A STUDY ON EMPLOYEES JOB SATISFACTION AT A.N.

PAPPATHI
TRANSPORT ,CHENNAI

By
SUNIL PONRAJ.T
(Reg no: 142222631105)

of
SRM VALLIAMMAI ENGINEERING COLLEGE
(An Autonomous Institution)

A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements for the award of the degree

Of
MASTER OF BUSINESS ADMINISTRATION

IN

HUMAN RESOURSE MANAGEMENT

ANNA UNIVERSITY
CHENNAI 600 025
December 2023
 BONAFIDE CERTIFICATE

This is to certify that this project report titled A STUDY ON EMPLOYEES JOB
SATISFACTION AT A.N. PAPPATHI TRANSPORT, CHENNAI is the bonafide work of
Mr. SUNIL PONRAJ.T(142222631105) who carried out the research under my supervision.
Certified further, that to the best of my knowledge the work reported herein does not form part
of any other project report or thesis based on which a degree ward was conferred on an earlier
occasion on this or any other candidate.

Dr.Anand.J Dr.K.SENTAMILSELVAN,
M.COM,M.B.A.,Ph.D. M.B.A.,Ph.D..
Assistant Professor Head of the Department,
Department of Management studies, Department of Management studies,
SRM Valliammai Engineering College, SRM Valliammai Engineering
Kattankulathur college,Kattankulathur

Submitted for Viva voce Examination held on

Internal Examiner External Examiner

ii
 DECLARATION

I am, SUNIL PONRAJ.T, student of the Department of Management Studies, Valliammai

Engineering College, Kattankulathur, declare that the project work entitled,” A STUDY ON
EMPLOYEES JOB SATISFACTION AT A.N. PAPPATHI TRANSPORT” is the partial
fulfilment of Master Degree of Business Administration. This is my original work and not
submitted for the award of any degree, diploma, fellowship or other similar title or prize.

Place: Kattankulathur Signature of the Candidate

Date : SUNIL PONRAJ.T

iii
COMPANY LETTER

iv
 ABSTRACT

The issue of employee satisfaction, Motivation in the work place and the rate of
job characteristics has course of intensive research for many years now and have
given rise to many theories, formed on of extended research by psychologists,
social scientists and HRD managers

In this context the present study was designed to analyze the Employee
Satisfaction among the employees. The present study was designed to have a
sample size 50

Data for this study has been collected from both primary and secondary Data
sources. Tools used for collection of primary data are questionnaire, secondary
data are collected from website

The purpose of this research is to assigned to all the area as well as linked with
development. The research comes up with fresh perspective and practicable
solution for the improvement of associates satisfaction

The topic of the project report is employee satisfaction at the work place. The aim
is to define the determinants for employee satisfaction and to investigate the
relationship between employee satisfaction and the influence of employee
satisfaction is explained as a function of job features, other people and personal
disposition. Secondary research data is collected to find and to clarify the
correspondence between employee satisfaction

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 ACKNOWLEDGEMENT

I express my sincere thanks to our Director, Dr.B. Chidambaram Rajan, M. E, Ph.D.,

and our Principal, Dr. M. Murugan, M.E, Ph.D., SRM Valliammai Engineering
College who has given me the approval to do this project and for providing all facilities
in the college premises which were conducive to the research.

Next, I like to record my heartfelt thanks tour Head of the Department,

Dr.K.Sentamilselvan,MBA,Ph.D. for giving encouragement and support for doing my
project.

I am grateful to my guide Dr.Anand.J MBA, M.Com, Ph. D whose timely guidance and
illuminating suggestions helped me in completing my project in time. I also express my
gratitude to the entire staff of department of management studies for their cooperation and
guidance towards the completion of the project.

It is an absolute profound sense of gratitude to express my heartfelt thanks to my guides

Mr. Gnana Muthu SelvaKumar, for their scholarly guidance & kind cooperation
throughout the project. Their keen interest and encouraging words at every step were a
source of inspiration that enabled me to broaden my sphere of domain knowledge. I would
also like to thank all the employees of A.N. PAPPATHI TRANSPORT. for their
immense support and cooperation.

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 TABLE OF CONTENTS
CHAPTER TITLE PAGE. No

INTRODUCTION 1

1.1 Introduction to the study 1

1.2 Need for the study 2

1.3 Scope of the study 3

I 1.4 Objective of the study 4

1.5 Limitation of the project 5

1.6 Industry profile 6

1.7 Company profile 7

II REVIEW OF LITERATURE 8

III RESEARCH METHODOLOGY 10

3.1 Design of the Design 10

3.2 Tools used for study 11

IV DATA ANALYSIS AND INTERPRETATION 12

V FINDING, SUGGESTION & CONCLUSION 32

5.1 Finding 32

5.2 Suggestion 33

5.3 conclusion 34

BIBLIOGRAPHY

ANNEXURE

vii
 LIST OF TABLES

Page
Table No. Description
No.

4.1 AGE OF THE EMPLOYEES 12

4.2 13
GENDER

4.3 14
MARITAL STATUS

4.4 QUALIFICATION 15

4.5 16
EXPERIENCE

4.6 17
RELATIONSHIP WITH CO-WORKER

4.7 18
AMOUNT OF PAY

4.8 19
IMPORTANCE OF THERE WORK FOR COMPANY

4.9 20
WORKPLACE PROMBLEM ADDRESSED
4.10 VALUE FOR THERE CONTRIBUTION 21

4.11 FREEFLOW OF COMMUNICATION IN 22

WORKPLACE

4.12 23
RESPONSIBLE FOR THERE WORK ACTIVITIES

4.13 24
STRESSED AT WORK

4.14 25
DEALING MANAGEMENT WORKLOAD

4.15 26
SAFE & COMFORTABLE ENVIRONMENT

4.16 27
SATISFIED ON LEAVE PROVIDED

4.17 28
PROMOTION & GROWTH OPPORTUNITIES

viii
4.18 29
SATISFIED WITH THEIR JOB
HYPOTHESIS TESTING
4.19 31

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 LIST OF CHARTS

Chart No. TITLE Page No.

4.1 AGE OF THE EMPLOYEES 12

4.2 13
GENDER

4.3 14
MARITAL STATUS

4.4 QUALIFICATION 15

4.5 16
EXPERIENCE

4.6 17
RELATIONSHIP WITH CO-WORKER

4.7 18
AMOUNT OF PAY

4.8 19
IMPORTANCE OF THERE WORK FOR COMPANY

4.9 20
WORKPLACE PROMBLEM ADDRESSED

4.10 VALUE FOR THERE CONTRIBUTION 21

4.11 22
FREEFLOW OF COMMUNICATION IN WORKPLACE

4.12 23
RESPONSIBLE FOR THERE WORK ACTIVITIES

4.13 24
STRESSED AT WORK

4.14 25
DEALING MANAGEMENT WORKLOAD

4.15 26
SAFE & COMFORTABLE ENVIRONMENT

4.16 27
SATISFIED ON LEAVE PROVIDED

x
4.17 28
PROMOTION & GROWTH OPPORTUNITIES

4.18 29
SATISFIED WITH THEIR JOB

xi
 CHAPTER I

INTRODUCTION

1.1 Introduction to the study

The father of scientific management Taylor’s approach to the employee satisfaction was based
on almost pragmatic and essential pessimistic philosophy that man is motivated by money
alone. This research work helps to find how far the job satisfied the employee in their job.

Employee satisfaction refers to person feelings of satisfaction on the job, which act as
motivation to work. It is not self-satisfaction, happiness or self-contentment but the satisfaction
on the job. The team related to the total relationship between in an individual doe’s means the
simple feeling satisfaction accompanying the attainment of any goal. The end research workers
differently the factors contributing to employee satisfaction and dissatisfaction.

The success of a corporation depends very much on customer satisfaction. A high level of
customer services leads to customer retention, thus offering growth and profit opportunities to
the organisation. There is a strong relationship between customer satisfaction and employee
satisfaction. Satisfied employees are more likely to stay with company and become committed
and have more likely to be motivated to provide high level of customer service, by so will also
further enhance the employee’s satisfaction through feeling of achievement. Enhanced
employee satisfaction leads to improved employee retention; and employee satisfaction ensures
the successful implementation of continuous improvement and customer satisfaction.
Customer satisfaction will no doubt leads to corporate success and greater job security. These
will further enhance employee satisfaction. Therefore, employee satisfaction is a prerequisite
for customer satisfaction.

The questionnaire given to the employees was structured one and it consists of multiple choices
questions followed dichotomous questions. The questionnaire is used to collect the opinion,
feeling, attitude and suggestions of the workers based on their data collected, tabulate and
analysed.

1
1.2 Need for the study

In today's competitive world especially after the advent of liberalization, privatization and
globalization the employee opportunities in the private sector has gone up. People are
constantly on the move and are shifting to different companies as and when they get better
offers. So it is becoming increasingly difficult for the organizations, to retain employees for
longer duration. The study helps the organization to identify the positive and negative aspects
as perceived by the employees and thereby take suitable steps to meet their expectation and
thereby increase the satisfaction level of the employee.

2
1.3 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 level of satisfaction towards welfare measure.
• This study helps to make a managerial decision to the company.
• This study is helpful to the organization for identifying the area of dissatisfaction of job
of the employees.
• It comprises of intrinsic and extrinsic factors and helps maintain an able and willing work
force.

3
1.4 Objective of the study

The objectives of the study are as follows:

• To access the satisfaction level of employees !. To know employee satisfaction with

facilities.
• To identify the factor which improves the satisfaction level of the employees.
• To identify the factor which influences the job satisfaction of employees.
• 5. To offer valuable suggestions to improve the satisfaction level of employees.

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1.5 Limitation of the project

• Study is confined to a limited period.

• The accuracy of the study is purely based on the information as given by the respondents.
• The information collected is mainly primary data and the accuracy is subject to the
responses received.
• As the survey is conducted at the workplace of workers some of the respondents were
hesitant to give the correct information so there are chances of biasness in the study.
• Job satisfaction is highly subjective in nature, and it is very difficult to quantify and
measure them correctly.

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1.6 Industry profile

The transport industry is an essential element of modern society, providing the means for
people and goods to move efficiently. It involves the coordination of various modes of
transportation, including road networks, railways, airports, seaports, and public transit systems.
This industry serves multiple purposes, ranging from personal travel and commuting to the
transportation of raw materials, finished products, and the global movement of cargo through
supply chains.

In the transport sector, various organizations, both public and private, play pivotal roles.
Government agencies are responsible for infrastructure development, safety regulations, and
traffic management, while private companies, including airlines, shipping lines, trucking firms,
and public transportation operators, operate the systems that keep people and goods on the
move.

Transportation is integral to economic development. It enables access to markets, creates jobs,

and drives commerce by connecting consumers to products and businesses to suppliers. The
movement of goods via trucks, trains, ships, and airplanes is essential for global trade, ensuring
that products reach their intended destinations efficiently.

Challenges within the transport industry are diverse. These encompass maintaining and
upgrading infrastructure, reducing congestion, enhancing safety, mitigating environmental
impacts, and adapting to new technologies. The industry is continually evolving as it embraces
innovations like electric vehicles, autonomous transportation, and sustainable practices to
address these challenges.

Moreover, the transport industry plays a significant role in addressing global issues such as
climate change. Efforts to reduce emissions and improve fuel efficiency are critical to the
industry's long-term sustainability and its contribution to broader environmental objectives.

In conclusion, the transport industry is a multifaceted sector that underpins the

interconnectedness of our modern world. It serves as a cornerstone for economic activity and
global trade, while also facing ongoing challenges related to efficiency, sustainability, and the
adoption of new technologies. As it evolves, the transport industry will remain at the forefront
of shaping our interconnected futur

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1.7 Company profile

A.N Pappathi Travels & Transport Private Limited is an unlisted private company
incorporated on 13 June, 2001. It is classified as a private limited company and is located in
Chennai-19, Tamil Nadu. It's authorised share capital is INR 1.00 crore and the total paid-up
capital is INR 1.00 crore.

A.n Pappathi Travels & Transport's operating revenues range is Under INR 1 cr for the
financial year ending on 31 March, 2020. It's EBITDA has decreased by -40.43 % over the
previous year. At the same time, it's book net worth has decreased by -2.39 %.

The current status of A.N Pappathi Travels & Transport Private Limited is - Active.

The last reported AGM (Annual General Meeting) of A.N Pappathi Travels & Transport
Private Limited, was held on 30 September, 2022.

A.N Pappathi Travels & Transport Private Limited has three directors - Narayanan
Karthik, Narayanan Latha

The Corporate Identification Number (CIN) of A.N Pappathi Travels & Transport Private
Limited is U63040TN2001PTC047258. The registered office of A.N Pappathi Travels &
Transport Private Limited in Chennai

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 CHAPTER- II

REVIEW OF LITERATURE

INTRODUCTION

Review of literature provides a deep insight on the concerned board area of study. Review of
Literature is the first step in organised research work. Researcher gets to know the quantum
and direction of work done till date in his\her area of research interest. It also helps a researcher
in appreciating different conclusion and outcomes of the research conducted. And finally
researcher can make an informed decision with regard to the research methodology which will
suit to his\her research work, based on review of literature. The researchers are taking reference
from any related book, article, related research paper, these, organisational report and various
literatures available on the website and internet.

LIST OF REVIEW

1. Smith, J. (2023). "Employee Satisfaction and Organizational Performance: A Meta-

analysis." Journal of Management- This study conducted a comprehensive meta-analysis to
explore the relationship between employee satisfaction and organizational performance. The
findings revealed a strong positive correlation between employee satisfaction and various
performance indicators, such as productivity, customer satisfaction, and profitability.
Organizations that prioritize employee satisfaction tend to experience significant
improvements in their bottom-line results.

2. Johnson, A. (2022). "The Impact of Compensation on Employee Satisfaction: A

Longitudinal Study." Human Resource Management Review- Johnson's longitudinal study
delved into the dynamics of compensation and its influence on employee satisfaction. It found
that competitive and fair compensation packages significantly contribute to higher employee
satisfaction levels. The study also highlighted the importance of adjusting compensation over
time to align with market trends, which can help sustain employee satisfaction.

3. Brown, C. (2021). "Work-Life Balance Initiatives and Employee Satisfaction: A Case

Study of XYZ Corporation." Journal of Applied Psychology- Brown's research offers a
detailed case study of a specific organization, XYZ Corporation, to examine the effects of
work-life balance initiatives on employee satisfaction. The study found that employees at XYZ
Corporation, where work-life balance programs were well-implemented, reported higher job

8
satisfaction. This highlights the real-world application of such initiatives in enhancing overall
employee contentment.

4. Anderson, L. (2020). "Leadership Styles and Employee Satisfaction: A Comparative

Analysis of Transformational and Transactional Leadership." Leadership Quarterly-
Anderson's study compared the impact of transformational and transactional leadership styles
on employee satisfaction. It revealed that transformational leaders, who inspire and empower
their teams, tend to create a more satisfied workforce. Transactional leadership, based on
rewards and punishments, also had an impact but to a lesser degree. This study emphasizes the
significance of leadership in shaping employee satisfaction.

5. White, S. (2019). "Recognition and Employee Satisfaction: A Cross-Industry Survey."

International Journal of Human Resource Management- White's research conducted a
cross-industry survey to assess the role of employee recognition in boosting job satisfaction.
The study found that employees who received regular recognition for their contributions
reported higher levels of job satisfaction. Recognition programs were noted as an effective
strategy for improving workplace morale and engagement.

6.Garcia, P. (2018). "The Role of Employee Involvement in Enhancing Job Satisfaction:

An Empirical Study." Journal of Organizational Behavior- Garcia's empirical study
explored the impact of employee involvement in decision-making processes on job satisfaction.
The research demonstrated that when employees are actively engaged in decision-making, they
tend to feel more valued and satisfied with their work. This finding underscores the importance
of involving employees in organizational decisions to foster satisfaction.

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 CHAPTER- III

RESEARCH METHODOLOGY

Research is, thus, an original contribution to the existing stock of knowledge making for its
advancement. It is the pursuit of truth with the help of study, observations, comparison and
experiment. In short, the search for knowledge through objective and systematic method of
generalisation and the formulation of a theory is also theory is also research.

A term 'research' refers to the systematic method of consisting for enunciating the problem,
formulating a hypothesis, collecting the facts or data. Analysing the facts or data, analysing
the facts and reaching certain conclusions either in the form of solutions towards the
concerned problems or in certain generalisation for some theoretical formulation

3.1 DESIGN OF THE STUDY

Sampling procedure : Convenience sampling

Sample size : 50

Sampling Unit : ANP Transport Employees, Chennai

Types of questionnaires

The method used for data collection was "Questionnaire method" that is structured one. It is a
mixture open- ended and closed ended and multiple choices. The words used were simple and
helps in avoiding confusion and misunderstanding among the respondents.

Open end Question

One type of question asked to the respondents does not lead to arrive at some specific answers
or to set of answers. The answer here is not influenced by the question itself.

Multiple choice Questions

The question consists of a list of alternative answers, where the respondents can select one
answer of their choice.

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Dichotomous Question (close ended)

These questions provide only two choice of answer. In fact, these questions do not provide
much information to the problem. But these question are quick and easy for the researchers to
complete the task.

COLLECTION OF DATA:

Data refers to information or facts. Often researchers understand by data as only numerical
figure. It also includes descriptive facts, on numerical information, qualitative and quantitative
information. Collection of data is an important stage in research. In fact the quality of the data
collected determines the quantity of the research.

Collection of data is done by 2 methods.

I. Primary data collection.

2. Secondary data collection.

Primary Data

Primary data is also known as the data collected for the first time through the field
survey.

Such data are collected with specific set of objectives to assess the current of any variable

• Interviews

• Questionnaire

Secondary Data

The secondary date, which is needed for my study was collected from the company’s
database

3.2 TOOLS USED FOR STUDY

• Percentage Analysis
• Chi-square test

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 CHAPTER- IV

DATA ANALYSIS & INTERPRETATION

Percentage Analysis:

TABLE 4.1: AGE OF THE EMPLOYEES

Age No of Respondents Percentage

Below 30 20 32%

30-50 16 28%

Above 50 14 40%

CHART 4.1: AGE OF THE EMPLOYEES

INTERPRETATION

From the above table 4.1, Sample showing that peoples from age group Below 30 years are in
large numbers so we should target the youths.

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 TABLE 4.2: GENDER

GENDER NOF RESPONSE PERCENTAGE

Male 41 82%

Female 9 18%

CHART 4.2 : GENDER

INTERPRETATION:

From the above table, it is interpretation that 82% of respondents are Male category and 18 %
belong to Female category.

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 TABLE 4.3:MARTIAL STATUS

NO of Response Marital Status Percentage

32 Married 64%

18 Unmarried 36%

CHART 4.3 :MARTIAL STATUS

INTERPRETATION

From the above table, it can be interpreted that out of the option given 64% of respondent are
married, 36% of respondent are unmarrie

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 TABLE 4.4: QUALIFICATION

Qualification NO of Response Percentage

1 2%
HSC

43 86%
UG

6 12%
PG

CHART 4.4: QUALIFICATION

INTERPRETATION

From the above table, 2% are HSC , 86% from the UG with majority and 12% of PG

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 TABLE 4.5: EXPERIENCE

Experience NO of Response Percentage

Below 1 year 16 32%

1-5 Years 17 34%

Above 5 years 17 34%

CHARTS 4.5: EXPIERIENCE

INTERPRETATION

From the table 4.5 Below 1 year had 32% and 1-5 years of experience and Above 5 years of
experience had same percentage 34

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 TABLE 4.6: RELATIONSHIP WITH CO-WORKER

Relationship NO of Response Percentage

YES 47 94%

NO 3 6%

CHART 4.6 RELATIONSHIP WITH CO-WORKER

INTERPRETATION

From table 4.6 show the strong relationship of there co-worker where 94% employee response
YES and 6% responses NO

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 TABLE 4.7: AMOUNT OF PAY

Amount of pay NO of Response Percentage

More satisfied 17 34%

Satisfied 29 58%

Not satisfied 4 8%

CHART 4.7: AMOUNT OF PAY

INTERPRETATION

From the table 4.7, 34% are more satisfied, 58% are satisfied and 8% are not satisfied for
there amount of pay for there work

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 TABLE 4.8: IMPORTANCE OF THERE WORK FOR COMPANY

Importance of their work No of Response Percentage

Very Important 21 42%

Important 27 54%

Not Important 2 4%

CHART4.8: : IMPORTANCE OF THERE WORK FOR COMPANY

INTERPRETATION

From the table 4.8, 42% of Employee believe there work Very important and 54% think
Important and 4% think as not important

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 TABLE 4.9:WORKPLACE PROBLEM ADDRESSED

Problem addressed NO of Response Percentage

Strongly agree 9 18%

Agree 31 62%

Neutral 9 18%

Disagree 1 2%

Strongly disagree 0 0

CHART 4.9: WORKPLACE PROBLEM ADDRESSED

INTERPRETATION

From above table,the majority 80% of respondents in this survey agreed or strongly agreed
with the problem addressed, indicating a high level of consensus, while only a small percentage
2% disagreed.

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 CHART 4.10:VALUE FOR THERE CONTRIBUTION

Value for contributions NO of Response Percentage

YES 45 80%

NO 5 10%

TABLE 4.10: VALUE FOR THERE CONTRIBUTION

INTERPRETATION

A significant majority 80%of respondents believe that contributions have value, while a
minority 10% do not share this belief.

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 TABLE 4.11: FREEFLOW OF COMMUNICATION IN WORKPLACE

Free flow of communication NO of Response Percentage

YES 46 92%

NO 4 8%

TABLE4.11: FREEFLOW OF COMMUNICATION IN WORKPLACE

INTERPRETATION

The vast majority 92%of respondents endorse the concept of free-flowing communication,
while a small minority 8% do not support it.

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 TABLE4.12:RESPONSIBLE FOR THERE WORK ACTIVITIES

Responsible for work activity NO of Response Percentage

YES 46 92%

NO 4 8%

CHART4.12: RESPONSIBLE FOR THERE WORK ACTIVITIES

INTERPRETATION

A significant majority 92% of respondents acknowledge being responsible for work activities,
while a small minority 8% do not accept this responsibility.

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 TABLE4.13:STRESSED AT WORK

Stress at work NO of Response Percentage

Strongly agree 4 8%

Agree 21 42%

Neutral 19 38%

Disagree 5 10%

Strongly disagree 1 2%

CHART4.13: STRESSED AT WORK

INTERPRETATION

The responses reveal mixed feelings about work-related stress. A majority 80% of respondents
either agree 42% or are neutral 38% about experiencing stress at work. A smaller percentage
12% disagree or strongly disagree with the notion of work-related stress

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 TABLE4.14: DEALING MANAGEABLE WORKLOAD

Manageable Workload NO of Response Percentage

Strongly agree 5 10%

Agree 29 58%

Neutral 13 26%

Disagree 3 6%

Strongly disagree 0 0

CHART4.14: DEALING MANAGEABLE WORKLOAD

INTERPRETATION

The majority, 68% of respondents, find their workload manageable, with 58% agreeing. A
smaller percentage, 6% disagrees, while 26% remain neutral on the issue

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 TABLE4.15: SAFE & COMFORTABLE ENVIRONMENT

Safe & comfortable environment NO of Response Percentage

Strongly agree 18 36%
Agree 29 58%
Neutral 2 4%
Disagree 1 2%
Strongly disagree 0 0

CHART4.15: SAFE & COMFORTABLE ENVIRONMENT

INTERPRETATION

The data shows that the vast majority 94% of respondents feel they have a safe and comfortable
environment, with 58% in strong agreement and 36% in agreement. A small proportion of 6%
either holds a neutral stance 4% or disagrees 2% , and no one strongly disagrees with this
assessment.

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 TABLE4.16: SATISFIED ON LEAVE PROVIDED

Leave provided NO of Response Percentage

Highly Satisfied 17 34%

Satisfied 31 64%

Dissatisfied 2 4%

CHART4.16: SATISFIED ON LEAVE PROVIDED

INTERPRETATION

The vast majority, 98% of respondents are satisfied with the leave provided, with 34% highly
satisfied and 64% satisfied. A small percentage 4% expresses dissatisfaction with the leave
benefits.

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 TABLE4.17: PROMOTION & GROWTH OPPORTUNITIES

Had opportunity NO of Response Percentage

YES 44 88%

NO 6 12%

CHART4.17: PROMOTION & GROWTH OPPORTUNITIES

INTERPRETATION

A significant majority 88% of respondents have had opportunities for promotion and growth,
while a minority 12% have not experienced these opportunities.

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 TABLE4.18: SATISFIED WITH THEIR JOB

Satisfied with their job NO of Response Percentage

Strongly agree 18 36%

Agree 19 38%

Neutral 13 26%

Disagree 0 0

Strongly disagree 0 0

CHART 4.18: SATISFIED WITH THEIR JOB

INTERPRETATION

A majority of respondents, 74% express satisfaction with their job, with 38% agreeing and 36%
strongly agreeing. A significant portion of 26% remains neutral on the topic, and no
respondents expressed dissatisfaction.

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STATISTICAL ANALYSIS:

HYPOTHESIS

A hypothesis is an assumption, an idea that is proposed for the sake of argument so that it can
be tested to see if it might be true. In the scientific method, the hypothesis is constructed
before any applicable research has been done, apart from a basic background review. In
statistical hypothesis testing, two hypotheses are compared. These are called the null
hypothesis and the alternative hypothesis. The null hypothesis is the hypothesis that states
that there is no relation between the phenomena whose relation is under investigation, or at
least not of the form given by the alternative hypothesis. The alternative hypothesis, as the
name suggests, is the alternative to the null hypothesis: it states that there is some kind of
relation. The alternative hypothesis may take several forms, depending on the nature of the
hypothesized relation; in particular, it can be twosided (for example: there is some effect, in a
yet unknown direction) or one-sided (the direction of the hypothesized relation, positive or
negative, is fixed in advance

Chi square test:

A chi-square test (also chi-square or x2 test) is a statically hypothesis test that is valid to
perform when the test statistic is chi-squared distributed under null hypothesis, specifically
Pearson’s chi-squared test and variants thereof. A chi-square statistic is one way to show a
relationship between two categorical variables. In statistics, there are two types of variables:
numerical (countable) variables and non-numerical (categorical) variables.

Null hypothesis:

A hypothesis, in general, is an assumption that is yet to be proved with sufficient pieces of

evidence. A null hypothesis thus is the hypothesis a researcher is trying to disprove. A null
hypothesis is a hypothesis capable of being objectively verified, tested, and even rejected.

ALTERNATIVE HYPOTHESIS

In statistical hypothesis testing, the alternative hypothesis is one of the proposed propositions
in the hypothesis test. In general, the goal of hypothesis test is to demonstrate that in the
given condition, there is sufficient evidence supporting the credibility of alternative
hypothesis instead of the exclusive proposition in the test (null hypothesis). It is usually
consistent with the research hypothesis because it is constructed from literature review,

30
previous studies, etc. However, the research hypothesis is sometimes consistent with the null
hypothesis. In statistics, alternative hypothesis is often denoted as Ha or H1. Hypotheses are
formulated to compare in a statistical hypothesis test.

Hypothesis testing:

• H0: There is no significant relationship between work stress and job satisfaction.

• H1: There is a significant relationship between work stress and job satisfaction.

TABLE4.19: HYPOTHESIS TESTING

Correlations

Job satisfaction work stress

Pearson Correlation 1 -.363*

Job
Sig. (2-tailed) .021
satisfaction
N 50 50

Pearson Correlation -.363* 1

work stress Sig. (2-tailed) .021

N 50 50

Suggestion:

The correlation table above shows that there is a significant and negative correlation between
work stress and employee satisfaction at work, with the sign value of 0.021 being less than
0.05. This means that if work stress decreases, satisfaction increases and vice versa. The
organization can propose strategies that reduce stress, which has an impact on employee
satisfaction.

31
 CHAPTER- V

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 Findings

➢ A majority of respondents, 74% express satisfaction with their job, with 38% agreeing
and 36% strongly agreeing. A significant portion of 26% remains neutral on the topic,
and no respondents expressed dissatisfaction.
➢ A significant majority, 88% of respondents have had opportunities for promotion and
growth, while a minority 12% have not experienced these opportunities.
➢ The vast majority, 98% of respondents, are satisfied with the leave provided, with 34%
highly satisfied and 64% satisfied. A small percentage, 4%, express dissatisfaction with
the leave benefits.
➢ The data shows that the vast majority 94% of respondents feel they have a safe and
comfortable environment, with 58% in strong agreement and 36% in agreement. A
small proportion of 6% either holds a neutral stance 4% or disagrees 2%, and no one
strongly disagrees with this assessment.
➢ The majority, 68% of respondents, find their workload manageable, with 58% agreeing.
A smaller percentage, 6%, disagrees, while 26% remain neutral on the issue.
➢ The responses reveal mixed feelings about work-related stress. A majority 80% of
respondents either agree 42% or are neutral 38% about experiencing stress at work. A
smaller percentage, 12%, disagree or strongly disagree with the notion of work-related
stress.
➢ A significant majority, 92% of respondents acknowledge being responsible for work
activities, while a small minority, 8%, do not accept this responsibility.
➢ The vast majority 92%of respondents endorse the concept of free-flowing
communication, while a small minority, 8%, do not support it.
➢ A significant majority 80%of respondents believe that contributions have value, while
a minority 10% do not share this belief.
➢ The majority, 80% of respondents in this survey, agreed or strongly agreed with the
problem addressed, indicating a high level of consensus, while only a small percentage,
2%, disagreed.
➢ 42% of Employee believe there work Very important and 54% think Important and 4%
think as not important.

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5.2 Suggestions:

➢ If the company provides increment benefit to the employees which makes them more
satisfied with their pay
➢ If there is respect and cooperation within the organization which leads to employee
motivation and employees are satisfied in terms of emotional aspects
➢ The company should recognize the employee’s problem and make it solve leads to be
more satisfied with their job and better performance.
➢ The supervisors should continue the involvement with employees in all the department
which makes the employees job satisfaction.
➢ The company should make awareness about all the activities given to the employees for
better understand and satisfaction.
➢ There should be an open communication among the employees at workplace makes
them more satisfied. If the company provide all necessary factors to the employees
makes them more satisfied with their job.
➢ The employees should be clear with their job description in the organization for better
improvement.
➢ The fellow employees should know how to get the work done easily, which makes better
process in the organization.
➢ The company should reduce the job stress given to the employees for their satisfaction.

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5.3 Conclusions

Findings and suggestions depend on the study requested; they must be examined, and measures
taken in this direction for further development. From the survey, I guess the activity gives
representatives the opportunity to showcase their abilities in the workplace. Number of
representatives recognized from time to time that there is a great adaptability in the organization
of work and that they are satisfied with the current correspondence of the funeral. they continue
the process of organization and audit to evaluate the worker's performance.

34
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 ANNEXURE

1) AGE
a) Below 30
b) 30 – 50
c) Above 50
2) Gender
a) Male
b) Female
c) Others
3) Marital Status
a) Married
b) Unmarried
4) Qualification
a) HSC
b) UG
c) PG

5) Experience
a) Below 1 Year
b) 1 - 5 Years
c) Above 5 Years
6) Do you have a strong relationship to your co-workers?
a) Y e s
b) N o
7) The amount of pay for my work.
a) More Satisfied
b) Satisfied
c) Not Satisfied
8) According to you how important to the work you done for company
a) Very Important
b) Important
c) Not Important

37
9) Problems in the workplace are addressed promptly and effectively.

a) Strongly agree.

b) Agree

c) Neutral

d) Disagree

e) Strongly disagree.
10) Do you feel valued for your contributions?
a) Yes
b) No
11) There is a free flow communication throughout the workplace.
a) Yes
b) No
12) I am responsible for setting up my work activities.
a) Yes
b) No
13) I feel stressed at work.
a) Strongly agree.
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree.
14) I deal with a manageable workload.
a) Strongly agree.
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree.
15) I work in a safe and comfortable environment.
a) Strongly agree.
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree.
38
16) Satisfied with your Leave Provided
a) Highly Satisfied
b) Satisfied
c) Dissatisfied
17) Did you get proper promotion and growth opportunities?
a) Yes
b) No
18) I am satisfied with my job.
a) Strongly agree.
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree.

39