scholarly journals Assessing the Nature of Job Satisfaction Level: A Study on Private Bank Employees in Bangladesh

2020 ◽  
Vol 9 (2) ◽  
pp. 67-88
Author(s):  
Md. Najmul Hasan ◽  
Shazia Afrin ◽  
Mostafijur Rahman ◽  
Alim Al Ayub Ahmed
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Gender Discrimination ◽  
Family Income ◽  
Working Hours ◽  
Working Environment ◽  
Satisfaction Level ◽  
Private Bank ◽  
Bank Employees ◽  
Participation In Decision Making

The purpose of this study is to assess the nature of the job satisfaction level of private bank employees in Bangladesh. It used a semi-structured questionnaire which contains both pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. A Chi-square test was used to assess the relationship between independent and dependent variables. In this study, a significant inter-class relationship was observed between demographic characteristics namely sex, age, designation, salary, and family member, marital status, working environment, service period and family income, and job satisfaction indicators which are, participation in decision making, training facilities, autonomy in work, gender discrimination, working hour, chance of promotion, increase knowledge & capacity, the practice of MBO and surprisingly availability of tools and resources had no significant relation with any demographic factors. Employees who work as an officer (93.3%, p< .001) and withdraw salary 25,001-35,000 (88.2%, p< .000) cannot participate in decision making. But who works in the participative environment (83.9%, p< .000) get a proper training facility. Employees with <30-year age (83.3%, p< .016) cannot practice autonomy. Unmarried workers (53.8%, p< .006) face gender discrimination. Employees who work in an Autonomous environment (76.0%, p< .00001) do not get enough working hours. Employees with 30-35-year age (80.8%), p< .002) do not get a proper promotion. Male (98.0%, p< .001) report the organization increases its capacity and knowledge. Employees work in an autonomous environment (88.0%, p< .002) report that organization practices MBO. This study also shows that female employees are more satisfied than males. The overall situation can be improved by guaranteeing employees participation in decision making, regular training, providing appropriate increments and promotion, redesigning working hours and environment, and removing gender discrimination. Further Study is recommended.

scholarly journals Relationship between Socio-Demographic Characteristics and Job Satisfaction: Evidence from Private Bank Employees

2020 ◽  
Vol 7 (2) ◽  
pp. 65-72
Author(s):  
Md. Mostafijur Rahman ◽  
Md. Razwan Hasan Khan Chowdhury ◽  
Md. Amirul Islam ◽  
Mst. Ummay Tohfa ◽  
Md. Abdul Latif Kader ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Significant Relationship ◽  
Family Income ◽  
Demographic Characteristics ◽  
Private Bank ◽  
Business World ◽  
Continuous Growth ◽  
Bank Employees ◽  
Participation In Decision Making

In this competitive business world satisfied employee is the prime asset of any business organization as an employee’s satisfaction can ensure continuous growth. The purpose of this study was to find out, is there any significant relationship between socio-demographic characteristics and job satisfaction of private bank employees in Bangladesh? By using Yamane's (1967) formula the study consisted of 56 (male 89.3% and female 10.7%) respondents and it used semi-structured questionnaires containing pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. As all the variables used in this study (both dependent and independent) were categorical, the Chi-square test was used to assess the relationship. In this study, significant relations were found between some demographic characteristics, such as, sex, age, salary, and family income with job satisfaction indicators which were participation in decision making, training facilities, and increase knowledge and capacity. Education and geographic location did not show any significant relationship with job satisfaction indicators. Around 92.5% of male employees reported that the current organization helped to increase their knowledge and working capacity (p<0.028). More than half of the employees (55.3 %) of the 30-35 age group could not take part in decision making (p<0.013). In addition, family income and salary also exerted significant associations with participation in decision-making and proper training facilities respectively. Several stakeholders and concern authorities should give top priority in these demographic areas while developing strategies to improve the job satisfaction level of employees.

Perception of bank employees’ towards working environment of selected Indian universal banks

2015 ◽  
Vol 33 (1) ◽  
pp. 58-77 ◽  
Author(s):  
Gagandeep Kaur
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Sampling Technique ◽  
Working Environment ◽  
Satisfaction Level ◽  
Content Type ◽  
Universal Bank ◽  
Work Allocation ◽  
Bank Employees ◽  
Employee Acceptance

Purpose – The purpose of this paper is to evaluate the job satisfaction level of universal bank employees in India. It focusses on identifying the factors of job satisfaction and their influence on the overall job satisfaction of universal bank employees. Design/methodology/approach – Data were collected from a sample of 380 bank employees using convenience sampling technique. Findings – The results of exploratory factor analysis reveal that eight factors, i.e. workplace environment, supervision, cooperation from peers, work discrimination, employee acceptance, work allocation, job security and remuneration extracted as important determinants of job satisfaction. The results of multiple regression analysis shows that supervision, cooperation from peers, work allocation and employee acceptance (independent variables) influences the level of job satisfaction (dependent variable of bank employees. Originality/value – Since liberalization, banking sector is considered to be one of the major recruiters. People prefer bank as a career and social status. In order to further improve the satisfaction level of bank employees, bank management should provide regular feedback to the employees about their performance. In the absence of feedback, employees will be discouraged because they do not know how they are doing or may believe their contribution is unacknowledged. The most important factor effecting employee satisfaction with their job is their immediate supervisor. Many employees dislike their supervisor though they like the work they do. To make employees happier in their position, stay longer and the most important to ensure that customers receive better services, banks must start improving the management skills of supervisors.

scholarly journals “Job satisfaction in public sector bank Employees”

2019 ◽  
Vol 8 (9) ◽  
pp. 929-932
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Performance Appraisal ◽  
Work Performance ◽  
Banking Sector ◽  
Working Environment ◽  
Satisfaction Level ◽  
Appraisal System ◽  
The Public ◽  
Bank Employees

Success of any organization depends on human resource of the company, Any organization top of the position of the market the main key role of the organization employees, Organization employees feelings and expression of internal aspects todissatisfaction, now the present situation of the banking sector employees satisfaction level is very difficult, it is the situational change the employee attitude and behavior, the public sector bank employees are work performance is very happy. Individually employees feeling and emotions are different; more than the public sector banks large employees of the Bank is State Bank of India. Management and managing higher job satisfaction level in banks not only performance Of the banks but also growth and performance of the employees. Banking sector essentially provides job to large number of individuals, and thus it is necessary measures satisfaction levels of employees. The study shows that Job preference, Cooperation among Coworkers, Working Environment, Working Facilities, Salary Satisfaction, Increment Satisfaction, Welfare Facilities, other facilities, Performance Appraisal System, Behavior of boss, State Bank of India(SBI) is the public sector Bank it is a large number of Happy employees in the SBI banks namely as SBI banks in Rayalaseema Division, Andhra Pradesh India.

The Relationship between Working Environment and Internship Satisfaction Level: A Case Study Of A 4-Star Hotel Restaurant In Germany

2019 ◽  
Vol 2 (4) ◽  
pp. 276-291
Author(s):  
Chatarina Natalia Putri
Keyword(s):  
Career Development ◽  
Working Hours ◽  
Learning Opportunities ◽  
Working Environment ◽  
The Other ◽  
Satisfaction Level ◽  
Supervisory Support ◽  
Support Organization ◽  
The Relationship

There are many factors that can lead to internship satisfaction. Working environment is one of the factors that will result to such outcome. However, many organizations discarded the fact of its importance. The purpose of this study is to determine whether there is a significant relationship between working environment and internship satisfaction level as well as to determine whether the dimensions of working environment significantly affect internship satisfaction. The said dimensions are, learning opportunities, supervisory support, career development opportunities, co-workers support, organization satisfaction, working hours and esteem needs. A total of 111 questionnaires were distributed to the respondents and were processed by SPSS program to obtain the result of this study. The results reveal that learning opportunities, career development opportunities, organization satisfaction and esteem needs are factors that contribute to internship satisfaction level. In the other hand, supervisory support, co-workers support and working hours are factors that lead to internship dissatisfaction. The result also shows that organization satisfaction is the strongest factor that affects internship satisfaction while co-workers support is the weakest.

scholarly journals Job Satisfaction and Occupational Stress among Public and Private Bank Employees

2015 ◽  
Vol 2 (2) ◽  
Author(s):  
Dr. Karshan B. Chothani
Keyword(s):  
Job Satisfaction ◽  
Occupational Stress ◽  
Stress Index ◽  
Private Bank ◽  
Satisfaction Scale ◽  
Public And Private ◽  
Private And Public ◽  
National Bank ◽  
Bank Employees ◽  
And Gender

This article discusses the emerging research concerned with the effect job satisfaction on occupational stress experienced among bank employees. The Occupational Stress Index developed by A.K. Srivastava and A. P. Singh (1984) and Job Satisfaction scale (JSS) developed by Dr. Amar Singh and Dr. T R Sharma (2007) by the researchers to importune information from bank employees was administered to 100 respondents comprising of both public and private banks in the branches of SBI, Bank of Baroda, Punjab National Bank, Co-Operative Bank, ICICI, HDFC and Axis Bank within Ahmedabad city. Objectives of the studies are 1) To study the level of Job Satisfaction of Employees working in Private and Public bank in relation to types of Bank and Gender. 2) To study the Occupational Stress of Employees working in Private and Public bank in relation to types of Bank and Gender. 3) To know the correlation between Job Satisfaction and Occupational Stress of Private and public Bank employees. Statistical ‘t’-test and correlation were used for data analysis. The findings of the study reflect that Public Bank employees are more satisfied with their jobs and occupationally less stressed than the Private bank employees. Further Female bank employees are less satisfied and under higher level of occupational stress as compared to their Male bank employees counterparts. Whereas, there is a negative & significant co-relation between Job Satisfaction & Occupational stress of Bank employees. It is suggested from findings of the study, that in order to reduce occupational stress among Private bank employees, the job satisfaction must be enhanced.

Participation in decision making: a case study of job satisfaction and commitment (part two)

2013 ◽  
Vol 45 (6) ◽  
pp. 352-358
Author(s):  
Steven H. Appelbaum ◽  
Damien Louis ◽  
Dmitry Makarenko ◽  
Jasleena Saluja ◽  
Olga Meleshko ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Participation In Decision Making

Participation in decision making: a case study of job satisfaction and commitment (part one)

2013 ◽  
Vol 45 (4) ◽  
pp. 222-229 ◽  
Author(s):  
Steven H. Appelbaum ◽  
Damien Louis ◽  
Dmitry Makarenko ◽  
Jasleena Saluja ◽  
Olga Meleshko ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Participation In Decision Making

Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective

2016 ◽  
Vol 19 ◽  
Author(s):  
Ying Xia ◽  
Li Zhang ◽  
Ning Zhao
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Factor Model ◽  
Social Capital Theory ◽  
Open Communication ◽  
Capital Theory ◽  
Communication Openness ◽  
Participation In Decision Making ◽  
Free Flow Of Information ◽  
The Relationship

AbstractParticipation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees’ participation in decision-making positively affected their job satisfaction (β = .32, p < .001), and the effect was mediated by communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p < .05). Thus, open communication and the free flow of information within organizations should be encouraged.

scholarly journals The relation between career anchors, occupational types and job satisfaction of midcareer employees

2000 ◽  
Vol 26 (2) ◽  
Author(s):  
J. A. Ellison ◽  
A. M. G. Schreuder
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Career Choices ◽  
Career Decision ◽  
Working Environment ◽  
Career Decision Making ◽  
Career Anchors ◽  
Career Anchor ◽  
Intrinsic Job Satisfaction ◽  
The Individual

The objective of this research was to determine the value of the career anchor model in career decision-making. Career models that can provide the individual with greater self-insight can serve as an important guide when making career choices in todays turbulent working environment. Two hundred and ninety-five midcareer employees (managerial and non-managerial) completed questionnaires to determine their career anchor, occupation type and levels of general, intrinsic and extrinsic job satisfaction. The differences in job satisfaction between employees with a fit between career anchor and occupational type and those with no such fit were compared. It was found that respondents with a fit had a significantly higher level of general and intrinsic job satisfaction than those with no such fit. It is therefore suggested that the career anchor construct could probably serve as a useful tool for midcareer employees to make career choices. Opsomming Die doel van hierdie ondersoek was om die waarde van die loopbaanankermodel in loopbaanbesluitneming te bepaal. Loopbaanmodelle wat individue van groter insig kan voorsien kan as n belangrike riglyn in vandag se turbulente werksomgewing dien. Tweehonderd vyf-en-negentig middelloopbaan-werknemers (bestuur en nie-bestuur) het vraelyste voltooi om hulle loopbaanankers, beroepstipe en vlakke van algemene, intrinsieke en ekstrinsieke werkstevredenheid te bepaal. Die verskille in werkstevredenheid tussen werknemers met n passing tussen loopbaananker en beroepstipe en die sender n sodanige passing, is vergelyk. Daar is bevind dat respondente met n passing 'n beduidende hoer vlak van algemene en intrinsieke werkstevredenheid het as die sender so 'n passing. Daar word derhalwe voorgestel dat die loopbaanankermodel waarskynlik as n nuttige instrument by middelloopbaan-werknemers gebruik kan word om loopbaanbesluite te neem.

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