Introduction: Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Motivating factors are those aspects of the job that make people want o perform, and provide people with satisfaction.
These motivating factors are considered to be intrinsic to the job, or the work carried out. Satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. . 1 Definition “Job satisfaction is defined as “the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs”. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2007) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors.
This definition suggests that we from attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors Definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different “facets” or “dimensions” of satisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits. ” Job satisfaction, a worker’s sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. The Harvard Professional Group (1998) sees job satisfaction as the keying radiant that leads to recognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment. 1. 2 Measuring Job Satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklist, forced choice answers. Job satisfaction of one can be determined by five facets: pay, promotions and opportunities, coworkers, supervision (manager), and the work itself. 1. 3 Objectives Of The Study •To find that whether the students, who are employed in call centres, are satisfied or not. •To check the Degree of satisfaction of students working in call centres. •To find that they are satisfied with their job profile or not. The main and foremost objective of the study is studying the job satisfaction of students working in a call centre. 1. 4 Scope of the study This study emphasis in the following scope: This study has been done to find out the job satisfaction of students only who are working in call centres. To identify the students’ level of satisfaction upon call centres. It is helpful to identify the students’ level of satisfaction towards welfare measure. This study is helpful to the call centres for identifying the area of dissatisfaction of job of the students. This study helps to make a managerial decision to the company to satisfy the students’ needs. 2. RESEARCH METHODOLOGY: Research methodology is a way to systematically solve the problem or find out the opportunity. It may be understood has a science of studying how research is done scientifically. In it we study the various steps that all generally adopted by a researcher in studying his research problem along with the logic behind them. The scope of research methodology is wider than that of research method. 2. 1 Meaning of Research Research is defined as “a scientific & systematic search for pertinent information on a specific topic”. Research is an art of scientific investigation. Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem and opportunity is a research. 2. 2 Research Design A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. The design is such studies must be rigid and not flexible and most focus attention on the followings: Research Design can be categorized as: TYPES OF RESEARCH DESIGN EXPERIMENTAL RESEARCH DESIGN DISCRIPTIVE RESEARCH DESIGN EXPLORATORY RESEARCH DESIGN The present study is exploratory in nature, as it seeks to discover ideas and insight to bring out new relationship. Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in enterprise regarding which in depth study can be conducted by management. 2. 3 Sample Size The study sample constitutes 100 respondents constituting in the research area. 2. 4 Sampling Area The study is conducted on students working in different call centre within Ahmedabad 2. 5 Data Collection For any study there must be data for analysis purpose. Without data there is no means of study. Data collection plays an important role in any study. It can be collected from various sources. We can collect the data from the two sources which is given below: 1. Primary Data 2. Secondary Data We have used primary data from the various call centres within Ahmedabad. The research worker contacted the respondents personally with well-prepared sequentially arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct contact is used for survey, i. e. , contacting students working n call centre directly in order to collect data. The data collected by us is primary data through personal interview, where we and the respondent operate face – to – face. 2. 6 Research Instrument e has used a structured questionnaire as a research instrument tool which consists of open ended questions and multiple choice questions in order to get data. Thus, Questionnaire is the data collection instrument used in the study. All the questions in the questionnaire are organized in such a way that elicits all the relevant information that is needed for the study. Limitations of the study: The study has been done in the call centre of Ahmedabad region only. As we have taken sample size of 100 respondents, it may not represent the result of the population. Difficult to get primary data. Respondents’ bias was another limitation of the study. Respondents may not have given accurate information which was a constraint of my research. 5. Conclusion: . From the research study which we have done to find out the job satisfaction of students working in the call centre, we can derive that there are many factors like pay (salary), Working conditions, managers, work group and shift which affect the job satisfaction of the students working in the call centre. To increase the satisfaction level of the students working in call centre, the company must put more effort to provide the flexible hours condition and paid leaves during the college works of a student. 6. Bibliography: Books: 1. Marketing research By Naresh Malhotra Satyabhushan Dash. 2. Statistics for management By Richard I. Levin David S. Rubin. Websites: 1. www. scribe. com 2. www. cbseignou. com Questionnaire