chithra final project

A STUDY ON EMPLOYEE ABSENTEEISM, TURNOVER AND

SATISFACTION WITH SPECIAL REFERENCE TO VIJAYARAJAN

TEXTILES LTD., SRIVILLIPUTHUR.

By

CHITHRA DEVI.V(Reg No: 96009631010)

of

MEPCO SCHLENK ENGINEERING COLLEGE,SIVAKASI-626005

A PROJECT REPORTSubmitted to the

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirementsFor the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

MAY 2011

Mepco Schlenk Engineering CollegeDepartment of Management Studies

MBA –Main ProjectJanuary 2011 – April 2011

BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON EMPLOYEE

ABSENTEEISM, TURNOVER AND SATISFACTION WITH SPECIAL REFERENCE

TO VIJAYARAJAN TEXTILES LTD., SRIVILLIPUTHUR” is the Bonafide work of Ms.

CHITHRA DEVI.V (Reg. No. 96009631010) who carried out the research under my

supervision. Certified further, that to the best of my knowledge the work reported here in does

not form part of any other project report or dissertation on the basis of which a degree or award

was conferred on an earlier occasion on this or any other candidate.

DATE: Mr.S. Mageshwar M.B.A., FACULTY GUIDE

FORWARDED BY

DIRECTORDr.S.Tamil Selvan

CHITHRA DEVI.VII MBAMepco Schlenk Engineering College

Reg. No : 96009631010

DECLARATION

I here by declare that the project titled “A STUDY ON EMPLOYEE

ABSENTEEISM, TURNOVER AND SATISFACTION WITH SPECIAL REFERENCE

TO VIJAYARAJAN TEXTILES LTD., SRIVILLIPUTHUR” submitted for the award of

Master of Business Administration in Anna University has been carried out under the

guidance of MR.S.MAGESHWAR.,M.B.A.,Department of Management Studies,

Mepco Schlenk Engineering College and it is my original work which does not

form part of the award of any other Degree or Diploma.

CHITHRA DEVI.V

ABSTRACT

Understanding the factor affecting employee turnover and job satisfaction

will be useful for the organization, in order to manage and maintain the potential employees

within the organization and decrease employee turnover rate which will be costly to the

organization as whole. The development of any organization depends on the regularity of

employees. Unscheduled absenteeism badly hurts the progress of an organization resulting in

loss of productivity, increased costs in hiring additional staff and low morale among the workers.

It is one of the major problems faced by companies across the globe today.

Since employee satisfaction is related to employee turnover and employee

absenteeism, this study was carried on these 3 dependent variables. The study was carried out in

Vijayarajan Textiles Ltd., Srivilliputhur with a main objective of finding various reasons for

employee turnover, employee absenteeism and also satisfaction level of employees towards the

Organization. The data was collected through questionnaire from the employees of Vijayarajan

Textiles Ltd.,

The employees of Vijayarajan Textiles Ltd., were taking leave mostly for

personal reasons such as health problems, family member illness, to attend family functions and

festivals. The turnover in this organization is mainly due to the dust produced in the factory.

Employees who cannot work in the dust are leaving the factory. Health problems of employees

also another reason for employee turnover in this factory.

The employees are satisfied with their job. The employees of this

organization were very happy to work with co-workers. They have a friendly relationship with

their Co-workers and the employees are also happy with their supervisor’s behavior.

ACKNOWLEDGEMENT

I bestow my thanks to Almighty God for giving me strength and will to

complete this project work in a successful manner.

I wish to express my deep sense of gratitude to our Principal

Dr.S.BALAKRISHANAN, B.E., M.S., MIEEE, for giving me an opportunity to carry out this

project.

I thank Dr.S.TAMILSELVAN, Director, Department of Management

Studies, for his valuable advice and encouragement in doing the project.

I thank my internal guide Mr.S.MAGESHWAR, M.B.A., who guided

and encouraged me throughout the project period and for the successful completion of the report

in time.

I wish to record my gratitude and thanks to the Managing Director

Mr.A.M.S.G.ASHOKAN of Vijayarajan Textiles Ltd., Srivilliputhur for permitting me to do the

project in this organization.

I wish to extend my thanks to Mr.M.UMMAR, General Manager and

Mr.P.RAMASUBRAMANIAN for guiding and helping me in completing the project in a

successful manner.

I also extend my sincere thanks to the office staff members and the

workers of Vijayarajan Textiles Ltd., Srivilliputhur who have helped me very much by giving me

all the necessary details needed for the project.

Finally, I record my hearty and sincere thanks to my beloved parents,

family members and all my friends who have helped me in bringing out this project report

successfully.

CHITHRA DEVI.V

TABLE OF CONTENTS

S. NO. CONTENTS PAGE NO

1 INTRODUCTION

1.1 Introduction to the Project 1

1.2 Statement of Problem 4

1.3 Objectives of the Study 4

1.4 Industry Profile 5

1.5 Company Profile 7

1.6 Scope of the Study 9

1.7 Need for the Study 9

1.8 Review of Literature 10

1.9 Research Methodology 15

1.10 Limitations of the Study 19

2 ANALYSIS AND INTERPRETATION

2.1 Analysis of Data 20

2.2 Methods used to analyze data 20

2.3 Interpretation of the analysis 21

3 FINDINGS AND SUGGESTIONS

3.1 Findings 47

3.2 Suggestions 48

CONCLUSION 49

APPENDIX

REFERENCES

LIST OF TABLES

S.NO. TABLE CAPTION TABLE.NO PG.NO

1. Cross Tabulation for Age and Job Satisfaction 2.1 21

2. Chi-Square Tests for Age and Job Satisfaction 2.2 22

3. Cross Tabulation for Work Experience and Job Satisfaction 2.3 23

4. Chi-Square Tests for Work Experience and Job Satisfaction 2.4 24

5. Cross Tabulation for Monthly Income and Job Satisfaction 2.5 25

6. Chi-Square Tests for Monthly Income and Job Satisfaction 2.6 26

7. Cross Tabulation for Educational Qualification and Job Satisfaction

2.7 27

8. Chi-Square Tests for Educational Qualification and Job Satisfaction

2.8 28

9. Age group of Employees and their Job Satisfaction 2.9 29

10. Age group of Employees and their Job Satisfaction 2.10 29

11. Work Experience Of Employees And Their Job Satisfaction 2.11 30

12. Work Experience Of Employees And Their Job Satisfaction 2.12 31

13. Educational Qualification Of Employees And Their Job Satisfaction

2.13 32

14. Educational Qualification Of Employees And Their Job Satisfaction

2.14 33

15. Monthly Income of Employees and Their Job Satisfaction 2.15 34

16. Monthly Income of Employees and Their Job Satisfaction 2.16 34

17. Correlation between Job satisfaction and Satisfaction with the Pay of the employee

2.17 36

18. Correlation between Job satisfaction and working environment in the organization.

2.18 37

19. Correlation between Job satisfaction and co-workers relationship in the organization

2.19 38

20. Correlation between Job satisfaction and Supervisors behavior in the organization

2.20 39

21. Correlation between Employee absenteeism and health problems of an employee

2.21 40

22. Correlation between Employee absenteeism and family functions of the employee

2.22 41

23. Correlation between Employee absenteeism and family member illness

2.23 42

24. Correlation between Employee turnover and health problems of an employee

2.24 43

25. Correlation between Employee Turnover and marriage of a female employee

2.25 44

26. Correlation between Employee Turnover and the dissatisfaction with the Pay of the employee

2.26 45

27. Correlation between Employee Turnover and dust produced in the factory

2.27 46

CHAPTER 1

INTRODUCTION

1.1 INTRODUCTION TO THE PROJECT

Employee satisfaction is supremely important in an organization because

it is what productivity depends on. If the employees in an Organization are satisfied they would

produce superior quality performance in optimal time and lead to growing profits.Satisfied

employees are also more likely to be creative and innovative and come up with breakthroughs

that allows a company to grow and change positively with time and changing market conditions.

Absenteeism refers to the frequency of absence of a job holder from the

workplace either unexcused absence due to some avoidable reasons or long absence due to some

unavoidable reasons. It is the former type of absence which is a matter of concern. This absence

is due to lack of satisfaction from the job which produces a ‘lack of will to work’ and alienate a

worker from work as far as possible. Thus, Job satisfaction is related to absenteeism.

Turnover of employees is the rate at which employees leave the

organization within a given period of time. When an individual feels dissatisfaction in the

organization, he tries to overcome this through the various ways of defense mechanism. If he/she

is not able to do so, he/she opts to leave the organization. Thus, in general case, employee

turnover is related to job satisfaction. However, job satisfaction is not the only cause of

employee turnover, the other cause being better opportunity elsewhere.For example, in the

present context, the rate of turnover of employees in a textile industry is very high in India.

However, these employees leave their organizations not simply because they are not satisfied but

because of the working environment, health problems,low pay, lack of interest in the work etc.

In the case of a textile industry,the level of employee satisfaction

regarding their job is low when compared to other industries.The absenteeism rate and employee

turnover rate is high in this type of industry.This study helps in identifying the three variables

which includes employee absenteeism,employee turnover and employee satisfaction among the

employees of Vijayarajan Textiles Ltd.,Srivilliputhur.

Now a days, Employee Turnover is becoming a major problem among

most of the companies, especially in low paying jobs.There are many aspects that play a

significant role in the employee turnover rate of a particular company. Such aspects can stem

from both the company as well as the employees.The employers generally give more importance

to the employee turnover rate, as it is a very expensive aspect of the business.

When employees leave the company, the employer has to incur a

considerable amount of direct and indirect expense.These costs normally include advertising

expenses, headhunting fees, resource management expenses, loss of time and productivity, work

imbalance, and employee training and development expenses for new joiners.The company may

quarterly calculate employee turnover rates to meliorate the factors causing the turnover.If the

company determines the most common causes of employee turnover, it would certainly be able

to take the necessary steps for recruiting and retaining well-qualified personnel.

The absenteeism is affecting the optimum utilization of human resources it

is an industrial malady affecting productivity, profits, investments and the absences workers

themselves. An increasing rate of absence adds considerable cost to the industry and social loss

occurring from absenteeism cannot be determined accurately.

Employee Absenteeism is a serious workplace problem and an expensive

occurrence for both employers and employees seemingly unpredictable in nature. A satisfactory

level of attendance by employees at work is necessary to allow the achievement of objectives and

targets by a department. It is a major problem faced by almost all employers of today. Employees

are absent from work and thus the work suffers. Absenteeism of employees from work leads to

back logs, piling of work and thus work delay. The Higher absenteeism greater the production

loss for the country. People who are working in industry and other area related to the industrial

production also suffer.

http://www.buzzle.com/articles/productivity/

http://www.buzzle.com/articles/recruiting/

http://www.buzzle.com/articles/employee-training/

Absenteeism is a major problem which adversely affects the entire

industrial economy hence the extent to which absenteeism of the workers can be reduced is of

great importance to the success of an industry. The problem of absenteeism is of vital importance

in Indian organization because in comparison to the west, the rate is considerably higher in India.

Absenteeism among workers is one the most establishing factors. In an organization, it results in

production losses; an increase labour cost and reduces efficiency of operation. The losses and

additional costs caused by absenteeism expressed in terms of money will be alarming.

The absenteeism of the labors from an industry is more dangerous to its

economy than any factor. It adversely affects the employees and employers due to loss of wage

and loss of production respectively. The nation is also affected by absenteeism. It is one of the

chronic problems faced by the Indian industries. Excess absenteeism can result in significant

reduction the production and ultimately put the undertaking into a loss. It affect the working life

and its quality. Absenteeism is the failure to report work or remaining absent without prior

permission or sanction from the concerned authorities. It is an absence without taking leave.

Absenteeism among workers is universally acknowledged. No enterprise, what so ever, is free

from this chronic disease and just like a cancer on a human body; it spreads, if no action is take

against it, and eventually put the firm in a loss. Absenteeism is an index of sickness and fatigue.

It also indicates that the employees are not interested in the job. Sickness, accidents and family

responsibilities are some of the reasons for absenteeism. Some times, the weather conditions also

influence the workers to stay away from their duties.

The increased productivity of an industry mainly depends upon the best

possible use of man power which is the most valuable and hampers the entire production process.

It is a problem which needs everybody’s attention.

Thus this study mainly focuses in identifying the main reasons for

employee absenteeism and employee turnover.This study also helps to identify the satisfaction

level of employees in Vijayarajan Textiles Ltd., Srivilliputhur.The data is collected by the

researcher from the employees of the company through questionnaires. The analysis part is

carried out by the Researcher using the SPSS Package.

1.2 STATEMENT OF PROBLEM

Employee turnover is not just a Human Resources Issue.When an

employee leaves a company, the employee takes with him knowledge and experience, that which

cannot be monetarily measured and that cannot be easily recreated.

The problem absenteeism is a universal fact.But its magnitude alone

differs from country to country. Similarly it differs from industry to industry,occupation to

occupation and also according to the make up of the work force. The problem absenteeism

affects not only the industry but also the employees and their families. The absenteeism take

place very often affects the production of commodities and also the supply. It is a problem

related with manpower in an industry. The machine breakdown can easily checked and corrected

by a good mechanic, but in the case of manpower it cannot be possible. In the same way the law

of productivity will lead to law of return of the industry and it affect both the employer and

employee.Employee satisfaction also plays a vital role in the organization’s productivity.A

satisfied employee will work enthusiatically and creative.Thus he helps in the achievement of

goals for an organization.

Here the Researcher tries to identify reasons for employee absenteeism

and employee turnover. Since the employee satisfaction affects employee absenteeism and

employee turnover the Researcher also studies whether the employees of Vijayarajan Textiles

Ltd., are satisfied with their job or not.

1.3 OBJECTIVES OF THE STUDY:

1.3.1 Primary objectives:

To find out the various causes for absenteeism.

This helps in the identification of the various reasons for absenteeism of

employees in Vijayarajan Textiles Ltd.,Srivilliputhur.This objective also helps to eliminate the

reasons and thus reduce the employee absenteeism.

To identify the reasons for turnover.

This helps in the identification of the various reasons for turnover of

employees in Vijayarajan Textiles Ltd.,Srivilliputhur.This objective also helps to eliminate the

reasons and thus reduce the employee turnover.

To identify the satisfaction level of employees of Vijayarajan Textiles Ltd.,

This objective helps in the better understanding regarding whether the

employees are satisfied with their job, working conditions, safety measures, welfare

benefits,pay,bonus etc.,

1.3.2 Secondary objectives:

To provide suggestions in the form of solutions to reduce the rate of

absenteeism.

To identify the steps required to reduce turnover.

To study the level of satisfaction of employees towards his/her salary and

also other benefits.

To know the satisfaction level of employees towards the behaviors of co-workers and supervisors.

1.4 INDUSTRY PROFILE:-

Textile Industry is one of the largest and oldest industries in India. It has

a significant role in India as it fulfills the essential and basic need of people. Textile Industry in

India stands at unique place and has maintained a sustainable growth over the years. This is a

self-reliant and independent industry and has great diversification and versatility.

Textile Industry in India provides great contribution for the development of economy. It

is the second largest textile industry in the world after China. It provides ample employment

opportunities to people belonging to all classes. After agriculture this industry provides

employment to maximum number of people in India employing 35 million people Textile

Industry represents the rich culture, tradition, heritage & economic well-being of country with

diversified range and versatility. At the same time industry is competitive enough to fulfill

different demand patterns of domestic and global markets.

Indian Textile Industry plays vital role in country's economic development

and contributes 14% to industrial production in the country. Textile Industry contributes around

4% of GDP, 9% of excise collections, 18% of employment in industrial sector, and has 16 %

share in country’s export. Indian Textile Industry is valued at US $ 36 bn.

Because of the elimination of quota restrictions, most of the developing

countries now can develop the potential market at both domestic and international level. These

countries can develop the industry expertise and can have competitive advantage through

implementing new technology, more skilled labor,improved distribution channel, cost effective

operation and production with greater value addition in each step of value chain. Moreover it will

help for Foreign Direct Investment in industry that will create great opportunity to strengthen the

sector.

1.4.1Textile Industry Structure

The Indian Textile industry is highly fragmented sector.

Industry is fully vertically integrated across the whole value chain and

interconnected with various operations.

Textile Industry comprises small-scale, medium-scale, large-scale, non-integrated,

spinning, weaving, finishing, and apparel-making firms and enterprises.

This is an unorganized sector and includes Handlooms, Powerloom, Hosiery,

Knitting, Readymade Garments, Khadi, Carpet and Handicrafts manufacturing

units.

The organized Mill Sector comprises of spinning Mills, and Composite Mills

where spinning, weaving, and processing activities are done.

The Fibre and Yarn Sector of the textile industry includes Textile Fibers, Natural

Fibers such as Cotton, Jute, Silk and Wool; Synthetic / Man-Made fibers such as

Polyester, Viscose, Nylon, Acrylic and Polypropylene.

The Man-Made Textile Sector includes Fibre and Filament Yarn manufacturing

units of Cellulosic and Non-Cellulosic origin. The Cellulosic Fibre/yarn Industry

is controlled by the Ministry of Textiles, and the Non-Cellulosic Industry is

controlled by the Ministry of Chemicals and Fertilizers.

India is the largest producer of Jute, the 2nd largest producer of Silk, the 3rd

largest producer of Cotton and Cellulosic Fibre/Yarn and 5th largest producer of

Synthetic Fibers/Yarn.

1.5 COMPANY PROFILE:-

"VIJAYARAJAN TEXTILES LIMITED" is promoted by Arasan

Group in the year 1986. The unit was commenced with the capacity of 6048 Spindles and

enhanced to 10272 spindles now.

This industry is equipped with Blow Room, Carding Machiner, Draw

Frames, Speed Frames, Spinning Frames, Double Winder, Ring Doubling, Cone Winder,

Reeling Machinery Overhead cleaners, Generators and Humidification Plant. They manufacture

Carded Cotton Yarns in the counts 20's to 60's, with high quality as acceptable to all market

trends. Now they concentrate on the following weaving counts such as34’s,37’s,39’s,40’s

(mainly 40’s count).The Cotton quality used by this unit are MCU5,MECH-1,MECH-

2,Bunny,L.K,H6 Super Silver.

This unit procure the cotton from the following

placesTheni,Manaparai(Trichy),Sankarankoil,Kazhukumalai,Rajapalayam,Brahmangorum,Phiee

inea(Maharashtra),Adilabad,Varankal,Proedather(Andhra Pradesh),Aeneheae(Madhya Pradesh),

Gujarat.

The Chairman & Managing Director of Vijayarajan Textiles Ltd is

Mr.A.M.S.G.Ashokan.

The Directors of Vijayarajan Textiles Ltd are as follows:

Mr.G.V.Karthik

Mrs.A.Nalini

Mr.A.Ganesh Kumar

Mr.V.Giridaran

Mr.V.Syam Sundar

Mr.T.D.Rajendran

Mr.S.Nagendran

Mrs.J.Sharmila

Mr.L.Sanjeevikani

Mr.N.R.Krishnamoorthy Raja

1.5.1 MARKETING AREAS:-

The marketing areas of Vijayarajan Textiles Ltd are over at Tamilnadu,

Biwandi, Hichal Karanchi and New Delhi.

1.5.2 CUSTOMERS OF VIJAYARAJAN TEXTILES LTD :–

Dealers:-

Tharak Yarns,Maharashtra.

Jagathama Yarn Agencies,Mumbai.

Balaji Yarn Agencies,Mumbai.

Sunitha Enterprises,Mumbai.

Sri Handloom Phandar,Delhi.

Jakhopya Trading Company,Maharashtra.

Shanthi Traders,Kolkata.

Gyan Hosiery,Kanpur.

Yarns and Fabrics,Panipat.

J.K&Company,Maharashtra.

S.K.D Traders,Karur.

1.6 SCOPE OF THE STUDY

This study is based on the employees of Vijayarajan Textiles

Ltd.,Srivilliputhur.This study is conducted to know the various reasons for absence of employees

in Vijayarajan Textiles Ltd., Srivilliputhur.This study will also help the Organization to know the

various reasons for employee turnover. This study also highlights the satisfaction level of

employees working in this Organization. The study looks how the three variables (Employee

Absenteeism, Employee Turnover, and Employee Satisfaction) affect the work of Vijayarajan

Textiles Ltd. The project also studies whether the employees are satisfied with their job,

incentives, bonus, salary, allowance, labor facilities provided by the organization or not.This

study helps the Organization, to find out the corrective measures to adopt and thus decrease the

irregularities in the organization which leads to organizational growth.

1.7 NEED FOR THE STUDY

This organization is facing the problem of employee absenteeism and turnover.

The Organization has to look after the problems of employees and provide

necessary solutions inorder to avoid the absenteeism and turnover.

This study focuses on the satisfaction level of employees and the steps needed to

increase the satisfaction level of employees.

1.8 REVIEW OF LITERATURE

1.8.1Organizational, work, and personal factors in employee turnover and absenteeism. (Porter, Lyman W,Steers, Richard M, 1973)

In this study the researcher tells that overall job satisfaction was consistently and

inversely related to turnover. In an effort to break down the global concept of job satisfaction,

various factors in the work situation were analyzed as they related to withdrawal behavior. 4

categories of factors, each representing 1 "level" in the organization, were utilized: organization-

wide factors, immediate work environment factors, job-related factors, and personal factors.

Several variables in each of the 4 categories were found to be related fairly consistently to 1 or

both forms of withdrawal.The Researcher made an attempt to put the diverse findings into a

conceptual framework centering around the role of met expectations.

1.8.2 Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model(Carsten, Jeanne M,Spector, Paul E,1987)

The researcher conducted a meta-analysis to determine the relation

between satisfaction–turnover correlations across studies and unemployment rates.On the basis

of theoretical work by Muchinsky and Morrow (1980),the researcher hypothesized that low

relations would be found in studies conducted during times of high unemployment and limited

employment opportunity, and high relations would be found in studies conducted during times of

low unemployment and expanded opportunity. Results supported the hypothesis; correlations

were found that ranged from –.18 to –.52 between unemployment rates and the magnitude of

satisfaction–turnover relations across studies. A similar analysis was conducted for the relation

between intention to quit and turnover. The correlations between the intention–turnover relation

and unemployment were similar in magnitude to the corresponding satisfaction correlations,

indicating that the behavioral-intention–turnover relation is also moderated by economic

alternatives.

1.8.3Employee turnover: An empirical and methodological assessment (Paul M. Muchinsky and Mark L. Tuttle,1978)

The Researcher critically reviewed on the prediction of employee turnover

conducted in the past 50 years. Previous studies were grouped on the basis of common predictor

variables, which resulted in five general categories: attitudinal (job satisfaction), biodata, work-

related, personal, and test-score predictors. Consistent relationships between common predictor

variables and turnover were found for every category except test-score predictors. Eight

methodological problems/ issues inherent in turnover research are identified and explicated.

1.8.4 Strategies for reducing employee turnover: A meta-analysis(McEvoy,Glenn M,Cascio, Wayne F,1985)

The present study investigated the relative effectiveness of realistic job

previews (RJPs) and job enrichment as turnover reduction strategies by the Researcher. A

thorough literature search located 20 experiments (N6,492 Ss) dealing = with attempts to

reduce turnover in field settings. Several meta-analysis techniques showed that variation in the

outcomes of job enrichment studies can be attributed to sampling error alone, whereas variation

in the outcomes of RJP studies cannot. A search for moderators in the latter case revealed

moderate support for the notion that task complexity affects RJP outcomes. Furthermore, the

meta-analyses indicated that job enrichment interventions are about twice as effective at reducing

turnover as RJPs. Based on the calculated effect sizes, estimates of savings from turnover

reductions are provided.

1.8.5Psychology of employee lateness, absence, and turnover: A methodological critique

and an empirical study ( Chris W. Clegg,1983)

Data on organizational commitment, job satisfaction, lateness behavior,

unauthorized absence behavior, voluntary employee turnover, and biographical and situational

information were obtained for 406 employees of an engineering plant in England. Results

suggest the need for examination of the impact of behavior on affect. It is concluded that the

generalized notion of "withdrawal" is misleading and that a redirection of research in this area

both through methodological improvements and theoretical innovation is needed.

1.8.6 The relationship between pay and job satisfaction: A meta-analysis of the literature(

Timothy A. Judge Ronald F. Piccolo Nathan P. Podsakoff John C. Shaw and Bruce L.

Rich,2010)

The current study used meta-analysis to estimate the population

correlation between pay level and measures of pay and job satisfaction. Cumulating across 115

correlations from 92 independent samples, results suggested that pay level was correlated .15

with job satisfaction and .23 with pay satisfaction. Various moderators of the relationship were

investigated. Despite the popular theorizing, results suggest that pay level is only marginally

related to satisfaction.

1.8.7 Employee Satisfaction: Does Kano's Model Apply? (Kurt Matzler; Matthias

Fuchs; Astrid Schubert,2004)

Employee satisfaction has become one of the critical issues in total quality

management. Numerous studies investigate the antecedences and consequences of the construct.

It has been found that employee satisfaction drives productivity and customer satisfaction. In

order to better understand the drivers of employee satisfaction, the authors investigate whether

Kano's model of customer satisfaction also applies to employee satisfaction. Kano's model

distinguishes three categories of factors that have a different impact on the formation of customer

satisfaction: basic factors (dissatisfiers), excitement factors (satisfiers) and performance factors

(hybrid factors). In the first part of the paper, the authors review the literature on Kano's model

of customer satisfaction. Next, they discuss whether and how it applies to employee satisfaction.

The authors then report the findings of an empirical study in a pharmaceutical company. Using a

regression analysis with dummy variables, the authors find an asymmetric relationship between

the satisfaction with different factors and overall employee satisfaction, thereby confirming

Kano's model in the context of employee satisfaction.

1.8.8 A review and meta-analysis of research on the relationship between behavioral

intentions and employee turnover(Steel, Robert P.; Ovalle, Nestor K,1984)

The researcher reexamined the literature review on the relationship

between behavior intentions and employee turnover using meta-analysis procedures. The extent

to which moderator variables could be employed to explain variation in findings across intent–

turnover studies was assessed. A weighted average correlation of .50 was calculated between

behavioral intentions and employee turnover. Intentions were more predictive of attrition than

overall job satisfaction, satisfaction with work itself, or organizational commitment. The length

of time between procurement of predictor and criterion data influenced the magnitude of intent–

turnover relationships

1.8.9 Review and conceptual analysis of the employee turnover process. (Mobley, William

H,Griffeth, Rodger W,Hand, Herbert H, Meglino, B. M,1979)

This study tells that the researcher goes through Research on employee

turnover since L. W. Porter and R. M. Steers's and the analysis of the literature reveals that age,

tenure, overall satisfaction, job content, intentions to remain on the job, and commitment are

consistently and negatively related to turnover. Generally, however, less than 20% of the

variance in turnover is explained in this study. Lack of a clear conceptual model, failure to

consider available job alternatives, insufficient multivariate research, and infrequent longitudinal

studies are identified as factors precluding a better understanding of the psychology of the

employee turnover process. A conceptual model is presented that suggests a need to distinguish

between satisfaction (present oriented) and attraction/expected utility (future oriented) for both

the present role and alternative roles, a need to consider nonwork values and nonwork

consequences of turnover behavior as well as contractual constraints, and a potential mechanism

for integrating aggregate-level research findings into an individual-level model of the turnover

process.

1.8.10 Employee absenteeism: A review of the literature (Paul M. Muchinsky,1976)

The purpose of this paper is to review the literature on employee

absenteeism as a form of withdrawal behavior apart from turnover. Studies examining the

psychometric properties of absence measures are reviewed, along with the relationship between

absenteeism and personal, attitudinal, and organizational variables. Studies exploring the

relationship between absenteeism and turnover are examined according to the unit of analysis

studied in the research. Programmatic efforts to reduce employee absenteeism are also reviewed

in this study. Throughout the paper emphasis is placed on the indices used by investigators to

measure absenteeism, and the problems that have arisen in the literature through the use of

multiple indicators of absenteeism.

1.8.11 The importance of work conditions in the textile industry to worker

absenteeism(Belojevic G, Kocijancic R, Stankovic T,1990)

This study was performed by the Researcher in the "Belgrade Wool Co."

as a retrospective epidemiological investigation, for a three-year period (1985-1987), on a

sample of 134 blue-collar female workers. The following statistically significant facts were

established: in favourable working conditions (sewing department) the older workers (above the

age of 35 years) were absent from work because of illness longer than the younger workers; the

number of the younger workers (age 35 years or under) with sick absences increased as working

conditions worsened (wool-mills compared to sewing departments). Respiratory diseases made

the most frequent cause of absence from work. Harder working conditions influenced the

morbidity structure as cause of absenteeism resulting in the rise of prevalence of mental

disorders among the younger workers, and of locomotor and circulatory diseases among the

older ones. The younger workers showed a rising trend in the severity and frequency of injuries

as causes of absence from work, which correlated with the degree of deterioration of working

conditions. Finally, under extremely hard working conditions (wool-mills) the rate of

occupationally induced injuries among the younger workers was as much as three times higher

than among the older ones, and the duration of sick absences was longer.

http://www.ncbi.nlm.nih.gov/pubmed?term=%22Stankovi%C4%87%20T%22%5BAuthor%5D

http://www.ncbi.nlm.nih.gov/pubmed?term=%22Kocijanci%C4%87%20R%22%5BAuthor%5D

http://www.ncbi.nlm.nih.gov/pubmed?term=%22Belojevi%C4%87%20G%22%5BAuthor%5D

1.9 RESEARCH METHODOLOGY

A good Research work requires a clear scientific methodology because only

through the application of correct methodology in selection of sampling techniques, appropriate

tools of data collection,tools for analysis etc., well founded conclusions can be drawn on the

phenomena under consideration.

1.9.1 Research Problem

This study is based on the employees of Vijayarajan Textiles

Ltd.,Srivilliputhur.The Organization is facing problems in the cases of absenteeism and

turnover.Since employee satisfaction has effect on both employee absenteeism and turnover.The

researcher decides to study the 3 variables such as employee absenteeism,employee turnover and

satisfaction of employees.The research problem tries to answer the major reasons for employee

turnover and employee absenteeism.

1.9.2 Research Design

Research design contributes the blue print of collection, measures and

analysis of data. In specific terms, a Research Design is the arrangement of conditions for

collection and analysis of data in a manner that aims to combine relevance to the research prose

with economy in procedure.

Here in this study the Researcher used Descriptive Research. Descriptive

research is used to obtain information concerning the current status of the phenomena to describe

"what exists" with respect to variables or conditions in a situation. The methods involved range

from the survey which describes the status quo, the correlation study which investigates the

relationship between variables, to developmental studies which seek to determine changes over

time.

1.9.3 Population Size

The Population size of Vijayarajan Textiles Ltd.,Srivilliputhur is 150

employees.In that 150 employees, 143 employees are working in the factory such as spinning

drawing,autocorner etc., 4 employees were electricians and 3 employees were fitters.Inorder to

get accurate result for this study,the total 150 employees were taken for the study.Hence,Census

method is followed here.

1.9.4 Methods of Data collection

The data collected by the researcher for this study is through Primary

Sources.

1.9.4.1 Primary Sources

Primary data is the data that is collected afresh for the first time and that is

origin in nature. The primary data is collected through Questionnaire which is attached in the

appendix page.

1.9.4.2 Research Instrument

A structured questionnaire was prepared for the purpose of collecting the data. The

factors of the study were drawn out from the related studies and the statements of the schedule

were framed representing the factors.

1.9.4.2.1Questionnaire Design

3 Structured questionnaires are designed specifically to meet the

objectives of the study. The 3 questionnaire designed for the study includes questions related to

employee absenteeism, employee turnover and employee satisfaction. The 3 questionnaire are

designed to get the response from the employee at the same time itself. The questionnaire

includes 8 demographic variables to undergo the study.The demographic variables are falls under

nominal data category. Employee absenteeism includes 20 questions. Employee turnover

includes 15 questions. Employee satisfaction includes 14 questions. The questionnaires includes

a total of 49 questions which was designed on the basis of Likert scale.The 49 questions are

designed based on interval data.

In this study, the Researcher followed the 5 point scale as

Strongly Agree - 5

Agree - 4

Neutral - 3

Disagree - 2

Strongly Disagree - 1

1.9.5 Pre-Testing the Questionnaire

The survey was preceded by a pilot study, conducted by interviewing a

sample of 10 respondents. It helped in gathering more data for re-arranging, removing and

adding of questions in order to avoid confusion and for convenient answering. It helps to collect

more reliable data for the study.

1.9.6 Period of the Study

The study was conducted for a period of 4 months from January to April

2011. The respondents were contacted and interviewed in the factory premises during their lunch

hours and the contract workers were interviewed after their shift work in the factory.

1.9.7 Collection of Data

For collecting the data the respondents were contacted individually and

given a brief description about the nature and purpose of the study. For the convenience of the

respondents the statements were translated into Tamil language so that the respondents could

give their response without any difficulty. It also helps them for better understanding of the

questionnaire thus it also helps in collection of accurate data.

To carry out the survey each employee was interviewed for around 10 to

15 minutes and their responses were noted down.

1.9.8 Coding of the Questionnaire

Each questions in the questionnaire is coded numerically in order to enter

in the Excel Sheet for further analysis. This data entry helps in the reduction of huge data into a

small data. Each questionnaire is numbered at the right top corner of the questionnaire. This

helps in easiness of data entry in the Excel Sheet. The filled in questionnaire was thoroughly

analyzed for each and every answer given by the Respondents. The questionnaire is checked in

order to identify whether all the questions are responded by the respondents.

1.9.9 Tabulation

All the collected data were entered in the Excel sheet and thus it helps the

Researcher for further analysis and interpretation in SPSS Package by using various tools for

analysis which meet the objectives of the present study.

1.9.10 Nature of Data

The nature of data followed by the Researcher in this study is interval

data. Since the 49 questions are designed based on Likert Scale. The nature of data for personal

details used by the Researcher in this study is nominal data.

1.9.11 Dependent Variables of study

The dependent variable used by the Researcher for the study is

o Employee Absenteeism

o Employee Turnover

o Employee Satisfaction

1.9.12 Tools and Techniques for Analysis

The analysis part is carried out by the Researcher with the help of SPSS

Package.The data was entered in Excel sheet and then the excel sheet was loaded into SPSS

package for further analysis.

From the Package the specific analysis tool used for this study are as follows:

Correlation analysis

One Way ANOVA

Cross tabulation with Chi-square test

1.10 LIMITATIONS OF THE STUDY:

Some of the employees were newly hired by the Organization.Hence they did not

have enough knowledge about the organization.

The questions that we asked being personal, some of employees hesitated to

answer questions like their salary details and the relation with their superiors.

Some of the information given by the respondents may not be accurate.

CHAPTER 2

ANALYSIS AND INTERPRETATION

2.1ANALYSIS OF DATA

The Researcher in this study involves three major steps for the data analysis purpose, are

as follows:

Cleaning and organizing the data for analysis

Describing the data

Testing Hypothesis

Data preparation is the first step in analysis of data. The data collected are entered

in Excel sheet by giving specific codifications to the questionnaire. Descriptions of the data were

prepared tend to be brief and to focus on only the more unique aspects to this study, such as

specific data transformations that are performed. This will help the Researcher to do the analysis

and its interpretation in an easy way. Usually, the researcher links each of the inferential analysis

to specific research questions or hypotheses that were raised in the introduction that were tested

and it will emerged as part of the analysis.

2.2 Methods Used To Analyze Data

In this study, the Researcher analyzed the data mainly with help of SPSS

Package. Data collected from the respondents were entered and saved in Microsoft Excel.

2.2.1 Statistical Package for Social Sciences (SPSS)

The Researcher imported the data entered Excel sheet in the SPSS

Package for using various analysis and thus to achieve objective of this study.

The analysis used in the SPSS Package are as follows.

Correlation analysis

One Way ANOVA

Cross tabulation with Chi-square test

2.3 INTERPRETATION OF ANALYSIS

2.3.1 Cross Tabulation with Chi-square Test:-

2.3.1.1 Cross Tabulation for Age and Job Satisfaction

Inference

It is evident from the above table that the employees those who are less than 25

years of age were highly satisfied with their job followed by the employees those who got 25

years to 30 years of age.

1) To test whether Age has an effect on the Job Satisfaction of the employee

Table 2.1 Cross Tabulation for Age and Job Satisfaction

Job Satisfaction

TotalHighly

Satisfied Satisfied Neutral DissatisfiedHighly Dissatisfied

Age <25 yrs 70 13 4 0 1 88

25yrs-30yrs 12 7 1 1 0 21

30yrs-35yrs 10 7 0 0 0 17

35yrs-40yrs 9 2 1 1 0 13

>40yrs 9 1 0 1 0 11

Total 110 30 6 3 1 150

Ho: Age has no effect on the job satisfaction of the employee.

H1: Age has an effect on the job satisfaction of the employee.

Table 2.2 Chi-Square Tests for Age and Job Satisfaction

Value dfAsymp. Sig.

(2-sided)

Pearson Chi-Square 19.649a 16 .236

Likelihood Ratio 19.883 16 .226

Linear-by-Linear Association

1.169 1 .280

N of Valid Cases 150

19 cells (76.0%) have expected count less than 5. The minimum expected count is .07.

Inference

From the table we can interpret that since the obtained value .236 is above

0.05 So, the Ho value is accepted and the H1 value is rejected. Therefore, Age has no effect on

the job satisfaction of the employee.

2.3.1.2 Cross Tabulation for Work Experience and Job Satisfaction

Inference

It is clear from the above table that the employees who got less than 2 years of

working experience were highly satisfied with their job than other employees in the group.The

next highly satisfied employees were those who got working experience as more than 5 years.

Table 2.3 Cross Tabulation for Work Experience and Job Satisfaction

Job Satisfaction

TotalHighly


Work experience <2yrs 67 7 2 2 0 78

2yrs-3yrs 15 3 1 0 1 20

3yrs-4yrs 6 1 1 0 0 8

4yrs-5yrs 2 1 0 1 0 4

>5yrs 20 18 2 0 0 40

Total 110 30 6 3 1 150

2)To test whether Work Experience has an effect on the Job Satisfaction of the employee

Ho: Work Experience has no effect on the job satisfaction of the employee.

H1: Work Experience has an effect on the job satisfaction of the employee.

Table 2.4 Chi-Square Tests for Work Experience and Job Satisfaction

Value dfAsymp. Sig.

(2-sided)




6.619 1 .010


Inference

From the table we have analyzed that since the obtained value .000 is less

than 0.05 So, the Ho value is rejected and the H1 value is accepted.Therefore, Work Experience

has an effect on the job satisfaction of the employee.When work experience of an employee

increases he/she gains more knowledge about the job,thus the satisfaction towards the job

increases.

Inference

It is crystal clear from the above table that the employees those who are earning

less than 3000Rs as monthly income were highly satisfied with their job followed by the

employees those who are earning 3000Rs-3500Rs as their monthly income.

2.3.1.3 Cross Tabulation for Monthly Income and Job Satisfaction

Table 2.5 Cross Tabulation for Monthly Income and Job Satisfaction

Job Satisfaction

TotalHighly


Monthly Income

<3000Rs 44 1 1 0 0 46

3000Rs-3500Rs 30 5 2 3 0 40

3500Rs-4000Rs 15 8 1 0 0 24

4000Rs-4500Rs 15 11 1 0 0 27

>4500Rs 6 5 1 0 1 13

Total 110 30 6 3 1 150

3)To test whether Monthly Income has an effect on the job satisfaction of the employee

Ho: Monthly Income has no effect on the job satisfaction of the employee

H1: Monthly Income has an effect on the job satisfaction of the employee

Table 2.6 Chi-Square Tests for Monthly Income and Job Satisfaction

Value dfAsymp. Sig.

(2-sided)




11.851 1 .001


a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is .09.

Inference


than 0.05 .So, the Ho value is rejected and the H1 value is accepted.Therefore, Monthly Income

has an effect on the job satisfaction of the employee.

2.3.1.4 Cross Tabulation for Educational Qualification and Job Satisfaction

Table 2.7 Cross Tabulation for Educational Qualification and Job Satisfaction

Job Satisfaction

TotalHighly

Satisfied Satisfied NeutralDissatis

fiedHighly Dissatisfied

Educational Qualification

Illiterate 17 3 3 2 0 25

Below S.S.L.C 64 10 2 0 0 76

S.S.L.C 22 10 1 1 0 34

+2 4 3 0 0 1 8

I.T.I 3 4 0 0 0 7

Total 110 30 6 3 1 150

Inference

It is evident from the above table that the employees who are qualified

below S.S.L.C were highly satisfied followed by the employees those who are completed

S.S.L.C as their educational qualification.

4)To test whether Educational Qualification has an effect on the job satisfaction of the

employee

Ho: Educational Qualification has no effect on the job satisfaction of the employee

H1: Educational Qualification has an effect on the job satisfaction of the employee

Table 2.8 Chi-Square Tests for Educational Qualification and Job Satisfaction

Value dfAsymp. Sig.

(2-sided)




1.156 1 .282


a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is .05.

Inference


than 0.05 So, the Ho value is rejected and the H1 value is accepted. Therefore, Educational

Qualification has an effect on the job satisfaction of the employee.This explains that when

educational qualification of an employee increases he/she will also satisfied with his/her job.This

is due to the knowledge gained through his/her education.

2.3.2 One way Anova:

1) To test whether there is any difference between age group of employees and their job

satisfaction.

Ho: There is no significant difference in age group of employees and their job

satisfaction.

H1: There is significant difference in age group of employees and their job satisfaction.

Table 2.9 Age group of Employees and their Job Satisfaction.

Sum of Squares df Mean Square F Sig.

Between Groups 11.119 4 2.780 1.652 .164

Within Groups 243.921 145 1.682

Total 255.040 149

Table 2.10 Age group of Employees and their Job Satisfaction.

Age

N Mean

Std. Deviatio

nStd.

Error

95% Confidence Interval for Mean

Minimum

Maximum

Lower Bound Upper Bound

<25 yrs 110 1.86 1.337 .128 1.61 2.12 1 5

25yrs-30yrs 30 2.03 1.129 .206 1.61 2.45 1 5

30yrs-35yrs 6 1.67 1.211 .494 .40 2.94 1 4

35yrs-40yrs 3 3.67 1.528 .882 -.13 7.46 2 5

>40yrs 1 1.00 . . . . 1 1

Total 150 1.92 1.308 .107 1.71 2.13 1 5

Inference:

From the above anova table, it is seen that, the significance value,0.164 is

greater than 0.05, so the null hypothesis is accepted. Hence H1 is rejected.Therefore, there is no

significant difference between age group of employees and their job satisfaction.

2)To test whether there is any difference between work experience of employees and their

job satisfaction

Ho: There is no significant difference in work experience of employees and their job

satisfaction

H1: There is significant difference in work experience of employees and their job

satisfaction

Table 2.11 Work Experience Of Employees And Their Job Satisfaction


Between Groups 65.155 4 16.289 6.308 .000

Within Groups 374.418 145 2.582

Total 439.573 149

Table 2.12 Work Experience Of Employees And Their Job Satisfaction

Work experience

NMea

n

Std. Deviatio

nStd.

Error


MinimumMaximumLower Bound Upper Bound

<2yrs 110 2.03 1.547 .148 1.73 2.32 1 5

2yrs-3yrs 30 3.67 1.768 .323 3.01 4.33 1 5

3yrs-4yrs 6 2.83 1.835 .749 .91 4.76 1 5

4yrs-5yrs 3 2.00 1.732 1.000 -2.30 6.30 1 4

>5yrs 1 2.00 . . . . 2 2

Total 150 2.39 1.718 .140 2.11 2.66 1 5

Inference:


less than 0.05, so the null hypothesis is rejected. Hence H1 is accepted. Therefore, there is

significant difference between work experience of employees and their job satisfaction.

From the descriptive table it is clear that the employees those who have

experience of 2yrs – 3yrs where most highly satisfied with their job followed by the employees

those who have experience of 3yrs – 4yrs.

3)To test whether there is any difference between educational qualification of employees

and their job satisfaction.

Ho: There is no significant difference in educational qualification of employees and their

job satisfaction

H1: There is significant difference in educational qualification of employees and their job

satisfaction

Table 2.13 Educational Qualification Of Employees And Their Job Satisfaction.


Between Groups 16.127 4 4.032 4.723 .001

Within Groups 123.767 145 .854

Total 139.893 149

Table 2.14 Educational Qualification Of Employees And Their Job Satisfaction

Educational Qualification

N MeanStd.

DeviationStd.

Error


MinimumMaximumLower Bound

Upper Bound

Illiterate 110 2.20 .844 .080 2.04 2.36 1 5

Below S.S.L.C 30 2.83 1.177 .215 2.39 3.27 1 5

S.S.L.C 6 1.67 .816 .333 .81 2.52 1 3

+2 3 1.67 1.155 .667 -1.20 4.54 1 3

I.T.I 1 4.00 . . . . 4 4

Total 150 2.31 .969 .079 2.15 2.46 1 5

Inference:

From the above anova table, it is seen that, the significance value, 0.001 is


significant difference between educational qualification of employees and their job satisfaction.

From the descriptive table it is clear that the employee those who have

I.T.I as their educational qualification where most highly satisfied followed by the Below

S.S.L.C employees .The least satisfied group was the employees those have their educational

qualification as S.S.L.C and +2.

4)To test whether there is any difference between monthly income of employees and their

job satisfaction

Ho: There is no significant difference in monthly income of employees and their job satisfaction

H1: There is significant difference in monthly income of employees and their job satisfaction.

Table 2.15 Monthly Income Of Employees And Their Job Satisfaction


Between Groups 47.375 4 11.844 8.024 .000

Within Groups 214.018 145 1.476

Total 261.393 149

Table 2.16 Monthly Income of Employees and Their Job Satisfaction

Monthly Income

N MeanStd.

DeviationStd.

Error


MinimumMaximumLower BoundUpper Bound

<3000Rs 110 2.17 1.248 .119 1.94 2.41 1 5

3000Rs-3500Rs

30 3.47 1.074 .196 3.07 3.87 1 5

3500Rs-4000Rs

6 2.83 1.472 .601 1.29 4.38 1 5

4000Rs-4500Rs

3 2.00 .000 .000 2.00 2.00 2 2

>4500Rs 1 5.00 . . . . 5 5

Total 150 2.47 1.325 .108 2.26 2.69 1 5

Inference:



significant difference between monthly income of employees and their job satisfaction.

From the descriptive table it is clear that the employee those who got more

than 4500Rs as monthly income where most highly satisfied with their job followed by the

employees those who got monthly income as 3000Rs – 3500Rs.

2.3.3 Correlation Analysis:

1) To test whether there is relationship between Job satisfaction and Satisfaction with the

Pay of the employee.

Ho: There is no relationship between Job satisfaction and Satisfaction with the Pay of the

employee.

H1: There is relationship between Job satisfaction and Satisfaction with the Pay of the

employee.

Table 2.17 Correlation between Job satisfaction and Satisfaction with

the Pay of the employee

Job Satisfaction

Satisfaction with the pay

Job Satisfaction Pearson Correlation 1 .462**

Sig. (2-tailed) .000

N 150 150

Satisfaction with the pay

Pearson Correlation .462** 1


N 150 150

**. Correlation is significant at the 0.01 level (2-tailed).

Inference :

From the above correlation table, the significance value 0.000 is less than

0.01, so null hypothesis is rejected. Therefore there is a relationship between pay provided by the

organization and job satisfaction. The Pearson correlation value is 1 there for there is a +ve

relationship which shows that when the pay provided by the organization increases, Job

satisfaction of the employees will also increase.

2)To test the relationship between Job satisfaction and working environment in the

organization.

Ho: There is no relationship between Job satisfaction and working environment in the organization.

H1: There is relationship between Job satisfaction and working environment in the organization.

Table 2.18 Correlation between Job satisfaction and working

environment in the organization.

Job satisfaction

Working Environment

Job satisfaction Pearson Correlation 1 .334**


N 150 150

Working Environment Pearson Correlation .334** 1


N 150 150


Inference:


0.01, so null hypothesis is rejected. Therefore there is a relationship between working

environment in the organization and job satisfaction.Hence if the employees feel that they are

working in a secured place then the employees will work with satisfaction.

3) To test the relationship between Job satisfaction and co-workers relationship in the

organization.

Ho: There is no relationship between Job satisfaction and co-workers relationship in the

organization.

H1: There is relationship between Job satisfaction and co-workers relationship in the

organization.

Table 2.19 Correlation between Job satisfaction and co-workers

relationship in the organization.

Job satisfaction

Co-workers relationship



N 150 150

Co-workers relationship Pearson Correlation .551** 1


N 150 150


Inference:


0.01, so null hypothesis is rejected. Therefore there is a relationship between co-workers

relationship in the organization and job satisfaction. Thus when the employees have a smooth

relationship with their co-workers, they will do the work in a satisfied manner.

4)To test the relationship between Job satisfaction and Supervisors behavior in the

organization.

Ho: There is no relationship between Job satisfaction and Supervisors behavior in the

organization.

H1: There is relationship between Job satisfaction and Supervisors behavior in the

organization.

Table 2.20 Correlation between Job satisfaction and Supervisors

behavior in the organization.

Job satisfaction

Supervisors behavior



N 150 150

Supervisors behavior Pearson Correlation .476** 1


N 150 150


Inference :


0.01, so null hypothesis is rejected.Therefore there is a relationship between supervisor’s

behavior in the organization and job satisfaction. Thus when the employees are treated fairly by

their supervisors they will do the work in a proper manner.

5) To test whether there is relationship between Employee absenteeism and health

problems of an employee.

Ho: There is no relationship between employee absenteeism and health problem of an

employee.

H1: There is relationship between employee absenteeism and health problems of an

employee.

Table 2.21 Correlation between Employee absenteeism and health

problems of an employee.

Employee absenteeism

Health problems

Employee absenteeism Pearson Correlation 1 .418**


N 150 150

Health problems Pearson Correlation

.418** 1


N 150 150


Inference:


0.01, so null hypothesis is rejected.Therefore there is a relationship between employee

absenteeism and health problems of an employee.Thus the employees those who are suffering

from health problems will be absent to the organization.

6) To test whether there is relationship between Employee absenteeism and family

functions of the employee.

Ho: There is no relationship between employee absenteeism and family functions of the

employee.

H1: There is relationship between employee absenteeism and family functions of the

employee.

Table 2.22 Correlation between Employee absenteeism and family

functions of the employee.


Family functions

Employee absenteeism Pearson Correlation

1 .356**


N 150 150

Family functions Pearson Correlation

.356** 1


N 150 150


Inference:


0.01, so null hypothesis is rejected. Therefore there is a relationship between employee

absenteeism and family functions of an employee. Thus when the employees got any family

function and festivals they prefer to attend the function rather than coming to the organization.

7) To test whether there is relationship between Employee absenteeism and family member

illness.

Ho: There is no relationship between employee absenteeism and family member illness.

H1: There is relationship between employee absenteeism and family member illness.

Table 2.23 Correlation between Employee absenteeism and family

member illness.


Family member illness

Employee absenteeism Pearson Correlation

1 .534**


N 150 150

Family member illness Pearson Correlation

.534** 1


N 150 150


Inference:

From the above correlation table, the significance value 0.000 is less than 0.01, so null

hypothesis is rejected. Therefore there is a relationship between Employee absenteeism and

family member illness. Hence when the family member of the employees got illness they are

absent to the organization.

8) To test whether there is relationship between Employee turnover and health problems of

an employee.

Ho: There is no relationship between employee turnover and health problem of an

employee.

H1: There is relationship between employee turnover and health problems of an

employee.

Table 2.24 Correlation between Employee turnover and health problems of an employee.

Employee turnover

Health problems

Employee turnover

Pearson Correlation

1 .552**


N 150 150

Health problems

Pearson Correlation .552** 1


N 150 150


Inference:


0.01, so null hypothesis is rejected.Therefore there is a relationship between employee turnover

and health problems of an employee. Thus those employees who are suffering from health

problems will move out of the organization

9) To test whether there is relationship between Employee Turnover and marriage of a

female employee.

Ho: There is no relationship between employee turnover and marriage of a female

employee.

H1: There is relationship between employee turnover and marriage of a female employee.

Table 2.25 Correlation between Employee Turnover and marriage of a

female employee.

Employee Turnover Marriage

Employee Turnover

Pearson Correlation 1 .099


N 150 150

Marriage Pearson Correlation .099 1


N 150 150

Inference:

From the above correlation table, the significance value 0.226 is greater

than 0.01, so null hypothesis is accepted. Therefore there is no relationship between employee

turnover and marriage of the female employees. Thus the marriage of the female employees will

not affect the turnover of the Organization.

10) To test whether there is relationship between Employee Turnover and the

dissatisfaction with the Pay of the employee

Ho: There is no relationship between employee turnover and the dissatisfaction with the

Pay of the employee

H1: There is relationship between employee turnover and the dissatisfaction with the Pay

of the employee.

Table 2.26 Correlation between Employee Turnover and the dissatisfaction with the Pay of

the employee

Employee Turnover Dissatisfaction with pay

Employee Turnover

Pearson Correlation

1 .721**


N 150 150

Dissatisfaction with pay

Pearson Correlation

.721** 1


N 150 150


Inference:


0.01, so null hypothesis is rejected. Therefore there is a relationship between the dissatisfaction

with the pay of the employee and employee turnover. Thus the employees of this organization

moving out of the job due to dissatisfaction with the pay provided by the organization.

11) To test whether there is relationship between Employee Turnover and dust produced in

the factory.

Ho: There is no relationship between employee turnover and dust produced in the factory.

H1: There is relationship between employee turnover and dust produced in the factory.

Table 2.27 Correlation between Employee Turnover and dust

produced in the factory.

Employee Turnover Dust

Employee turnover

Pearson Correlation 1 .458**


N 150 150

Dust Pearson Correlation .458** 1


N 150 150


Inference:


0.01, so null hypothesis is rejected. Therefore there is a relationship between employee turnover

and the dust produced in the factory. Those employees who cannot work in the cotton dust

produced in the factory are leaving out of the organization.

CHAPTER 3

3.1 FINDINGS

From the study it is found that 111 female employees and 39 male

employees are working in this organization. It is found that 88 employees are less than the age of

25 years. Majority of the employees (76) have educational qualification as below S.S.L.C.Out of

150 employees 78 employees have less than 2 years of experience. Majority of the employees

(46) were earning less than 3000Rs as their monthly income.

From the study it is found out that the employees are absent to the

organization due to personal reasons which include health problems, family member illness, to

attend family functions etc.,

From the Study the Researcher found out that the main reason for the

employee turnover in this organization is due to the dust produced in the factory. Majority of the

employees also accept health problems as a main reason for the turnover.

From the responses of the employees the Researcher found out that the

majority of the employees are satisfied with their job. From this study it is found out that the

working environment, safety measures, welfare benefits in the organization has more impact on

the overall job satisfaction of the employees. Employees are satisfied with the shift system

method of work in the organization. Employees are satisfied with their pay provided by the

Organization.

The employees of this organization are not satisfied with their safety

measures provided by the organization.

Employees are satisfied with their supervisors approach towards them.

The employees have a friendly relationship with their co-workers.

3.2 SUGESSTIONS

Since from the study it is identified that the dust produced in the factory has a

greater impact in the employee turnover rate. So the organization has to provide

headcap, mask to the employees as safety measures.

Employee health problems are another main factor for turnover. So the

organization can arrange regular health check up for the employees.

The organization has to take necessary steps in order to avoid the dust produced in

the factory.

CONCLUSION:

It is necessary for every organization to understand the factors which are

affecting the employee turnover, absenteeism and satisfaction. This will help the employers to

reduce the cost incurred for employee turnover rate. Thus the management can attain their

objectives within the specified time period.

The employees of Vijayarajan Textiles are satisfied with their Job,

Pay.The employees of Vijayarajan Textiles Ltd., are taking leaves for various personal reasons

such as health problems, family member illness etc.,From this study the Researcher found out

that the employee turnover in this organization is due to the dust produced in the factory. The

study concluded that the management has to take necessary steps for the dust produced in the

factory in order to decrease the employee turnover.

APPENDIX

QUESTIONNAIRE

No: ______

A study on Employee Absenteeism, Turnover and Satisfaction with special reference to Vijayarajan Textiles Ltd., Srivilliputhur.

Dear sir/Madam

Myself, Chithra Devi.V, doing second year MBA in Mepco Schlenk Engineering College, Sivakasi. This questionnaire is a part of my Final semester project. The aim of the study is to find the various reasons and causes of Employee Absenteeism, Turnover and Satisfaction level of employees in Vijayarajan Textiles Ltd., Srivilliputhur. Any information provided would be used only for my academic purpose only.

Personal Data

Name:

Gender: a) Male b) Female

Age: a) Less than 25yrs b) 25yrs – 30yrs c) 30yrs – 35yrs

D) 35yrs – 40yrs e) Above 40yrs

Marital Status: a) Married b) Unmarried

No. of members in the Family: a) 2 b) 3 c) 4 d) 5 e) 6

Educational Qualification: a) Illiterate b) Below S.S.L.C c) S.S.L.C d) +2e) I.T.I

Work Experience: a)Less than 2yrs b)2yrs – 3yrs c)3yrs – 4yrsd)4yrs – 5yrs e)Above 5yrs

Monthly Income: a) Less than 3000Rs b) 3000Rs – 3500Rs c) 3500Rs – 4000Rsd) 4000Rs – 4500Rs e) Above 4500Rs

No: ______

Employee Job Satisfaction

Do you agree with the following statements?Mark as – SA – Strongly Agree

A – Agree N – Neutral D – Disagree SD – Strongly Disagree

SA(5)

A(4)

N(3)

D(2)

SD(1)

1 Iam satisfied with my job.2 I feel comfortable to work with my co-workers.3 Iam treated fairly by my supervisors.4 I feel bored because of monotonous work.5 Iam satisfied with the pay6 Iam happy with the safety measures provided in the

Organization.(Head cap,Earmuff,Mask)7 Iam satisfied with the welfare benefits in the

Organization.(E.S.I,P.F,Gratuity,First Aid Box etc)8 Iam satisfied with the timing of the job.9 There is a lot of wasted time here due to poor

planning.10 The jobs here are well Organized and Co-

coordinated.11 I am satisfied with the leisure time provided by the

organization 12 I am satisfied with the Bonus provided by the

organization 13 I am satisfied with the Working Environment in the

organization14 I am not satisfied with the Shift system Method

followed in the organization

No: ______

Employee AbsenteeismDo you agree with the following statements?Mark as – SA – Strongly Agree


SA(5)

A(4)

N(3)

D(2)

SD(1)

1 I usually take leave without any prior information to the Organization.

2 Iam satisfied with the leave facility provided by the Organization.

3 Iam very happy to come to Organization daily.4 Iam absent to the Organization due to health problems

(headache,cold,earache)5 I will prefer to attend my Family functions and festivals

than coming to Organization.6 I feel free to work with my peers in the Organization.7 There is a friendly relationship between me and my Co-

workers.8 There is no appreciation from supervisors even though

there is full attendance.9 The supervisors are treating the employees in a good

manner.10 Iam absent to the Organization due to family member

illness.11 The wages provided by the Organization is Fair and

equitable to all workers.12 Iam absent to the Organization due to low pay provided

by the Organization.13 Iam not satisfied with the working hours of the

Organization.14 The safety measures provided by the Organization are

Satisfactory.15 There is lack of welfare facilities in the Organization.16 Iam very much satisfied with the prevailing company

policies.17 Iam absent to the Organization due to the work load.18 The work place in the Organization is very pleasant to

work.19 Iam absent to the Organization due to stress.20 Iam not interested to come to Organization since it is a

monotonous job.

No: ______

Employee Turnover

Do you agree with the following statements?Mark as – SA – Strongly Agree


I feel the turnover in this Organization is due toSA(5)

A(4)

N(3)

D(2)

SD(1)

Salary1 Dissatisfaction with pay2 Salary not matches the Work load

Working Environment3 Dust4 Health problems5 Unfair timing of job

Recognition6 Timely recognition is not here7 Skill is not recognized

Facilities8 Transport facility is not sufficient9 Canteen facility is not satisfactory

Supervisor and co-workers relationship in the work place

10 Unfair treatment of supervisors11 Problems with co-workers12 Unfair grievance handling procedure13 Proper Motivation is not here14 Unsecured job

Shifting of Place15 Due to Marriage

Thank you for sparing your precious time for filling this questionnaire.

Respondent’s Signature:

REFERENCES

Donald R.Cooper and Pamela S.Schindler (2009), ‘Business

Research Methods’ Tata McGraw Hill Education Private Limited,

New Delhi.

K.Aswathappa(2009),’Human Resource Management’ Tata McGraw

Hill Education Private Limited, New Delhi.

Porter,LymanW,Steers, Richard M(1973) “Organizational, work, and personal

factors in employee turnover and absenteeism”Psychological Bulletin, Vol

80(2) pp. 151-176.

Carsten, Jeanne M.; Spector, Paul E,( 1987) “Unemployment, job satisfaction,

and employee turnover: A meta-analytic test of the Muchinsky model “Journal

of Applied Psychology, Vol 72(3), pp. 374-381.

Paul M. Muchinsky and Mark L. Tuttle,( 1979)“Employee turnover: An

empirical and methodological assessment “Journal of Vocational Behavior

Volume 14, (1) pp.43-77

McEvoy,GlennM.;Cascio,Wayne F,(1985)”Strategies for reducing employee

turnover: A meta-analysis “Journal of Applied Psychology, Vol 70(2), pp.342-

353.

ChrisW.Clegg,(1983)“Psychology of employee lateness, absence, and

turnover: A methodological critique and an empirical study “Journal of

AppliedPsychology Volume 68 (1) pp.88-101

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Timothy A. Judge Ronald F. Piccolo Nathan P. Podsakoff John C. Shaw

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A meta-analysis of the literature“Journal of vocational BehaviorVolume 77

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Kurt Matzler; MatthiasFuchs; Astrid Schubert,(2004) “Employee Satisfaction:

Does Kano's Model Apply? Total Quality Management & Business

Excellence Volume 15(9&10)2004, pp. 1179 - 1198

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