期刊名称：Researchers World - Journal of Arts Science & Commerce
印刷版ISSN：2229-4686
电子版ISSN：2229-4686
出版年度：2012
卷号：3
期号：4(1)
页码：16-22
出版社：Educational Research Multimedia & Publication
摘要：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
关键词：Job satisfaction; Education; Experience; Pay; Communication.; var currentpos;timer; function initialize() { timer=setInterval("scrollwindow()";10);} function sc(){clearInterval(timer); }function scrollwindow() { currentpos=document.body.scrollTop; window.scroll(0;++currentpos); if (currentpos != document.body.scrollTop) sc();} document.onmousedown=scdocument.ondblclick=initializeR;RR;R;esearchers;esearchers;esearchers;esearchers;W;W;W;orld;orld;orld;orld;Journal of Arts; Science & Commerce ;¡ö;E-ISSN 2229-4686 ;¡ö;ISSN 2231-4172;International Refereed Research Journal ¡ö ;w;w;w;w;w;w;.;.;r;r;e;e;s;s;e;e;a;a;r;r;c;c;h;h;e;e;r;r;s;s;w;w;o;o;r;r;l;l;d;d;.;.;c;c;o;o;m;m ¡ö Vol.¨C III; Issue¨C4(1);October 2012[17] ;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). They all support the ;older age ethicality but didn't raise the question what are the reason behind this; is that due to satisfaction ;that drive from job which they are perform or the aspects of job satisfaction threw which they are able to ;satisfy their need. Some researcher try to link various aspect related to development with age and experience; ;experience with older worker and be age and perceived organisational support ( Rhodes 1983; Rosen & ;Jerdee 1976a; 1976b; Rosen; Jerdee & Lunn; 1981).Becker (1960) measured age and tenure as the ;imperative antecedents of organisation commitment and job satisfaction . The relation between age; job ;satisfaction and commitment found positive in numeral studies ( Salami; 2008). But all the studies have not ;confirmed this association (Chugtai & Zafar; 2006; Iqbal; 2010). Employee with long experience with the ;same organisation tends to more liable and found more difficulty to shift job from one to another due to ;emotional attachment with the organisation. This show an affective commitment and satisafction of an ;employee towards organisation (Mathieu & Zajac; 1990; Meyer et al.; 2002;). ;Escalating educational level is likely to be allied with more diverse cognitive processing. Green berg (1990) ;argues that veracity perceptions are more salient for educated workers than for semi-skilled workers. Rest & ;Thoma; (1985) also posits that level of education is also a foundation of logic building. While less education ;viewed taking gifts and favours to less unethical Browning and Zabriskie (1983). These finding locate a ;relationship between perceived ethicality and education level are supported by Lane et al.(1988). Mathieu & ;Zajac ( 1990) has acknowledge demographic variable such as age; sex; job level; education and organisation ;experience as a potential predictors of organisation commitment and job satisfaction. Age is basically a ;gauge of time which may from a sequential indicator. Johns (2001) noted that time often substitutes for ;appropriate changes by emphasizing the significance of context in interpreting attitudes and behaviour. ;Research evidence suggested that a person who stays in an organisation for a long period of time is likely to ;become emotionally attached to the organisation (Riordan; Griffith; & Weatherly; 2003). The widespread ;evidence recommended that age and job satisfaction are significantly related; although it is unclear that what ;kind of relationship it has. Some studies like Cohen (1993) found a U-shaped behaviour among the age and ;job satisfaction. Practical support tremendously ropes a positive linear relationship between chronological ;age and global facet job satisfaction (Herzberg; Mausner; Peterson; & Capwell; 1987; Rhodes; 1983). This ;indicates that older employees are generally more satisfied with their job than younger employees; a finding ;that holds across different types of organizations; among white and blue-collar workers; across genders ;(Rhodes; 1983) and education levels (Herzberg et al.; 1987). Research in organizational behaviour suggests
