Journal of Strategic Human Resource Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

An Empirical Study of Employee Satisfaction in Textile Industries


Affiliations
1 Student, Aruna Manharlal Institute of Management and Research, Mumbai
2 Assistant Professor, Aruna Manharlal Institute of Management and Research, Mumbai
     

   Subscribe/Renew Journal


The main objective of the exploratory study reported in this paper on employee satisfaction was to examine the level of satisfaction of the respondent regarding their job. The survey focuses on employee satisfaction and dissatisfaction. Employee satisfaction has a major influence on human performance through its impact on individual motivation and job satisfaction. Individual in the organization have certain expectations and fulfillment of these expectations depends upon their perceptions as to how the employee satisfactions suits to the satisfaction of their needs. Structured questionnaires were given to employees of organization. A total of 80 questionnaires were analyzed and the findings indicate that employee satisfaction can lead to the overall growth of organization.

Keywords

Employee Satisfaction, Employee Retention, Employee Attrition, Job Satisfaction, Employee Turnover, Employee
Subscription Login to verify subscription
User
Notifications
Font Size


  • Ashwathapa K., (2005), ‘Human Resource Management’Tata McGraw Hills, Fifth edition.

  • Bradley, S., Petrescu, A. and Simmons, R. (2004). The Impacts of Human Resource

  • Management Practices and Pay Inequality on Workers’ Job Satisfaction. Paper presented at the Western Economic Association 79th Annual Conference Vancouver.

  • Brief, A. P. (1998). Attitudes in and around organizations. Thousand Oaks, CA: Sage.

  • Burnfield, J. L., Rogelberg, S. G., Leach, D. J., and Warr, P., (2003), Building a solid foundation for Internet research: An international case study, Journal of e-Commerce and Psychology, 3, 89–103.

  • Comer, J. M., Machleit, K. A., and Lagace, R. R. (1989). Psychometric assessment of a reduced version of INDSALES. Journal of Business Research, 18(4), 291–302.

  • Cooper, D. and Schindler, (2007), Business research methods, Tata Mcgraw hill, New Delhi, 138 -170.

  • Churchill, G. A., Jr., Ford, N., and Walker, O. C., Jr. (1974),measuring the job satisfaction of industrial salesmen. Journal of Marketing Research, 11(3), 254–260.

  • Griffeth, R. W. and Hom, P. W. (1988), A comparison of different conceptualizations of perceived alternatives in turnover research. Journal of Organizational Behavior, 9: 103–111.

  • Holtom, B. C., Mitchell, T. R., Lee, T. W., and Eberly, M. B (2008), Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. In J. P. Walsh and A. P. Brief (Eds.), Academy of Management annals, 2, 231–274.

  • Ismail I, Hassan MA, Abdul Rahman N, Chen SS (2010). Thermophilic biohydrogen production from palm oil mill effluent (POME) using suspended mixed culture. Biomass and Bioenergy, 34: 42-47.

  • Johnson, J. J., and McIntye, C. L. (1998). Organizational culture and climate correlates of job satisfaction. Psychological Reports, 82, 843–850.

  • Judge, Timothy A., Parker, Sharon, Colbert, Amy E., Heller, Daniel and Ilies,

  • Remus, (2001), “Job Satisfaction: A Cross-Cultural Review”, in Handbook of Industrial, Work and Organizational Psychology, Volume 2 Organizational Psychology (Anderson etal. edited), SAGE.

  • Judge, T. A., Thoreson, C. J., Bono, J. E., and Patton, G.K. (2001), The job satisfaction–job performance relationship: A quantitative and qualitative review. Psychological Bulletin, 127(3), 376–407.

  • Kinicki, A. J., McKee-Ryan, F. J., Schriesheim, C. A., and Carson, K. P. (2002), Assessing the construct validity of the Job Descriptive Index: A review and meta-analysis, Journal of Applied Psychology, 87(1), 14–32.

  • Kothari, C.R. (1999), Research methodology: methods and techniques, Vishwa Prakashan, New Delhi, 21-151.

  • Lagace, R. R., Goolsby, J. R., and Gassenheimer, J. B. (1993), Scaling and measurement: A quasi-replicative assessment of revised version of INDSALES .Journal of Personal Selling and Sales Management, 13(1), 65–72.

  • MacKinnon, D. P., Lockwood, C. M., and Williams, J. (2004), Confidence limits for the indirect effect: Distribution of the product and resampling methods. Multivariate Behavioral Research, 39, 99–128.

  • Miceli, M.P., and Lane, M.C. (1991). Antecedents of pay satisfaction: A review and extension. In G.R. Ferris and K.M. Rowland (Eds.), Research in personnel and human resources management (Vol. 9, pp. 235-309). Greenwich, CT: JAI Press.

  • Mohamed H. Behery, Robert A. Paton, (2008) “Performance appraisal-cultural fit: organizational outcomes within the UAE”, Education, Business and Society: Contemporary Middle Eastern Issues, Vol.1 Iss: 1, pp.34 – 49.

  • Mullins, C., Hartnell, L.M., Wassarman, D.A., Bonifacino, J.S. (1999). Defective expression of the 3 subunit of the AP-3 adaptor complex in the Drosophila pigmentation mutant carmine. Mol. Gen. Genet. 262(3): 401--412.

  • Myers, J. L., and Well, A. D. (1991), Research Design and Statistical Analysis. New York, Harper Collins.

  • Nargundkar, Rajendra (2002). Marketing Research: Text and Cases, Tata McGraw

  • Hill,. New Delhi. Mamunur Rashid, M. Kabir Hassan (2009)

  • Peterson, M. F., Smith, P. B., Akande, A., Ayestaran, S., Bochner, S., Callan, V., et al. (1995), Role conflict, ambiguity, and overload: A 21-nation study. Academy of Management Journal, 38(2), 429–452.

  • Rao V.S.P., (2005), Human Resource Management, Excel Books, New Delhi, 3 -111.

  • Robinson, S. L., Kraatz, M. S., Rousseau, D. M. (1994), Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37, 137–152

  • Rogelberg, S.G., Allen, J. A., Shanock, L. S.C. Shuffler, M.,. (2010), Employee satisfaction with meetings: A contemporary facet of job satisfaction, Human Resource Management, 49(2), 149-172

  • Schwartz, R., and S. Davis. (1981). “Matching Corporate Culture and Business Strategy.”Organizational Dynamics 10(1): 30-48.

  • Smith, P. C., Kendall, L. M., and Hulin, C. L. (1969).The measurement of satisfaction in work and retirement. Chicago: Rand McNally.

  • Spector, P. E. (1997), Job satisfaction. Thousand Oaks, Sage Publications, California, 11 - 230

  • Stephen P. Robbins, Timothy A. J., Seema S., (2009), Organizational Behavior, Pearson Education, New Delhi, 5 – 50.

  • Taber, T. D., and Alliger, G. M., (1995), a task-level assessment of job satisfaction. Journal of Organizational Behavior, 16(2), 101–121.

  • Weiss, H., and Cropanzano, R. (1996), Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1–74.

  • Wetprasit, P. (2006), Impact of work-related determinants on job satisfaction and retention intentions in Thai spa industry, Unpublished PhD. Dissertation

  • Wiesenfeld, B.M., Raghuram, S., and Garud, R. (1998). “Communication patterns as determinants of organizational identification in a virtual organization”. Journal of Computer Mediated Communication.3 / 4 (electronic journal).


Abstract Views: 1191

PDF Views: 6




  • An Empirical Study of Employee Satisfaction in Textile Industries

Abstract Views: 1191  |  PDF Views: 6

Authors

Ami Boyad
Student, Aruna Manharlal Institute of Management and Research, Mumbai
Shiji Lyndon
Assistant Professor, Aruna Manharlal Institute of Management and Research, Mumbai
Shamira Malekar
Assistant Professor, Aruna Manharlal Institute of Management and Research, Mumbai

Abstract


The main objective of the exploratory study reported in this paper on employee satisfaction was to examine the level of satisfaction of the respondent regarding their job. The survey focuses on employee satisfaction and dissatisfaction. Employee satisfaction has a major influence on human performance through its impact on individual motivation and job satisfaction. Individual in the organization have certain expectations and fulfillment of these expectations depends upon their perceptions as to how the employee satisfactions suits to the satisfaction of their needs. Structured questionnaires were given to employees of organization. A total of 80 questionnaires were analyzed and the findings indicate that employee satisfaction can lead to the overall growth of organization.

Keywords


Employee Satisfaction, Employee Retention, Employee Attrition, Job Satisfaction, Employee Turnover, Employee

References