Vol-08 Issue 04, Ap il- 2024 Impac Fac o : 7.936
ISSN: 2456-9348
In e na ional Jou nal o Enginee ing Technology Resea ch & Managemen
www.ije m.com
IJETRM (h ps://www.ije m.com/) [1]
A STUDY ON EMPLOYEE SATISFACTION AT APOLLO PHARMACIES LTD
Bha ana R1, Mu humani S2, Be hel E as us-0bilo3
1MBA S uden , Je usalem College o Enginee ing, Chennai, Tamil Nadu, India
2P o esso And Head MBA, Je usalem College o Enginee ing, Chennai, Tamil Nadu, India
3Vice P esiden o Academic A ai s & P o esso o C iminal Jus ice, Uni e si y o A lan a, A lan a, GA
Abs ac :
The esea ch p ojec en i led ‘A STUDY ON EMPLOYEE SATISFACTION AT APOLLO PHARMACY LTD’ is an
a emp o unde s and how e ec i ely echnology has imp o ed and holds he s eng h and weakness. The sample size o
he s udy is 105. The esea ch design ca ied ou o his s udy is desc ip i e esea ch. P ima y da a a e collec ed om he
Wo ke s, seconda y da a a e ga he ed om published by someone else o a di e en pu pose han you cu en esea ch.
The indings o he s udy we e a i ed a based on he analysis conduc ed.
Keywo ds:
Analysis, Resea ch
INTRODUCTION
The mos p ecious esou ce in any o ganisa ion is hough o be i s human esou ces. I is he culmina ion o inna e
ap i udes, lea ned knowledge, and skill se s embodied in he skills and alen s o wo king people, including manage s,
execu i es, and en y-le el wo ke s. I should be men ioned ha in o de o accomplish bo h indi idual and
o ganisa ional goals, human esou ces should be u ilised o he ulles ex en possible. Thus, an employee's pe o mance
is wha ul ima ely de e mines whe he o no goals a e achie ed. The ph ase "employee sa is ac ion" e e s o whe he
o no wo ke s a e com o able and happy and ge ing wha hey need and wan om hei jobs. . Nume ous me ics
asse ha mo i a ion, objec i e achie emen , and a posi i e wo k en i onmen a e all in luenced by employee
sa is ac ion. While ha ing happy wo ke s is gene ally a good hing o you company, i can also be a downe i you
ha e subs anda d wo ke s who s ick a ound because hey like hei jobs. The ph ase desc ibes a pe son's whole wo king
ela ionship wi h his o he employe , o which hey a e compensa ed. The end s a e is sensa ion ha is accompanied
by an impulse o i s pu pose; sa is ac ion does no mean he basic eeling s a e ha is p esen when any goal is a ained.
This p ojec epo mainly ocused on a s udy on employee's sa is ac ion on APOLLO PHARMACY L d. Employee
sa is ac ion is an impo an ac o which will in luence he g ow h and p o i abili y o he i m. Employee sa is ac ion is
e minology used o desc ibe whe he employees ul illing hei desi e and need a wo k many measu es pu po ha
employee mo i a ion, employees goal achie emen and posi i e employee mo ale in he wo k place.
REVIEW OF LITERATURE:
Ek a Sinha2019 ,Findings o his s udy ocused on h ee ac o s namely Beha io al, o ganiza ional and en i onmen al
ac o s. These ac o s a emp ed o ind he ela ion be ween hese ac o s and employee job sa is ac ion and i was ound
ha all he h ee ac o s ha e a posi i e impac on job sa is ac ion. The s udy concluded ha o ganiza ional ac o s a e
he mos impo an aspec o job sa is ac ion o he employees in a company i.e. i he employees a e ea ed equally and
ai ly and hey a e p ope ly supe ised, hei le el o sa is ac ion can be inc eased owa ds hei job. The esea ch design
used in he esea ch was desc ip i e. This esea ch was used because i is a good s uc u ed ins umen o collec ion o
da a. The esea ch me hod used was su ey me hod. The esea ch echnique used was Ques ionnai e. In all he abo e
esea ch, Resea che s ha e ound ha o he g ow h o any o ganiza ion employee sa is ac ion is e y impo an . A ew
ac o s ha we e p ominen o he employee sa is ac ion in he esea ches be o e we e income, p omo ion, eeling o
ul illmen , wo k en i onmen , ela ions wi h supe io . Muhammad Rizwan,Waqas Mehmood Khan2020. Wo kplace,
ace s o employees and job discipline a e ela ed o wo king si ua ions. O ganiza ion asks and job ac i i ies aining,
capabili ies, u iliza ion, heal h, secu e and wo king pe iod is deal in i . Employees wan elax and ease su oundings and
hese ac o s egula e on employee sa is ac ion. O ganiza ion gains employee sa is ac ion by supplied his en i onmen .
Physical job condi ions p ima ily asc ibed on low job sa is ac ion le els.Ca e ina C. Bulga ella2021.The empi ical
li e a u e summa ized he c i icali y o he ela ionship be ween employee a i udes and cus ome sa is ac ion. . Employees
can s ongly con ibu e o an o ganiza ion’s success by ha ing a cus ome -cen ic app oach in hei wo k and in hei
wo k- ela ed in e ac ions. Howe e , hey a e mo e likely o do so i hey a e sa is ied wi h hei job. Employee sa is ac ion
Vol-08 Issue 04, Ap il- 2024 Impac Fac o : 7.936
ISSN: 2456-9348
In e na ional Jou nal o Enginee ing Technology Resea ch & Managemen
www.ije m.com
IJETRM (h ps://www.ije m.com/) [2]
is he esul o a holis ic app oach ha in ol es s a egic s eps such as: Se ice Clima e ,Suppo i e Managemen Wo k
E o , Job Sa is ac ion, Employee Se ice Quali y.
D . L.W Po e 2022.While employee sa is ac ion and employee engagemen a e bo h c i ical o main aining a happy and
p oduc i e wo k o ce, achie ing sa is ac ion wi hou engagemen will ha e signi ican ly less impac on business esul s.
A e all, engaged employees a e emo ionally commi ed o wo king ha d, demons a ing ini ia i e, and expending ex a
disc e iona y e o — and doing so in alignmen wi h s a egic p io i ies o mo e he o ganiza ion o wa d. I ’s no wonde
ha employee engagemen has been associa ed wi h highe wo k o ce p oduc i i y and cus ome sa is ac ion as well as
lowe absen eeism and u no e . To s a eaping bo om-line bene i s ha a uly engaged wo k o ce p omises,
o ganiza ions mus adop a mo e dynamic app oach o bo h sa is ac ion and engagemen ha inco po a es mo e equen
measu emen s — no jus a once a-yea snapsho o iden i y ends and c ea e e ec i e change. By aking he sa is ac ion
and engagemen pulse o employees pe iodically h oughou he yea , HR leade s can de elop and implemen engagemen
ini ia i es and managemen s a egies ha ake in o accoun no only employees’ p esen pe cep ions, bu also hei pas
expe iences and u u e expec a ions. The end esul is a mo e sus ained inc ease in employee engagemen ha d i es
compe i i e success and bo om-line esul s.
METHODOLOGY
Bo h p ima y and seconda y da a we e used in his in es iga ion. Using a ques ionnai e o m, he p ima y da a we e
ga he ed om college s uden s and membe s o he public sec o . A ques ionnai e was used o ga he in o ma ion. A
Google o m was used o deli e he ques ionnai e o e e yone. The majo i y o he ques ionnai e's ques ions ocused
on using mobile paymen sys ems. one hund ed one esponden s we e ec ui ed o he p esen s udy. Nume ous books,
jou nals, esea ch a icles, magazines, and websi es we e he sou ces o he seconda y da a. Finding he ela ionship
be ween he impac o mobile paymen s and speci ic e e ences among hem is he s udy's main goal. Unde s anding use
accep ance is one o he seconda y goals o he in e ac ion be ween awa eness and mobile paymen s. To sa is ac ion o
e-paymen among s uden . The o al popula ion o 105 esponden s was aken in conside a ion. The esponden s we e
he among all. E o s we e made o include equal numbe o esponden s om each ca ego y. Limi a ions o he s udy:
The esul is based only on he sample which is collec ed using con enien sampling me hod. A sample size o only 105
esponden s was aken in conside a ion. The indings will di e wi h la ge sample size. we e made o include equal
numbe o esponden s om each ca ego y. The s udy is ocused on use o online paymen me hods among Je usalem
college s uden s
ANALYSIS
TABLE 1. Gende
GENDER
NO. OF
RESPONDENTS
PERCENTAGE
Male
56.7
56.7
Female
43.3
43.3
To al
100
100
Vol-08 Issue 04, Ap il- 2024 Impac Fac o : 7.936
ISSN: 2456-9348
In e na ional Jou nal o Enginee ing Technology Resea ch & Managemen
www.ije m.com
IJETRM (h ps://www.ije m.com/) [3]
INFERENCE: F om he abo e able i is in e p e ed ha 56.7% a e male and 43.3% o esponden s a e emale.
Majo i y (56.7%) a e male.
2. AGE FOR RESPONDENTS :
TABLE 2.AGE
INTERPRETATION: F om he abo e able i is in e p e ed ha 58.7 a e Below 25 yea s, 22.1 a e
25- 30 yea s, 17.3 a e 31 - 40 yea s and 1.9 a e 41-50 and abo e. Majo i y (58.7) a e Below 25 yea s.
3. EDUCATIONAL QUALIFICATION:
TABLE 3.
INTERPRETATION: F om he abo e able i is in e p e ed ha 5% a e SSLC,17% a e HSC,81% a e
Unde g adua e,1% a e Pos g adua e. Majo i y a e (81%) Unde g adua e.
4.DESIGNATION:
TABLE 4:
AGE
NO. OF RESPONDENTS
Below-25
58.7
25-30
22.1
31-40
18
41-50
2
To al
100
EDUCATIONAL
QUALIFICATION
NO. OF RESPONDENTS
SSLC
4.8
HSC
16.3
UNDERGRADUATE
77.9
POSTGRADUATE
1.0
TOTAL
100
DESIGNATION
NO. OF
RESPONDENTS
T ainee pha macis
14.4
Pha macy aide
32.7
Pha macy ainee
6.7
Senio ec u ie
6.7
Junio ec u ie
7.7
Rec ui e
13.5
HR depa men
18.3
To al
100
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ISSN: 2456-9348
In e na ional Jou nal o Enginee ing Technology Resea ch & Managemen
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IJETRM (h ps://www.ije m.com/) [4]
INTERPRETATION: F om he abo e able i is in e p e ed ha 15 % a e ainee pha macis ,34% a e pha macy aide,7%
a e pha macy ainee,7% a e senio ec ui e ,8% a e junio ec ui e , 14% a e ec ui e , 19% a e HR depa men . Majo i y
a e (34%) pha macy aide
5. MONTHLY INCOME:
TABLE 5:
INTERPRETATION: F om he abo e able i is in e p e ed ha
50% a e g ea e han 150000 and 54% lesse han 150000. Majo i y
a e (54%) lesse han 150000.
ANOVA
To iden i y he ac o s ha mo i a es he employees.
NULL HYPOTHESIS (H0): The e is a signi icance di e ence o iden i y he ac o s ha mo i a es he
employees
ALTERNATIVE HYPOTHESIS (H1): The e is no signi icance o iden i y he ac o s ha mo i a es he
employees
MONTHLY INCOME
NO.0F RESPONDENTS
G ea e han 15000
48.1
Lesse han 15000
51.9
To al
100
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ISSN: 2456-9348
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Wha is he p ima y ac o ha mo i a es you a wo k?
Sum o Squa es
d
Mean Squa e
F
Sig.
Be ween G oups
5.295
3
1.765
2.304
.082
Wi hin G oups
76.618
100
.766
To al
81.913
103
INFERENCE: The signi ican alue 0.001 is less han he able signi ican alue (0.082<0.05).
H0 is ejec ed and H1 is accep ed. The e o e, he e is signi icance di e ence o iden i y he ac o s ha mo i a es he
employees.
Co ela ions
To measu e he sa is ac ion le el o he employees.
NULL HYPOTHESIS (H0): The e is a signi icance
di e ence o measu e he sa is ac ion le el o he
employees.
ALTERNATIVE HYPOTHESIS (H1): The e is no
signi icance o measu e he sa is ac ion le el o he
employees.
Wha aspec s o you
job do you ind mos
ul illing?
How sa is ied a e you
wi h you ela ionship
wi h you immedia e
supe iso ?
Wha aspec s o you job do you ind
mos ul illing?
Pea son Co ela ion
1
-.065
Sig. (2- ailed)
.515
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IJETRM (h ps://www.ije m.com/) [6]
N
104
104
How sa is ied a e you wi h you
ela ionship wi h you immedia e
supe iso ?
Pea son Co ela ion
-.065
1
Sig. (2- ailed)
.515
N
104
104
INFERENCE: The signi ican alue 0.001 is less han he able signi ican alue (0.515<0.05).
H0 is ejec ed and H1 is accep ed.
The e o e, he e is signi icance di e ence o measu e he sa is ac ion le el o he employees
CHI-SQUARE
To app aise he employees and unde s and ac o s which plays an impo an ole in hei job sa is ac ion.
NULL HYPOTHESIS (H0): The e is no signi icance di e ence o app aise he employees and unde s and ac o s
which plays an impo an ole in hei job sa is ac ion.
Tes S a is ics
How sa is ied a e you wi h he le el o
collabo a ion wi hin you eam in a e scale
o 1 o 5?
How long o you ge bonus as a pa o
you pe o mance app aisal ?
Chi-Squa e
29.212a
5.846a
d
2
2
Asymp. Sig.
.000
.054
a. 0 cells (0.0%) ha e expec ed equencies less han 5. The minimum expec ed cell equency is 34.7.
INFERENCE: The signi ican alue 0.000 is less han he able signi ican alue (0.000<0.05).
H0 is ejec ed and H1 is accep ed.
The e o e, he e is signi icance di e ence o a ious ac i i ies in ol ed in he ec ui men p ocess.
FINDINGS
F om he abo e able i is in e p e ed ha 56.7% a e male and 43.3% o esponden s a e emale. Majo i y (56.7%) a e male.
F om he abo e able i is in e p e ed ha 58.7 a e Below 25 yea s, 22.1 a e 25- 30 yea s, 17.3 a e 31 - 40 yea s and 1.9 a e 41-
50 and abo e. Majo i y (58.7) a e Below 25 yea s. F om he abo e able i is in e p e ed ha 5% a e SSLC,17% a e HSC,81%
a e Unde g adua e,1% a e Pos g adua e. Majo i y a e (81%) Unde g adua e. F om he abo e able i is in e p e ed ha 15 % a e
ainee pha macis ,34% a e pha macy aide,7% a e pha macy ainee,7% a e senio ec ui e ,8% a e junio ec ui e , 14% a e
ec ui e , 19% a e HR depa men . Majo i y a e (34%) pha macy aide. F om he abo e able i is in e p e ed ha 50% a e g ea e
han 150000 and 54% lesse han 150000. Majo i y a e (54%) lesse han 150000.
Vol-08 Issue 04, Ap il- 2024 Impac Fac o : 7.936
ISSN: 2456-9348
In e na ional Jou nal o Enginee ing Technology Resea ch & Managemen
www.ije m.com
IJETRM (h ps://www.ije m.com/) [7]
SUGGESTION
P o ide ac ionable ecommenda ions o Apollo Pha macy L d o enhance collabo a i e sa is ac ion among employees.
O e speci ic s a egies o imp o ing sala y and bene i s s uc u es o posi i ely impac employee sa is ac ion and
collabo a ion.
Insigh s in o pa icula a eas ha Apollo Pha macies L d. needs o ocus on and de elop in o de o p omo e a mo e
coope a i e and sa is ying wo k en i onmen .
REFERENCE
Ek a Sinha 2019 ,Findings o his s udy ocused on h ee ac o s namely Beha io al, o ganiza ional and en i onmen al
ac o s.
Manoj Ve ghese & Dal inde Singh Wadhwa 2020 S udy concluded ha he o e all employees wi h special e e ence
o KRIBHCO, ound ha wi h espec o expe ience he sa is ac ion le el o he employees di e signi ican ly ega ding
sala y.
Muhammad Rizwan,Waqas Mehmood Khan 2021. Wo kplace, ace s o employees and job discipline a e ela ed o
wo king si ua ions.
Ca e ina C. Bulga ella 2022.The empi ical li e a u e summa ized he c i icali y o he ela ionship be ween employee
a i udes and cus ome sa is ac ionD . L.W Po e 2022 .While employee sa is ac ion and employee engagemen a e bo h
c i ical o main aining a happy and p oduc i e wo k o ce, achie ing sa is ac ion wi hou engagemen will ha e
signi ican ly less impac on business esul s.
