Max Life Insurance Job Satisfaction Research

MAX LIFE INSURANCE
RESEARCH REPORT
SUBMITTED BY: ANJULI SINGH
SMITA SHARMA
COUSRSE : PGDM-VII
SECTION : A
SUBMITTED TO: PROF. KANIKA GANDHI
A study on Level of job satisfaction in with reference to Max Life Insurance
Objectives of the study
To measure the employee job satisfaction level in insurance sector, particularly aiming at
one of the major top player in the industry i.e.
Max Life Insurance.
To study the employees perceptions towards the organization.
To study employees attitude towards their work.
To identify the factors that motivates the employees.
To give suggestions for the growth and perspective of the company.

Scope of the study
Job satisfaction is an important output that employees work for the organization.
It comprises extrinsic and intrinsic factors and helps Maintain an able and willing work
forces.
It is an interesting and significant area for conducting research.
The study was made on the topic of Job Satisfaction will reveal the factor of feelings of
employees.
This report is useful to the management of the company to know the satisfaction levels of
employees and they can take measures to increase productivity.

JOB SATISFACTION IN INSURANCE SECTOR: AN EMPIRICAL INVESTIGATION
INTRODUCTION

Insurance sector is one of the booming sectors. About 20% of the total insurance population
of India is covered under life insurance schemes, the penetration rates of health and other
non-life insurance in India is also well below the international level. This indicates that there is
immense growth potential of the insurance sector.
The success of the corporation depends very much on customer satisfaction. A high level of
customer service leads to customer retention, thus offering growth and profit opportunities to
the organizations. There is a strong relationship between customer satisfaction and job
satisfaction. Satisfied employees are more likely to stay and become committed and have
more likely to be motivated to provide high level of customer service by doing so will also
further enhance the employees satisfaction through feeling of achievement.
This study aimed at analyzing the factors that are responsible for increasing or decreasing the
job satisfaction of an employee in the insurance sector so that organizations can benefit from
various conclusions drawn on the basis of our research. This research puts emphasis on the
fact that Job Satisfaction can be an important indicator of how employees feel about their jobs
and a predictor of work behaviors such as organizational citizenship, absenteeism,
productivity, their motivation level, their stress level and turnover.

RESEARCH METHODOLOGY
The research is descriptive and exploratory in nature. The study was conducted with major
focus on insurance sector. In this study one of the top player of insurance sector was covered
i.e. Max Life Insurance. A sample of 50 respondents, were taken from insurance company
(Max Life Insurance). The respondents mainly consisted of employees from sales department
because according to the problem at hand this category of employees have major amount of
dissatisfaction in them. A structured Likert scale Questionnaire including 29statements,
supported by personal interviews has been used to collect primary data in this study. In order
to find out if the respondents were satisfied with job in insurance sector they were asked to
rate their satisfaction on a scale of 5 and 6 (in some cases). [1 being strongly agree and 5
being strongly disagree].

Segregating the above information under separate heads:
Data source:
Primary data:
The primary data was collected from the respondents by administering a structured
questionnaire and also through observation, interview and discussion with an employee
working there.

Sampling:
Sample size:
Out of the total strength the sample taken amongst workers i.e.50.

Sampling area:
The research was conducted at Max Life Insurance offices.

Sample method:
The research was made by the survey in accordance to the convenience of the
employees. So the sample type is convenient sampling.

Tools used for analysis:
Contact instrument:
A structured closed-end questionnaire is used and the type of questions are
dichotomous and Likert scale.

Contact method:
The research was conducted by using contact instruments like Questionnaire, interview
and observation. The information was collected from management staff as well as
employees, particularly focusing on employees of sales department.

Data analysis techniques:
The data is analyzed through:
I. KMO and Bartletts Test
II. Total Variance Explained
III. Rotated Component Matrix
IV. Chi square test
V. Hypothesis testing
VI. Test concerning single population proportion

Factor analysis on the basis of KMO and Bartletts test

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling
Adequacy.
.608
Bartlett's Test of
Sphericity
Approx. Chi-Square
17.220
Df
3
Sig.
.001

Factor analysis was applied to analyze the factors that affect job satisfaction in the insurance sector. In order
to test the appropriateness for factor analysis KMO and Bartletts test was carried out. A high value of KMO
(between 0.5to1.0) suggests that data is adequate for factor analysis. In this the value was .608 which is closer
to 1.0 and hence the data is fit for factor analysis.
Statement:
H0: There is no significant relationship between the variables in the population.
H1: There is a significant relationship between the variable in the population.
In order to test the null hypothesis Bartletts test of Sphericity was applied to show that the significant value
was .001 which is less than the 0.05 and hence the null hypothesis (H0) was rejected, approx. chi-square value
is 17.220 which is also high and hence it can be concluded that there is a significant relationship between the
variable in the population or in other words the variables are highly correlated with each other, KMO value is
.608. this testified the sample was appropriate for factor analysis.

Factor analysis on the basis of Total Variance Explained and rotate component
matrix

Total Variance Explained

Component
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1
1.697 56.564 56.564 1.697 56.564 56.564
2
.776 25.861 82.425
3
.527 17.575 100.000
Extraction Method: Principal Component Analysis.

Varimax rotation was applied because the purpose was also to determine those factors which are
uncorrelated with each other.

Component Matrix(a)

Extraction Method: Principal Component Analysis.
a .1 components extracted

Rotated Component Matrix(a)

a. Only one component was extracted. The solution cannot be rotated.

The factor analysis resulted in 1 factor that that affect the job satisfaction level of employees in the insurance
sector. The factor was named according to the variables that correlated them as training improvement.
Training to do job was hired to do correlates highest with it. This factor highlights that for job satisfaction an
insurance company must have a very advanced and effective job training programs. Job training includes the
following attributes in order of their importance: training to do job was hired for in particular department,
training to advance in department, training and orientation programs for new employees.

Componen
t
1
training/orientation for new
employees
.645
training to do job hired for
.810
training to advance in dept
.791
Analysis on the basis of chi-square test

Chi-Square Tests

a. 8 cells (53.3%) have expected count less than 5. The minimum expected count is .17.

A chi-square test is intented to test how likely it is that an observed distribution is observed due to chance. It
is also called a goodness of fit statistic.

Hypothesis statement for the factor:

H0: There will be no change
H1: There will be some change

CHI-SQUARE TEST
According to chi-square test if, CHI-SQUARE CALCULATED <CHI-SQUARE ALPHA(r-1)(c-1);accept H0
Otherwise; reject H0
In this case, the chi-square calculated value is 32.238 and chi square value by the formula is 21.06 which is
smaller than the calculated value, therefore we reject H0.

Value df
Asymp. Sig.
(2-sided)
Pearson Chi-Square
32.238(a) 8 .000
Likelihood Ratio 28.097 8 .000
Linear-by-Linear
Association
2.828 1 .093
N of Valid Cases
120
ANALYSIS OF FACTORS CONCERNING QUESTION
Rating your company against comparable companies in insurance sector
ON THE BASIS OF ATTRIBUTES:
A. PAY:
The following pie chart represents the number of people agreeing and the number of people not agreeing.

Through the test of single population proportion:
Hypothesis statement:
H0: P= .50
H1: P is not = .50
We found that the comparison statement is true, therefore rejecting H0. Is impacting on our dependent
variable.

B. VACATION TIME:
The following pie chart represents number of people saying yes(49) and number of people saying no(1)

YES
NO
vacation time
yes
no

H0: P= .50
H1: P is not = .50
variable.

C. SICK TIME:

H0: P= .50
H1: P is not = .50
variable.

sick time
yes
no

D: HEALTH INSURANCE:
In this case number of people saying yes (50) and number of people saying no (0). The whole population (50)
is agreeing to it.

H0: P= .50
H1: P is not = .50
variable.

E. PROMOTION OPPORTUNITIES:

H0: P= .50
H1: P is not = .50
variable.

promotion
opportunities
yes
no

F. REPUTATION AS A LEADER IN YOUR FIELD:

H0: P= .50
H1: P is not = .50
variable.

reputation as
aleader
yes
no
ANALYSIS OF FACTORS CONCERNING QUESTION

For the potential areas of improvement rank which is most important to you

ON THE BASIS OF ATTRIBUTES:
A.INCREASE IN ALLOWANCE:

H0: P= .50
H1: P is not = .50
variable.

increase in
allowance
yes
no
B. LOWER PRICES IN THE CAFETERIA:
The following pie chart represents number of people saying yes(41) and number of people saying no(9).

H0: P= .50
H1: P is not = .50
variable.

C. ADDITIONAL TRAINING PROGRAMS:

lower prices in
cafeteria
yes
no
additional
training programs
yes
no
H0: P= .50
H1: P is not = .50
variable.

D. IMPROVEMENT IN RECREATIONAL OUTDOOR ACTIVITIES:

H0: P= .50
H1: P is not = .50
variable.

improvement in
recreational
outdoor activities
yes
no
References
Clark, A.E., (1998), Measures of job satisfaction What makes a good job? Evidence
from OECD countries Labor- Market and Social Policy - Occasional Paper No.34,
OECD, Paris.

Dawis, R.V.and Lofquist, L.H. (1984), A Psychological theory of Work Adjustment.
Minneapolis: University of Minnesota Press.

Diaz-Serrano, Land Cabriel Vieira, J.A. (2005), Low pay, higher pay and job
satisfaction within the European Union: Empirical evidence from fourteen countries,
IZA, Discussion papers No.1558. Institute for the study of labor (IZA), Retrieved at
http://ideas.repec.org/p/iza/izadps/dp1588html.

Gazioglu, S. and Tansel, A.,( 2002), Job satisfaction in Britain: Individual and job-
related factors, Economic Research Centre Working Papers in Economics
03/03,Ankara, available at: http://ideas.repec.org/p/met/wpaper/0303.html

Lease, S.Annual review, (1998), 1993-1997: Work attitudes and outcomes .J.
Vocational Behavior 53(2):154183

Smith, P.C., Kendall, L.M., and Hulin (1969). The measurement of satisfaction in work
and retirement: Chicago: Rand McNally.

Conclusion and Recommendation

This study helped to shortlist those lacunae in the insurance sector that aggravated
workers dissatisfaction for their jobs along with jobs along with highlighting the
positives of the sector. Measurement of job satisfaction can be a very helpful tool to the
management to understand the psychology of its workers and how employees feel
about their jobs; it can also be a good predictor of work behaviors such as
organizational citizenship, high attrition rate, their non-performance, their absenteeism,
their motivation level, their stress levels and turnover. Employees like to work for
organizations which can provide them an excellent work culture, an attractive
performance based pay package. Employees also look for growth opportunities because
today employees are very much aware about their surroundings and they want to
continuously and improve on their skills in order to stay competitive in the market. They
prefer job positions which provide them with authority to make decisions pertaining to
their job roles and they like to be included in the decision making process. They want to
undertake challenging projects rather than the conventional ones. Thus increasing job
satisfaction is important for its humanitarian values and its financial benefits (due to its
effect on employees behavior) and organizations should look into this major aspect for
the betterment of their financial as well as social well-being.

LITERATURE REVIEW

DEFINING JOB SATISFACTION:
Job satisfaction has been defined in several different ways and a definitive designation for the term is
unlikely to materialize. A simple or general way to define it therefore is as an attitudinal variable: Job
satisfaction is simply how people feel about their jobs and different aspects of their jobs. It is the
extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. (Spector, 1997) An
alternative approach is that proposed by Sousa-Poza and Sousa-Poza, based on the assumption that
there are basic and universal human needs, and that, if an individuals needs are fulfilled in their
current situation, then that individual will be happy. This framework postulates that job satisfaction
depends on the balance between work-role, inputs - such as education, working time, effort and
work-role outputs - wages, fringe benefits, status, working conditions, intrinsic aspects of the job. If
work-role outputs (pleasures) increase relative to work-role inputs(pains), then job satisfaction will
increase (Sousa-Poza and Sousa-Poza, 2000). Locke (1976) defined job satisfaction as ... a pleasurable
or positive emotional state resulting from the appraisal of ones job or job experience. That is, it is the
discrepancy between what an employee values and what the situation provides. Smith etal. (1969)
suggested that ... job satisfaction-are feelings or affective responses to facets of the situation. Dawis
and Lofquist (1984) defined job satisfaction as the result of the workers appraisal of the degree to
which the work environment fulfills the individuals needs. These definitions, as Lease (1998) pointed
out, are similar to other definitions where job satisfaction is viewed as the degree of an employees
affective orientation toward the work role occupied in the organization.

Other theorists (Rose, 2001) have viewed job satisfaction as a bi-dimensional concept consisting of
intrinsic and extrinsic satisfaction dimensions. Intrinsic sources of satisfaction depend on the individual
characteristics of the person, such as the ability to use initiative, relations with supervisors, or the
work that the person actually performs; these are symbolic or qualitative facets of the job. Extrinsic
sources of satisfaction are situational and depend on the environment, such as pay, promotion, or job
security; these are financial and other material rewards or advantages of a job. Both extrinsic and
intrinsic job facets should be represented, as equally as possible, in a composite measure of overall job
satisfaction. This distinction, as described by Rose, relates to the double meaning of the word job: the
work tasks performed and the post occupied by the person performing those tasks. The meaning of
job as a post or appointment is of primary importance. Every job is an instance of the employment
relationship, embodying a contract (substantive or implied) to exchange an ability to work (labor
provide service, exercise ingenuity, direct efforts of others, etc.) for rewards (both material and
symbolic). True, performing work tasks provides a stream of experiences, technical and social, that can
energize psychosocial responses; any resulting data summarizing these reactions are indispensable.
However, such data must not be weighted higher than those concerning experience of the overt (or
ostensible) contractual terms -above all, those concerning pay and job security. (Rose, 2001)

WHY JOB SATISFACTION:
Investigated by several disciplines such as psychology, sociology, economics and management
sciences, job satisfaction is a frequently studied subject in work and organizational literature. This is
mainly due to the fact that many experts believe that job satisfaction trends can affect labor market
behavior and influence work productivity, work effort, employee absenteeism and staff turnover.
Moreover, job satisfaction is considered a strong predictor of overall individual well-being (Diaz-
Serrano and Cabral Vieira, 2005), as well as a good predictor of intentions or decisions of employees to
leave a job (Gazioglu and Tansel, 2002). Job satisfaction has always been important issues for
organizations. Few practices (in fact, few organizations) have made job satisfaction a top priority,
perhaps because they have failed to understand the significant opportunity that lies in front of them.
Satisfied employees tend to be more productive, creative and committed to their employers. (J.
Michael Syptak, MD. David W. Marsland, MD, and Deborah Ulmer,).
Beyond the research literature and studies, job satisfaction is also important in everyday life.
Organizations have significant effects on the people who work for them and some of those effects are
reflected in how people feel about their work (Spector, 1997). This makes job satisfaction an issue of
substantial importance for both employers and employees. As many studies suggest, employers
benefit from satisfied employees as they are more likely to profit from lower staff turnover and higher
productivity if their employees experience a high level of job satisfaction. However, employees should
also be happy in their work, given the amount of time they have to devote to it throughout their
working lives (Nguyen, Taylor and Bradley, 2003a).
In other words of Clark, (1998), Job satisfaction is important in its own right as a part of social welfare,
and this (simple) taxonomy [of a good job] allows a start to be made on such questions as In what
respects are older workers jobs better than those of younger workers? (and vice versa), Who has the
good jobs? and Are good jobs being replaced by bad jobs?. In addition, measures of job quality seem
to be useful predictors of future labor market behavior. Workers decisions about whether to work or
not, what kind of job to accept or stay in, and how hard to work are all likely to depend in part upon
the workers subjective evaluation of their work, in other words on their job satisfaction.

Research Question Hierarchy
Management Dilemma:
Job satisfaction of employees in insurance sector
Exploration:
Lack of cooperation from co-workers
Lack of training available to improve efficiency
Lack of recreational outdoor activities
Low allowance
Problem in Work-life balance (no time for personal life)

Management question:
How to make employees more satisfied?
Exploration:
Creating a cooperative attitude among employees
Adopting creative and innovative training methods
Improving allowances paid to employees, motivating to work more
Helping manage work-life balance

Research question:
Whether Creating cooperative attitude among employees through
interactive sessions will improve job satisfaction?
What are the factors affecting employees satisfaction related to training?
What are the factors important to employees for working efficiently?
To identify the potential areas for improvement of employee satisfaction?

Objective:
To improve employee satisfaction to make company the most rewarding and
enjoyable place as it can be.

Max Life Insurance Job Satisfaction Research

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Max Life Insurance Job Satisfaction Research

Uploaded by

Copyright:

Available Formats

MAX LIFE INSURANCE

You might also like