JOB SATISFACTION AMONG PRINT AND ELECTRONIC MEDIA PERSONNEL: A STUDY

Transcription

1 45 JOB SATISFACTION AMONG PRINT AND ELECTRONIC MEDIA PERSONNEL: A STUDY Shivani Arora* and S.K. Srivastava** ABSTRACT The present study is conducted on the job satisfaction level among print and electronic media personnel. The hypothesis was framed that there would be no significant difference between print and electronic media personnel on job satisfaction. The study was carried out on 2 media houses of Chandigarh Daily Post for Print Media and Day and Night News for Electronic Media. A sample of 20 subjects had been selected from these media houses, 10 from each media house. In the study, Job Satisfaction Scale by Singh and Sharma (2005) was used which comprised of 30 questions. After carrying out the survey, the total of all the positive and negative statements in each questionnaire was calculated. The scoring was done using the t-test ratio for computing the difference. The t-ratio came out to be Entering the probability table of t-ratio, we found that the obtained t at df = 18 was insignificant at both 0.05 and 0.01 levels. Hence, it was proved that there was no significant difference between means of both the media house personnel s job satisfaction. Keywords: Job satisfaction, Print media and Electronic media INTRODUCTION Job Satisfaction refers to organizational climate as the interactions among task, technology, structure, people and power variables of the organization which produce a culture and process for employee job satisfaction and organizational goal and achievement. All organizational theoreticians and researchers unanimously agree that a sound climate is extremely important for the ultimate achievement of organizational goals. Organizational climate though abstract in concept is normally associated with job performance and job satisfaction and morale of the employees. Organization is the summary perception, it tends to attract and keep people who fit its climate, and organizational climate should be total systems point of view. Each organization has * Ph.D. Student in Psychology id:- shivaarora13.2@gmail.com, Mob: ** Professor of Psychology, Gurukul Kangri University, Haridwar id:- sksrivastava1981@yahoo.com Mob:

2 46 Shivani Arora and S.K. Srivastava its own culture, traditions and methods of action. Organizational climate usually has a major influence on motivation, productivity, and job satisfaction. Most of the studies have shown that organizational climate is a significant determinant of individual satisfaction. The term Job Satisfaction was brought to limelight by Hop Pock in According to him, job satisfaction is a combination of psychological, physiological and environmental factors that makes a person to admit, I am happy at my job. It has also been defined as the end state of feeling. It emphasizes the fact that the feeling is experienced after a task is accomplished. The feeling would be positive or negative depending up on whether need is satisfied or not. According to Vroom (1964), Job Satisfaction is the positive orientation of an individual towards the work role which he is presently occupying. This can be easily paraphrases, As an individual liking more aspects of his work than his dislikes. It refers to an employee s general towards his job. The job satisfaction is an integral component organizational health and an important element in industrial relation. Generally job satisfaction is an individual feeling, which could be earned by a variety of factors. The success of a company basically depends upon its ability to attain goals and objectives. No firm can reach its ultimate aims of profit maximum and wealth maximum without satisfying its manpower. Now-a-days it is a widely accepted fact that a happy worker is an invaluable asset to any organization contributing to prosperity. It is true that man can never be fully satisfied in his life. They will be satisfied in life only, if the job is satisfactory. Job satisfaction means a function which is positively related to the degree to which one s personal needs are fulfilled in the job situation. Employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort, clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision-making and managing the affairs, clean definitions of duties and responsibilities and opportunities for promotion, fringe benefits, sound payment structure, incentive plans and profit sharing activities, health and safety measures, social security, compensation, communication, and finally, atmosphere of mutual trust respect. FACTORS AFFECTING JOB SATISFACTION An employee s job satisfaction level depends on various intrinsic (emotion, personality etc.) and extrinsic (communication, working conditions etc.) factors and his overall satisfaction with job is a combination of factors and financial compensation is only one of them. Management s role in enhancing employees job satisfaction is to make sure the work environment is positive, morale is high and employees have the resources they need to accomplish the tasks they have been assigned. Working Conditions\ Because employees spend so much time in their work environment each week, it s important for companies to try to optimize working conditions. Such things as providing spacious work Vol. 7, No. 2, December 2013

3 47 areas rather than cramped ones, adequate lighting and comfortable work stations contribute to favourable work conditions. Providing productivity tools such as upgraded information technology to help employees accomplish tasks more efficiently contributes to job satisfaction as well. Opportunity for Advancement Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation. Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion. Companies often pay the cost of tuition for employees taking university courses, for example. Workload and Stress Level Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. Many times, this environment is caused by ineffective management and poor planning. Respect from Co-Workers Managers need to step in and mediate conflicts before they escalate into more serious problems requiring disciplinary action. Employees may need to be reminded what behaviours are considered inappropriate when interacting with coworkers. Relationship with Supervisors Effective managers know their employees need recognition and praise for their efforts and accomplishments. Employees also need to know their supervisor s door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office. Financial Rewards Job satisfaction is impacted by an employee s views about the fairness of the company wage scale as well as the current compensation she may be receiving. Companies need to have a mechanism in place to evaluate employee performance and provide salary increases to top performers. VISUAL vs. PRINT MEDIA Differences: Visual media covers every medium that uses sight as a primary communication method. Print media refers to static messages (images and words). Classically, print media include magazines, newspapers and other publications, but it can also cover posters, billboards and books. All print media are visual, but all visual media are not necessarily print.

4 48 Shivani Arora and S.K. Srivastava Origin: People have been communicating with visual media since humans lived in caves. There was graffiti in ancient Rome. Print started becoming popular in the 18th century, with books, pamphlets and periodicals. Audio-visual: In the 20th century, new communication technologies became universal. The most powerful medium is TV, which incorporates both audio and visual elements. Interactive: The Internet, while also largely visual, is often called interactive because of its ability to connect people through computers. This medium is also called experiential because the experience of online media is greater than the sum of its audio-visual components. AREA OF THE STUDY Day & Night News is an electronic media organization promoted by Kansan News Private Limited (KNPL). KNPL is a new multi-media company which has been set up at Chandigarh to develop and promote diverse media initiatives in north India. Day & Night News is a multi-lingual 24-hour satellite television news station from Chandigarh with primary focus on Punjab, Haryana, Himachal Pradesh, Jammu & Kashmir, Delhi & NCR, and Chandigarh. KNPL has also set up Day & Night Media Institute at Chandigarh. Daily Post is a Print Media organization. Daily Post India newspaper is a national English daily newspaper based in Chandigarh, it covers North India news. The Newspaper extensively covers the entire region of Punjab, Haryana, Himachal Pradesh and Chandigarh in terms of political scenarios, social issues, lifestyles, culture, etc. The Daily Post newspaper is rich in content, layout, design and quality. Vol. 7, No. 2, December 2013

5 49 REVIEW OF LITERATURE The review of literature helped the research to conduct the survey in better and extensive manner. It should also help the research in finding and getting deeper into the topic. For this purpose, the abstracting and indexing journals and published biographies are first to go. Mayo, E. ( ), A Hawthorne study was one of the biggest study of job satisfaction. This study ( ) was conducted by Elton Mayo of the Harvard Business School to find out the effect of various conditions of worker s productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity. It is called the Hawthorne Effects. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management also had a significant impact on the study of job satisfaction. Principles of Scientific Management book (Taylor, 1911) was argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labour and piecework towards the more modern approach of assembly lines and hourly wages. Therefore industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylor s work. Brown, A. & Forde, C. (2008) in their study Changes in HRM and Job Satisfaction, : evidence from the Workplace Employment Relations Survey examined that their significant increases in satisfaction with the sense of achievement from work between 1998 and 2004; a number of other measures of job quality are found to have increased over this period as well. It also finds a decline in the incidence of many formal human resource management practices. The paper reports a weak association between formal human resource management practices and satisfaction with sense of achievement. Improvements in perceptions of job security, the climate of employment relations and managerial responsiveness are the most important factors in explaining the rise in satisfaction with sense of achievement between 1998 and We infer that the rise in satisfaction with sense of achievement is due in large part to the existence of falling unemployment during the period under study, which has driven employers to make improvements in the quality of work. Swarnlata, C. & Sureshkrishna, G. (2012) examined the management practices by introducing employee empowerment, teamwork, employee compensation, management leadership into a research model for studying employee job satisfaction among the employees of Automotive industries in India. The research is conducted among 234 employees of automotive industries in India and the result of this study shows that the job satisfaction level of employees is medium and the top management leadership need to take attention of enhancing the employee job satisfaction level.

6 50 Shivani Arora and S.K. Srivastava Objective This study emphasizes on the following: To identify the employees level of satisfaction upon that job. This study is helpful to those organizations for conducting further research in the related area. Hypothesis There would be no significant difference between Print and Electronic Media Personnel on Job Satisfaction. METHODOLOGY The present research has been conducted to study the Job Satisfaction level of employees in Print and Electronic Media organizations. In the present practical, descriptive research design with survey method is applied. The main aim of the study is to compare the job satisfaction among employees of these organizations. Before the commencement of the research, the hypothesis is framed that there exists a significant difference in job satisfaction level among Print and Electronic Media Personnel. Sample The study was carried out in 2 media houses Daily Post for Print Media and Day and Night News for Electronic Media. Both Media houses are from Chandigarh. A sample of 20 subjects has been selected from these media houses,10 from Print Media and 10 from Electronic Media. Test Material For carrying out the research, Job Satisfaction Scale by Singh and Sharma (2005) is used which comprised of 30 questions. Each question consists of 5 options like Strongly Agree, Agree, Poorly Agree, Strongly Disagree, Completely Disagree. The subject has to select just one alternative out of the five which expresses his/her job satisfaction level the best. Statements are then divided into positive and negative statements. Items at serial number 4, 13, 20, 21, 27 and 28 are negative and the rest are positive. The positive statements carry a weightage of 4, 3, 2, 1, 0 and negative ones carry a weightage 0, 1, 2, 3, 4. Higher scores indicate high job satisfaction and Low scores indicate low job satisfaction. After carrying out the survey, the total of all the positive and negative statements in each questionnaire is calculated. Then the scoring is done using the t-test ratio for computing the difference and thus the results are plotted on a graph. Results are as follows: Electronic Media Personnel Scores: RESULTS AND DISCUSSION Vol. 7, No. 2, December 2013

7 51 Mean = 77.9 = N = 10 Print Media Personnel Scores:- Mean = 65.9 = 5.21 N=10 SE D = 5.75 t = 2.08 (not significant at 0.05 level) df = 18 The present research was aimed to study the Job Satisfaction among Print and Electronic Media Personnel. Job Satisfaction is an integral component organizational health and an important element in industrial relation. Generally job satisfaction is an individual feeling, which could be earned by a variety of factors. It refers to the general attitude of workers towards their work. There are various factors which affect the job satisfaction level of employees such as working conditions, opportunity for advancement, workload and stress level, respect from co-workers, relationship with supervisors, financial rewards. The area of research was conducted on the employees of print media organization and electronic media organization. The Print Media house chosen was Daily Post Newspaper and the Electronic Media house was Day and Night News Channel. Both the media houses are from Chandigarh. The scale was administered on a sample of 20 media persons i.e. 10 employees each from print and electronic media house. In order to carry out the research, Job Satisfaction Scale (2005) by Singh and Sharma was used. The questionnaire administered to the employees consisted of 30 statements and the level of Job Satisfaction was measured in the two types of are: Job Satisfaction Intrinsic (factors lying in the Job) and Job Extrinsic (factors lying outside the Job). Each statement consisted of five alternatives and the respondent had to choose any one which candidly expressed his/her response. Graph The questionnaire consisted of both positive and negative statements. The positive statements carried a weightage of 4, 3, 2, 1, 0 and negative statements carried a weightage of 0, 1, 2, 3, 4. The data was compiled and the total scores of the employees of both the media houses were calculated separately. The significance of difference between the means was calculated by applying the t-test ratio.

8 52 Shivani Arora and S.K. Srivastava The t-ratio came out to be Entering the probability table of t-ratio, we found that the obtained t at df = 18 was insignificant at both 0.05 and 0.01 levels. Hence, as per hypothesis, there was no significant difference between means of both the media house personnel s job satisfaction. As per results, both media house personnel have similar level of job satisfaction. There is no significant difference on level of job satisfaction between the two media house personnel. As per data, there were few factors that contributed to the same level of job satisfaction. It was found that both the media house have similar nature of job. They have similar kind of working conditions, a similar pay scale, work environment and the opportunity of advancement in the concerned organizations. Thus the hypothesis which was framed that there would be no significant difference between Print and Electronic media personnel on Job Satisfaction was accepted. REFERENCES Accel-Team.com (2002). Elton Mayo s Hawthorne experiments into employee motivation and workplace productivity. Vol. 7, No. 2, December 2013

9 53 Brown, A. & Forde, C. (2008). Changes in HRM and job satisfaction: evidence from the workplace employment relations survey. Human Resource Management Journal.18(2): Greenberg, J., & Baron, R.A. (1993). Behavior in organizations (4th Ed.). Boston: Allyn & Bacon. Hoppock, R. (1935). Job Satisfaction. New York: Harper. Locke, E.A. (1980). The Nature and Causes of Job Satisfaction. In M.D. Dunette (Ed.), Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally. Swarnlata, C. & Sureshkrishna, G. (2012). Job satisfaction among employees of automotive industries in India. International Journal of Future Computer and Communication,1(3): Taylor, F. (1911). Principles of Scientific Management. New York: Harper & Brothers. Vroom, V. H. (1964). Work and motivation. New York: Wiley.