International Journal of Applied Research

Volume # 3, 2014, Page 166 of 174

JOB SATISFACTION FACTORS OF PTCL EMPLOYEES

Sundas Javed, Lahore College for Women University, Lahore
Asifa Kamal, Lahore College for Women University, Lahore

ABSTRACT
Job satisfaction is the level of enjoyment that an individual get from job. In the
current study it is tried to take opinion of PTCL employees regarding job
satisfaction. Various aspects of job satisfaction are addressed in questionnaire
consisting of twenty six questions. Using Factor Analysis dimension of data is
reduced to eight factors without loss of much information. These factors are
theoretically definable and labelled as Empowerment, Salary and benefits,
Environment, Boss attitude, Peer relationship, Timing (workload) Rules and
regulation and promotions.

The above extracted factors are further used to make comparison for certain
demographic/social characteristics. It is found that opinion of workers belonging to
different age group varies significantly about timing and rule of PTCL. Job
satisfaction opinion about environment and timings of PTCL differ significantly as
far as qualification level of their employees is concerned.

Job status (regular, contract, daily wages) and different salary groups effect the
opinion of employees regarding satisfaction about salary and benefits, timing and
rules. For various salary groups opinion about one additional feature i.e. peer
relationship is also significant. Experience also affects their point of view
regarding boss attitude, peer relationship, timing and rules significantly. Opinion is
also diversified for timing and rules across marital status while across gender
opinion only differ regarding rules.

1. INTRODUCTION

Advancement of new technologies at work place has made the jobs complicated.
Though, It facilitate working process but at the same time increases stress and
pressure. Job satisfaction is addressed by many researchers to study organizational
behavior. It is believed that productivity depends on the satisfaction of employee
with organization. Chen (2008 as cited in Wadhwa, Verghese and Wadhwa, 2011)
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defined job satisfaction in terms of mind set, approach and choices at work place.
Mccloskey and MaCain (1987 as cited in Wadhwa, Verghese and Wadhwa, 2011)
explained it as level of enjoyment that an individual get from job. It is perception
in Pakistan that people prefer Government jobs due to its relaxed environment.
Mostly people are unhappy regarding their job in Pakistan. It is of great interest to
find the factors which influence their opinion for job satisfaction level particularly
public sector companies. Pakistan Telecommunication Company Limited (PTCL)
is the largest telecommunication company of Pakistan. It provides services of land
line telephone, internet and video conferencing. An effort is made in this study to
identify factors which account job satisfaction of employees at PTCL

2. LITERATURE REVIEW

Tanjeen (2013) explored the job satisfaction level of employees of telecom

industries in Bangladesh. It was found that work environment, job security,
autonomy, peer relationship, boss attitude and promotions and salaries are major
factors. Hussain et al. (2012) investigated the effect of work motivation on job
satisfaction of Pakistan Telecommunication Company from four districts (Okara,
Kasur, Pakpattan and Sahiwal). Work motivation was found to be significantly
affecting job satisfaction and nature of relationship was positive. Same relationship
was found for Zong and U-fone (Private sector telecom companies in Pakistan)
employees regarding job satisfaction and motivation but relationship was not
strong (Saleem et al. 2010). It was also observed that negative opinion present
about companies regarding the promotion of employees. Saeed et al. (2013)
collected data from telecom companies Ufone, Zong, Telenor, Warid telecom,
Pakistan Telecommunication and Mobilink. Majority of employees in telecom
sector were found satisfied with their jobs. Work environment, security, salary,
fairness, peer relationship and relationship with boss affected significantly job
satisfaction level of telecom industry. Mansoor (2011) found negative relationship
between job satisfaction and stress level in telecom industry of Pakistan.

Strong relationship prevails between supervision and collegiality and open

communication with job satisfaction. Job commitment also played a significant
role in the determination of job satisfaction (Riaz and Ramay, 2010). Attitude of
organization head has direct link with satisfaction of their employees. Also its
effect is indirect on the productivity of employees (Malik et al. 2011).
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Volume # 3, 2014, Page 168 of 174

Most of studies related to job satisfaction of telecom sector are based on data from
private companies. Saeed et al. (2013) and Hussain et al. (2012) have included
PTCL in their job satisfaction survey but they did not cover demographic aspects.
In the current study not only factors related to job satisfaction identified but also
comparison is made of those factors across various characteristics of employees.

3. OBJECTIVES OF STATISTICAL ANALYSIS

i. To identify and label Job satisfaction factors of PTCL employees.
ii. Comparison of identified factors across social and demographical
variables.

4. DATA AND METHODOLOGY

Job satisfaction questionnaire was developed with the help of some standard
questionnaires available on internet. The opinion of PTCL employees regarding
job satisfaction is taken on likert scale. Information about some social and
demographic characteristics is also collected to make comparison regarding job
satisfaction level. Data is gathered from the sample of 150 employees of PTCL.
Factor Analysis is used to identify the job satisfaction factors of PTCL employees.
For comparisons of identified factors across social and demographic factors Krukal
Wallis and Mann Whitney U test is used.

5. STATISTICAL ANALYSIS

5.1 Factor Analysis

To identify factors of Job satisfaction of employees in PTCL, we applied factors

analysis using the software SPSS. The main aim is to determine the underline
attitude of employees in PTCL about job satisfaction. The employee in PTCL for
job satisfaction on these attributes are convenient, If these attitudes can be
grouped or reduced these 26 variables to a smaller number. Twenty six
questions were asked in order to assess their knowledge about employees job
satisfaction. The Eigen value greater than 1.0 result in 8 factor being extracted.
After deciding number of factor to be extracted i.e. eight. Next step is to run factor
analysis. The rotated component matrix is computed by using varimax rotation.
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Volume # 3, 2014, Page 169 of 174

Table 5.1: Rotated Component Matrix for job satisfaction of PTCL employees
Component
1 2 3 4 5 6 7 8

Q1 .408 .392

Q2 .777

Q3 .541

Q4 .681

Q5 .368 .649

Q6 .788

Q7 .866

Q8 .337 .675

Q9 .833

Q10 .728 .391

Q11 .697

Q12 .760

Q13 .851 .354

Q14 .871

Q15 .840

Q16 .769

Q17 .601 .383

Q18 .750

Q19 .792

Q20 .919

Q21 .879

Q22 .702

Q23 .897

Q24 .708

Q25 .830

Q26 .718

Extraction Method: Principal

Component Analysis.
Rotation Method: Varimax with
Kaiser Normalization.
 International Journal of Applied Research
Volume # 3, 2014, Page 170 of 174

From the Table 5.1 factors are labelled as following

Table 5.2: Labelling of Factors for job satisfaction of PTCL employees
Factor Groups Name of Group
F1 Opportunity their work give them to learn Empowerment
Q19,Tool and resources that they need to do their
job Q20,Training that they need to do their job
Q21,Feel underutilized in their job Q23

F2 Monthly salary to fulfill their expenditure Salary and benefits

Q3,Annual increment Q4,Relationship between
pay and work load Q6,Retirement plan Q16,Other
benefit offered by other company Q17

F3 Satisfied joining PTCL office Q1,Working Environment

environment Q7,Comfortable during work
Q10,Feel under pressure for better performance
Q11
F4 Boss understand employee viewpoint Q12,Boss Boss attitude
express appreciation for their work Q13,Boss
attitude with subordinators Q14
F5 Co-worker attitude with them Q24,Co-worker Peer Relationship
cooperation in case of difficulty Q25,guidance
regarding their work Q26
F6 Job timing Q2,Satisfied with their work load Q5, Timing
vacation time they receive Q15

F7 Job security Q8,Satisfied rule and regulation Q9 Rules

F8 Process used to determine promotions Q18,aware Promotions

of Advancement opportunities that exist in
company Q22

5.2. TESTING HYPOTHESIS TO COMPARE JOB SATISFACTION LEVEL FOR

EIGHT FACTORS BY ANOVA
ANOVA is proposed to compare the job satisfaction level among various
categories of age (18-29, 30-39, 40-55, 55+years), gender (Male, Female), marital
status (Married, Unmarried), qualification (Matriculation, intermediate, graduation,
masters and above), job status (regular basis, contract basis, daily wages) ,work
experience (less than 1 year, 1-3 years, 4-6 years, more than 6 years) and salary
(less than 15000, 15000-20000, 20000-25000, above 25000) for eight factors i.e.
Empowerment, Salary and benefits, Environment, Boss attitude, Peer Relationship,
 International Journal of Applied Research
Volume # 3, 2014, Page 171 of 174

Timing, Rules and Promotions. Assumptions of normality and homogeneity of

variances are violated therefore the alternative choice is to use Non Parametric test
parallel to ANOVA for comparison of more than two means i.e. Kurskal Wallis
test is used. To compare two categories Mann Whitney test is used instead of t-test.

Table 5.3: Testing equality of Job satisfaction factors across Background Characteristics

Factors Background Characteristics

Kruskal Wallis p-value Mann-whitney P-value
Age Qualification Job Work Salary Marital Gender
Status Experience Status

Empowerment .562 .527 .176 .064 .722 .780 .791

Salary and .136 .630 .033 .432 .388 .201 .610
benefits
Environment .674 .014 .147 .614 .176 .102 .327
Boss attitude .303 .890 .056 .050 .002 .338 .909
Peer relationship .438 .315 .024 .314 .002 .521 .792
Timing .000 .027 .000 .001 .000 .027 .312
Rules .000 .099 .000 .000 .000 .000 .020
Promotions .053 .173 .148 .150 .228 .545 .972

By applying kruskal wallis test it is observed that for various Age groups (18-29, 30-
39, 40-55, 55 & years) Job Satisfaction level for Factors (Timing and Rules) are
statistically significant while insignificant for factors Empowerment, Salary and
Benefits, Environment, Boss Attitude, Peer Relationship and Promotions. It means job
satisfaction opinion regarding Time and Rules vary significantly for various Age
groups of employees. For various Qualification groups (below matric, intermediate,
graduation, masters & above) Job Satisfaction level for Factors (Environment and
Timing) are statistically significant while insignificant for factors Empowerment,
Salary and Benefits, Boss Attitude, Peer Relationship, Rules and Promotions. It means
job satisfaction opinion regarding Environment and Timing varies significantly for
various qualification categories of employees. For various Job Status groups (regular
basis, contract basis, and daily wages) Job Satisfaction level for Factors (Salary and
Benefits, Peer Relationship, Timing and Rules) are statistically significant while
insignificant for factors Empowerment, Environment and Boss Attitude. It means job
satisfaction opinion regarding Salary and Benefits, Peer Relationship, Timing and
Rules varies significantly for various Job status categories of employees. It is observed
 International Journal of Applied Research
Volume # 3, 2014, Page 172 of 174

that for employees belonging to various durations of experience (less than 1 year, 1-3
years, 4-6 years, more than 6 years) Job Satisfaction level for Factors (Empowerment,
Timing and Rules) are statistically significant while insignificant for factors Salary and
Benefits, Environment, Boss Attitudes and Peer Relationship. It means job satisfaction
opinion regarding Empowerment, Timing and Rules varies significantly for various
experience categories of employees. For various Salary groups (less than 15000,
15000-20000, 20000-25000, above 25000) Job Satisfaction level for Factors (Boss
Attitude, Peer Relationship, Timing and Rules) are statistically significant while
insignificant for factors Empowerment, Salary and Benefits, Environment and
Promotions. It means job satisfaction opinion regarding Boss Attitude, Rules, Time
and Peer Relationship varies significantly for Varies salaries groups. For Marital Status
groups (unmarried, married) Job Satisfaction level for Factors (Timing and Rules) are
statistically significant while insignificant for factors Empowerment, Salary and
Benefits, Environment, Boss Attitude, Peer Relationship and Promotions . It means job
satisfaction opinion regarding Time and Rule varies significantly for married and
unmarried employees. For Gender groups (male, female) Job Satisfaction level for
Factors (Timing) are statistically significant while insignificant for factors
Empowerment, Salary and Benefits, Environment, Boss Attitude, Peer Relationship,
Rules and Promotions. It means job satisfaction opinion regarding Time varies
significantly for Male and female employees.

6. CONCLUSION

Job satisfaction is the pleasure that you get from doing your job. In the current study it
is tried to take opinion of PTCL employees regarding job satisfaction. Various aspect
of job satisfaction is addressed in questionnaire using twenty six questions. Opinion of
employees is based on the rating (likert scale). Basic objective of study is to make
comparisons of their opinion across age, gender, qualification, scale, marital status,
salary and experience to conclude whether their opinion across these factors differ
significantly or not. It is very difficult to make comparison using twenty six aspects of
job satisfaction level. It make desirable to reduce the dimension of data without loss of
much information. Factor analysis served the purpose quite satisfactory. It turns the 26
variable (related to opinion regarding job satisfaction) into 8 factors. These factors are
theoretically definable and labelled as Empowerment, Salary and benefits,
 International Journal of Applied Research
Volume # 3, 2014, Page 173 of 174

Environment, Boss attitude, Peer relationship, Timing (workload) Rules and regulation
and promotions.

The above Extracted factors are further used to make comparison for certain
demographic/social characteristics. It is found that opinion of workers belonging to
different age group varies significantly about timing and rule of PTCL. Employees
have same opinion for empowerment, boss attitude, salary and benefits environment,
peer relationship and promotions irrespective of their age. It means generally age dont
influence the opinion of different aspect of job satisfaction of employees working in
PTCL. Age only influence opinion about timing and rules. Job satisfaction opinion
about environment and timings of PTCL differ significantly as far as qualification level
of their employees is concerned.

Job status (regular, contract, daily wages) and different salary groups effect the opinion
of employees regarding satisfaction about salary and benefits, timing and rules. For
various salary groups opinion about one additional feature i.e. peer relationship is also
significant. Experience also affects their point of view regarding boss attitude, peer
relationship, timing and rules significantly. Opinion is also diversified for timing and
rules across marital status while across gender opinion only differ regarding rules.

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