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Figure 1.
Correlations of job satisfaction with five job factors
Figure 2. Correlations of job satisfaction with four environmental factors
Figure 3. Correlations of job satisfaction with job organization factors
Correlation of job satisfaction with job characteristics, job organization and environmental factors in two Malaysian automobile factories
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4. Discussion
4.1 Effects of job characteristics on job satisfaction
The study detected significant positive correlations between job satisfaction and several job characteristics. This result was in agreement with those of empirical
studies by Hackman and Oldham 1974 and Umstod et al., 1976. In this study, the correlations of job satisfaction with job characteristics were stronger than those
observed by Hackman and Oldham 1974, possibly because the present study considered only automotive industries.
One outstanding result was that job satisfaction was significantly correlated with skill in both companies. Generally, more than 80 of respondents agreed that
they utilized moderate to very much skill. Based on this finding, they tend seem to appreciate skill variety, and this variety has a greater influence on job satisfaction
than other job factors. Hackman and Oldham, 1974 and 1976 stated that skill, task identity and task significance are psychological factors that help workers see their
work as meaningful. However, results from this study suggest that skill variety had greater effect on that matter than did other factors.
Das 1999, Hackman and Oldham 1974, 1976 had stated that job satisfaction was one of the outputs that could be determined by job factors in a work-design
model, and the result obtained from this study support the above statement. The result obtained showed that job factors were predictors of job satisfaction in
workplace design. Therefore the design of future workplaces should emphasize job enrichment to increase the beneficial effects of those factors.
4.2. Effects of environmental factors on job satisfaction
Significant positive correlations occurred between job satisfaction and perception of all environmental factors Figure 2. The outstanding correlation for
Auto1 was perception of light and for Auto2 was perception of humidity. The correlations of job satisfaction with perception of temperature were about
the same for both companies, but the correlation of job satisfaction with perception of humidity factor was higher in Auto2 than in Auto1. Average temperature and
humidity were slightly higher in Auto2 32.2
o
C and 60.2 RH than in Auto 1 31
o
C and 69.1 RH. The heat index Steadman, 1979 calculated using these measurements
places Auto 2 in the transition from “hot” to “very hot”, and place Auto1 in the “very hot” band. The assembly line in Auto 2 is in the middle of the factory,
whereas that in Auto 1 was located near openings doors and windows which allow additional heat from forklifts and vehicles to influence the working
environment. These results show that workers’ perception of their environment corresponds to the measurements. The results were consistent with Parson’s 2000
definition of thermal comfort as a condition of mind which expresses satisfaction with the thermal environment.
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The correlation between job satisfaction and perception of light was higher in Auto1 than in Auto2. Average light intensity was also higher in Auto1 than in
Auto2. The higher correlation in Auto1 could be due to high average light measurement because light can cause either discomfort or positive sensations
Parsons 2000 that affect respondents’ job satisfaction. Light levels in both factories were within the 500-1000 lux standard of IES IES 1979 which were appropriate for
medium assembly factory.
The correlation of job satisfaction with perception of noise factor was slightly higher in Auto1 than in Auto2. Average noise measurements were lower in Auto1
than in Auto2. This explains why this correlation is higher in Auto1 than in Auto2. Psychological responses to noise can also produce effects on mental health and
emotional state, especially if the noise adds to an already stressful environment Parsons 2000.
The results indicated that environment conditions, especially temperature, humidity, noise and light affect job satisfaction in automotive industries. The
management of both companies should attempt to optimize temperature, humidity and noise because measurements of these factors are outside the comfortable
boundary and respondents are not satisfied with them. Standard environmental conditions including temperature, humidity, noise, and light for automotive
industries in Malaysia must be revised to maintain workers’ health physically and mentally, thereby increasing productivity and job satisfaction as well as
performance.
4.3. Effects of job organization of job satisfaction
Significant positive correlations were observed between job satisfaction and job organization factors. In Auto1, job satisfaction was strongly correlated with job
rotation, work method, training and goal setting showed strong correlations with job satisfaction, but only intermediate correlation with problem solving. In Auto2,
job satisfaction showed intermediate correlations with most job organization factors, except for the training factor, for which the correlation was low. The correlations for
all factors were higher in Auto1 than Auto2.
The significant correlation between job satisfaction and job rotation and work method are rarely discussed because most research focuses more on worker’s
performance and productivity Vroom and Deci, 1970; The ergonomics group 1986. In this study, a significant positive correlation was observed between job satisfaction
and both job rotation and work method. This result is in agreement with Amrine et al. 1993 who stated that reducing the time spent performing boring and
monotonous jobs could improve job satisfaction. This result is also consistent with the findings by Gaziolu and Tansel 2002 and Hamermesh 1997 who found that
job satisfaction is significant and positively correlated with training opportunity. This correlation was higher in Auto1 than in Auto2. Respondents in Auto2 reported
many opportunities for training because most of them were new employees, based on their ages and experiences. Therefore, the results indicated that increasing
training opportunities will increase job satisfaction; similar conclusions were
