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 ISSN NO.: 2320-8236 Vol: 2, Issue: 4 Oct-Dec, 2014

IJRSMS

1 Empirical Study on Effects of Enterprise Governance on

Organizational
Dr M Arif Khattak, Dr Syed Umar Farooq, Shehiryar Ahmed,
2 A Study On “Financial Inclusion – Just a Buzzword or a Reality”
Dr. Suresh Chandra Bihari, Nihar Ranjan Samal
3 A study on trust in online shopping of youth in Pune: A factor
analysis
Vinay Kumar, Dr. Ujwala Dange
4 A Comparative Analysis of the Financial Ratios of Selected Banks in the
India for the period of 2011-2014
Rohit Bansal
5 Characteristic Line the relationship between return of the stock and the
market: A study with reference to selected companies in the Indian
Stock Market
Neeraj Gupta, Dr. Anil Vashisht, Ashwin Gedam
6 Risk and Return Strategy in Indian Stock market- A study on selected
portfolio
Anubhav Srivastava
7 Marital Satisfaction and Well Being Among Fraternal Polyandrous and
Monogamous Tribal People of Kinnaur
Sunder Kala Negi, Hoshiar Singh
8 Impact of occupational stress on job involvement in nursing
personnel
Dr. Deepa Pandey
9 Entrepreneurship in Health Care With Special Reference to Kerala State
SHYNI. MC
10 Employee Job Satisfaction: A Review of Literature
Prof(Dr) Ipseeta Satpathy, Dr.Sasmita Mishra, Monalisa Mohapatra
11 Antisocial and Imperative Behavior In Adolescents: A Threat to Social
Well Being
Anu Teotia
12 Analysis of Literature to Deduce the Determinants of Organizational
Citizenship Behavior
NIHARIKA SINGH, DR. BAJRANG D. KOLEKAR
13 An Introduction to Consumer Neuro-Marketing
Dr. Ankur Goutam
14 A Conceptual Study to Know the Relationship between Information
Technology and Human Resource Information Systems
Dr. Vibha Gupta, Ms. Sylvia R. Masih
15 Problems and Suggestions Regarding SHGs – A Case study of Mewat
District of Haryana
Parul Mittal
16 A study about poverty conditions and food consumption pattern among
pregnant women residing in urban slums of Varanasi district
Kalpna Gupta, Sadhana Singh Rajpoot
17 OTC Drug Promotion: Awareness and Attitude Among Indian
Consumers
Vipender Khatik
18 A Saga of Dr. Swaminathan’s Disillusionment: A Case Study
Dr. Bharti Venkatesh
19 Challenges and Opportunities of E-Commerce and Its Role in
Management Education in India
Dr. Rajesh Sharma
20 A Comparative Study of Non Performing Assets Management of Selected
Units W.r.t. HDFC & PNB
Dr. Praveen Choudhury, Prof. Apoorv Bhatnagar
21 Terrorism ; Role Of Technology And Globalization
Dr Nisar Ahmad Meer
22 Sociological Profile Of Women Prisoners In Jammu And
kashmir
Shahid Ul Mushtaq
23 Advent And Establishment Of Islam In Kashmir: Chronicles In Kashmir
History
Muzafar Ahmad Mir
24 Early Life Of Sultan Sikandar; Advent, Reign And Succession
Muzafar Ahmad Mir
25 Energy Security Being a State Security
Dr Nisar Ahmad Meer
 ISSN: 2320-8236
VOLUME: 2, ISSUE:4
OCTOBER- DECEMBER 2014 www.ircjournals.org

CONTENT
S.No TITLE AUTHOR’s Page No.
1 Empirical Study on Effects of Enterprise Governance on Organizational Dr M Arif Khattak, 1-6
Dr Syed Umar Farooq,
Shehiryar Ahmed,
2 A Study On “Financial Inclusion – Just a Buzzword or a Reality” Dr. Suresh Chandra 7 - 18
Bihari
Nihar Ranjan Samal
3 A study on trust in online shopping of youth in Pune: A factor analysis Vinay Kumar 19-23
Dr. Ujwala Dange
4 A Comparative Analysis of the Financial Ratios of Selected Banks in the Rohit Bansal 24 - 35
India for the period of 2011-2014
5 Characteristic Line the relationship between return of the stock and the Neeraj Gupta 36 - 41
market: A study with reference to selected companies in the Indian Stock Dr. Anil Vashisht
Market Ashwin Gedam
6 Risk and Return Strategy in Indian Stock market- A study on selected Anubhav Srivastava 42 - 46
portfolio
7 Marital Satisfaction and Well Being Among Fraternal Polyandrous and Sunder Kala Negi 47 - 57
Monogamous Tribal People of Kinnaur Hoshiar Singh
8 Impact of occupational stress on job involvement in nursing personnel Dr. Deepa Pandey 58- 64
9 Entrepreneurship in Health Care With Special Reference to Kerala State SHYNI. MC 65 - 70
10 Employee Job Satisfaction: A Review of Literature Prof(Dr) Ipseeta 71 - 74
Satpathy
Dr.Sasmita Mishra
Monalisa Mohapatra
11 Antisocial and Imperative Behavior In Adolescents: A Threat to Social Well Anu Teotia 75 - 79
Being
12 Analysis of Literature to Deduce the Determinants of Organizational Niharika Singh 80 - 88
Citizenship Behavior Dr. Bajrang Kolekar
13 An Introduction to Consumer Neuro-Marketing Dr. Ankur Goutam 89 - 95
14 A Conceptual Study to Know the Relationship between Information Dr. Vibha Gupta 96 - 99
Technology and Human Resource Information Systems Ms. Sylvia R. Masih
15 Problems and Suggestions Regarding SHGs – A Case study of Mewat Parul Mittal 100 - 107
District of Haryana
16 A study about poverty conditions and food consumption pattern among Kalpna Gupta 108 - 111
pregnant women residing in urban slums of Varanasi district Sadhana Singh Rajpoot
17 OTC Drug Promotion: Awareness and Attitude Among Indian Consumers Vipender Khatik 112 - 114
18 Challenges and Opportunities of E-Commerce and Its Role in Management Dr. Rajesh Sharma 115 - 117
Education in India
19 A Comparative Study of Non Performing Assets Management of Selected Dr. Praveen Choudhury 118 - 122
Units W.r.t. HDFC & PNB Prof. Apoorv Bhatnagar
20 Terrorism ; Role Of Technology And Globalization Dr Nisar Ahmad Meer 123 - 124
21 Sociological Profile Of Women Prisoners In Jammu And Kashmir Shahid Ul Mushtaq 125 - 128
22 Advent And Establishment Of Islam In Kashmir: Chronicles In Kashmir Muzafar Ahmad Mir 129 - 131
History
23 Early Life Of Sultan Sikandar; Advent, Reign And Succession Muzafar Ahmad Mir 132 - 135
24 Energy Security Being a State Security Dr Nisar Ahmad Meer 136 - 137
25 Manage the Library with Strategic Management Nawal Kisor Manoj, Dr. 138 - 141
Manoj Kumar Sinha
26 Contemporary Issues in E-Tailing Babita Singla, 142 - 147
Dr. Manish Bansal
27 A Saga of Dr. Swaminathan’s Disillusionment: A Case Study Dr. Bharti Venkatesh 148

7
 ISSN: 2320-8236
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OCTOBER- DECEMBER 2014 www.ircjournals.org

EMPLOYEE JOB SATISFACTION: A REVIEW OF LITERATURE

Prof(Dr) Ipseeta Satpathy Dr.Sasmita Mishra Monalisa Mohapatra
Professor OB & HRM Assistant Professor Ph.D Scholar
KIIT School of Management KIIT School of Management KIIT School of Management
Bhubaneswar Bhubaneswar Bhubaneswar
Abstract:
Job Satisfaction is all about how a person likes the job. It is actually more of a journey than being a destination. It is of utmost
requirement to organizations as it will increase the job involvement level of the employees and decrease the turnover. Job satisfaction has
been a fascinating concept for researchers as well as experts since number of decades. This paper presents the study of past literatures of
job satisfaction between the years 1981 to 2014. The purpose is to find out the different attributes used for evaluating the job satisfaction.
From the review of extant literature, it has been found that it is always not salary which leads to job satisfaction rather it is the work
environment.
Keywords: Job Satisfaction, Attributes, Turnover, Work environment
Introduction
Job Satisfaction is what organizations always focus and with time it has taken the place of importance. Job satisfaction is all about how a
person likes the job. Today it is a world of competition and when job satisfaction is not felt by an employee it leads to turnover. Salary is
a contributor to job satisfaction but not always. There are many other factors which help in achieving job satisfaction.
Often, in order to achieve optimum job satisfaction, organizations undertake several activities, but they fail to meet the expectation of the
employees and result in low job satisfaction. Such situations have always pondered researchers and practioners with the question what
makes employees satisfied? Hence, organizations are regularly conducting job satisfaction surveys to understand how much employees
are satisfied and what makes them satisfied.
At the same time, researchers are bringing in different motivational theories and developing different frameworks of job satisfaction. This
review of literature is an attempt to understand the researches done in this area in couple of years.
Objectives of the Study
The major objectives of our review are:
I. To explore the kind of research undertaken and available in the field of job satisfaction.
II. To highlight the gaps existing in the current literature and emphasize upon important and interesting areas of research herein.
III. To establish the importance of job satisfaction in the organizations.
Methodology of the study
The study is conducted by using secondary data listed in different databases (goggle and KSOM Library (Emerald-1981-2014 Articles
with the key word “Job Satisfaction”). For this purpose articles listed in the database has been reviewed.
Review of Literature
Savery (1989) highlighted the job satisfaction of nurses in Perth, Western Australia. The job satisfaction level of the nurses was mainly
due to interesting and challenging work which was followed by a feeling of achievement wherein, he even said salary was ranked as a
very low satisfier. The job satisfaction level increased as the person grew old where in the variables like gender, time in hospital, position
held were controlled. Organizations should always focus on satisfying the three basic needs (Individual motivators, Employee
relationships and personal relationships) of an employee which will in return help the employees in achieving job satisfaction.
Melvin (1993) stated that the environmental design of an organization plays a very important role in job satisfaction at the same time it
also plays an important role in employees high job involvement. A good environmental design of an organization helps in resolving the
conflicts and confusion. The author even cites that it is the responsibility of the management to design the environment in such a manner
that it reduces the dissatisfaction where in the work tasks, working patterns are properly mentioned.
MacDermid(1999) studied the job satisfaction level of workaholics. He said there are six variables of workaholic patterns i.e.
Workaholics, Enthusiastic Workaholics, Work Enthusiastic, Unengaged Workers, Relaxed Workers and Disenchanted Workers. The job
satisfaction level and career satisfaction level was much more in Enthusiastic Workaholics , Work Enthusiastic, Relaxed Workers than
Workaholics, Unengaged Workers and Disenchanted Workers because of the future career prospects, working involvement, drive and
work enjoyment.
Beumont (1982) in his article highlights the job satisfaction level of general household in United States & Britain where in there is a
close fit relationship in U.S than Britain. In the study he found that in U.S there is a positive relationship between Job Satisfaction and
Age where as in Britain it was considerably low.
Partridge (1981) studied the job satisfaction level of women in Britain in which he found that the job satisfaction level of women was
more as compared with black men, as they normally have low expectations from their jobs. At the same time they have a greater feeling
that the alternative jobs available to them differs very less than those available to them.

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Saari & Judge (2004) discussed on employee attitudes leading to job satisfaction. The employee attitude is related to the job,
when a person has a liking towards to the job the satisfaction level increases there by increasing the organization performance as in
a whole.
Savery (1987) highlights the effect of motivators on job satisfaction. He states intrinsic motivators’ helps in achieving job
satisfaction. The study says stress being one of the major reason leading to dissatisfaction therefore it has to be taken care of
properly to reduce the level of dissatisfaction. The immediate supervisor is the person who has a major influence on job
satisfaction. The supervisor helps in increasing the satisfaction level by offering more of intrinsic motivators like challenging work
and career development to the subordinates and he is the one who provides the most tangible assistance to the subordinate.
Singh & Jain (2013) highlights on employees job satisfaction and its impact on their performance. Employees’ attitude reflects the
moral of the company. Happy employees play an important role in the areas of customers’ service and sales as they are the one to
interact with the customer on a daily basis. Work environment is the key factor in job satisfaction. Good work environment and
good working conditions leads to job satisfaction at the same time helps in increasing employee work performance, profitability,
customer satisfaction as well as retention.
Tietjen & Myers (1998) discusses the theories of job satisfaction mentioned by Herzberg and Lockers. Job Satisfaction is always
maximum when an employee is satisfied with the work which is assigned to him. A well furnished office and the temperature of
the work environment doesn’t help much where as the base duty allotted in the job and the intrinsic related feelings of an
individual creates a positive attitude in him about the job. Salary, perks always doesn’t lead to job satisfaction it is the intrinsic
feelings of an individual which leads to job satisfaction.
Witte (2012) highlighted on the group differences aspect in job satisfaction. The study was done on the banking sector in Belgium.
A model was created for testing the hypothesis .The model was “Job Demand Control support” and the analysis found says that
job demand(It is a psychology which says the job requires certain capabilities)have the highest effect in explaining satisfaction in
relation to the working conditions and less in relation to explaining satisfaction with job content.
Omey (2007) discusses the relationship between educational level and job satisfaction. He says though there is a relationship it
also says that there is no relationship as well. Higher educated workers are always satisfied in comparison with the lower educated
workers, the fact being higher educated people obtain a job of better quality. He adds lower educated workers can also have higher
level of job satisfaction from the psychological benefits of a “good job”. Quality of jobs offered to the employees differs with the
educational level leading to different degree of job satisfaction. Job characteristics have a big role as here one gets a scope to use
his or her own skills. Therefore the author suggests that organizations should focus more on job quality than educational level.
Oshagbemi (1997) highlights on the effect of ranking on the job satisfaction level of UK academicians. Rank increases the job
satisfaction level of the academics. Based on the analysis it was found that gender and rank have direct impact on the level of job
satisfaction of university teachers. Female academics in the ranks of senior lecturer, reader and professor were more satisfied than
men in the same rank. Female academics were found to be more satisfied in regard to pay, promotion, physical conditions/working
facilities than men.
Kumari and Pandey (2011) states that public sector and private sector both are equally important for any nation and these two are
the basic requirement for any nation to prosper and grow. Here the job satisfaction level was tested in relation to job ambivalence
(the state of having mixed feelings or contradictory ideas about something). Higher performance rating was given to the supervisor
when the job ambivalence faced by the employees is less and vice-e-versa. Job satisfaction and performance has no relation when
the job ambivalence increases towards the job. Therefore, organizations should focus on bringing clarity to the employees about
their work, the process to be followed for the better understanding of the job.
Seniwoliba A.J. (2013) studies the job satisfaction level of teachers in public senior high school in the Temale Metropolis of
Ghana and it was found that extrinsic factors i.e. salary, incentives, working conditions, security (Medical allowance and future
pension benefits) motivates the employees and helps in achieving job satisfaction effectively. Salary and working conditions play a
larger role in job satisfaction and by enlarge organizations should focus on it always and take steps for improving it. Equal pay for
equal rank has to be preached by organizations.
Nir (2012) studies the importance of teachers’ perceived organizational support on Job Satisfaction. There are two aspects to
satisfaction mainly intrinsic and extrinsic. Earned status and respect are those of the extrinsic factors which plays an important role
in employee satisfaction. Self-efficacy as an intrinsic factor helps as it promotes individual self-fulfillment. When organization
value its employees contribution, cares about their well being then employees are satisfied intrinsically and extrinsically.
Aristovnik (2014) discusses influence of organizational and environmental factors on employee job satisfaction. The police
employees rated salary and security as the least motivator and support from the management as high. Police employees rate trust
and belongingness as the key factor to job satisfaction.
Austin (2007) mentions “Self-fulfillment”, “Independence” and “Job environment” are the key reasons to managers’ job
satisfaction in Cyprus. Good pay, highly skilled subordinates, growth opportunities relates to self-fulfillment. Employers should
focus on these three factors i.e. the demographic variables (age, gender, number of years in the organization, public or private
sector, number of employees supervised) independence in work and the work environment to make the system flow flawlessly
leading to job satisfaction.
EMPLOYEE JOB SATISFACTION: A REVIEW OF LITERATURE
Prof(Dr) Ipseeta Satpathy, Dr.Sasmita Mishra, Monalisa Mohapatra 72
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Ingram (1992) states that job satisfaction is related to work, co-workers, promotion, pay, supervision relates to customer
orientation. In service industry front line people are the one who interact with the customers on a regular basis and influence the
customer perception by their behaviors as well as the appearance of the product /service knowledge. Promotion is a key factor in
job satisfaction. It is the duty of the manger to monitor and improve the employee satisfaction level related to supervision quality,
working conditions, intrinsic compensations and benefits and company policies so that it helps in achieving the desired level of
satisfaction within the employees.
Hawley (2008) discusses on the beginning teachers job satisfaction level and factors influencing their level of satisfaction.
Teachers are be found to be satisfied with their job and the factors which lead to their job satisfaction were academic proficiency
,race, socioeconomic status, teaching license and if their mother was a teacher. Teaching license plays a getter role here as it shows
the necessary skills and knowledge required for teaching and which the teacher posses.
Antvor(2010) discusses the influence of national culture on the national job satisfaction level and at the same time he also
discusses its effect on other evaluations of job related aspects. They state that although cultural influence was there in national job
satisfaction, all job aspects of job satisfaction were not cultural context specific. Management has to be careful while comparing
the results from a cross-national job satisfaction study.
Oshagbemi (1997) highlighted on the characteristics of job satisfaction of UK university teachers. It grouped the university
teachers into three categories i.e. “Happy”, “Satisfied”, “Unhappy”. Satisfied workers had higher job satisfaction level as they
enjoyed their primary functions of teaching & research. Their satisfaction with organizational facilities was also very high. On the
other hand, unsatisfied categories of workers were dissatisfied on all these aspects. This limitation can be reduced by the
management of the organization by taking appropriate steps in reducing the dissatisfaction and giving a comfort level and a sense
of belongingness to the employees in the organization and ultimately achieving job satisfaction leading to more job involvement.
Zaki (2003) explains the job satisfaction and performance of Lebanese banking non-managerial staff. The researcher found a
significant relationship between job satisfaction and gender in relation to pay and supervision. Only satisfied people in the
organization perform and it is the duty and responsibility of the organization to take proper care of them. Female employees were
more satisfied with the salary whereas male employees were more satisfied with the supervision. The author even says at times this
may not be relevant because self-ratings are inflated and generally colleagues’ performance is under rated.
Warn (2003) highlighted on work place dimensions leading to stress & eventually reducing job satisfaction. Stress is generally
experienced due to loss of control of the desired outcomes of the job. Stress is felt at the work place due to lack of power, role
conflict and role ambiguity leading to job dissatisfaction. The concept of controllability brings in a solution in decreasing the stress
and leading to job satisfaction, wherein an individual brings in a mindset of expectations and needs which is dependent on the
individual’s aspirations and control over various aspects of work situations. A positive working atmosphere like positive learning
environment or no harassment environment or not being fearful in work place helps in reducing stress and achieving job
satisfaction.
Ramayah (2011) evaluates within the Malaysian context whether mentoring leads to job satisfaction. His findings reveal that
career mentoring was related to all the dimensions of job satisfaction. The dimensions of job satisfaction studied here were: job
itself, co-workers, supervisors, and promotion. Mentor plays an important role in higher level of learning always and it directly
results in positive employee outcomes. But, psychological mentoring doesn’t have a significant relationship with the three factors
of job satisfaction (co-workers, job itself and promotion). It is also stated in the study that because psychological mentoring leads
to non-monetary satisfaction, employees at maximum time don’t value it.
Oshagbemi (1999) highlights the academics and their managers’ job satisfaction levels: A comparative Study. Managers and
academics are not able to achieve job satisfaction because they are not satisfied with the present pay, research and administration
and management. Therefore, organizations have to look forward for the ways to reduce the dissatisfaction level where in they can
make few changes to the code of conduct of the administration and management and helping the employees to achieve a
satisfaction level.
Silverthrone (2008) studied the contribution of personality variable locus of control on job satisfaction and related outcomes such
as performance and job stress. Findings reveal that internal locus of control leads to lower level of job stress and higher level of job
satisfaction and performance. External locus of control doesn’t reduce the job stress whereas internal locus of control leads to
performance and satisfaction by reducing the job stress.
Artz (2010) studies the link between Fringe benefits and job satisfaction. Fringe benefits always don’t lead to job satisfaction. It is
always acceptable to an extent where in the employee has a feeling that he is able to satisfy his needs. Many a times it is found that
it doesn’t match the requirement of the employee leading to dissatisfaction. Therefore, organizations have to review their system in
a better way which will provide fringe benefits as required and provide employees every opportunity to avail them, ultimately
leading to job satisfaction.
Mudor and Tookson (2011) discusses about the link between human resource management practices, job satisfaction and finally
the turnover. Supervision, training and pay practices which are the three variables in HRM Practices are very adversely associated
with job satisfaction. Effective jobs help in achieving job satisfaction with continuous training and good pay. Job satisfaction is
directly related to turnover.
EMPLOYEE JOB SATISFACTION: A REVIEW OF LITERATURE
Prof(Dr) Ipseeta Satpathy, Dr.Sasmita Mishra, Monalisa Mohapatra 73
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Al-Zoubi (2012) studies the relationship between job satisfaction of various private and public Jordanian organizations and Salary.
He found that salary is not a prime factor that influences job satisfaction. Though financial effect is fast but has very sort effect.
Job satisfaction is always a long-term requirement by an organization. Therefore, organizations should think of innovative ways
that will enhance all job aspects including salaries as well as psycho-social variables that enhances the work life quality.
Saleem, Mahmood and Mahmood (2010) study was focused to the mobile telcom services in Pakistan wherein the effect of work
motivation on job satisfaction was studied. Training is perceived to be a regular ongoing process for systematic progression of
employees’ attitude, skill and knowledge in creating motivation towards their job satisfaction. The HRM system of the
organization helps in resolving the issues of work motivation and job satisfaction.
Conclusion and Implications for further research
The literature review indicates there are many factors which help in achieving job satisfaction The factors may be the type of work
assigned to them; work environment, work design etc. Salary is certainly an important factor but it always doesn’t play such a big
role as it looks. Non-monetary benefits play a bigger role at large. Therefore, organizations have to have a intellect think on their
HRM system on a regular basis so that it helps in improving the system, work environment, decreasing the job stress and finally
leading to job satisfaction and more job involvement. Future studies can focus on factors such as mentoring, coaching and personal
development plans influencing job satisfaction. The next generation employees, the Z generation is a completely different breed.
Researches focused on understanding what influences the job satisfaction of these employees will be quite relevant for the
organizations.
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EMPLOYEE JOB SATISFACTION: A REVIEW OF LITERATURE

Prof(Dr) Ipseeta Satpathy, Dr.Sasmita Mishra, Monalisa Mohapatra 74
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