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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
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