Business Research Methods

BUSINESS RESEARCH METHODS
ASSIGNMENT 1
SUBMITTED BY:
JABIN SHIHAB
BATCH A, T3
1. Literature review
The Job Satisfaction is an important and widely discussed research topic

in almost all the fields. Since the rise of the human relations movement in
industry in the thirties and forties, Job Satisfaction has become a major
focus of research. Many researchers have focused on Job Satisfaction
ever since the revelations made by the Hawthorne high-lightings, and its
importance in effective human relations leading to Organizational
effectiveness.
Review of literature is the most important aspect in any research work. It
is a measure, stating the recent output on a particular area of research and
organised in a helpful sequence to strengthen the present research
techniques. The main objective of the review of literature is to understand
the research activities that have taken place in a particular discipline in
general and the area of research in particular. As the present study is aimed
at Job Satisfaction in public libraries of Andhra Pradesh, all the relevant
literature available was reviewed and presented. The contribution of
academicians, information scientists, research scholars and library
professionals on this topic in various dimensions has yielded invaluable set
of research output.
REVIEWS ON JOB SATISFACTION
Mira Singh and Pestonjee (1990), hypothesized that Job Satisfaction is

influenced by the levels of Occupation, Job involvement and
Participation. The sample for the study consisted of 250 officers and 250
clerical cadres belonging to a Nationalised bank in Western India. The
study confirmed the hypothesis and it was found that Job Satisfaction of
the Bank employees was positively affected by the Occupational level,
Job involvement and participation.
Balgir (1991) attempted to understand hygiene-motivational factors as

postulated by Hergeberg based on their need priorities that dominate the
minds of Indian Managers while continuing service in their respective
Organisations. The results revealed that Job Satisfaction, Salary, Job
Security, better chances of promotion, happy Personal life, high Position
and friendly social circle are some of the motivating factors in that order
which strongly influence Indian Mangers.
Chileshe and Haupt (2009) investigated the perceived age differences in
Job Satisfaction of construction workers in South Africa. The main
objectives of the study were to identify the major variables affecting the
relative aspects of work within the South African Construction industry
and to investigate the impact of age on the satisfaction derived from
work. A total of 300 questionnaires were sent to potential respondents. A
total of 65 usable questionnaires were returned. Result of the study
indicated that Job Satisfaction differential does not exist between younger
and older workers. Although both younger and older workers ranked the
relationship with workmates as being poor, age does not have an
influence on the effects of the aspects of work. In terms of the effects of
Job Satisfaction younger workers reported higher scores than older
workers on ‘indifference’, whereas the younger workers ranked poor
recognition of abilities as the most effect in comparison to the older
workers who reported suffering from a “lack of alertness” as the most
ranked effect.
Nilufar Ahsan (2009) investigated the relationship between Job stress

and Job Satisfaction. The study conducted in a Public University in Klang
Valley area in Malaysia and 300 respondents were selected as a sample of
the study. The determinants of job stress that have been examined under
this study include management role, relationship with others, work load
pressure, homework interface, role ambiguity and performance pressure.
The results of the study revealed that the association between relationship
with others and job stress is not significant. The relationship between
workload pressure and job stress, role ambiguity and job stress is
significant. The study concluded that the motivation is a key factor as
well in affecting job stress among employees. Employees who were
highly motivated will feel happier and were more willing to work for the
organisation.
Kamal and Hanif (2009) studied the various factors of job satisfaction
among different commercial bankers in Pakistan. They used to statistical
techniques like regression and correlation to gauge level significance for
the factor. The findings of the study were pay has been considered as the
major factor for job satisfaction, and other factors like promotion,
recognition, job involvement and commitment are also taken into
consideration. Job satisfaction is an attitude of an employee over a period
of his job, so the factors of satisfaction and dissatisfaction changes over the
period. It is used as a key factor to gauge the performance of particular
employee and organisation. Satisfied employees are more likely to be
friendly and responsive which attracts customers. Dissatisfied employees
can lead to customer dissatisfaction.
Salman Khalid (2010) examined Job Satisfaction level of Bank

Employees in Punjab Province. The information collected from 144
respondents from four Banks employees who were randomly selected from
both public and private sector banks. Five components of Job Satisfaction
such as work, pay, promotion, salary and recognition were examined
besides overall Job Satisfaction. The findings of the study indicated that
the sectoral differences in terms of salary, promotions, job security,
recognition and benefits play a significant role in influencing one’s
perception of job satisfaction. Private sector bank employees reported
dissatisfaction in terms of Job Security. To overcome this obstacle private
sector banks need to introduce special schemes related retirement, pension,
gratuity and other benefits to enhance the employee’s sense regarding job
security in effort to increase organisational commitment which in turn will
lead to employee’s commitment and high degree of satisfaction.
Rane (2011) studied the importance of employee Job Satisfaction. He

explained that the employee Job Satisfaction was essential to face the
dynamic and ever increasing challenges of maintaining productivity of the
organisation by keeping their work force constantly engaged and
motivated. The study found that the high Job Satisfaction correlated
strongly with the feeling of having fun at work. The article explained that
the possible ways to enhance their performance in order to face new
challenges were providing positive work environment, the appreciation of
performance, personal recognition of employees by the management, and
employee participation in decision making, providing training facilities to
improve worker’s skills and potentials. There should be a continuous
process of assessment of Job satisfaction of employees by obtaining
feedback in a specially designed evaluation format before and after the
training programmes. He concluded that the Job satisfaction of an
employee in any organisation was of paramount importance to achieve the
targeted goals on a sustainable basis.
Raghunatha Reddy and Krishna Sudheer (2011) studied the Employee

Involvement and Job Satisfaction in Indian Corporate sector. This study
meant to find out the employee’s attitude towards job satisfaction and job
involvement. The findings of the study show that the managerial level of
employees has low level of satisfaction and Engineers have low level of
Job Involvement and supervisors have low level of commitment towards
the organisation.
Natarajan (2012) conducted a study in a public sector organisation with
an all India presence. This study explored the relationship of personal and
organisational values with Job Satisfaction. 220 participants from a large
public sector organisation were asked to rate on a 7 point scale the 24
items value taxonomy developed by McDonald and Gandz. Results
revealed that perceived organizational values emerge as potent predictor
of all the three components of job satisfaction as compared to personal
values
Okele & Mtyuda (2017) research outcomes indicated that a lack of
resources, too much crowd of courses and indiscipline amid pupils were
severe sources of disappointment amid teachers. Other causes of job
dissatisfaction amid teachers are management consequences. All these
factors create disengagement among teachers and filled negativity in their
job.
Spencer & Byrne (2016) suggested that senior level managers are having
high job satisfaction than junior level managers. Darrat et al. (2016)
suggested that amid salespeople with lower workplace satisfaction,
organizational work embeddedness is optimistically connected with
organizational deviance, interpersonal deviance and customer direct
deviance. Nevertheless, amid salespeople with higher job satisfaction, job
embeddedness is negatively connected with organizational deviance and
not importantly connected with either interpersonal or customer directed
deviance.
Robertson & Kee (2016) studied workplace satisfaction in a computer-
mediated context, particularly with the use of social media. Results
showed that workers satisfaction at work is optimistically connected by
the quantity of moment they spend on facebook interacting by colleague.
Also showed that part time workers reported having spent the greater
quantity of moment on Facebook with their colleagues, and agreement
workers reported the greater degree of work satisfaction at the place of
work.
REFERENCES
1. Singh, M and Pestonjee, D M (1990), “Job Involvement, Sense of
Participation and Job Satisfaction: A Study in Banking Industry”; Indian
Journal of Industrial Relations, Vol. 26, No. 2, pp. 159-165.
2. Balgir, A S (1991) “Factors for Continued Long Service of Indian
Managers”, IndianManagement, Vol. 30, No.6, pp. 8-11.
3. Chileshe, Nicholas and Haupt, Thodore C (2009), The effect of age on
the job satisfaction of construction workers, Journal of Engineering,
Design and Technology, Vol. 8, No. 1, pp. 107-118.
www.emralinsight.com/1726-0531.html
4. Ahsan, Nilufar, (2009) A Study of Job Stress on Job Satisfaction
among University staff in Malaysia: Empirical Study, European Journal
of Social Science, Vol. 8, No. 1, pp.121-131. www.eurojournals.com
Accessed on 8/3/2012.
5. Kamal, Yasir and Hanif, Fawad, (2009), Pay and Satisfaction: A
Comparative Analysis of Different Pakistani Commercial Banks; Social
Science Research Network. http://papers.ssrn.com/sol3/papers.cfm.
6. Khalid, Salman, (2010), Job Satisfaction Among Bank Employees in
Punjab, Pakistan: a comparative Study, Journal of Social Science, Vol.
17, No.4, pp. 570- 577. www.eurojournals.com
7. Rane, D B (2011), Employee Job Satisfaction: An Essence of
Organisation, HRM Review, Vol. XI, no. 7, pp. 11-16.
8. Raghunath Reddy, P and Krishna Sudheer, A, (2011), A Study on
Employee Involvement & Job Satisfaction in Indian Corporate Sector;
IJEMR, Vol.1, Issue: 6. http://www.exclusivemba.com/ijemr
9. Natarajan, Kumar Cdr (2012) Relationship of personal and
organisational Values with Job satisfaction; Journal of Management
Research, Vol. 12, Issue: 2, pp. 75-82.

Business Research Methods

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BUSINESS RESEARCH METHODS

The Job Satisfaction is an important and widely discussed research topic

REVIEWS ON JOB SATISFACTION

Mira Singh and Pestonjee (1990), hypothesized that Job Satisfaction is

Balgir (1991) attempted to understand hygiene-motivational factors as

Nilufar Ahsan (2009) investigated the relationship between Job stress

Salman Khalid (2010) examined Job Satisfaction level of Bank

Rane (2011) studied the importance of employee Job Satisfaction. He

Raghunatha Reddy and Krishna Sudheer (2011) studied the Employee

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