Level of job satisfaction and its association with Demographic Variables

Abstract

The study mainly focuses on assessing (a) the level job satisfaction and (b) whether the groups of a demographic factor have mean difference between them. The main objective of this study is to provide a basic idea of using T-test and ANOVA test. However, the survey results show that overall job satisfaction is at high level of attribute and little diluted with working environment. However, the results also show that demographic variables age, and qualification have no mean differences between the groups of each of them, except the
gender, which implies that there is significant gender based difference in job satisfaction of teachers in the Eastern University, Sri Lanka.

Full text

*Assistant Lecturer, Department of Management (FCM), Eastern University, Sri Lanka
**Senior Lecturer, Department of Management (FCM), Eastern University, Sri Lanka
Level of job satisfaction and its association
with Demographic Variables Vadivelu Thusyanthy*
Samithamby Senthilnathan**
The study mainly focuses on assessing (a) the level job
satisfaction and (b) whether the groups of a demographic factor
have mean difference between them. The main objective of this
study is to provide a basic idea of using T-test and ANOVA
test. However, the survey results show that overall job
satisfaction is at high level of attribute and little diluted with
working environment. However, the results also show that
demographic variables age, and qualification have no mean
differences between the groups of each of them, except the
gender, which implies that there is significant gender based
difference in job satisfaction of teachers in the Eastern
University, Sri Lanka.
Keywords: Job satisfaction, demographic variables,
T-test, ANOVA
Introduction
There are many studies (about more than 3000) on job
satisfaction (e.g., Locke, 1976; Cranny et al., 1992). Newstroom
and Devis (2002) indicate job satisfaction as the combination of
employee’s favorable or unfavorable feelings towards their
work. Job satisfaction is the attitude of an individual with his or
her job. Employees with job satisfaction have a tendency to be
more p roductive, creati ve an d committed, wher eas
dissatisfied employees can cause irreparable damage to an
organization any time (Pronay, 2011). The productivity of
human resources depends on their level of job satisfaction,
which helps organizations for retention of employees for a long
term. Further, the job dissatisfaction causes for low
productivity and high turnover (Saba, 2011). This implies the
importance of employee job satisfaction in an organization.
Hence, this study mainly focuses on the job satisfaction in the
service industry, especially in the higher education sector.
Khalid et al. (2012) argue that education sector is the most
important organization of a country that plays a crucial role in
its development. The roles of teachers have a major impact on
the education sector (Ijaiya et al., 2011). Noordin and Jusoff
(2009) argue that job satisfaction, retention and commitment to
the organization are critical aspects to all academic institutions
and higher the job satisfaction of teachers in a faculty of a
university creates healthy and positive working climate.
However, the university’s positive climate, back again,
enhances the job satisfaction of the teachers as well as the
institutional productivity. Teaching mostly depends on the
teacher’s job satisfaction (Pronay, 2011). In Sri Lanka, about 15
state universities function with about 5,050 academics under
the umbrella of University Grand Commission (Central Bank
report, 2011, p.81). Presently, about 213 academics are in the
Eastern University, Sri Lanka (Mr. K. Mahesan, Registrar, from
15.09.2011 to date). Since their job satisfaction is the vital
component to improve the education process in the Eastern
University, Sri Lanka, this study investigates the level of job
satisfaction of those academics.
Job satisfaction of an employee is identifiable in terms of
pay, work itself, co-workers, and environment (Decenzo &
Robbins, 1998). Many studies measure the level of job
satisfaction based on the pay and benefit, work environment,
relations with co-workers, supervision, attitude to the job,
promotion, etc (Senthilnathan, 1998; DeVane & Sandy, 2003;
Sseganga & Garrett, 2005). Considering all these factors, this
study mainly focus on the roles of pay and benefit, work

environment, co-workers, and supervision in determining the
level of job satisfaction of teachers in the Eastern University, Sri
Lanka. Nevertheless, Scott et al. (2005) suggest that job
satisfaction has significant relationship with the demographic
variables: gender and race, and insignificant relationship with
marital status and education. Thus, this study also extends
their study with the Eastern University, Sri Lanka, by
considering other demographic variables: gender, age group,
and qualification.
Results of this study indicate that overall job satisfaction is
at high-level that is attributed with the high level satisfaction of
the dimensions: pay and benefit, relationship with co-workers
and supervision. The satisfaction of working environment is at
moderate level, which has little diluted the overall level of job
satisfaction. Further analyses of demographic variables reveal
that gender groups of job satisfaction have significant
difference between their means. Other groups of identical
demographic variables (age groups, and qualification) have no
differences of means between their respective groups.
The rest of the paper is organized as problem
identification and objectives of the study, significance of the
study, conceptualization and hypotheses, limitations of the
study, methods, results of data analysis and interpretation, and
conclusion.
Problem Identification and Objectives of The Study
The study on job satisfaction of teachers in Eastern
University, Sri Lanka has revealed a favourable state
(Senthilnathan, 1998). It is not clear whether the same state of
job satisfaction of the teachers does still exist. Further, it is also
notable that the recent salary increase with academic and
research allowance (UGC circular no. 1000) might have
changed the state of job satisfaction of the teachers and the level
of the job satisfaction has not been assessed. Thus, as the main
objective, this study focuses on the issue and examines the level
of job satisfaction in the present environmental context in the
Eastern University, Sri Lanka. However, the study also extends
further to examine the difference between the groups of
demographic variables namely, genders, age groups and
highest qualifications of job satisfaction.
Significance of the Study
Senthilnathan (1998) indicate that academics of Eastern
University, Sri Lanka have favourable state of job satisfaction.
However, changes in circulars over time might have had
modified the level of their job satisfaction and no investigation
have taken place on job satisfaction of academics in universities
with the latest salary amendments. This study finds this as a
gap in the literature and attempt to fills the literature gap. The
significance of this study can be accountable to that extent. The
significance of the study can also be spelled out with the
exploration how the levels of job satisfaction of the academics
have differences in relation to various demographic variables.
Conceptualization and Hypotheses
This study conceptualizes and measures the job
satisfaction in terms of pay and benefit, job environment, co-
40 IME Journal - Volume VII, No. 2, July 2013
workers, and supervision (Senthilnathan, 1998). The study
basically assesses the level of job satisfaction and its dimension
using estimation techniques. As the study also focuses on
exploring the difference between the groups of demographic
variables of job satisfaction, the following hypotheses are
considered.
H : There is significant difference between genders of job
I
satisfaction.
H : There is significant difference between age groups of
2
job satisfaction.
H : There is significant difference between highest
3
qualifications of job satisfaction.
Limitations of the Study
This study focuses on the job satisfaction of teachers in
Eastern University, Sri Lanka to reveal its level with the small
samples of 115 teachers from three faculties. However, the
results of this study would be very much enhanced, if the study
is extended to other faculties and universities with the biggest
sample size of more than 500 and above.
The study considers only co-workers, pay and benefit,
supervision, and working environment with equal state to
measure the job satisfaction with 5-point Likert’s scale. The
results on the level of job satisfaction can be further supported,
if the study extends with other relevant aspects of job
satisfaction (such as attitude to the job, promotion and etc.)
with their different preferential weight and extended 5-point
scale in determining the job satisfaction. This would also help
overcoming the limitations in the questionnaire and the results
of this study would be further extended meaningfully.
Methods
Sampling
About 115 academics are selected as samples from Eastern
University, Sri Lanka using stratified sampling technique from
three faculties of Commerce and Management, Arts and
Culture, and Science out of five faculties. Accordingly, about
21%, 43% and 36% of academics are considered in the faculties,
respectively.
Data Collection
This study basically considers primary data for
investigation, and the data are collected through structured
questionnaires. In this study, dimensions of job satisfaction
(pay and benefit, working environment, relationship with co-
workers and supervision) are assessed through 20 indicators,
using Likert’s scale of 1-5 to highly dissatisfied, reasonably
dissatisfied, neutral/marginally satisfied, reasonably satisfied
and highly satisfied, respectively (see Annex 1). Further,
Demographic variables of this study consist of gender, age
group and qualification.
Evaluation
Descriptive statistics (mean, standard deviation, number
of samples, etc.) are used to evaluate the level of job satisfaction
using estimation technique applied in Senthilnathan and

Measures
Dimensions of JS
X5 of JS
X1 of PB X2 of WE X3 of RC X4 of SV
Mean 3.1548 2.9081 3.4043 3.2413 3.1771
Standard error of mean 0.0565 0.0579 0.0685 0.0594 0.0409
Standard deviation (Si) 0.6059 0.6213 0.7342 0.6369 0.4388
Variance 0.3671 0.3860 0.5390 0.4056 0.1926
Range 3.4000 3.7143 3.2500 3.7500 2.2714
Minimum 1.2000 1.2857 1.7500 1.0000 1.9286
Maximum 4.6000 5.0000 5.0000 4.7500 4.2000
Number of data 115 115 115 115 115
Z value at 95% confidence 1.96 1.96 1.96 1.96 1.96
Lower limit of mean = 3 – 1.96 ó
x 2.8893 2.8864 2.8658 2.8836 2.9198
Upper limit of mean = 3 + 1.96 ó
x 3.1107 3.1136 3.1342 3.1164 3.0802
Decision attribute HL ML HL HL HL
41
Level of job satisfaction and its association with Demographic Variables
To implement estimation technique, as stipulated in
Thusyanthy and Senthilnathan (2012) and Senthilnathan and
Tharmi (2012), to assess the level of job satisfaction in this
study, two basic assumptions are considered: (1) an academic
(respondent) is unbiased and maintain a mean value of X = 3 as
i
population parameter within the Likert’s Scale; this unbiased
nature falls into a normal distribution; and its range is
estimated at the 95% confidence limit with the standard
deviation of the sample; and (2) the standard deviation of
sample is considered as the population parameter, since that of
population is unknown. Further, it is also assumed that the
dimensions and their respective indicators of job satisfaction
are sufficiently implicated with linear relationship and equal
chances, to explore the level of job satisfaction in this study.
Data Analysis and Interpretation
Level of Job Satisfaction
Estimation results reveal that overall job satisfaction of the
teachers in the Eastern University, Sri Lanka has high level
attribute. This is similar to its dimensions of pay and benefit
(X = 3.155), relationship with co-workers (X = 3.404) and
1 3
supervision (X = 3.241), while working environment
4
(X = 2.908) has moderate level of satisfaction. Indicatively, the
2
results of work environment have little diluted the average of
overall level of job satisfaction (X = 3.177), thus bringing closer
5
to the maximum (3.080) of marginal level attribute of job
satisfaction (see Table 2).
Tharmi (2012), and Thusyanthy and Senthilnathan (2012) with
the dimensions: pay and benefit, working environment,
relationship with co-workers and supervision. This is the main
objective of this study and the level of job satisfaction is
assessed with the criteria in Table 1.
Table 1: Assessment Criteria
Range for Decision
Criteria
Decision
Criteria
Decision Attribute
Xi < (3-Z óx) Xi < 3 Low Level -
Dissatisfied
(3-Z óx) ≤ Xi ≤
(3+Z óx)
Xi = 3 Moderate Level -
Neutral/Marginal
Xi > (3+Z óx) Xi > 3 High Level -
Satisfied
Where X = mean value of a dimension/variable, Z = value of
i
the 95% confidence limit in normal distribution and ó =
x
standard error of the mean.
Further, to find out the significant differences between
groups of a demographic factor in relation to job satisfaction,
(a) two independent samples T-test for gender with two groups
and (b) one-way ANOVA test for age group and qualification,
which have more than three independent groups, are
conducted, using SPSS.
Table 2: Overall job satisfaction and its dimensions
Note: JS = job satisfaction, X = mean (i = 1, 2, 3, 4, 5), PB = pay and benefits, WE = working environment,
i
RC = relationship with co-workers, SV = supervision, ó = standard error of the mean, HL = high level of
x
attribute, and ML = moderate level of attribute.
Overall, there is high level of job satisfaction among
academics in the Eastern University, Sri Lanka. This is
consistent with Senthilnathan (1998) that also indicates high
level of job satisfaction among university teachers towards
dimensions (work itself, status, supervisor, organization and
co-workers).
Demographic Variables and Job Satisfaction
To explore the associations of demographic variables
(gender, age and qualification) and job satisfaction, the
ANOVA test is implemented. The results show that the gender
groups reveal the different states of job satisfaction, while other
groups of age and qualification reveal that there is no
difference in job satisfaction, even though the job satisfactions
of different groups of demographic variables are assessed.

42 IME Journal - Volume VII, No. 2, July 2013
Once Levene’s test is used to confirm the equality of the
variances, the results of T-test in Table 4 should be checked for
the equality of means. Therefore, the respective hypotheses for
testing equality of means of groups in job satisfaction are:
H : There is no difference between gender groups of job
0
satisfaction (p ≥ 0.05)
H : There is difference between gender groups of job
1
satisfaction (p < 0.05)
The T-test show that there is significant difference
(p < 0.05) between means of gender (male and female) in
relation to job satisfaction, while Levene’s test indicates
equality of variance between groups (see Table 4). The result of
difference between groups of gender in job satisfaction can be
further confirmed with Table 5, in which group statistics for
gender of job satisfaction show that mean value of male is less
than mean value of female (3.100 < 3.280), thus confirming the
difference between the means.
In order to implement ANOVA test, it is important to have
three or more independent groups. It is noted that gender has
two independent groups and the other demographic variables
(age and qualification) consist of more than three independent
groups. Therefore, T-test was used to test the validity of H , and
1
the hypotheses H , H and H are tested with ANOVA.
2 3 4
Testing of H for Gender
1
To assess the association between gender and job
satisfaction, it is important to conform whether the job
satisfaction of each gender group has normally distributed.
Once the normality condition is satisfied, the Levene’s test
would be carried out to reveal the equality of variances and
means of gender groups of the job satisfaction.
The hypotheses for normality test are:
H : Gender groups have job satisfaction with normality
0
(p ≥ 0.05)
H : Gender groups have no job satisfaction with normality
1
(p < 0.05)
Shapiro-Wilk test (samples size 115 < 2000) of normality
indicates that there is normal distribution for both gender
groups of job satisfaction (accepting H ), since the p-value for
0
both groups are greater than 0.05 (see Table 3).
Table 3: Tests of Normality- Gender
groups of Job Satisfaction
Job
Satisfaction
with
Dimensions
Gender
Shapiro-Wilk Test
Statistic Degrees of
freedom Significance
Male
0.989 66 0.813
Female
0.970 49 0.232
Further, the Levene’s test is carried out to confirm whether
the two groups of gender in job satisfaction have equal
variance. Hence, the respective hypotheses are:
H : Variances for the gender of job satisfaction are equal
0
(p ≥ 0.005)
H : Variances for the gender of job satisfaction are not
1
equal (p < 0.05)
Levene’s test indicates (see Table 4) that there is no
difference (p = 0.300 ≥ 0.05) in the variances of the gender
groups in job satisfaction, thus accepting H .
0
Table 4: T-test for Gender of Job Satisfaction
Test Results for Gender
Groups of Job Satisfaction
Job Satisfaction with
Dimensions
Equal
variances
assumed
Equal
variances
not assumed
Levene's
Test for
Equality of
Variances
F-statistic
1.082141
Significance
(Sig.)
0.30044
T-test for
Equality of
Means
T-statistic
-2.21046 -2.28031
Degrees of
freedom
113 112.11684
Sig.
(2-tailed)
0.02908 0.02447
Mean
Difference
-0.17987 -0.17987
Std. Error
Difference
0.08137 0.07888
Table 5: Group Statistics for Gender
of Job Satisfaction
Job
Satisfaction
with
Dimensions
Gender N Mean SD SEM
Male 66 3.10048 0.46711 0.05749
Female 49 3.28035 0.37799 0.05399
N= number of observation, SD = standard deviation, and
SEM = standard error of mean
Decision - Accept H : There is significant difference
1
between genders of job satisfaction.
The results show the significant difference between male
and female in relation to job satisfaction and this is similar as
indicated by Sridharan et al. (2012). Even though there is an

43
Level of job satisfaction and its association with Demographic Variables
As the distribution of job satisfaction has been confirmed
with equal variances, it is possible now to conduct the ANOVA
test to explore the differences between the age groups of job
satisfaction with the following hypotheses.
H : There is no difference between age groups of job
0
satisfaction (p ≥ 0.05)
H : This difference between age groups of job satisfaction
1
(p < 0.05).
The results of ANOVA test indicate there is no difference
(p = 0.079 > 0.05) between age groups of job satisfaction (see
Table 8).
Decision - Accept H : There is no difference between age
0
groups of job satisfaction.
increase in salary for academics as per the UGC circular no.
1000, the gender based difference still does exist.
Testing of H for Age
2
Since there are four age groups of job satisfaction, it is
possible to conduct the ANOVA test for confirming whether
the age groups statistically have the difference in the level of
job satisfaction. In this context, the ANOVA test needs to
confirm whether the distribution of job satisfaction forms
normality. Therefore, the testing of normality of job satisfaction
is conducted.
The hypotheses for normality test are:
H : Distribution of job satisfaction is normal (p ≥ 0.05)
0
H : Distribution of job satisfaction is not normal (p < 0.05)
1
Results indicate that job satisfaction have formed
normality for all age groups, since they have the significance
level (p ≥ 0.05) of Shapiro-Wilk test for normality (see Table 6),
thus accepting H : Distribution of job satisfaction is normal.
0
Table 6: Tests of Normality-
Age groups of Job Satisfaction
Job
Satisfaction
with
Dimensions
Age
Group
Shapiro-Wilk
Statistic
Degrees
of
freedom Significance
<30 0.976 38 0.584
30-39 0.948 35 0.095
40-49 0.932 29 0.061
>49 0.875 13 0.062
As the job satisfaction has the normality for all age groups
it is also important to conduct the test for equality of variances
as a pre-requisite to have ANOVA test. In this context, Levene’s
test is conducted to confirm the equality of variances with the
following hypotheses.
H : Variances of job satisfaction are equal (p ≥ 0.005)
0
H : Variances of job satisfaction are not equal (p < 0.05).
1
Levene’s statistic (p = 0.20 > 0.05) indicates equality of
variances of the job satisfaction (see Table 7), thus accepting the
hypothesis H : Variances of job satisfaction are equal.
0
Table 7: Test of Homogeneity of Variances -
Age groups of Job Satisfaction
Job
Satisfaction
with
Dimension
Levene’s
Statistic
Degrees
of
freedom 1
Degrees of
freedom 2 Significance
1.573 3 111 0.200
Table 8: ANOVA for Age groups of Job Satisfaction
Age Group Sum of
Squares
Degrees of
freedom
Mean
Square
F-
statistic Significance
Job Satisfaction
with Dimensions
Between
Groups 1.298 3 0.433 2.325 0.079
Within
Groups 20.654 111 0.186
Total 21.951 114
Clark (1993) indicates that in relation to job satisfaction,
age groups have significant difference, compared to the groups
of gender, education, ethnic background and income.
According to Hunt and Saul (1975) age groups have different
levels of job satisfaction, compared to gender groups. Omar
(2008) suggest that a significant difference exists in the age
groups of job satisfaction among the government medical
officers and this is not consistent with our study, since the
results show no difference between age groups of job
satisfaction. As the academic freedom differs across the age
groups of academics and the academic freedom also
contributes to job satisfaction to a certain extent, it is not clear
that the same privilege is available to the healthcare sector that
Omar (2008) has investigated. Future study can explore on this
issue.

Testing of H for Qualification
3
There are four qualification groups of job satisfaction. It is
possible to conduct the ANOVA test for confirming whether
the groups statistically have the difference in the level of job
satisfaction. Hence, the ANOVA test needs to confirm whether
the distribution of job satisfaction with respect to qualification
forms normality. The hypotheses for normality test are same as
the testing of H for age as mention above.
2
Results indicate that job satisfaction have formed
normality for qualification, since all groups of qualification
have the significance level (p ≥ 0.05) of Shapiro-Wilk test for
normality (see Table 9), thus accepting H0: Distribution of job
satisfaction is normal.
44 IME Journal - Volume VII, No. 2, July 2013
Results show no diff erence between groups of
qualification in relation to job satisfaction of academics in the
Eastern University, Sri Lanka, and this is consistent with and
endorses the findings of Sonia (2010), though the academics
have different qualification level.
Conclusion
The study intends mainly to assess the level of job
satisfaction of the teachers in the Eastern University, Sri Lanka.
Further, the investigation is extended to examine the
relationship of job satisfaction to the different groups of
demographic variables: gender, age and qualification. Results
indicate that overall job satisfaction of the teachers in the
Eastern University, Sri Lanka has high level attribute. This is
Table 9: Tests of Normality- Qualification
of Job Satisfaction
Job
Satisfaction
with
Dimensions
Highest
Qualification
Shapiro-Wilk
Statistic
Degrees
of
freedom Significance
Degree
0.959 42 0.134
Masters
0.968 27 0.555
M.phill
0.981 26 0.903
Ph.D
0.960 20 0.549
As the job satisfaction has the normality for qualification
groups, conducting the test for equality of variances is a pre-
requisite to have ANOVA test. In this context, Levene’s test is
conducted to confirm the equality of variances with the
hypotheses that are similar to testing equality of variances of H
2
for age as mention above.
Table 10: Test of Homogeneity of Variances -
Qualification of Job Satisfaction
Job
Satisfaction
with
Dimension
Levene’s
Statistic
Degrees
of
freedom 1
Degrees of
freedom 2 Significance
0.177 3 111 0.912
As the distribution of job satisfaction has been confirmed
with equal variances, it is possible now to conduct the ANOVA
test to explore the differences between the qualification
categories of job satisfaction with the hypotheses that same as
testing the differences of H for age as mention above.
2
The results of ANOVA test indicate no difference
(p = 0.145 > 0.05) between qualification of job satisfaction
(see Table 11).
Decision - Accept H : There is no difference between
0
highest qualifications of job satisfaction.
Levene’s statistic (p = 0.912 > 0.05) indicates equality of
variances of the job satisfaction (see Table 10), thus accepting
the hypothesis H : Variances of job satisfaction are equal.
0
Table 11: ANOVA for Qualification of Job Satisfaction
Age Group Sum of
Squares
Degrees of
freedom
Mean
Square
F-
statistic Significance
Job Satisfaction
with Dimensions
Between
Groups 1.036 3 0.345 1.833 0.145
Within
Groups 20.915 111 0.188
Total 21.951 114
similar to its dimensions of pay and benefit, co-workers and
supervision, while working environment has moderate level of
satisfaction. Indicatively, the results of work environment have
little diluted the average of overall of job satisfaction.
In relation to the relationship of demographic variables to
job satisfaction, the gender groups has significant gender-
based difference between male and female, i.e., the female have
higher satisfaction than male in the present context of job
satisfaction. However, in relation to other groups of
demographic variables of age and qualification, the groups of
every demographic factor have no significant difference
between them. The results imply that the groups of age and
qualification individually have almost the same level of job
satisfaction. This study can be further extended by considering

45
Level of job satisfaction and its association with Demographic Variables
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other suitable dimensions of job satisfaction and demographic
variables and further study can consider these as the extension
of this study. It is also advisable to extend this study by
considering other universities in Sri Lanka and other nations
too. This study can be a base for these studies to be extended.
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