International Journal of Applied Research Volume # 3, 2014, Page 166 of 174

JOB SATISFACTION FACTORS OF PTCL EMPLOYEES Sundas Javed, Lahore College for Women University, Lahore Asifa Kamal, Lahore College for Women University, Lahore

ABSTRACT Job satisfaction is the level of enjoyment that an individual get from job. In the current study it is tried to take opinion of PTCL employees regarding job satisfaction. Various aspects of job satisfaction are addressed in questionnaire consisting of twenty six questions. Using Factor Analysis dimension of data is reduced to eight factors without loss of much information. These factors are theoretically definable and labelled as Empowerment, Salary and benefits, Environment, Boss attitude, Peer relationship, Timing (workload) Rules and regulation and promotions. The above extracted factors are further used to make comparison for certain demographic/social characteristics. It is found that opinion of workers belonging to different age group varies significantly about timing and rule of PTCL. Job satisfaction opinion about environment and timings of PTCL differ significantly as far as qualification level of their employees is concerned. Job status (regular, contract, daily wages) and different salary groups effect the opinion of employees regarding satisfaction about salary and benefits, timing and rules. For various salary groups opinion about one additional feature i.e. peer relationship is also significant. Experience also affects their point of view regarding boss attitude, peer relationship, timing and rules significantly. Opinion is also diversified for timing and rules across marital status while across gender opinion only differ regarding rules. 1. INTRODUCTION Advancement of new technologies at work place has made the jobs complicated. Though, It facilitate working process but at the same time increases stress and pressure. Job satisfaction is addressed by many researchers to study organizational behavior. It is believed that productivity depends on the satisfaction of employee with organization. Chen (2008 as cited in Wadhwa, Verghese and Wadhwa, 2011)

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defined job satisfaction in terms of mind set, approach and choices at work place. Mccloskey and MaCain (1987 as cited in Wadhwa, Verghese and Wadhwa, 2011) explained it as level of enjoyment that an individual get from job. It is perception in Pakistan that people prefer Government jobs due to its relaxed environment. Mostly people are unhappy regarding their job in Pakistan. It is of great interest to find the factors which influence their opinion for job satisfaction level particularly public sector companies. Pakistan Telecommunication Company Limited (PTCL) is the largest telecommunication company of Pakistan. It provides services of land line telephone, internet and video conferencing. An effort is made in this study to identify factors which account job satisfaction of employees at PTCL 2. LITERATURE REVIEW Tanjeen (2013) explored the job satisfaction level of employees of telecom industries in Bangladesh. It was found that work environment, job security, autonomy, peer relationship, boss attitude and promotions and salaries are major factors. Hussain et al. (2012) investigated the effect of work motivation on job satisfaction of Pakistan Telecommunication Company from four districts (Okara, Kasur, Pakpattan and Sahiwal). Work motivation was found to be significantly affecting job satisfaction and nature of relationship was positive. Same relationship was found for Zong and U-fone (Private sector telecom companies in Pakistan) employees regarding job satisfaction and motivation but relationship was not strong (Saleem et al. 2010). It was also observed that negative opinion present about companies regarding the promotion of employees. Saeed et al. (2013) collected data from telecom companies Ufone, Zong, Telenor, Warid telecom, Pakistan Telecommunication and Mobilink. Majority of employees in telecom sector were found satisfied with their jobs. Work environment, security, salary, fairness, peer relationship and relationship with boss affected significantly job satisfaction level of telecom industry. Mansoor (2011) found negative relationship between job satisfaction and stress level in telecom industry of Pakistan. Strong relationship prevails between “supervision and collegiality and open communication” with job satisfaction. Job commitment also played a significant role in the determination of job satisfaction (Riaz and Ramay, 2010). Attitude of organization head has direct link with satisfaction of their employees. Also its effect is indirect on the productivity of employees (Malik et al. 2011).

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Most of studies related to job satisfaction of telecom sector are based on data from private companies. Saeed et al. (2013) and Hussain et al. (2012) have included PTCL in their job satisfaction survey but they did not cover demographic aspects. In the current study not only factors related to job satisfaction identified but also comparison is made of those factors across various characteristics of employees. 3. OBJECTIVES OF STATISTICAL ANALYSIS i.

To identify and label Job satisfaction factors of PTCL employees.

ii.

Comparison of identified factors across social and demographical variables.

4. DATA AND METHODOLOGY Job satisfaction questionnaire was developed with the help of some standard questionnaires available on internet. The opinion of PTCL employees regarding job satisfaction is taken on likert scale. Information about some social and demographic characteristics is also collected to make comparison regarding job satisfaction level. Data is gathered from the sample of 150 employees of PTCL. Factor Analysis is used to identify the job satisfaction factors of PTCL employees. For comparisons of identified factors across social and demographic factors Krukal Wallis and Mann Whitney U test is used. 5. STATISTICAL ANALYSIS 5.1 Factor Analysis To identify factors of Job satisfaction of employees in PTCL, we applied factors analysis using the software SPSS. The main aim is to determine the underline attitude of employees in PTCL about job satisfaction. The employee in PTCL for job satisfaction on these attributes are convenient, If these attitudes can be ‘‘grouped’’ or reduced these 26 variables to a smaller number. Twenty six questions were asked in order to assess their knowledge about employee’s job satisfaction. The Eigen value greater than 1.0 result in 8 factor being extracted. After deciding number of factor to be extracted i.e. eight. Next step is to run factor analysis. The rotated component matrix is computed by using varimax rotation.

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Table 5.1: Rotated Component Matrix for job satisfaction of PTCL employees Component 1

2

Q1

3

4

5

6

.408

8

.392

Q2

.777

Q3

.541

Q4

.681

Q5

.368

Q6

.649

.788

Q7

.866

Q8

.337

.675

Q9

.833

Q10

.728

Q11

.697

.391

Q12

.760

Q13

.851

Q14

.871

.354

Q15

.840

Q16

.769

Q17

.601

.383

Q18

.750

Q19

.792

Q20

.919

Q21

.879

Q22 Q23

7

.702 .897

Q24

.708

Q25

.830

Q26

.718

Extraction Method: Principal Component Analysis. Rotation Method: Varimax with Kaiser Normalization.

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From the Table 5.1 factors are labelled as following Table 5.2: Labelling of Factors for job satisfaction of PTCL employees Factor

Groups Opportunity their work give them to learn Q19,Tool and resources that they need to do their job Q20,Training that they need to do their job Q21,Feel underutilized in their job Q23

Name of Group Empowerment

F2

Monthly salary to fulfill their expenditure Q3,Annual increment Q4,Relationship between pay and work load Q6,Retirement plan Q16,Other benefit offered by other company Q17

Salary and benefits

F3

Satisfied joining PTCL office Q1,Working environment Q7,Comfortable during work Q10,Feel under pressure for better performance Q11 Boss understand employee viewpoint Q12,Boss express appreciation for their work Q13,Boss attitude with subordinators Q14 Co-worker attitude with them Q24,Co-worker cooperation in case of difficulty Q25,guidance regarding their work Q26

F1

F4

F5

Environment

Boss attitude

Peer Relationship

F6

Job timing Q2,Satisfied with their work load Q5, vacation time they receive Q15

Timing

F7

Job security Q8,Satisfied rule and regulation Q9

Rules

F8

Process used to determine promotions Q18,aware of Advancement opportunities that exist in company Q22

Promotions

5.2. TESTING HYPOTHESIS TO COMPARE JOB SATISFACTION LEVEL FOR EIGHT FACTORS BY ANOVA

ANOVA is proposed to compare the job satisfaction level among various categories of age (18-29, 30-39, 40-55, 55+years), gender (Male, Female), marital status (Married, Unmarried), qualification (Matriculation, intermediate, graduation, masters and above), job status (regular basis, contract basis, daily wages) ,work experience (less than 1 year, 1-3 years, 4-6 years, more than 6 years) and salary (less than 15000, 15000-20000, 20000-25000, above 25000) for eight factors i.e. Empowerment, Salary and benefits, Environment, Boss attitude, Peer Relationship,

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Timing, Rules and Promotions. Assumptions of normality and homogeneity of variances are violated therefore the alternative choice is to use Non Parametric test parallel to ANOVA for comparison of more than two means i.e. Kurskal Wallis test is used. To compare two categories Mann Whitney test is used instead of t-test. Table 5.3: Testing equality of Job satisfaction factors across Background Characteristics Factors

Background Characteristics Age

Empowerment Salary and

Kruskal Walli’s p-value Qualification Job Work Status Experience

Salary

Mann-whitney P-value Marital Gender Status

.562 .136

.527 .630

.176 .033

.064 .432

.722 .388

.780 .201

.791 .610

.674 .303 .438 .000 .000 .053

.014 .890 .315 .027 .099 .173

.147 .056 .024 .000 .000 .148

.614 .050 .314 .001 .000 .150

.176 .002 .002 .000 .000 .228

.102 .338 .521 .027 .000 .545

.327 .909 .792 .312 .020 .972

benefits Environment Boss attitude Peer relationship Timing Rules Promotions

By applying kruskal wallis test it is observed that for various Age groups (18-29, 3039, 40-55, 55 & years) Job Satisfaction level for Factors (Timing and Rules) are statistically significant while insignificant for factors Empowerment, Salary and Benefits, Environment, Boss Attitude, Peer Relationship and Promotions. It means job satisfaction opinion regarding Time and Rules vary significantly for various Age groups of employees. For various Qualification groups (below matric, intermediate, graduation, masters & above) Job Satisfaction level for Factors (Environment and Timing) are statistically significant while insignificant for factors Empowerment, Salary and Benefits, Boss Attitude, Peer Relationship, Rules and Promotions. It means job satisfaction opinion regarding Environment and Timing varies significantly for various qualification categories of employees. For various Job Status groups (regular basis, contract basis, and daily wages) Job Satisfaction level for Factors (Salary and Benefits, Peer Relationship, Timing and Rules) are statistically significant while insignificant for factors Empowerment, Environment and Boss Attitude. It means job satisfaction opinion regarding Salary and Benefits, Peer Relationship, Timing and Rules varies significantly for various Job status categories of employees. It is observed

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that for employees belonging to various durations of experience (less than 1 year, 1-3 years, 4-6 years, more than 6 years) Job Satisfaction level for Factors (Empowerment, Timing and Rules) are statistically significant while insignificant for factors Salary and Benefits, Environment, Boss Attitudes and Peer Relationship. It means job satisfaction opinion regarding Empowerment, Timing and Rules varies significantly for various experience categories of employees. For various Salary groups (less than 15000, 15000-20000, 20000-25000, above 25000) Job Satisfaction level for Factors (Boss Attitude, Peer Relationship, Timing and Rules) are statistically significant while insignificant for factors Empowerment, Salary and Benefits, Environment and Promotions. It means job satisfaction opinion regarding Boss Attitude, Rules, Time and Peer Relationship varies significantly for Varies salaries groups. For Marital Status groups (unmarried, married) Job Satisfaction level for Factors (Timing and Rules) are statistically significant while insignificant for factors Empowerment, Salary and Benefits, Environment, Boss Attitude, Peer Relationship and Promotions . It means job satisfaction opinion regarding Time and Rule varies significantly for married and unmarried employees. For Gender groups (male, female) Job Satisfaction level for Factors (Timing) are statistically significant while insignificant for factors Empowerment, Salary and Benefits, Environment, Boss Attitude, Peer Relationship, Rules and Promotions. It means job satisfaction opinion regarding Time varies significantly for Male and female employees. 6. CONCLUSION Job satisfaction is the pleasure that you get from doing your job. In the current study it is tried to take opinion of PTCL employees regarding job satisfaction. Various aspect of job satisfaction is addressed in questionnaire using twenty six questions. Opinion of employees is based on the rating (likert scale). Basic objective of study is to make comparisons of their opinion across age, gender, qualification, scale, marital status, salary and experience to conclude whether their opinion across these factors differ significantly or not. It is very difficult to make comparison using twenty six aspects of job satisfaction level. It make desirable to reduce the dimension of data without loss of much information. Factor analysis served the purpose quite satisfactory. It turns the 26 variable (related to opinion regarding job satisfaction) into 8 factors. These factors are theoretically definable and labelled as Empowerment, Salary and benefits,

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Environment, Boss attitude, Peer relationship, Timing (workload) Rules and regulation and promotions. The above Extracted factors are further used to make comparison for certain demographic/social characteristics. It is found that opinion of workers belonging to different age group varies significantly about timing and rule of PTCL. Employees have same opinion for empowerment, boss attitude, salary and benefits environment, peer relationship and promotions irrespective of their age. It means generally age don’t influence the opinion of different aspect of job satisfaction of employees working in PTCL. Age only influence opinion about timing and rules. Job satisfaction opinion about environment and timings of PTCL differ significantly as far as qualification level of their employees is concerned. Job status (regular, contract, daily wages) and different salary groups effect the opinion of employees regarding satisfaction about salary and benefits, timing and rules. For various salary groups opinion about one additional feature i.e. peer relationship is also significant. Experience also affects their point of view regarding boss attitude, peer relationship, timing and rules significantly. Opinion is also diversified for timing and rules across marital status while across gender opinion only differ regarding rules. REFERENCES 1. Hussain, I. R., Usamn, S., Sarmad, S. M. and Ihsan Ul Haq (2012). Effect of Work Motivation on Job Satisfaction in Telecommunication Sector of Pakistan-A Case Study of

Pakistan

Telecommunication

Company

Limited

(Ptcl),

http://ideas.repec.org/a/asi/ijoass/2012p1925-1933.html 2. Hair, F. J., Black, W. C., Babin, B. J. And Aderson, R.E. (2009). Multivariate Data Analysis (7th Edition), Prentice Hall. 3. Johnson, R. A. and Wichern, D. W. (2007). Applied Multivariate Statistical Analysis. 6th Ed. Prentice Hall International, New York.

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4. Malik, S. H., Hassan, H. and Aziz, S. (2011). Path Goal Theory: A Study of Employee Job Satisfaction in Telecom Sector, ICMSS2011, Bankok, Thailand, IACSIT Press, 127134. 5. Mansoor, M., Fida, S., Nasir, S. and Ahmad, Z. (2011). The Impact of Job Stress on Employee Job Satisfaction. A Study on Telecommunication Sector of Pakistan, Journal of Business Studies Quarterly, Vol. 2, No. 3, pp. 50-56. 6. Riaz, A. and Ramay, M. (2010). Antecedents Of Job Satisfaction:A Study Of Telecom Sector, Perspectives of Innovation in Economics and Business (PIEB), Volume 4 ,Issue 1, 66-73. 7. Saeed, R., Lodhi, R. N., Iqbal, A., Nayyab, H. H., Mussawar, S. and Yaseen, S. (2013). Factors Influencing Job Satisfaction of Employees in Telecom Sector of Pakistan, Middle-East Journal of Scientific Research 16 (11): 1476-1482. 8. Saleem, R., Mahmood, Azeem. and Mahmood, Asif. (2010). Effect of Work Motivation on Job Satisfaction in Mobile Telecommunication Service Organizations of Pakistan, International Journal of Business and Management Vol. 5, No. 11, 213-222, www.ccsenet.org/ijbm. 9. Tanjeen, E. (2013). A study on factors affecting job satisfaction of Telecommunication industries in Bangladesh, IOSR Journal of Business and Management (IOSR-JBM), Volume 8, Issue 6 (Mar. - Apr. 2013), PP 80-86 10. Wadhwa, D. S., Verghese, M. and Wadhwa, D. S (2011). A Study on Factors Influencing Employee Job Satisfaction-A Study in Cement Industry of Chhattisgarh,IJMBS Vol. 1, Issue 3.109-111. www.iosrjournals.org