A Comparative Study of Job Satisfaction among Male and Female Employees of Iceland Foods

By

ACKNOWLEDGEMENT

I would like to express my regards to my research coordinator, colleagues, family and friends for their relentless support and guidance, without them I would not be able to deliver this work.

DECLARATION

I [type your full first names and surname here] hereby declare that the matter and the ideas presented in this report is my own un aided word and the contents of this research have not been submitted earlier for any educational purpose.

Signed __________________ Date _________________

ABSTRACT

This study gives us a clear picture about the concept of job satisfaction in the food market of UK. The study is mainly based on the female and male employees of Iceland foods based in the UK and the amount of job satisfaction derived by the employees working over there. The study, furthermore, tries to explain all the concepts related to job satisfaction such as job involvement, motivation, employee benefits etc. Finally, the study helps to evaluate the total amount of job satisfaction derived by the male and female employees working at Iceland Foods.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

1.1 Background of the Study1

1.2 Aim of the Research1

1.3 Significance of the Study1

1.4 Research Questions2

1.5 Conceptual and Theoretical Framework2

1.6 Problem of the Research3

CHAPTER 2: LITERATURE REVIEW5

2.1 Introduction5

2.2 Iceland Foods6

2.3 Iceland Food-History6

2.4 Concept of Job Satisfaction7

2.5 Importance of Job Satisfaction9

2.6 Dimensions of Job Satisfaction11

2.6.1 Events or conditions of job satisfaction:14

2.6.2 Agents that make possible the satisfaction of these events occurring14

2.7 Gender Differences at Workplace15

2.8 Important Theories of Job Satisfaction20

2.8.1 Classification of Job Satisfaction-According to Herzberg22

2.9 Job Satisfaction and Job Involvement23

2.10 Consequence of the Interaction Motivation, Training and Job Satisfaction23

2.11 Monetary Benefits and Job Satisfaction25

2.12 Determinants of Job Satisfaction28

2.12.1 Satisfaction with Salary29

2.12.2 Fair Reward Systems30

2.12.3 Satisfaction, Dissatisfaction and Production30

2.12.4 Compatibility between Personality and Job30

2.13 Effect of Job Satisfaction in the Performance of Employees31

2.13.1 Satisfaction and Productivity31

2.13.2 Satisfaction and Absenteeism31

2.13.3 Rotation Satisfaction31

2.14 Factors Related To Satisfaction and Dissatisfaction32

2.14.1 Exit32

2.14.2 Shout32

2.14.3 Loyalty32

2.14.4 Negligence32

2.14.5 Job satisfaction32

2.14.6 Job Satisfaction and Customer Satisfaction33

CHAPTER 3: METHODOLOGY34

3.1 Research Methodology34

3.2 Onion Research Model35

3.3 Research Approach36

3.3.1 Descriptive Research37

3.3.2 Qualitative Research38

3.3.3 Causal-comparative research39

3.3.4 Experimental research40

3.3.5 Co-relational research40

3.4 Data Collection Method41

3.5 Data Collection Technique41

3.6 Research Design42

3.7 Quantitative Research43

3.8 Qualitative Research43

3.9 Research Techniques and Procedures43

3.10 Sampling44

3.11 Types of sampling44

3.11.1 The Random Sampling44

3.11.2 The Convenient Sampling44

3.11.3 The Judgmental Sampling45

3.11.4 Purposive Sampling45

3.12 Sample Size45

CHAPTER 4: FINDINGS AND ANALYSIS46

4.1 Introduction46

4.2 Analysis of the Survey46

4.2.1 Demographics47

4.2.2 Responses about You and Your Job49

4.2.3 Responses about You and Work57

4.2.4 Responses about You and Salary, Benefits and Work Condition65

4.2.5 Responses about You and Management68

CHAPTER 5: CONCLUSION72

5.1 Conclusion72

5.2 Limitations for the Future Research74

CHAPTER 6: REFLECTIVE STATEMENT75

6.1 Introduction75

6.2 Reflective Statement75

REFERENCES78

APPENDIX88

CHAPTER 1: INTRODUCTION

1.1 Background of the Study

Job satisfaction is one of the most studied aspects in research on organizational behavior. In this sense, studies have proliferated in recent years in the field of management (Bryman and Bell, 2007, pp 65). Getting to know the feelings of individuals with regard to their work is central to many managers, who know that ties with potential performance (Arnold and Feldman, 1982; Bluedorn, ...