Job Satisfaction of Workers of KERAFED Oil Complex, Karunagappally, Kollam

IJCBM International Journal of Commerce and Business Management DOI: 10.15740/HAS/IJCBM/13.1/1-8 ISSN:0974-2646 Volume 13 | Issue 1 | April, 2020 | 1-8  Visit us : www.researchjournal.co.in

RESEARCH PAPER Job satisfaction of workers of KERAFED Oil Complex, Karunagappally, Kollam

Soni Solaman

Received : 14.01.2020; Revised : 01.03.2020; Accepted : 15.03.2020 ABSTRACT The study entitled “Job satisfaction of workers of KERAFED Oil Complex, Karunagappally, Kollam” had been undertaken to examine the level of satisfaction of workers in the organisation. Ten parameters structured around Frederick Hertzberg’s Motivation-Hygiene Theory had taken for the study. The sample size of the study is 70 permanent workers along with 10 temporary workers as a control group. Satisfaction indices and percentages were used to analyze the data obtained through structured interview schedule. The satisfaction levels are categorized into five; excellent (above 80), good (61-80), moderate (41-60), poor (21-40) and very poor (upto 20). The majority of workers were married males are Hindus belonged to OBC category, aged between 41-50 years with higher secondary education and in service for 20-25 years. Most of the workers were having owned house with lands between 1-10 cents and cent per cent of the workers owned two wheelers. From the ten selected parameters, the level of satisfaction of permanent workers was excellent for the parameters viz., work hours, government policy, superiors managing ability, employee welfare activities, degree of participation and interpersonal relationship whereas three parameters viz., quality of physical environment, satisfaction with wages and retirement benefits and job security and promotional benefits were categorised as good. However the company and administrative policy was categorized as moderate. Out of ten parameters, six parameters obtained satisfaction index above the overall job satisfaction index. The overall job satisfaction index of 81 per cent for permanent workers is closer to the upper limit of the category of good may be because of the comparatively low satisfaction indices obtained for the parameters viz., company and administrative policy, quality of physical environment, satisfaction with wages and retirement benefits and job security and promotional benefits. The overall job satisfaction index of permanent workers was 81 per cent which indicates level of satisfaction as excellent whereas for temporary workers, it was 73 per cent which indicates level of satisfaction as good. KEY WORDS : SA – Strongly Agree, A – Agree, MA – Moderately Agree, DA- Disagree, SDA – Strongly Disagree

How to cite this paper : Solaman, Soni (2020). Job satisfaction of workers of KERAFED Oil Complex, Karunagappally, Kollam. Internat. J. Com. & Bus. Manage, 13(1) : 1-8, DOI: 10.15740/HAS/IJCBM/13.1/1-8. Copyright@ 2020: Hind Agri-Horticultural Society.

AUTHOR FOR CORRESPONDENCE uman resource is one of the most important Soni Solaman, College of Co-operation, Banking and Management assets of an organisation. Even if resources such Kerala Agricultural University, KAU (PO), Vellanikkara, Thrissur as plant and equipment as well as financial assets (Kerala) India H E-mail: [email protected] are and will continue to be vital for almost every organisation such resources will have to be handled and

HIND INSTITUTE OF COMMERCE AND BUSINESS MANAGEMENT Soni Solaman managed by human resources properly and judiciously. faculty members in arts and science institutions. Sample The physical resources alone cannot subscribe to the consists of 98 faculty members in Tami Nadu. The result growth of an organisation without human resource of the study showed that the emotional intelligence at component which transforms physical resources into work has a great influence on the level of job satisfaction productive resources. Job forms an essential part of a and in turn on work performance. man’s life. Workers analysis involves collecting job Khan and Ahmed (2013) conducted a study to related information, duties, responsibilities, skills and measure the job satisfaction of library professionals knowledge required to perform the jobs. For any serving in public sector universities of Khyber employee work is not merely a tool for financial benefits, Pakhtunkhwa, Pakistan. A total of 49 responses were but an idol of workship. Better performance leads to collected and analyzed. The study reveals that although high employee satisfaction and rewards. If these rewards library professionals working in these institutions were are seen as fair and equitable, the improved satisfaction slightly satisfied with their nature of work, they were develops because workers feel that they are receiving dissatisfied with supervision, benefits, promotion, revision rewards in proportion to their performances. of service structure, promotion policies, improvement in Job satisfaction essentially means economy of academic qualification and advance training were efforts, getting rid of avoidable tension, utilizing the suggested by the researcher. energies of the employees for better performance of work instead of allowing them to be dissipated needlessly. Statement of problem: Satisfaction of employees with their work is directly Job satisfaction is a feeling of emotional response related with the extent to which their jobs provide them to the work one do and the environment in which one do with rewarding outcomes as pay, fringe benefits, that work. The feeling he/she experience can be positive appreciation from their supervisors, a high probability of one in which case one experience job satisfaction or that promotions, close interaction with co-workers, an can be negative in which case one experience job opportunity to influence decisions, which has future dissatisfaction. It is the feeling of an individual employee. effects on them. Job satisfaction expresses the amount of agreement Raghunatha Reddy and Krishna Sudheer (2011) between one’s expectations of the job and rewards that studied the employee involvement and job satisfaction in the job provides. Dissatisfaction can lead to low level of Indian corporate sector. This study meant to find out the commitment towards the job and the organisation as a employee’s attitude towards job satisfaction and job whole. However, since satisfaction is subjective, involvement. The findings of the study show that the practically, it is not possible for any organisation to satisfy managerial level of employees has low level of all requirements of employees in total. The workers who satisfaction and engineers have low level of job are satisfied are the biggest asset of an organisation, involvement and supervisors have low level of whereas dissatisfied workers are the biggest liability. commitment towards the organisation. Therefore, job satisfaction plays a key role not only in Natarajan (2012) conducted a study in a public the happiness and prosperity of the individuals, but also sector organisation with an all India presence. This study in the progress and growth of the organisation as a whole. explored the relationship of personal and organisational The secret and success of every organisation are nothing values with job satisfaction. 220 participants from a large but sheer commitment, single minded dedication and public sector organisation were asked to rate on a 7 point sustained effort of its workers to effectuate organisational scale the 24 items value taxonomy developed by goals. The prime motive of a co-operative organisation McDonald and Gandz. Results revealed that perceived is to improve the livelihood of farmers through income organizational values emerge as potent predictor of all generation, rather than being profitable. Sustainability is the three components of job satisfaction as compared to the prime factor that an organisation should ensure for personal values. its progress.It can be achieved only through the better Samanvitha and Jawahar (2012) aimed at performance of workers who are contributing their determining and establishing a relationship between maximum potential towards work. strategic emotional intelligence and job satisfaction among KERAFED, the Kerala Kera Karshaka

Internat. J. Com. & Bus. Manage., 13(1) April, 2020 : 1-8 2 HIND INSTITUTE OF COMMERCE AND BUSINESS MANAGEMENT Job satisfaction of workers of KERAFED Oil Complex, Karunagappally, Kollam

Sahakarana Federation is the apex level co-operative Monetary variables: federation of coconut farmers in Kerala established in – Satisfaction with wages and retirement benefits the year 1987 with the brand name”KERA”. KERAFED – Job security and promotional benefits is playing a major role in the copra procurement and processing in our state by co-ordinating the farmers and Non- monetary variables: primary agricultural co-operative societies spread all over – Company and administrative policy the state. It was constituted with the objective of procuring – Quality of physical environment the produce of coconut farmers to regulate marketing – Working hours operations and offer them attractive support prices. The – Government policy first oil extraction unit was opened at Puthiyakavu, – Superiors managing ability Karunagappally as KERAFED Oil Complex in the year – Employees welfare activities 1991. The KERAFED Oil Complex produces various – Degree of participation value added products such as coconut oil, coconut milk – Interpersonal relationships powder, desiccated coconut and coconut cake. The study is an attempt to examine the job satisfaction of workers Statistical tool: of KERAFED Oil Complex undertaken with the The level of satisfaction of workers was studied at following objectives. two stages. – Ascertaining the level of satisfaction for Objective of the study: individual parameter and contribution of each parameter To study the level of job satisfaction of workers of to the total satisfaction. KERAFED Oil Complex. – Working out the overall job satisfaction index based on the findings of first stage. METHODOLOGY The methodology adopted to ascertain the level of The study was solely depends upon primary data satisfaction for the two levels are as follows; collected through structured interview schedule. The data – Scores were assigned to the responses as 5, 4, from the selected sample respondents were collected 3, 2, and 1 for SA, A, MA, DA, SDA, respectively. by administrating a structured interview schedule. The The score for the parameters are derived by location was at KERAFED Oil Complex, multiplying the number of workers with respective scores Karunagappally, Kollam district of Kerala. The survey and its subsequent summing. Job satisfaction index was and data collection had been conducted during the month calculated by applying this formula as follows: of October 2017. Actual scoreobtained Job satisfaction index  x100 Sample selection: Maximum obtainablescore Workers with less than 10 years of experience were The satisfaction levels were categorized as follows eliminated. Thus the population constituted was 120 based on the scores obtained permanent workers. Out of this 120 permanent workers, 70 workers were selected by administrating simple Job satisfaction index Levels of satisfaction random sampling technique which constituted 67 per cent Above 80 Excellent of the total population. Further of the total of 23 61- 80 Good temporary workers, 10 workers who satisfy the criteria 41 – 60 Moderate of 10 years of service were selected as a control group. 21-40 Poor Upto 20 Very poor Parameter selected: The overall job satisfaction index for the workers The level of satisfaction of workers is studied by was calculated by using the following formula: using ten parameters structured around Frederick Hertzberg’s Motivation – Hygiene theory. Total satisfaction index obtained Overall job satisfaction index  x 100 Maximum satisfaction indnex obtainable

Internat. J. Com. & Bus. Manage., 13(1) April, 2020 : 1-8 3 HIND INSTITUTE OF COMMERCE AND BUSINESS MANAGEMENT Soni Solaman

Besides, keeping the overall job satisfaction index Table 1 : Socio-economic characteristics of the respondents as a bench mark, an attempt was also made to identify No. of respondents Characteristics Permanent Temporary those parameters which obtained a satisfaction index workers workers above the overall job satisfaction index and to rank them Age (in years) 41-50 62(89) 10(100) accordingly. 51-60 8(11) 0 Total 70(100) 10(100) Scope of the study: Gender Male 70(100) 10(100) The study will be helpful to the organisation for Female 0 0 identifying the components of satisfiers and the Total 70(100) 10(100) dissatisfiers. It will also help the organisation to Religion Hindu 56(80) 9(90) incorporate necessary changes or modifications to Muslim 14(20) 1(10) promote and maintains the workers satisfaction and Christian 0 0 thereby ensuring the sustainability of the organisation in Total 70(100) 10(100) long run. Caste General 10(14) 0 OBC 46(66) 6(60) ANALYSIS AND DISCUSSION OEC 8(11) 0 The findings of the present study as well as relevant SC 6(9) 3(30) discussion have been summarized under the following ST 0 1(10) Total 70(100) 10(100) heads : Marital status Single 0 0 Married 70(100) 10(100) Socio-economic characteristics of the respondents: Widowed 0 0 When a person come to work, he brings his total Separated 0 0 personality, his attitudes, his likes and dislikes, his personal Total 70(100) 10(100) characteristics etc. which influences the satisfaction he Education Illiterate 0 0 derives from his work. As work is considered as one of Primary 20(29) 5(50) the inevitable component of the total life experience of Secondary 15(21) 5(50) an individual, it becomes important as to how his personal HSE 35(50) 0 characteristics influence his job satisfaction. Personal Total 70(100) 10(100) characters refer to such bio-social variables such as age, Technical ITI 30(43) 0 gender, religion, caste, marital status, education, technical qualification Diploma 0 0 qualifications, type of house, land and vehicles owned Total 30(43) 0 and number of years of service. No. of years of 10-15 0 0 Table 1 summaries that, in case of permanent service 15-20 0 0 workers, majority of respondents (89 %) were between 20-25 52(74) 10(100) age group of 41-50 years. Cent per cent of the >25 18(26) 0 respondents were married males are Hindus of which Total 70(100) 10(100) Type of house Owned 59(84) 6(60) 66 per cent belonged to Other Backward Caste category. Rented 11(16) 4(40) Half of the respondents had higher secondary education Total 70(100) 10(100) and 43 per cent of the respondents were technically Land owned (cent) 1-10 38(54) 6(60) qualified with ITI. Majority of the respondents (74 %) 11-20 19(27) 0 were in service for 20-25 years whereas 26 per cent 21-30 2(3) 0 had more than 25 years of service. Most of the workers Total 59(84) 6(60) (84 %) owned house and cent per cent owned a two Vehicles owned Two wheeler 70(100) 10(100) wheeler. More than half (54 %) of respondents had land Four wheeler 0 0 between 1-10 cents. Both 0 0 For the temporary workers selected as control Total 70(100) 10(100) group, cent per cent of the respondents were married Source: Compiled from primary survey Figures in bracket denote percentage to total

Internat. J. Com. & Bus. Manage., 13(1) April, 2020 : 1-8 4 HIND INSTITUTE OF COMMERCE AND BUSINESS MANAGEMENT Job satisfaction of workers of KERAFED Oil Complex, Karunagappally, Kollam males between the age group of 41-50 years with service physical environment, satisfaction with wages and of 20-25 years. Ninety per cent were Hindus of which retirement benefits and job security and promotional 60 per cent belongs to OBC category. Fifty per cent of benefits had indices below the overall satisfaction index workers had either primary and secondary education. of 81 per cent. Most of the respondents (60 %) owned house and had On contrary to the response of permanent workers, land between 1-10 cents whereas 40 per cent lived in the indices of temporary workers varied for parameters rented house. such as employees welfare activities, job security and Having examined the socio-economic profile of the promotional benefits and company and administrative respondents, the following section attempts to study the policy which indicates the discontent of workers still level of job satisfaction of the workers of KERAFED remaining temporary even after long years of services. Oil Complex, Karunagappally, Kollam. The overall job satisfaction index of permanent workers was 81 per cent which denotes level of Overall job satisfaction index: satisfaction as excellent and for temporary workers was The overall job satisfaction index was worked out 73 per cent which indicates level of satisfaction as good. by taking the average of satisfaction indices obtained for the ten selected parameters. Summary of Findings Suggestions and Conclusion: Table 2 attempts to examine the contribution of the Job satisfaction is a positive emotional reaction to a individual parameters to total satisfaction. Interpersonal person’s job experience. A positive attitude towards the relationship ranks first for both permanent and temporary organization help the workers to increase the productivity workers with an overall satisfaction index of 96 per cent and there by better performance of the organisation. Job and 95 per cent, respectively which indicates level of satisfaction of workers in an organisation is the composite satisfaction as excellent. Company and administrative result of various attitudes possessed by the workers in policy ranks least for both categories of workers with that organisation. These attitudes are related to the job an overall satisfaction index of 58 per cent and 37 per and are concerned with some aspects such as wages, cent which denotes the discontent of workers towards supervision, quality of physical environment, company company policies. policies, job security, superiors managing ability, From the above mentioned ten parameters, in case government policies, degree of participation, employees of permanent workers parameters viz., interpersonal welfare activities and interpersonal relationship. relationship, degree of participation of workers, Satisfaction arises from the basic needs of human beings. employees welfare activities, superiors managing ability, Workers are more satisfied when they feel that they are government policy and working hours had indices above being rewarded fairly for their work they do. There are the overall satisfaction index whereas four parameters some other factors, which causes dissatisfaction. viz., company and administrative policies, quality of The study entitled “Job Satisfaction of Workers of

Table 2 : Overall job satisfaction index of workers Parameters Permanent workers Temporary workers SI Rank SI Rank Interpersonal relationship 96 1 95 1 Superiors managing ability 92 2 95 1 Working hours 90 3 90 2 Degree of participation of workers 87 4 84 3 Employees welfare activities 84 5 62 6 Government policy 83 6 75 5 Job security and promotional benefits 78 7 55 8 Quality of physical environment 70 8 81 4 Satisfaction with wages and retirement benefits 69 9 58 7 Company and administrative policy 58 10 37 9 Overall Job Satisfaction Index 81 73

Internat. J. Com. & Bus. Manage., 13(1) April, 2020 : 1-8 5 HIND INSTITUTE OF COMMERCE AND BUSINESS MANAGEMENT Soni Solaman

120

100

Satisfaction index 20

Working hours

Government policy

Interpersonal relationshipSuperiors managing ability Employees welfare activities Job security and promotional... Satisfaction with wages and ..... Quality of physical environment Degree of participation of workers Company and administrative policy Statements Fig. 1 : Overall job satisfaction index of permanent workers

100 90 80 70 60 50 40 30 Satisfaction index 20 10 0

Working hours

Government policy

Statements Fig. 2 : Overall job satisfaction index of temporary workers

KERAFED Oil Complex, Karunagappally, Kollam” was satisfaction. Primary data was collected through carried with the objective to examine the level of structured interview schedule from a sample of seventy satisfaction of the workers of KERAFED Oil Complex, permanent workers selected through simple random Karunagappally. The study is based on ten parameters sampling and ten temporary workers were selected as a structured around Frederick Hertzberg’s Motivation- control group. Satisfaction indices and percentages were Hygiene theory and identified as contributors of job used for analysis.

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The study was undertaken in two stages, temporary workers it was 75 per cent indicates level of – Measuring the worker’s satisfaction with respect satisfaction as good. The index for tolerable government to selected parameters. interference in management was least for both the – Measuring the overall job satisfaction index. categories of workers attributed to the fact that the delay in the decision making and implementation of company Major findings: policies were due to greater interference of government Parameter wise: in the management. The major findings are, – In case of job security and promotional benefits, – The socio-economic characteristics of the the satisfaction level is good with an index of 78 per workers reveals that the majority of workers were cent for permanent workers. About 23 workers are still married males are Hindus belonged to OBC category, remaining as temporary even after long years of services, aged between 41-50 years with higher secondary so that the satisfaction level is moderate for temporary education and in service for 20-25 years. Most of the workers with a satisfaction index of 55 per cent. workers were having owned house with lands between – Regarding the superiors managing ability, the 1-10 cents and cent per cent of the workers owned two satisfaction index for permanent and temporary workers wheelers. were 92 per cent and 95 per cent, respectively which – The workers expressed their dissatisfaction for indicates satisfaction level as excellent for both the the flexibility, adaptability and acceptability of company categories. Superiors had the ability and capability to policies. The satisfaction index of 58 per cent for manage the workforce. permanent workers denotes the level of satisfaction as – The satisfaction index for employees welfare moderate and in case of temporary workers; it was 37 activities was 84 per cent for permanent workers which per cent which indicates the level of satisfaction as poor. indicates level of satisfaction as excellent and 62 per – Regarding the quality of physical environment, cent for temporary workers which denotes level of the index of permanent workers was 70 per cent which satisfaction as good. The substantial difference in the indicates satisfaction level as good, whereas for overall satisfaction index between permanent and temporary workers it was 81 per cent which indicates temporary workers attributed to the fact that being level of satisfaction as excellent. The substantial temporary it had no impact on their responses. difference in the overall satisfaction index of permanent – In case of degree of participation of workers, workers may due to the lower indices obtained for the there is an excellent level of satisfaction for permanent statements viz., adoption of pollution control measures and temporary workers with an index of 87 per cent and and adequacy of machineries. The pollution control 84 per cent, respectively. measures had the lowest indices for both the categories – The organisation had succeeded in creating and of workers because the dust existing in factory premises maintaining good interpersonal relationships among the caused serious allergic problems to the workers. workers, denoting an excellent level of satisfaction for – The satisfaction index for wages and retirement permanent and temporary workers with an index of 96 benefits was 69 per cent for permanent workers because per cent and 95 per cent, respectively. of the stagnancy of wage increment for the last two years. But in case of temporary workers, it was 58 per Overall job satisfaction: cent which indicates moderate level of satisfaction. The study reveals that the overall job satisfaction – A satisfaction index of 90 per cent is obtained index is 81 for permanent workers which falls under the for working hours which is categorized as excellent for category of excellent (>80) whereas, 73 per cent index both permanent and temporary workers indicates that for temporary workers falls under the category of good they are satisfied with the designated working hours and (61-80). leisure time. This lead to the conclusion that for the permanent – In case of Government policies, the satisfaction workers, six parameters viz., government policy, index of permanent workers was 83 per cent which employees welfare activities, degree of participation of indicates level of satisfaction as excellent, whereas for workers, working hours, superiors managing ability and

Internat. J. Com. & Bus. Manage., 13(1) April, 2020 : 1-8 7 HIND INSTITUTE OF COMMERCE AND BUSINESS MANAGEMENT Soni Solaman interpersonal relationship obtained a satisfaction index participation and interpersonal relationship whereas three above and four parameters viz., job security and parameters viz., quality of physical environment, promotional benefits, quality of physical environment, satisfaction with wages and retirement benefits and job satisfaction with wages and retirement benefits and security and promotional benefits were categorized as company and administrative policies obtained a good. However the company and administrative policy satisfaction index below the overall satisfaction index of was categorized as moderate. 81 per cent. The overall job satisfaction index of 81 per cent for But in case of temporary workers, the parameters permanent workers is closer to the upper limit of the viz., employees welfare activities, job security and category of good. This may be due to the variations in promotional benefits, satisfaction with wages and the indices obtained for the parameters viz., company retirement benefits and company and administrative and administrative policy, quality of physical environment, policies obtained satisfaction indices below the overall satisfaction with wages and retirement benefits and job satisfaction index of 73 per cent. security and promotional benefits. In case of temporary workers, the indices for Suggestions: temporary workers are varied for parameters such as On the basis of observations, discussions and the employee welfare activities, job security and promotional opinions of workers, certain suggestions are proposed. benefits and company and administrative policy which The organisation shall adopt improved technologies denote the discontent of workers still remaining temporary such as implementation of environment rehabilitation even after long years of service. The overall job plants or turbulaire dust removal scrubbers to remove satisfaction index of temporary workers was 73 per cent the dust from the factory premises. which indicate the level of satisfaction as good. – The organisation shall take necessary actions against the stagnancy of wage increment. REFERENCES – The organisation shall provide quality food for Khan, Amjid and Ahmed (2013). Job satisfaction in the subsidized rate. Universities of Khyber Pakhtunkhwa, Pakistan: A – The organisation shall provide an opportunity for Survey; Library Philosophy and Practice (e-Journal) the permanent workers to take part in the decision making paper 906. activities. Natarajan, Kumar Cdr. (2012). Relationship of personal and organisational values with job satisfaction. J. Mgmt. Conclusion: Res., 12 (2) : 75-82. The study on workers satisfaction of Kera Karshaka Raghunath Reddy, P. and Krishna Sudheer, A.(2011). A study Sahakarana Federation (KERAFED) Oil Complex, on employee involvement and job satisfaction in Karunagappally was an attempt to identify the various Indian Corporate Sector, IJEMR 1 (6). factors affecting the job satisfaction. The level of Samanvitha, S. and Jawahar, P. David (2012). Emotional satisfaction of permanent workers was excellent for the Intelligence as a predictor of Job satisfaction: A study parameters viz; work hours, government policy, superiors amongst Faculty in India; IUP J. Mgmt. Res. : January. managing ability, employee welfare activities, degree of

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