Employee Job Satisfaction Analysis

An Analysis of Employees' Job Satisfaction in Power Automation Pte Ltd
 Acknowledgement
I want to thank my supervisor who showed his trust in me and provided me the great opportunity to complete this dissertation work. He provided me his valuable guidance and support on every step of this dissertation work and this was the valuable thing for me that I complete this work with perfection. Along with this, I also want to render my gratitude to my friends and family members who were always with me during the entire tenure of this research project in both moral and financial terms. In the end, I want to thank almighty who blessed me with great power and wisdom to accomplish this task with required level of perfection and on time.

 Abstract
Background: This research study is mainly related with the subject employee job satisfaction. In relation to this subject the research study is aimed to examine the level of job satisfaction in a particular business organization. The organization that is selected for such purpose is Power Automation Pte Ltd. Aim and Objectives: In relation to this context, the prime objective of this research project is to evaluate the current level of job satisfaction for the existing employees in Power Automation Pte Ltd.
Methods: In order to address this research objective, the research study has undertaken the primary data collection method of survey. The survey is conducted with the employees of Power Automation Pte. Ltd. The survey data results have been analyzed with the implication of quantitative data analysis method. The quantitative data analysis has been done with the help of graphical data presentation approach. The analysis of the data is done with the implication of correlation analysis as a statistical approach. The correlation analysis has provided a strong base for reaching significant research results in order to address the selected research problem.
Findings: On the basis of the research data findings, it has been revealed that there are some factors positive in Power Automation Pte. Ltd for rendering good degree of job satisfaction level among employees, but there is still a need for improvement on some factors to improve this level of job satisfaction.
Conclusion and Recommendations: The research concludes that employee job satisfaction in the Power Automation Pte Ltd. is good but there is a need for further improvement. This research work is a good and significant piece of information for the company as well as other related companies to find ways to enhance the level of job satisfaction in the present as well as future business course.  Table of Contents
Acknowledgement 2
Abstract 3
Chapter 1: Introduction 7
1.1. Introduction 7
1.2 Company Background 8
1.3 Purpose of Study 8
1.5 Research Objectives 9
1.6 Research Questions 10
1.7 Motivation of the study 10
1.8 Dissertation Outline 11
Chapter 2: Literatures Review: 13
2.1 Introduction 13
2.2 General factors that determines the performance level of employees and employee satisfaction 13
2.3 Conceptual framework 15
Figure 1: Conceptual Framework 15
2.4 Contextual underpinning of the concept of Job Satisfaction 15
2.5 Major factors inducing job satisfaction among employees 17
2.6 Relationship between job satisfaction and performance of the employees 20
2.7 Development of theoretical framework 22
2.8 Summary of chapter 2 24
Chapter 3 Methodology 25
3.1 Introduction 25
3.2 Research Design 25
3.3 Problem statement 26
3.4 Purpose of the study 26
3.5 Types of investigation 27
3.6 Extent of researcher interference 28
3.6.1 Minimal interference 28
3.6.2 Manipulation interference 28
3.7 Study Setting 28
3.8 Measurement and Measures 29
3.9 Unit of Analysis 29
3.10 Sampling Design 30
3.11 Time Horizon 30
3.12 Data Collection Methods 30
3.13 Data Analysis Methods 31
3.14 Ethics 32
3.15 Summary 32
Chapter 4 Data Analysis and Recommendations 34
4.1 Introduction 34
4.2 Quantitative Analysis of Survey Data 34
4.2.1 Demographic Data Analysis 34
4.2.2 Correlation Analysis 37
4.2.3 Descriptive Analysis of Open Ended Questions 42
4.3 Discussion 43
4.4 Summary 44
Chapter 5 Conclusion 46
5.1 Conclusion 46
5.2 Research questions findings 48
5.3 Research Limitations 49
5.4 Further Study 50
References 51
Appendix: Survey Questionnaire 54



 Chapter 1: Introduction
1.1. Introduction
In the present competitive business environment, one of the most important assets of the organisation is its employees that help it to succeed. The employees are considered as the building block for the success of the organisation. A hardworking and successful team of employees always proves to be the biggest asset for any organisation. Therefore, it is mandatory for the organisation to coordinate with its employees effectively. It is also observed that job satisfaction is also one of the success factors for an organisation that helps it to gain benefit in the several ways and sustain for long in the competitive environment. This paper presents views on the job satisfaction of the employees in Power Automation Pte Ltd. The introduction chapter of the research study is the first chapter that discusses the information and background of related to the research subject. The research subject of this research is employees' job satisfaction in Power Automation Pte Ltd. With the background and information provided in the introduction chapter, the researcher can find out job satisfaction of the employees within the organisation. The chapter commences with a look at the background of the research, justifications of the study, research aims, questions and objectives, significance of the research, thesis outlines and conclusion. The prime measures for the research study analysis include both independent and dependent variables. Independent variables are many including Occupation health and safety, employee job rotation, job enrichment, Non-monetary benefits, monetary benefits and incentives, employee participation in decision making and career growth and opportunities. On the other hand, dependent variable is only one that is job satisfaction level of employees.
1.2 Company Background
Power Automation (PA) Pte Ltd is a joint venture company between Siemens and Singapore Power, which was formulated in the year 1996 to undertake dynamic opportunities in substation automation markets and power system control in South-East Asia (Power Automation, 2015). The mission of Power Automation is to be one of the leading turnkey vendors and system integrators, which provides innovative solutions for substation automation system and power system control leading to total customer satisfaction. In order to achieve the leading position, Power Automation carries out its duties with integrity, pride and dedication. The products and services provided by Power Automation include motors, engines, metres and measurements. The total numbers of employees in the company are 101-500 people (Bizearch, 2014).
1.3 Purpose of Study
The research in the area of employee's job satisfaction is studied widely across all nations. In this research study, the job satisfaction of employees in Power Automation is studied. Therefore, this research is significant because it not only emphasises on the employee job satisfaction but also determines different factors that are affecting the job satisfaction of the employees in the company. There is a possibility that some of the factors can be supportive in the company for good degree of job satisfaction whilst others are not on which the company needs to work on. From this study, the researcher can understand the independent and dependent factors that affect the performance of the employees, as well as the employees' job satisfaction in the organisation (Fulford, 2011). In the present study, job satisfaction level in Power Automation is analysed, which will be helpful for the company to balance its employee turnover rate. It is essential in the business environment that all the employees for their role in an organisation must use the most recent and appropriate knowledge that not only helps them in the success but also increases the organisation productivity. The rate of employee turnover is becoming more severe in many business enterprises (MCS, 2014). It is observed that in a present business environment, people are showing less commitment towards the organisations due to less job satisfaction. Therefore, this study examines the reason for less job satisfaction and commitment of the employees in the organisation. This research topic is quite interesting to explore and has stimulated the interest of many scholars (Riggio, 2015). This research study is highly significant for improving the sales figure of an organisation by providing job satisfaction to the employees in the organisation. This research study will also be helpful for business professionals and different business organisations as they will understand the importance of each independent factor that motivates employees to work hard, as well as provides him job satisfaction.
1.4 Research Framework
In order to analyse the job satisfaction among the employees of power automation Pte. Ltd, the researcher provide a brief introduction about the company in which background of the company is also included. In the later part, the factors which affect the employee satisfaction are identified. Followed with this, research process and methodology explained. In the subsequent section, the representation of data analysis take place followed with findings, discussion and recommendations.
In the end, the conclusion of the research work will be provided to gain a brief overview of the entire research work.
1.5 Research Objectives
The main aim of this research study is to analyse the level of job satisfaction of the employees in Power Automation Pte Ltd.
The objectives of this research study are achieved through the detailed analysis and data collection. The two objectives are identified in order to fulfil the above stated aim. The research objectives are as follows:
To evaluate the current status of job satisfaction of employees in Power Automation Pte Ltd.
To examine which of the factors are supportive in the company and which have negative impact on the job satisfaction level of employees
To evaluate the extent to which negative factors of job satisfaction need to work on in order to deal with issues affecting job satisfaction level of employees
To examine the ways through which job satisfaction level can be improved in Power Automation Pte Ltd.
1.6 Research Questions
The research question for this research is as follows:
What are the key factors that are affecting the employee job satisfaction level in Power Automation Pte Ltd?
Which factors have positive impact on employee job satisfaction level and which have negative impact on the same?
1.7 Motivation of the study
The researcher got motivated to undertake the study because while working in the organisation, he encountered several problems related to employee satisfaction which deliberately hinders the performance and productivity level of the employee as well as the organisation. Thus, the researcher got motivated to identify those factors and aspects which make an employee satisfied and loyal towards the work.
1.8 Dissertation Outline
This research study consists of five chapters that are interrelated with each other because they help in understanding different aspects that are related to the research work. A brief introduction to these seven chapters is provided below in a sequential manner.
Chapter 1: Introduction
The introduction chapter of this research study will provide key information on the topic and this chapter is considered as the foundation of the study that familiarises the reader with the main problem of the research study. This chapter will include different headings that clearly explain the background of the study, aims and objectives, and the structure of the research work.
Chapter 2: Literature Review
In this research study, the second chapter is the literature review that will contain secondary information presenting the point of views of different scholars in a systematic manner in order to meet the objective of the research study. This chapter is one of the most important chapters of the research study that helps to analyse the empirical work to build the conceptual model. This chapter will also help in gaining theoretical information about the research problem. The findings of the research in this chapter will support and address the research problem with most authentic and informative literature studies.
Chapter 3: Research Methodology
The research methodology chapter will determine the steps that are taken to address the research question. In this chapter, the researcher will demonstrate the reason for carrying out the research and the ways in which it will be conducted. The collection of essential information in this chapter will be done with the help of research tools and techniques that will help in collecting the reliable and authentic information about the research subject. In this chapter, different  approaches, methods and strategies will be discussed that are helpful for conducting the effective research and will also contain the information regarding the data collection method, sample, research design and approach used.
Chapter 4: Data Collection and Analysis
The fourth chapter of this research study will be data analysis chapter, which will help in studying and gauging the data and information collected with the help different statistical tools. Data analysis chapter serves as the most important part of the research study because this chapter deals with analysing the results related to the data and information from different data collection methods. This chapter will also examine the information collected from different sources and will present the findings according to the proposed study.
Chapter 5: Conclusion
At the end of the research, the main findings and outcomes of the research work are summarised in the conclusion part. Conclusion chapter in this research study will summarise the research question, procedures, and the purpose of the research study. Other than this, the conclusion chapter will also discuss the major findings of the research study.
1.9. Summary
This chapter will highlight the background of the company and the purpose of this study. This chapter will also present the research objectives and questions, which will examine the employee job satisfaction at Power Automation Pte Ltd. Furthermore, this chapter will also discuss the different stages of dissertation structure in brief.
 Chapter 2: Literatures Review:
2.1 Introduction
For the purpose of revealing the significance of the job satisfaction phenomena in terms of employee performance, there is a need of some effective and efficient theoretical supports and evidences. In this context, the presented chapter of the research work is directed to explore secondary data with the help of different sources including books, journal articles and online articles. The prime quest of this chapter is to generate theoretical and conceptual evidences and background for supporting primary data finding.    
2.2 General factors that determines the performance level of employees and employee satisfaction
Shields and Brown (2015) has reflected in his literature that for a business organization, employees can be asserted as the most essential and crucial assets. The performance of the employees within the organization determines its success and productivity. In this context, for a manager, enhancement of employee performance can be considered as one of the essential phenomena. In this context, it becomes quite crucial and essential for the manager to record, measure and evaluate the performance level of the employees. Spector (1997) has indicated that for the purpose of making strategy successful and effective, it is essential for the management to keep records of the performance shown by the employee at the workplace. In this regard, Spector (1997) has also revealed that there are different crucial and effective measures which are used by the management for analysing performance level of employees. The factors like economic output of the employees, contribution of the employee, company’s overall output and financial performance of the company can be considered as the measurement of the performance of the employees. In addition to this Kidd (2006) has also reflected that in the context of the company, there can be several crucial determinants for the employees of the company. For example, overall review of the supervisors, feedbacks from the side of customers and suppliers and feedback of the co-employees can be considered as some of the crucial and accurate measures with the help of which the management can easily determine the level of performance shown by the employee in the most effective and accurate manner.
These are some of the crucial and effective measures generally used by management of business organizations for the purpose of measuring the performance of the employees in the most fair and transparent manner.
2.3 Conceptual framework

Figure 1: Conceptual Framework
Source: Goble (2004); Kidd (2006); O'Neil and Drillings (2012)
2.4 Contextual underpinning of the concept of Job Satisfaction
Employee job satisfaction can be considered as one of the most crucial and effective aspects of the operational framework of any business organization as it directs to enhance the level of performance as well as efficiency among employee and motivates them to perform their best in the favour of the organization. In this context, Dore (2005) has stated that job satisfaction can be considered as the degree to which an employee likes his job and willing to put his best of the efforts for the success of the organization. In this regard, the author has also reflected that the concept of job satisfaction is directly related to their motivation level. There is positive correlation between job satisfaction and employee motivation. Higher the level of job satisfaction within the organization higher will be the motivation among employees.
Goble (2004) has linked the phenomena of job satisfaction with the needs of the employees. The authors have referred to the Maslow’s hierarchy of need concept, which shows that there are several crucial levels of needs pursued by an individual within the organization. In this respect, for the organization, it becomes quite essential for the organization to understand the actual needs of the employees so that they can remain satisfied and motivated towards their .job profile. As per the model, there are different types of needs pursued by the employees, which can be divided in five different categories, namely physiological needs, safety needs, social needs, self esteem, self actualisation needs. For different human beings there are different levels of needs which can lead him to be motivated towards the organization. In this regard, the organization needs to accomplish adequate level of needs pursued by the individual. In this way, as per the author, the employee job satisfaction is about to the accomplishment of accurate level of needs pursued by the employees.
In regard to this, O'Neil and Drillings (2012) have explored that expectation and desires of the employees from their respective company can be considered as the origin of the phenomena of job satisfaction among employees. As an organization expects from its employees to perform their best for organizational success, employees of the organization also pursue some expectation from the company regarding their well beings. In this context, when the needs and expectation of the employee are met, the satisfaction level of the employees becomes high. In contrast to this, if the company is not able to meet the expectations of the employees, the job satisfaction level of the employee becomes quite low with the company.
Bailey (2009) has illustrated the job satisfaction as the internal willingness of the employees to be retained with the company and perform their assigned duties and tasks in the most effective and efficient manner. As per the author, high employee turnover rate within the organization shows the organizations’ inability to make the employee satisfied and motivated. The lower level of job satisfaction directs and induces the employee to have searching for a new job, which is not in the favour of the long term sustainability of the organization. In this regard, the author has illustrated job satisfaction as an important determinant of the success and sustainability of the organization.
On the basis of the discussion and analysis of the point of views of different authors and scholars, it can be reflected that in the context of organizational success, it is essential for the management to have some crucial strategies for the purpose of installing high degree of employee job satisfaction among its woke force and making it more productive and efficient.                                              
2.5 Major factors inducing job satisfaction among employees
For a business organization, it is quite essential to enhance the level of employee job satisfaction so that it can be able to achieve its long term and strategic objectives. In this regard, Parvin and Kabir (2011) have reflected that development of job satisfaction is quite dependent upon different factors. In this regard, the author has revealed that individual nature and need can directly affect his level and degree of satisfaction from his job. As per the author, satisfaction is an internal and cognitive phenomenon which can vary from one person to another. In this regard, there is no any specific and factors that can affect the job satisfaction equally among different employees. The author has taken the reference of Maslow Hierarchy of need theory to prove his point. As per the author, every individual conceives different types of needs which affect his satisfaction level. In other words, it can be reflected that the factor that can increase the satisfaction level, is not the one that can affect the satisfaction level of the other employee.                                    
Maslow (2013) has reflected that the satisfaction level of the employee can be affected two different types of factors, i.e. internal factors and external factors. As per the authors, internal factors affecting job satisfaction are the factors which are person specific and vary person to person. In this context, internal factors such as nature of the employee, his own requirements and demands, cognitive thinking and psychological perspective of the employees which can affect the degree of his own job satisfaction. In addition to this, external factors such as salaries, wages, extra benefits, and work environment can be considered quite crucial and effective in affecting job satisfaction.
Griffin (2007) has also revealed that the factors affecting job satisfaction level of employee can be considered quite diversified and comprehensive. The authors have presented these factors with the help of Herzeberge’s two factor theory. The two factor theory illustrates that there are two different types of factors associated with the employee’s perspectives which affect his motivation and job satisfaction level in the most effective manner. In this context, the author has illustrated that these factors are: motivational factors and hygiene factors. These factors can be considered quite important for a manager in order to make the employee satisfied with the job. In regard to this, the theory reflects that for an employee, there are some factors that motivate employee up to a significant manner and presence of which within organizational structure makes the employee satisfied with his job profile and organization. These factors can be considered as motivating factors. In the organizational context, factors such as work environment, incentives, perks, position and job related benefits can be considered as motivating factors for the employee, which enhance the job satisfaction.
In addition to this, Griffin (2007) has also reflected that hygiene factors are the factors whose presence within the operational framework of the organization does not enhance the job satisfaction, but their absence may lead to decrease the level of job satisfaction with job profile. For instance, salary and wages can be considered as hygiene factors for the employee as the absence of the salaries and wages negative affect the job satisfaction level of the employee up to a significant level.  
Jordan, Carlile and Stack (2008) have elaborated Edwin A. Locke’s Range of Affect Theory (1976) for the purpose of elaborating the factors that are directed to affect the level of job satisfaction. The theory reflects that the job satisfaction can be considered as a dependent variable which can be got affected due to the gap between what he wants from his job and what he actually gets from the job. If this gap is quite broad, the level of job satisfaction is low. In the same manner, the theory further illustrates that the value given to the employee within the organization is the vital factor that directly affect his job satisfaction. High degree of autonomy given in a position leads to make the employee responsible towards his jobs. This responsibility moderates the degree of job satisfaction.  
In addition to this, John, Robins, and Pervin (2010) have reflected the dispositional approach for the purpose of revealing the aspects that can directly and indirectly affect the job satisfaction level.  As per the dispositional approach, job satisfaction is an individual trait, which decides the tendency of being satisfied with the job profile. In this relation, John, Robins, and Pervin (2010) have elaborated some crucial factors affecting job satisfaction level of the employee. These factors are self esteem, self efficacy, locus of control, and neuroticism. These all factors are integral for a human being which can be varied from person to person. In this way John, Robins and Pervin (2010) have has articulated that it is person’s individual thinking and point of views, which are directed to affect the level of job satisfaction.
On the basis of analysis of the views of different authors and scholars, it can be revealed that there are different crucial factors that can affect the job satisfaction of the employee.  
 2.6 Relationship between job satisfaction and performance of the employees
Internal Factors: Judge, and Thoresen, Bono, and Patton (2001) have elaborated the relationship between job satisfaction and performance of the employees. As per the authors, employee performance can be considered as integral and positively correlated terms. In other words, it can be articulated that higher the level of job satisfaction, higher will be the performance of the employees. As per the authors, job satisfaction allows the employee to put their best of the efforts in the job profile and try to perform their best in order to make the organization successful and sustainability. The true and accurate efforts from the side of the employee, leads the organization to achieve its long term and sustainable organizational objectives and its mission.
Employee Engagement: Griffin, Patterson, West (2001) have also reflected that job performance can be revealed as the degree of engagement of the employees at the work place. The intensive engagement of the employees within the job reflects on the job performance and productivity of the employee at the workplace. In this regard, it can be revealed that higher the job engagement, higher will be the performance and productivity of the employee. In this regard, the author has reflected that job satisfaction drives the employee’s toward high degree of engagement with the job. Only a satisfied employee can deliver his best of efforts in the overall performance within the organization. It directs to maintain personal discipline among employee towards the job profile, which reflects in the level of commitment shown by them towards core tasks assigned to them. The high level of commitment shown by the employee is directed to make the organization more productive and successful in the long run.
Work culture and environment: AL-Hussami (2008) has depicted in his article that in existing high competitive business environment, it is essential for the organization to develop high degree of the business efficiency and command over business operations. In this regard, human resource can be considered as one of the major assets for the organization with the help of which, organizations can attain high degree of operational efficiency.
Growth Opportunities: For the purpose of attaining high degree of efficiency from the side of the human resource, a business organization is required to make its work force fully satisfied as only satisfied employees can be able to use his intellectual and acquired skills and capabilities in the favour of the organization for career growth.
Individual Behaviour and Nature: Aamodt (2007) has also elaborated that job satisfaction pursued by the employee is directed reflected on his behaviour regarding the job. At the work place, job satisfaction level of the employee is directed to make his perception and attitude towards the job positive and energetic. Satisfy employees can create positive business environment across the workplace, which can also influence other employees for deliver their best in the line of the success of the entire organization.
In this way, on the basis of the review of different authors and scholars, it can be reflected that job satisfaction of the employee, directly returns into the high degree of employee performance at the work place, up to a significant level.  
Summary of factors
Factors
Supported by Sources

Internal factors such as cognitive nature and behavior of the employees
Maslow, (2013), Griffin (2007)

External Factors such as salaries, wages, incentives
Jordan, Carlile, and Stack (2008)

Individual behavior and nature
John, Robins, and Pervin (2010)

Work culture and environment
Judge, and Thoresen, Bono, and Patton (2001)

Employee engagement
Griffin, Patterson, West (2001)

Growth opportunities
AL-Hussami (2008)


Table 1: Summary of Factors
Source: The Researcher
2.7 Development of theoretical framework
The presented chapter has reflected views of different authors along with different theories and concepts related to the job satisfaction and its implication on the employee’s job performance. In regard to this, the chapter has summarised that job satisfaction can be considered as one of the most crucial organizational phenomena which is directed to make the organization successful and sustainable in the long run. In addition to this, the chapter’s findings have revealed that for an organization, it is essential to have a specific and well defined framework for the purpose of developing high degree of employees’ job satisfaction among existing work force. In regard to this, the chapter has highlighted some of the crucial internal and external organizational factors, which are directed to induce the high degree of organizational commitment and job satisfaction among existing employee, which can be reflected in the increased performance of the employees at the workplace. The literature has also specified that for the long term sustainability of the organization, there is a need of developing competitive advantage in the market for which, the corporation and integration of the entire workforce is required. For the purpose of attaining this crucial support from the side of the employees, it is essential for the organization to have proper knowledge and understanding regarding the factors that can direct to enhance the job satisfaction level among employees and enhance their productivity, as well as contribution in the organization success. On the basis of the discussion made in the chapter, dependent and independent variables can be presented as below. The dependent variables include the motivation factors and the job satisfaction factors.
Figure 2: Theoretical Framework
Source: Goble (2004); Kidd (2006); O'Neil and Drillings (2012)

Source: The Researcher
2.8 Summary of chapter 2
This chapter has provided a clear account of the key factors that are responsible for the job satisfaction level in the Power Automation Pte Ltd. Company. This chapter has provided a clear account need of job satisfaction in the organisation and the factors that are essential and crucial for the business organisations to maintain good degree of job satisfaction to the employees who are working in the organisation. A conceptual framework is also developed in the literature review to provide a clear ideology of the theoretical concepts discussed.
   Chapter 3 Methodology
3.1 Introduction
In a long research project, research methodology holds a strong place as it direct the researcher to have collection of the most appropriate and suitable data that can address the selected research problem (Thomas, Nelsom and Silverman, 2011). Research methodology framework as alternative methods of data collection and analysis and their selection is done according to the nature of the research and feasibility of the implication of the data collection process. Research methodology according to Sekaran (2003) is a blueprint that directs the research process in line with the well defined research problem (Sekaran, 2003).
3.2 Research Design

Figure 3: Research Design Flow
(Source: Sekaran 2013)
Purpose of the study uses:
The key purpose of the study used is to have valid and credible supportive data facts for supporting the findings.   Types of investigation- The type of investigation method applied in this project are Correlation analysis.  Extent of researcher interference- The extent of the researcher inference is used as minimal.  Study setting uses are Non-contrived.  Measurement process used in the project is scaling.  Unit of analysis used in this project are individuals.  Sampling design used in this project is Non-probability Time zone used in this project is one shot.  Data-collection method- The key data collection method used in this project is primary data collection method of questionnaire.
3.3 Problem statement
In order to solve the research study, there are two problem statements identified by the researcher:
To identify the factors that affects employee satisfaction
To identify the relationship between the factors and employee satisfaction in the company.
3.4 Purpose of the study
The purpose of investigation in this research study is to address the research problem related to description of the job satisfaction level of the employees employed in Power Automation Pte Ltd. The research methodology discussed in this chapter provides clear specification of the methods along with their justification for being used in this research project.
For the purpose of accomplishing the research objectives, it is essential to select the most suitable and effective type and design of description.  In the research methodology premise, there are three kinds of research design are available for the researchers, namely descriptive research design, diagnostic research design and exploratory research design (Wood and Kerr, 2010). All these three research designs are used in different contexts. The exploratory research design is used in the research studies that are investigative in nature, the diagnostic research design is used in those research studies which are scientific and experimental in nature, and descriptive research design is used in those research studies that are theoretical and descriptive in nature.
From among these research designs, in this research study, descriptive research design is selected and implied as it is the most flexible in nature and hence can be adopted in this research project (Axinn and Pearce, 2006). As this project is descriptive in nature the descriptive research design will be helpful to have personal insight into the data collected in order to reach well suited research outcomes. The descriptive research design also supports data collection methods and even a combination of data collection methods. In this research study primary data collection method of experience survey has been applied. Sekaran (2003) has explored that descriptive research design is supportive to present the research problem with the help of suitable data collection methods.
3.5 Types of investigation
The type of investigation that is done in this research study is exploratory kind of investigation. The exploration of the level of job satisfaction is done in the research study for investigating the level of job satisfaction in a particular business organisation named Power Automation Pte Ltd.
3.6 Extent of researcher interference
It has been estimated that researcher interferences in the research work can be of different types. These may include minimal interference, manipulation interference, moderate interference or excessive interference. In the present context, the researcher interference is regarded as minimal interference in which researcher is conducting the research work in normal manner.
3.6.1 Minimal interference
It is that type of interference in which the interference of researcher is minimum. The researcher conducts the research in normal manner. . In the present context, the researcher interference is regarded as minimal interference in which researcher is conducting the research work in normal manner.
3.6.2 Manipulation interference
In this process, the researcher has a personal insight into the research data and findings and then makes some manipulations in the data findings in order to relate them to the research problem that is undertaken for the study purpose.
3.7 Study Setting
There are two types of study settings available to the researcher contrived setting and non-contrived setting. In non contrived setting, researcher conducts the research work in natural environment while in contrived settings; researcher takes use of artificial settings. In the existing research work, the use of non-contrived setting is done to conduct the research work.
3.8 Measurement and Measures
Measurement is essential in research work; otherwise the researcher will be not able to measure the research outcomes properly. There are different types of scales available to a researcher to be used in the research work.
In regard to the presented research work, measurement scaling has been taken into account. In this regard, nominal scale and interval scaling have been taken into account for the research work.    
Nominal scales: In this scale, number labels are used to undertake measurements of the research work.
Ordinal scale: In this scale, order of magnitude and numbers stand are required by the researcher.
Interval scales: In this scale, the gap which is present in between the numbers is equal and provides equal value for the characteristic.
Ratio scales: This scale represents a zero point wherein measurement units are same.
In this research work, the researcher has taken use of interval scale.
3.9 Unit of Analysis
The key unit of analysis will be the degree of correlation between different factors that are evaluated in the light of selected research problem. The degree will be analysed in the light of value of correlation coefficient (r). The survey is conducted with the employees of Power Automation Pte Ltd including both middle level and lower level employees. The selection of the sample population is done on the grounds that these people can provide better data and information related to job satisfaction status in the company as they are currently employed there.
3.10 Sampling Design
There are basically two types of sampling strategies namely probability sampling and non-probability sampling. Non-probability sampling strategy provides the opportunity of being selected as research respondent to each member of sample population, however in the probability sampling a particular segment has probability of being selected for data collection purpose. The selection of the desired sample size 50 from this sample population has been done with the help of non-probability sampling strategy. The non-probability sampling strategy is more suitable because it provides the biasfree and no discrimination approach in the selection of the sample size. The random sampling strategy fosters equal opportunity to all the members of the selected sample population to be the part of the effective sample of respondents for primary data collection purpose (Daniel and Sam, 2011). In this regard with the inclusion of random sampling strategy, the employees of Power Automation Pte Ltd will be selected for survey purpose. Other than this, secondary data will be collected through exploration of the published sources and company documents and reports that have specified about job satisfaction level in the company.
3.11 Time Horizon
The time horizon selected for the research work is cross sectional. In this time horizon, at a single point of time, different aspects the research are studies and compared in order to reach the desired results. The cross sectional studies as per the time horizon are done through observational process.        
3.12 Data Collection Methods
Data collection is the most crucial process in the research work as it directs the collection of the data that can be converted into useful information for reaching the final research outcomes (Babbie, 2007). Data collection is a long process and hence it required specific consideration of the researcher. For the data collection purpose, there are two kinds of methods are available namely primary data collection methods and secondary data collection methods (Creswell, 2013). The primary data collection methods are interview, survey, focus group, and observation. The secondary data collection methods include case study analysis and literature survey. From among these two available categories of data collection methods in this research in the primary data collection process, survey questionnaire method is implied.
3.13 Data Analysis Methods
In the sequential manner, data analysis is the succeeding process of data collection. The selection of data analysis methods is dependent on the selection of data collection methods. There are two types of data analysis methods available in the research study premise namely qualitative data analysis method and quantitative data analysis method. In this research study, the quantitative data analysis method is given priority as the data collected through survey method is quantitative in nature. The quantitative data analysis is done with the inclusion of the graphical data presentation method. The data graphs are developed in the MS-Excel software (De Vaus and De Vaus, 2001). The responses of the data are analysed on the basis of the percentage of the responses that are gathered in revert of the process. Along with graphical analysis approach, the statistical method of correlation analysis is also implied in this research study.  With the help of correlation as a statistical technique, the relation between pairs of variables can be determined in an effective manner (Jonker and Pennink, 2010). The correlation method will be applied on the quantifiable data extracted from survey method. The result of the correlation method is known as correlation coefficient which ranges from -1.0 to +1.0. On the basis of this category the result and its position in this range the relationship of variables is determined. The analysis of the secondary data is done with the help of qualitative data analysis approach under which the analysis of the
3.14 Ethics
The inclusion of ethics is a very core and integral part of any research work. The use of ethic is very much vital in the research work in order to meet the criteria of validity and reliability of the research work. In the same premise, there are few ethical considerations that are implied in this research work (Mallinson, Childs and Herk, 2013). The first ethical consideration that is included in this research is related with informed consent. All the participants of the survey are provided a consent form prior to involve them on voluntary basis in the research process. None of the research participants is forced to take part in the data collection process. In the same line, the other ethical consideration that has been implied in the file is that personal information of the participants has been kept quite confidential and it is not disclosed to any other third party for their personal use. For such purpose, it is preserved in password protected computerised form. Another ethical consideration that is given value in this research study is related to plagiarism issue. In order to avoid this issue, all the information retrieved from different sources is presented in the original language in this research and none of the data is copied and pasted from any other source. Lastly, the issue of credibility is also maintained in this research work. In line with this context, all the authors whose work is used for reference purpose in this research are given full credibility in this research work. To meet this ethical consideration, proper in-text citations are provided in the file and a full reference list is given in the end. With the inclusion of all these ethical considerations, the validity and reliability aspects have been maintained to a good degree in this research work.  
3.15 Summary
The research methodology description provided above is a good and informative piece in this research work that directs towards collecting and analyzing the most suitable and required data for this research work and then to reach the most effective and suitable research data outcomes. This methodology provided above is presented with clear description and justification of the research design, data collection methods and data analysis methods. Along with this a clear presentation of the ethical context is also presented in the research methodology section.


Chapter 4 Data Analysis and Recommendations
4.1 Introduction
In the research study process, data collection and data analysis are the two most crucial processes that determine the degree of accuracy to which the research outcomes can be attained. The data collection in this research study is done with the help of survey questionnaire method. The analysis of survey data is done with the implication of graphical data analysis method for the demographic data and correlation analysis for the specific research data. The analysis and presentation of the data has been done in the following chapter with the help of specific statistical and graphical technique.
4.2 Quantitative Analysis of Survey Data
After collecting some direct and effective quantitative data with the help of survey, both statistical methods have been retrieved. In this regard, excel application have been taken into consideration. The analysis of the data can be presented as below:    
4.2.1 Demographic Data Analysis
For the purpose of revealing information related to personal information about the participants included in the research work, some specific questions related to the demographic information of the participants have been revealed. In this regard, figure 1 is presenting the gender information of the participants included in the research work. Majority of the respondents (i.e. 38 out of 50 respondents) are male.

Figure 1
Next figure, i.e. Figure 2 is reflecting the work experience of the respondents within the company. As per the data retrieved from the survey, majority of the respondents included in the survey are more than 5 years of experience within the company. In this regard, 28 out of 50 respondents included in the survey are having experience of more than 5 years within the company. This data is showing that majority of the respondents included in the survey are having ample of experience regarding company’s policies and regulations which can be proved quite crucial for the research work and its validity.

Figure 2
Figure 3 is the representation of the job position of the respondents included in the research work. In this regard, the findings of the data have reflected that majority of the respondents are from middle level or line management staff (i.e. 25 out of 50), ground level employees (i.e. 20 out of 50).

Figure 3
This data is showing that in the research work practical experience of the employees within the country has been considered for the purpose of retrieving the research conclusion.
4.2.2 Correlation Analysis
The value of correlation coefficient is dependent on the responses of the respondents who are involved in the data collection process. This value can be varied as per the response rate of the respondents.
Correlation Analysis of Work Environment and Career & Growth opportunities:
While examining the correlation coefficient between two variables; work environment and career and growth opportunities, the value of the correlation coefficient (r) is found 0.59 which indicates perfect correlation between these two variables (See Appendix 2). It suggests that working environment has good impact over the career and growth opportunities. The working environment of the Power Automation Pte Ltd is found well in the light of this correlation analysis as it has been rendering better career and growth opportunities to the employees as a result of which, they are having a good degree of job satisfaction.
Correlation Analysis of Work Environment and Monetary Benefits and Incentives
  With the calculation of the correlation coefficient between two variables namely work environment and monetary benefits and incentives, it has been found that that there is a positive correlation between these two factors in Power Automation Pte Ltd as the value of correlation coefficient (r) is 0.79 (See Appendix 2). From this data and its analysis, it has been interpreted that in the company the provision of monetary benefits and incentives to the employees is quite good and effective and this is the reason that it is having contribution towards development of a good working environment for the employees that is rendering them good degree of job satisfaction.
Correlation Analysis of Work Environment and Occupation Health and Safety
In relation to analysis of the job satisfaction level in Power Automation Pte Ltd, the correlation between two variables occupation health and safety and work environment was calculation. From the value of the correlation efficient (r) calculated for such purpose was found 0.77 from the test (See Appendix 2). This value of the correlation coefficient depicts that there is a positive relationship between these two variables. This data provides base for interpretation that in Power Automation Pte Ltd the level of occupation health and safety is appropriate and this has a good impact on the current environment of the company. From this analysis it has been interpreted that the company needs to maintain same degree of occupation health and safety measures and practices in order to render better degree of job satisfaction.
Correlation Analysis of Work Environment and Salary and Wages
When the correlation was calculated between two variables named salary and wages and work environment, it was found from the calculation of the correlation that the value of the correlation coefficient (r) is 0.76 (See Appendix 2). From the analysis of the value of correlation coefficient, it has been determine that there is a good degree of relationship between these two variables in relation to Power Automation Pte Ltd. From the analysis of this data, it has been interpreted that salary and wages is a key factor that improves the level of work environment of the company and hence the company need to work more on salary as with this factor much improvement cannot be done relation to the job satisfaction level of the employees of the company.
Correlation Analysis of Work Environment and Non Monetary Benefits
When the calculation of the correlation efficient was done in order to find out the relationship between two variables namely non monetary benefits and work environment, it was found from the test that the value of the correlation coefficient for these variables is 0.77 (See Appendix 2). From the analysis of this data value it has been interpreted that there is a good degree of relationship between these two variables and the level of this relationship is good in the company. From the analysis of this data, it has been interpreted that company needs to make significant level of improvement in the provision of non-monetary benefits in order to render desired degree of job satisfaction to the employees.
Correlation Analysis of Work Environment and Managerial Attitude towards Subordinates
From the analysis of the correlation between the two variables namely work environment and managerial attitude towards subordinates was done, the value of the correlation coefficient (r) was found 0.63 (See Appendix 2). This value shows that there is a good relationship between these two variables and this means that the company should have good managerial attitude towards subordinates. With this kind of working the company can improve the level of job satisfaction to a good degree.
Correlation Analysis of Work Environment and Regular Performance Monitoring
With the calculation of the correlation between two variables namely work environment and regular performance monitoring was done, it was found that the value of the correlation coefficient (r) was very low, i.e. 0.76 (See Appendix 2). From the analysis of this data it has been interpreted that there is a good relationship in the company between regular performance monitoring and work environment and hence the management of the company needs to make significant level of working to improve the regular performance monitoring process.
Correlation Analysis of Work Environment and Employee Participation in Decision Making
With the calculation of the correlation between the two variables namely work environment and employee participation in decision making was done, it was found on the basis of the value of the correlation coefficient (r), i.e. 0.82 (See Appendix 2) that there is a good degree of relationship between employee participation in decision making and work environment in Power Automation Pte. Ltd that there is a good degree of relationship between the two and hence there is a need for making good degree of maintenance in the level of employee participation in decision making in the company in order to improve the level of job satisfaction among the employees.
Correlation Analysis of Work Environment and Employee Job Rotation
When the correlation between two variables namely work environment and employee job rotation was done, from the value of the correlation coefficient (r), i.e. 0.76 (See Appendix 2) it was interpreted that there is a good relationship between these two variables and hence the company needs to make significant level of improvement in the aspect of employee job rotation if the company intends to make significant improvement in the employee job satisfaction level.
Correlation Analysis of Work Environment and Job Enrichment
With the calculation of the correlation between two variables namely work environment and Job Enrichment was done, it was found that the value of the correlation coefficient (r) was good i.e. 0.63 (See Appendix 2). From the analysis of this data it has been interpreted that there is need for making significant degree of improvement in the level of job enrichment in the company as with the help of this kind of improvement the company will be able to make improvement in the level of job satisfaction to a good degree.
Correlation Analysis of Work Environment and Employee engagement
With the calculation of the correlation between two variables namely work environment and Employee engagement was done, it was found that the value of the correlation coefficient (r) was good, i.e. 0.73 (See Appendix 2). From the analysis of this data it has been interpreted that there is a good degree of relationship between the two and hence the company can improve the level of employee engagement to more degree in order to reach significant level of job satisfaction.


Figure 4: Correlation between Factors




4.2.3 Descriptive Analysis of Open Ended Questions
For the purpose of revealing the detailed and comprehensive responses of the respondents, the survey questionnaire also includes two detailed and effective open ended questions have also been asked in the research work. For instance, the first research question is directed to reflect then opinion of the respondents regarding three issues that are affecting their job satisfaction level. In this context, majority of the respondents included in the research work has rated lack of motivation factors such as lack of incentives, perks and bonus can affect their efficiency and motivation towards presenting good and effective work to the organization. Further as per the common response, organizational culture and work environment can also be considered as the factor which can affect employee morale and satisfaction. In this context, in the case of ineffective and inefficient working environment, the employee morale leads to get hampered quite intensively. Moreover, the salaries and wages can also be considered as one of the major factors that can directly or indirectly affect employee job satisfaction level.
Further the research work is also directed to explore the positive aspects of high degree of job satisfaction for employees for the company as a whole. In this regard, the response on the majority of the respondents included in the research have illustrated that job satisfaction leads to develop high degree of motivation for the employee which induces them to perform their level best within the organization. In this context, majority of the respondents have asserted this phenomenon by saying that job satisfaction allows them to have courage and intentions of putting their best of efforts in the success of the organization which is one of the major benefits for the company. In addition to this, some of the employees have revealed that job satisfaction enhances their engagement with the organization which directs them to work for the organizational success and effectiveness.                        
4.3 Discussion
For the purpose of accomplishing some of the crucial and core research objectives, there are two different types of data, i.e. primary data and secondary data have been retrieved. The findings of the methods have discussed some of the common findings and results which can be reflected as the prime base for generating conclusion. For example, findings of the literature review have reflected that for the purpose of making the employee satisfied with his job there is a need of considering some crucial factors, which can be tangible as well as intangible by nature. In the same manner, the research work has also reflected with the help of the results from primary data that employee job satisfaction is not an absolute term which depends heavily upon different factors including work environment, monetary and non monetary benefits, attitude of the employee and the growth opportunities provided within the organization. Detailed analysis of quantified data has reflected that for the purpose of developing the confidence and enhancing the overall productivity of the employee, it is essential for the management to develop high degree of job satisfaction as only satisfied employee can deliver his best of the performance. In relation to this, the research work has shaded some intensive lights over the different factors related to the employee job satisfaction and their correlation with the employee performance. On the basis of the correlation testing, it can be reflected that factors such as benefits such as bonus, incentives and perks can be considered as highly correlated factor with employee job performance. In other words it can be discussed that presence of the factors such as incentive, bonus and perks are directed to recognise the efforts made by the employee in the success of the employees up to a significant manner, which can be proved quite crucial and effective to enhance their morale and satisfaction. In addition to this, there are some other crucial factors, such as work environment, growth opportunities, and behaviour of employers and seniors at the work place are some of the crucial other factors which can be proved quite effective and efficient in enhancing the level of working efficiency and effectiveness of the employees, which ultimately results into the increased performance and success of the organization. In relation to this, it can be considered that employee’s job satisfaction has direct and positive and correlation with organization’s overall output and performance. In relation to this, there are some factors such as wages and salaries are having correlation with job satisfaction level of the employee, but only to a limited extent. These data findings have revealed that within an organization, only salaries and wages are not the factors that can make an employee motivated and satisfied with the job profile. Owing to this reason, it can be considered that for the business organization, it is essential to consider some other methods and measures to improve the employee job satisfaction and organizational performance.                                          .      
4.4 Summary
The presented chapter of the research work is directed to explore the data collected with the help of survey method and undertaking some crucial findings. The analysis of the data has been done with the help of excel application through which graphical presentation method has been used for demographical data. In addition to this, correlation analysis through excel method has been taken into account. On the basis of the analysis it can be reflected that there are some crucial monetary and non monetary factors which can affect the employee job satisfaction and organizational performance.                      
 Chapter 5 Conclusion
5.1 Conclusion
The presented research work has directed to reflect some of the crucial and effective organizational factors, which are directed to enhance the level of job satisfaction among employees of the Power Automation Pte ltd. These are the factors which can be considered quite crucial in enhancing over operational performance of the organisation. In this regard, with the help of research findings and data collected from survey, it has been revealed that research work has been proved quite successful in answering the research questions drafted in the research work. For instance, the first research question asked in the research work is related to the independent factors that affect performance of employees in the specific reference to automation industry. In reference to this research question, the research work has concluded that factors like, incentives, monetary and non Monterey benefits, work environment, attitude of managers and top level management and growth opportunities can be considered quite critical for the purpose of enhancing the level of job satisfaction and performance among employees within the organization.
On the basis of the survey, it has been reflected that different employees of the organization has revealed that organization has a policies for employee performance review and appraisal through which it provides monetary and non monetary benefits to the employees which leads him to pursue high degree of job satisfaction and motivation. This factor also reveals that organization always tries to undertake different programs and policies for the purpose of enhancing the degree and level of communication between employees and top level management so that issues faced by the employees of the organization can be communicated to the management. This can be proved quite effective strategy of the organization with the help of which it can resolve the issues and problems of the employees. It helps in enhancing overall working environment of the organization, as well as, employee satisfaction within the organization.
In addition to this, presented research work is directed to investigate the degree of the correlation between these factors and job satisfaction. In reference to this research question, the research work has reflected that there is high degree of positive correlation between organizational performance and employee job satisfaction level of the employees. In this regard, the research work has found out that different factor, such as incentives, non monetary benefits and bonus against the performance level of the employees are showing high level of positive correlation with the organization performance. In other words, it has been revealed that higher the level of incentives and monetary benefits, high will be the degree of job satisfaction, as well as, performance level of the organization.
In addition to this, the research work has also found that there are some other factors such as organizational commitment, work culture and environment, and growth opportunities available within the organization which is showing positive correlation with the organizational performance. In this regard, these are the factors which are affecting the job satisfaction and their performance, but only to the certain extent. However, for the organization, it is essential to have these crucial factors as the absence of these factors can lead to high degree of dissatisfaction among employees. In addition to this, the research work has also highlighted that different crucial factors such as salaries and wages can be considered as the factors which have limited correlation with organizational performance. In this regard, it can be considered that these are the factors the presence of which does not enhance the level of satisfaction and performance of the employees, but the absence of which certainly decreases the satisfaction level pursued by the employees.  
In this way, it can be reflected that the presented research work has been proved quite successful and efficient in developing some crucial level of understanding organizational behaviour and relationship between different organizational factors and employee job performance up to a significant manner.              
5.2 Research questions findings
5.2.1 Question NO. 1
What are the key factors that are affecting the employee job satisfaction level in Power Automation Pte Ltd?
On the basis of the correlation testing, it can be reflected that factors such as benefits such as bonus, incentives and perks can be considered as highly correlated factor with employee job performance. In other words it can be discussed that presence of the factors such as incentive, bonus and perks are directed to recognise the efforts made by the employee in the success of the employees up to a significant manner, which can be proved quite crucial and effective to enhance their morale and satisfaction. In addition to this, there are some other crucial factors, such as work environment, growth opportunities, and behaviour of employers and seniors at the work place are some of the crucial other factors which can be proved quite effective and efficient in enhancing the level of working efficiency and effectiveness of the employees, which ultimately results into the increased performance and success of the organization.
Question NO. 2
Which factors have positive impact on employee job satisfaction level and which have negative impact on the same?
Lack of motivation factors such as lack of incentives, perks and bonus can affect their efficiency and motivation towards presenting good and effective work to the organization. Further as per the common response, organizational culture and work environment can also be considered as the factor which can affect employee morale and satisfaction. In this context, in the case of ineffective and inefficient working environment, the employee morale leads to get hampered quite intensively. Moreover, the salaries and wages can also be considered as one of the major factors that can directly or indirectly affect employee job satisfaction level.
5.3 Research Limitations
5.3.1 Limited to survey questionnaire method
One of the key limitations of this research study is that it has included on survey questionnaire method. The survey method restricts the respondents to provide their unbiased response for the questions asked. Other than this, the survey method also does not prove the authenticity of the responses provided. Other than this, if interview method could have been used in this research, more extensive and elaborated information could be gathered to address the selected research problem.
5.3.2 Sample size
The sample size chosen for the research work is 50 which might result in providing errors due to limitation of views and suggestions.
5.3.3 Limited to particular organisation
This research study is limited to a particular business organisation and hence taking consent of the employees of that company for taking part in the survey process was also a critical issue while conducting data collection process in this research.
5.3.4 Time Limitation
In collecting the views from the survey from different respondents time boundaries might have extended.
5.4 Further Study
 The research work has been proved quite successful in achieving its research objectives and answering all he research questions in the most effective and efficient manner. Although the orientation and process undertaken within this research work has been proved quite successful and effective, yet still there are some crucial areas for further development and improvement. For instance, the research work has focused on the organizational factors related to   Power Automation Pte Ltd only. For the purpose of enhancing the comprehensiveness of the research results, there is a need of including data from other business organizations also so that some other crucial and critical factors affecting job satisfaction and organizational performance can be identified. In addition to this, the presented research work is directed to use survey method only to explore the primary data related to the context of the research work. For the purpose of enhancing the comprehensiveness of the results of the research work, other crucial methods such as case study and interview methods can be considered in the future research work so that more effective and efficient information related to the research work can be revealed and more confined research results can be drawn out in future reference.    
    .          
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 Appendix: Survey Questionnaire
Demographic Data:
What is your gender?
Male(38)
Female (12)
What is your working experience duration?
1-3 years (12)
3-5 Years (10)
More than 5 years (28)
At what level you are working in the organization
Upper Level Management (5)
Line Management (25)
Ground Level (20)

Factors
Strongly Agree (5)
Agree (4)
Neutral (3)
Disagree (2)
Strongly Disagree (1)

4. Work Environment and Occupation Health and Safety






5. Career and Growth Opportunities






6. Monetary Benefits and Incentives and Salary  and Wages






7. Non-Monetary Benefits






8. Managerial Attitude towards subordinates and






9. Employee Participation in Decision Making






 10. Employee Job Rotation  Job Enrichment Employee Engagement






11. Regular Performance Monitoring







12. Please mention three issues that affecting the job satisfaction level of employees in your organization?
------------------------------------------------------------------------------------------------------------
13. Please mention the benefits of having high degree of job satisfaction for employees for the company as a whole?
----------------------------------------------------------------------------------------------------------


Appendix 2:

Work Environment
Career and Growth Opportunities
Monetary Benefits and Incentives
Occupation Health and Safety
Salary  and Wages
Non-Monetary Benefits
Managerial Attitude towards subordinates
Regular Performance Monitoring
Employee Participation in Decision Making
Employee Job Rotation
Job Enrichment
Employee Engagement

Work Environment
1












Career and Growth Opportunities
0.594
1











Monetary Benefits and Incentives
0.79
0.608
1










Occupation Health and Safety
0.777
0.629
0.69
1









Salary  and Wages
0.766
0.553
0.74
0.691
1








Non-Monetary Benefits
0.78
0.604
0.61
0.647
0.628
1







Managerial Attitude towards subordinates
0.636
0.543
0.69
0.645
0.658
0.532
1






Regular Performance Monitoring
0.763
0.528
0.7
0.753
0.678
0.628
0.735
1





Employee Participation in Decision Making
0.827
0.523
0.69
0.704
0.758
0.733
0.611
0.663
1




Employee Job Rotation
0.763
0.503
0.75
0.742
0.719
0.588
0.716
0.681
0.6618
1



Job Enrichment
0.639
0.893
0.71
0.678
0.614
0.658
0.708
0.591
0.64
0.688
1


Employee Engagement
0.738
0.688
0.63
0.654
0.772
0.729
0.631
0.636
0.736
0.587
0.702
1