1. International Journal of Management (IJM), ISSN
INTERNATIONAL JOURNAL 0976 – MANAGEMENT (IJM)
OF 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME
IJM
ISSN 0976-6502 (Print)
ISSN 0976-6510 (Online)
Volume 5, Issue 2, February (2014), pp. 42-48
© IAEME: www.iaeme.com/ijm.asp
Journal Impact Factor (2014): 3.2150 (Calculated by GISI)
www.jifactor.com
©IAEME
A STUDY ON JOB SATISFACTION AMONG SPINNING MILL WORKERS
WITH SPECIAL REFERENCE TO TIRUPUR DISTRICT, TAMILNADU
S. Subhashini1,
V. Ramanithilagam2,
M. Saranyadevi3,
S. Keerthana4
Research Scholar, Vinayaka Missions University, Salem1,2
AP/Dept of Management Studies, Selvam College of Technology, Namakkal3,4.
ABSTRACT
Job satisfaction is a set of favorable or unfavorable feelings with which employees view their
work. Employee is a back bone of every organization, without employee no work can be done. So
employee’s satisfaction is very important. Employees will be more satisfied if they get what they
expected, job satisfaction relates to inner feelings of workers. It is a worker's sense of achievement
and success and is generally perceived to be directly linked to productivity as well as to personal
wellbeing. The happier people are with their job, the more satisfied they are said to be. Job
satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's
efforts. This study attempts to study the Job Satisfaction of Spinning Mill Workers in Tirupur
District of Tamilnadu. Data were collected through questionnaire from a sample of 130 workers. The
results of the study revealed that the workers are moderately satisfied and the area to be concentrated
by the spinning mills to improve the job satisfaction of the workers.
Keywords: Job Satisfaction, Workers, Achievement, Productivity, Reward.
INTRODUCTION
Job satisfaction is the collection of tasks and responsibilities regularly assigned to one person.
Job satisfaction further implies enthusiasm and happiness with one's work. It describes how satisfied
an individual is with his or her job. Job satisfaction has some relation with the mental health of the
people. It spreads the goodwill of the organization. Job satisfaction reduces absenteeism, labor
turnover and accidents. Job satisfaction increases employee’s morale, productivity, etc. Job
satisfaction creates innovative ideas among the employees. Satisfied workers may become more
loyal towards the organization. Employees will be more satisfied if they get what they expected, job
satisfaction relates to inner feelings of workers. Naturally it is the satisfied worker who shows the
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2. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME
maximum effectiveness and efficiency in his work. Most people generalize that workers are
concerned more about pay rather than other factors which also affects their level of satisfaction, such
as canteen facilities, bonus, working conditions, etc. these conditions are less significant when
compared to pay.
REVIEW OF LITERATURE
Ting (1997), explains that job characteristics such as salary, promotional opportunity, task
clarity and significance, and skills utilization, as well as organizational characteristics such as
commitment and relationship with supervisors and co-workers, have significant effects on job
satisfaction.
Shamima Tasnim (2006), in her study found that one of the main purposes of job is to get the
payment or salary and it is very natural that a handsome salary will bring job satisfaction.
Blum and Naylor (1968), found that job satisfaction is the result of various attitudes
possessed by an employee. In a narrow sense, their attitudes are related to the job and are concerned
with such specific factors as wages supervision, steadiness of employment, conditions of work,
opportunities for advancement, recognition of ability, fair evaluation of work, social relations on job,
prompt settlement of grievances, and fair treatment by employer and similar other items.
Herzberg (1957) has shown that more satisfied workers will tend to add more value to an
organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent
of their effort for very long.
PROBLEM STATEMENT
Workers play an important role in any organization, so their satisfaction is a very essential
one. The workers are the vein to any spinning mill, there arises a need to study the job satisfaction of
the workers.
OBJECTIVES OF THE STUDY
1.
To assess the job satisfaction among spinning mill workers in Tirupur district, Tamilnadu.
2.
To identify the factors that influences the job satisfaction of workers.
3.
To identify the factor that improves the satisfaction level of workers.
RESEARCH METHODOLOGY
The research design chosen for the study is Descriptive in nature. A sample of 130 workers
from spinning mills in Tirupur was selected after considering time and cost. Convenience method of
sampling is used to collect the data from the respondents. The data is collected from both primary
and secondary sources. Primary data is collected through interview schedule and the secondary data
is collected from books, magazines, and websites etc. For the purpose of research study, the method
of simple random sampling is undertaken. The collected data has been analyzed by using a)
Percentage analysis b) Chi square test.
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3. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME
DATA ANALYSIS AND INTERPRETATION
Demographic Factors:
Simple Percentage
Particulars
Frequency
Percentage
Male
77
59
Female
53
41
Married
55
42.3
Unmarried
75
57.6
Less than 25 years
55
42.3
25 – 30 years
20
15.4
30-35 years
26
20.0
More than 35 years
29
22.3
Less than a year
45
34.6
1 – 5 years
28
21.5
5 – 10 years
37
28.4
More than 10 years
20
15.5
Educational Qualification
5
3.9
Higher Secondary level
23
17.7
Elementary level
62
47.7
Not educated
40
30.7
Rs.5,000 – Rs.7,500
60
46.1
Rs.7,500 – Rs.10,000
39
30.0
Rs.10,000 – Rs.12,500
31
23.9
More than Rs.12,500
0
0
Gender
Marital Status
Age
Experience
Graduates
Monthly Income
Interpretation
The above table shows that 59% of the respondents are male and 55% of the respondents are
married. 42.3% of the respondents are less than below 25 year of age and others are above that age.
Only 15.5 % respondents have more than 10 years of experience and Most of them (30.7%) are not
educated at all. Most of the respondents (46.1%) are getting salary between Rs.5,000 – Rs.7,500.
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4. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME
Chi-Square Analysis
Table 2: Association between Age and work load
Null Hypothesis (H0): There is no significant relationship between age and work load
Alternate Hypothesis (H1): There is a significant relationship between age and work load.
WORK LOAD
Age
Less than 25 years
25 – 30 years
30 – 35 years
Above 35 years
Total
Strongly
Agree
5
1
0
0
6
Agree
Neutral
Disagree
7
2
2
1
13
9
4
4
5
22
19
6
7
10
42
Calculated X2
Value
Factors
Age and work load
Degree of
Freedom
10.98
Strongly
Disagree
15
7
13
12
47
Table Value
12
21.03
Total
55
20
26
29
130
Remarks
Calculated X2 value
is less than the Table
value
Interpretation
Table 2 shows the calculated value (10.98) is less than the table value (21.03) at 5% level of
significance. So the null hypothesis is accepted. Hence there is no significant relationship between
age and work load.
Table 3: Association between years of experience and salary
Null Hypothesis (H0): There is no significant relationship between years of experience and salary.
Alternate Hypothesis (H1): There is a significant relationship between years of experience and
salary.
Salary
Years of Experience
Less than 1 year
1-5 years
5-10 years
More than 10 years
Total
Factors
Years of experience and
salary
Highly
satisfied
12
5
4
1
22
Satisfied
Neutral
13
5
7
3
28
Dissatisfied
9
4
8
5
26
5
4
6
4
19
Highly
Dissatisfied
6
10
12
7
35
Total
45
28
37
20
130
Calculated
X2 Value
Degree of
Freedom
Table Value
Remarks
15.17
12
21.03
Calculated X2 value is less than the
Table value
Interpretation
Table 3 shows the calculated value (15.17) is less than the table value (21.03) at 5% level of
significance. So the null hypothesis is accepted. Hence there is no significant relationship between
years of experience and salary.
45

5. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME
Table 4: Association between Gender and Overall Job satisfaction
Null Hypothesis (H0): There is no significant relationship between Gender and Overall Job
satisfaction
Alternate Hypothesis (H1): There is a significant relationship between Gender and Overall Job
satisfaction
Overall Job satisfaction
Gender
Highly
satisfied
6
3
9
Male
Female
Total
Satisfied
Neutral
Dissatisfied
29
19
48
25
13
38
15
18
33
Highly
Dissatisfied
2
0
2
Total
77
53
130
Factors
Calculated X2
Value
Degree of
Freedom
Table Value
Remarks
Gender and Overall
Job satisfaction
4.88
4
9.49
Calculated X2 value is less than the
Table value
Interpretation
Table 4 shows the calculated value (4.88) is less than the table value (9.49) at 5% level of
significance. So the null hypothesis is accepted. Hence there is no significant relationship between
Gender and Overall Job satisfaction.
Weighted Average Score Analysis
Table 5: Opinion of the workers regarding their satisfaction on various critical job satisfying
factors
Factors
Weight
(x)
1
Total
69
34
15
7
5
345
136
45
14
5
45
25
17
17
26
100
51
34
26
39
20
15
28
28
80
45
56
28
15
20
20
35
45
130
75
80
60
70
45
330
f
52
29
17
14
18
Welfare schemes
130
Fx
260
116
51
28
18
473
Job Security
f
Fx
32
17
15
26
40
130
160
68
45
52
40
365
V
404
Fx
f
Salary & Bonus
24.33
130
195
II
436
Fx
f
Grievance Handling
31.53
130
225
VI
545
fx
f
Relationship with superiors
IV
130
f
Safety Working
Environment
III
22
2
I
26.9
3
Rank
29.07
4
Weighted
Average
(∑fx/∑x)
36.33
5
Fx
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6. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME
Interpretation
Table 5 shows the Opinion of the workers regarding their satisfaction on the various critical
job satisfying factors and the ranks allotted by the workers based on their perception. It proves that
the workers are more satisfied with the safe working environment, Welfare schemes, Relationship
with superiors and Grievance handling procedures followed by the organization. But there is
dissatisfaction among workers with regard to Salary and Bonus paid and the job security for them.
FINDINGS OF THE STUDY
The findings of the study are presented on the basis of Simple percentage, Chi-Square
analysis and Weighted average score analysis.
The study reveals that the workers group of such spinning mills consists of more of
unmarried male workers, below 25 years of age and they are mostly not educated at all. They mostly
draw a salary less than Rs.7,500/- and have less than one year of experience. All this shows that
workers prefer this kind of jobs in the beginning stage of their carriers and tend to switch over as
years passes away for better salary and prospects.
It is observed that there is no significant relationship between age and work load, which
means all workers are treated at par in the matter of work load allocation.
There is also no significant relationship between years of experience and salary, meaning that
salary is on the basis of work done and experience is not considered. And again there is no
significant relationship between Gender and Overall Job satisfaction, which exerts that both male and
female workers have same opinion regarding their opinion on job satisfaction.
There is dissatisfaction among workers with regard to Salary and Bonus paid and the job
security for them. On the whole the workers of the spinning mills in Tirupur District are moderately
satisfied with their jobs.
RECOMMENDATIONS
•
•
•
•
Salary scale could be raised and fair & adequate compensation should be evolved.
Performance based increments would improve the performance of the workers.
Ensuring Job security will enable the workers to do their jobs efficiently.
Grievances made should be cleared immediately on enquiry of related matters.
Workers should be encouraged to make suggestion on making improvements in the
organization.
CONCLUSION
A happy and healthy employee will give better turnover, make good decisions and positively
contribute to organizational goal. A satisfied employee will contribute more to the organizational
productivity and growth at large. An employee-centric organization will not only attract young and
new talents but also retain the existing experienced talents. So it is up to the organization to focus on
their workers and take effective measures towards job satisfying factors so that attrition, absenteeism
and decline in worker’s productivity can be checked. Satisfaction levels increase when an employee
knows that their issues are being addressed. There is a direct link between employee job satisfaction
and financial results. The more satisfied, motivated and committed employees will always lead
organization’s way to success.
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7. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 2, February (2014), pp. 42-48 © IAEME
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