“A STUDY ON THE JOB SATISFACTION OF PRIVATE EMPLOYEES

DURING COVID-19 WITH SPECIAL REFERENCE TO ERNAKULAM

DISTRICT, KERALA”

Project Report submitted to

UNIVERSITY OF CALICUT

In partial fulfillment of the requirement for the award of the degree of

BACHELOR OF COMMERCE

Submitted by

Edvin Davis
(CCASBCM067)

Under the supervision of

Mr. LIPINRAJ K

DEPARTMENT OF COMMERCE

CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA

MARCH 2021
 CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA

CALICUT UNIVERSITY

DEPARTMENT OF COMMERCE

CERTIFICATE

This is to certify that the project report entitled “A STUDY ON THE JOB
SATISFACTION OF PRIVATE EMPLOYEES DURING COVID-19
WITH SPECIAL REFERENCE TO ERNAKULAM DISTRICT,
KERALA” is a bonafide record of project done by EDVIN DAVIS, Reg. No.
CCASBCM067, under my guidance and supervision in partial fulfillment of the
requirement for the award of the degree of BACHELOR OF COMMERCE and
it has not previously formed the basis for any Degree, Diploma and
Associateship or Fellowship.

Prof. K. J. JOSEPH Mr. LIPINRAJ K

Co-ordinator Project Guide
 DECLARATION

I, EDVIN DAVIS, hereby declare that the project work entitled “A

STUDY ON THE JOB SATISFACTION OF PRIVATE EMPLOYEES
DURING COVID-19 WITH SPECIAL REFERENCE TO ERNAKULAM
DISTRICT, KERALA” is a record of independent and bonafide project work
carried out by me under the supervision and guidance of Mr. Lipinraj K,
Assistant Professor, Department of Commerce, Christ College, Irinjalakuda.

The information and data given in the report is authentic to the best of my
knowledge. The report has not been previously submitted for the award of any
Degree, Diploma, Associateship or other similar title of any other university or
institute.

Place: Irinjalakuda Edvin Davis

Date: CCASBCM067
 ACKNOWLEDGEMENT

I would like to take the opportunity to express my sincere gratitude to all people
who have helped me with sound advice and able guidance.

Above all, I express my eternal gratitude to the Lord Almighty under whose
divine guidance; I have been able to complete this work successfully.

I would like to express my sincere obligation to Rev.Dr. Jolly Andrews,

Principal-in-Charge, Christ College Irinjalakuda for providing various facilities.

I am thankful to Prof. K.J.Joseph, Co-ordinator of B.Com (Finance), for

providing proper help and encouragement in the preparation of this report.

I am thankful to Mr. Lipinraj K, Class teacher for his cordial support, valuable
information and guidance, which helped me in completing this task through
various stages.

I express my sincere gratitude to Mr. Lipinraj K, Assistant Professor, whose

guidance and support throughout the training period helped me to complete this
work successfully.

I would like to express my gratitude to all the faculties of the Department for
their interest and cooperation in this regard.

I extend my hearty gratitude to the librarian and other library staffs of my college
for their wholehearted cooperation.

I express my sincere thanks to my friends and family for their support in

completing this report successfully.
 Table of Contents

PAGE
SL No. CONTENTS
No.

List of Tables

List of Figures

Chapter
Introduction 1-4
I

Chapter II Empirical Literature 5-8

Chapter III Conceptual Review 9-13

Chapter IV Data Analysis and Interpretation 14-37

Findings, Suggestions and

Chapter V 38-42
Conclusion

Bibliography

Appendix
 List of Tables

Table TABLES PAGE

No. No.

4.1 Table showing age of respondents 15

4.2 Table showing gender of respondents 16

4.3 Table showing Marital status of respondents 17

4.4 Table showing Field of work of respondents 18

4.5 Table showing work from home facility offered 19

4.6 Table showing satisfaction with company policies 20

towards work from home

4.7 Table showing satisfaction of working hours 21

followed on work from home

4.8 Table showing satisfaction over workload the 22

company gave

4.9 Table showing enough time offered for family 23

4.10 Table showing ability to work to full potential 24

4.11 Table showing satisfaction with work done 25

4.12 Table showing necessary tools provided for job 26

4.13 Table showing satisfaction over communication 27

among employees & management

4.14 Table showing connection among colleagues & 28

superiors

4.15 Table showing forcibility to come to office 29

4.16 Table showing satisfaction of steps taken to ensure 30

safety

4.17 Table showing increase in pressure from higher ups 31

4.18 Table showing laying off of employees 32

4.19 Table showing promotion and raise being provided 33

4.20 Table showing cuts in benefits 34

4.21 Table showing satisfaction of the level of 35

remuneration

4.22 Table showing satisfaction for working during the 36

pandemic

37
4.23 Table showing change in level of satisfaction
 List of Figures

Figure FIGURES PAGE

No. No.

4.1 Figure showing age of respondents 15

4.2 Figure showing gender of respondents 16

4.3 Figure showing Marital status of respondents 17

4.4 Figure showing Field of work of respondents 18

4.5 Figure showing work from home facility offered 19

4.6 Figure showing respondents satisfaction with 20

company policies towards work from home

4.7 Figure showing satisfaction of working hours 21

followed on work from home

4.8 Figure showing satisfaction over workload the 22

company gave

4.9 Figure showing enough time offered for family 23

4.10 Figure showing ability to work to full potential 24

4.11 Figure showing satisfaction with work done 25

4.12 Figure showing necessary tools provided for job 26

4.13 Figure showing satisfaction over communication 27
among employees & management

4.14 Figure showing connection among colleagues & 28

superiors

4.15 Figure showing forcibility to come to office 29

4.16 Figure showing satisfaction of steps taken to ensure 30

safety

4.17 Figure showing increase in pressure from higher ups 31

4.18 Figure showing laying off of employees 32

4.19 Figure showing promotion and raise being provided 33

4.20 Figure showing cuts in benefits 34

4.21 Figure showing satisfaction of the level of 35

remuneration

4.22 Figure showing satisfaction for working during the 36

pandemic

4.23 Figure showing change in level of satisfaction 37

CHAPTER I
Introduction
1.1 Introduction
Employees are one of the most important factor in a business in order to
achieve the overall success of the company, therefore there is a high need to
maintain a dedicated and enthusiastic workforce at all times. This is only
possible by providing sufficient job satisfaction.

Job satisfaction or employee satisfaction is a measure of workers'

contentedness with their job, whether or not they like the job or individual
aspects or facets of jobs, such as nature of work or supervision, especially as the
whole working scenario has changed due to Covid-19.

Covid-19 has drastically changed the way various industries work and has
created a number of challenges in our career paths. Both job seekers and
organizations have had to change the way they approach the game, strategies
have been re-drawn. Despite the size, scope and intensity of the coronavirus
pandemic, some work activities will go back to the way they were at least
for a while. But there will be permanent changes, which will forever alter the
way we think about and behave at work.

As more and more millennials and younger generations enter the workforce,
they’re demanding an increased amount of satisfaction out of their jobs and
they’re not letting up. They care more about how happy they are with work
than they do about more traditional elements like pay. Employers are facing
a changing landscape and those who go with the flow rather than fight it will
surely enjoy an endless stream of applicants over the years.

1
1.2 Statement of the problem
While knowing your customers and their priorities is a well-recognized and
common business practice, knowing your employees is a lesser known
virtue, even though it can be stated that knowing your employees is every bit
as important as understanding your customer as business owners need
employees that are able to get the job done, because employee performance
is critical to the overall success of the company.
As the Covid-19 pandemic spread, it affected the working condition of
people in all sectors and thus created new challenges to the employers in
order to provide sufficient job satisfaction as well maintain the fixed level of
production.

1.3 Scope and Significance

The scope of the research is job satisfaction and professional commitment of
private employees during the Covid-19 pandemic. This study is highly
significant and useful to know the job satisfaction of private employees
located in Ernakulam district during Covid-19.

1.4 Objectives of the study

1. To study the change in working atmosphere faced by the employees
during Covid-19 pandemic.
2. To study job satisfaction of private employees during Covid-19.
3. To study the professional commitment of employees towards their firm
during Covid-19.

1.5 Research Methodology

The present study is descriptive in nature. The study examines the impact
of changes in the working environment that has occurred due to the
spread of Covid-19 pandemic on professional commitment and overall
job satisfaction of private employees in Kerala. The study uses primary
data, it is collected from 50 private employees in Ernakulam district by
2
 the use of questionnaires. Due to the special nature of the study
qualitative data has been used in this study.

1.6 Sample Design

1.6.1 Population
The study is conducted on job satisfaction of private employees in
Ernakulam district.

1.6.2 Sample Unit

To study the whole private employee population and arrive at a
conclusion would be impractical as the population is infinite and as it
is not possible to include the entire population it was considered to
draw samples. The sampling method used in this study is convenience
sampling under the non-probability sampling method.

1.6.3 Sample Size

There is a need for at least 50 samples to perform necessary analytical
activities, therefore 50 respondents were selected from the population
of Ernakulam to constitute the sample size for the study.

1.7 Tools for Analysis

A questionnaire is created in order to receive the necessary response
required from the samples to achieve the research objective.
The statistical and analytical tools used for analyzing primary data and
establishing and analyzing the relation and dependence between
variables are: percentages and graphs.

3
1.8 Limitation of the Study
● The study is confined to a sample of 50 people.
● The study is confined to private employees in Ernakulam district.
● The study does not take into consideration the new rules and laws
set up by the government during this pandemic.

1.9 Chapterisation

Chapter1: Introduction
Chapter2: Empirical Literature
Chapter3: Conceptual Review
Chapter4: Data Analysis and Interpretation
Chapter5: Findings, Suggestions & Conclusion

4
 Chapter II

Empirical Literature
2.1 Introduction

A literature review discusses published information in a particular subject

area, and sometimes information in a particular subject area within a
certain time period. A literature review can be just a simple summary of
the source, but is usually as an organizational pattern and combines both
summary and synthesis. It helps in clarifying and defining the problem,
stating the objectives, formulating hypothesis, selecting an appropriate
design and methodology of research as well as interpreting the result in
the light of research work already undertaken in the previous studies. In
this chapter an endeavor has been made to provide and present an
overview of various aspects of this study through the review of existing
literature. The sources referred include journals, books, working papers,
report related to human resources etc.

Empirical research is published in books and in scholarly, peer-reviewed

journals. However, most library database does not offer straight forward
ways to locate empirical research.

Some of the literature reviews related to this particular project are:

Manoj Bhattari (2020), Virtual work or working from home was not
predominantly an option for all industries before COVID-19, but
somehow now it has become a new normal and unprecedented. It has
always been an area of exploration, whether there is an association
between working from home and employee job satisfaction. The study
result showed, the majority of employees were satisfied even working
from home, but some crucial aspects of job satisfaction were also seen,
which cannot be ignored.

Shilipi Arora and Dr. Sandeep Vyas (2020), this paper presents a
comprehensive diagnosis of job satisfaction indices in Indian Information
Technology Sector amid COVID-19 times, the factors causing the

5
dissatisfaction and suggestions to improve them. It focuses on the relative
importance of job satisfaction factors and their impact on the overall job
satisfaction of employees. The results call upon the management of the IT
companies to foster more on intrinsic satisfaction factors in order to
enhance the overall employee’s satisfaction which will in turn increase
the organization’s productivity.

Stijn Baert et al. (2020), this paper examined employee perceptions of

telework on various life and career aspects, distinguishing between typical
and extended telework during the COVID-19 crisis. The respondents
mainly attribute positive characteristics to teleworking, such as increased
efficiency and a lower risk of burnout. It also suggest majority believe that
teleworking and digital conferencing are here to stay, while others worry
that it diminishes their promotion opportunities and weakens ties with
colleagues and employer.

Lili Song et al. (2020), The unprecedented outbreak of the Coronavirus

Disease 2019 (COVID-19) caused an economic downturn and increased
the unemployment rate in China. In this context, employees face health
and social economic stressors. The results show that the prevalence of
anxiety, depression, insomnia and somatization among these people was
12.7%, 13.5%, 20.7% and 6.6%, respectively. The major risk factor for
mental health was worrying about unemployment, and the main protective
factors were psychological strengths (i.e., resilience and optimism).
Regarding work attitudes, the percentage of people who felt more satisfied
with their job (43.8%) was larger than that of those who felt less satisfied
(26.9%), while the percentage of people who thought about quitting their
job more frequently (15.7%) was smaller than that of those who
considered it less frequently (63.2%). However, work engagement was
lower than usual.

6
Nisha Chanana and Sangeeta(2020), during the COVID‐19 pandemic,
employee engagement has become one of the utmost prominent primacies
for human resource managers and practitioners in organizations due to
lockdown. The paper is to determine the engagement of employees by
various companies during coronavirus pandemic. Work‐from‐home
regime engagement activitiesare very fruitful for employees as well as for
organizations. Those organizations doing these kinds of engagement
activities for their employees are learning new skills and developing
themselves. Employees are feeling committed to the organization and stay
motivated during this tough time of COVID‐19 pandemic.

Dr. Mayuri Chaturvedi, Sumedha Raavi (2019), the level of

satisfaction changes from sector to sector depending on the work load and
working conditions and job security. Hence, the study on employee job
satisfaction belonging to different sectors helps to understand the overall
job satisfaction of the employees. In this study only four sectors are
considered they are Education Sector, Public Sector, Private Sector and
IT Sector. Though job satisfaction in each sector individually is not
considered, the study gives the overall rate of job satisfaction, the reasons
for job satisfaction and also the extent of satisfaction with various factors
of employees belonging to different sectors.

Maria Dalkrani and Efstathios Dimitriadis(2018), This study examines

the degree of employee satisfaction from the different factors that
theoretically affect satisfaction. Moreover, the relationship between the
factors of job satisfaction and organizational commitment on private
employees is examined. The results showed that the “Social Aspects of
job”, “Job Characteristics” and “Work Environment”, are the most
important factors positively affecting organizational commitment, while
"Promotion" and "Rewards" are not significant factors.

7
Deepti Sinha and Dr. Somesh Kumar Shukla (2013), Banking sector is
one of those sectors which is not only the backbone of the whole economic
system but also one of the biggest employment providers. This study is
conducted in the private sector banks of Greater Noida with the objective
to bring out clearly the level of job satisfaction, various components of
job satisfaction, their correlation with the overall job satisfaction. It was
found that job satisfaction is largely a matter of an individual comparing
his/her job and life expectations with those being offered, in shaping such
job expectations, there are economic considerations, occupational and
family considerations.

Anju Kalluvelil Janardhanan(2012), Various studies have been

conducted to find out the factors which determine job satisfaction and the
way it influences productivity in the organization. This study tries to
evaluate how human resource factors affect the satisfaction level of
employees in BPCL – Kochi Refinery Limited. It assesses how far welfare
and financial factors motivate the employees in the company. The study
also attempts to analyze the opinion of employees towards the working
life in the company.

Geeta Kumari and K. M. Pandey(2011), Public Sector versus Private

Sector comparisons are a debate which seems to be a never ending topic.
It is very difficult to take stand for either of these two forms of
administration. This paper surveys both the sectors in most of the aspects
of analysis. The paper show, jobholders vary regarding the extent of
ambivalence experienced with respect to their attitude toward their job.
The findings also open up opportunities for further research regarding the
consequences of job ambivalence.

8
 Chapter III

Conceptual Review of Literature

3.1 Introduction

Conceptual review of framework means a research own perceptions about

the cope and structure of a problem, the literature review provides other
ideas and work in areas close to that under study.

3.2 Meaning

Job satisfaction is the level of contentment employees feel with their job.
This goes beyond their daily duties to cover satisfaction with team
members/managers, satisfaction with organizational policies, and the
impact of their job on employees’ personal lives. It can be measured in
cognitive (evaluative), affective (or emotional), and behavioral
components. Researchers have also noted that job satisfaction measures
vary in the extent to which they measure feelings about the job (affective
job satisfaction), or cognitions about the job (cognitive job satisfaction).

3.3 Definition

One of the most widely used definitions in organizational research is that

of Locke (1976), who defines job satisfaction as "a pleasurable or positive
emotional state resulting from the appraisal of one's job or job
experiences" (p. 1304). Others have defined it as simply how content an
individual is with his or her job; whether he or she likes the job. It is
basically the measure of workers' contentedness with their job, whether
they like the job at both the global level (whether the individual is satisfied
with the job overall), or at the facet level (whether the individual is
satisfied with different aspects of the job).

9
 3.4 Factors
There’s no one definition of job satisfaction and factors contributing to it
will depend on the nature of your workplace. For example, a satisfied
employee in the manufacturing sector looks different from a satisfied
software developer. However, there are ten traits that every workplace
geared toward employee well-being and satisfaction will have in common.
1. Company’s care about its employees.
2. Enough room for employees to engage in their hobbies.
3. The average interval between promotions.
4. Respect from peers.
5. Culture of two-way feedback.
6. Work-life balance.
7. Employee’s relationships with their reporting heads.
8. Whether the organization follows fair and inclusive policies.
9. Ability of employees to nurture their creative instincts in their jobs.
10. Job Security (employees feel secure about their role).

3.5 Components
The components of job satisfaction are summarized as evaluative,
cognitive, and effective, behavioral components.
1. The Evaluative Component

An individual’s overall response to the employing organization is

summarized in the evaluative component. It represents dislike vs. like for the
organization. When asked for a single response to the question, how satisfied
are you with your job, individuals’ respond to their overall evaluation. In this
case, a 5 point positive-negative scale is used where 1 indicates most negative
situation and 5 indicates most positive situation to express overall favorable
or unfavorable rating of their current job.

2. The Cognitive Component

10
 An individual’s perceptions, opinion, beliefs and expectations regarding the
organization are the focus of his or her cognitions. In this case, different items
are measured to assess the cognitive component of job satisfaction.

Here participants rated the adjectives from 1 (Strongly describes) to 5 (Not

applicable) how well each term reflected their thoughts or beliefs associated
with their current job

3. The Affective Component

This component represents the feeling induced by the organization. In

general, positive affect results from information, feedback, and situations that
affirms or reinforces the individual’s self-worth and self-concept, while
negative affect is evoked by invalidating situations.

Self-worth is validated when individuals feel accepted as valued members of

the organization and their competencies and core values are confirmed.

3.6 Advantages and disadvantages

3.6.1 Advantages

● Satisfied employees translate into satisfied customers

If employees are unhappy at work, the chances are that this will reflect in
their interactions with the customer. Contact centers, specifically, cannot
afford to have dissatisfied employees – this is sure to show in every word
they say and every campaign they work on.

11
Even in non-customer-facing jobs, low satisfaction can cause errors in the
workflow – for example, a higher defect rate in manufacturing and bad code in
software development. This is why employee satisfaction is vital for customer-
centric companies.

● You increase the chances of referrals

Employee referrals are the most effective method of recruitment, bar none. A
report by Jobvite found that referrals make up 7% of all applications but an
overwhelming 40% of all hires. An employee satisfied with the work conditions
and the pay scale is far more likely to recommend their friends than a dissatisfied
employee.

● Satisfaction is directly linked to your productivity

In a positive work environment, employees are more likely to bring their

best to work every day. There’s also a secondary reason for this high-
satisfaction workplaces prioritize employee wellness. Therefore, they are
more likely to look after themselves, and address stress/burnout/health
issues, before it impacts work.

● Voluntary turnover will come down

Sometimes, turnover can be good for business, as it brings fresh talent into
the organization. But voluntary turnover looks different – you risk losing
top talent you have carefully trained over the years.

Also, this talent takes with it tribal knowledge once it leaves the company,
which could toughen up the competition for your products and service
offerings. On the other hand, a satisfied workforce is less likely to quit.

● In the long term, you can dramatically reduce HR costs

Typically, you need to plan for both fixed and variable costs as part of
your HR budget. Low satisfaction could significantly dent the variable
aspect of this equation – dissatisfied employees require targeted surveys,
12
 specialized learning and development, additional career assistance, and
ultimately may lead to rehiring and retraining costs in the case of turnover.
All of this needs you to invest more than you had expected.

By making job satisfaction a priority at your company, you can stay ahead
of the curve and ensure that there are no unprecedented issues arising due
to low satisfaction.

3.6.2 Disadvantages

● You never want to leave your comfort zone:

Though having job satisfaction is vital in order to help you have a happy
professional life, one of the chief limitations of job satisfaction is that you
are so content with what you do, that you will eventually refuse to leave
your comfort zone.

You will begin to accept only those tasks which you have been doing since
you joined the company and you will not be willing to try your hand at
something new.

● You refuse to challenge yourself:

People who have immense job satisfaction will never be willing to

challenge themselves with a daunting task. This is because they are afraid
that if they challenge themselves then the job will not remain as satisfying
as it was.

This having been stated, job satisfaction does not mean that you only take
on tasks which are easy for you and which you are used to doing, on the
contrary, job satisfaction means that you do your job irrespective of the
challenges which are thrown your way, as you know these challenges will
only help you better yourself.

13
 Chapter IV

Data Analysis and Interpretation

4.1 Introduction

Data analysis is a process of inspecting, cleansing, transforming, and

modeling data with the goal of discovering useful information, informing
conclusions, and supporting decision-making. Data analysis has multiple
facets and approaches, encompassing diverse techniques under a variety
of names, and is used in different business, science, and social science
domains. In today's business world, data analysis plays a role in making
decisions more scientific and helping businesses operate more effectively.

4.2 Descriptive statistical analysis

Descriptive statistical tools are those tools in which, these are used to
describe the characteristics of a single variable, like its frequency,
percentages etc.

14
 Table 4.1.

Table showing Age

Age Count Percentage (%)

18-30 24 48

31-40 15 30

41-50 8 16

51-60 3 6

Total 50 100

Source: Primary Data

From the table 4.1, it is clear that out of 50 respondents, 48% of

respondents are between the ages of 18-30, 30% are between ages of 31-
40, 16% are between the ages of 41-50 and 6% are between the ages of
51-60. From this data it is seen that majority are between the ages of 18-
30.

Fig 4.1

Figure showing age

6%

16%
18-30
48% 31-40
41-50
51-60
30%

15
 Table 4.2

Table showing Gender

Percentage
Gender Count
(%)

Male 35 70

Female 15 30

Total 50 100

Source: Primary Data

From the table 4.2, it is clear that out of 50 respondents, 70% are male and
30% are female.

Fig 4.2

Figure showing gender

30%

Male
Female

70%

16
 Table 4.3

Table showing Marital Status

Particulars Count Percentage (%)

Single 18 36

Married 30 60

Prefer not to say 2 4

Total 50 100

Source: Primary Data

From the table 4.3, it is clear that out of 50 respondents, 36% are single,
60% are married and 4% prefer not to say. Majority of the population is
married.

Fig 4.3

Figure showing marital status

4%

36%
Single
Married
Prefer not to say

60%

17
 Table 4.4

Table showing Field of Work

Percentage
Particulars Count (%)

Architecture,
Engineering 5 10

IT 16 32

Medical 3 6

Education 8 16

Business,
Management 16 32

Others 2 4

Total 50 100

Source: Primary Data

From the table 4.4, it is clear that out of 50 respondents, 10% of the
respondents work in the Architecture and engineering field, 32% work in
the IT sector, 6% work in medical sector, 16% work in education sector,
32% work in business, management and administration sector and 2%
work in other sectors.

Fig 4.4

Chart showing Field of Work

Others 2

Business and Management 16

Education 8

Medical 3 Field of Work

It 16

Architecture and Engineering 5

0 5 10 15 20

18
 Table 4.5

Table showing Company offered work from home facility

Particulars count Percentage

(%)

Yes 41 82

No 9 18

Total 50 100

Source: Primary Data

From the table 4.5, it is clear that out of 50 respondents, 82% have work
from home facility while 18% don’t.

Fig 4.5

Figure showing work from home facility

18%

YES
NO

82%

19
 Table 4.6

Table showing Satisfaction with policies towards work from

home

Particulars Count Percentage (%)

Very Satisfied 13 26

Satisfied 21 42

Neutral 7 14

Dissatisfied 6 12

Very Dissatisfied 3 6

Total 50 100

Source: Primary Data

From the table 4.6, it is clear that out of 50 respondents, 26% of the
respondents are very satisfied with the companies policies towards work
from home, 42% are satisfied, 14% are neutral, 12% are dissatisfied and
6% are very dissatisfied with the policies.

Fig 4.6

Figure showing company policies towards work from

home
6%

12% 26% Very Satisfied

Satisfied

14% Neutral
Dissatisfied
Very Dissatisfied

42%

20
 Table 4.7

Table showing Satisfaction of working hours followed

Particulars Count Percentage

(%)

Very Satisfied 12 24

Satisfied 17 34

Neutral 11 22

Dissatisfied 4 8

Very Dissatisfied 6 12

Total 50 100

Source: Primary Data

From the table 4.7, it is clear that out of 50 respondents, 24% of the
respondents are very satisfied with the working hours followed during
work from home, 34% are satisfied, 22% are neutral, 8% are dissatisfied
and 12% are very dissatisfied with the working hours.

Fig 4.7
Figure showing satisfaction of working hours followed on
work from home
12%
24%
8% Very Satisfied
Satisfied
Neutral

22% Dissatisfied
Very Dissatisfied
34%

Table 4.8

21
 Table showing Satisfaction over workload the given during the
pandemic

Particulars Count Percentage (%)

Very Satisfied 11 22

Satisfied 13 26

Neutral 14 28

Dissatisfied 8 16

Very dissatisfied 4 8

Total 50 100

Source: Primary Data

From the table 4.8, it is clear that out of 50 respondents, 22% of the
respondents are very satisfied with the amount of workload received
during this pandemic, 26% are satisfied, 28% are neutral, 16% are
dissatisfied and 8% very dissatisfied with the amount of workload.

Fig 4.8

Figure showing satisfaction of amount of workload

8%
22%
Very Satisfied
16%
Satisfied
Neutral
Dissatisfied
Very Dissatisfied
26%
28%

22
 Table 4.9

Table showing Enough Time provided for family during the

pandemic

Particulars Count Percentage (%)

Yes 33 66

No 17 34

Total 50 100

Source: Primary Data

From the table 4.9, it is clear that out of 50 respondents, 66% of the
respondents have enough time for family during this pandemic and 34%
don’t have enough time after work.

Fig 4.9

Figure showing enough time for family

34%

YES
NO

66%

23
 Table 4.10

Table showing ability to work to full potential during this

pandemic

Particulars Count Percentage (%)

Yes 33 66

No 17 34

Total 50 100

Source: Primary Data

From the table 4.10, it is clear that out of 50 respondents, 66% of the
respondents were able to work to their full potential during the pandemic
while the other 34% weren’t able to.

Fig 4.10

Figure showingability to work to full potential during

pandemic

34%

YES
NO

66%

24
 Table 4.11

Table showing satisfaction with the work done

Particulars Count Percentage (%)

Very Satisfied 13 26

Satisfied 23 46

Neutral 6 12

Dissatisfied 6 12

Very Dissatisfied 2 4

Total 50 100

Source: Primary Data

From the table 4.11, it is clear that out of 50 respondents, 26% of the
respondents are very satisfied with the work they have done during this
pandemic, 46% are satisfied, 12% are neutral, 12% are dissatisfied and
4% are very dissatisfied with the work they’ve done.

Fig 4.11

Figure showing satisfaction of work done

4%
12%
26% Very Satisfied
Satisfied
12% Neutral
Dissatisfied
Very Dissatisfied

46%

25
 Table 4.12
Table showing company provided necessary tools and resources

Particulars Count Percentage (%)

Yes 41 82

No 9 18

Total 50 100

Source: Primary Data

From the table 4.12, it is clear that out of 50 respondents, 82% of the
respondents were provided necessary tools and resources to do the job by
their company while 18% did not receive any tools or resources.

Fig 4.12

Figure showing necessary tools and resources provided

by company

18%

YES
NO

82%

26
 Table 4.13

Table showing communication among employees &

management

Particulars Count Percentage (%)

Very Satisfied 9 18

Satisfied 29 58

Neutral 5 10

Dissatisfied 5 10

Very Dissatisfied 2 4

Total 50 100

Source: Primary Data

From the table 4.13, it is clear that out of 50 respondents, 18% of the
respondents are very satisfied with the level of communication among
employees and management, 58% are satisfied, 10% are neutral, 10% are
dissatisfied and 4% are very dissatisfied with the level of communication.

Fig 4.13

Figure showing level of communication among

employees and management

4%
10% 18%
Very Satisfied

10% Satisfied
Neutral
Dissatisfied
Very Dissatisfied

58%

27
 Table 4.14

Table showing strong Connection among colleagues and

superiors during this pandemic

Particulars Count Percentage (%)

Yes 39 78

No 11 22

Total 50 100

Source: Primary Data

From the table 4.14, it is clear that out of 50 respondents, 78% of the
respondents are well connected with their colleagues and superiors during
the pandemic while 22% are not.

Fig 4.14

Figure showing connection among colleagues and

superiors

22%

YES
NO

78%

28
 Table 4.15

Table showing forcibility to come to office during the pandemic

Particulars Count Percentage (%)

Yes 16 32

No 34 68

Total 50 100

Source: Primary Data

From the table 4.15, it is clear that out of 50 respondents, 32% of the
respondents were forced to come to office during the pandemic, the other
68% were not.

Fig 4.15

Figure showing forcibity to come to office

32%

YES
NO

68%

29
 Table 4.16

Table showing satisfaction of the steps taken to ensure safety

Particulars Count Percentage (%)

Very Satisfied 14 28

Satisfied 28 56

Neutral 6 12

Dissatisfied 1 2

Very Dissatisfied 1 2

Total 50 100

Source: Primary Data

From the table 4.16, it is clear that out of 50 respondents, 28% of the
respondents are very satisfied with the safety measures taken during this
pandemic situation during the pandemic, 56% are satisfied, 12% are
neutral, 2% are dissatisfied, 2% are very dissatisfied of the safety measure
taken.

Fig 4.16

Figure showing satisfaction of safety

measures taken
2% 2%

12%
Very Satisfied
28%
Satisfied

Neutral

Dissatisfied

56%

30
 Table 4.17
Table showing increase in pressure from higher up on the job

Particulars Count Percentage

(%)

Yes 21 42

No 29 58

Total 50 100

Source: Primary Data

From the table 4.17, it is clear that out of 50 respondents, 42% of the
respondents have faced an increase in pressure from superiors in work
during the pandemic while 58% have not faced any increase in pressure.

Fig 4.17

Figure showing Increase in pressure from higher ups

on the job

42% YES
NO
58%

31
 Table 4.18

Table showing laying off of employees during this pandemic

Particulars Count Percentage (%)

Yes 23 46

No 27 54

Total 50 100

Source: Primary Data

From the table 4.18, it is clear that out of 50 respondents, 46% of the
respondents have stated that there has been laying off of employees in
their company during the pandemic while 54% have not had any laying
off in their company.

Fig 4.18

Figure showing laying off of employees

46% YES
NO
54%

32
 Table 4.19
Table showing promotion and raise being provided according
to company policy

Particulars Count Percentage (%)

Yes 25 50

No 25 50

Total 50 100
Source: Primary Data

From the table 4.19, it is clear that out of 50 respondents, exactly half
(50%) have stated that promotions and raises are being provided
according to the stated terms and the other half have stated it is not being
promoted accordingly.

Fig 4.19

Figure showing promotion and Raises Provided

YES
50% 50% NO

33
 Table 4.20
Table showing cuts in benefits during the pandemic

Particulars Count Percentage (%)

Yes 26 52

No 24 48

Total 50 100

Source: Primary Data

From the table 4.20, it is clear that out of 50 respondents, 52% of the
respondents have claimed that there has been cut in benefits during this
pandemic period while 48% have claimed there were no cuts in benefits.

Fig 4.20

Figure showing Cut in benefits

48% YES
52% NO

34
 Table 4.21
Table showing Satisfaction of the level of remuneration
received

Particulars Count Percentage (%)

Very Satisfied 0 0

Satisfied 24 48

Neutral 17 34

Dissatisfied 6 12

Very Dissatisfied 3 6

Total 50 100
Source: Primary Data

From the table 4.21, it is clear that out of 50 respondents, no one is very
satisfied with the amount of remuneration received during the pandemic
period, 48% of the respondents are satisfied with the level of remuneration
received, 34% are neutral, 12% are dissatisfied, 6% are very dissatisfied
with the level of satisfaction received.

Fig 4.21

Figure showing Level of remuneration received

0%

6%
12% Very Satisfied

Satisfied
48%
Neutral

Dissatisfied
34%

35
 Table 4.22
Table showing satisfaction working for your company in this
pandemic

Particulars Count Percentage

(%)

Very Satisfied 9 18

Satisfied 20 40

Neutral 11 22

Dissatisfied 7 14

Very Dissatisfied 3 6

Total 50 100
Source: Primary Data

From the table 4.22, it is clear that out of 50 respondents, 18% of the
respondents are very satisfied working for the company during this
pandemic, 40% are satisfied, 22% are neutral, 14% are dissatisfied, 6%
are very dissatisfied for their company.

Fig 4.22

Figure showing satisfaction working for the company

during this pandemic

6%
18%
14%
Very Satisfied
Satisfied
Neutral

22% Dissatisfied
Very Dissatisfied
40%

36
 Table 4.23

Table showing Change in satisfaction level during this period

compared to before

Particulars Count Percentage (%)

Increase 15 30

No Change 21 42

Decrease 14 28

Total 50 100
Source: Primary Data

From the table 4.23, it is clear that out of 50 respondents, 30% of the
respondents have an increase in the total satisfaction in working for their
company during the pandemic compared to previous times, 42% have no
change and 28% have decrease in total satisfaction.

Fig 4.23

Figure showing change in satisfaction level

28% 30%
Increase
No Change
Decrease

42%

37
 Chapter V

Findings, Suggestions & Conclusion

 5.1 Findings

 Out of 50 respondents, 48% of respondents are between the ages of 18-

30, 30% are between ages of 31-40, 16% are between the ages of 41-50
and 6% are between the ages of 51-60. From this data it is seen that
majority are between the ages of 18-30.
 Out of 50 respondents, 70% are male and 30% are female.
 Out of 50 respondents, 36% are single, 60% are married and 4% prefer
not to say. Majority of the population is married.
 Out of 50 respondents, 10% of the respondents work in the Architecture
and engineering field, 32% work in the IT sector, 6% work in medical
sector, 16% work in education sector, 32% work in business, management
and administration sector and 2% work in other sectors.
 Out of 50 respondents, 82% have work from home facility while 18%
don’t.
 Out of 50 respondents, 26% of the respondents are very satisfied with the
companies’ policies towards work from home, 42% are satisfied, 14% are
neutral, 12% are dissatisfied and 6% are very dissatisfied with the
policies.
 out of 50 respondents, 24% of the respondents are very satisfied with the
working hours followed during work from home, 34% are satisfied, 22%
are neutral, 8% are dissatisfied and 12% are very dissatisfied with the
working hours.
 Out of 50 respondents, 22% of the respondents are very satisfied with the
amount of workload received during this pandemic, 26% are satisfied,
28% are neutral, 16% are dissatisfied and 8% very dissatisfied with the
amount of workload.
 Out of 50 respondents, 66% of the respondents have enough time for
family during this pandemic and 34% don’t have enough time after work.
 Out of 50 respondents, 66% of the respondents were able to work to their
full potential during the pandemic while the other 34% weren’t able to.

38
 Out of 50 respondents, 26% of the respondents are very satisfied with the
work they have done during this pandemic, 46% are satisfied, 12% are
neutral, 12% are dissatisfied and 4% are very dissatisfied with the work
they’ve done.
 Out of 50 respondents, 82% of the respondents were provided necessary
tools and resources to do the job by their company while 18% did not
receive any tools or resources.
 Out of 50 respondents, 18% of the respondents are very satisfied with the
level of communication among employees and management, 58% are
satisfied, 10% are neutral, 10% are dissatisfied and 4% are very
dissatisfied with the level of communication.
 Out of 50 respondents, 78% of the respondents are well connected with
their colleagues and superiors during the pandemic while 22% are not.
 Out of 50 respondents, 32% of the respondents were forced to come to
office during the pandemic, the other 68% were not.
 Out of 50 respondents, 28% of the respondents are very satisfied with the
safety measures taken during this pandemic situation during the
pandemic, 56% are satisfied, 12% are neutral, 2% are dissatisfied, 2% are
very dissatisfied of the safety measure taken.
 Out of 50 respondents, 42% of the respondents have faced an increase in
pressure from superiors in work during the pandemic while 58% have not
faced any increase in pressure.
 Out of 50 respondents, 46% of the respondents have stated that there has
been laying off of employees in their company during the pandemic while
54% have not had any laying off in their company.
 Out of 50 respondents, exactly half (50%) have stated that promotions and
raises are being provided according to the stated terms and the other half
have stated it is not being promoted accordingly.
 Out of 50 respondents, 52% of the respondents have claimed that there
has been cut in benefits during this pandemic period while 48% have
claimed there were no cuts in benefits.
39
 Out of 50 respondents, no one is very satisfied with the amount of
remuneration received during the pandemic period, 48% of the
respondents are satisfied with the level of remuneration received, 34% are
neutral, 12% are dissatisfied, 6% are very dissatisfied with the level of
satisfaction received.
 Out of 50 respondents, 18% of the respondents are very satisfied working
for the company during this pandemic, 40% are satisfied, 22% are neutral,
14% are dissatisfied, 6% are very dissatisfied for their company.
 Out of 50 respondents, 30% of the respondents have an increase in the
total satisfaction in working for their company during the pandemic
compared to previous times, 42% have no change and 28% have decrease
in total satisfaction.

40
 5.2 Suggestion

 Less than 50% of the respondents are satisfied with the amount of
workload received during the pandemic. This pandemic has created a
difficult situation for everyone and time management to handle work and
their family situation (children education, parents, etc.), due to this the
companies must consider the situation of the employees as well and
reduce the workload to a handle able amount during the pandemic.
 The result shows a large population of respondents have faced an increase
in pressure from superiors during this pandemic, the companies should
keep in mind the pressure already faced by the employees due to the
pandemic situation and support them instead of adding onto that pressure.
 Approx. 50% have had their raises and promotion not been provided
according to company policy and cut in benefits by their company during
the pandemic, Employees already face enough problems due to lack of
finances during this time and the companies actions on cutting benefits
will drastically affect their living condition.
The lack of promotions and raises being given on time will affect their
morale which affects their performance and reduces productivity.
 The result shows a part of the respondents have faced a decrease in
satisfaction during the pandemic compared to previous times, this is
mainly due to the drastic changes the pandemic has bought into the society
and companies don’t know how to adjust to these situations. This has
made the company make changes which has affected the satisfaction of
some employees, therefore they should take necessary care when making
changes.
 Companies should take care of its older employees by ensuring their
safety during the pandemic as well as that they are able to work to their
full potential under these circumstances. This is mainly as they are not as
dynamic as the young generation.

41
 5.3 Conclusions

 Job Satisfaction is directly linked to the policies, plans and actions

followed by the company over their employees and it ensure the smooth
running and growth of the company.
 The project commenced with the fixing of objectives and then data was
collected from a sample of 50 respondents in the population for analysis
in a structured manner.
 The objective set up in the starting has been achieved in this study.
 It is seen that remuneration for work done, reasonable workload and work
hours, full use of potential are few of the main determinants of job
satisfaction.
 The study confirmed that most respondents are satisfied with the level of
changes their company has introduced.
 The study concludes that there has been a level of change in the job
satisfaction of employees during the pandemic

42
Bibliography
Journals

• Working from home & job satisfaction during the Pandemic Times
2020
Manoj Bhattarai, Employment program Director(YMCA of Greater
Toronto, Canada)
DOI: 10.13140/RG.2.2.21515.11046
• Job satisfaction at the time of COVID-19: An investigation of
information technology sector in India, 2020 Shilpi Arora, Symbiosis
International University, Pune.

Dr. Sandeep Vyas, Assistant Professor, the IIS University, Jaipur

Mukt Shabd Journal, ISSN NO : 2347-3150
• The COVID-19 Crisis and Telework: A Research Survey on
Experiences, Expectations and Hopes, 2020
Stijn Baert, Ghent University
Eline Moens, Ghent University
Louis Lippens, Ghent University
Philippe Sterkens, Ghent University
IZA Institute of Labour Economics, IZA DP No. 13229
• Mental Health and Work Attitudes among People Resuming Work
during the COVID-19 Pandemic: A Cross-Sectional Study in China,

2020
Lili Song, Yong Wang, ZhengLin Li, Ying Yang, and Hao Li
Int J Environ Res Public Health (Journal)
DOI: 10.3390/ijerph17145059
PMCID: PMC7400483, PMID: 32674361
• Employee engagement practices during COVID‐19 lockdown, 2020
Nisha Chanana and Sangeeta
J Public Aff. , DOI: 10.1002/pa.2508
PMCID: PMC7536939, PMID: 33041656
• A Study on Employee Job Satisfaction in Different Sectors, 2019
Dr. Mayuri Chaturvedi, Lecturer in Management Studies, JNTUH-
Hyderabad
Sumedha Raavi, Masters in MBA with Specialization in Human
Resources, JNTUH College of Engineering, Hyderabad, India
International Journal of Scientific Engineering and Research (IJSER)
ISSN (Online): 2347-3878, Impact Factor (2018): 5.426
• The Effect of Job Satisfaction on Employee Commitment, 2018
Maria Dalkrani1 and Efstathios Dimitriadis
Eastern Macedonia and Thrace Institute of Technology Press
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JEL Classifications M12
• Comparative study of Job satisfaction of the employees of Private &
Public Sector Banks, 2013
Deepti Sinha, Research Scholar, UP Rajarshi Tandon Open University,
Allahabad
Dr. Somesh Kumar Shukla, Professor, Department of Commerce,
Lucknow University, Lucknow
International Journal of Education and Psychological Research (IJEPR)
ISSN: 2279-0179
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KOCHI REFINERY LIMITED, AMBALAMUGAL, 2012
Anju Kalluvelil Janardhanan
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Books

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Websites

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• https://en.wikipedia.org
• https://www.researchgate.net
Appendix
Questionnaire

1. Name
----------------------

2. Age
18-30 [ ] 41-50 [ ]
31-40 [ ] 51-60 [ ]

3. Gender
Male [ ] Female [ ]

4. Marital Status
Single or never married [ ] Married [ ] Prefer not to say [ ]

5. Field of Work
Architecture & Engineering [ ] IT [ ] Medical [ ]
Education [ ] Business, Management & Administration [ ] Others [ ]

6. Has your company offered work from home facility during lockdown?
Yes [ ] No [ ]

7. How satisfied are you with your company’s policies towards work from
home?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Very Dissatisfied [ ]

8. How satisfied are you with the working hours followed on work from
home?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
 Dissatisfied [ ] Very Dissatisfied [ ]

9. How satisfied are you with the amount of workload your company has
given during this pandemic?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Very Dissatisfied [ ]

10. Does your company provide enough time for family during this pandemic
period?
Yes [ ] No [ ]

11. Are you able to work to your full potential during this pandemic period?
Yes [ ] No [ ]

12. Are you satisfied with the work you have done during this pandemic?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Very Dissatisfied [ ]

13. Has the company provided necessary tools and resources to do the job
during this pandemic?
Yes [ ] No [ ]

14. Are you satisfied with the level of communication among employees and
management during this period?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Very Dissatisfied [ ]

15. Do you feel well connected to your colleagues and superiors during this
pandemic period?
Yes [ ] No [ ]

16. Has the company forced you to come to office during this pandemic?
Yes [ ] No [ ]
17. How satisfied are you with the steps taken by the company to ensure your
safety during the pandemic?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Very Dissatisfied [ ]

18. Has there been increase in pressure from higher ups on the job?
Yes [ ] No [ ]

19. Has there been laying off of employees during this pandemic in your
office?
Yes [ ] No [ ]

20. Has the promotion and raise in pay being provided as stated by company
policy during the pandemic period too?
Yes [ ] No [ ]

21. Has there been cuts in benefits during this time?

Yes [ ] No [ ]

22. Are you satisfied with the level of remuneration you have received for the
work done during this pandemic?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Very Dissatisfied [ ]

23. Overall how satisfied are you working for your company during this
corona period?
Very Satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Very Dissatisfied [ ]

24. Has there been a change in the satisfaction level during this pandemic
compared to previous times?
Increase [ ] No Change [ ] Decrease [ ]