Employee Engagement, Job Satisfaction and Demographic Relationship: An Empirical Study of Private Sector Bank Managers

2015 ◽  
Vol 4 (2) ◽  
pp. 53-62 ◽  
Author(s):  
Poornima Madan ◽  
Shalini Srivastava
Keyword(s):  
Job Satisfaction ◽  
Empirical Study ◽  
Private Sector ◽  
Employee Engagement ◽  
Bank Managers

Enhancing the Job Satisfaction Level through Dimensions of Employee Engagement: An Empirical Study on Private Sector Bank Managers

2015 ◽  
Vol 7 (1) ◽  
Author(s):  
Poornima Tejpal
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Employee Engagement ◽  
Employee Retention ◽  
Banking Sector ◽  
Well Being ◽  
Descriptive Statistics ◽  
Satisfaction Level ◽  
Bank Managers ◽  
Private Banking

The purpose of the study is to analyze how the of job satisfaction level can be enhanced through employee engagement and its dimensions namely, vigour, dedication and absorption. Augmenting the job satisfaction levels can increase the employee retention in organizations. Research has proved that engaged employees can act as competitive advantage for organizations and creates quality workforce that is fully committed. The study was administered on 96 Managers who were representatives of 4 private sector banks in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive Statistics, Correlation and Regression were used for data analysis. Indian private banking sector has undergone incredible change in the last few decades. Due to enormously competitive scenario, it is relevant to note that banks need to distinguish themselves from each other. Enough research has been on the concept of employee engagement and its vitality to employees well-being, but there is limited research on employee engagement dimensions and relation between job satisfaction. The current research is imperative in providing insights into relation between employee engagement dimensions and its impact on job satisfaction levels.

Job Satisfaction and Work Engagement: A Study Using Private Sector Bank Managers

2017 ◽  
Vol 20 (1) ◽  
pp. 58-71 ◽  
Author(s):  
Kanika Garg ◽  
Ishaq Ahmad Dar ◽  
Mridula Mishra
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Human Resource ◽  
Work Engagement ◽  
Single Point ◽  
Dynamic Environment ◽  
Human Resource Managers ◽  
Bank Managers ◽  
Hierarchical Levels ◽  
Intrinsic Job Satisfaction

The Problem In today’s dynamic environment, organizations face difficulties in retaining their talented employees. Although there are several studies that link job satisfaction with work engagement, a closer examination is needed to understand whether it is intrinsic or extrinsic job satisfaction that enhances work engagement. This shows that the job satisfaction is the key driver of work engagement. So, the purpose of this article is to study the level of job satisfaction among the managers at various hierarchical levels of private sector banks in India and also to study the relationship between job satisfaction and work engagement among managers at various hierarchical levels. The Solution This study follows the descriptive research design, and data were collected by standardized questionnaire developed by Minnesota and by Schaufeli’s Satisfaction Questionnaire, and data were collected from the 148 managers at various hierarchical levels working in private sector banks in India. To attain the objectives, the descriptive statistics and regression analysis have been used. The results show that the managers who are working in private sector banks are more satisfied with intrinsic job satisfaction rather than extrinsic job satisfaction and also found that there is positive relationship between job satisfaction and work engagement among managers at various hierarchical levels of private sector banks in India. The limitation of this study is data were collected at a single point of time. The Stakeholders Stakeholders of this study include private sector bank managers at various hierarchical levels and human resource managers of organizations having hierarchical management system where management is focused toward employee satisfaction and retention in the organization. Consultation agencies dealing in human resource practices, research agencies, and research scholars are other stakeholders as it will be literature for further studies.

scholarly journals An Empirical Study on Employee Engagement and its effect on Job Satisfaction

2018 ◽  
Vol 5 (2) ◽  
Author(s):  
Pratiksha Tiwari ◽  
Rashi Nagpal ◽  
Tanya Mirg ◽  
Nitika Jain
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Empirical Study ◽  
Employee Engagement ◽  
Exploratory Factor Analysis ◽  
Work Life ◽  
Staff Turnover ◽  
Survey Questionnaire ◽  
Essential Information ◽  
Questionnaire Method

Employee engagement is the rudimentary idea which helps in distinguishing and portraying the idea of connection among workers and their organisation, both subjectively and quantitatively. A worker who is locked in has a hopeful disposition towards its association and qualities. This paper tries to decide the idea of employee engagement, its arrangements being trailed by the organisations, investigating them, taking perspectives of representatives, examining the criticisms got and giving suggestions for development. The paper applies exploratory factor analysis to contemplate representative commitment by means of statistic factors. The essential information was gathered through the Survey Questionnaire Method. This paper implies the ways to deal with worker commitment that have been demonstrated to enhance profitability and in addition effectiveness, keep up clients at a higher rate, lessen staff turnover and accomplish more benefits. Representatives who are locked in are more joyful, both in their own life and in work life.

scholarly journals Telecommuting: An Empirical Study on Job Performance, Job Satisfaction and Employees Commitment during Pandemic Circumstances

2021 ◽  
Vol 8 (3) ◽  
pp. 1-10
Author(s):  
K M Abilash ◽  
Nitha Mary Siju
Keyword(s):  
Job Satisfaction ◽  
Empirical Study ◽  
Job Performance ◽  
Work Environment ◽  
Employee Engagement ◽  
Test Method ◽  
Descriptive Statistics ◽  
Good Relationship ◽  
Routine Work ◽  
Analyze Data

Telecommuting can assist various organizations in complying with any ordinance during pandemic situations. This study investigates the link of adopting telecommuting in the organization during the crucial situation and how it enables the employee to perform, satisfy, committed to working with full effectiveness. Additionally, this research elicits other factors such as employee engagement and how it bolsters the job autonomy of individuals to control or shape professional dynamics connected with responsibility and the environment. The researcher has employed descriptive statistics, coefficient of correlation and one sample t-test method to analyze data, and the result indicated which shows a good relationship between employee commitment and job satisfaction during the adoption of telecommuting method in an organization. Also observed from the study, telecommuting can abreast routine work and official meetings during the current situations. It is also recommended that employees should ensure the work environment properly before adopt with telecommuting method.

scholarly journals The impact of emotional intelligence, employee empowerment and cultural intelligence on commercial bank employees’ job satisfaction

2021 ◽  
Vol 16 (4) ◽  
pp. 11-21
Author(s):  
Ayeasha Akhter ◽  
Md. Mobarak Karim ◽  
K. M. Anwarul Islam
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Employee Engagement ◽  
Commercial Bank ◽  
Cultural Intelligence ◽  
Employee Empowerment ◽  
Future Research ◽  
Bank Managers ◽  
Bank Employees ◽  
The Impact

This paper aims to examine the impact of emotional intelligence (EQ), employee empowerment (EE), and cultural intelligence (CQ) on commercial bank employees’ job satisfaction in Bangladesh. For this purpose, a survey questionnaire was developed based on pre-tested constructs. The study used a convenience sampling technique, supplemented by a non-probability sampling method. 200 bank employees were invited to participate in the survey; finally, 130 responses were received as fully complete, with a 65% response rate. Hence, the sample size is n = 130. Cronbach’s alpha value was used to determine the internal consistency of the study constructs. SPSS version 26.0 was used to analyze the correlation test and hypotheses test. The findings show that emotional intelligence (EQ) with a beta (β) value of 0.510 has a statistical and positive effect on bank employees’ job satisfaction. Also, employee empowerment (EE) with a beta value of (β) 0.418 and cultural intelligence (CQ) with a beta (β) of 0.372 were found to be significant predictors of job satisfaction. This indicates that bank managers should utilize EQ and CQ to increase bank employee satisfaction and focus on employee engagement at the workplace. According to the study, if bank employees become more emotionally stable and culturally intelligent at their workplace, they will be more satisfied with their current jobs. Besides, if bank employees are given more opportunities to carry out their job responsibilities, they will be more satisfied with their jobs. The paper outlines several significant implications for commercial bank managers and offers some notable directions for future research.

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