Job Involvement and Job Satisfaction of Bank Officers: Role of Type of Organization and Gender

The main objective of the present study was to examine and compare the level of job involvement and job satisfaction of public and private bank officers. A 2X2 Factorial design was used to study the role of organization and gender on job involvement and job satisfaction The sample of the study comprised of forty bank officers who were divided into two groups of organization i.e. private banks (n=20) and government banks (n=20), these subjects were further divided into two sub-groups based on genders, males (n-10) and females (n=10) included in equal number. Results revealed significant differences between public and private bank officers and males and females and were in line with all the hypotheses on all the variables. The main findings were: (1) the public and private sector bank officers differed significantly on the variable of job involvement as the mean value of private sector bank officers was significantly higher as compared to public sector bank officers. (2) There was a significant difference for gender on the variable of job involvement. The female officers reported higher level of job involvement as compared to their counterparts viz. males of both the sectors irrespective of their organizations. (3) There was a significant difference for groups on the variable of job satisfaction. The job satisfaction of private sector bank officers was significantly higher as compared to public sector bank officers. (4) There was a significant difference for gender on the variable of job satisfaction. The female officers of both the sectors reported significantly higher level of job satisfaction to that of males.

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Role of Human Resource Management in Job Satisfaction of Employees: A Comparative Analysis in Public & Private Sector

International Journal of Social Sciences and Management ◽

10.3126/ijssm.v2i3.12751 ◽

2015 ◽

Vol 2 (3) ◽

pp. 263-266

Author(s):

Dr Sweta

Keyword(s):

Job Satisfaction ◽

Resource Management ◽

Public Sector ◽

Private Sector ◽

Human Resource Management ◽

Human Resource ◽

Public And Private ◽

The Public ◽

Pros And Cons

This study investigates the relationship between human resource management and employees’ job satisfaction in public and private undertakings. The results revealed a positive relationship between managers and employees’ job satisfaction. The analysis is based on a sample of 100 employees which were randomly chosen from both the sectors. The happier people are within their job, the more satisfied they are said to be. This paper surveys both the sectors in most of the aspects of analysis. However both sectors have their own pros and cons which will be made clear while evaluating job-satisfaction levels among the employees of both the sector. And given that the reward system in the public sector systematically differs from that of the private sector (in terms of pay, benefits, and psychic value), it seems likely that studies of satisfaction levels among private-sector employees may not be applicable to public-sector employees.Int. J. Soc. Sci. Manage. Vol-2, issue-3: 263-266 DOI: http://dx.doi.org/10.3126/ijssm.v2i3.12751

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THE ROLE OF LEADERSHIP IN HUMAN RESOURCE MANAGEMENT A COMPARATIVE STUDY OF SPECIFIC PUBLIC AND PRIVATE SECTORS IN PAKISTAN.

IBT Journal of Business Studies ◽

10.46745/ilma.jbs.2009.05.02.09 ◽

2009 ◽

Vol 5 (2) ◽

Author(s):

Akbar Ali ◽

Keyword(s):

Resource Management ◽

Public Sector ◽

Private Sector ◽

Human Resource Management ◽

Human Resource ◽

Fundamental Problem ◽

Public And Private ◽

Significant Difference ◽

Public And Private Sector

The fundamental problem of this study was to examine "The role of leadership in human resource management through comparison of public and private sectors in Pakistan" by evaluating the leadership in ten competencies. The sample was 115 leaders (assesses) which were assessed by 520 respondents (assessors) belonging to Airlines, Hospitals and Banks from both Public and Private Sector. Each of the manager / leader was evaluated by using 360 degree feed back assessment questionnaire. Statistical analyses were conducted using the SPSS statistical package. Outcome of this study pointed that there were statistically significant difference among score of leadership between Private and Public Sector organizations. The conclusion of the study indicated; a) Leadership at Private sector is performing better than Public Sector. b) The leadership score of private sector bank was significantly higher to public sector bank. c) The leadership score of private sector hospital was significantly higher as compared to the public sector hospital. d) The leadership score in public sector airline was significantly higher to the private sector airline. The findings also indicated to call upon Pakistani leaders at public sector hospitals and banks, as well as private sector airline leaders to enhance their competencies.

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Research from China finds no significant difference in impact of public service motivation (PSM) in public and private sectors

Human Resource Management International Digest ◽

10.1108/hrmid-08-2021-0169 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Keyword(s):

Public Sector ◽

Private Sector ◽

Employee Performance ◽

Intention To Leave ◽

Public And Private ◽

Content Type ◽

The Public ◽

Significant Difference ◽

Set Up ◽

The Impact

Purpose The authors assumed PSM would be higher in the public sector, but they set up a trial to find out if this was the case. Design/methodology/approach To test their theories, the authors conducted two independent surveys. The first consisted of 220 usable responses from public sector employees in Changsha, China. The second survey involved 260 usable responses from private sector employees taking an MBA course at a university in the Changsha district. A questionnaire was used to assess attitudes. Findings The results found no significant difference between the impact of public sector motivation (PSM) on employee performance across the public and private sectors. The data showed that PSM had a significant impact on self-reported employee performance, but the relationship did not differ much between sectors. Meanwhile, it was in the private sector that PSM had the greatest impact on intention to leave. Originality/value The authors said the research project was one of the first to test if the concept of PSM operated in the same way across sectors. It also contributed, they said, to the ongoing debate about PSM in China.

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Job Satisfaction and Occupational Stress among Public and Private Bank Employees

International Journal of Indian Psychology ◽

10.25215/0202.052 ◽

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.

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A STUDY OF JOB SATISFACTION IN PUBLIC and PRIVATE BANKING SECTOR EMPLOYEES OF MEERUT REGION

Scholarly Research Journal for Interdisciplinary Studies ◽

10.21922/srjis.v9i66.6855 ◽

2021 ◽

Vol 9 (66) ◽

pp. 15595-15606

Author(s):

Parul Singh ◽

Rahul Sharma

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Banking Sector ◽

Statistical Technique ◽

Length Of Service ◽

Satisfaction Scale ◽

Public And Private ◽

Independent Variable ◽

And Gender ◽

Private Banking

This study finds out the effect Types of Bank (A), Cadre (B), Length of Service (C) and Gender (D) of the employees on job satisfaction. 240 subjects were used as sample of the research. Out of these 240, 120 subjects were of public sector bank and 120 of private bank of Meerut Region. Each group of 120 individuals consisted of 60 officers and 60 clerical staff. Each group of 120 bank employee consisted of 60 employee of below 5 years and 60 employee of above 10 years, In each subgroup of 30 subjects, 15 were Male and 15 Female. Effects of this The first independent variable, type of bank was varied at two type i.e., Private Sector (A1) and Public Sector (A2), Second variable cadre has two categories Officer (B1) and Clerical (B2). Third variable length of service has two categories i.e., below 5 years (C1) and above 10 years (C2) fourth variable gender has two categories, i.e., Male (D1) and Female (D2).Job Satisfaction Scale: This test was developed by Prof. S.K. Srivastava of Gurukul Kangri University; Haridwar. As the design of the study is 2x2x2x2 between group fractional designs, with 16 cells was used to examine the effect of three independent variable on job satisfaction. ANOVA was used as statistical technique to analyze the data followed by Mean and Newman-Keuls Multi-group Comparison Test.

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The impact of supervisor-nurse relationships, patient role clarity, and autonomy upon job satisfaction: Public and private sector nurses

Journal of Management & Organization ◽

10.5172/jmo.2012.18.5.659 ◽

2012 ◽

Vol 18 (5) ◽

pp. 659-672 ◽

Cited By ~ 2

Author(s):

Kate Shacklock ◽

Yvonne Brunetto ◽

Rod Farr-Wharton

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Private Sector ◽

Business Models ◽

Healthcare Sector ◽

Role Clarity ◽

Public And Private ◽

Patient Role ◽

Public And Private Sector ◽

The Impact

AbstractIn the Australian healthcare sector, many changes in the public sector have affected nurse management and thereby, nurses. Yet it is unclear whether such efficiency measures, based on private sector business models, have impacted private sector nurses in similar ways. This paper examines four important issues for nurses: supervisor–subordinate relationships; perceptions of autonomy; role clarity in relation to patients; and job satisfaction. The paper uses an embedded mixed methods research design to examine the four issues and then compares similarities and differences between public and private sector nurses. The findings suggest supervisor–subordinate relationships, patient role clarity and autonomy significantly predict job satisfaction. The private sector nurses reported more satisfaction than public sector nurses with their supervisor–subordinate relationships, plus higher perceptions of patient role clarity and autonomy, and hence, higher levels of job satisfaction. The findings raise questions about whether present management practices (especially public sector) optimise service delivery productivity.

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Public Vs Private Managers: A New Perspective

Journal of Business & Economics Research (JBER) ◽

10.19030/jber.v7i3.2264 ◽

2011 ◽

Vol 7 (3) ◽

Author(s):

Gadis Nowell

Keyword(s):

Public Sector ◽

Private Sector ◽

Research Literature ◽

Font Size ◽

First Line ◽

Public And Private ◽

Significant Difference ◽

Important Exception ◽

Upper Level ◽

New Perspective

Does management in the public sector differ from that in the private sector?  Most of the research evidence relating to this question suggests no significant difference between the two sectors.  Nonetheless, the studies in this area have an important limitation , i.e., they have   focused almost exclusively  on the perspectives and activities of "senior" and "upper-level" managers while largely ignoring those on the front line - the "first-line supervisors".  Are there, for instance, differences between public and private managers at the first-line supervisory    level?  The results of this study support a negative response to this question, but with one important exception.  Specifically, “training employees” was found to be a relatively more important   activity for public sector supervisors, as compared to their private sector counterparts.  This is a surprising finding, in that the private sector is known to have a higher rate of employee turnover and, therefore, an assumed greater need for training new hires.  There is no obvious explanation for this result and, to our knowledge, there is nothing in the research literature that helps to explain it.  It therefore represents an important new area of research that needs further exploration.

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Educational Environment in Public and Private Medical Colleges of Peshawar: Undergraduate Medical Students’ Perception

Journal of Medical Sciences ◽

10.52764/jms.21.29.2.12 ◽

2021 ◽

Vol 29 (02) ◽

pp. 119-123

Author(s):

Naheed Mahsood ◽

Naveed Afzal Khan ◽

Almas Khattak ◽

Afshan Ahsan

Keyword(s):

Public Sector ◽

Private Sector ◽

Cross Sectional Study ◽

Educational Environment ◽

Undergraduate Medical Students ◽

Cross Sectional ◽

Public And Private ◽

Medical College ◽

Significant Difference ◽

Medical Colleges

Objective: The objective of our study was to explore student’s perception of the educational environment in their respective medical colleges Materials and Methods: A cross-sectional study was conducted at two medical colleges (one public sector and one private-sector medical college), both affiliated with Khyber Medical University, Peshawar from January 2020 to March 2020. DREEM was used to measure the educational environment of both public sector and private sector medical colleges. Results: The overall mean score with standard deviation was 113± 22 SD for private medical college and 109 ± 25 SD for public sector medical college, which means more positive than negative perception. Private sector college overall score was better than public sector college but with no significant difference. Private sector medical college score was better in all DREEM subscales except Students’ Academic Self-Perception in which public college scored 18± 5 and private college scored 16± 5. Conclusion: There is a significant margin for improvement for all domains of the educational environment in both public and private sector medical colleges, especially the low scores in the domain of Students’ Social Self Perceptions need attention.

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Earnings in the Public and Private Sectors 1950—1975

National Institute Economic Review ◽

10.1177/002795017507400106 ◽

1975 ◽

Vol 74 ◽

pp. 60-70 ◽

Cited By ~ 5

Author(s):

A.J.H. Dean

Keyword(s):

Public Sector ◽

Private Sector ◽

Public And Private ◽

The Public ◽

Significant Difference ◽

Affected Relative ◽

Cyclical Behaviour ◽

Relative Earnings ◽

Public And Private Sector ◽

Market Pressures

This article analyses the trend of earnings in the public and private sectors of the British economy from 1950 to 1975. It was found that public and private sector earnings moved closely together throughout the 1950s and 1960s but then diverged considerably in the early 1970s, with public sector earnings moving ahead of private sector earnings in an unprecedented fashion in 1974 and 1975; given the earlier stability in relative earnings, this movement might be temporary. There was a significant difference in the cyclical behaviour of the two series with public sector earnings generally increasing faster than private sector earnings during the downswing and vice versa during the upswing; this finding is consistent with the lesser exposure of the public sector to market pressures. Incomes policy does not appear to have affected relative earnings in any systematic way.

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Job Satisfaction Among Public and Private University/Degree Awarding Institution Librarians of Lahore: A Comparative Study

Pakistan Journal of Information Management and Libraries ◽

10.47657/201314766 ◽

2013 ◽

Vol 14 ◽

pp. 16-25

Author(s):

Moeen Hyder Hyder ◽

Syeda Hina Batool

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Private Sector ◽

Comparative Study ◽

Personal Growth ◽

Working Environment ◽

Public And Private ◽

Social Prestige ◽

Ict Infrastructure ◽

Public And Private Sector

It is a comparative study regarding job satisfaction among librarians who are serving in public (government) and private sector universities/degree awarding institutes in Lahore. Questionnaires were used to collect data from librarians serving in ten HEC (Higher Education Commission) recognized public and private sector universities/institutes in Lahore. The eight components of job satisfaction were measures derived through literature: physical environment & ICT infrastructure, personal growth, organizational culture, social prestige, salary, rewards, promotion and nature of work. The study observed that librarians serving in public sector universities were more satisfied as compared to the librarians working in private sector universities. While for some aspects, like promotion, private sector universities provided greater opportunities to librarians, as there is a lack of promotional infrastructure in public sector universities of Lahore. The study suggested that authorities in librarianship should formulate policies regarding job satisfaction such as proper reward system or work incentives, encouraging working environment particularly in public sector, and a proper career infrastructure etc

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