Table of Contents

Tableof Contents

DECLARATION 2

DEDICATION 3

ACKNOWLEDGEMENT 4

Abstract 5

Chapter One 9

1.0. Introduction 9

1.1. Background of the Study 9

1.1.1. Background to Amazon Warehouse 10

1.1.2. Working Environment at Amazon Warehouse New York 10

1.2 Problem Statement 12

1.3 Research Objectives 13

1.4 Research Question 13

1.5. Conceptual Framework 14

1.6 Hypotheses 15

1.7 Significance of the study 16

2.2. The Concept of Job Satisfaction 18

2.3. Job Satisfaction in a Warehouse Environment 19

2.4. Employee Loyalty (dependent Variable) 21

2.5. Physical Environment (Independent Variable) 22

2.6 Mental Environment (Indpendnent Variable) 22

2.7. Social Environment (Independent Variable) 22

2.8. Relationship between variables 23

2.8.1. The relationship between Physical Environment and Employee loyalty 23

2.8.2. The relationship between Mental Environment and Employee Loyalty 23

2.8.3. The relationship between Social Environment and Employee Loyalty 24

3.0. Methodology 26

3.2 Research Design 26

3.2.1 Descriptive research design 26

3.2.2. Exploratory research design 27

3.3. Study Population 27

3.4. Determination of the Sample Size 27

3.5. Sampling Techniques 28

3.6. Sampling Frame 28

3.7. Research Instrument Design 28

3.8. Pretesting Pilot Study 29

3.9. Division of Questionnaire 29

3.10. Unit of Analysis 30

3.11. Data Collection Method 30

3.11.1. Primary Data Collection 30

3.11.2. Secondary Data Collection 30

3.12. Validity and Reliability of the Research 31

3.13. Data Analysis and Presentation 31

3.14. Multicollinearity 31

4.3 Respondent Profile 32

4.3.1. Gender and Age 33

4.3.2. Salaries 33

4.3.3. Years Worked with Amazon 34

4.4 Analysis Procedure 34

4.5 Mental Environment 34

4.6 Physical Environment 37

4.7 Social Environment 39

4.8. Management Issues 42

4.8 Result of Hypotheses Testing 44

4.9. Summary of Hypotheses Testing. 45

5.0. DISCUSSION, LIMITATION, RECOMMENDATION AND CONCLUSION 46

5.1 Introduction 46

5.2 Discussion on 1st Research Question 46

5.3 Discussion on 2nd Research Question 47

5.4. Discussion on 3rd Research Question 47

5.5. Discussion on 4th Research Question 48

5.6. Implication of the Study 48

5.6. Limitation and Recommendation for Future Study 49

5.7. Conclusion 49

References 50

Appendix 54

Questionnaire 54

ChapterOne

  1. Introduction

The current business environment is America is quite competitive.Therefore, in order to deal with the trends, most businesses havebeen changing their internal operations with their main focus beingthe teamwork, modularity, productivity and expanded functionality.Furthermore, the understanding of the global business has triggeredthe need to remain competitive in terms of human assets.

The employers are in constant quest for opportunities that can enablethem maximize the productivity of their employees as well as proveeffective working environment. According to Boro et al. (2001),companies must realize the need of good working environment so thatthey can be able to increase productivity, retain quality personneland maintain a high competitive edge. The increased focus onproductivity of employees results in an increase in employee stress.This implies that the increased pressure of employees to producehighly and associated pressures involved therewith can be very riskyto businesses. Therefore, any effort to reduce employee stress andimprove the working conditions is critical for the success of anybusiness.

The current research sought to determine the relationship betweenworking environment and job satisfaction of the employees in anorganization. The case study company was Amazon Warehouse in New Yorkwhich majorly deals electronics, books, tools and equipment.

1.1. Background of the Study

Employee satisfaction refers to the conduciveness of the workplaceenvironment. Work place environment include all the aspect thataffect the mind and body of the employee. According to research it isclear that the mental, physical and social environment of an employeegreatly affect their level of performance, satisfaction, loyalty andretention of the employees.

An ideal working environment should ensure ease of effort as well aseliminate all causes of worry, anxiety and frustration. Any effort tominimize fatigue, congenial, boredom and monotony enhances employee’sjob satisfaction. Normally, a work environment comprises of amechanical, economic and psychological aspects. Any effectisve workenvironment makes the employees happier in their roles, and thisultimately influences the growth of an organization.

The working environment concept is comprehensive in nature, workingenvironment involves the social, psychological and the physicalaspects of that determines the working conditions of the employees.The working environment can have either a positive of negative effecton the welfare of the employees depending on the conditions that havebeen put in place. In simple terms, a work environment can be definedas the environment where people work. In its wide category, a workenvironment incorporates the physical scenery like equipment, heatand noise, job fundamentals such as complexity, task and workload,extensive business features such as history and culture, and anyother business background such as workers relation and industrysetting.

Nevertheless, all aspects of a working environment are verysignificant for the resulting job satisfaction of the employees.

      1. Background to Amazon Warehouse

The map below shows the various locations in United States. This casestudy analysis was done Amazon New York.

      1. Working Environment at Amazon Warehouse New York

It is said that the Germany hashigh likelihood of dismissing any strike by the unions on pay rise inAmazon warehouses (Du Brin, 2014). The warehouse presents the modelof modern innovation. Amazon among the biggest employers with over100,000 employees. Nevertheless, the way the company treats theemployees has become a very big issue currently. The company shouldtherefore tackle its head-on before it destroys the public image andbecome “Walmart of the Web”.

Emails received by Eldelwich (2015)reveals the series of brutal life that the employees undergo insidethe Amazon Warehouses. Temporary employees have to toil through thefreezing conditions. According to some of the emails, most of theemployees skive rest and lunch breaks since the warehouses are toobig and may take several minutes of walking to travel to and from theworkplace.

The Morning Call, a Pennsylvania’spublication, revealed a series of stories about the Amazonwarehouses. Some of the reports revealed extremely hot conditionswhere the workers fainted and were carried on stretchers byparamedics. In terms of compensation after an employee gets sick, theAmazon’s agency in charge of unemployment for temporary workersdenies them the pay. According to Mother Jones, any employee whodared shed a tear during work time would be fired. According to theAmazon’s management, there is no need of keeping an emotionalperson, especially in such an economy (Edem and Lawal, 2006).

An anonymous account reveals thatthe trainings that employees undergo in Amazon can be liked to onebeing in prison. He noted

&quotMy initial thought was this is prison, the comparisons wereobvious. I felt like asking anyone sitting by me or standing in linenext to me `so, what are you in for?` It would have been a completelyappropriate question.”

Another major factor cited out inAmazon as far as working conditions is involved include bias in thehiring process. It was noted that Amazon mostly employs temps, and assuch, the quality of work stay and pay remains relatively low.Despite the fact that the workers in Amazon warehouse are paid $11per hour which is far much higher than the federal level of $7.25,the temp employees have a high likelihood of publishing theirnightmare tales at Amazon than the media relations at Amazon canrebut (Evans, 2007).

Amazon warehouses are mostlylocated in suburban or semi-rural areas. This makes most employeesfeel exploited, not just a mere accidental side effect of making theends meet by saving some money. The operating income in Amazon in2014 was just 1% of the total revenues. For Walmart, the operatingincome was 6%. This reflects a thinner margin for Amazon whencompared to Walmart. Hence, Amazon appears to be more incentivized toexploit the employees than Walmart.

Amazon should make efforts to getahead of this. Building Amazon as taken a lot of time and hard work.The CEO, Jeff Bezos has been key in making Amazon a success. It iscritical to note that building may take a lifetime but demolishingcan take seconds. It can just take less than a year for Amazon brandto be converted into into a chiseling byword. The time is now thatthe management should act before things ran out of control (Edem andLawal, 2006).

1.2 Problem Statement

Recent trends in job satisfaction have received a considerableattention in many businesses. Studies by Bowen and Ostrof (2004)reveal that job satisfaction is a significant factor as far as themorale, turnover, regularity in work and productivity of theemployees is concerned. Cockburn and Perry (2004) indicates that thelevel of effort and dedication of employees is greatly affected byperceived satisfaction experienced.

Many businesses have failed in understanding the importance of theworking environment to the job satisfaction of their employees(Fourie, 2004). This renders an organization very weak internally inits capacity to introduce innovative products as well as outshinetheir competitors. An employee should be considered as a criticalasset in achieving the mission and the vision of the business. Inorder to meet the standards set by the organization, the workingenvironment should allow the employees work freely without anyrestraint.

Nevertheless, research shows that many organizations lack propersystems to establish effecting working environment for theiremployees. The working environment differs based on the type of theorganization and the nature of the products they deal with. Forinstance, a metal smelting factory requires proper air conditioningand constant medical checkups on the parts per million of themetallic elements inhaled (Ford, 2002).

The recent publications by Gawker revealed some merciless series ofmails that describe the inside life at the Amazon warehouses inAmerica. It was revealed that temporary employees had to toil throughthe freezing conditions with no lunch breaks or rests since walkingacross all the warehouses take several minutes due to the huge sizesof the warehouses.

Also, the Pennsylvania’s Morning Call Publication has shown how theworkers normally faint in Amazon warehouses due to lack of airconditioning. Also, workers who fell sick never get compensated andif they burst into tears after losing the job, their supervisorsnormally tell them that their positions are required by over 16people. These, amongst other factors, have led to poor workingenvironment and very low job satisfaction among employees in AmazonWarehouse.

Therefore, this research aimed at addressing the issues of workingenvironment and how it affect job satisfaction of the employees, withAmazon Warehouse being the best case study.

1.3 Research Objectives

This research was based on the objectives below

  1. To study the working environment of Amazon warehouse

  2. To examine overall satisfaction level of employees in Amazon warehouse

  3. To study the factors effecting working environment of the Amazon Warehouse

  4. To evaluate the effects of working conditions to the employees in Amazon

1.4 Research Question

This research was based on theresearch questions below

  1. How is the working environment at Amazon warehouse?

  2. To what extent are the employees at Amazon Warehouse satisfied in their delivery of the services?

  3. What are the major factors effecting working environment?

  4. Does working conditions influence the employee job satisfaction?

1.5. Conceptual Framework

This research relied on the“Conceptual Model of Organizational and Personal factors andOutcomes” by Moos 1994 in developing a work environment scale.According to the model, a work environment comprises of threeworkplace perspectives. These include the social informationprocessing, sociotechnical perspective and human relations approach(Moos, 1976). The human relations approach entails the qualityrelationships among the management and employees. Sociotechnicalperspective encompasses the work stressors arising from nature of theperformed tasks and organization of the workgroups. The socialinformation processing entails appraisal of work situation by theemployees.

Therefore, the model presents thejob satisfaction and work environment and emphasizes on how variousemployees get affected by the issues emanating from workingenvironment. The work environment scale developed by Moos, measuresthe work climate using three domains of individual’s involvementwith the environment, support and cohesiveness, personal growth thatencompasses work pressure, task orientation and autonomy subscales,and domain of system maintenance changes that include the basicdimensions of innovation, physical comfort, control and factors ofclarity.

Working Environment

Job Satisfaction

1. Physical Environment:

  • Air Conditioning

  • Temperature

  • Noise

  • Ventilation

2. Mental Environment

  • Supervisor relationships

  • Involvement in decision making

  • Involvement in policy making

  • Equality in employment

Employee Loyalty

  • Sense of Identity

  • Increased Loyalty

  • Increased Performance

  • Increased commitment

  • Increased sense of identity

3. Social Environment:

  • Behaviors

  • Attitudes

  • Status

Conceptual Framework, Source:Researcher’s 2015

1.6Hypotheses

In order to get answers theresearch questions in this paper, the below the hypotheses were used.

H1: The relationship between the physical environment and theloyalty of the employees to the company.

H2: The relationship developed between the mental environmentof the employees and the employee loyalty

H3: Therelationship developed between the social environment and theemployee loyalty.

1.7 Importance of the study&nbsp

This study aimed at identifying the influence of the workingenvironment on employee satisfaction. The environment includes thephysical, mental and social sections of the environment. The studyattempted to contribute to the strategic theory development bytesting the effects of working environment the job satisfaction ofthe employees. The final conclusions of the study will influence theefforts in coming up with workplace practices and environment thatpromotes employee loyalty and consequent job satisfaction andretention.

This study is critical as it highlights the main factors that theemployers, Amazon Warehouse being one of them, should adopt in orderto enhance job satisfaction among the employees. The management ofdifferent businesses and diverse organizations will find thisresearch helpful in improving the various sections of the workingenvironments of their employees and bringing about job satisfaction.An employee who achieves success in employment and whose needs arewell met in workplace will always strive to maintain excellence inhis/her role. Furthermore, the study will be critical in manyorganizations as it recommends adoptable strategies and policies thatare critical in mitigating the problems faced by employees in theworking environment that leads tissues of job satisfaction (Hill, &ampCharles, 2008 Rao, &amp Subba, 2010).

The current study is significant in the areas outlined below.

  • Amazon Warehouse, New York: The findings will assist the management in Amazon to re-examine their workplace environment and the effects it has to employees’ loyalty. This study will enable the Warehouse determine if their employees are contented with current working conditions and establish the avenues through which improvements can be made to ensure that the warehouse achieve greater employee satisfaction and high retention.

  • Warehouse business operators: The warehouse operators can understand their strengths and weaknesses in handling workplace environment issues and come up with ways of promoting greater employee loyalty through enhancement of the working conditions. Knowledge of conducive workplace environment will be crucial to the warehouses businesses when planning for their workplace environment initiatives. This will help them achieve their organizational goals, which include but not limited to greater employee loyalty through promotion of better working physical, mental and social working environment.

  • Broadened knowledge: employees are the heart of the company and work environment act as the topmost driver in enhancing job satisfaction and employee loyalty. Therefore, this study adds to the facts that are linked to working environment and employee satisfaction. Ultimately, the study makes a noteworthy contribution to the topic on how working environment influence the satisfaction of employees. This extends the corporate thinking on facilitation of good workplace environment and contributes to literature on management of satisfaction of employees.

Chaptertwo2.0.Literature Review&nbsp2.1Introduction

This chapter precisely presents the literaturereview on working environment and the workers job satisfaction. Thereview of literature was based on the dependent and the independentvariable. The dependent variable has been identified during theresearch to be the loyalty of the employees while the independentvariables are the physical, mental and social the environment. Thevarious variables have helped in development of the basics of theconceptual framework.

2.2. The Concept of Job Satisfaction

The employee satisfaction has been one of the major research areas,especially amongst the organizational psychologists (Denisson, 2006).From a humanitarian perspective, human beings deserve fair treatment.Job satisfaction reflects the extent of treatment of the employees bythe organization (Dwyer, &amp Robert, 2007 Appleyard, &amp Dennis,2005). Managers in most organizations are required to share theconcerns of job satisfaction amongst the employees.

According to Ferrell (2005), thesatisfaction level of employees affects the organization performance.It is therefore obvious, from the employees’ point of view thatmany workers will always yearn for fair treatment. On the other hand,the organization benefits from satisfied employees who always givequality work and have very high productivity. The satisfaction of theemployees is therefore the main driver to employee retention andproductivity. Employees who are satisfied have high responsiveness,productivity, customer service and quality (Denizer, 2008).

Level of job satisfaction depends the work environment factors, whichare physical, mental or social. The working environment makes up theextrinsic and intrinsic factors that highly affect the loyalty of theemployees depending on their motivational abilities. A firm can berated successful when employees get motivated (Dibbie, 1999).Typically, many organizations measure satisfaction of the employeeson rolling or annual survey. This may include involvement withdecision makers, recognition for doing good job and increased supportlevel. These motivational activities make up the physical, mental andsocial environments that affect the loyalty of the employees.

2.3. JobSatisfaction in a Warehouse Environment

The working environment in a warehouse is very critical. Researchshow that 65 percent of total labor cost in New York is for thewarehouse operating budgets. Nevertheless, many employees haveconstantly reported active disengagement from their work. Accordingto Pat Kelly, the CEO of Labor development Group, customer and marketdemand notwithstanding, the quality and efficiency of workingenvironment in a warehouse is critical as far as employeesatisfaction is concerned. The major recipe to drawing out bestperformance and enhancing employee satisfaction is by aligning thewarehouse workers motivation with the management objectives (Neal, &ampCathy, 2007 Kaponya, &amp Paul, 2009). This implies that thatworkers need to be engaged in a process that makes them enjoy theirwork.

The physical environment is one of the most critical factors thatdetermine employee’s loyalty. This physical environment consists ofa lot of distractions such as noise from machines and chemicals usedas coolers can be physically destructive. It is important to makesure that employees have been compensated well for their discomfortin order to rise their motivation. In some cases employee carry heavylifts while loading or removing things from the storage facilities,this can be demoralizing in case and therefore workers needs to becompensated for their efforts. The leading third party and privatewarehouse operators have been developing strategies for maximizingthe productivity while at the same time ensuring that workers remainsatisfied. The productivity in warehouse is not necessarily dependenton the motion studies and exhaustive time. Achievingthe six sigma inventory accuracy and levels of perfect order requiresproper strategies on key performance indicators (KPIs). Themanagement should understand the major drivers in a warehouse inorder to be able to determine the failures and bottlenecks relatedtherewith. Employees should be involved in identifying solutions andalternatives (Quester andPascale, 2007).

The labor standards affectthe social, mental and physical environment of a warehouse. They area critical component when it comes to warehouse job satisfaction. Inthis case, all the functions should be measured and actualperformance recorded. There is greater need to engage the workers andagree on specific processes or steps that can help them improve. Thisshould thereafter become standards. Amongst the major areas ofconcern in any warehouse environment include working shifts,operating equipment and reconfiguration of the warehouse to operatemore effectively. This calls for a complete tear down and theholistic rebuilding of the functions in the warehouse. Thepay-for-performance efforts in any warehouse must be tightly coupledto the safety and quality performance. The factors makes thewarehouse environment highly vulnerable to physical and mental issuethat can affect the loyalty of the employees (Peter,2006).

Fourie (2004), in response to theincreased number of employee shortage at one of the Warehouses,carried out a study to investigate the major factors that makeemployees stay or leave their jobs. About 3500 employees responded tothe survey by filling in the questionnaires while 30 employees wereinterviewed in order to augment the data collected. The qualitativedata from interviews and quantitative data from questionnairesrevealed similar results. The findings showed that jobdissatisfaction is significantly related to the workplace environmentrather than on the profession itself. Some of the characteristics ofwork dissatisfaction that were related to work environment includedthe support by administration, inadequate autonomy and denial of afeeling of self-worth. These dissatisfactory activities can lead tomental and social problems that will affect the loyalty of theemployees.

Various studies have revealed thatthe working environment at warehouse affects job satisfaction of theemployees (Quester, &amp Pascale, 2007 Taylor, &amp John,2007). Job satisfaction normallykeeps the employees in their profession. The study by Friedlanderand Margulies (2008)revealed that dissatisfied workers will, in most cases, focus on thecomponents of their work rather than on offering quality services.Some of the components of their work include relationship withcustomers, peers and colleagues.

2.4.Employee Loyalty (Dependent variable Variable)

Employee loyalty is the level of commitment that workers have inplace towards the success of the company and the ultimate belief thatthe decision to work in their current organization was the best(Neal, 2007). In his book ofLoyalty Effects, Fred (2008) defines loyalty as the inner drive andwillingness to make a personal sacrifice or investment to strengthena relationship. In simple terms, loyalty can be described as aprocess where certain attitudes play a major role in influencing acertain behavior.

The business world has of late undergone through major changes,especially in the workforce domain. In the past, hired employees usedto embrace their jobs and were used to be devoted to their employer.Nevertheless, this has gradually changed over time, especiallybecause of globalization. This has resulted to increased companyrelocations, restructuring and downsizing. As such, most employershave broken the rules with mutual obligations their employees beingreconsidered. The lifetime devotion and employment has become amirage and many people are in constant quest for better workingconditions and salaries(Quester&ampPascale, 2007).

Obtaining trust and loyalty is becoming more challenging. Loyalty canbe described in terms of internal or external dimensions. Theemotional attachment represents its internal dimensions and entailsthe feelings of affiliation, commitment and caring. This internaldimension must be appealed to and nurtured. On the other hand,external dimension encompasses the way loyalty is manifested. Thisentails the behaviors that portray the emotional component and is thedimension that tends to drift greatly. In most cases, the managementfeel that they are completely loyal to their employees and theorganization, but employees tend not to understand this (Hill, &ampCharles, 2008 Kaponya, &amp Paul, 2009). In case ofdissatisfactions the emotional attachment is affected and in theprocess both mental and the social environment of the workplacebecomes affected and this leads to disloyalty by the employees.

Loyalty signifies the sentiment of attachment or the devotion of aperson to particular course and is normally expressed in both actionand thoughts, and tends to strive for identifying with the interestsof the object. According to Ford (2002), commitment by an employee isthe degree to which the employee identifies with the goals andobjectives of the organization their work for. Fourie (2004) hasgiven a clear description of the employee commitment which includethe normative, effective, and continuance. Normative commitmententails the commitment by an organization towards a certain course,affective commitment involves the emotional attachment, involvementand identification towards achievement of organizational goals, whilecontinuance commitment entails the willingness to continue workingwith the organization. Therefore it is clear that employee loyalty isdirectly influenced by physical environment, mental environment andsocial environment.

2.5.Physical Environment (Independent variable)

Physical environment entails basic human needs like hygiene,accessibility to the building and safety. The needs within thephysical environment are met by application of current buildingstandards to decision making and architectural designs. This alsoincludes appropriate lighting, especially for the screen based work,standard furniture, and enclosed rooms for collaborative work andmeetings. When some of these tools that make up the physicalenvironment are ineffective and unattended to for long time, it mayeasily lead to psychological stress which affects the affection ofthe employees leading to disloyalty.

2.6Mental Environment (Independent Variable)

The psychological comfort is as a result of feelings of belonging,control and ownership over the workplace. According to research, thepsychological environment is linked with the psychosocial aspects ofthe environmental design. It also links with the management of theworkplace by the use of privacy concepts and control over theemployee’s territory. It is normaly privacy that gives the employeea sense of ownership and control over the place (Neal, &amp Cathy,2007 Ferrell, 2005).Normally, a feeling of territorial which is related to the feeling ofownership and belongingness, this is completely associated withpriviacy and the need to feel one is in control of accessibility fromothers. An employee needs to have good mental environment that willgrant them the peace they need to be completely loyal to the company.

2.7.Social Environment (Independent Variable)

This entails issues of status, empowerment and salaries. Empowermentand status through promotions increases the opportunity of employeesto take part in decision making. This reduces unpredictability andnovelty, and provides a feeling of being under control through thegiven chances of participating in decision making process. Peter, &ampPaul (2006) argue that lack of a feeling of being in control makesthe employees have a feeling helpless and this way they are notmotivated to work better.

The workspace stress can also be inferred to issues of coping up withbehaviors. An employee may desire to change the workplace environmentfor better and as well as manage the somatic and subjectivecomponents of stress-related emotions. This is majorly contributed bythe workplace culture. Maladjustment to the workplace cultures cantrigger subtle conflicts with the superiors and co-workers. Also,office gossips or politics can induce stress, which can consequentlyincrease the level of dissatisfaction.

2.8.Relationship between variables2.8.1.The Relationship between the Physical Environment and Employeeloyalty

Various studies have developed ways of measuring how physicalenvironment influences the employees’ job satisfaction in anorganization. The concept of physical environment entails any factorthat places unnecessary demands on employees in spite of theiradjustment and adaptation behaviors (Peter, &amp Paul, 2006 Burack,&amp Elmer, 2008 (Dwyer, &amp Robert, 2007).Environmental fit isa concept that has been integrated in such a way to reflect theelements within the physical environment that tend to affect howpeople work. Ergonomic research approach has played a major role instudying the workplace features that commonly affect people and causedirect response by the human body. Some of these features includelighting, noise, air conditioning and office furniture amongstothers.

Floor configuration and layout of the furniture have been shown tosignificantly influence satisfaction of employees. The density andheight of the workstation, as well as accessibility of work and filestorage areas a great part in the process of influencing theindividual satisfaction of the workers and affects the overallperformance of the team. Studies have shown that many employees seemto be completely uncomfortable within an open office situations andtherefore they prefer an office that is in a private place which isenclosed. Additionally, some aspects of psychological comfort likeprivacy and territoriality are greatly affected by special officelayouts and furniture configuration (Peter, 2006).

According to Taylor and John (2006), physical stressors within thework environment adversely affects the performance of the employees,especially when prolonged, and may slow down the ability of anindividual to understand and process the predictability and number ofsignals that increase the complexity of a task. The potentialphysical stressors include architectonic details, specialorganization and ambient conditions.

The issues with special organization include the layouts and relatedopenness, and accessibility of the resources like equipment,washrooms and meeting rooms. Other factors like temperatures andcomfort level substantially influence the health of the workers.

In a nutshell, the physical working environment stimulatesinnovativeness and creativity amongst the employees (Quester, &ampPascale, 2007 Taylor, &amp John, 2007).

2.8.2.The Relationship between the Mental Environment and Employee Loyalty

Leap and Crino (2008) definedmental environment as a workspace that accords feelings of belonging,control and ownership. This includes supervision, involvement indecision making and equality in employment amongst others. Accordingto Leather et al. (2008), employee loyalty is highly dependent oncompany administration and policy that strongly influencespersonallife, security and status of the employees.

Organizational administration andpolicy acts as a guide that spells out responsibilities as well asprescribes the actions taken under certain circumstances (Thomas &ampSimon, 2004). Policies can be expressed or implied and the leadershipin any organization is required to ensure consistent application ofthe policies to avoid uncertainty, feelings of preferential treatmentor bias (Riley and Michael, 2006).

On the other hand, supervision hasdirect influence of employee loyalty. Supervision processes arenormally designed to encourage employees to participate in roles thatsteers the organization towards meeting the goals and objectives(Ruchi&amp Surinder, 2014).The workplace climate is supposed to encourage employees increasetheir skills and provide performance in their careers. Whenever thesupervision is good, the employees always perceive their supervisorsas good, effective and competent, and will give their best towardsensuring that they meet the organizational goals. Poor supervisionresults when there is unfair treatment as well as failure incorresponding to problems affecting employees (Rollinson et al.,2008).

2.8.3.The relationship between the Social Environment and Employee Loyalty

The social environment entails status, salaries, promotions andempowerment. Status can either beformal or informal. Formal status entails the attempts todifferentiate extent of formal or informal authority accorded to theemployees by the organization, such as use of symbols which reflectposition of a person in an organization. Some of the status symbolsinclude job titles such as director or even reserved parking spaces.Most of the status symbols are made so as to remind the memberswithin the organization of their roles, and this reduces uncertaintyand promotes stability to the social order. Informal status entailsprestige given to individuals with unique character that is notformal to the organization. This is majorly dependent on achievement,such as employee of the month (Erramilli and Rao, 2003).

Ford (2002) argues that the processof getting higher levels show some kind of excellence. People tend tofeel successful when they attain a higher status, especially whenthere is genuine achievement. This is normally tough and requiresconstant challenge, failure to which the employees become frustratedand stagnate in their jobs. Lower level status may not affectproductivity due to minimal opportunity granted for creativity. Highjob level gives employees a greater pool of new challenges.

Promotions play a major role ininfluencing employee loyalty. An employee moving from one rank to thenext higher rank will always seek to achieve the set goals and willvalue colleagues who are competent. A higher status in theorganizational hierarchy makes the employee feel honored, hence willtend to work harder. This reduces instances of burnout anddissatisfaction (Ferrell, 2005).

Salary is the actual money receivedby an employee for the services rendered or job done. Kinzl et al.(2005) noted that low salaries are a major contributor todissatisfaction and results to frustration among the workers.Therefore, there is need to properly inform the employees on anycompensation plans to avoid instances where an employee feels thatthe pay is unfair. It is of paramount importance to promoteremuneration equity among the employees with similar qualificationsand doing the same work. In most cases, employees perceive theirsalaries as the direct reflection of how the management views them.According to Jasper and Buble (2006), the reward system in anyorganization is greatly related to job satisfaction, hence, the needfor employers to make their employees understand the reward system inorder to eliminate misunderstanding and dissatisfaction. Unclearsalaries and reward systems propagate unfair practices and conflictin the workplace. Poor uncompetitive salaries are a major cause fordiscontentment and unhappiness amongst the employees. Organizationsshould make efforts to offer competitive salaries to avoiddemotivating their employees. In many cases, employees tend to leavetheir organization in search for more competitive salaries (Levesque&ampJoseph, 2012).

ChapterThree

  1. Methodology3.1 Introduction

The objective of the current study was to experimentally study theworking environment and employee job satisfaction. This chapterhighlights specific methodologies and procedures that were used inthe study. Face-to-face interviews, questionnaires, engagement withkey informants, reports and analysis of relevant literature were usedto collect data for this research. Primary data was collected usingsemi-structured and structured interviews through questionnaires,while secondary data was collected from newspapers, journals,internet, books and other related literature.

Amazon according to the metrics is one of the most efficient andproductive order pickers. It is a robust company that has highlytalented and dedicated workers. It also owes the employees at theleast a working environment that accords respect to their family andhealth needs and their emotional wellbeing. Amazon has been chosenfor this project because of its dedicated employee who in the pasthave strike a number of times complaining of the working conditionand the environment. In the recent past, there have been doubts thatpolicies have been put in place to make sure those employeesphysical, emotional and spiritual well being is being observed. Thisproject analyses the aspects of work environment in the company thatlead to the industrial action and to ascertain their effects.

3.2 Variable Design&nbsp

Variabledesign refers to the general strategies that are chosen by aresearcher to put together the different components of the study in alogical and coherent manner. Variable designs make sure that all theresearch questions and problems have been solved. Variable designcomprise of the blueprint for data collection process and also dataanalysis. .

This study adopts cross-section variable design techniques withdescriptive and exploratory designs. A cross-sectional method isnormally applied when data to be gathered is to be done once (Adams,2007). This is justified in that the current research adopted aonetime observation that involved ultimate and proximate variablescritical for the study. Exploratory and descriptive techniques areexamples of the cross-sectional design that were adopted for thisstudy.

The descriptive and exploratory variable designs are mainly usedespecially because of their focus on phenomena of interest, which, inthe context of this project which is to show the interrelationshipbetween the working environment and satisfaction on the job byemployees of the company.

3.2.1 Descriptive Variable design

According to Flick (2002), a descriptive variable design describesthe current status of identified variables in order to providesystematic information about that variable. This variable design wascritical in the current research because the study involvedinteraction with the participants during data collection.

3.2.2. Exploratory variable design

Huysamen (1996) defines exploratory variable design as the type ofthe variable concerned with the phenomena under scrutiny. Thisvariable design helps in pursuing the factors influencing the effect,cause or those that are related to the phenomena. The design isexpected to enhance the establishment of whether the workingenvironment affects the job satisfaction.

3.3. Unit of Analysis

The unit of analysis can be definedas the primary entity that is being analyzed (Flick, 2002). Thetypical unit of analysis includes individuals, groups, artifacts orsocial organizations. In the current research, Amazon warehouse inNew York was used as unit of analysis. The choice of the warehousewas majorly influenced by the availability of diverse groups ofrespondents from both the senior and subordinate levels at awarehouse environment. The warehouses are normally characterized bylong working hours and very busy schedules. This implies that workingconditions have a significant influence to the job satisfaction ofthe employees in a warehouse.

3.4. Study Population

The study population where the sample was drawn consisted of theAmazon Warehouses located in United States. Judgmental samplingtechnique was applied to get one study area, which was determined tobe New York. This was because the warehouse in New York is amongstthe largest warehouses in US, hence appropriate for the datacollection due to diverse groups of employees.

The population comprised of cold room attendants, shelves attendants,drivers, technicians, supervisors and managers. The choice of therespondents both seniors and juniors, was mainly aimed at ensuringcomprehensive in data collection and unbiased feedback. There weretwomajor study populations for the research, these include, the skilledworkers and the support staff who are the unskilled staff. Since thesupport staffs were large in number and most of them neededassistance with answering of the questionnaire, the researchersubdivided group into two. This made the number of study populationto be four.

3.4. 1. Determination of the Sample Size

The selection of respondents in any research is amongst the mostimportant tasks in any project (Kitchin and Tate, 2000). This studywas based on a sample frame of Amazon warehouses in New York. Theselection of the warehouse took into consideration employees workingin various departments. This included the accountants, shelvesattendants, packaging attendants, drivers, technicians, cleaners,supervisors and managers.

3.4.1. Sampling Techniques

This study used the stratified sampling technique. This was mainlybecause of the nature of population as well as the behavioralpatterns of their professions. For instance, drivers were likely tobe on transit. Stratified sampling is a type of probability samplingmethod where the research is divided into different strata orsubgroups and final subjects selected proportionally from thedifferent strata. According to Silverman (2005), stratified samplingis important in any research as it increases the statisticalefficiency of the research and enhances adequacy of data fordifferent strata analyses. Stratified sampling was used in this studyto ensure that all the employees from various departments were wellrepresented.

The distribution of the population is as shown in the table below.

Respondents

Total

Shelve attendants

20

Packaging attendants

20

Cleaners

17

Drivers

15

Technicians

7

Supervisions

8

Managers

13

Total

100

Source: Researcher’s Survey data, 2015

3.5. Methods of Data Collection

Data collection methods refer to the processes that help in gatheringthe needed data that will help in making informed decisions. Two mainmethods of collecting data were used. These are the primary andsecondary data collection techniques. In this particular research weare going to use in line with the objectives of the project both datacollection methods. With this different data secondary and primarydata, we shall do analysis through table comparisons, percentageanalysis and graph analysis. The collected data concerned the workingenvironment and its significance in job satisfaction.

3.5.1. Primary Data Collection

Theprimary data of this study was collected through the issue ofquestionnaires and interviews to the company employees of variouslevels. The primary data was very helpful in the process of graphing,charting and quantification of the given information of the salientpoints through the measures of different metrics on the variouslevels of employee satisfaction of the working environment.

3.5.2. Secondary Data Collection

Thecollected secondary data was retrieved from different relevantliterature from the previously materials by the peers and many otheracademic sources such as academic journals, magazines and newspapers.This particular collected data was used mainly as a benchmark sincethey had already been accurately validated and authenticated. Thesecondary data helps in facilitation and determination of thequestions within the research questionnaire.

Survey research method was completed by distributing copies of thestructured questionnaire to the respondents. A structuredquestionnaire allows respondents alternative options based on theirclose approximates.

3.6. Instrument and measurements of Research

The main research instrument used on this project is questionnaire.Most of the questions in the questionnaire have been retrieved fromthe questionnaire by Rassow (2003) concerning job satisfaction andwork environment, with some modifications to fit the context of thecurrent research.

The steps below were followed in performing the design of theresearch instrument:

  1. Pilot study: this was conducted in order to develop the reliability and availability of the questionnaire tool in wordings, question sequencing, content and bias. This provided a means of brainstorming and testing the relevance of questionnaire to the warehouse environment

  2. Unstructured interviews: they were carried with the managers and supervisors. This was meant to make sure all the required questions within the study were easy and simple to understand.

  3. Finally the stage entailed the dispersion of the adopted questionnaire to the attendants, drivers, technicians, packaging attendants and accountants.

3.6 Questionnaire

The areseveral strategies that were involved in the distribution of thequestionnaire. One of the most effective ways was through directemails for the employees of the company. Some of the questionnaireswere self administered to the for those employees who neededexplanations and visual aids such as charts to be able to givecorrect responses. Since more than 80% of amazons employees did notwith a phone within their reach, we did not manage to use phonesurveys.

Thisquestionnaire comprise of over 150questions that are meant to help in obtaining data of differentaspects from the employees concerning their work environment and jobsatisfaction. The main reason we have this number of questions is tomake sure that all the data required for the study have been covered.

Throughthe use of IBM SPSS statistics, the feature we used is the textanalytics, collaboration and deployment we managed to collate thedata we collected in the questionnaire into a more sensible set ofinformation given on the table below.

3.7. Data Analysis

Athorough pilot study was conducted long before the research study wasconducted. This involved a small number of respondents of the samegroup that was intended to be researched in on the final project. Italso involves the process of modeling and transformations of the rawdata into the required information that will highly support thedecision making process and give a suggestion on the conclusions. [ CITATION Ada07 l 2057 ]. Data analysis was done by the use of IBM SPSS to evaluate thepercentages that were used to determine the level to which employeesfeel satisfied/dissatisfied with their workplace environment.

3.8. Pilot Study

A pilotstudy was carried out before the major research was conducted thispilot project was conducted on a minimal respondent’s number ascompared with the main study. The pilot projected targeted the samepopulation that was intended to provide data for the final project.The pilot study aimed at investigating the feasibility of the currentproject to help in detecting any flaws in instruments of datacollection, length of questions, design of the questions and timespent in each question.

During this pilot testing, 10 questionnaires were administered to therespondents and results were evaluated. According to Basit (2010),5-10 questionnaires are enough to help in identifying problems withthe questionnaire.

3.8.0 Results

Interpretationof questionnaire responses

The grid below was used by therespondents to answer the questions in which the responses have beeninterpreted and explained

1

Disagree Completely

2

Disagree

3

Not Sure

4

Agree

5

Agree Completely

Mentalenvironment

1

Hours worked each week is fair.

1 2 3 4 5

2

Flexibility in scheduling is convenient

1 2 3 4 5

3

Location of work is convenient for you

1 2 3 4 5

4

Amount of paid vacation time/sick leave offered is enough?

1 2 3 4 5

The respondent completely agreedthat the amount of time that they work each work in the company isfair. This is because they only work 8 hours a day in five days ofthe week. He also agreed on the flexibility of scheduling as theyconveniently take shifts with his workmates on a good schedule. Theamount paid within the vacation period and the sick leave they areoffered is not enough as he disagrees on this. He state that they aregiven a week sick leave and that they only get little time in timesof vacations.

Physicalenvironment

1

You are provided with all the required materials you need at work

1 2 3 4 5

2

Quality tools and machines for use are always available

1 2 3 4 5

3

Repairs in case of damage on the tool are done immediately

1 2 3 4 5

4

It is the responsibility of the worker who the tool got damaged while using it to replace.

1 2 3 4 5

The respondent has agreed that thecompany provides them with the tools that they require for their joband therefore they don’t have problems with machines and otherrequirements. She has mentioned not to be sure of whether the toolsthat they have are the best quality as she does not know if there arebetter one. She has disagreed partially that the damaged tool arerepaired immediately and that it is the responsibility of theemployee who damaged the machines since it depends on the situation.

Socialenvironment

1

I like my supervisor

1 2 3 4 5

2

I enjoy working with my workmates

1 2 3 4 5

3

I constantly get into a fight with my workmate due to work related issues

1 2 3 4 5

4

I have a chance of getting a promotion if I work well with everyone

1 2 3 4 5

The respondent has agreed on thefact that he likes his supervisor because they understand each otherand have a good working relationship. The respondent has alsocompletely agreed to be enjoying working with his workmates as theyare helpful. The respondent disagrees having any fights with theother work mates. This shows that the respondent could be havinglittle fights with other employees.

3.8.1Assessment of internal reliability

Reliabilitytest

The table bellow shows thereliability test for each of the items that were used in the scale tomeasure the dimensions of the dependent and the independentvariables.

Variable

No of items

Cronbach’s Alpha

eWOM quantity

eWOM quantity

eWOM quantity

eWOM credibility

employee loyalty

6

4

7

5

6

0.785

0.787

0.789

0.786

0.786

The reliability test depicts thatthe scale is completely reliable and therefore the cronbach’s alphafor all the item that have been used is 0.7 this show the internalconsistency that is guaranteed. Any value of cronbach alpha that ishigher than 0.7 is considered to be consistent.

Hypothesisdiscussion

The three independent variableswhich are physical environment, social environment and mentalenvironment show to have significant positive relationship with thedependent variable employee loyalty.

3.8.2Item reliability statistics of B, C, D, E

The method that has been used in this project to create a total scorefrom the Likert Items is just the sum of each of the items where theresponses have been numerically coded with 1 representing theresponse that is associated with the lowest amount of the measuredattribute and N. N represents the number of response options thatrepresents the highest amount of the measured attribute. In thisproject B=2 C=3 D=4 E=5, this assumes that the item is one for whichthe agreement indicates to be having the highest amount of themeasured attribute. In order to clearly demonstrate item analysisusing SPSS for this project, for each of the 30 respondents that wehave the scores on each of the Linkert Items, The scale is intendedmeasure the reliability of the items used. The table below shows asummary of the item reliability for items B, C D, E for each of thefirst ten questions. The highlighted questions have low correctedItem Total correlation.

  1. Data Analysis and Discussion

In thisparticular chapter we are going to carry out a data analysis on theresearch that we carried out. During the research we managed to get atotal of 180 responses, and the tests that were carried out on theresearch were linear multiple recreation, Reliability tests, Pearson’Correlation analysis and their descriptive statistics. A positiverelationship was indicated between the variables and this is clearlydiscussed under Hypothesis discussion and testing.

Respondents profile

Thedata obtained was collected within three weeks and the total rate ofresponse was 90%. We expected to distribute the questionnaire and geta response from 200 respondents but we managed to get 180. Bellow isthe breakdown table of the respondents’ demographic profile.

Demographic variables

Number

Percentage %

Age

18-22

23-27

28-33

34-39

39 and above

2

67

25

76

10

1.11%

37.22%

13.88%

42.22%

5.55%

Gender

Male

Female

123

57

68.33%

31.67%

Ethnicity

Chinese

Yemen

Pakistani

Maldivian

Indian

Thai

Malay

2

14

40

35

4

72

13

1.11%

7.77%

22.22%

19.44%

2.22%

40%

7.22%

Education

High school

Diploma

Undergraduate

Masters

Doctorate

0

78

94

5

3

0%

43.33%

52.22%

2.77%

1.67%

Multilinearregression analysis

Model Summary

Model

R

R Square

Adjusted R Square

Std. Error of the estimate

1

.647

.446

.736

.466578

The results of the given multiplelinear regression indicate that 47.6% of the given variance withinthe dependent variable, employee loyalty. This is clearly explainedusing the electronic word-of-mouth.

Model

Unstandardized Coefficients

Standard coefficients

B

Std. Error

Beta

t

Sig

Constant

eWOM Credibility

.674

.985

.123

.143

.245

3.879

3.573

.000

.000

eWOM Quantity

eWOM Quantity

eWOM Quantity

.267

.280

.889

.087

.076

.984

.287

.325

.367

3.278

2.784

2.467

.003

.000

.000

Dependent variable, employeeloyalty

The eWOM table above shows which ofthe given three variables which are physical environment, mentalenvironment, and social environment has greater relationship with thedependent variable employee loyalty. The given eWOM credibility showspositive relationship with employee loyalty the p-value is greaterthan 0.05.

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APENDIX A

Employeesatisfaction survey at Amazon Company

PilotProject

This questionnaire is intents to collectresearch data on Job satisfaction by the employees of AmazonWarehouse Company. The participation on this survey is completelyvoluntary and confidential. The information you provide here will beused mainly for the study.

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Disagree Completely

2

Disagree

3

Not Sure

4

Agree

5

Agree Completely

Kindlyanswer the entire questionnaire

1

My job is enjoyable.

1 2 3 4 5 6

2

There is really too little chance for endorsement on my job.

1 2 3 4 5 6

3

My manager is quite capable in doing his/her job.

1 2 3 4 5 6

4

I am not satisfied with the benefits I receive.

1 2 3 4 5 6

5

I have too much rules and regulations.

1 2 3 4 5 6

6

Many of our set of laws and measures make doing a good job hard.

1 2 3 4 5 6

7

I like the populace I labor with.

1 2 3 4 5 6

8

From time to time I feel my job is worthless.

1 2 3 4 5 6

9

Job assignments are not fully explained.

1 2 3 4 5 6

10

I have too much official procedure.

1 2 3 4 5 6

11

Those who do well on the job are in good position a fair chance of being promoted.

1 2 3 4 5 6

12

My administrator is unjust to me.

1 2 3 4 5 6

13

I don`t feel my efforts are satisfied the way they should be.

1 2 3 4 5 6

14

I do not feel that the job I do is respected.

1 2 3 4 5 6

15

My hard works to do a good job are not often barren by red tape.

1 2 3 4 5 6

16

I find I have to work harder at my job because of the ineffectiveness of populace I work with.

1 2 3 4 5 6

17

I like doing the things I do at work.

1 2 3 4 5 6

18

The objectives of this business are not apparent to me.

1 2 3 4 5 6

19

I feel unrewarded by the Amazon Company when I think about what they pay me.

1 2 3 4 5 6

20

People get to the front as fast here as they do in other places.

1 2 3 4 5 6

21

My administrator shows too little concentration in the thoughts of subordinate.

1 2 3 4 5 6

22

The benefit enclose we have is reasonable.

1 2 3 4 5 6

23

There are few rewards for those who work here.

1 2 3 4 5 6

24

I have too much to do at work.

1 2 3 4 5 6

25

I take pleasure in my workmates.

1 2 3 4 5 6

26

I often feel that I do not know what is happening in Amazon Company.

1 2 3 4 5 6

27

I feel a sense of self-importance in doing my job.

1 2 3 4 5 6

28

I feel pleased with my probability for salary increment

1 2 3 4 5 6

29

There are reimbursements we do not have which we should have.

1 2 3 4 5 6

30

I like my director.

1 2 3 4 5 6

Employeesatisfaction survey at Amazon Company

MainProject

This questionnaire is intents to collectresearch data on Job satisfaction by the employees of AmazonWarehouse Company. The participation on this survey is completelyvoluntary and confidential. The information you provide here will beused mainly for the study.

PART1GENERALINFORMATION

  1. Occupation: _

  2. How long have you worked for Amazon company?_

  3. What previous positions have you held with Amazon Company?

  1. What is your job title? _

  2. How long have you held your current position? _

  3. Briefly describe your work responsibilities (as you would on a resume):

  1. What is your relationship status (E.g. single, married, cohabiting, divorced, etc)

  2. What is your age bracket?

18-24

25-31

32-38

39-above

PART2

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Not Satisfied

At All

2

3

Somewhat

Satisfied

4

5

Extremely Satisfied

Kindlyanswer the entire questionnaire

10

Hours worked each week.

1 2 3 4 5

11

Flexibility in scheduling

1 2 3 4 5

12

Location of work

1 2 3 4 5

13

Amount of paid vacation time/sick leave offered

1 2 3 4 5

14

Salary

1 2 3 4 5

15

Benefits (Health insurance, life insurance, etc.)

1 2 3 4 5

16

Job Security

1 2 3 4 5

17

Recognition for work accomplished

1 2 3 4 5

18

Relationships with your co-workers

1 2 3 4 5

19

Relationship(s) with your supervisor(s)

1 2 3 4 5

21

Relationships with your subordinates (if applicable)

1 2 3 4 5

22

Opportunity to utilize your skills and talents

1 2 3 4 5

23

Opportunity to learn new skills

1 2 3 4 5

24

Support for additional training and education.

1 2 3 4 5

25

Variety of job responsibilities

1 2 3 4 5

26

Degree of independence associated with your work roles

1 2 3 4 5

27

Adequate opportunity for periodic changes in duties

1 2 3 4 5

28

Number of coworkers

1 2 3 4 5

PART3

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Disagree Completely

2

Disagree

3

Not Sure

4

Agree

5

Agree Completely

Kindlyanswer the entire questionnaire

29

My job is enjoyable.

1 2 3 4 5 6

30

There is really too little chance for endorsement on my job.

1 2 3 4 5 6

31

My manager is quite capable in doing his/her job.

1 2 3 4 5 6

32

I am not satisfied with the benefits I receive.

1 2 3 4 5 6

33

I have too much rules and regulations.

1 2 3 4 5 6

34

Many of our set of laws and measures make doing a good job hard.

1 2 3 4 5 6

35

I like the populace I labor with.

1 2 3 4 5 6

36

From time to time I feel my job is worthless.

1 2 3 4 5 6

37

Job assignments are not fully explained.

1 2 3 4 5 6

38

I have too much official procedure.

1 2 3 4 5 6

39

Those who do well on the job are in good position a fair chance of being promoted.

1 2 3 4 5 6

40

My administrator is unjust to me.

1 2 3 4 5 6

41

I don`t feel my efforts are satisfied the way they should be.

1 2 3 4 5 6

42

I do not feel that the job I do is respected.

1 2 3 4 5 6

43

My hard works to do a good job are not often barren by red tape.

1 2 3 4 5 6

44

I find I have to work harder at my job because of the ineffectiveness of populace I work with.

1 2 3 4 5 6

45

I like doing the things I do at work.

1 2 3 4 5 6

46

The objectives of this business are not apparent to me.

1 2 3 4 5 6

47

I feel unrewarded by the Amazon Company when I think about what they pay me.

1 2 3 4 5 6

48

People get to the front as fast here as they do in other places.

1 2 3 4 5 6

49

My administrator shows too little concentration in the thoughts of subordinate.

1 2 3 4 5 6

50

The benefit enclose we have is reasonable.

1 2 3 4 5 6

51

There are few rewards for those who work here.

1 2 3 4 5 6

52

I have too much to do at work.

1 2 3 4 5 6

53

I take pleasure in my workmates.

1 2 3 4 5 6

54

I often feel that I do not know what is happening in Amazon Company.

1 2 3 4 5 6

55

I feel a sense of self-importance in doing my job.

1 2 3 4 5 6

56

I feel pleased with my probability for salary increment

1 2 3 4 5 6

57

There are reimbursements we do not have which we should have.

1 2 3 4 5 6

58

I like my director.

1 2 3 4 5 6

PART4

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Not Satisfied

At All

2

3

Somewhat

Satisfied

4

5

Extremely Satisfied

59

your base pay?.

1 2 3 4 5 6

60

your bonus?.

1 2 3 4 5 6

61

Your career progression at the Company thus far?.

1 2 3 4 5 6

62

Your possibilities for future career progression the Company?

1 2 3 4 5 6

63

The vacation time you receive?

1 2 3 4 5 6

64

The retirement plan

1 2 3 4 5 6

65

The medical insurance

1 2 3 4 5 6

66

The vacation time I receive

1 2 3 4 5 6

67

the process used to determine annual raises

1 2 3 4 5 6

68

Other benefits offered by the company

1 2 3 4 5 6

69

Your annual raise

1 2 3 4 5 6

70

How your supervisor treats you

1 2 3 4 5 6

71

How your listens to you’re susggestions

1 2 3 4 5 6

72

Does your supervisor support you to do your best

1 2 3 4 5 6

73

Does your supervisor promote good working environment.

1 2 3 4 5 6

74

Your supervisor evaluate your work regularly

1 2 3 4 5 6

75

Your supervisor provides you with workable solutions

1 2 3 4 5 6

76

You have a lot of questions concerning your supervisor

1 2 3 4 5 6

77

It is easy to get along with colleagues

1 2 3 4 5 6

78

The morale in your department is very high

1 2 3 4 5 6

80

People within your department communicate well

1 2 3 4 5 6

81

The benefit package we have is equitable.

1 2 3 4 5 6

82

There are few rewards for those who work here.

1 2 3 4 5 6

83

I feel underutilized in my job .

1 2 3 4 5 6

84

I enjoy my coworkers.

1 2 3 4 5 6

85

I often feel that I do not know what is going on with the organization.

1 2 3 4 5 6

86

I feel a sense of pride in doing my job.

1 2 3 4 5 6

87

I feel satisfied with my chances for salary increases.

1 2 3 4 5 6

88

There are benefits we do not have which we should have.

1 2 3 4 5 6

89

I am satisfied with my working department

1 2 3 4 5 6

90

The company clearly conveys its missions to the employees

1 2 3 4 5 6

91

I agree with the overall mission of the company

1 2 3 4 5 6

92

I understand how my missions align with the company

1 2 3 4 5 6

93

There is too much bickering and fighting at work.

1 2 3 4 5 6

94

My job is enjoyable.

1 2 3 4 5 6

95

Work assignments are not fully explained.

1 2 3 4 5 6

96

I feel like I am part of the company

1 2 3 4 5 6

97

People get ahead as fast here as they do in other places.

1 2 3 4 5 6

98

There is good communication between the employees and the managers of the company

1 2 3 4 5 6

99

The benefit package we have is equitable.

1 2 3 4 5 6

100

There are few rewards for those who work here.

1 2 3 4 5 6

101

I have too much to do at work.

1 2 3 4 5 6

102

I enjoy my coworkers.

1 2 3 4 5 6

103

I recommend this company as a good place to work

1 2 3 4 5 6

104

I feel a sense of pride in doing my job.

1 2 3 4 5 6

105

I feel satisfied with my chances for salary increases.

1 2 3 4 5 6

106

There are benefits we do not have which we should have.

1 2 3 4 5 6

107

I like working for this company

1 2 3 4 5 6

108

I have too much paperwork.

1 2 3 4 5 6

109

I don`t feel my efforts are rewarded the way they should be.

1 2 3 4 5 6

110

I am satisfied with my chances for promotion.

1 2 3 4 5 6

111

There is too much bickering and fighting at work.

1 2 3 4 5 6

112

My job is enjoyable.

1 2 3 4 5 6

113

Work assignments are not fully explained.

1 2 3 4 5 6

PART5

Thispart of the questionnaire has multiple choices for the questionsyou are highly advised to choose one that describes your opinion.

114. Company

I enjoy working at Amazon company

I feel satisfied at Amazon company

I am proud to tell others I work for Amazon company

I can see how I contribute to Amazon company bottom line

I am made to feel that I am an important part of Amazon company

115. Personal Satisfaction

I receive personal satisfaction from doing a good job

I get a sense of personal accomplishment from my work

I receive a lot of satisfaction from my job

My job is rewarding

I like my job

I like my work

I like what I do for a living

I feel satisfied in my job

I like the kind of work I do

My work gives me a feeling of personal accomplishment

My job is enjoyable and challenging

116. Engagement

I enjoy coming to work

Considering everything, I am satisfied at this Company

I enjoy working at this Company and intend staying for the foreseeable future

It is important to me to feel appreciated at work.

117. Friends and Co-Workers

I have good working relationships with my co-workers

I have made new friends through work

I am happy to encourage friends and colleagues to work at this Company

118. My Department

I feel good about working in My Department

119. Resources

I have all the tools and equipment I need to do my job well.

120. Success

At work I have the opportunity to do what I do best everyday

I feel the organization is successful

121. The Survey

I feel that this Employee Opinion survey will help Amazon company measure satisfaction of employees

I feel that this Employee Opinion survey will help Amazon company measure satisfaction of employees

PART6

Forthis part of the questionnaire, you asked to kindly answer with themost appropriate choice depending on your opinion.

122. Would you refer others who are seeking employment to Amazon Company?

Yes No

123. Would you refer others who are seeking employment to Amazon Company?

Yes No

124. What are you most and least satisfied with at Amazon Company?

Yes No

125. Would you change your current working conditions?

Yes No

126. What is the most important thing you would like to see Amazon company do to improve as a place to work?

Yes No

127. Promotions are based purely on merit and performance

Yes No

128. We hold promotions every year

Yes No

129. We fund our employees to attend seminars/workshops

Yes No

130. We engage the employees during policy making

Yes No

131. We hold trainings for our employees

Yes No

132. Managers and Supervisor well treated

Yes No

132

The leadership is very effective in communicating the policies to the employees to avoid issues with uncertainty

YES

NO

133

Employees are incorporated during the decision making process and their opinions considered

YES

NO

134

There are no employee clusters in the warehouse

YES

NO

135

Trainings on safety are done on regular basis

YES

NO

136

Emergency response system in the warehouse is perfect

YES

NO

137

All employees are given PPEs

YES

NO

138

The warehouse is free of noise

YES

NO

139

The lighting condition is perfect

YES

NO

140

All the shifts are well catered for in terms of temperature extremes

YES

NO

142

The air conditioning is perfect

YES

NO

143

The warehouse I work in is well ventilated

YES

NO

144

There are amicable ways of handling issues of salaries and leave days

YES

NO

145

There are amicable ways of handling issues of salaries and leave days

YES

NO

146

My supervisors should try and change to the better from the way they treat employees

YES

NO

147

I am satisfied with the leadership and supervision of this warehouse

YES

NO

148

The management provides feedback on performance and evaluation of employees

YES

NO

149

Employees are incorporated during the decision making process and their opinions considered

YES

NO

150

The leadership is very effective in communicating the policies to the employees to avoid issues with uncertainty

YES

NO

We take this opportunity toappreciate you for your participation in this survey, your responsesare very helpful in this study and we highly appreciate.

THANK YOU!!!!

Table of Contents

Tableof Contents

DECLARATION 2

DEDICATION 3

ACKNOWLEDGEMENT 4

Abstract 5

Chapter One 9

1.0. Introduction 9

1.1. Background of the Study 9

1.1.1. Background to Amazon Warehouse 10

1.1.2. Working Environment at Amazon Warehouse New York 10

1.2 Problem Statement 12

1.3 Research Objectives 13

1.4 Research Question 13

1.5. Conceptual Framework 14

1.6 Hypotheses 15

1.7 Significance of the study 16

2.2. The Concept of Job Satisfaction 18

2.3. Job Satisfaction in a Warehouse Environment 19

2.4. Employee Loyalty (dependent Variable) 21

2.5. Physical Environment (Independent Variable) 22

2.6 Mental Environment (Indpendnent Variable) 22

2.7. Social Environment (Independent Variable) 22

2.8. Relationship between variables 23

2.8.1. The relationship between Physical Environment and Employee loyalty 23

2.8.2. The relationship between Mental Environment and Employee Loyalty 23

2.8.3. The relationship between Social Environment and Employee Loyalty 24

3.0. Methodology 26

3.2 Research Design 26

3.2.1 Descriptive research design 26

3.2.2. Exploratory research design 27

3.3. Study Population 27

3.4. Determination of the Sample Size 27

3.5. Sampling Techniques 28

3.6. Sampling Frame 28

3.7. Research Instrument Design 28

3.8. Pretesting Pilot Study 29

3.9. Division of Questionnaire 29

3.10. Unit of Analysis 30

3.11. Data Collection Method 30

3.11.1. Primary Data Collection 30

3.11.2. Secondary Data Collection 30

3.12. Validity and Reliability of the Research 31

3.13. Data Analysis and Presentation 31

3.14. Multicollinearity 31

4.3 Respondent Profile 32

4.3.1. Gender and Age 33

4.3.2. Salaries 33

4.3.3. Years Worked with Amazon 34

4.4 Analysis Procedure 34

4.5 Mental Environment 34

4.6 Physical Environment 37

4.7 Social Environment 39

4.8. Management Issues 42

4.8 Result of Hypotheses Testing 44

4.9. Summary of Hypotheses Testing. 45

5.0. DISCUSSION, LIMITATION, RECOMMENDATION AND CONCLUSION 46

5.1 Introduction 46

5.2 Discussion on 1st Research Question 46

5.3 Discussion on 2nd Research Question 47

5.4. Discussion on 3rd Research Question 47

5.5. Discussion on 4th Research Question 48

5.6. Implication of the Study 48

5.6. Limitation and Recommendation for Future Study 49

5.7. Conclusion 49

References 50

Appendix 54

Questionnaire 54

ChapterOne

  1. Introduction

The current business environment is America is quite competitive.Therefore, in order to deal with the trends, most businesses havebeen changing their internal operations with their main focus beingthe teamwork, modularity, productivity and expanded functionality.Furthermore, the understanding of the global business has triggeredthe need to remain competitive in terms of human assets.

The employers are in constant quest for opportunities that can enablethem maximize the productivity of their employees as well as proveeffective working environment. According to Boro et al. (2001),companies must realize the need of good working environment so thatthey can be able to increase productivity, retain quality personneland maintain a high competitive edge. The increased focus onproductivity of employees results in an increase in employee stress.This implies that the increased pressure of employees to producehighly and associated pressures involved therewith can be very riskyto businesses. Therefore, any effort to reduce employee stress andimprove the working conditions is critical for the success of anybusiness.

The current research sought to determine the relationship betweenworking environment and job satisfaction of the employees in anorganization. The case study company was Amazon Warehouse in New Yorkwhich majorly deals electronics, books, tools and equipment.

1.1. Background of the Study

Employee satisfaction refers to the conduciveness of the workplaceenvironment. Work place environment include all the aspect thataffect the mind and body of the employee. According to research it isclear that the mental, physical and social environment of an employeegreatly affect their level of performance, satisfaction, loyalty andretention of the employees.

An ideal working environment should ensure ease of effort as well aseliminate all causes of worry, anxiety and frustration. Any effort tominimize fatigue, congenial, boredom and monotony enhances employee’sjob satisfaction. Normally, a work environment comprises of amechanical, economic and psychological aspects. Any effectisve workenvironment makes the employees happier in their roles, and thisultimately influences the growth of an organization.

The working environment concept is comprehensive in nature, workingenvironment involves the social, psychological and the physicalaspects of that determines the working conditions of the employees.The working environment can have either a positive of negative effecton the welfare of the employees depending on the conditions that havebeen put in place. In simple terms, a work environment can be definedas the environment where people work. In its wide category, a workenvironment incorporates the physical scenery like equipment, heatand noise, job fundamentals such as complexity, task and workload,extensive business features such as history and culture, and anyother business background such as workers relation and industrysetting.

Nevertheless, all aspects of a working environment are verysignificant for the resulting job satisfaction of the employees.

      1. Background to Amazon Warehouse

The map below shows the various locations in United States. This casestudy analysis was done Amazon New York.

      1. Working Environment at Amazon Warehouse New York

It is said that the Germany hashigh likelihood of dismissing any strike by the unions on pay rise inAmazon warehouses (Du Brin, 2014). The warehouse presents the modelof modern innovation. Amazon among the biggest employers with over100,000 employees. Nevertheless, the way the company treats theemployees has become a very big issue currently. The company shouldtherefore tackle its head-on before it destroys the public image andbecome “Walmart of the Web”.

Emails received by Eldelwich (2015)reveals the series of brutal life that the employees undergo insidethe Amazon Warehouses. Temporary employees have to toil through thefreezing conditions. According to some of the emails, most of theemployees skive rest and lunch breaks since the warehouses are toobig and may take several minutes of walking to travel to and from theworkplace.

The Morning Call, a Pennsylvania’spublication, revealed a series of stories about the Amazonwarehouses. Some of the reports revealed extremely hot conditionswhere the workers fainted and were carried on stretchers byparamedics. In terms of compensation after an employee gets sick, theAmazon’s agency in charge of unemployment for temporary workersdenies them the pay. According to Mother Jones, any employee whodared shed a tear during work time would be fired. According to theAmazon’s management, there is no need of keeping an emotionalperson, especially in such an economy (Edem and Lawal, 2006).

An anonymous account reveals thatthe trainings that employees undergo in Amazon can be liked to onebeing in prison. He noted

&quotMy initial thought was this is prison, the comparisons wereobvious. I felt like asking anyone sitting by me or standing in linenext to me `so, what are you in for?` It would have been a completelyappropriate question.”

Another major factor cited out inAmazon as far as working conditions is involved include bias in thehiring process. It was noted that Amazon mostly employs temps, and assuch, the quality of work stay and pay remains relatively low.Despite the fact that the workers in Amazon warehouse are paid $11per hour which is far much higher than the federal level of $7.25,the temp employees have a high likelihood of publishing theirnightmare tales at Amazon than the media relations at Amazon canrebut (Evans, 2007).

Amazon warehouses are mostlylocated in suburban or semi-rural areas. This makes most employeesfeel exploited, not just a mere accidental side effect of making theends meet by saving some money. The operating income in Amazon in2014 was just 1% of the total revenues. For Walmart, the operatingincome was 6%. This reflects a thinner margin for Amazon whencompared to Walmart. Hence, Amazon appears to be more incentivized toexploit the employees than Walmart.

Amazon should make efforts to getahead of this. Building Amazon as taken a lot of time and hard work.The CEO, Jeff Bezos has been key in making Amazon a success. It iscritical to note that building may take a lifetime but demolishingcan take seconds. It can just take less than a year for Amazon brandto be converted into into a chiseling byword. The time is now thatthe management should act before things ran out of control (Edem andLawal, 2006).

1.2 Problem Statement

Recent trends in job satisfaction have received a considerableattention in many businesses. Studies by Bowen and Ostrof (2004)reveal that job satisfaction is a significant factor as far as themorale, turnover, regularity in work and productivity of theemployees is concerned. Cockburn and Perry (2004) indicates that thelevel of effort and dedication of employees is greatly affected byperceived satisfaction experienced.

Many businesses have failed in understanding the importance of theworking environment to the job satisfaction of their employees(Fourie, 2004). This renders an organization very weak internally inits capacity to introduce innovative products as well as outshinetheir competitors. An employee should be considered as a criticalasset in achieving the mission and the vision of the business. Inorder to meet the standards set by the organization, the workingenvironment should allow the employees work freely without anyrestraint.

Nevertheless, research shows that many organizations lack propersystems to establish effecting working environment for theiremployees. The working environment differs based on the type of theorganization and the nature of the products they deal with. Forinstance, a metal smelting factory requires proper air conditioningand constant medical checkups on the parts per million of themetallic elements inhaled (Ford, 2002).

The recent publications by Gawker revealed some merciless series ofmails that describe the inside life at the Amazon warehouses inAmerica. It was revealed that temporary employees had to toil throughthe freezing conditions with no lunch breaks or rests since walkingacross all the warehouses take several minutes due to the huge sizesof the warehouses.

Also, the Pennsylvania’s Morning Call Publication has shown how theworkers normally faint in Amazon warehouses due to lack of airconditioning. Also, workers who fell sick never get compensated andif they burst into tears after losing the job, their supervisorsnormally tell them that their positions are required by over 16people. These, amongst other factors, have led to poor workingenvironment and very low job satisfaction among employees in AmazonWarehouse.

Therefore, this research aimed at addressing the issues of workingenvironment and how it affect job satisfaction of the employees, withAmazon Warehouse being the best case study.

1.3 Research Objectives

This research was based on the objectives below

  1. To study the working environment of Amazon warehouse

  2. To examine overall satisfaction level of employees in Amazon warehouse

  3. To study the factors effecting working environment of the Amazon Warehouse

  4. To evaluate the effects of working conditions to the employees in Amazon

1.4 Research Question

This research was based on theresearch questions below

  1. How is the working environment at Amazon warehouse?

  2. To what extent are the employees at Amazon Warehouse satisfied in their delivery of the services?

  3. What are the major factors effecting working environment?

  4. Does working conditions influence the employee job satisfaction?

1.5. Conceptual Framework

This research relied on the“Conceptual Model of Organizational and Personal factors andOutcomes” by Moos 1994 in developing a work environment scale.According to the model, a work environment comprises of threeworkplace perspectives. These include the social informationprocessing, sociotechnical perspective and human relations approach(Moos, 1976). The human relations approach entails the qualityrelationships among the management and employees. Sociotechnicalperspective encompasses the work stressors arising from nature of theperformed tasks and organization of the workgroups. The socialinformation processing entails appraisal of work situation by theemployees.

Therefore, the model presents thejob satisfaction and work environment and emphasizes on how variousemployees get affected by the issues emanating from workingenvironment. The work environment scale developed by Moos, measuresthe work climate using three domains of individual’s involvementwith the environment, support and cohesiveness, personal growth thatencompasses work pressure, task orientation and autonomy subscales,and domain of system maintenance changes that include the basicdimensions of innovation, physical comfort, control and factors ofclarity.

Working Environment

Job Satisfaction

1. Physical Environment:

  • Air Conditioning

  • Temperature

  • Noise

  • Ventilation

2. Mental Environment

  • Supervisor relationships

  • Involvement in decision making

  • Involvement in policy making

  • Equality in employment

Employee Loyalty

  • Sense of Identity

  • Increased Loyalty

  • Increased Performance

  • Increased commitment

  • Increased sense of identity

3. Social Environment:

  • Behaviors

  • Attitudes

  • Status

Conceptual Framework, Source:Researcher’s 2015

1.6Hypotheses

In order to get answers theresearch questions in this paper, the below the hypotheses were used.

H1: The relationship between the physical environment and theloyalty of the employees to the company.

H2: The relationship developed between the mental environmentof the employees and the employee loyalty

H3: Therelationship developed between the social environment and theemployee loyalty.

1.7 Importance of the study&nbsp

This study aimed at identifying the influence of the workingenvironment on employee satisfaction. The environment includes thephysical, mental and social sections of the environment. The studyattempted to contribute to the strategic theory development bytesting the effects of working environment the job satisfaction ofthe employees. The final conclusions of the study will influence theefforts in coming up with workplace practices and environment thatpromotes employee loyalty and consequent job satisfaction andretention.

This study is critical as it highlights the main factors that theemployers, Amazon Warehouse being one of them, should adopt in orderto enhance job satisfaction among the employees. The management ofdifferent businesses and diverse organizations will find thisresearch helpful in improving the various sections of the workingenvironments of their employees and bringing about job satisfaction.An employee who achieves success in employment and whose needs arewell met in workplace will always strive to maintain excellence inhis/her role. Furthermore, the study will be critical in manyorganizations as it recommends adoptable strategies and policies thatare critical in mitigating the problems faced by employees in theworking environment that leads tissues of job satisfaction (Hill, &ampCharles, 2008 Rao, &amp Subba, 2010).

The current study is significant in the areas outlined below.

  • Amazon Warehouse, New York: The findings will assist the management in Amazon to re-examine their workplace environment and the effects it has to employees’ loyalty. This study will enable the Warehouse determine if their employees are contented with current working conditions and establish the avenues through which improvements can be made to ensure that the warehouse achieve greater employee satisfaction and high retention.

  • Warehouse business operators: The warehouse operators can understand their strengths and weaknesses in handling workplace environment issues and come up with ways of promoting greater employee loyalty through enhancement of the working conditions. Knowledge of conducive workplace environment will be crucial to the warehouses businesses when planning for their workplace environment initiatives. This will help them achieve their organizational goals, which include but not limited to greater employee loyalty through promotion of better working physical, mental and social working environment.

  • Broadened knowledge: employees are the heart of the company and work environment act as the topmost driver in enhancing job satisfaction and employee loyalty. Therefore, this study adds to the facts that are linked to working environment and employee satisfaction. Ultimately, the study makes a noteworthy contribution to the topic on how working environment influence the satisfaction of employees. This extends the corporate thinking on facilitation of good workplace environment and contributes to literature on management of satisfaction of employees.

Chaptertwo2.0.Literature Review&nbsp2.1Introduction

This chapter precisely presents the literaturereview on working environment and the workers job satisfaction. Thereview of literature was based on the dependent and the independentvariable. The dependent variable has been identified during theresearch to be the loyalty of the employees while the independentvariables are the physical, mental and social the environment. Thevarious variables have helped in development of the basics of theconceptual framework.

2.2. The Concept of Job Satisfaction

The employee satisfaction has been one of the major research areas,especially amongst the organizational psychologists (Denisson, 2006).From a humanitarian perspective, human beings deserve fair treatment.Job satisfaction reflects the extent of treatment of the employees bythe organization (Dwyer, &amp Robert, 2007 Appleyard, &amp Dennis,2005). Managers in most organizations are required to share theconcerns of job satisfaction amongst the employees.

According to Ferrell (2005), thesatisfaction level of employees affects the organization performance.It is therefore obvious, from the employees’ point of view thatmany workers will always yearn for fair treatment. On the other hand,the organization benefits from satisfied employees who always givequality work and have very high productivity. The satisfaction of theemployees is therefore the main driver to employee retention andproductivity. Employees who are satisfied have high responsiveness,productivity, customer service and quality (Denizer, 2008).

Level of job satisfaction depends the work environment factors, whichare physical, mental or social. The working environment makes up theextrinsic and intrinsic factors that highly affect the loyalty of theemployees depending on their motivational abilities. A firm can berated successful when employees get motivated (Dibbie, 1999).Typically, many organizations measure satisfaction of the employeeson rolling or annual survey. This may include involvement withdecision makers, recognition for doing good job and increased supportlevel. These motivational activities make up the physical, mental andsocial environments that affect the loyalty of the employees.

2.3. JobSatisfaction in a Warehouse Environment

The working environment in a warehouse is very critical. Researchshow that 65 percent of total labor cost in New York is for thewarehouse operating budgets. Nevertheless, many employees haveconstantly reported active disengagement from their work. Accordingto Pat Kelly, the CEO of Labor development Group, customer and marketdemand notwithstanding, the quality and efficiency of workingenvironment in a warehouse is critical as far as employeesatisfaction is concerned. The major recipe to drawing out bestperformance and enhancing employee satisfaction is by aligning thewarehouse workers motivation with the management objectives (Neal, &ampCathy, 2007 Kaponya, &amp Paul, 2009). This implies that thatworkers need to be engaged in a process that makes them enjoy theirwork.

The physical environment is one of the most critical factors thatdetermine employee’s loyalty. This physical environment consists ofa lot of distractions such as noise from machines and chemicals usedas coolers can be physically destructive. It is important to makesure that employees have been compensated well for their discomfortin order to rise their motivation. In some cases employee carry heavylifts while loading or removing things from the storage facilities,this can be demoralizing in case and therefore workers needs to becompensated for their efforts. The leading third party and privatewarehouse operators have been developing strategies for maximizingthe productivity while at the same time ensuring that workers remainsatisfied. The productivity in warehouse is not necessarily dependenton the motion studies and exhaustive time. Achievingthe six sigma inventory accuracy and levels of perfect order requiresproper strategies on key performance indicators (KPIs). Themanagement should understand the major drivers in a warehouse inorder to be able to determine the failures and bottlenecks relatedtherewith. Employees should be involved in identifying solutions andalternatives (Quester andPascale, 2007).

The labor standards affectthe social, mental and physical environment of a warehouse. They area critical component when it comes to warehouse job satisfaction. Inthis case, all the functions should be measured and actualperformance recorded. There is greater need to engage the workers andagree on specific processes or steps that can help them improve. Thisshould thereafter become standards. Amongst the major areas ofconcern in any warehouse environment include working shifts,operating equipment and reconfiguration of the warehouse to operatemore effectively. This calls for a complete tear down and theholistic rebuilding of the functions in the warehouse. Thepay-for-performance efforts in any warehouse must be tightly coupledto the safety and quality performance. The factors makes thewarehouse environment highly vulnerable to physical and mental issuethat can affect the loyalty of the employees (Peter,2006).

Fourie (2004), in response to theincreased number of employee shortage at one of the Warehouses,carried out a study to investigate the major factors that makeemployees stay or leave their jobs. About 3500 employees responded tothe survey by filling in the questionnaires while 30 employees wereinterviewed in order to augment the data collected. The qualitativedata from interviews and quantitative data from questionnairesrevealed similar results. The findings showed that jobdissatisfaction is significantly related to the workplace environmentrather than on the profession itself. Some of the characteristics ofwork dissatisfaction that were related to work environment includedthe support by administration, inadequate autonomy and denial of afeeling of self-worth. These dissatisfactory activities can lead tomental and social problems that will affect the loyalty of theemployees.

Various studies have revealed thatthe working environment at warehouse affects job satisfaction of theemployees (Quester, &amp Pascale, 2007 Taylor, &amp John,2007). Job satisfaction normallykeeps the employees in their profession. The study by Friedlanderand Margulies (2008)revealed that dissatisfied workers will, in most cases, focus on thecomponents of their work rather than on offering quality services.Some of the components of their work include relationship withcustomers, peers and colleagues.

2.4.Employee Loyalty (Dependent variable Variable)

Employee loyalty is the level of commitment that workers have inplace towards the success of the company and the ultimate belief thatthe decision to work in their current organization was the best(Neal, 2007). In his book ofLoyalty Effects, Fred (2008) defines loyalty as the inner drive andwillingness to make a personal sacrifice or investment to strengthena relationship. In simple terms, loyalty can be described as aprocess where certain attitudes play a major role in influencing acertain behavior.

The business world has of late undergone through major changes,especially in the workforce domain. In the past, hired employees usedto embrace their jobs and were used to be devoted to their employer.Nevertheless, this has gradually changed over time, especiallybecause of globalization. This has resulted to increased companyrelocations, restructuring and downsizing. As such, most employershave broken the rules with mutual obligations their employees beingreconsidered. The lifetime devotion and employment has become amirage and many people are in constant quest for better workingconditions and salaries(Quester&ampPascale, 2007).

Obtaining trust and loyalty is becoming more challenging. Loyalty canbe described in terms of internal or external dimensions. Theemotional attachment represents its internal dimensions and entailsthe feelings of affiliation, commitment and caring. This internaldimension must be appealed to and nurtured. On the other hand,external dimension encompasses the way loyalty is manifested. Thisentails the behaviors that portray the emotional component and is thedimension that tends to drift greatly. In most cases, the managementfeel that they are completely loyal to their employees and theorganization, but employees tend not to understand this (Hill, &ampCharles, 2008 Kaponya, &amp Paul, 2009). In case ofdissatisfactions the emotional attachment is affected and in theprocess both mental and the social environment of the workplacebecomes affected and this leads to disloyalty by the employees.

Loyalty signifies the sentiment of attachment or the devotion of aperson to particular course and is normally expressed in both actionand thoughts, and tends to strive for identifying with the interestsof the object. According to Ford (2002), commitment by an employee isthe degree to which the employee identifies with the goals andobjectives of the organization their work for. Fourie (2004) hasgiven a clear description of the employee commitment which includethe normative, effective, and continuance. Normative commitmententails the commitment by an organization towards a certain course,affective commitment involves the emotional attachment, involvementand identification towards achievement of organizational goals, whilecontinuance commitment entails the willingness to continue workingwith the organization. Therefore it is clear that employee loyalty isdirectly influenced by physical environment, mental environment andsocial environment.

2.5.Physical Environment (Independent variable)

Physical environment entails basic human needs like hygiene,accessibility to the building and safety. The needs within thephysical environment are met by application of current buildingstandards to decision making and architectural designs. This alsoincludes appropriate lighting, especially for the screen based work,standard furniture, and enclosed rooms for collaborative work andmeetings. When some of these tools that make up the physicalenvironment are ineffective and unattended to for long time, it mayeasily lead to psychological stress which affects the affection ofthe employees leading to disloyalty.

2.6Mental Environment (Independent Variable)

The psychological comfort is as a result of feelings of belonging,control and ownership over the workplace. According to research, thepsychological environment is linked with the psychosocial aspects ofthe environmental design. It also links with the management of theworkplace by the use of privacy concepts and control over theemployee’s territory. It is normaly privacy that gives the employeea sense of ownership and control over the place (Neal, &amp Cathy,2007 Ferrell, 2005).Normally, a feeling of territorial which is related to the feeling ofownership and belongingness, this is completely associated withpriviacy and the need to feel one is in control of accessibility fromothers. An employee needs to have good mental environment that willgrant them the peace they need to be completely loyal to the company.

2.7.Social Environment (Independent Variable)

This entails issues of status, empowerment and salaries. Empowermentand status through promotions increases the opportunity of employeesto take part in decision making. This reduces unpredictability andnovelty, and provides a feeling of being under control through thegiven chances of participating in decision making process. Peter, &ampPaul (2006) argue that lack of a feeling of being in control makesthe employees have a feeling helpless and this way they are notmotivated to work better.

The workspace stress can also be inferred to issues of coping up withbehaviors. An employee may desire to change the workplace environmentfor better and as well as manage the somatic and subjectivecomponents of stress-related emotions. This is majorly contributed bythe workplace culture. Maladjustment to the workplace cultures cantrigger subtle conflicts with the superiors and co-workers. Also,office gossips or politics can induce stress, which can consequentlyincrease the level of dissatisfaction.

2.8.Relationship between variables2.8.1.The Relationship between the Physical Environment and Employeeloyalty

Various studies have developed ways of measuring how physicalenvironment influences the employees’ job satisfaction in anorganization. The concept of physical environment entails any factorthat places unnecessary demands on employees in spite of theiradjustment and adaptation behaviors (Peter, &amp Paul, 2006 Burack,&amp Elmer, 2008 (Dwyer, &amp Robert, 2007).Environmental fit isa concept that has been integrated in such a way to reflect theelements within the physical environment that tend to affect howpeople work. Ergonomic research approach has played a major role instudying the workplace features that commonly affect people and causedirect response by the human body. Some of these features includelighting, noise, air conditioning and office furniture amongstothers.

Floor configuration and layout of the furniture have been shown tosignificantly influence satisfaction of employees. The density andheight of the workstation, as well as accessibility of work and filestorage areas a great part in the process of influencing theindividual satisfaction of the workers and affects the overallperformance of the team. Studies have shown that many employees seemto be completely uncomfortable within an open office situations andtherefore they prefer an office that is in a private place which isenclosed. Additionally, some aspects of psychological comfort likeprivacy and territoriality are greatly affected by special officelayouts and furniture configuration (Peter, 2006).

According to Taylor and John (2006), physical stressors within thework environment adversely affects the performance of the employees,especially when prolonged, and may slow down the ability of anindividual to understand and process the predictability and number ofsignals that increase the complexity of a task. The potentialphysical stressors include architectonic details, specialorganization and ambient conditions.

The issues with special organization include the layouts and relatedopenness, and accessibility of the resources like equipment,washrooms and meeting rooms. Other factors like temperatures andcomfort level substantially influence the health of the workers.

In a nutshell, the physical working environment stimulatesinnovativeness and creativity amongst the employees (Quester, &ampPascale, 2007 Taylor, &amp John, 2007).

2.8.2.The Relationship between the Mental Environment and Employee Loyalty

Leap and Crino (2008) definedmental environment as a workspace that accords feelings of belonging,control and ownership. This includes supervision, involvement indecision making and equality in employment amongst others. Accordingto Leather et al. (2008), employee loyalty is highly dependent oncompany administration and policy that strongly influencespersonallife, security and status of the employees.

Organizational administration andpolicy acts as a guide that spells out responsibilities as well asprescribes the actions taken under certain circumstances (Thomas &ampSimon, 2004). Policies can be expressed or implied and the leadershipin any organization is required to ensure consistent application ofthe policies to avoid uncertainty, feelings of preferential treatmentor bias (Riley and Michael, 2006).

On the other hand, supervision hasdirect influence of employee loyalty. Supervision processes arenormally designed to encourage employees to participate in roles thatsteers the organization towards meeting the goals and objectives(Ruchi&amp Surinder, 2014).The workplace climate is supposed to encourage employees increasetheir skills and provide performance in their careers. Whenever thesupervision is good, the employees always perceive their supervisorsas good, effective and competent, and will give their best towardsensuring that they meet the organizational goals. Poor supervisionresults when there is unfair treatment as well as failure incorresponding to problems affecting employees (Rollinson et al.,2008).

2.8.3.The relationship between the Social Environment and Employee Loyalty

The social environment entails status, salaries, promotions andempowerment. Status can either beformal or informal. Formal status entails the attempts todifferentiate extent of formal or informal authority accorded to theemployees by the organization, such as use of symbols which reflectposition of a person in an organization. Some of the status symbolsinclude job titles such as director or even reserved parking spaces.Most of the status symbols are made so as to remind the memberswithin the organization of their roles, and this reduces uncertaintyand promotes stability to the social order. Informal status entailsprestige given to individuals with unique character that is notformal to the organization. This is majorly dependent on achievement,such as employee of the month (Erramilli and Rao, 2003).

Ford (2002) argues that the processof getting higher levels show some kind of excellence. People tend tofeel successful when they attain a higher status, especially whenthere is genuine achievement. This is normally tough and requiresconstant challenge, failure to which the employees become frustratedand stagnate in their jobs. Lower level status may not affectproductivity due to minimal opportunity granted for creativity. Highjob level gives employees a greater pool of new challenges.

Promotions play a major role ininfluencing employee loyalty. An employee moving from one rank to thenext higher rank will always seek to achieve the set goals and willvalue colleagues who are competent. A higher status in theorganizational hierarchy makes the employee feel honored, hence willtend to work harder. This reduces instances of burnout anddissatisfaction (Ferrell, 2005).

Salary is the actual money receivedby an employee for the services rendered or job done. Kinzl et al.(2005) noted that low salaries are a major contributor todissatisfaction and results to frustration among the workers.Therefore, there is need to properly inform the employees on anycompensation plans to avoid instances where an employee feels thatthe pay is unfair. It is of paramount importance to promoteremuneration equity among the employees with similar qualificationsand doing the same work. In most cases, employees perceive theirsalaries as the direct reflection of how the management views them.According to Jasper and Buble (2006), the reward system in anyorganization is greatly related to job satisfaction, hence, the needfor employers to make their employees understand the reward system inorder to eliminate misunderstanding and dissatisfaction. Unclearsalaries and reward systems propagate unfair practices and conflictin the workplace. Poor uncompetitive salaries are a major cause fordiscontentment and unhappiness amongst the employees. Organizationsshould make efforts to offer competitive salaries to avoiddemotivating their employees. In many cases, employees tend to leavetheir organization in search for more competitive salaries (Levesque&ampJoseph, 2012).

ChapterThree

  1. Methodology3.1 Introduction

The objective of the current study was to experimentally study theworking environment and employee job satisfaction. This chapterhighlights specific methodologies and procedures that were used inthe study. Face-to-face interviews, questionnaires, engagement withkey informants, reports and analysis of relevant literature were usedto collect data for this research. Primary data was collected usingsemi-structured and structured interviews through questionnaires,while secondary data was collected from newspapers, journals,internet, books and other related literature.

Amazon according to the metrics is one of the most efficient andproductive order pickers. It is a robust company that has highlytalented and dedicated workers. It also owes the employees at theleast a working environment that accords respect to their family andhealth needs and their emotional wellbeing. Amazon has been chosenfor this project because of its dedicated employee who in the pasthave strike a number of times complaining of the working conditionand the environment. In the recent past, there have been doubts thatpolicies have been put in place to make sure those employeesphysical, emotional and spiritual well being is being observed. Thisproject analyses the aspects of work environment in the company thatlead to the industrial action and to ascertain their effects.

3.2 Variable Design&nbsp

Variabledesign refers to the general strategies that are chosen by aresearcher to put together the different components of the study in alogical and coherent manner. Variable designs make sure that all theresearch questions and problems have been solved. Variable designcomprise of the blueprint for data collection process and also dataanalysis. .

This study adopts cross-section variable design techniques withdescriptive and exploratory designs. A cross-sectional method isnormally applied when data to be gathered is to be done once (Adams,2007). This is justified in that the current research adopted aonetime observation that involved ultimate and proximate variablescritical for the study. Exploratory and descriptive techniques areexamples of the cross-sectional design that were adopted for thisstudy.

The descriptive and exploratory variable designs are mainly usedespecially because of their focus on phenomena of interest, which, inthe context of this project which is to show the interrelationshipbetween the working environment and satisfaction on the job byemployees of the company.

3.2.1 Descriptive Variable design

According to Flick (2002), a descriptive variable design describesthe current status of identified variables in order to providesystematic information about that variable. This variable design wascritical in the current research because the study involvedinteraction with the participants during data collection.

3.2.2. Exploratory variable design

Huysamen (1996) defines exploratory variable design as the type ofthe variable concerned with the phenomena under scrutiny. Thisvariable design helps in pursuing the factors influencing the effect,cause or those that are related to the phenomena. The design isexpected to enhance the establishment of whether the workingenvironment affects the job satisfaction.

3.3. Unit of Analysis

The unit of analysis can be definedas the primary entity that is being analyzed (Flick, 2002). Thetypical unit of analysis includes individuals, groups, artifacts orsocial organizations. In the current research, Amazon warehouse inNew York was used as unit of analysis. The choice of the warehousewas majorly influenced by the availability of diverse groups ofrespondents from both the senior and subordinate levels at awarehouse environment. The warehouses are normally characterized bylong working hours and very busy schedules. This implies that workingconditions have a significant influence to the job satisfaction ofthe employees in a warehouse.

3.4. Study Population

The study population where the sample was drawn consisted of theAmazon Warehouses located in United States. Judgmental samplingtechnique was applied to get one study area, which was determined tobe New York. This was because the warehouse in New York is amongstthe largest warehouses in US, hence appropriate for the datacollection due to diverse groups of employees.

The population comprised of cold room attendants, shelves attendants,drivers, technicians, supervisors and managers. The choice of therespondents both seniors and juniors, was mainly aimed at ensuringcomprehensive in data collection and unbiased feedback. There weretwomajor study populations for the research, these include, the skilledworkers and the support staff who are the unskilled staff. Since thesupport staffs were large in number and most of them neededassistance with answering of the questionnaire, the researchersubdivided group into two. This made the number of study populationto be four.

3.4. 1. Determination of the Sample Size

The selection of respondents in any research is amongst the mostimportant tasks in any project (Kitchin and Tate, 2000). This studywas based on a sample frame of Amazon warehouses in New York. Theselection of the warehouse took into consideration employees workingin various departments. This included the accountants, shelvesattendants, packaging attendants, drivers, technicians, cleaners,supervisors and managers.

3.4.1. Sampling Techniques

This study used the stratified sampling technique. This was mainlybecause of the nature of population as well as the behavioralpatterns of their professions. For instance, drivers were likely tobe on transit. Stratified sampling is a type of probability samplingmethod where the research is divided into different strata orsubgroups and final subjects selected proportionally from thedifferent strata. According to Silverman (2005), stratified samplingis important in any research as it increases the statisticalefficiency of the research and enhances adequacy of data fordifferent strata analyses. Stratified sampling was used in this studyto ensure that all the employees from various departments were wellrepresented.

The distribution of the population is as shown in the table below.

Respondents

Total

Shelve attendants

20

Packaging attendants

20

Cleaners

17

Drivers

15

Technicians

7

Supervisions

8

Managers

13

Total

100

Source: Researcher’s Survey data, 2015

3.5. Methods of Data Collection

Data collection methods refer to the processes that help in gatheringthe needed data that will help in making informed decisions. Two mainmethods of collecting data were used. These are the primary andsecondary data collection techniques. In this particular research weare going to use in line with the objectives of the project both datacollection methods. With this different data secondary and primarydata, we shall do analysis through table comparisons, percentageanalysis and graph analysis. The collected data concerned the workingenvironment and its significance in job satisfaction.

3.5.1. Primary Data Collection

Theprimary data of this study was collected through the issue ofquestionnaires and interviews to the company employees of variouslevels. The primary data was very helpful in the process of graphing,charting and quantification of the given information of the salientpoints through the measures of different metrics on the variouslevels of employee satisfaction of the working environment.

3.5.2. Secondary Data Collection

Thecollected secondary data was retrieved from different relevantliterature from the previously materials by the peers and many otheracademic sources such as academic journals, magazines and newspapers.This particular collected data was used mainly as a benchmark sincethey had already been accurately validated and authenticated. Thesecondary data helps in facilitation and determination of thequestions within the research questionnaire.

Survey research method was completed by distributing copies of thestructured questionnaire to the respondents. A structuredquestionnaire allows respondents alternative options based on theirclose approximates.

3.6. Instrument and measurements of Research

The main research instrument used on this project is questionnaire.Most of the questions in the questionnaire have been retrieved fromthe questionnaire by Rassow (2003) concerning job satisfaction andwork environment, with some modifications to fit the context of thecurrent research.

The steps below were followed in performing the design of theresearch instrument:

  1. Pilot study: this was conducted in order to develop the reliability and availability of the questionnaire tool in wordings, question sequencing, content and bias. This provided a means of brainstorming and testing the relevance of questionnaire to the warehouse environment

  2. Unstructured interviews: they were carried with the managers and supervisors. This was meant to make sure all the required questions within the study were easy and simple to understand.

  3. Finally the stage entailed the dispersion of the adopted questionnaire to the attendants, drivers, technicians, packaging attendants and accountants.

3.6 Questionnaire

The areseveral strategies that were involved in the distribution of thequestionnaire. One of the most effective ways was through directemails for the employees of the company. Some of the questionnaireswere self administered to the for those employees who neededexplanations and visual aids such as charts to be able to givecorrect responses. Since more than 80% of amazons employees did notwith a phone within their reach, we did not manage to use phonesurveys.

Thisquestionnaire comprise of over 150questions that are meant to help in obtaining data of differentaspects from the employees concerning their work environment and jobsatisfaction. The main reason we have this number of questions is tomake sure that all the data required for the study have been covered.

Throughthe use of IBM SPSS statistics, the feature we used is the textanalytics, collaboration and deployment we managed to collate thedata we collected in the questionnaire into a more sensible set ofinformation given on the table below.

3.7. Data Analysis

Athorough pilot study was conducted long before the research study wasconducted. This involved a small number of respondents of the samegroup that was intended to be researched in on the final project. Italso involves the process of modeling and transformations of the rawdata into the required information that will highly support thedecision making process and give a suggestion on the conclusions. [ CITATION Ada07 l 2057 ]. Data analysis was done by the use of IBM SPSS to evaluate thepercentages that were used to determine the level to which employeesfeel satisfied/dissatisfied with their workplace environment.

3.8. Pilot Study

A pilotstudy was carried out before the major research was conducted thispilot project was conducted on a minimal respondent’s number ascompared with the main study. The pilot projected targeted the samepopulation that was intended to provide data for the final project.The pilot study aimed at investigating the feasibility of the currentproject to help in detecting any flaws in instruments of datacollection, length of questions, design of the questions and timespent in each question.

During this pilot testing, 10 questionnaires were administered to therespondents and results were evaluated. According to Basit (2010),5-10 questionnaires are enough to help in identifying problems withthe questionnaire.

3.8.0 Results

Interpretationof questionnaire responses

The grid below was used by therespondents to answer the questions in which the responses have beeninterpreted and explained

1

Disagree Completely

2

Disagree

3

Not Sure

4

Agree

5

Agree Completely

Mentalenvironment

1

Hours worked each week is fair.

1 2 3 4 5

2

Flexibility in scheduling is convenient

1 2 3 4 5

3

Location of work is convenient for you

1 2 3 4 5

4

Amount of paid vacation time/sick leave offered is enough?

1 2 3 4 5

The respondent completely agreedthat the amount of time that they work each work in the company isfair. This is because they only work 8 hours a day in five days ofthe week. He also agreed on the flexibility of scheduling as theyconveniently take shifts with his workmates on a good schedule. Theamount paid within the vacation period and the sick leave they areoffered is not enough as he disagrees on this. He state that they aregiven a week sick leave and that they only get little time in timesof vacations.

Physicalenvironment

1

You are provided with all the required materials you need at work

1 2 3 4 5

2

Quality tools and machines for use are always available

1 2 3 4 5

3

Repairs in case of damage on the tool are done immediately

1 2 3 4 5

4

It is the responsibility of the worker who the tool got damaged while using it to replace.

1 2 3 4 5

The respondent has agreed that thecompany provides them with the tools that they require for their joband therefore they don’t have problems with machines and otherrequirements. She has mentioned not to be sure of whether the toolsthat they have are the best quality as she does not know if there arebetter one. She has disagreed partially that the damaged tool arerepaired immediately and that it is the responsibility of theemployee who damaged the machines since it depends on the situation.

Socialenvironment

1

I like my supervisor

1 2 3 4 5

2

I enjoy working with my workmates

1 2 3 4 5

3

I constantly get into a fight with my workmate due to work related issues

1 2 3 4 5

4

I have a chance of getting a promotion if I work well with everyone

1 2 3 4 5

The respondent has agreed on thefact that he likes his supervisor because they understand each otherand have a good working relationship. The respondent has alsocompletely agreed to be enjoying working with his workmates as theyare helpful. The respondent disagrees having any fights with theother work mates. This shows that the respondent could be havinglittle fights with other employees.

3.8.1Assessment of internal reliability

Reliabilitytest

The table bellow shows thereliability test for each of the items that were used in the scale tomeasure the dimensions of the dependent and the independentvariables.

Variable

No of items

Cronbach’s Alpha

eWOM quantity

eWOM quantity

eWOM quantity

eWOM credibility

employee loyalty

6

4

7

5

6

0.785

0.787

0.789

0.786

0.786

The reliability test depicts thatthe scale is completely reliable and therefore the cronbach’s alphafor all the item that have been used is 0.7 this show the internalconsistency that is guaranteed. Any value of cronbach alpha that ishigher than 0.7 is considered to be consistent.

Hypothesisdiscussion

The three independent variableswhich are physical environment, social environment and mentalenvironment show to have significant positive relationship with thedependent variable employee loyalty.

3.8.2Item reliability statistics of B, C, D, E

The method that has been used in this project to create a total scorefrom the Likert Items is just the sum of each of the items where theresponses have been numerically coded with 1 representing theresponse that is associated with the lowest amount of the measuredattribute and N. N represents the number of response options thatrepresents the highest amount of the measured attribute. In thisproject B=2 C=3 D=4 E=5, this assumes that the item is one for whichthe agreement indicates to be having the highest amount of themeasured attribute. In order to clearly demonstrate item analysisusing SPSS for this project, for each of the 30 respondents that wehave the scores on each of the Linkert Items, The scale is intendedmeasure the reliability of the items used. The table below shows asummary of the item reliability for items B, C D, E for each of thefirst ten questions. The highlighted questions have low correctedItem Total correlation.

  1. Data Analysis and Discussion

In thisparticular chapter we are going to carry out a data analysis on theresearch that we carried out. During the research we managed to get atotal of 180 responses, and the tests that were carried out on theresearch were linear multiple recreation, Reliability tests, Pearson’Correlation analysis and their descriptive statistics. A positiverelationship was indicated between the variables and this is clearlydiscussed under Hypothesis discussion and testing.

Respondents profile

Thedata obtained was collected within three weeks and the total rate ofresponse was 90%. We expected to distribute the questionnaire and geta response from 200 respondents but we managed to get 180. Bellow isthe breakdown table of the respondents’ demographic profile.

Demographic variables

Number

Percentage %

Age

18-22

23-27

28-33

34-39

39 and above

2

67

25

76

10

1.11%

37.22%

13.88%

42.22%

5.55%

Gender

Male

Female

123

57

68.33%

31.67%

Ethnicity

Chinese

Yemen

Pakistani

Maldivian

Indian

Thai

Malay

2

14

40

35

4

72

13

1.11%

7.77%

22.22%

19.44%

2.22%

40%

7.22%

Education

High school

Diploma

Undergraduate

Masters

Doctorate

0

78

94

5

3

0%

43.33%

52.22%

2.77%

1.67%

Multilinearregression analysis

Model Summary

Model

R

R Square

Adjusted R Square

Std. Error of the estimate

1

.647

.446

.736

.466578

The results of the given multiplelinear regression indicate that 47.6% of the given variance withinthe dependent variable, employee loyalty. This is clearly explainedusing the electronic word-of-mouth.

Model

Unstandardized Coefficients

Standard coefficients

B

Std. Error

Beta

t

Sig

Constant

eWOM Credibility

.674

.985

.123

.143

.245

3.879

3.573

.000

.000

eWOM Quantity

eWOM Quantity

eWOM Quantity

.267

.280

.889

.087

.076

.984

.287

.325

.367

3.278

2.784

2.467

.003

.000

.000

Dependent variable, employeeloyalty

The eWOM table above shows which ofthe given three variables which are physical environment, mentalenvironment, and social environment has greater relationship with thedependent variable employee loyalty. The given eWOM credibility showspositive relationship with employee loyalty the p-value is greaterthan 0.05.

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Xiaoqiao M., Petros, Z., Vidyut, S., Wong, S. (2000), Analysis of theHuman Resource Management, NY: Mc Graw Hill, pp. 31-71

APENDIX A

Employeesatisfaction survey at Amazon Company

PilotProject

This questionnaire is intents to collectresearch data on Job satisfaction by the employees of AmazonWarehouse Company. The participation on this survey is completelyvoluntary and confidential. The information you provide here will beused mainly for the study.

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Disagree Completely

2

Disagree

3

Not Sure

4

Agree

5

Agree Completely

Kindlyanswer the entire questionnaire

1

My job is enjoyable.

1 2 3 4 5 6

2

There is really too little chance for endorsement on my job.

1 2 3 4 5 6

3

My manager is quite capable in doing his/her job.

1 2 3 4 5 6

4

I am not satisfied with the benefits I receive.

1 2 3 4 5 6

5

I have too much rules and regulations.

1 2 3 4 5 6

6

Many of our set of laws and measures make doing a good job hard.

1 2 3 4 5 6

7

I like the populace I labor with.

1 2 3 4 5 6

8

From time to time I feel my job is worthless.

1 2 3 4 5 6

9

Job assignments are not fully explained.

1 2 3 4 5 6

10

I have too much official procedure.

1 2 3 4 5 6

11

Those who do well on the job are in good position a fair chance of being promoted.

1 2 3 4 5 6

12

My administrator is unjust to me.

1 2 3 4 5 6

13

I don`t feel my efforts are satisfied the way they should be.

1 2 3 4 5 6

14

I do not feel that the job I do is respected.

1 2 3 4 5 6

15

My hard works to do a good job are not often barren by red tape.

1 2 3 4 5 6

16

I find I have to work harder at my job because of the ineffectiveness of populace I work with.

1 2 3 4 5 6

17

I like doing the things I do at work.

1 2 3 4 5 6

18

The objectives of this business are not apparent to me.

1 2 3 4 5 6

19

I feel unrewarded by the Amazon Company when I think about what they pay me.

1 2 3 4 5 6

20

People get to the front as fast here as they do in other places.

1 2 3 4 5 6

21

My administrator shows too little concentration in the thoughts of subordinate.

1 2 3 4 5 6

22

The benefit enclose we have is reasonable.

1 2 3 4 5 6

23

There are few rewards for those who work here.

1 2 3 4 5 6

24

I have too much to do at work.

1 2 3 4 5 6

25

I take pleasure in my workmates.

1 2 3 4 5 6

26

I often feel that I do not know what is happening in Amazon Company.

1 2 3 4 5 6

27

I feel a sense of self-importance in doing my job.

1 2 3 4 5 6

28

I feel pleased with my probability for salary increment

1 2 3 4 5 6

29

There are reimbursements we do not have which we should have.

1 2 3 4 5 6

30

I like my director.

1 2 3 4 5 6

Employeesatisfaction survey at Amazon Company

MainProject

This questionnaire is intents to collectresearch data on Job satisfaction by the employees of AmazonWarehouse Company. The participation on this survey is completelyvoluntary and confidential. The information you provide here will beused mainly for the study.

PART1GENERALINFORMATION

  1. Occupation: _

  2. How long have you worked for Amazon company?_

  3. What previous positions have you held with Amazon Company?

  1. What is your job title? _

  2. How long have you held your current position? _

  3. Briefly describe your work responsibilities (as you would on a resume):

  1. What is your relationship status (E.g. single, married, cohabiting, divorced, etc)

  2. What is your age bracket?

18-24

25-31

32-38

39-above

PART2

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Not Satisfied

At All

2

3

Somewhat

Satisfied

4

5

Extremely Satisfied

Kindlyanswer the entire questionnaire

10

Hours worked each week.

1 2 3 4 5

11

Flexibility in scheduling

1 2 3 4 5

12

Location of work

1 2 3 4 5

13

Amount of paid vacation time/sick leave offered

1 2 3 4 5

14

Salary

1 2 3 4 5

15

Benefits (Health insurance, life insurance, etc.)

1 2 3 4 5

16

Job Security

1 2 3 4 5

17

Recognition for work accomplished

1 2 3 4 5

18

Relationships with your co-workers

1 2 3 4 5

19

Relationship(s) with your supervisor(s)

1 2 3 4 5

21

Relationships with your subordinates (if applicable)

1 2 3 4 5

22

Opportunity to utilize your skills and talents

1 2 3 4 5

23

Opportunity to learn new skills

1 2 3 4 5

24

Support for additional training and education.

1 2 3 4 5

25

Variety of job responsibilities

1 2 3 4 5

26

Degree of independence associated with your work roles

1 2 3 4 5

27

Adequate opportunity for periodic changes in duties

1 2 3 4 5

28

Number of coworkers

1 2 3 4 5

PART3

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Disagree Completely

2

Disagree

3

Not Sure

4

Agree

5

Agree Completely

Kindlyanswer the entire questionnaire

29

My job is enjoyable.

1 2 3 4 5 6

30

There is really too little chance for endorsement on my job.

1 2 3 4 5 6

31

My manager is quite capable in doing his/her job.

1 2 3 4 5 6

32

I am not satisfied with the benefits I receive.

1 2 3 4 5 6

33

I have too much rules and regulations.

1 2 3 4 5 6

34

Many of our set of laws and measures make doing a good job hard.

1 2 3 4 5 6

35

I like the populace I labor with.

1 2 3 4 5 6

36

From time to time I feel my job is worthless.

1 2 3 4 5 6

37

Job assignments are not fully explained.

1 2 3 4 5 6

38

I have too much official procedure.

1 2 3 4 5 6

39

Those who do well on the job are in good position a fair chance of being promoted.

1 2 3 4 5 6

40

My administrator is unjust to me.

1 2 3 4 5 6

41

I don`t feel my efforts are satisfied the way they should be.

1 2 3 4 5 6

42

I do not feel that the job I do is respected.

1 2 3 4 5 6

43

My hard works to do a good job are not often barren by red tape.

1 2 3 4 5 6

44

I find I have to work harder at my job because of the ineffectiveness of populace I work with.

1 2 3 4 5 6

45

I like doing the things I do at work.

1 2 3 4 5 6

46

The objectives of this business are not apparent to me.

1 2 3 4 5 6

47

I feel unrewarded by the Amazon Company when I think about what they pay me.

1 2 3 4 5 6

48

People get to the front as fast here as they do in other places.

1 2 3 4 5 6

49

My administrator shows too little concentration in the thoughts of subordinate.

1 2 3 4 5 6

50

The benefit enclose we have is reasonable.

1 2 3 4 5 6

51

There are few rewards for those who work here.

1 2 3 4 5 6

52

I have too much to do at work.

1 2 3 4 5 6

53

I take pleasure in my workmates.

1 2 3 4 5 6

54

I often feel that I do not know what is happening in Amazon Company.

1 2 3 4 5 6

55

I feel a sense of self-importance in doing my job.

1 2 3 4 5 6

56

I feel pleased with my probability for salary increment

1 2 3 4 5 6

57

There are reimbursements we do not have which we should have.

1 2 3 4 5 6

58

I like my director.

1 2 3 4 5 6

PART4

Usingthe scale that has been given bellow, you are requested to rate yourlevel of job satisfaction with the given various aspects of your jobby cycling the number that closely reflect your opinion.

1

Not Satisfied

At All

2

3

Somewhat

Satisfied

4

5

Extremely Satisfied

59

your base pay?.

1 2 3 4 5 6

60

your bonus?.

1 2 3 4 5 6

61

Your career progression at the Company thus far?.

1 2 3 4 5 6

62

Your possibilities for future career progression the Company?

1 2 3 4 5 6

63

The vacation time you receive?

1 2 3 4 5 6

64

The retirement plan

1 2 3 4 5 6

65

The medical insurance

1 2 3 4 5 6

66

The vacation time I receive

1 2 3 4 5 6

67

the process used to determine annual raises

1 2 3 4 5 6

68

Other benefits offered by the company

1 2 3 4 5 6

69

Your annual raise

1 2 3 4 5 6

70

How your supervisor treats you

1 2 3 4 5 6

71

How your listens to you’re susggestions

1 2 3 4 5 6

72

Does your supervisor support you to do your best

1 2 3 4 5 6

73

Does your supervisor promote good working environment.

1 2 3 4 5 6

74

Your supervisor evaluate your work regularly

1 2 3 4 5 6

75

Your supervisor provides you with workable solutions

1 2 3 4 5 6

76

You have a lot of questions concerning your supervisor

1 2 3 4 5 6

77

It is easy to get along with colleagues

1 2 3 4 5 6

78

The morale in your department is very high

1 2 3 4 5 6

80

People within your department communicate well

1 2 3 4 5 6

81

The benefit package we have is equitable.

1 2 3 4 5 6

82

There are few rewards for those who work here.

1 2 3 4 5 6

83

I feel underutilized in my job .

1 2 3 4 5 6

84

I enjoy my coworkers.

1 2 3 4 5 6

85

I often feel that I do not know what is going on with the organization.

1 2 3 4 5 6

86

I feel a sense of pride in doing my job.

1 2 3 4 5 6

87

I feel satisfied with my chances for salary increases.

1 2 3 4 5 6

88

There are benefits we do not have which we should have.

1 2 3 4 5 6

89

I am satisfied with my working department

1 2 3 4 5 6

90

The company clearly conveys its missions to the employees

1 2 3 4 5 6

91

I agree with the overall mission of the company

1 2 3 4 5 6

92

I understand how my missions align with the company

1 2 3 4 5 6

93

There is too much bickering and fighting at work.

1 2 3 4 5 6

94

My job is enjoyable.

1 2 3 4 5 6

95

Work assignments are not fully explained.

1 2 3 4 5 6

96

I feel like I am part of the company

1 2 3 4 5 6

97

People get ahead as fast here as they do in other places.

1 2 3 4 5 6

98

There is good communication between the employees and the managers of the company

1 2 3 4 5 6

99

The benefit package we have is equitable.

1 2 3 4 5 6

100

There are few rewards for those who work here.

1 2 3 4 5 6

101

I have too much to do at work.

1 2 3 4 5 6

102

I enjoy my coworkers.

1 2 3 4 5 6

103

I recommend this company as a good place to work

1 2 3 4 5 6

104

I feel a sense of pride in doing my job.

1 2 3 4 5 6

105

I feel satisfied with my chances for salary increases.

1 2 3 4 5 6

106

There are benefits we do not have which we should have.

1 2 3 4 5 6

107

I like working for this company

1 2 3 4 5 6

108

I have too much paperwork.

1 2 3 4 5 6

109

I don`t feel my efforts are rewarded the way they should be.

1 2 3 4 5 6

110

I am satisfied with my chances for promotion.

1 2 3 4 5 6

111

There is too much bickering and fighting at work.

1 2 3 4 5 6

112

My job is enjoyable.

1 2 3 4 5 6

113

Work assignments are not fully explained.

1 2 3 4 5 6

PART5

Thispart of the questionnaire has multiple choices for the questionsyou are highly advised to choose one that describes your opinion.

114. Company

I enjoy working at Amazon company

I feel satisfied at Amazon company

I am proud to tell others I work for Amazon company

I can see how I contribute to Amazon company bottom line

I am made to feel that I am an important part of Amazon company

115. Personal Satisfaction

I receive personal satisfaction from doing a good job

I get a sense of personal accomplishment from my work

I receive a lot of satisfaction from my job

My job is rewarding

I like my job

I like my work

I like what I do for a living

I feel satisfied in my job

I like the kind of work I do

My work gives me a feeling of personal accomplishment

My job is enjoyable and challenging

116. Engagement

I enjoy coming to work

Considering everything, I am satisfied at this Company

I enjoy working at this Company and intend staying for the foreseeable future

It is important to me to feel appreciated at work.

117. Friends and Co-Workers

I have good working relationships with my co-workers

I have made new friends through work

I am happy to encourage friends and colleagues to work at this Company

118. My Department

I feel good about working in My Department

119. Resources

I have all the tools and equipment I need to do my job well.

120. Success

At work I have the opportunity to do what I do best everyday

I feel the organization is successful

121. The Survey

I feel that this Employee Opinion survey will help Amazon company measure satisfaction of employees

I feel that this Employee Opinion survey will help Amazon company measure satisfaction of employees

PART6

Forthis part of the questionnaire, you asked to kindly answer with themost appropriate choice depending on your opinion.

122. Would you refer others who are seeking employment to Amazon Company?

Yes No

123. Would you refer others who are seeking employment to Amazon Company?

Yes No

124. What are you most and least satisfied with at Amazon Company?

Yes No

125. Would you change your current working conditions?

Yes No

126. What is the most important thing you would like to see Amazon company do to improve as a place to work?

Yes No

127. Promotions are based purely on merit and performance

Yes No

128. We hold promotions every year

Yes No

129. We fund our employees to attend seminars/workshops

Yes No

130. We engage the employees during policy making

Yes No

131. We hold trainings for our employees

Yes No

132. Managers and Supervisor well treated

Yes No

132

The leadership is very effective in communicating the policies to the employees to avoid issues with uncertainty

YES

NO

133

Employees are incorporated during the decision making process and their opinions considered

YES

NO

134

There are no employee clusters in the warehouse

YES

NO

135

Trainings on safety are done on regular basis

YES

NO

136

Emergency response system in the warehouse is perfect

YES

NO

137

All employees are given PPEs

YES

NO

138

The warehouse is free of noise

YES

NO

139

The lighting condition is perfect

YES

NO

140

All the shifts are well catered for in terms of temperature extremes

YES

NO

142

The air conditioning is perfect

YES

NO

143

The warehouse I work in is well ventilated

YES

NO

144

There are amicable ways of handling issues of salaries and leave days

YES

NO

145

There are amicable ways of handling issues of salaries and leave days

YES

NO

146

My supervisors should try and change to the better from the way they treat employees

YES

NO

147

I am satisfied with the leadership and supervision of this warehouse

YES

NO

148

The management provides feedback on performance and evaluation of employees

YES

NO

149

Employees are incorporated during the decision making process and their opinions considered

YES

NO

150

The leadership is very effective in communicating the policies to the employees to avoid issues with uncertainty

YES

NO

We take this opportunity toappreciate you for your participation in this survey, your responsesare very helpful in this study and we highly appreciate.

THANK YOU!!!!