ANNEXURE I

SUBMISSION OF PROJECT SYNOPSIS AND GUIDE ACCEPTANCE

FORM
(To be submitted to the Project Steering Committee)

PART A: Synopsis Registration

I. Student Details:
1. Name of the Program : Master of Business Administration
2. Name of the Student : Megha Parvathy T
3. Roll Number : 2214102603
4. Session & Year : Batch 3 & Year 2022
5. Elective : Human Resource Management

II. Project Details:

6. Title of the Project : A STUDY ON “RELATION
BETWEEN JOB SATISFACTION AND ORGANISATIONAL
COMMITMENT OF EMPLOYEES IN FOOD INDUSTRY”
7. Introduction and Review of Literature : (Not more than 500 words)
8. Objectives of the Study : (Not more than 200 words)
9. Research Methodology and References : (Not more than 500 words)

III. Guide Details:

10. Name of Proposed Guide : Archa Radhakrishnan
11. Guide Registration No. (If available):
12. Designation : MANAGER - MMO
13. Affiliation
14. Qualification : Master Of Business Administration
15. Total Experience : 6 years and 5 Months
16. Communication Address : Tharayappurathu House,
Kottamkulam, Perinjanam
Thrissur,
Kerala.

17. Contact No. : 9585425122

18. E-mail ID : [email protected]
PART – B: Guide Acceptance
I, Mrs. Archa Radhakrishnan with working as hereby confirm my willingness to
guide Mrs. Megha Parvathy T with Reg No. 2214102603 for the topic A STUDY
ON “RELATION BETWEEN JOB SATISFACTION AND
ORGANISATIONAL COMMITMENT OF EMPLOYEES IN FOOD
INDUSTRY” during the period March 2023 to April 2024 .
Place:Thrissur
Date: 20/07/2023
(Signature of the Guide)

(Note: A Guide needs to get registered with the University if he/ she is guiding a
MUJDOE project for the first time. Guide Registration form can be downloaded
from the LMS portal)

DECLARATION
I hereby declare that this project synopsis is an original work carried by me and
has not been/will not be submitted to any other University for fulfilment of any
course of study.
Place: THRISSUR
Date: 20/07/2023

(*Filled in application forms to be signed by both student and the Guide. Forms
must be scanned in either .pdf/.doc format and submitted through the LMS
student’s Login. For uploading, please refer section 2.1.5 of this document)

(Signature of the Student)

A STUDY ON “RELATION BETWEEN JOB SATISFACTION AND
ORGANISATIONAL COMMITMENT OF EMPLOYEES IN FOOD
INDUSTRY” AT AVEES FOODS PVT LTD, KERALA

Project synopsis submitted in partial fulfilment of requirement for the

award of the degree of

Master of Business Administration

OF

Submitted By,
Megha Parvathy T
Roll Number: 2214102603
Under the guidance of
Archa Radhakrishnan

Student Signature Guide Signature

PROJECT TITLE: - A STUDY ON “RELATION BETWEEN JOB
SATISFACTION AND ORGANISATIONAL COMMITMENT OF
EMPLOYEES IN FOOD INDUSTRY” AT AVEES FOODS PVT LTD,
KERALA.

INTRODUCTION

In a highly competitive business environment, business firms rely on its human capital to
have a competitive edge over others by being able to respond, adapt or change to keep pace
with rapid technological advancements, workforce diversity, organizational
restructuring and the new ways for doing business and for that the maintaining
organizational commitment is a major issue.

Job satisfaction or employee satisfaction is a measure of workers

contentedness with their job, whether they like the job or individual aspects or facets of
jobs, such as nature of work or supervision.
Organizational commitment is the bond employee experience with their
organization. Broadly speaking, employees who are committed to their organization
generally feel a connection with them. This study of research will help to find the level of
satisfaction and commitment of employees in the organization, and it will lead to finding
solutions to employees’ problems.

Analyzing the relationship between job satisfaction and organization commitment of

employees is particularly crucial nowadays, as people do not work at same organization or
job throughout their lifetime. It is also sometimes hard to find suitable people for certain
positions. So once an ideal candidate is chosen, the organization would like to make a great
effort to retain those employees. Satisfaction can lead to commitment because a higher level
of job satisfaction may lead to a better family life and a reduction in stress. Therefore an
attempt has been made to examine the relationship between the organizational commitment
and job satisfaction and the factors affecting job satisfaction .

LITERATURE REVIEW

ORGANIZATIONAL COMMITMENT:

In general, organizational commitment can be said as a sense of belonging of individuals in

an organization or company; it thus refers to ones feeling of excitement and satisfaction
with his or her job highly confidence in management.

Steers (1977) is among the first to view organizational commitment as an employee attitude
and as a set of Behavioral intentions, the willingness to exert considerable effort on behalf
of the organization and a strong desire to maintain membership of the organization

Meyer and Allen (1987) introduced three kinds of commitment; affective, continuance and
normative.
According to Meyer and Allen,

a) Affective commitment refers to employee commitment which is driven by the vision and
mission of the company. This kind of commitment refers to the employee motivation which
is driven more by the vision and mission of the company rather than by other factors.

b) Continuance commitment refers to employee commitment which is driven by financial

factors. Employees calculate thoroughly the financial gain whether to remain or leave the
company they are working for. They will remain to work for a certain company if they find
it more beneficial to work in that company rather than quit and move to work for another
company.

c) Normative commitment refers to employee commitment which is driven by emotional

reasons. Thus, it refers to the emotional reason why an employee works for a company. For
instance, the reason why an employee works for a company is due to a good relationship
the employee has with the owners or CEO.

Meyer & Allen (1991) States that affective commitment refers to the sense of identification
as a member of the organization and involvement in the organization.
Meyer, Allen, & Smith (1993) found that employees with high affective commitment to
the organization will continue to work voluntarily and vigorously not only because they
need a job, but because they want to work.

Mowday, Porter & Steers (1982:27) argue affective commitment is a strong belief in and
acceptance of the organizational goals and values, a willingness to exert considerable effort
on behalf of the organization and a strong desire to maintain membership in the
organization.

JOB SATISFACTION

Luthans (1998) states that job satisfaction is often determined by how well the outcome
meet or exceed expectations and it represents several related attitude such as work itself,
pay, promotion opportunities, supervision and co-workers which are most
important characteristics of a job which people have effective response.

Robbins (2003) defines job satisfaction as a general attitude of an employee towards his or
her job.

Lew (2008) found out that there was a significant relationship between job satisfaction
and affective commitment.

Spector (1997) states that it may be the most developed and validated job satisfaction
measure. The literature in general supports its reliability and applicability to different
demographic groups.
Robbins et al. (2003, p. 77) refers to the work itself as “the extent to which the job provides
the individual with stimulating tasks, opportunities for learning and personal growth, and
the chance to be responsible and accountable for results.”

Luthans (2006), Robbins (2004) have done studies regard to the influence of pay on
job satisfaction.

Luthans (2006) claimed that apart from helping people to achieve and obtain their
basic needs, salaries also work to satisfy the higher level needs of people.

Robbins et al. (2003) supposed that most employees will look for payment systems that
believed to be fair, definite, and aligned with their expectations. Satisfaction is expected to
be achieved if the payment seems to be equitable, equal with job demands, individual skill
level and community payment standards.

Robbins et al (2003) states that supervision outlines a very important role that has to do
with employees “job satisfaction in terms of the supervisors capability to give support
of emotional and technical along with direction with any task that has to do with their job.

Robbins et al. (2003) states that supervision forms a pivotal role relating to job satisfaction
in terms of the ability of the supervisor to provide emotional and technical support and
guidance with work related tasks.

Bassett (1994) maintains that supervisors bringing the humanistic part to the job, by being
considerate toward their employees, contributing towards increasing the employees’ level
of job satisfaction.

OBJECTIVES

• To identify the factors that contribute to job satisfaction and

organizational commitment of employees in the food industry.
• Analyzing the relationship between job satisfaction and organizational
commitment.
• To measure the level of job satisfaction of employees.
• To measure the level of organizational commitment of employees.
PROBLEM STATEMENT

Job satisfaction is considered as key issued by the entrepreneur where efforts are taken on
programs. Every organization is giving higher priority to keep their employees with
the satisfaction by providing several facilities which improve satisfaction and which
reduce dissatisfaction. If an employee is not satisfied with the job, there are chances for
absenteeism, job turnover, lower productivity, committing mistake, diverting energy for
different types of conflicts.
If employees are satisfied with the organizational policies, then they will stay for long time
with the organization. Hence the statement of problem is ‘A study on “Relation Between
Job Satisfaction And Organizational Commitment Of Employees In Food Industry”. This
study will be helpful to the company(AVEES FOODS PVT LTD ,Kerala) to know about
the level of satisfaction and employee commitment.

RESEARCH METHODOLOGY

A research technique describes how a researcher intends to conduct their research. A

research technique lends credibility to study and produces scientifically sound results. It
also includes a clear strategy that assists researchers in staying on track, making the
procedure seamless, effective, and manageable. A study design is the investigation's plan,
structure, and technique for obtaining answers to research questions and controlling
variation. Descriptive research will be conducted for this project study using structured
questionnaires.

PRIMARY SOURCE: The primary data for the study will be collected using
questionnaire from employees working in food industry that consists of several questions
under different heads and circulated directly among the chosen sample. Information will
be collected through direct observation, discussions with the HR in the organization and
employees.

SECONDARY SOURCE: The secondary data will be collected mainly from company
files, brochures of the company, company website and also from the previous theoretical
studies and research done by other through various means like internet, research magazines
etc.

SAMPLING DESIGN:

Population: The population of the study restricted to an organization

belongs to the food industry “AVEES FOODS PVT LTD”.

Sample Size: Samples were selected from the employees of the selected organization.
(AVEES FOODS PVT LTD).

Sampling Methods: The method of sampling is simple random. Simple Random

procedure is a probability sampling and under this method each member of the population
has known and equal chances of being selected.

TOOLS FOR ANALYSIS

• Tools used in this study are Correlation, and One sample Z test.
CORRELATION

Correlation is a statistical technique that can show whether and how strongly pairs of
variables are related. It can be explained as a single number which describes the extend
of relationship between two variables. The relationship between these two variables is
described through a single value, which is the coefficient.

Correlation coefficient ‘r’ is a number that represents the level of relationship between two
individual variables. For instance, correlation coefficient can assist in identifying the
relationship between consumer age groups and type of atmosphere in a restaurant they enjoy
the most. The coefficient of correlation is expressed by the formula:

• The correlation would be perfectly positive if ‘r’ is equal

to +1
• The correlation would be perfectly negative if ‘r’ is
equal to -1.
• The relationship between the two variables would be
considered to be uncorrelated if ‘r’ is equal to zero.
• The value of the correlation always lies between -1 and
+1.

Z –TEST

A z-test is any statistical test for which the distribution of the test statistics under the
null hypothesis can be approximated by a normal distribution. A z-test is a statistical test
used to determine whether two population means are different when the variance is known,
and the sample size is large. The test statistic is assumed to have a normal distribution, and
parameters such as standard deviation should be known for an accurate z-test to be
performed.

The z-test is a hypothesis test in which the z-statistics follows a normal distribution. The z
test is best used for greater than 30 samples because, under the central limit theorem, as the
number of samples gets larger, the samples are approximately normally 13 distributed.
When conducting a z-test, the null and alternative hypothesis, alpha and z-score should be
stated. Next, the test statistics should be calculated, and the results and conclusion are stated.

BIBLIOGRAPHY

• Kreitner,R.,and Kinicki, A, (2004), Organizational behavior (5th edition),

New York: Mc Grew-Hill Inc
• Luthans, F, (2006). Organizational Behavior(11th edition).Irein: McGraw-Hill
• Meyer, J., & Allen N.,(1997), Commitment in the workplace: Theory, Research
and Application, London: Sage.
• Mowday, R. T., Porter, L, M., &Steers, R. M. (1982). Employee-organization
Academic Press
• Robbins, S.P.,Odendaal, A., and Roodt,G. (2003). Organizational Behaviour.
Global and Southern African Perspectives (9th edition). Cape Town: Pearson
Education
• Spector, P. (1997). Job satisfaction: Application, Assessment, Causes and
Consequences. California: Sage.
• Spector, P. (2008). Industrial and Organizational Behaviour (5th edition).
New Jersey: John Wiley & Sons.
• Bassett, G. (1994). The case against job satisfaction. Business Source Premier,
37(3), 61-68.
• Celik, C. (2008). Relationship of Organizational Commitment and Job
Satisfaction: A field study of Tax Office Employees. International
Conference on Management and Economics (ICME-2008) 138-155
• Curchill GA Jr., Ford NM, Walker OC Jr. (1974), Measuring the Job
Satisfaction of Industrial Salesmen, journal of Marketing Research,11,254-
260.
• Clugston, M.(2000). The mediating effect of multidimensional
commitment on job satisfaction and intent to leave. Journal of
Organizational Behaviour, 21,477-486