ORGANIZATIONAL BEHAVIOUR

A STUDY ON JOB SATISFACTION IN INFORMATION TECHNOLOGY INDUSTRY IN INDIA

Submitted to Dr. Bindu Gupta

Submitted by Areeb Ahmad Arif Ehsaan Ashutosh Bihani Ankush Singhal

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Dileep Bajaj Himaja V. Neha Agarwal

Executive Summary:
We are surveying the IT industry in India, in which we are trying to find out the level of job satisfaction of the employees working in the industry and their attrition rate. The IT industries which we are targeting are: Infosys Technologies Ltd, Tata Consultancy Services, Adobe Systems, Mahindra Satyam. Job satisfaction shows how content the employee is with his job. It is a persons evaluation of his or her job and work context. Job satisfaction depends upon various factors like Job Content, the supervisor, career opportunities in the company, salary, promotion and other incentives and benefits which a employee can draw from the industry, working condition the environment of the company and the sub ordinates with which an employee works. Salary is one of the factors which affect job satisfaction, the level of satisfaction also depends upon the attitude of the person. People having negative attitude are generally not satisfied with their job irrespective of their promotion, working environment and salary which they are offered. The most easiest way to express dissatisfaction is to leave the organization this increases the turnover rate of the employees in an organization and increases the attrition rate. Some other ways to express dissatisfaction is to
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raise voice and attempts to improve the situation, passively wait for conditions to improve and the other is to neglect the situation making it worse. Job satisfaction goes hand in hand with productivity. The responses to the survey have been quantified by assigning weights to answers. On performing the regression analysis on the factors affecting intention to quit (and hence attrition) it was found that work compensation work quality and work environment are the three factors work compensation, work quality and work environment that contribute the most to intention to quit (and hence to attrition).

Contents
Executive Summary:..................................................................................................2 Acknowledgement......................................................................................................4 Introduction: Background of the study ..................................................................................5 Definition of Job Satisfaction...........................................................................................5 Objective of the Study................................................................................................6 Detailed Analysis for factors considered.................................................................6 Models of job satisfaction.....................................................................................7 Job Characteristics Model.....................................................................................8 Relationships and practical implications..............................................................9 Work Environment................................................................................................9 Compensation....................................................................................................10 Work Quality......................................................................................................11 Organizational Commitment..............................................................................12 Methodology................................................................................................................14 Brief profile of the Indian IT Industry.....................................................................14 Brief of various Companies used in the Survey...................................................................15 Tata Consultancy Services (TCS)........................................................................15 Infosys................................................................................................................16 Adobe Systems Incorporated.............................................................................16 Mahindra Satyam...............................................................................................17 3

Method of Research..............................................................................................17 Methodology of Survey.............................................................................................18 Survey Questions and Responses.............................................................................19 Results......................................................................................................................32 Recommendations....................................................................................................34 References...............................................................................................................34 Annexure..................................................................................................................35 Questionnaire........................................................................................................35 Questionnaire

Acknowledgement
No study can be completed without the support of the employees of the organization where it is conducted, more so when the job satisfaction and attrition rate of the employees is the primary focus. Unconditional assistance and uninterrupted cooperation from our previous subordinates, co-workers and friends in different organization in which we have experience, are vital for our recent study. This study would not have taken its present shape in the absence of openness and readiness to share their insights, judgement and views of the employees of the organization. Our special thanks to Dr. Bindu Gupta for her support and guidance at various stages of the project starting from its inception and preparing of the questionnaire. This project has really been an experience which gave us the insight of the work culture in IT industry and reasons for attrition rate prevailing in the industry.
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Research Team

Introduction: Background of the study (Introduction of the variables measured and analysed in the study)

Definition of Job Satisfaction

Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below:

Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. -Weiss Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Specific job factors Individual characteristics Group relationship outside the job.
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-Blum and Naylor Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. -Glimmer Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job.

Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs. -Mr. Smith Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. -Locke

Objective of the Study

The research has been undertaken with following objectives. To study the level of job satisfaction among the employees of Informational Technology Industry in India if any. To study the factors effecting job satisfaction in the Indian IT industry.

Detailed Analysis for factors considered

Job Satisfaction
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Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position . Definition : Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job.]Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

Models of job satisfaction

Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met.

Dispositional Theory

Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction.
Two-Factor Theory (Motivator-Hygiene Theory)

Frederick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. An employees motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter, & Wrench, p.133). Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions.

Job Characteristics Model

Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job
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satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviours.

Relationships and practical implications

Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and

turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as non-work satisfaction and core self-evaluations are taken into account.

Work Environment

A work environment can be identified as the place that one works. i.e. -in an office building in a cube, at home at the kitchen table, from a car or truck, at a construction site. All are work

environments. We tend, however, to hear about "healthy work environments." This can point to other factors in the work environment, such as co-workers, air quality, ergonomic seating, management (the boss!), child care, parking, noise, and even the size of one's cube. A work environment doesn't require a job. It requires that work has to be done in some place. Say you need to do homework. Where do you do it? At school in study hall? At your kitchen table? On the floor at a friend's house? These can also be considered work environments. Creating a Positive Work Environment An effective work environment is vital to the success of small businesses and large corporations alike. When problems remain unsolved and rules never get implemented, the result can be an unproductive staff and a stale work environment. People working together with a common denominator will accomplish tasks with greater ease and have higher expectations of themselves and their work. (success and passion)A positive work environment is critical no matter how many employees you have. It is management that fosters the work atmosphere so they are responsible for conducting things in a way that helps raise people's spirits. There are four basic beliefs: Hope Trust Pleasure Opportunity

Compensation

With the technological developments taking place at a higher rate, the salary packages are too increasing at a much higher rate. Pay packages in India have witnessed an increase of more than

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14% in 2006 over last years salary packages. The compensation package comprises of monetary and non-monetary benefits that includes salary, special allowances, house rent allowance, travel allowance, mobile allowance, employee stock options, club memberships, accommodations, retirement benefits and other benefits. Globalization is being considered as the cause for such salary hikes. The establishment of multinational companies and privatization has led the Indian industry to witness higher salary package. With the immense competition of attracting and retaining talented human resource, compensation package is the only motivation factor available with the organizations be it Indian origin organizations or foreign-owned multinationals. With the high attrition rate organizations are increasing their salary packages to attract and retain talented human resource. In the race, India has begged first position followed by Lithuania and China.
Work Quality

Work quality is basically how an employee perceives the quality of work that he does and how fulfilling is it for the higher needs of the employee i.e. of self actualization. Factors on which work quality depends. Employee participation : How involved is he in the overall management of his work. How of responsibility and freedom he is being given. Employee participation as a workplace strategy Information sharing : How much of the information about the projects, company etc is shared with the employee.

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Receiving feedback on your work : does he get proper feedback for his effort, basic recognition of his work for further motivation and enhancement. Skill use : How much he is able to use his skill sets in his work. Or does his work gives no scope for using his skills to him. Opportunities for skills development: What opportunities does his work offers to him to further enhance his knowledge and improve his skill sets. Workplace training : whether he is being given proper training for the job he has to do.

Organizational Commitment Organizational commitment is the psychological attachment of an employee to an organization. Model of commitment

According to Meyer and Allen's (1991) three-component model of commitment, prior research indicated that there are three "mind sets" which can characterize an employee's commitment to the organization:

Affective Commitment: AC is defined as the employee's positive emotional attachment to the organization. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. This employee commits to the organization because he/she "wants to". In developing this concept, Meyer and Allen drew largely on Mowday, Porter, and Steers's (1982) concept of commitment, which in turn drew on earlier work by Kanter (1968).

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Continuance Commitment: The individual commits to the organization because he/she perceives high costs of losing organizational membership (cf. Becker's 1960 "side bet theory"),including economic costs (such as pension accruals) and social costs (friendship ties with co-workers) that would be incurred. The employee remains a member of the organization because he/she "has to".

Normative Commitment: The individual commits to and remains with an organization because of feelings of obligation. These feelings may derive from many sources. For example, the organization may have invested resources in training an employee who then feels a 'moral' obligation to put forth effort on the job and stay with the organization to 'repay the debt.' It may also reflect an internalized norm, developed before the person joins the organization through family or other socialization processes, that one should be loyal to one's organization. The employee stays with the organization because he/she "ought to".

TYPES Intellectual Commitment(full) Emotional Commitment (full) Financial Commitment (phased) Guidlines to enhance organizational commitment. There are five guidelines which help to enhance organizational commitment. 1) Commit to people-first values: Put it in writing, hire the right-kind managers, and walk the talk. 2) Clarify and communicate your mission: Clarify the mission and ideology; make it charismatic; use value-based hiring practices; stress values-based orientation and training; build the tradition.

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3) Guarantee organizational justice: Have a comprehensive grievance procedure; provide for extensive two-way communications. 4) Community of practise: Build value-based homogeneitly; share and ahare alike; emphasize barnraising, cross-utilization, and teamwork; getting people to work together. 5) Support employee development: Commit to actualizing; provide first-year job challenge; enrich and empower; promote from within; provide developmental activities; provide employee security without guarantees.

Methodology
Brief profile of the Indian IT Industry
The Indian Information Technology industry accounts for a 5.9% of the country's GDP and export earnings as of 2009, while providing employment to a significant number of its sector workforce. More than 2.3 million people are employed in the sector either directly or indirectly, making it one of the biggest job creators in India and a mainstay of the national economy. In March 2009, annual revenues from outsourcing operations in India amounted to US$50 billion and this is expected to increase to US$225 billion by 2020. The most prominent IT hub is IT capital Bangalore. The other emerging Technically destinations proficient

are Chennai, Hyderabad, Mumbai, Pune, NCR, Jaipur and Kolkata.

immigrants from India sought jobs in the western world from the 1950s onwards as India's education system produced more engineers than its industry could absorb. India's growing stature in the information age enabled it to form close ties with both the United States of America and the European Union. However, the recent global financial crisis has deeply impacted the Indian IT companies as well as global companies. As a result hiring has dropped sharply and employees
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are looking at different sectors like financial service, telecom or manufacturing industries, Which are growing phenomenally over the last few years. Due to meltdown the IT industry's pace of growth has dropped significantly and amount of Job dissatisfaction is also on a high. India's IT Services industry was born in Mumbai in 1967 with the establishment of Tata Group in partnership with Burroughs. The first software export zone SEEPZ was set up here way back in 1973, the old avatar of the modern day IT park. More than 80 percent of the country's software exports happened out of SEEPZ, Mumbai in 80s.[3] Each year India produces roughly 500,000 engineers in the country, out of them only 25% to 30% possessed both technical competency and English language skills, although 12% of India's population can speak in English. India developed a number of outsourcing companies specializing in customer support via Internet or telephone connections. By 2009, India also has a total of 37,160,000 telephone lines in use, a total of 506,040,000 mobile phone connections, a total of 81,000,000 Internet userscomprising 7.0% of the country's population, and 7,570,000 people in the country have access to broadband Internet making it the 12th largest country in the world in terms of broadband Internet users.

Brief of various Companies used in the Survey

Tata Consultancy Services (TCS)

Tata Consultancy Services (TCS) is a Software services consulting company headquartered in Mumbai, India. TCS is the largest provider of information technology and business process outsourcing services in Asia. TCS has offices in 42 countries with more than 142 branches across the globe. The company is listed on the National Stock Exchange and Bombay Stock Exchange of India.

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TCS is a flagship subsidiary of one of India's largest and oldest conglomerate company, the Tata Group, which has interests in areas such as energy, telecommunications, financial services, manufacturing, chemicals, engineering, materials, government and healthcare TCS is one of the largest private sector employers in India with a core strength in excess of 165,000 individuals. TCS has one of the lowest attrition rates in the Indian IT industry.
Infosys Infosys is an information technology services company headquartered in Bangalore, India.

Infosys is one of the largest IT companies in India with 114,822 employees (including subsidiaries) as of 2010. It has offices in 30 countries and development centres in India, China, Australia, UK, Canada and Japan. It was founded on 2 July 1981 by seven entrepreneurs
Adobe Systems Incorporated

Adobe Systems Incorporated is an American computer software company headquartered in San Jose, California, USA. The company has historically focused upon the creation of multimedia and creativity software products, with a more-recent foray towards rich Internet

application software development. Adobe was founded in December 1982 by John Warnock and Charles Geschke, who established the company after leaving Xerox PARC in order to develop and sell the PostScript page description language. In 1985, Apple Computer licensed PostScript for use in

its LaserWriter printers, which helped spark the desktop publishing revolution. The company name Adobe comes from Adobe Creek in Los Altos, California, which ran behind the house of one of the company's founders. Adobe acquired its former competitor, Macromedia, in December 2005, which added newer software products and platforms such

as Coldfusion, Dreamweaver, Flash and Flex to its product portfolio.

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As of August 2009, Adobe Systems has 7,564 employees,[4] about 40% of whom work in San Jose. Adobe also has major development operations inOrlando, FL; Seattle, WA; San Francisco, CA; Orem, UT; Ottawa, Ontario; Minneapolis, MN; Newton, MA; San Luis Obispo,

CA; Hamburg, Germany;Noida, India; Bangalore, India; Bucharest, Romania; Beijing, China.
Mahindra Satyam

Mahindra Satyam (formerly known as Satyam Computer Services Ltd) was founded in 1987 by B Ramalinga Raju. The company offers consulting and information technology (IT) services spanning various sectors, and is listed on the New York Stock Exchange, theNational Stock Exchange (India) and Bombay Stock Exchange (India). In June 2009, the company unveiled its new brand identity Mahindra Satyam subsequent to its takeover by the Mahindra Groups IT arm, Tech Mahindra. Mahindra Satyam offers the following horizontal services - Extended Enterprise Solutions, Web Commerce Solutions, Business Intelligence Services, Quality Consulting, Strategic Outsourcing Services, Industry Native Solutions, BPO and Engineering Services

Method of Research
For our research, we have formed series of questions to measure job satisfaction and reasons for attrition rate in organizations selected. The questionnaire was mainly divided into three parts. First part is to find out the factor which best represents the employee overall job satisfaction. The factors used were employee recognition, pay and benefits, and job content. Second part contained the questions regarding agreeableness of employees on different factors like Work environment, Compensation, Work quality, Organizational commitment. The above factors were considered because in general for any employee those are the main factors which contribute to both personal and professional satisfaction.
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From the employees rating on the agreeableness to different factors we can find out the level of the job satisfaction of employees in different companies and also the main reason for the attrition rate. Third part is to find out the crucial reasons for the attrition rate i.e. the main reasons for employees to make decision to quit the job. Some of the factors mentioned in questionnaire are work quality, politics in the organization, work load, compensation, and work environment.

Methodology of Survey
The responses to the survey have been quantified by assigning weights to answers. For instance, an Strongly agree in response to a question gets a weight of 4, an Agree gets a weight of 3, a disagree gets a weight of 2 and so on. We have formulated some hypotheses pertaining to the different factors that affect attrition in IT companies and then a regression analysis has been done to find out as to which all factors contribute significantly to attrition. The dependent variable that we have taken is Intention to quit (the question chosen is - As soon as possible I will leave this organization) which may be taken as a good representation of attrition. The independent variables (or the factors that affect intention to quit and hence attrition) are Work compensation, organizational commitment, work quality and work environment. The following hypotheses have been formulated : Variables Work compensation Organizational commitment Null Hypothesis H0 Alternate Hypothesis H1 Work compensation does not contribute Work compensation does contribute significantly to intention to quit Organizational commitment does not contribute significantly to intention to quit significantly to intention to quit Organizational commitment does contribute significantly to intention to quit

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Work quality Work environment

Work quality does not contribute significantly to intention to quit Work environment does not contribute significantly to intention to quit

Work quality does contribute significantly to intention to quit Work environment does contribute significantly to intention to quit

Survey Questions and Responses

Gender Male Female 81 27 75% 25%

DIRECTIONS: Please select the level that best represents your level of overall job satisfaction for each item below. - That your views and participation are valued?
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Strongly satisfied Satisfied

1 6 6 6

15 % 61 % 12 % 12 %

Dissatisfied

1 3

Strongly dissatisfied

1 3

DIRECTIONS: Please select the level that best represents your level of overall job satisfaction for each item below. - That your work gives you a feeling of personal accomplishment? Strongly satisfied Satisfied 7 7 Dissatisfied 1 8 7 % 71 % 16
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7 Strongly dissatisfied 6

% 6 %

DIRECTIONS: Please select the level that best represents your level of overall job satisfaction for each item below. - That you receive appropriate recognition for your contributions? Strongly satisfied Satisfied 2 3 3 6 Dissatisfied 4 3 Strongly dissatisfied 6 21 % 33 % 40 % 6 %

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DIRECTIONS: Please select the level that best represents your level of overall job satisfaction for each item below. - That your compensation matches your responsibilities? Strongly satisfied Satisfied 1 3 5 8 Dissatisfied 3 1 Strongly dissatisfied
Please rate your agreeableness on the items listed below.

12 % 54 % 29 % 6 %

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Work environment : - I have the resources I need to do my job well Strongly 3 agree Agree 5 6 6 Disagree 3

32 % 61 % 3 %

Strongly disagree

4 %

Work environment : - I have all the information I need to do my job effectively Strongly 3 28 agree Agree 0 6 3 Disagree 1 5 Strongly disagree 0 % 58 % 14 % 0 %

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Work environment : - My workplace is safe Strongly agree Agree 6 1 3 6 Disagree 1 0 Strongly disagree 1 56 % 33 % 9 % 1 %

Work environment : - My work climate encourages teamwork and support Strongly 2 19 agree Agree 0 5 % 49
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3 Disagree 2 9 Strongly disagree 6

% 27 % 6 %

Compensation : - I am paid fairly for the work I do Strongly agree Agree 6 4 Disagree 3 7 Strongly disagree 0 7 6 % 59 % 34 % 0 %

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Compensation : - My salary is competitive with similar jobs I might find elsewhere Strongly agree Agree 2 9 5 8 Disagree 1 9 Strongly disagree 2 27 % 54 % 18 % 2 %

Compensation : - My benefits (over & above my pay) are comparable to those offered by other organizations
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Strongly agree Agree

3 0 5 5

28 % 51 % 18 % 4 %

Disagree

1 9

Strongly disagree

Work quality : - My responsibilities and quality of work match my skills and qualifications Strongly agree Agree 6 9 Disagree 2 7 Strongly disagree 4 8 7 % 64 % 25 % 4 %

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Intention to Quit : - I think a lot about quitting my job Strongly agree Agree

1 1 5 6

10 % 52 % 32 % 6 %

Disagree

3 5

Strongly disagree

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Intention to Quit : - I am actively searching for an alternative to my present job Strongly 6 6 agree Agree 4 7 Disagree 4 8 Strongly disagree 7 % 44 % 44 % 6 %

Intention to Quit : - As soon as possible I will leave this organization Strongly 2 agree Agree 3 4 2 Disagree 3 4 Strongly disagree 9

21 % 39 % 31 % 8 %

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Organizational Commitment : - If necessary, I am prepared to put myself out for this organisation (e.g. by working long and/or unsocial hours) Strongly agree Agree 2 3 4 9 Disagree 3 6 Strongly disagree 0 21 % 45 % 33 % 0 %

Organizational Commitment : - If asked, I am prepared top take on more responsibility or tasks not in my job description
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Strongly agree Agree

2 2 7 0

20 % 65 % 14 % 1 %

Disagree

1 5

Strongly disagree

Organizational Commitment : - I feel that it is worthwhile to work hard for this organization Strongly agree Agree 1 6 7 3 Disagree 1 5 Strongly disagree 4 15 % 68 % 14 % 4 %

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Organizational Commitment : - I am committed to this organisation Strongly 2 agree Agree 2 6 2 Disagree 2 2 Strongly disagree 2

20 % 57 % 20 % 2 %

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What are the most crucial reason(s) that will affect your decision if you choose to quit your job Compensation (whole pay package) Work environment 7 8 5 5 Quality of work 6 8 Want to start your own venture Too much work load 1 0 5 6 Too little work Politics in the organization 4 5 6 None, I won't quit my job Number of daily responses 1 52 % 4% 52 % 1% 72 % 51 % 63 % 9%

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Results
On performing the regression analysis on the factors affecting intention to quit (and hence attrition) it was found that work compensation work quality and work environment are the three factors that contribute the most to intention to quit (and hence to attrition). Accordingly the null hypotheses for these three factors were rejected and the final conclusion is depicted in the table below. Variables Work compensation
0.005620 677

p value

Null Hypothesis H0 Work compensation does not contribute significantly to intention to quit Organizational commitment does

Alternate Hypothesis Conclusion H1 Work compensation does contribute Reject the null

significantly to intention hypothesis to quit Organizational commitment does contribute significantly to intention to quit Work quality does contribute significantly to intention to quit Work environment does contribute significantly to intention to quit Reject the null hypothesis Reject the null hypothesis Do not reject the null hypothesis

Organizational commitment
0.482567 595

not contribute significantly to

Work quality
0.030610 692

intention to quit Work quality does not contribute significantly to intention to quit Work environment
1.4485E22

Work environment

does not contribute significantly to intention to quit

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Recommendations
Organizational turnover in the workplace has risen to epidemic proportions as have its associated costs. These cost include the hard, tangible costs such as severance pay, recruitment costs, orientation costs, time spent reviewing resumes and conducting interviews, as well as preemployment drug screening to name a few. Other major costs of employee turnover are more difficult to quantify but still have an impact on an organization's bottom line. These costs include reduced employee morale and productivity for starters. The above regression analysis shows that work compensation work quality and work environment are the three factors that contribute the most to intention to quit (and hence to attrition). This means that IT companies need to focus on these aspects to retain employees. Also out of the above mentioned factors the work environment is the most significant and hence it needs to be emphasized more upon. In other words, retention of employees should be achieved by focusing on providing better salary, perks and other benefits and creating a more dynamic work environment that offers new growth opportunities more frequently on a variety of levels. Besides that matching job profiles with the skill set of the employee is also very important. This can be done by making improvements in the hiring process one among them being not hiring over qualified people for a job that can be done easily by a less qualified person.

References
Pearson Education Organizational Behaviour 13e by Stephen P Robbins, Stephen P Robbins

and Timothy A Judge Sample Questionnaires by Dr. Bindu Gupta, Faculty, IMT Ghaziabad. www.wikipedia.org

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Annexure
Questionnaire

Name

Current employer * Gender *

Male Female DIRECTIONS: Please select the level that best represents your level of overall job satisfaction for each item below. *

Strongly satisfied That your views and participation are valued? That your work gives you a feeling of personal accomplishment? That you receive appropriate recognition for your contributions? That your compensation matches your responsibilities?

Satisfied

Dissatisfie d

Strongly dissatisfie d

Please rate your agreeableness on the items listed below.

Work environment : *

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Strongly agree I have the resources I need to do my job well I have all the information I need to do my job effectively My workplace is safe My work climate encourages teamwork and support
Compensation : *

Agree

Disagree

Strongly disagree

Strongly agree I am paid fairly for the work I do My salary is competitive with similar jobs I might find elsewhere My benefits (over & above my pay) are comparable to those offered by other organizations
Work quality : *

Agree

Disagree

Strongly disagree

Strongly agree My responsibilities and quality of work match my skills and

Agree

Disagree

Strongly disagree

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Strongly agree qualifications

Intention to Quit : *

Agree

Disagree

Strongly disagree

Strongly agree I think a lot about quitting my job I am actively searching for an alternative to my present job As soon as possible I will leave this organization
Organizational Commitment : *

Agree

Disagree

Strongly disagree

Strongly agree If necessary, I am prepared to put myself out for this organisation (e.g. by working long and/or unsocial hours) If asked, I am prepared top take on more responsibility or tasks not in my job description I feel that it is worthwhile to work hard for this organisation I am committed to this organisation

Agree

Disagree

Strongly disagree

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What are the most crucial reason(s) that will affect your decision if you choose to quit your job *

Compensation (whole pay package) Work environment Quality of work Want to start your own venture Too much work load Too little work Politics in the organization None, I won't quit my job

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