INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016

JOB SATISFACTION AMONG EMPLOYEES OF PATSPIN I PVT LTD UDUMALPET Dr G.VIGNESH 1

C.HEMALATHA 2

1

Head PG Department of International Business, NGM College Pollachi. 2 PG Department of International Businesses, NGM College Pollachi.

ABSTRACT Job satisfaction is an attitude that employees have about their work and is based on numerous factors, both intrinsic and extrinsic to the individual. Job satisfaction is important from the perspective of maintaining and retaining the appropriate employees within the organization; it is about fitting the right person to the right job in the right culture and keeping them satisfied. Today's business environment is characterized by weak economies, rapidly changing technology, organizational re-engineering, shortened length of tenure, and outsourcing of peripheral business activities. The pharmaceutical industry is reflective of this environment. Under these circumstances, managers should concentrate on removing sources of dissatisfaction from the workplace in order to keep employees busy, productive, and satisfied. At the same time, employees need to take responsibility for their own satisfaction in their job. Keywords – Job Satisfaction, Employees, Patspin Limited INTRODUCTION The study is confined to analyse the levels of job satisfaction among employees. Various dimensions on job satisfaction like pay and fringe benefits, relation with co-workers, supervision, empowerment of employees, nature of job, participation of employees in decision making, Motivation and training and development, etc. have been probed into.  It is mainly carried out for identifying and analyzing the satisfaction level of employees in the organization.  This study is done to know whether there is a workplace stress in the organization.  It indirectly helps the new employees to update their skill, working knowledge and techniques to find the development in their career. FACTORS AFFECTING JOB SATISFACTION      

Working Conditions Opportunity for Advancement Workload and Stress Level Respect from Co-Workers Relationship with Supervisors Financial Rewards

BENEFITS OF JOB SATISFACTION  General Job Satisfaction  Communication  Improved attitude  Training Needs

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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016  Union Benefits STATEMENT OF THE PROBLEM Employees play an important role, so employee‘s satisfaction is a very essential one, hence there arises a need to study the job satisfaction among employees. This is because those employees feel stressful with the heavy workload. Observation shows that this situation occurs due to the lack of employees. Therefore, employees have to force themselves to work even though she/he is sick. This situation negatively affects the performance and satisfaction of the staffs. Furthermore, they do not interested does overtime except the task was urgent to complete. This is because they feel stressful if force herself to work. OBJECTIVES OF THE STUDY   

To portray the employee profile of Patspin India Pvt.Ltd, Udumalpet. To critically evaluate the level of job satisfaction. To offer suggestions for the upliftment of better job satisfaction in Patspin India Pvt.Ltd, Udumalpet.

RESEARCH METHODOLOGY The study depends on primary data. A pilot study is conducted with 30 respondents to validate the questionnaire and to confirm the feasibility of the study. Based on the pilot study, the questionnaire is modified suitably to elicit response from the sample group. To study the Convenient Sampling Method is adopted. To study Job Satisfaction of employees of Patspin India Pvt.Ltd, Udumalpet. SAMPLING SIZE The employees of Patspin India Pvt.Ltd were taken as the sampling area to conduct the survey for the purpose of study. The sample size of the study is claimed as 90, comprising with 6 departments each with 15 respondents put together reaches 90. STATISTICAL TOOLS The following statistical tools are used in the study  Percentage Analysis  Index Method  Chi – square test PERIOD AND AREA OF THE STUDY The period of the study is for 3 months (from December 2015 to February 2016) from the respondents chosen for conducting the study in Patspin India Pvt.Ltd, Udumalpet. LIMITATIONS OF THE STUDY  The sample size is limited to 90 being they feel insecure in disclosing the needed data.  The study was conducted within a limited time period.  Due to personal inconvenience the researcher could not meet the employees who had night shift.  The data provided by the respondents may be bias.

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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016

REVIEW OF LITERATURE Muhammad Rizwan (2010), ―Empirical Study of Employee Job Satisfaction‖. The main objective of this research report is to find the crucial problems, faced by the employees while working in organizations and find the ways how we make our employees loyal with their organization. The purpose of this research is to elaborate the key factors which are useful for the satisfaction of the employees i.e. workplace environment, reward and recognition, training and development and team work. These factors help to make the policies effective and through this effectiveness, efficiency takes place in the management process. This research paper is based on theoretical considerations, a model was proposed linking the employee job satisfaction (EJS) constructs. The survey was conducted in 2012 and covered 200 employees within the territory of Punjab in Pakistan. Through this survey we find a strong positive relationship between team work and all other factors. Dr.R.Anitha (2011), ―A Study on Job Satisfaction of Paper Mill Employees with Special Reference to Udumalpet and Palani Taluk‖. Job satisfaction is a general attitude towards one‘s job, the difference between the amount of reward workers receive and the amount they believe they should receive. 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. As Udumalpet and Palani Taluk are famous for paper industries, the main aim of this study is to analyze the satisfaction level of paper mill employees. Chi-Square test and percentage analysis have been used in this study to analyze the job satisfaction of paper mill employees in Udumalpet and Palani Taluk. The study shows that only 44% of the employees are satisfied with the working conditions, 31% of them with the welfare facilities, 44% of them with the accident compensation, and 42% of them are satisfied with the rewards provided and 52% of them are satisfied with the grievance handling procedure. The organization may give importance to certain factors such as Canteen, rest room facilities, rewards, recognition and promotion policy so that satisfaction of the employees may be improved further. C. Swarnalatha and G. Sureshkrishna (2012), ―Job Satisfaction among Employees of Automotive Industries in India‖. This paper examines the management practices by introducing employee empowerment, teamwork, employee compensation, management leadership into a research model for studying employee job satisfaction among the employees of automotive industries in India. The research is conducted among 234 employees of automotive industries in India and the result of this study shows that the job satisfaction level of employees is medium and the top management leadership need to take attention of enhancing the employee job satisfaction level. The result also shows that there is a significant relationship was approved between 1) employee empowerment, 2) teamwork, 3) employee compensation and 4) management leadership. Finally, implications are discussed in terms of discussion and further researches. this study contributes to the production management literature by proposing theoretically and testing empirically a perspective that links management practices to employee job satisfaction within the context of automotive industries. Aarti Chahal (2013), ―Job Satisfaction among Bank Employees: An Analysis Of The Contributing Variables Towards Job Satisfaction‖. Job satisfaction can defined as extent of positive feelings or attitudes that individuals have towards their jobs. When a person says that he has high job satisfaction, it means that he really likes his job, feels good about it and values his job dignity. Job satisfaction is important technique used to motivate the employees to work harder. It is often said that ―a happy

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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016 employee is a productive employee‖. Based on a survey, the paper attempts to gain insights into the satisfaction level from the perspective of the Bank employees. Factors including salary of employees, performance appraisal system, promotional strategies, employee‘s relationship with management and other co- employees, training and development program, work burden and working hours are found important for improving job satisfaction of bank employees in Canara bank. Increase in level of these factors improves overall satisfaction of employees which is identified by using statistical techniques. Fatema Mohammed and MuathEleswed (2013), ―Job Satisfaction and Organizational Commitment‖. The purpose of this study was to examine 1) the relationship between job satisfaction and organization commitment; 2) the impact of demographics key variables on job satisfaction and organizational commitment in private financial institution in the Kingdom of Bahrain. One hundred and fifty six participated in this study. Results revealed a positive relationship between job satisfaction and organizational commitment. Additionally, it revealed that age was the only demographic key variable that affects organizational commitment. Based on theresults, implications and direction for further studies were made. Jitendra Kumar Singh and Dr. Mini Jain (2013), ―A Study of Employees Job Satisfaction and Its Impact on their Performance‖. Happy workers are productive workers and productive workers are likely to be happy. Employee job satisfaction is essential to face the dynamic and ever-increasing challenges of maintaining productivity of the organization by keeping their workforce constantly engaged and motivated. Furthermore, environmental pressures, rising health costs and various needs of the workforce also pose a challenge for the management. This could be overcome by creating a work environment that maintains employee job satisfaction as well as motivates people towards exceptional performance at the workplace achieving work-life balance. A good work environment and good work conditions can increase employee job satisfaction and the employees will try to give their best which can increase the employee work performance. Mohsin Altaf, UsmanYousaf, MisbahTahir and Mohammad Majid Mehmood Bagram (2013), ―Job satisfaction and employees participation in government sector organization of Pakistan‖. This study is conduct to find the relationship between participative management and job satisfaction in government organization. Survey questionnaire used to get data. For interpret relationship used multiple regression and correlation. The finding of this study is that there is positive relationship between participative management and job satisfaction. This study suggests that there is need to change traditional hierarchical structure of government organization to participative management and this relation is successful in presence of attractive pay package. Dr. Shikha Bhargava and Dr. Shiva Johri (2014), ―Job Satisfaction and Dimensions of Commitment Ensuing Improved Productivity in Private Organizations‖. The study seeks to find if any relationship existed among relationship between commitment and job satisfaction in private manufacturing organization. The focus in the study is on the discovery of ideas, perceptions and experiences of 140 employees working in private manufacturing organizations located near Bhopal city. The focus was on the employees who make up a central organization‘s workforce; executives. For collecting relevant data and to analyze the results a questionnaire was prepared comprising demographic data and opinion on employee commitment impacting productivity. The findings of this study are important because in private manufacturing organizations, committed, motivated and satisfied employees are very important and act as a major contributor towards growth and survival of the organization. Although study focused private manufacturing organization but its finding may be generalized to other sectors and organization. Further there is a relationship between job satisfaction

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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016 and employee commitment. At last the underlying factors of improved productivity emerged from this study are job satisfaction, employee commitment and motivation. ANALYSIS OF DATA I) PERCENTAGE ANALYSIS Table: 1 Demographic Profile Particulars

Factors

No. of Respondents (N=90)

Below 25 years Between 25 and 35 years Between 36 and 45 years Above 46 years

11 51 17 11

Male Female

37 53

Educational Qualification

No formal Education Upto HSC Graduate

20 25 45

Annual Income

Less than Rs.10,000 Rs.10,001 - Rs.20,000 Rs.20,001 - Rs.50,000

6 65 19

Marital Status

Married Unmarried

86 4

Urban Semi-urban Rural

11 7 72

Type of family

Joint Nuclear

23 67

Designation

Manager Assistant Staff Worker

3 10 16 61

Age

Gender

Area of Residence

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37 46 5 2

Very Good Good Average Poor Need Improvement

23 37 17 9 4

Cordial Moderate Not cordial

32 40 18

Very Good Opinion about Promotional Good Average opportunities Poor

27 24 28 11

Working Experience

Opinion about Working Condition

Relationship with superior

Period of Solving Grievance

Relationship with Co workers

Target related incentives

Safety equipment

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Immediately Delayed Unsolved Unnoticed

46 13 10 15

Good Cordial Co-operative Not Co-operative

35 15 28 12

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

11 53 14 6 6

Cap Helmet Over Coat Shoes Gloves

3 8 60 10 2

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Welfare facilities

Pay package

Others

7

Educational allowance Family group Insurance EPF Holiday compensation Vehicle loans Housing loan

2 12 2 58 14 2

Good Adequate Neutral Satisfactory Not Adequate

51 24 4 3 8

II) INDEX METHOD JOB SATISFACTION INDEX The questionnaire consists of 36 job satisfaction questions, five point scale has been adopted to measure the level of job satisfaction among employees. In total, sample respondents score come around 90. This total score of each respondents is converted into average satisfaction index. The sample respondents are classified in to three groups as High, Moderate and Low. The respondents are classified by using mean and Standard deviation. The respondents whose level of average satisfaction index which is below 125 are treated as respondents are low level, the consumers whose level of job satisfaction among employees which ranges between 126 and 139 are treated as respondents are moderate level and respondents whose level of job satisfaction among employees ranges above 140 are brought under the group called respondents are high level. The Mean level of preference of the sample respondents is 139.33 and their standard deviation is 13.696.

Job Satisfaction My job is like a hobby to me.

Table: 2 Job Satisfaction Index High

Moderate

Low

Between 126 to 139

Below 125

My job is usually interesting enough to keep me from getting bored. It seems that my friends are interested in my jobs. I consider my job rather unpleasant I enjoy my work more than my leisure time.

Above 140

I am satisfied with my present job. Most of the time I have to force my self to go to work. I feel that my job is no more interesting than others I could get.

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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016 I definitely dislike my work. I feel that I am happy in my work than most other people. Most days I am enthusiastic about my work. Each day of work seems like it will never end. I like my job better than the average worker does. My job is pretty uninteresting. I feel pleasure in my work. I am disappointed that I ever took this job. I often feel that my employer will not terminate me if I commit a mistake My Job is more varied and less monotonous I feel badly if I do not perform well on my job I have various avenues open for refreshing my knowledge in my field The respect and regards that people shown on me is because of the job I hold. The most important thing that happens to me is involved with my job. My present job demands a high degree of accuracy. I will quit the present job if I am offered another at a higher pay. I have never felt at ease in the present job as the ways of doing things are rapidly changing. I have faced a situation when undeserving candidate was promoted. Recreational facilities are negligible in my institution I like and respect my colleagues I have substantial discretion in scheduling the work and determining the procedures in carrying out work. I have to work very hard here if am to keep my job secure. The activities of my superiors are governed with selfinterest. I have control over the pace of my work. Present job gives me a tremendous accomplishment.

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sense

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of

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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016 Present job requires use of different talents which are present in me. Canteen and catering facilities are available at appropriate time. My opinions are given due consideration Mean

56.011

SD

4.4253

Mean - SD

Low

Mean + SD

High Moderate

Between High & Low (Average)

III) CHI SQUARE TEST Table: 3 Age and Job Satisfaction Job Satisfaction Index High Moderate Low 5 2 4 23 8 20 13 2 2 9 2 0 50 14 26

Age Below 25 years Between 25 and 35 years Between 36 and 45 years Above 46 years Total

Calculated χ2 Value: 11.164 Degree of freedom: 6

Total 11 51 17 11 90

Table Value: Five per cent level: 12.592

H0 = There exist no significant association between age of the respondents and their level of job satisfaction. Table: 4 Gender and Job Satisfaction

Gender Male Female Total

Job Satisfaction Index High Moderate Low 29 4 4 21 10 22 50

14

Calculated χ2 Value: 13.908 Degree of freedom: 2

26

Total 37 53 90

Table Value: Five per cent level: 5.991

H0 = There exist a significant association between gender of the respondents and their level of job satisfaction.

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Educational Qualification No formal Education Upto HSC Graduate

Job Satisfaction Index High Moderate 16 2 22 2 12

Total 50 Calculated χ2 Value: 31.771 Degree of freedom: 4

10

Total

Low 2 1

20 25

23

45

14 26 90 Table Value: Five per cent level: 9.488

H0 = There exist a significant association between educational qualification of the respondents and their level of job satisfaction.

Table: 6 Annual Income and Job Satisfaction Annual Income Less than Rs.10,000 Rs.10,001 - Rs.20,000 Rs.20,001 - Rs.50,000 Total

Job Satisfaction Index High Moderate 4 0 33 10 13 4 50 14

Calculated χ2 Value: 5.083 Degree of freedom: 4

Total

Low 2 22 2 26

6 65 19 90

Table Value: Five per cent level: 9.488

H0 = There exist no significant association between annual income of the respondents and their level of job satisfaction. Table: 7 Marital Status and Job Satisfaction

Marital Status Married Unmarried Total

Job Satisfaction Index High Moderate Low 48 12 26 2 2 0 50 14 26

Calculated χ2 Value: 4.425 Degree of freedom: 2

Total 86 4 90

Table Value: Five per cent level: 5.991

H0 = There exist no significant association between marital status of the respondents and their level of job satisfaction.

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Table: 8 Place of living and Job Satisfaction

Place of living Urban Semi-urban Rural Total

High 7 5 38

Job Satisfaction Index Moderate Low 2 2 2 0 10 24

50

14

Calculated χ2 Value: 4.438 Degree of freedom: 4

26

Total 11 7 72 90

Table Value: Five per cent level: 9.488

H0 = There exist no significant association between place of residence of the respondents and their level of job satisfaction. Table: 9 Designation and Job Satisfaction Designation Manager Assistant Staff Worker Total

Job Satisfaction Index High Moderate Low 1 0 2 8 0 2 4 4 8 37 10 14 50 14 26

Calculated χ2 Value: 12.252 Degree of freedom: 6

Total 3 10 16 61 90

Table Value: Five per cent level: 12.592

H0 = There exist no significant association between designation of the respondents and their level of satisfaction.

Factors Age Gender Educational qualification Annual income Marital status Type of family Size of the family Experience Place of residence Designation

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Table: 10 - Job Satisfaction index H0 X ✓ ✓ X X X X X X X

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Ha ✓ X X ✓ ✓ ✓ ✓ ✓ ✓ ✓

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Majority, 51 (57%) respondents are belonging to, the age group between 25-35 years. Majority, 53 (59%) of the respondents are female. Majority, 45 (50%) of the respondents are graduate holders. Majority, 65(72%) respondents, Annual Family income is between Rs.10,001 and Rs.20,0000. Majority, 86 (96%) of the respondents are married. Majority, 72 (80%) respondents are residing in rural area. Majority, 67 (74%) respondents belong to Nuclear family. Maximum, 61 (68%) of the respondents belong to workers category. The majority, 46 (51%) of the respondents have worked in production department. Majority, 46 (51%) of the respondents had 6 to 10 years of experience in the organization. The majority, 37 (41%) of the respondents says working condition of the organisation is good. The majority, 40 (44%) of the respondents have moderate relationship with superior. The majority, 28 (31%) of the respondents are on average opinion about promotional opportunities given by the organisation. The majority, 46 (55%) of the respondents are immediately solving the grievances through grievance handling system. 35 (39%) of the respondents have good relationship with coworkers and forms the majority. Majority, 47 (57%) of the respondents very often involved in decision making. The majority, 53 (58%) of the respondents are satisfied with target related incentives. The majority, 60 (67%) of the respondents have over coat equipment given by the organisation. Majority, 58 (64%) of the respondents enjoy holiday compensation facilities provided by the organisation. Majority, 51 (57%) of the respondents feel good about pay package. The majority, 69 (77%) of the respondents are highly satisfied with financial incentives provided by the organisation. The majority, 45 (50%) of the respondents are highly satisfied with non financial incentives provided by the organisation. The majority, 45 (50%) of the respondents are highly satisfied with working hours of the organisation. The majority, 40 (45%) of the respondents are highly satisfied with accident compensation paid given by the organisation. The majority, 48 (53%) of the respondents are satisfied with welfare facilities provided by the organisation. The majority, 58 (65%) of the respondents are satisfied with quality of food and serves in canteen. The majority, 57 (63%) of the respondents are satisfied with restroom facilities of the organisation. The majority, 55 (61%) of the respondents are satisfied with promotion system of the organisation.

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The majority, 54 (60%) of the respondents are satisfied with job security system provided by the organisation. The majority, 52 (58%) of the respondents are satisfied with Employee counseling scheme provided by the organisation. The majority, 52 (58%) of the respondents are satisfied with existing committees of the organisation. The majority, 55 (61%) of the respondents are satisfied with Grievance Procedures provided by the organisation. The majority, 46 (51%) of the respondents are satisfied with working condition of the organisation.

Chi – Square Test  There is no significant association between age of the respondents and their level of job satisfaction.  There is a significant association between gender of the respondents and their level of job satisfaction.  There is a significant association between educational qualification of the respondents and their level of job satisfaction.  There is no significant association between annual income of the respondents and their level of job satisfaction.  There is no significant association between marital status of the respondents and their level of job satisfaction.  There is no significant association between place of residence of the respondents and their level of job satisfaction.  There is no significant association between designation of the respondents and their level of job satisfaction. SUGGESTION Based on the findings of the study, the following suggestions are offered as feasible to achieve the improvement of Satisfaction among employees.



To there was no freedom of the employees, it is suggested to the management reasonable freedom to the employees.  The employee feels that the work-loads are not equal between colleagues. So equal distribution of workloads should be done to improve the satisfaction of employee especially in the media sector.  In the media sector, there must be brain storming between employees and employers relating to their job profile, job stress, and salary from time to time in order to increase their job-commitment.  Reward and recognition system should be fair and transparently to be adapted to each and every employee in the Organization in both the sectors. CONCLUSION Workplace happiness is very important to keep our mind fresh and stress less. Employee job satisfaction can improve service quality and increase employee happiness and satisfaction. In this circumstance, policy makers and managers have turned their attention to provide different kinds of

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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW ISSN:2320-9704 - ONLINE ISSN:2347-1662 - PRINT - IMPACT FACTOR:1.615 VOLUME 4, ISSUE 3, MARCH 2016 facilities to their employees in order to satisfy their employees. The results suggest that the factors had satisfactorily explained job satisfaction and that the policy makers and managers should focus on the factors that affect employee job satisfaction, if they want to enhance their businesses. Based on the results for the standardized values, we are able to see that work conditions, fairness, promotion, and pay, are key factors affecting media industries employees job satisfaction. Money is a good motivator, actually all employees work for money, employees need the money, a good salary and good compensations are key factors in satisfying the employee. We can increase the employee salary and compensation to motivate the employee, the good pay back can be one of the key factors affecting job satisfaction, also in this way one can increase the service quality and organizational performance. A good work environment and good work conditions can increase employee happiness and satisfaction and the employees will try to give their best which can increase the employee work performance. REFERENCES Books   

K. Aswathappa, Human Resource and Personnel management, Forth Edition, The McGrawHill companies, 2006. B.R Virmani and Premila Seth, Evaluating Management Training and Development, Vision Books, New Delhi, 1985. C.R. Kothari, Research Methodology Methods and Techniques (second revised edition), P1, New Age International (P) Limited, 2011.

Articles 









 

Aarti Chahal (2013), ―Job Satisfaction among Bank Employees: An Analysis Of The Contributing Variables Towards Job Satisfaction‖. IOSR Journal of Humanities and Social Science (IOSR-JHSS) Volume 19, Issue 3, PP 57-62. C. Swarnalatha and G. Sureshkrishna (2012), ―Job Satisfaction among Employees of Automotive Industries in India‖. International Journal of Application or Innovation in Engineering & Management (IJAIEM), Volume 3, Issue 2, February 2012. Dr. Shikha Bhargava and Dr. Shiva Johri (2014), ―Job Satisfaction and Dimensions of Commitment Ensuing Improved Productivity in Private Organizations‖. International Review of Business Research Papers, Vol. 3 No.5 November 1999 Pp.193-208. Dr.R.Anitha (2011), ―A Study on Job Satisfaction of Paper Mill Employees with Special Reference to Udumalpet and Palani Taluk‖. International Journal of Engineering and Management Research, Volume-4, Issue-1, February-2011, ISSN No.: 2250-075.. Jitendra Kumar Singh and Dr. Mini Jain (2013), ―A Study of Employees Job Satisfaction and Its Impact on their Performance‖. International Journal of Business Economics & Management Research Vol.2 Issue 1. Mohsin Altaf, UsmanYousaf, MisbahTahir and Mohammad Majid Mehmood Bagram (2013), European Research Studies, Volume XIII, Issue (1). Muhammad Rizwan (2010), ―Empirical Study of Employee Job Satisfaction‖. International Journal of Multidisciplinary Management Studies Vol.1 Issue 3, December 2011, ISSN 2249 8834.

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