strongly agree with the organization, 29 % of the employees are were
agreed, 17 % of the employees are says that they moderate, 22% of the employees are
says that they disagree
 Most of the respondent is great deal of personal meaning for me is 24 % of the
employees are strongly agree with the organization, 30 % of the employees are were
agreed,
 Most of the respondent this organization quite a bit because of what it has done for me
is 23% of the employees are strongly agree with the organization, 25% of the
employees are were agreed, 13 % of the employees are says that they moderate, 23%
of the employees are says
 Most of the respondent is 24% of the employees are strongly agree with the my
loyalty because of its treatment towards, 30% of the employees are were agreed.
 Most of the respondentis 21% of the employees are strongly agree with organization
has a mission that I believe in and am committed ,20% of the employees are were
agreed.
SUGESSTION

It is suggested that the employees in GRAY GRAIN POLYMER RUBBER INDUSTRY

AT MADURAI need a better counseling, because from the overall result 8% of the
respondents had no opinion in various aspects.

GRAY GRAIN POLYMER RUBBER INDUSTRY AT MADURAI can introduce some

job training in all the possible department to remove the feeling of monotonous of work. It
would help employees to do their work with great involvement and enthusiasm. It can also
take necessary steps to motivate the efficiency of the employees which result in their
productivity.

CONCLUSION

From the finding we infer that maximum of employees can specify their job and they can find
the components involved in their job.

Maximum employees have sufficient knowledge to do their job. Maximum employees had
some training program to improve their performance and so the company must take training
program for the employees to enrich their performance.

From this detailed survey it is clear know that GRAY GRAIN POLYMER RUBBER
INDUSTRY AT MADURAI provide various employees Healthy and Safety service to
encourage the employees. It helps to push the productivity of the employees. The overall
analysis of the collected data shows that 98% of employees have knowledge skills and
attitude. The performance of the employees in GRAY GRAIN POLYMER RUBBER
INDUSTRY AT MADURAI are found to be satisfactory in their work.

The above result shows that GRAY GRAIN POLYMER RUBBER INDUSTRY AT
MADURAI takes care employees training which improves the knowledge, skills and attitude
of the employees and it result in the overall development of the concern.

BIBLIOGRAPHY
BOOKS:

 Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill
Publication Company Ltd.
 Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninth
edition.
 Kothari C.R., Research Methodology, New Delhi; New Age International
Publication, second edition.

WEB-SITE:-

www.tensilepropipes.com

www.google.com

A STUDY ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT IN

GRAY GRAIN POLYMER RUBBER INDUSTRY AT MADURAI

Payment

1. I feel I receive a fair salary for my job.

Strongly Agree Agree Moderate Disagree Strongly disagree

2. Raises are often and not far between.

Strongly Agree Agree Moderate Disagree Strongly disagree

3. I feel appreciated by the organization when I think about what they pay me.

Strongly Agree Agree Moderate Disagree Strongly disagree

4. I feel satisfied with my chances for salary increases.

Strongly Agree Agree Moderate Disagree Strongly disagree

Promotion

5. There is really good chance for promotion on my job.

 Strongly Agree Agree Moderate Disagree Strongly disagree

6. Those who do well on the job stand a fair chance of being promoted.

Strongly Agree Agree Moderate Disagree Strongly disagree

7. People get ahead as fast here as they do in other places.

Strongly Agree Agree Moderate Disagree Strongly disagree

8. I am satisfied with my chances for promotion.

Strongly Agree Agree Moderate Disagree Strongly disagree

Fringe Benefits

9. I am satisfied with the benefits I receive.

Strongly Agree Agree Moderate Disagree Strongly disagree

10. The benefits we receive are as good as most other organizations offer.

Strongly Agree Agree Moderate Disagree Strongly disagree

11. The benefit package we have is equitable.

Strongly Agree Agree Moderate Disagree Strongly disagree

Co-workers

12. I like the people I work with.

Strongly Agree Agree Moderate Disagree Strongly disagree

13. I enjoy working with my co-workers.

Strongly Agree Agree Moderate Disagree Strongly disagree

14. I have to work harder at my job because of the competence of people I work with.

Strongly Agree Agree Moderate Disagree Strongly disagree

15. There is no bickering and fighting at work.

Strongly Agree Agree Moderate Disagree Strongly disagree

Supervision

16. I like my supervisor.

Strongly Agree Agree Moderate Disagree Strongly disagree

17. My supervisor is quite competent in doing his/her job.

Strongly Agree Agree Moderate Disagree Strongly disagree

18. My supervisor is fair to me.

Strongly Agree Agree Moderate Disagree Strongly disagree

19. My supervisor shows interest in the feelings of subordinates.

Strongly Agree Agree Moderate Disagree Strongly disagree

Contingent Rewards

20. When I do a good job, I receive the recognition for it that I should receive.

Strongly Agree Agree Moderate Disagree Strongly disagree

21. I feel that the work I do is appreciated.

Strongly Agree Agree Moderate Disagree Strongly disagree

22. I feel my efforts are rewarded the way they should be.

Strongly Agree Agree Moderate Disagree Strongly disagree

Affective Commitment

23. I am very happy being a member of this organization.

Strongly Agree Agree Moderate Disagree Strongly disagree

24. I enjoy discussing about my organization with people outside it.

 Strongly Agree Agree Moderate Disagree Strongly disagree

25. I really feel as if this organization’s problems are my own.

Strongly Agree Agree Moderate Disagree Strongly disagree

26. I feel like ‘part of the family’ at my organization.

Strongly Agree Agree Moderate Disagree Strongly disagree

27. I feel ‘emotionally attached’ to this organization.

Strongly Agree Agree Moderate Disagree Strongly disagree

28. This organization has a great deal of personal meaning for me.

Strongly Agree Agree Moderate Disagree Strongly disagree

Normative Commitment

29. I feel that I owe this organization quite a bit because of what it has done for me.

Strongly Agree Agree Moderate Disagree Strongly disagree

30. My organization deserves my loyalty because of its treatment towards me

Strongly Agree Agree Moderate Disagree Strongly disagree

31. I am loyal to this organization because my values are largely its values.

Strongly Agree Agree Moderate Disagree Strongly disagree

32. This organization has a mission that I believe in and am committed to.

Strongly Agree Agree Moderate Disagree Strongly disagree

33. I feel it is ‘morally correct’ to dedicate myself to this organization.

Strongly Agree Agree Moderate Disagree Strongly disagree

Personal Profiles

1. Name (Optional) :
2. Age : Below 25 yrs 26 – 30 yrs 31 – 35 yrs

36 – 40 yrs 41 – 45 yrs Above 46 yrs

3. Gender : Male Female

4. Education : UG PG Professionals Diploma &

Others

5. Monthly Income (in Rs.) : < 20,000 20,001 – 30,000 30,001 - 40,000

> 40,001

6. Department :

7. Designation :

8. Years of Experience :