Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Others believe it is not as simplistic as this definition suggests and instead that multidimensional psychological responses to one's job are involved. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction) or cognitions about the job (cognitive job satisfaction).

The assessment of job satisfaction through employee anonymous surveys became commonplace in the 1930s. Although prior to that time there was the beginning of interest in employee attitudes, there were only a handful of studies published. Latham and Budworth noted that Uhrbrock in 1934 was one of the first psychologists to use the newly developed attitude measurement techniques to assess factory worker attitudes. They also note that in 1935 Hoppock conducted a study that focused explicitly on job satisfaction that is affected by both the nature of the job and relationships with peers and supervisors.

The concept of job satisfaction has been developed in many ways by many different researchers and practitioners. One of the most widely used definitions in organizational research is that of Locke (1976), who defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences". Others have defined it as simply how content an individual is with his or her job; whether he or she likes the job or not.

Education is a continuous process. In any formal education, a teacher has very important role. A teacher must be satisfied from his/her respective job so as to impart best quality of education to students and society in general.

Dr.Roshanlal & Sarabjit Singh Shergill (2012) studied that in the state of Haryana & Punjab , both male & female teacher teaching in degree college have unfavorable attitude towards education. Also it was inferred that male & female teachers were not different from each other on job satisfaction variable.

Ahmed, Raheem & Jamal (2003) studied that there was no significant change in job satisfaction due to change in the level of independent variables like sex, marital status and types of school.

Satishkumar Kalhotra (2012) studied that job satisfaction of primary and secondary school teachers by considering intrinsic aspects of job , salary promotional avenues , service condition aspects, physical facilities aspects , institution plans and policy aspects , satisfaction with social status and family welfare aspects, relationship with co-workers and total component of job satisfaction.

Anilkuma Agnihotri (2013) studied that feeling of job satisfaction is derived from and is caused by many and varied inter related personal factors such as age , sex, education and factors controlled by management like pay and working conditions.

1. To analyze the Job Satisfaction level among the male and female faculties of Ahmedabad
2. To study the impact of gender on Job Satisfaction among faculties.

1. H_o: There is no significant difference between Job Satisfaction of Male and Female faculties
   H₁: There is significant difference between Job Satisfaction of Male and Female faculties
2. H_o: Gender and Job Satisfaction are independent attributes
   H₁: Gender and Job Satisfaction affect each other

T test was used to determine relation between Job satisfaction of male and female faculties. Chi square was used to determine the association between gender and job satisfaction. The p value given by significance (two–tailed) in the SPSS 20 output shows that p is 0.741 which is more than level of significance,0.05. Therefore Null Hypothesis is accepted. Thus, we conclude that there is no significant difference between Job satisfaction mean of male and female faculties. Also within 95% confidence interval the population mean lies between -7.39816 to 5.32316. At 29 degree of freedom the t value is .334(Table – 1)

The study reveals that overall faculties are satisfied with their jobs. The male faculties had the mean value of 59.4000 as compared to female mean of 60.4375 (Table – 7) Also the p value is more than significance value 0.05, it is inferred that there is no significant difference between job satisfaction level of male and female faculties.(Table – 1)

Table 2,3 & 4 suggest that as p value at given degree of freedom is more than 0.05 working condition, pay and promotion , work relation and gender are independent attributes. Table 5 gives p value 0.019 which is less than 0.05 at 4 degree of freedom which suggest dependence of and use of skills and abilities. Table 6 suggest gender and work activities are also dependent attributes at 4 degree of freedom with p=0.021 which is less than 0.05.

Thus, gender is one significant independent variable which helps us to predict level of Job Satisfaction (dependent variable) of individuals specifically work related component and utilization of skills and abilities component of Job Satisfaction.

The present study was based on data collected from limited sample selected from controlled environment of a workshop. Also the sample size was small which may not represent significant gender population mean. The researcher’s bias and respondent’s unwillingness to reveal the correct information may be a major limitation for this study.

This study can provide a base for further research in similar areas and extended geographical boundaries. This research will contribute towards theoretical framework of existing job satisfaction. Education sector and management may also frame managerial implications and strategies to increases job satisfaction of their existing faculties, gender being one of the prominent factor having impact on individuals job satisfaction level. Further correlation studies can be conducted to find out strength of relationship between satisfaction and gender of faculties as extension of this work. Also other independent variables can be further studied with a larger sample which have impact on individuals job satisfaction.

REFERENCES :

1. Ahmed Nobi , Raheem Abdul & Jamal Sajid,(2003) “ Job satisfaction among school teachers” , The educational review, volume no.7
2. Anilkumar Agnihotri (2013) “ Job satisfaction among school teachers” , Indian streams research journal, volume 3(2).
3. Fisher Cynthia D (2003) “ Why do Lay People Believe that Satisfaction & Performance are co related ? Possible sources of a common sense theory” Journal of O.B., 24(6).
4. Mueller, Charles W., McCloskey, Joanne C. (1990) , “Nurse Job satisfaction : A proposed measure” Nursing research 39(2).
5. Roshanlal & Sarabrjit Singh Shergill (2012) “A Comparative study of Job satisfaction and Attitude towards education among male & female teachers of degree colleges” international journal of marketing, financial services and management research volume 1ISSN22773622.
6. Satishkumar Kalhotra (2012) "Study of Job satisfaction of Primary & Secondary school teachers” Golden research thoughts vol.1(11).
7. Shipton et al (2006) “HRM as a predictor of innovation” , HRM journal 16(1).