A means to upgrade job satisfaction and performance;


A successful organisation struggles to find
that there is an awesome level of approval, coordinated effort, employee
satisfaction and correspondence among its staff with the goal that they would
be more improved towards their work duties and accomplish general authoritative
targets. Employee job satisfaction is related to how individuals see, think,
and feel their jobs (Spector, 2001). There are changes of factors that can impact
a man’s level of job satisfaction. Some of these components incorporate the
level of pay and advantages, the apparent decency of the advancement framework
inside a company, the nature of the working conditions, initiative and social
relationships, the job itself.


The investigators have described job
satisfaction as the general conduct and employee’s natures towards his or her
job (Michailova, 2002). Job satisfaction is one more key work attitude (Heller
and Watson, 2005). Job satisfaction is not the same as motivation, despite the
fact that it is clearly connected. Job design means to upgrade job satisfaction
and performance; techniques incorporate job turn, job intensification, and job
improvement. Different impacts on satisfaction incorporate the administration
style and culture, representative contribution, strengthening and
self-sufficient work gatherings, pay, work duties, promotional opportunities
the work itself and co-workers.


Sri Lanka is a work situated developing
nation. There are numerous industries, which are improving our economy. Among
those industries, the apparel industry is most imperative to us. The apparel
industry is one of the giant in the Sri Lankan economy in pulling in outside
cash into the economy in line with plantations which rank the first. It has
additionally helped the Adjust of Installment to keep up a positive figure by
improving income produced by sends out (Humphreys, 2004). Polytex Garment Ltd
spends significant measure of money and time for their employees’ benefits and
services. It is most imperative for the organisation to comprehend those
factors which may enhance its representative satisfaction. Where in completing
an observational examination of physical, psychological and environmental
factors influencing work satisfaction level of non-managerial employees of
Polytex garment. It will make simple for the administration to comprehend those


1.1.      Problem Statement


Politex Garment Ltd.’s reports demonstrate
that 7% absenteeism rate for each month. This rate is higher than the company
standard value. Expected non-appearance rate of the company is 1.5% every
month. In this manner that circumstance is not useful for the company. So the
researcher can formulate this issue; how do physical, psychological and
environmental factors impact on job satisfaction of non-managerial employees?


1.2.      Project Objectives


To analyse the factors affecting job
satisfaction of non-managerial employees at Polytex Garment Ltd.


To find out the current job satisfaction
level of non-managerial employees at Polytex Garment Ltd.


To identify the physical, psychological and
environmental factors on job satisfaction of Polytex Garment Ltd.


To propose strategies to improve the job
satisfaction of non-managerial employees in Polytex Garment Ltd.









The literature survey, the researcher
explained what the factors are influenced by the job satisfaction, results of satisfaction
about identified with the job satisfaction.


Spector (2005) discusses to job satisfaction
as far as how individuals feel about their jobs and individual parts of their
jobs. Ellickson and Logsdon (2002) support this view by characterising job
satisfaction as the degree to which employees like their work. Job satisfaction
and dissatisfaction not just rely on the idea of the job, it additionally relies
upon the desire what’s the job supply to a worker (Hussami, 2008). Job
satisfaction is a mind-boggling phenomenon with multi aspects. It is affected
by the factors like pay, working condition, self-sufficiency, correspondence,
and authoritative duty (Path, Esser, Holte and Anne, 2010; Vidal, Valle, and
Aragón, 2007).


Some contend that Maslow’s hierarchy of needs
theory, a motivation assumption, established the framework for job satisfaction
theory. This theory describes that individuals try to fulfill five particular
needs in life physiological needs, safety needs, social needs, confidence needs,
and self-actualisation. This model filled in as a decent premise from which
early researchers could create job satisfaction theories.


§  Physiological
needs: These are vital requirements for maintaining the human life. Food,
water, warmness, protect, rest, medication and education are the fundamental
physiological needs which fall in the essential rundown of need satisfaction.

§  Safety
needs: These are the needs to be free of physical risk and of the pain of
losing work, property, food or shelter. It likewise comprises of assurance
against any enthusiastic damage.

§  Social
needs: Since persons are social beings, they have to have a place and be
acknowledged by others. Person’s effort to fulfill their requirement for
affection, acknowledgment, and friendship.

§  Esteem
needs: This sort of need delivers such satisfaction as power, esteem status,
and self-assurance. It incorporates both inside regard factors like sense of
pride, autonomy, accomplishments and external regard factors.

§  Self-actualisation
needs: Maslow gets this as the most astounding need in his hierarchy. It is the
drive to wind up what one is equipped for getting to be; it incorporates
development, accomplishing one’s potential and self-satisfaction. It is to increase
one’s potential and to achieve something.


As each of these needs is satisfied, the
following need winds up noticeably prevailing. From the viewpoint of
motivation, the theory would state that although no need is ever completely
fulfilled, a generously fulfilled need no longer motivates.


2.1.      The conceptual framework of project



















2.1.1. Psychological factors


§  Health and safety

Managing healthy and safe workplaces is a most
important environmental difficulty confronting organisations. Great health and
security bring more benefits that are healthy workers are gainful and can
deliver a higher quality.

§  Working responsibilities

Managing a workload that is excessively
substantial and deadlines that are difficult to reach can cause work
satisfaction to dissolve for even the most devoted employee. Missing the mark
concerning deadlines brings about the conflict between employees and bosses and
raises the feeling of anxiety of the work environment (Hill, 2010).

§  Job security

Job security has an awesome impact in
expanding job satisfaction of its employees where once the representative is
sure about not losing the activity, it will make no psychological pressure
where the worker has its own particular opportunity to completely focus on the
work they perform.

§  Promotion

Companies give their priority to current
employees to apply post is arises. In that circumstance, employees can
accomplish their individual objectives getting advancement. Through such a
circumstance, expands worker’s satisfaction and they contribute to the


2.1.2. Physical factors


§  Payments

Money rewards are multi complex and
multi-sided work satisfaction factor. Money not only gives individuals a chance
to fulfill their essential needs but also raises satisfaction of larger amounts
needs. The individuals who make the profit are little more fulfilled than the
individuals who make significantly less. Additionally, moderately generously
compensated samples of individuals are just inconsequentially more fulfilled
than generally ineffectively paid samples.

§  Co-workers

A “decent” working group encourages
a quick of a joy and pleasure from work. On another hand, when the opposite
circumstance is watched, when it is difficult to become along with the people,
the given factor forces negative effect on work satisfaction.

§  Welfare services

Welfare contains anything that is improved
the situation the comfort and change of employees and is given well beyond the
wages. Welfare helps in keeping the confidence and motivation of the employees
high in order to hold the employees for a longer period.

§  Use of skill and abilities

The company ought to recognize which skills and
capacities are accessible to the employee and should give opportunities to
enhancing them.


2.1.3. Environmental factors


§  Good working environment

If bad working situations were available, it
would be more challenging for employees to implement their work. Or else,
working conditions affect job satisfaction similar to working group’s
influence. If all were positively around, there would not be problems with job

§  Management style and culture

Organisational culture is the organisation’s
pattern of faiths, desires, and qualities as in company and industry practices.
An important organisational factor to which new employees must be socialised is
the way of life of the gathering they are joining. The potential benefits of
enhanced occupation configuration are probably not going to be acknowledged if
consideration is focused on the substance of jobs alone. Equal, if not more
essential, is the procedure by which redesign is completed. This has led
acknowledgment of the significance of management style and progressively of
organisation culture.





Cooper and Schindler (2010) present that business
research is the main management activity that helps businesses decide which decision
will fit the business objectives. Also, Rajasekar, Philominathan, and
Chinnathambi (2013) explain research as a search of data efficiently and
sensibly. Additionally, business research is clarified as the way of gathering,
recording, dissecting and translating data with a specific end goal to
recognise answers to managerial issues (Wilson, 2013). Wilson (2010) represents
that research gives that required data that guides managers to settle on
learned choices to viably manage issues. Additionally, he presents that the
data gave could be the outcome of a careful examination of information assembled
direct or information that is already possible inside the company.


Greener (2008) clarifies that there are three
main techniques to leading research distinguished as quantitative, qualitative
and mixed method research. The qualitative approach is concerned about the subjective
evaluation of states of mind, opinions, and conduct (Johnson and Christensen,
2012). Moreover, qualitative research can be led by focus groups, meetings,
phone or online trades (Boeije, 2010). Mora (2010) states that quantitative
research is indisputable in its purpose as it tries to measure the issue and
see how common it is by searching for projectable outcomes to a bigger
population. Quantitative research evaluates conclusions, attitudes, and
practices. Also, quantitative research methods are significantly more organised
when contrasted and qualitative research (Watzlawik and Conceived, 2007). A
mixed method research on other hand is a mix of both qualitative and
quantitative structures which include philosophical assumptions (Bergman,