- 1 -

Job Satisfaction

"Job satisfaction is defined as "the extent to which people like (satisfaction)

or dislike (dissatisfaction) their jobs"

This definition suggests job satisfaction is a general or global affective reaction that

individuals hold about their job. While researchers and practitioners most often measure

global job satisfaction, there is also interest in measuring different "facets" or

"dimensions" of satisfaction. Examination of these facet conditions is often useful for a

more careful examination of employee satisfaction with critical job factors. Traditional

job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the

work and benefits."

Job satisfaction, a worker's sense of achievement and success, is generally perceived to

be directly linked to productivity as well as to personal wellbeing. Job satisfaction

implies doing a job one enjoys, doing it well, and being suitably rewarded for one's

efforts. Job satisfaction further implies enthusiasm and happiness with one's work. The

Harvard Professional Group (1998) sees job satisfaction as the keying redient that leads

to recognition, income, promotion, and the achievement of other goals that lead to a

general feeling of fulfillment.

Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers self-

worth and produces anxiety. At the same time, monotonous jobs can erode a worker's

initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job

satisfaction and occupational success are major factors in personal satisfaction, self-

respect, self-esteem, and self-development. To the worker, job satisfaction brings a

pleasurable emotional state that often leads to a positive work attitude. A satisfied worker

is more likely to be creative, flexible, innovative, and loyal.

- 2 -

For the organization, job satisfaction of its workers means a work force that is motivated

and committed to high quality performance. Increased productivity—the quantity and

quality of output per hour worked—seems to be a byproduct of improved quality of

working life. It is important to note that the literature on the relationship between job

satisfaction and productivity is neither conclusive nor consistent. However, studies dating

back to Herzberg's (1957) have shown at least low correlation between high morale and

high productivity, and it does seem logical that more satisfied workers will tend to add

more value to an organization. Unhappy employees, who are motivated by fear of job

loss, will not give 100 percent of their effort for very long. Though fear is a powerful

motivator, it is also a temporary one, and as soon as the threat is lifted performance will

decline.

Tangible ways in which job satisfaction benefits the organization include reduction in

complaints and grievances, absenteeism, turnover, and termination; as well as improved

punctuality and worker morale. Job satisfaction is also linked to a more healthy work

force and has been found to be a good indicator of longevity. And although only little

correlation has been found between job satisfaction and productivity, Brown (1996) notes

that some employers have found that satisfying or delighting employees is a prerequisite

to satisfying or delighting customers, thus protecting the "bottom line." No wonder

Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, and

soon grass will grow on the factory floors. Take away my factories, but leave my people,

and soon we will have a new and better factory"

- 3 -

Creating Job Satisfaction

So, how is job satisfaction created? What are the elements of a job that create job

satisfaction? Organizations can help to create job satisfaction by putting systems in place

that will ensure that workers are challenged and then rewarded for being successful.

Organizations that aspire to creating a work environment that enhances job satisfaction

need to incorporate the following:

Flexible work arrangements, possibly including telecommuting

Training and other professional growth opportunities

Interesting work that offers variety and challenge and allows the worker

opportunities to "put his or her signature" on the finished product

Opportunities to use one's talents and to be creative

Opportunities to take responsibility and direct one's own work

A stable, secure work environment that includes job security/continuity

An environment in which workers are supported by an accessible supervisor who

provides timely feedback as well as congenial team members

Flexible benefits, such as child-care and exercise facilities

Up-to-date technology

Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job satisfaction is

that there are many factors that affect job satisfaction and that what makes workers happy

with their jobs varies from one worker to another and from day to day. Apart from the

factors mentioned above, job satisfaction is also influenced by the employee's personal

characteristics, the manager's personal characteristics and management style, and the

nature of the work itself. Managers who want to maintain a high level of job satisfaction

in the work force must try to understand the needs of each member of the work force. For

example, when creating work teams, managers can enhance worker satisfaction by

placing people with similar backgrounds, experiences, or needs in the same workgroup.

Also, managers can enhance job satisfaction by carefully matching workers with the type

of work. For example, a person who does not pay attention to detail would hardly make a

- 4 -

good inspector, and a shy worker is unlikely to be a good salesperson. As much as

possible, managers should match job tasks to employees' personalities.

Managers who are serious about the job satisfaction of workers can also take other

deliberate steps to create a stimulating work environment. One such step is job

enrichment. Job enrichment is a deliberate upgrading of responsibility, scope, and

challenge in the work itself. Job enrichment usually includes increased responsibility,

recognition, and opportunities for growth, learning, and achievement. Large companies

that have used job-enrichment programs to increase employee motivation and job

satisfaction include AT&T, IBM, and General Motors (Daft, 1997).

Good management has the potential for creating high morale, high productivity, and a

sense of purpose and meaning for the organization and its employees. Empirical findings

show that job characteristics such as pay, promotional opportunity, task clarity and

significance, and skills utilization, as well as organizational characteristics such as

commitment and relationship with supervisors and co-workers, have significant effects

on job satisfaction. These job characteristics can be carefully managed to enhance job

satisfaction.

Of course, a worker who takes some responsibility for his or her job satisfaction will

probably find many more satisfying elements in the work environment. Everett (1995)

suggests that employees ask themselves the following questions:

When have I come closest to expressing my full potential in a work situation?

What did it look like?

What aspects of the workplace were most supportive?

What aspects of the work itself were most satisfying?

What did I learn from that experience that could be applied to the present

situation?

- 5 -

Workers' Roles in Job Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his

or her own satisfaction and well-being on the job. The following suggestions can help a

worker find personal job satisfaction:

Seek opportunities to demonstrate skills and talents. This often leads to more

challenging work and greater responsibilities, with attendant increases in pay and

other recognition.

Develop excellent communication skills. Employers value and reward excellent

reading, listening, writing, and speaking skills.

Know more. Acquire new job-related knowledge that helps you to perform tasks

more efficiently and effectively. This will relieve boredom and often gets one

noticed.

Demonstrate creativity and initiative. Qualities like these are valued by most

organizations and often result in recognition as well as in increased

responsibilities and rewards.

Develop teamwork and people skills. A large part of job success is the ability to

work well with others to get the job done.

Accept the diversity in people. Accept people with their differences and their

imperfections and learn how to give and receive criticism constructively.

See the value in your work. Appreciating the significance of what one does can

lead to satisfaction with the work itself. This helps to give meaning to one's

existence, thus playing a vital role in job satisfaction.

Learn to de-stress. Plan to avoid burnout by developing healthy stress-

management techniques.

- 6 -

Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort both by

management and by workers. Managers are encouraged to consider such theories as

Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to

a stimulating, challenging, supportive, and rewarding work environment is vital. Because

of the relative prominence of pay in the reward system, it is very important that salaries

be tied to job responsibilities and that pay increases be tied to performance rather than

seniority.

So, in essence, job satisfaction is a product of the events and conditions that people

experience on their jobs. Brief (1998) wrote: "If a person's work is interesting, her pay is

fair, her promotional opportunities are good, her supervisor is supportive, and her

coworkers are friendly, then a situational approach leads one to predict she is satisfied

with her job" (p. 91). Very simply put, if the pleasures associated with one's job outweigh

the pains, there is some level of job satisfaction

- 7 -

- 8 -

- 9 -

.

- 10 -

.

- 11 -

- 12 -

LITERATURE REVIEW

The literature survey conducted here include the academic books and website. the study

being conducted was “to evaluate the effectiveness of recruitment and selection policy in

relation with increasing attrition problem.”

Gui L, Barriball KL, While AE.

2nd Military Medical University, School of Nursing, Shanghai, PR China.

Job satisfaction among nurses is of concern throughout the world but the

satisfaction of nurse teachers has received less attention and no review of global

research on the topic has been published. A comprehensive literature review

(1976-2007) was undertaken from an international perspective (n=26 papers and

4 doctoral abstracts) to examine the state of knowledge about nurse teachers' job

satisfaction over time. Coverage over the last 30 years was selected to examine if

the level and contributing factors to nurse teachers' job satisfaction have changed

during a time which has seen considerable developments and reorganization of

nurse education as well as the role of nurse teachers. The purpose of this Part I

paper is to: (i) review the different measurements of job satisfaction, (ii) report

the job satisfaction levels of nurse teachers and, (iii) identify the components of

job satisfaction of nurse teachers. This paper provides the foundation for the Part

II paper which reviews the literature regarding the effects and related factors of

nurse teachers' job satisfaction.

- 13 -

1. Prasad L.M. “Human resource management” pp219-purpose and

importance of Recruitment & selection can not be ignored as by this org.

2. Bhattacharyya Kumar Dipak, “Human resource management” Excel

books pp166.-what is basically recruitment, its introduction, how to carry out

recruitment..

3. Dwivedi R.S. “Managing Human Resource, Personnel Management”

(Indian enterprises, Galgotia publishing company, New delhi,1st edition,

pp96-97 -what is a recruitment policy .what factors should be include while

formulating.

4. Rao V.S.P, Human Resource Management”, Excel books,1st edition,pp151.

Importance of tests while selecting the candidates for the job, as these tests

help the interviewer to better judge the candidate his competency for the

particular jobs.

5. Bernardin John H, “Human Resource Management”, Tata Mc Graw Hill

publishing company ltd., New Delhi, pp 160-163.the effectiveness of selection

method depends upon the reliability of the data ,validity of the purpose &

utility of the methods.

6. Gulati Ambika, “Training and Management”, vol3, aug07, pp18-19,

Importance of recruitment function in an organisation.

7. Gulati Ambika,” Training and Management”, vol3, june 07,pp46-4 -

changing role of Human Resource

8. Gulati Ambika, “Training and Management”,vol3 a single click for all

recruitment solutions.

- 14 -

9. Rao Janardhan N, “MBA Review”mar07,pp33-37.-Paradigam shifts in

human resources.

10. Kothari C.B. “Research Methodology-Methods & Techniques”, new age

international research methodology

- 15 -

OBJECTIVES OF THE STUDY

To find that whether the employees are satisfied or not.

To analyse the company’s working environment.

To check the Degree of satisfaction of employees.

To find that they are satisfied with their job profile or not.

To find that employees are working with their full capabilities or not.

- 16 -

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be

understood has a science of studying how research is done scientifically. In it we study

the various steps that all generally adopted by a researcher in studying his research

problem along with the logic behind them.

The scope of research methodology is wider than that of research method.

Meaning of Research

Research is defined as “a scientific & systematic search for pertinent information on a

specific topic”. Research is an art of scientific investigation. Research is a systemized

effort to gain new knowledge. It is a careful inquiry especially through search for new

facts in any branch of knowledge. The search for knowledge through objective and

systematic method of finding solution to a problem is a research.

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the

data in a manner that aims to combine relevance to the research purpose with economy in

procedure. In fact, the research is design is the conceptual structure within which research

is conducted; it constitutes the blue print of the collection, measurement and analysis of

the data. As search the design includes an outline of what the researcher will do from

writing the hypothesis and its operational implication to the final analysis of data.

The design is such studies must be rigid and not flexible and most focus attention on the

following 2;

- 17 -

Research Design can be categorized as:

The present study is exploratory in nature, as it seeks to discover ideas and insight to brig

out new relationship. Research design is flexible enough to provide opportunity for

considering different aspects of problem under study. It helps in bringing into focus some

inherent weakness in enterprise regarding which in depth study can be conducted by

management.

- 18 -

TYPES OF RESEARCH DESIGN

EXPLORATORYRESEARCH DESIGN

DESCRIPTIVE & DIAGNOSTIC RESEARCH DESIGN

EXPERIMENTAL RESEARCH DESIGN

DATA COLLECTION

For any study there must be data for analysis purpose. Without data there is no

means of study. Data collection plays an important role in any study. It can be collected

from various sources. I have collected the data from two sources which are given below:

1. Primary Data

Personal Investigation

Observation Method

Information from correspondents

Information from superiors of the organization

2. Secondary Data

Published Sources such as Journals, Government Reports, Newspapers and

Magazines etc.

Unpublished Sources such as Company Internal reports prepare by them given to

their analyst & trainees for investigation.

Websites like KOTAK’S official site, some other sites are also searched to find

data.

- 19 -

Scope Of The Study

The scope of the study is very vital. Not only the Human Resource department can use

the facts and figures of the study but also the marketing and sales department can take

benefits from the findings of the study.

Scope for the sales department

The sales department can have fairly good idea about their employees,tat they are

satisfied or not.

Scope for the marketing department

The marketing department can use the figures indicating that they are putting their efforts

to plan their marketing strategies to achieve their targets or not.

Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the

personnel department can use the information to make efforts to avoid such complaints.

- 20 -

Sample Size :-

Questionare is filled by 20 employees of Tata consultancy ltd ,vikhroli.

The questionnaire was filled in the office and vital information was collected which was

then subjects to:-

A pilot survey was conducted before finalizing the questionnaire.

Data collection was also done with the help of personal observation.

After completion of survey the data was analysed and conclusion was drawn.

At the end all information was compiled to complete the project report.

- 21 -

Analysis & Interpretation

- 22 -

- 23 -

I have been passed up at least once for a promotion in the past few years.

0% 20%

30%

50%

0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point , 20% of

employees are agree on the point, 30% are neither agree nor disagree,50% are disagree

and rest 0% of employees are strongly disagree.

- 24 -

I spend parts of my day daydreaming about a better job.

60%15%

15%10% 0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 60% of employees are strongly agree about the point , 15% of

employees are agree on the point, 15% are neither agree nor disagree,10% are disagree

and rest 0% of employees are strongly disagree.

- 25 -

I find much of my job repetitive and boring.

75%

10%

10% 5% 0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 75% of employees are strongly agree about the point , 10% of

employees are agree on the point, 10% are neither agree nor disagree,5% are disagree and

rest 0% of employees are strongly disagree.

- 26 -

I am mentally and/or physically exhausted at the end of a day at work.

85%

10% 5% 0%0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 85% of employees are strongly agree about the point , 10% of

employees are agree on the point, 5% are neither agree nor disagree,0% are disagree and

rest 0% of employees are strongly disagree.

- 27 -

I feel that my job has little impact on the success of the company.

50%

30%

20% 0%0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 50% of employees are strongly agree about the point , 30% of

employees are agree on the point, 20% are neither agree nor disagree,0% are disagree and

rest 0% of employees are strongly disagree.

- 28 -

I have an increasingly bad attitude toward my job, boss, and employer

0%0% 20%

60%

20%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point , 0% of

employees are agree on the point, 20% are neither agree nor disagree,60% are disagree

and rest 20% of employees are strongly disagree.

- 29 -

I am no longer given the resources I need to successfully do my job.

10%

30%60%

0%0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 10% of employees are strongly agree about the point , 30% of

employees are agree on the point, 60% are neither agree nor disagree,0% are disagree and

rest 0% of employees are strongly disagree.

- 30 -

I am not being used to my full capabilities.

0%

40%

20%

40%

0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point , 40% of

employees are agree on the point, 20% are neither agree nor disagree,40% are disagree

and rest 0% of employees are strongly disagree.

- 31 -

I have received no better than "fair" evaluations recently.

40%

35%

25% 0%0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 40% of employees are strongly agree about the point , 35% of

employees are agree on the point, 25% are neither agree nor disagree,0% are disagree and

rest 0% of employees are strongly disagree.

- 32 -

I feel as though my boss and employer have let me down.

0%0% 10%

55%

35%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point , 0% of

employees are agree on the point, 10% are neither agree nor disagree,55% are disagree

and rest 35% of employees are strongly disagree.

- 33 -

I often feel overworked and overwhelmed.

45%

20%

35%

0%0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 45% of employees are strongly agree about the point, 20% of

employees are agree on the point, 35% are neither agree nor disagree,0% are disagree and

rest 0% of employees are strongly disagree.

- 34 -

I am frequently stressed out at work.

0% 20%

15%

15%

50%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point, 20% of

employees are agree on the point, 15% are neither agree nor disagree,15% are disagree

and rest 50% of employees are strongly disagree.

- 35 -

I live for weekends and days away from the job.

0%0% 10%

30%60%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point, 0% of

employees are agree on the point, 10% are neither agree nor disagree,30% are disagree

and rest 60% of employees are strongly disagree.

- 36 -

I find myself negatively comparing my situation to my peers.

0% 15%

25%

40%

20%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point, 15% of

employees are agree on the point, 25% are neither agree nor disagree,40% are disagree

and rest 20% of employees are strongly disagree.

- 37 -

I feel my bad days at work outweigh the good ones.

25%

30%

45%

0%0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 25% of employees are strongly agree about the point, 30% of

employees are agree on the point, 45% are neither agree nor disagree,0% are disagree and

rest 0% of employees are strongly disagree.

- 38 -

I often experience a sensation of time standing still when I am at work.

15%

35%30%

20% 0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 15% of employees are strongly agree about the point, 35% of

employees are agree on the point, 30% are neither agree nor disagree,20% are disagree

and rest 0% of employees are strongly disagree.

- 39 -

I have been told that I am becoming a more cynical person.

10%

25%

30%

35%

0%

Strongly Agree

Agree

Neither Agree norDisagree

Disagree

Strongly Disagree

This graph shows that 10% of employees are strongly agree about the point, 25% of

employees are agree on the point, 30% are neither agree nor disagree,35% are disagree

and rest 0% of employees are strongly disagree.

- 40 -

I feel as though my employer has broken promises about my future with the organization.

0% 10%

25%

25%

40%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point, 10% of

employees are agree on the point, 25% are neither agree nor disagree,25% are disagree

and rest 40% of employees are strongly disagree.

- 41 -

I have lost sight of my career goals and aspirations.

15%

25%

45%

15% 0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 15% of employees are strongly agree about the point, 25% of

employees are agree on the point, 45% are neither agree nor disagree,15% are disagree

and rest 0% of employees are strongly disagree.

- 42 -

I no longer feel valued for my work.

25%

25%20%

20%

10%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 25% of employees are strongly agree about the point, 25% of

employees are agree on the point, 20% are neither agree nor disagree,20% are disagree

and rest 10% of employees are strongly disagree.

- 43 -

Findings

o Employees are not completely satisfied with their job although their salary

is good enough.

o Employes are not getting value to their work.

o Most of employees think that they are nt on their actual path.

o Most of the employees think that the organization haven’t fulfill their

promises,what they do in beginning especially regarding Promotion.

o There is negatively comparison between peers especially regarding

targets.

o They often feel overworked.

- 44 -

SUGGESTIONS AND RECOMMENDATIONS

To increase the job satisfaction level of the employees the company should concentrate

mainly on the incentive and reward structure rather than the

motivational session.

Ideal employees should concentrate on their job.

Educational qualification can be the factor of not an effective job.

Company should give promotion to those employees who deserves it.

- 45 -

LIMITATIONS OF STUDY

However I shall try my best in collecting the relevant information for my research report,

yet there are always some problems faced by the researcher. The prime difficulties which

I face in collection of information are discussed below:-

1. Short time period: The time period for carrying out the research was short as a

result of which many facts have been left unexplored.

2. Lack of resources: Lack of time and other resources as it was not possible to

conduct survey at large level.

3. Small no. of respondents: Only 20 employees have been chosen which is a

small number, to represent whole of the population.

4. Unwillingness of respondents: While collection of the data many consumers

were unwilling to fill the questionnaire. Respondents were having a feeling of

wastage of time for them.

5. Small area for research: The area for study was Kaithal, which is quite a small

area to judge job satisfaction level.

- 46 -

BIBLIOGRAPHY

BOOKS

1. Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition.

2. Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill

Publication Company Ltd. Page no. 81-136,171,179,267,284.

3. Chhabra. , T. N. Human Resource Management ,Dhanpat Rai $Co(P)Ltd. India,ninth

edition.

4. Monnapa Arun., Human Resource Management ,Tata Mc Graw Hill Publication

Company Ltd.

WEBSITES:-

a. www.kotaklifeinsurance.com/home/products

b. www.kotak.com/coms2/product-compint-0000950756-page.html

c. www.irda.org/insurance/benefits-kotak,-ind

d. www.ask.com-/meaning-insurance/history//-

e. www.ibef.org/industry/insurance-trend/in

- 47 -

ANNEXURE

QUESTIONNAIRE

NAME: ………………………………………….DESIGNATION: ……………………………….COMPANY: …………………………………….

1. I have been passed up at least once for a promotion in the past few years.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

2. I spend parts of my day daydreaming about a better job.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

3. I find much of my job repetitive and boring.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

- 48 -

4. I am mentally and/or physically exhausted at the end of a day at work.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

5. I feel that my job has little impact on the success of the company.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

6. I have an increasingly bad attitude toward my job, boss, and employer .

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

7. I am no longer given the resources I need to successfully do my job.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

8. I am not being used to my full capabilities.

- 49 -

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

9. I have received no better than "fair" evaluations recently.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

10. I feel as though my boss and employer have let me down.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

11. I often feel overworked and overwhelmed.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

12. I am frequently stressed out at work.

- 50 -

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

13. I live for weekends and days away from the job.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

14. I find myself negatively comparing my situation to my peers.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

15. I feel my bad days at work outweigh the good ones.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

16. I often experience a sensation of time standing still when I am at work.

- 51 -

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

17. I have been told that I am becoming a more cynical person.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

18. I feel as though my employer has broken promises about my future with the

organization.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

19. I have lost sight of my career goals and aspirations.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

20. I no longer feel valued for my work.

Strongly Agree

- 52 -

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

- 53 -