ANALYSIS OF JOB CHARACTERISTICS IN RELATION TO JOB SATISFACTION

Transcription

1 CHAPTER I ANALYSIS OF JOB CHARACTERISTICS IN RELATION TO JOB SATISFACTION.1 Introduction 4.2 Analytical Frame Work 4.3 Analysis of Perception 4.4 Analysis of Aspiration 4.5 Analysis of Perceived Deficiencies 4.6 Analysis of Perceived Importance 4.7 Multiple Linear Regression Analysis 4.8 Summary

2 INTRODUCTION While interpreting job satisfaction not only is the perceived assessment of job characteristics important, but also it is desirable to analyse the employees' aspirations or expectations of their job characteristics and their relative importance to an employee. Job satisfaction and dissatisfaction are a function of the perceived relationship between what one expects and obtains from one's job and how much importance or value he attributes to it. When job satisfaction is measured in terms of perceived specific job characteristics, it is meant to explain the varying levels of job satisfaction in different jobs. The present chapter analyses the perceived assessment of job characteristics by women employees working in Banks and LIC, in relation to job satisfaction. 4.2 THE ANALYTICAL FRAMEWORK In order to analyse the perceived assessment of job characteristics in relation to job satisfaction, thirteen job characteristics have been identified relating to Banks and LIC jobs. The identified job characteristics are as follows: i) Job Security ii) Interpersonal Relationship iii) Work Environment iv) Job Itself

3 128 v) Modernisation vi) Recognition vii) Social alues viii) Advancement ix) Transfer Policy x) Salary and Other Benefits xi) Autonomy of Work xii) Family Attitude and xiii) Grievance Handling. The selected women employees working in Banks and LIC were asked to give their opinion for each of the job characteristics in terms of how much he finds in a job. The responses are ranged from the most (5) to the least (1). In order to findout the perception of the selected women respondents for thirteen job characteristics, total score for each job characteristics was obtained by multiplying frequencies with the range of response and summing them up. In order to assess the aspiration of the respondents and the importance they attach to job characteristics, the respondents were asked to gi. e their opinion regarding the job characteristics of their choice and the importance they would assign them.

4 129 In order to test the mean difference of perceived deficiency, t-test was applied. The formula used for computing t-test is given below: [x l - x2] -...(4.1) SE X - X2 - C Where SEX 1 -X n1 N S Standard Deviation of Sample I. S 2Standard Deviation of Sample II. = No.of observation in Sample 1. = No.of observation in sample II. 4.3 ANALYSIS OF PERCEPTION In order to compare the perception of different characteristics of all the respondents, the identified job characteristics have been listed in Table The score of perceived job characteristics are measured by using the question. "How much is there now')-.

5 13 TABLE 4.1 Rank Order of Perceived Job Characteristics Si. No. Job Characteristic Score Rank 1. Job Security Inter-personal relationship Work Environment Job itself Modernisation Recognition Social alues Advancement Transfer Policy Salary and Other Benefits Autonomy of Work Family Attitude Grievance Handling It could be seen from Table 4.1 that job security occupies first rank- whereas grievance handling is in the lowest position. The other characteristics like interpersonal relationship, work environment, job itself and modernisation are ranked second, third, fourth and fifth respectively. The characteristics such as

6 131 social values and family attitudes are ranked seventh and twelfth respectively. It is interesting to note that 'Salaries and other benefits' occupies the tenth position for both working in Banks and LIC. A comparative statement of the perceived job characteristics and their rank order for the bank and LIC employees are presented in Table 4.2.

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8 133 It is observed from Table 4.2 that the perception of the employees working in the banks differed from that of the employees in the LIC regarding certain job characteristics. The difference was found in characteristics such as job itself, social values and modernisation. While the bank employees ranked high job security, modernisation and job itself and assigned them first, second and third places respectively, giving interpersonal relationship the fourth place, the -LIC employees ranked high interpersonal relationship, work environment, social values and job security and assigned them first to fourth places respectively. It is also seen that employees showed identical responses with reference to recognition and grievance handling. It indicates that the employees working in both the banks and LIC were equally benefited in terms of these job characteristics. Job characteristics such as family attitude and grievance handling were ranked lower by both the bank and LIC employees. When the mean values of the two groups were compared, it was found that there was not much variation in the perceptions of the job characteristics by employees of both banks and LIC sectors, except in certain characteristics suchas. social values and modernisation. As per t-test, the difference in mean values of social values and modernisation was statistically significant at 5 per cent level

9 134 The perception of the job characteristics by the bank employees are compared on the basis of the job level and a comparative statement of their preceived scores of job characteristics are presented in Table 4.3.

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11 136 It is inferred from Table 4.3 that the perception of job characteristics did not vary significantly in relation to the job level. The clerks ranked high job security, modernisation, job itself and recognition, assigning them first, second, third and fourth places respectively, whereas interpersonal relationship, advancement, transfer policy and work environment were ranked first, second, third and fourth respectively by the officers. With regarded to some characteristics namely work environment, salary and other benefits and family attitude, a slight variation was observed in ranks given by both officers and clerks. The two groups differed on job security, interpersonal relationship, job itself, advancement, recognition and transfer policy. The transfer policy was ranked third by the officers and tenth by the clerks. The mean values do not show much variation and it is also inferred from t-tests that there is no significant difference in perception of job characteristics by clerks and officers working in banks. The perception of the job characteristics by LIC employees are compared on the basis of job level and the comparative statement of their perceived scores ofjob characteristics. The details are presented in Table 4.4.

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13 138 It is observed from Table 4.4 that, the perception of job characteristics of LIC employees did not vary significantly in relation to the job level. Job characteristics such as work environment and autonomy of work were given almost equal ranking by both officers and clerks. This implies that both the officers and clerks felt more independent of their jobs and perceived other stated benefits equally. The characteristics such as 'job security' was ranked first by the clerks while it was ranked eighth by the officers. 'Social values' was ranked first by the officers whereas in the case of clerks it was ranked in the eleventh position. The characteristics such as 'transfer policy' was ranked higher by the clerks than by officers and advancement was ranked twelfth by the officers and sixth by the clerks. Other characteristics were found to be ranked with slight variations between the Officers and the Clerks of LIC. As per t-test, differences in mean values were statistically significant in the perception of the job characteristics namely transfer policy, autonomy of work, family attitude and grievance handling.

14 139 To sum up, the employees of both banks and LIC, at different job levels, differed in the perception of some of the job characteristics such as job security, job itself and social values and the like. The perception of the job characteristics of both the bank and LIC employees are compared on the basis of the job levels (officers and clerks). Some of the characteristics such as job security, interpersonal relationship, family attitude and grievance handling were almost equally ranked by the employees working in the two sectors. More weightage was given to 'job itself, recognition, interpersonal relationship, social values and modernisation. Hence, these job characteristics were found to be important for the job satisfaction of bank and LIC employees. 4.4 ANALYSIS OF ASPIRATION Aspirations of employees in terms of job characteristics are measured by asking how much of the job characteristics listed they would like to have in their job to satisfy them. The response ranged from the most (5) to the least (1). The rank order of expected job characteristics along with the scores received are presented in Table 4.5.

15 14 TABLE 4.5 Rank Order of Aspired Job Characteristics SI. Na Job Characteristic Score ::Rank:] 1. Job Security Inter-personal relationship Work Environment Advancement Recognition Salary and Other Benefits Job itself Transfer Policy Social alues W. Autonomy of Work Family Attitude 931 ii 12. Grievance Handling Modemisation It is observed from Table 4.5 that the job security, interpersonal relationship, work environment, advancement, recognition, salary and other benefits and job itself' are the most desired characteristics ranked by the respondents as these job factors occupy the first seven positions. Transfer policy,

16 M social values, autonomy of work, family attitude, grievance hadling and modernisation are the least desired aspects of the job. Therefore, it can be inferred that job security and interpersonal relationship are the most aspired or expected job characteristics of both bank and LIC employees. A comparative statement of the expected scores of job characteristics of the bank and LIC employees are given in Table 4.6.

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18 143 It is clear from Table 4.6 that, there were similarities between the employees of the banks and LIC on certain job characteristics only. Characteristics like transfer policy and family attitude were the less desired job factors which were given more or less equal weightage by the employees of both bank and LIC. Job security, work environment, recognition and 'job itself are valued more by bank employees. In the case of LIC employees, they aspire more for interpersonal relationship, advancement, salary and other benefits and job security. The mean score values indicate that there is no great variation in the aspiration of the employees of the banks and LIC except in job characteristics like recognition, job itself, salary and other benefits, social values, autonomy of work, modernisation and grievance handling, where the rank differences are high. When the mean values of the two groups are compared, it is found that there is not much variation in the aspiration of the job characteristics by the employees of both bank and LIC sectors, except in certain characteristics such as interpersonal relationship, recognition, salary and other benefits and modernisation. As per t-test, the difference in mean values of interpersonal relationship, recognition, salary and other benefits and modernisation are statistically significant at 5 per cent level. Table 4.7 exhibits the expected scores of aspired job characteristics of the officers and clerks working in Banks.

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20 145 It is observed from Table 4.7 that there is no great variation in the aspiration levels of officers and clerks working in banks except for some differences in a few of the job characteristics. The aspired job characteristics namely job itself, job security and social values are ranked first, second and third respectively by the clerks, while the officers ranked the same characteristics as twelfth, fifth and thirteenth positions respectively. In the case of officers, high rankings were assigned for recognition, work environment and modernisation as first, second and third respectively. While the officers aspired more for advancement and transfer policy as compared to clerks, the clerks valued salaries and other benefits and interpersonal relationship more than the officers. It may be inferred that both officers and clerks aspired more for job security and work enviornment. As per t-test, differences in mean value is statistically significant in the aspiration of the job characteristics of officers and clerks (banks) namely work enviormnent, recognition, social values and modernisation. In order to compare the aspiration levels of the LIC employees of different job levels, the expected scores of job variables of the officers and clerks of LIC are presented in Table 4.8.

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22 147 It is observed from Table 4.8 that no great variation is found in the aspiration levels of officers and clerks of LIC except for some differences in a few of the job characteristics. The clerks assigned higher ranks to job security, recognition, job itself and interpersonal relationship than to other variables, whereas the officers ranked autonomy of work, grievance handling, 'salary and other benefits' and advancement as first, second, third and fourth respectively. The job characteristics less desired by the clerks were autonomy of work, family attitude and grievance handling while the modernisation, recognition and job itself were less desired by the officers. It is understood from the analysis that job satisfaction is a function of job aspiration and perception. As the aspiration levels of some job characteristics are lower than those of perception, job satisfaction can be considered as a function of the difference between aspiration and attainment. When the difference between aspiration and perception is narrowed down, the job characteristics become more significant. 4.5 ANALYSIS OF PERCEIED DEFICIENCIES The difference between aspiration and perception is calculated by subtracting the perception scores from the aspiration scores. The subtracted score

23 148 gives the deficiency. The greater the difference, the greater is the dissatisfaction and vice versa. The differences between perceived amount of job satisfaction and the aspired levels of job satisfaction computed for Banks and LIC employees are presented in Table 4.9. TABLE 4.9 I'erceived Deficiencies Between Bank and LIC Employees Bank LIC SLNo. Job Characteristic Employees Employees Mean (-test Mean S. D. Mean S. D. Difference 1. Job Security * 2. Inter-Personal Relationship * 3. Work Environment Advancement Recognition Salary and Other Benefits * 7. Job itself * 8. Transfer Policy Social alues Autonomy of Work Family Attitude Grievance Handling Modernisation * Indicates that the t-test value is Statistically Significant at 5 per cent level.

24 149 It is observed from Table 4.9 that the differences between two means are significant for job characteristics like job security, interpersonal relationship, salary and other benefits and job itself. According to the level of mean values, the bank employees seem to enjoy great satisfaction on job characteristics such as modernisation and autonomy of work. Dissatisfaction though not significant, was found in terms of job characteristics like work environment, recognition, family attitude and job itself. As regards LIC employees, greater satisfaction was found in job characteristics such as work environment, recognition, job itself and modernisation. Dissatisfaction was caused by job characteristics like advancement, job security, salary and other benefits and interpersonal relationship. In the case of LIC employees, the dissatisfaction or deficiency was in terms of job security, interpersonal relationship, advancement, salary and other benefits, transfer policy and autonomy of work. Thus, it may be inferred from the analysis that the perceived deficiency of bank employees are in terms of work environment and recognition, whereas in the case of LIC employees, the job characteristics like advancement and 'salary and other benefits' are their perceived deficiency. The differences between mean values were significant for job characteristics like job security, interpersonal relationship, salary and other benéfits and job itself.

25 15 For finding out the perceived deficiencies between the two job levels of bank employees, the results of the analysis are presented in Table 4.1. TABLE 4.1 Perceived Deficiencies Between Clerks and Officers [BanksJ M. No. Job characteristic Clerks Officers Mean 1-test Mean S. D. Mean S.D. I)ijference 1. Job Security * 2. Inter-Personal Relationship '3. Work Environment Advancement Recognition * 6. Salary and Other Benefits , Job itself Transfer Policy Social alues * 1. Autonomy of Work OIl Family Attitude Grievance Handling , ( Modernisation * * Indicates that the t-test value is Statistically Significant at 5 per cent level.

26 151 Table 4. 1 shows that the differences between two means are significant for the job characteristics such as job security, recognition, social values and modernisation. The deficiencies in this factors should be made good for increasing the job satisfaction of the bank employees. While the officers enjoy greater satisfaction in terms of 'salary and other benefits', transfer policy, grievance handling, advancement and autonomy of work, the clerks enjoy greater satisfaction in terms of modernisation, autonomy of work and family attitude. Greater dissatisfaction was found among the clerks in respect of job characteristics such as interpersonal relationship, job itself and social values. The officers, are dissatisfied in terms of job characteristics such as social values, recognition and modernisation. It is interesting to note that for both clerks and officers the common dissatisfaction factor is 'social values'. As per the t-test, difference in mean values of job security, recognition, social values and modernisation were statistically significant in the perceived deficiencies of job characteristics of officers and clerks working in Banks. The results of perceived deficiencies between officers and clerks of LIC are given in Table 4.11.

27 152 TABLE 4.11 Perceived Deficiencies Between Clerks and Officers ILICI Sl.No, Job Characteristic 1,., 1 Clerks! Officers I Mean i-fec! Mean S. D. 1 Mean S.D. Dfference 1. Job Security I * 2. inter-personal Relationship 3. Work Environment I A. Advancement * 5. Recognition Salary and Other Benefits I , Job itself I Transfer Policy Social alues J I I 1. Autonomy of Work.5 I I Family Attitude Grievance Handling Modernisation * * Indicates that the t-test value is Statistically Significant at 5 per cent level. It could be inferred from Table 4.11 that the difference between two means (officers and clerks in LIC) are significant for the job characteristics such as modernisation, advancement, social values and job security.

28 153 The officers enjoy greater satisfaction in terms of interpersonal relationship, job security, social values, work environment and modermsation, whereas the clerks enjoy greater satisfaction in respect of the job characteristics such as grievance handling, modernisation, family attitude and autonomy of work. The job characteristics which create greater dissatisfaction among the officers are almost all the factors except job security, social values, inter-personal relationship, work enviornment and modernistation. In the case of clerks, the factors which cause dissatisfaction are job security, interpersonal relationship, recognition and job itself. As per the t-test, difference in mean values of job security, advancement, social values and modernisation were statistically significant m the perceived deficiencies of job characteristics of officers and clerks working in LIC. 4.6 ANALYSIS OF PERCEIED IMPORTANCE The respondents were further asked, "How much important is each job characteristic for you?" and the response scores were ranked in the order of importance. Details are presented in Table 4.12.

29 154 TABLE 4.12 Rank Order of Perceived Importance of Job Characteristics Si. No. Job Characteristic Score Rank 1. Job Security Inter-personal relationship Social alues Work Environment Recognition Advancement Job Itself Modernisation Transfer Policy Salary and Other Benefits ii. Autonomy of Work Grievance Handling Family Attitude It is observed from Table 4.12 that job security is ranked first followed by interpersonal relationship, social values, work environment, recognition and advancement. The other perceived importance of job characteristics like job itself, modemisation, transfer policy, 'salary and other benefits', autonomy of work,

30 155 grievance handling and family attitude are ranked lower in the order of importance. The importance of various job characteristics as perceived by the employees of banks and LIC is presented in Table 4.13.

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32 157 It could be noted from Table 4.13 that the differences in mean score values are significant for job characteristics namely work enviormnent, advancement, recognition and job itself. Therefore, the employees working in both sectors have the same perception for other than significant job characteristics even though the rank order differs. It is to be noted that the two groups namely bank and LIC employees have given the same rank for the job characteristic 'salary and other benefits'. Table 4.14 shows the importance of various job characteristics as perceived by the bank officers and clerks.

33 I Jo tr r1 - rl \C N N - N oc r N.O N c - CD U o N a c r r 'C In 'r r tr ' (N - d C cn r 9oc 4 C Th ' c c2 N - (N N N (N c (N 1, fl Q (r' - N r 'C c (N Q m N N 'r ' ' \ II - ) ç r U) (N fl 'C 3 C' - - N 3 N - (N Q\ N C (N " (N N \ N 'C (N - r4 - ( (N - C' C' a) > a) 1 a) U I a) at U (N -. C' (N 3 (N (N C:) &f C " '. N (N r C14 (N '1- -- (I) U U) 1).2 a) Cl) a) > U) a) - - ) (1 E < (1!. - c o _ - a) U U cz c' g F c/ < (7 C a) U) a) U

34 '59 -r ID 4 14.I,..,,.i,.,.+$. 'l shows iiia ui iii t iies 111 ui iiiail vaius 'v zu i u ui officers and clerks are significant for job characteristics such as work environment, advancement, recognition and job itself. The differences in the mean value of other job characteristics indicate that they are not significant. Therefore it could be inferred that the two groups have the same perception regarding the importance of iob characteristics. The perceived importance of job characteristics for LIC officers and clerks is shown in Table 4.15.

35 lt,u * * * * * C r4 ' r r r r r 1- r-- r -- '- c - C '1 C C C C' 9 r r \C '1 t 3 rl r r r - C m C 9 C14 - r Q' O r r r- 9 O\ C' r r O C 'C C\ r r ' 'C r- - I') 'I. > C I C Q U C- (I) 2.. C. oc 9 _ (N r m (N c (N (N (N 'C 'C r-4 (N (N (N rn r 'C 'C (N 9 (N C> 9 C14 C> C> C C cj 4-I 'I o C) C) E C) ci o w o 2 > o C (I) - C) - C,) C) - -- (. C C) &)cz I - '- - C3 -. C r C) O - -o C (N 'C N- 39 C' oj > C', C) -C C.) C *

36 161 It is observed from Table 4.15 that the differences in the mean values of perceived importance of job characteristics for officers and clerks in LIC are found to be significant for job characteristics, namely transfer policy, 'social values', autonomy of work, family attitude and grievance handling. In the case of other job characteristics, the officers and clerks have the same perceptions and they treat them as of same importance. 4.7 MULTIPLE LINEAR REGRESSION ANALYSIS With a view to identify the most important job characteristics which influence the job satisfaction of bank and LIC employees, Multiple Linear Regression Model has been used. In this model thirteen job characteristic variables are treated as independent variables while the overall job satisfaction as dependent variable. The estimated results are presented in Table 4.16 and 4.17 for bank and IAC employees respectively.

37 162 TABLE 4.16 Multiple Linear Regression Analysis of Job ariables for Bank Employees Job ariable Regression Co-efficient i-value Intercept Job Security 1.721* Inter-personal Relationship * Work Environment.3647* Job itself.8712* Modernisation.63 14* Recognition * Social alues.7848* Advancement.3267* Transfer Policy.1689* Salary and Other Benefits * Autonomy of Work Family Attitude.2714* Grievance Handling R F-alue No. of Observations 148 that the co-efficient is statistically significant at 5 per cent level.

38 163 It is inferred from Table 4.16 that the co-efficients of all the variables except automony of work and grievance handling, are statistically significant at 5 per cent level. Out of 11 significant variables, interpersonal relationship alone is negatively related to the job satisfaction in the case of bank employees. This means that any change in this variable may lead to inverse effect on job satisfaction. Among the significant variable, salary and other benefits have a greater influence on job satisfaction. Table 4.17 shows the results of computed multiple linear regression model for LIC employees.

39 164 TABLE 4.17 Multiple Linear Regression Analysis of Job ariables for LTC Employees Job ariable Regression Co-efficient i-value Intercept Job Security * Inter-personal Relationship.9748* Work Environment 1.437* Job Itself 1.43* Modernisation.9148* Recognition 1.148* Social alues.8347* Advancement Transfer Policy Salary and Other Benefits * Autonomy of Work.6732* Family Attitude.5347* Grievance Handling.4371* R F-alue No. of Observations 12 *Indicates that the co-efficient is statistically significant at 5 per cent level.

40 165 As seen in Table 4.17, R2 value indicates that all the explanatory variables are jointly responsible for per cent variation in the job satisfaction of LIC employees. Out of the thirteen independent variables, eleven variables are statistically significant at 5 per cent level and they are positively related to job satisfaction. Any increase in these variables could lead to increase in job satisfaction. Among the significant variables, job security has a greater influence on job satisfaction and it is followed by the variables namely salary and other benefits and work environment. 4.8 SUMMARY Bank employees have greater perception of job characteristics like job security and modernisation while LIC employees place greater value on interpersonal relationship and work environment. The perceived deficiencies of bank employees are in terms of work environment and Recognition, whereas ' in the case of LIC employees, the job characteristics like advancement and 'salary and other benefits' are their perceived deficiencies. The employees working in both bank and LIC attach equal importance to job characteristic namely, 'salary and other benefits'.