Job Satisfaction: Investigating the Role of Experience & Education

By Kardam, Bhajan Lal; Rangnekar, Santosh | Researchers World, October 2012 | Go to article overview

Job Satisfaction: Investigating the Role of Experience & Education


Kardam, Bhajan Lal, Rangnekar, Santosh, Researchers World


ABSTRACT

The present study investigates the functions of experience and educational level on job satisfaction. Job satisfaction is defined as the emotional feeling of an employee towards his job. Further, Job satisfaction is defined as an affective reaction to a job that results from the comparison of perceived outcomes with those that are desired. It is a psychological attachment of an employee with his job. The study first examines the theoretical understanding of demographic variables & job satisfaction, followed by an empirical investigation. The data was collected by using standardised scale: Job Satisfaction Scale (Spector, 1985). The study covers middle and senior level executives of PSU and Private sector organizations. Descriptive statistics, Correlation, T-test, and ANOVA were employed on the collected data to find out the answer of research questions and to achieve the research objectives. The finding of the study divulges that no significant difference exists between difference experience groups as well in different level of educational groups, related to job satisfaction. But deep enquiry of results clearly shows that few dimensions of job satisfaction have significant difference in various experience and educational groups. This study is a contribution in extant literature pool of demographic study of job satisfaction. It will also enhance the understanding of job satisfaction in Indian organizations. Subjects of the study are bound to the top and middle level employees. Similar study can be done on lower level of employee to find out more favourable results.

Keywords: Job satisfaction, Education, Experience, Pay, Communication.

INTRODUCTION:

This paper explores the force of experience and education level on the satisfaction related to job. For many years researchers have examined relationships between organizational properties, attitudinal and behavioural responses of employees. Empirically, organizational attributes have regularly been assessed by the content and background dimension of the work setting. Categorization of the task content has often been scored by the level of job enrichment, while the place of work structural properties has often been determined by the extent of centralisation and formalization (Aiken and Hage, 1968; Brass, 1981). Several researchers have reported how the content of the task (e.g. skill, identity, significance, feedback and autonomy) can be changed or customized to influence the motivation of the person at work (Hackman and Lawler, 1971). Understanding about the associations between the organizational structural context and motivation, and how these associations are helpful to job satisfaction and organizational commitment have been developed and widely accepted (Buchanan, 1974; Pierce et al., 1979). The researchers have identified lot of relation related to job context and structural properties but a few researchers have identified the direct relation of job satisfaction with demographic variable like experience, education. Although who have find such relation are in U-shaped. This research is a further contribution to demographic studies.

Demographic variables play an important role in the behavioural studies. These are widely used in the studies of turnover and absenteeism. Demographic variable are the societal aspect for an individual. Tenure, age, gender, education and job levels are the 5 most cited demographic variables by the Mowday et al & Mobley models (1982). The literature speculates that older worker will differ in performing ethicality business activity (Kholberg, 1984). Ones, Viswesvaran, & Schmidt, (1993) proposed an empirically evidence that younger workers score low in truthfulness tests perhaps due to youthful in discretion and commotion. This is due to; older workers are more mature, less precipitate and more practical about their prospect (Cleveland & Shore, 1992). There are plentiful literature exists that older worker perform more ethically rather than new comers (Ruegger & King 1992, Callan 1992, Serwinek 1992). …

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