* Professor, Haryana School of Business Guru Jambheshwar University of Science and Technology Hisar,India

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1 Reliability Analysis and Factors Contributing to Job Satisfaction and Emotional Intelligence Suman Devi #1, Shabnam Saxena *2 # Research Scholar,Haryana School of Business,GJUS&T,Hisar,India 1 mehra.suman901@gmail.com * Professor, Haryana School of Business Guru Jambheshwar University of Science and Technology Hisar,India 2 shabnamsaxena@gmail.com Abstract- This study intends to explain the reliability analysis and factor contributing to job satisfaction and Emotional intelligence. The sample size for the study was considered 400 employees working in Indian automobile sector. The information collected for the study was analysed with the help of SPSS version 18. Factor analysis has been applied to understand the underlying factors of job satisfaction and emotional intelligence. The Kaiser-Meyer-Olkin Measure of sampling adequacy showed that sample is adequate for the study and applies factor analysis for data reduction is effective. The Bartlett s Test of Sphericity for both the measurement scales was significant. The internal consistency of the scales was tested with the help of reliability coefficient called cronbach s alpha. The cronbach alpha of nine factors of job satisfaction and five factors of emotional intelligence was more than 0.60, which is good and overall reliability coefficients of both the scales are good which shows that the scale is highly reliable for conducting the study in Indian automobile sector. The finding of the study also showed that job satisfaction is the combination of nine variables viz. pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication. And Emotional intelligence is made from five variables viz negative emotion, positive emotion, conflict and difficulty, skill & flexibility and goal orientation. So its concluded that both the scales are reliable, factor analysis is valid and supported the factor ability of the correlation, so both the scales are reliable for conducting the study in Indian automobile sector employees. Keywords Job Satisfaction, Emotional Intelligence, Reliability Coefficient, Automobile Sector I. INTRODUCTION Job satisfaction refers to employees' overall feelings about their jobs. Job satisfaction is an interesting concept to both people who work in organizations and people who study them. Job satisfaction can be formally defined "as the degree 28 to which individuals feel positively and negatively about their jobs (Qasim et al., 2012). Emotional Intelligence refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships (Goleman 1995). II. LITERATURE SURVEY Smith, Kendall and Hulin, 1969, consider five facets of job satisfaction: pay & remuneration, promotion opportunities, co-workers, supervision, and the work itself. Locke (1976) adds a few other facets: recognition, working conditions, company and management. Furthermore, it is common for researchers to separate job satisfaction into intrinsic and extrinsic factors whereby pay & remuneration and promotion opportunities are considered extrinsic factors and co-workers, supervision, and the work itself are considered intrinsic factors. Arnold and Feldman (1986) have identified six factors of job satisfaction viz. wages, work itself, promotion opportunities, supervision, working condition and work group. Spector (1994) suggested nine facets of job satisfaction viz. pay & remuneration, promotion opportunities, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication. Spector (1997) suggested nine facets of job satisfaction viz. pay & remuneration, promotion opportunities, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication Emotional Intelligence The five basic emotional intelligence competencies are categorized in two types (Goleman, 1995). A) Personal Competencies Self-Awareness: emotional awareness, accurate self-assessment, self-confidence.

2 Self-Regulation: self-control, trustworthiness, conscientiousness, adaptability, innovation. Self-Motivation: achievement drive, commitment, initiative, optimism. B) Social Competencies Empathy: understanding others, developing others, service oriented, leveraging diversity, political awareness Social Skills: influence, communication, conflict management, leadership, change catalyst, building bonds, collaboration and cooperation, team capabilities. Bhattacharya (2003) also explained the five factors of emotional intelligence such as appraisal of negative emotions, appraisal of positive emotions, interpersonal conflict and difficulty, interpersonal skill and flexibility and emotional facilitation & goal orientation. III. OBJECTIVE OF THE STUDY: To measure the scales reliability and understanding the factors contributing to job satisfaction and emotional intelligence IV. RESEARCH METHODOLOGY: The sample size for the study was considered 400 employees working in Indian automobile sector. The information collected for the study was analysed with the help of SPSS version 18. Factor analysis has been applied to understand the underlying factors of job satisfaction and emotional intelligence. INSTRUMENT FOR DATA COLLECTION Job Satisfaction scale (JSS) developed by Paul E. Spector (1994) was used to collect the data from employees of selected Indian Automobile Sector. A five-point likert scale ranging from "strongly disagree" to "strongly agree" (strongly disagree, disagree, not sure, agree, strongly agree) is used. Emotional Intelligence also called Bhattacharya Instrument on Emotional Intelligence (BEIS In.) developed by Bhattacharya (2003) was used to collect the data from employees of selected Indian Automobile Sector. A five point likert scale has been used never true to always true (never true, rarely true, sometimes true, usually true, and always true). RELIABILITY AND EXPLORATORY FACTOR ANALYSIS JOB SATISFACTION Factor analysis was used to understand the underlying factors of job satisfaction. The various variables were grouped under each factor, depending upon the maximum score obtained from rotated components matrix of factor analysis using SPSS 18 software package. There were around 36 variables taken into consideration for the study which are grouped under 9 factors viz. nature of work, operating procedures, communication, promotion, co-workers, fringe benefits, contingent rewards, pay and supervision based on total variance explained. The Kaiser-Meyer-Olkin Measure of sampling adequacy for job satisfaction scale were.819 which is more than 0.60 minimum value for good factor analysis. It shows that sample is adequate for the study and applies factor analysis for data reduction is effective. The Bartlett s Test of Sphericity for the measurement scale were significance at which is less than the assumed value (p<0.05) so it concludes that factor analysis is valid and supported the factor ability of the correlation. Using the Principle Component Analysis nine factors have been extracted based on total explained variance (Eigen value over 1). So it concludes that 36 variables can be reduced to nine factors. Table 1.1 shows the percentage of variance, cumulative percentage and the total variance of the variable identified for the study. TABLE 1.1 Total Variance Explained Component Initial Eigen values Extraction Sums of Squared Loadings Total % of Variance Cumulative % Total % of Variance Cumula tive % Rotation Sums of Squared Loadings Total % of Cumulativ Variance e % 29

3 Source Survey Data Kaiser-Meyer-Olkin Measure of Sampling Adequacy =.819 Bartlett's Test of Sphericity Chi-Square = Degree of freedom= 630, Significant =.000 The nine factors extracted together account for 72.73% of the total variance. So the number of variables is economized from 36 to only nine factors, thus loading only about 27.27% of the information content (72.73% is retained by the 9 factors extracted out of the 36 original variables). On the basis of rotated components matrix the factor loading of nine variables are greater than These are explained as follow: Factor 1- Nature of work consists of the variables (JS29 I sometimes feel my job is meaningless, JS30 I like doing the things I do at work, JS31 I feel a sense of pride in doing my job, JS32 My job is enjoyable) have loading of.784, 0.886, and 0.841on factor 1.This suggested that factor 1 is the combination of these four variables (JS29, JS30, JS31, JS32). Factor 2- Operating procedures has the composition of four variable (JS21 Many of our rules and procedures make doing a good job difficult, JS22 my efforts to do a good job are seldom blocked by red tape, JS23 There are few rewards for those who work here, JS24 I don't feel my efforts are rewarded the way they should be) with factor loading.801,.859,.863, and.864. TABLE 1.2 Factor of Job Satisfaction (Overall = 0.879) Factor 1- Nature of Work Factor Loading = = I sometimes feel my job is meaningless(js29).784 I like doing the things I do at work(js30).886 I feel a sense of pride in doing my job(js31).825 My job is enjoyable(js32).841 Factor 2- Operating Procedures Many of our rules and procedures make doing a good job difficult(js21).801 My efforts to do a good job are seldom blocked by red tape(js22).859 There are few rewards for those who work here(js23).863 I don't feel my efforts are rewarded the way they should be(js24).864 Factor 3- Communication Communications seem good within this organization.(js33)

4 = The goals of this organization are not clear to me.(js34).793 I often feel that I do not know what is going on with the organization.(js35).746 Work assignments are not fully explained.(js36).805 = = Factor 4- Promotion There is really too little chance for promotion on my job(js5) Those who do well on the job stand a fair chance of being promoted(js6) People get ahead as fast here as they do in other places(js7) I am satisfied with my chances for promotion(js8).847 Factor 5- Co-Workers I like the people I work with(js25).868 I find I have to work harder at my job because of the incompetence of people I work with(js26).785 I enjoy my co-workers(js27) There is too much bickering and fighting at work(js28) = = = Factor 6- Fringe Benefits I am not satisfied with the benefits I receive(js13).764 The benefits we receive are as good as most other organizations offer(js14).842 The benefit package we have is equitable(js15).868 There are benefits we do not have which we should have(js16).843 Factor 7- Contingent Rewards When I do a good job, I receive the recognition for it that I should receive(js17).818 I do not feel that the work I do is appreciated(js18).779 There are few rewards for those who work here(js19).759 I don't feel my efforts are rewarded the way they should be(js20).765 Factor 8- Pay and Remuneration I feel I am being paid a fair amount for the work I do(js1) Raises are too few and far and between(js2) I feel unappreciated by the organization when I think about what they pay me(js3) I feel satisfied with my chances for salary increases(js4).843 Factor 9- Supervision My supervisor is quite competent in doing his/her job(js9)

5 = Source: Survey Data My supervisor is unfair to me(js10) My supervisor shows too little interest in the feelings of subordinates(js11) Factor-3 Communication consists of the variables (JS33 Communications seem good within this organization, JS34 the goals of this organization are not clear to me, JS35 I often feel that I do not know what is going on with the organization, JS36 Work assignments are not fully explained) having factor loading.772,.793,.746,.805. This suggests that factor -3 is the combination of these four original variables (JS33, JS34, JS35, and JS36). Factor-4 Promotion comprise of the variables (JS5 There is really too little chance for promotion on my job, JS6 Those who do well on the job stand a fair chance of being promoted, JS7 People get ahead as fast here as they do in other places, JS8 I am satisfied with my chances for promotion) with factor loading.776,.862,.853,.847. So the factor - 4 is the combination of these four original variables (JS5, JS6, JS7, and JS8). Factor-5 co-workers has been explained by the variables (JS25 I like the people I work with, JS26 I find I have to work harder at my job because of the incompetence of people I work with, JS27 I enjoy my co-workers, JS28 There is too much bickering and fighting at work) having factor loading.868,.785,.854,.772. It suggests that factor 5 is made from these original variables (JS25, JS26, JS27 and JS28). Factor-6 fringe benefits construct from the variables (JS13 I am not satisfied with the benefits I receive, JS14 the benefits we receive are as good as most other organizations offer, JS15 The benefit package we have is equitable, JS16 There are benefits we do not have which we should have) with factor loading.764,.842,.868,.843. Factor-7 contingent rewards consists of four variables (JS17 When I do a good job, I receive the recognition for it that I should receive, JS18 I do not feel that the work I do is appreciated, JS19 There are few rewards for those who work here, JS20 I don't feel my efforts are rewarded the way they should be) having factor loading.818,.779,.759,.765. So the factor 7 is made from theses four original variables (JS17, JS18, JS19, and JS20). Factor 8 pay and remuneration has the composite of the variables (JS1 I feel I am being paid a fair I like my supervisor(js12).796 amount for the work I do, JS2 Raises are too few and far and between, JS3 I feel unappreciated by the organization when I think about what they pay me, JS4 I feel satisfied with my chances for salary increases) having factor loading.818,.779,.759,.765. So the factor 8 is made from these four variables (JS1, JS2, JS3, and JS4). Factor-9 Supervision consists of the variables (JS9 My supervisor is quite competent in doing his/her job, JS10 My supervisor is unfair to me, JS11 My supervisor shows too little interest in the feelings of subordinates, JS12 I like my supervisor) having factor loading.731,.811,.798,.796. The internal consistency of the scale tested with the help of reliability coefficient called cronbach s alpha. The nine factors cronbach alpha (more than 0.60 acceptable) range from to and overall reliability coefficients of job satisfaction scale are 0.879, which shows that the scale is highly reliable. Factor loading of all the 36 variables of job satisfaction scale is range from to (>.50 is acceptable) which is good. From above discussion it is concluded that job satisfaction is the combination of nine variables viz. pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication. So the scales with nine variables are reliable, so it can be used for further study. RELIABILITY AND EXPLORATORY FACTOR ANALYSIS: EMOTIONAL INTELLIGENCE Factor analysis is used to check the discriminate validity. Because each variable was measured by multi-item constructs, factor analysis with varimax rotation was adopted to check the unidimensionality among items. Factor analysis is also used to understand the underlying factors of emotional intelligence. There were around 40 variables taken into consideration for the study which are grouped under 5 factors as follows: negative emotion, positive emotion, conflict and difficulty, goal orientation and skill & flexibility. The various variables were grouped under each factor, depending upon the maximum score

6 obtained from rotated components matrix of factor analysis using SPSS 18 software package. Co mponen t Total Initial Eigenvalues % of Varianc e Source: Survey Data Kaiser-Meyer-Olkin Measure of Sampling Adequacy =.895 Bartlett's Test of Sphericity Chi-Square = Degree of freedom= 780, Significant =.000 The Kaiser-Meyer-Olkin Measure of sampling adequacy for Emotional Intelligence scale were which is more than 0.60 minimum value for good factor analysis. Its show that sample is adequate for the study and implies factor analysis for data reduction is effective. The Bartlett s Test of Sphericity for the measurement scale were significance at is less than the assumed value (p<0.05) which concludes that factor analysis is valid and supported the factor ability of the correlation. Using the Principle Component Analysis nine factors have been extracted based on Total Explained Variance (Eigen value over 1). So we conclude that the 40 variables can be reduced to five factors. Table 1.3 shows the percentage of variance, cumulative percentage and the total variance of the variable identified for the study. The five factors extracted together account for 62.84% of the total variance. So the number of variables is economized from 40 to only five factors, thus loading only about (37.161% of the information content) 62.84% is retained by the 5factors extracted out of the 40 original variables). On the basis of rotated components matrix the factor loading of each statement is more than Factor -1 negative emotion consists of the variables (I get unnecessarily tensed in certain work situations Ei1, I am stressed even in day-to-day affairs Ei2, I feel sad in some specific issues Ei3, I often get depressed Ei4, I feel that there is no respite from stress Ei5, I feel helpless in bad moods Ei6, I cannot get myself out of anxiousness in the face of a trial or in deliberations with people Ei7, I TABLE 1.3 Total Variance Explained Extraction Sums of Squared Loadings % of Cumulative Cumulativ Total Varianc % e % e 33 Rotation Sums of Squared Loadings % Cumulati Total of ve Variance % Extraction Method: Principal Component Analysis feel uneasy in handling conflicts and emotional upsets in relationships Ei8, I am out of tune in such circumstances that call for my affection Ei9, I repent afterwards for things said Ei10, I am worried about my own problems Ei11, I become thoughtful about those things; people do not bother to think Ei12, I over-react on trifles as per other s belief Ei13) having factor loading and.721. This suggests that factor -1 is the combination of these thirteen original variables (Ei1, Ei2, Ei3, Ei4, EI5, Ei6, Ei7, Ei8, Ei9, Ei10, Ei11, Ei12, and Ei13). Factor -2 positive emotion comprise of the variables (I can sense the feelings of others Ei14, I am quite sensitive to how relationship goes on Ei15, I pay complements to deserving people. Ei16, I get pleasure in challenges and try to solve them Ei17, I am satisfied with the performance of my work Ei18, I enjoy myself to the facts and concepts of my work at my work-place Ei19, I supplement innovative ideas to my organization Ei20, I can sense whether the new ideas will succeed Ei21, I prefer brainstorming on a problem to find out a solution for it Ei22, In my team I am the decisionmaker Ei23) with factor loading This suggests that factor-2 is the composition of these ten original variables (Ei14, Ei15, Ei16, Ei17, Ei18, Ei19, Ei20, Ei21, Ei22, and Ei23). Factor-3 conflict and difficulty consists of the variables (I think that my performance at work is affected by my family problems Ei24, I get frightened when situation changes rapidly. Ei25, I

7 feel strained with re-organization in my company Ei26, I spare nothing to save myself from being called a fool by my contenders Ei27, I am concerned for the conflicts between work and family Ei28, I think the time most critical when people form a different opinion than me Ei29) having factor loading and Factors of Emotional Intelligence TABLE This suggests that factor -3 is the combination of these six original variables (Ei24, Ei25, Ei26, Ei27, Ei28 and Ei29) Factor-4 goal orientation consists of the variables (I am fully confident of my ability Ei36, I can differentiate and compare my feelings Ei37, I turn my needlepoint to the behaviour and (Overall =0.874) Factor 1- Negative Emotion Factor Loading I get unnecessarily tensed in certain work situations(ei1) I am stressed even in day-to-day affairs. (Ei2) I feel sad in some specific issues. (Ei3) I often get depressed. (Ei4) I feel that there is no respite from stress. (Ei5) I feel helpless in bad moods. (Ei6) I cannot get myself out of anxiousness in the face of a trial or in deliberations = with people. (Ei7).793 I feel uneasy in handling conflicts and emotional upsets in relationships. (Ei8).762 I am out of tune in such circumstances that call for my affection. (Ei9).761 I repent afterwards for things said. (Ei10).778 I am worried about my own problems. (Ei11).785 I become thoughtful about those things; people do not bother to think. (Ei12).728 I over-react on trifles as per other s belief. (Ei13).721 Factor 2 - Positive Emotion I can sense the feelings of others.(ei14) I am quite sensitive to how relationship goes on. (Ei15)

8 = I pay complements to deserving people. (Ei16) I get pleasure in challenges and try to solve them. (Ei17) I am satisfied with the performance of my work. (Ei18) I enjoy myself to the facts and concepts of my work at my work -place. (Ei19) I supplement innovative ideas to my organization. (Ei20) I can sense whether the new ideas will succeed. (Ei21) I prefer brainstorming on a problem to find out a solution for it. (Ei22) In my team I am the decision-maker. (Ei23) Factor 3- Conflict And Difficulty = I think that my performance at work is affected by my family problems (Ei24).828 I get frightened when situation changes rapidly. (Ei25).819 I feel strained with re-organization in my company. (Ei26).840 I spare nothing to save myself from being called a fool by my contenders. (Ei27).819 I am concerned for the conflicts between work and family. (Ei28).809 I think the time most critical when people form a different opinion than me. (Ei29).815 Factor 4 - Goal Orientation = I am fully confident of my ability.(ei36).817 I can differentiate and compare my feelings. (Ei37).790 I turn my needlepoint to the behaviour and not to the man while commenting on anything critically. (Ei38).788 I am interested to find out the solution for a problem which I face. (Ei39)

9 I know-how to make a positive emotion last when I experience it. (Ei40).832 = Factor 5- Skill And Flexibility I do not think I have a non -performing existence.(ei30) I try to keep good relationship with my boss. (Ei31) I try to keep good relationship with my subordinates. (Ei32) I can easily make acquaintances and friends. (Ei33) I am put into distress with a death of a close friend or relative. (Ei34) I am ready to mend myself if somebody correct me.(ei35) Source: Survey Data not to the man while commenting on anything critically Ei38, I am interested to find out the solution for a problem which I face Ei39, I knowhow to make a positive emotion last when I experience it Ei40, I am fully confident of my ability Ei36).Having factor loading and.817. So the factor-4 is the composition of five original variables. Factor-5 skill and flexibility contain of the variables (I do not think I have a non -performing existence.(ei30) I try to keep good relationship with my boss Ei31, I try to keep good relationship with my subordinates Ei32, I can easily make acquaintances and friends Ei33, I am put into distress with a death of a close friend or relative Ei34) having factor loading of.578, and.744. This suggests that factor -5 is the combination of these five original variables Ei30, Ei31, Ei32, Ei33, Ei34 and Ei35. The internal consistency of the emotional intelligence scale tested with the help of reliability coefficient called cronbach s alpha. The EI five factors cronbach alpha (more than 0.60 acceptable) range from to and overall reliability coefficients of scale are 0.879, which shows that the scale is highly reliable for conducting the study. The factor loading of all the 40 variables of emotional intelligence scale is more than 0.70 (>.60 is acceptable) which is good. Emotional intelligence made from these five variables viz negative emotion, positive emotion, conflict and difficulty, skill & flexibility and goal orientation. V. CONCLUSIONS In last it can be extracted that the measurement scales of job satisfaction and emotional intelligence used for this study are highly reliable and sampling is adequate for the study. The Bartlett s Test of Sphericity for the measurement scales were significant which concludes that factor analysis is valid and supported the factor ability of the correlation. This paper is also explained the nine factors of job satisfaction and five factors of emotional intelligence with internal consistency. The study showed that job satisfaction is the combination of nine variables viz. pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication. And Emotional intelligence is made from five variables viz negative emotion, positive emotion, conflict and difficulty, skill & flexibility and goal orientation. The reliability of all the factors are more than 0.50 which is good and justified the use of the measurement scales for conducting the study in Indian automobile sector. REFERENCES [1] Arnold, J. & Feldman, C. (1986). Organizational Behavior. McGraw Hill. [2] Bhattacharya, M. (2003). Emotional Intelligence in Indian Executives. Unpublished PhD thesis, Indian Institute of Technology, Kharagpur, India. 36

10 [3] Bhattacharya, M.S. & Sengupta, N. (2007). Emotional Intelligence-Myth or Reality. New Delhi: Excel Book. [4] Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. New York: Bantam Dell [5]. [6] Locke, E. A. (1976). The Handbook of Industrial and Organizational Psychology. Wiley Publications. [7] Qasim, S., Cheema, F. E. A., & Syed, N. A. (2012). Exploring Factors Affecting Employees' Job Satisfaction at Work. Journal of Management and Social Sciences, 8(1), [8] Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Rand Mcnally. [9] Spector, P. E. (1994). Job Satisfaction Survey. Tampa, Florida: Department of Psychology, University of South Florida. [10] Spector, P. E. (1997). Job Satisfaction: Application, Assessment, Causes, and Consequences. Sage. 37