Employee Job Satisfaction and Its Impact on Performance of Private Security Industry

: This study focuses on employee job satisfaction and its impact on performance of private security industries. The study used a descriptive research design and sampled 847 security personnel’s from 35 registered private security agencies in Maharashtra. The study concludes that most of the security personnel’s not satisfied towards their job and facilities they are getting and it creates negative impact on performance of private security industry. Therefore, the study recommends the security agencies should improve performance appraisal system, motivational practices, training programmes, social responsibilities towards security personnel’s etc. There should be a use of modernized technology as per changing needs for betterment of security industries. Researcher attempted to identify the various factors of job satisfaction and its impact on the job performance.

important subject that requires proper attention.According to Howward, Donofrio & Boles, "an employee job satisfaction is measured by various factors, such as salary, promotion, benefits, policies & procedure, relationship with higher authority, working time etc. (Howard, 2004).Satisfied employees leads to take more effort to their job performance, then works harder and better.Security administration have shown that security officers and guards job satisfaction had significant importance influence on work related outcomes.Employee job satisfaction is an important factor to the success of any organisation.Satisfied employees are always motivated toward their duties and responsibilities.A high job satisfaction implies improvement in effectiveness and performance of employees in doing work and rendering services.In order to increase overall performance and effectiveness, every employer is trying to keep its employee more satisfied with their duties and responsibilities.According to Federation of Indian Chamber of Commerce and Industries (FICCI) there are around 6 -6.5 million private security guard's employed across the country and this is expected to continue to grow in the future.As per the Central Association of Private Security Industry (CAPSI) the private security industry is growing at the rate of 25 -30 percent per annum in India.A private security agencies are registered civilian companies that specializes in providing contract commercial services to domestic and foreign entities with the intent to protect personnel and humanitarian and industrial assets within the rule applicable under domestic law and regulatory framework of concern authority.So, it is very important to know the role of private security industry and the challenges faced, opportunities available while rendering services to industry and society.In spite of rapid growth with growing responsibilities over the last few years, the security industry and security personnel's facing various challenges in terms of administration, deplorable condition of work, lack of training facilities, lack of quality man power, minimum use of technology, Duty hours and other things etc. (Gandal, 2018).In order to carry out their jobs efficiently and effectively, there is a need to fulfil the basic needs and wants of security guards and focus on their job satisfaction.Therefore the security agency should be knowledgeable about the levels of job satisfaction and should perform the practices and procedures that will increase job satisfaction of security guard.

Literature Review:
The study of job satisfaction and its impact on performance of security industry is a topic of wide interest to both security agencies and people who are working with them.Job satisfaction is closely related with motivation, leadership, performance, employee attitude and morale etc. Davis and Newstrom stated that, the Job satisfaction is a set of favourable or unfavourable feelings with which employees view their work.(Davis Keith, 1989).Job satisfaction is a positive emotional state in which people attaches importance to their own work or to their business life (Locke, 1995).According to the study conducted by Friedlander and Margulies it was discovered that management & friendly staff relationships contribute to the level of job satisfaction (Friedlander, 1969).Better job satisfaction reduce stress level, foster fewer absenteeism, decrease burnout and diminish employee turnover which can contribute towards optimizing the available human resources in the organisation (Lokesh, 2016).The level of education increases, the job satisfaction on promotion in the workplace increases too, however as the level of education increases job satisfaction in terms of appreciation decreases (Karacan, 2011).Private security can be defined as the set of any measures to protect and to ensure safety against fire, theft, robbery, looting, destruction, detention from work, health and body integrity of the workers to public or private institutions and organizations which contribute to national economy.

Objectives of the study:
The present research study aims to access the satisfaction level of security personnel's towards HRM practices adopted and its impact on performance of private security services.

Hypothesis:
H0: There is no significant association between job satisfaction and performance of security industry H1: There is significant association between job satisfaction and performance of security industry

Methodology:
The study adopted a descriptive design using questionnaire method.The target population was 5650 security personnel's of 235 registered private security agencies in three districts (Thane, Raigad & Pune) of Maharashtra.Out of 5650 security personnel's 15% i.e. 847 security personnel's was randomly selected from 35 registered private security agencies.The study also based on secondary data collected from journals, books and websites.

Result and Discussion: 6.1 HRM Practices by Private Security Agencies: Figure: 1 Management interest in Motivation
Source: Primary data The above figure clearly shows the status of management interest in employee motivation.20.90% respondents were strongly agree and 19.10 respondents were agree while 11.00% respondents were neutral, 39.80% were disagree and 9.20 % were strongly disagree about management interest in employee motivation.On an average maximum 49.00% respondents said that the management in not interested in employee motivation which creates negative impact on overall performance of security agencies.Source: Primary data The above figure shows the status of performance appraisal system as a tool of employee motivation.Maximum 37.70% respondents said that performance appraisal activities not useful technique to get employees motivated while only 27.20% respondents were natural and 15.30% respondents were strongly agree, 19.80% respondents were agree with performance appraisal as a motivational tool.

Figure: 3 Incentives for Motivation
Source: Primary data From the above figure it is clearly observed that maximum 55.60% respondents are said that incentive awards are mostly motivates the employee, 41.90% respondents were agree with promotion and 2.50% respondents were agree with appreciation letter.The above pie chart clearly indicates that an incentive award is the most common incentive for employee motivation It is also cleared that only 16.80% respondents gave excellent responses about hygiene factor, 28.70% respondents gave average responses while 37.00% respondents gave with below average and 17.50% respondent's unsatisfactory responses about hygiene factor indicating negative impact on employee motivation.Therefore is stated that there is a need of improvement in employee motivation in private security agencies.From the above figure it is also stated that maximum 52.90% of the respondents were not satisfied about prevailing training programs of private security agencies which needs improvement.In other words it is said that the prevailing training programs of private security agencies need to cope up with modern techniques and changing need.

Hypothesis Testing:
H0: There is no significant association between job satisfaction and performance of security services H1: There is significant association between job satisfaction and performance of security services

Interpretation:
In this research, we compared the output from the logistic commands.However, the logistics commands give odds ratio and their confidence intervals.The overall model is statistically significant (LR chi2(5) = 430.28,Prob > chi2 = 0.0000) As shown in above table the Odds ratio of basic amenities (2.494554), Background Check (1.349295), performance appraisal (19.9228), working culture (2.359712) is greater than 1 which shows positive relation between satisfaction about administrative system and all the variables and it concludes that the security personnel's are more likely to satisfy about basic amenities, background check, performance appraisal and working culture.Whereas odds ratio of management instruction (.3317927) is less than 1 which shows negative relation with satisfaction about administrative system and concluded that security personnel's are less likely to satisfy about management instruction.The p-value of background check (0.095 ≥ 0.186) is greater than 0.05 which indicates statistically insignificant relation between the background check and satisfaction about administrative system.The p-value of basic amenities (0.000 ≤ 0.05), Performance Appraisal (0.000 ≤ 0.05), Working Culture (0.000 ≤ 0.05), Management Instruction (0.000 ≤ 0.05), is less than 0.05 which is statistically significant.So null hypothesis is rejected and alternate hypothesis is accepted i.e. the security personnel's are not satisfied about prevailing administrate system of private security agencies.We conclude that there is a statistically significant relationship between basic amenities, performance appraisal working culture, management instruction and satisfaction about administrative system.Hence, there is need of improvement in prevailing administrative system of private security agencies for effective functioning.

Figure: 4
Figure: 4 Supportive Work Environments and Hygiene Factor

Satisfaction Level of Security Personnel's about Training Program
Hygiene Factor (1.814534), is greater than 1 which shows positive relation between all the variables and satisfaction about social responsibilities of security agencies towards their security personnel's.It is also concluded that the security personnel's are more likely to satisfy about medical facilities, statutory welfare schemes and hygiene factors.Whereas odds ratio of supporting work environment (.7846189) is less than 1 which shows negative relationship with satisfaction about social responsibilities and concluded that security personnel's are less likely to satisfy about supporting work environment.The p-value of supporting work environment (0.098 ≥ 0.05) is greater than 0.05 indicating insignificant relation with satisfaction about social responsibilities at 0.05 level of significance.The p-value of Medical Facilities (0.033 ≤ 0.05), Statutory Welfare Scheme (0.000 ≤ 0.05), Hygiene Factor (0.000 ≤ 0.05), is less than 0.05 which shows variables are statistically significant.So null hypothesis is rejected and alternate hypothesis is accepted i.e. the security personnel's are not satisfied about social responsibilities of private security agencies towards security personnel's.The study conclude that there is a statistically significant relation between the variables and satisfaction about social responsibilities.Hence, there is need of improvement in social responsibilities of private security agencies towards security personnel's.