LETTER OF TRANSMITTAL

April 22, 2014

Ms. Tanuza Nath
Lecturer
Department of Management,
Faculty of Business Studies,
University of Dhaka
Subject: Submission of Report on A Study on Job Satisfaction in the Context of
Social Islamic Bank Limited
Dear Madam,
We are proud to present you our report, which is entitled A Study on Job Satisfaction in the
Context of Social Islamic Bank Limited which was done under your instruction. We would
like to thank you for giving us the opportunity to work on such a report. By doing this Report,
we gained lots of valuable knowledge not only on creating a report, but also on understanding
the significance of analyzing a particular company.
The entire report is based on our practical experience in the Social Islamic Bank Limited, Uttara
Branch. We have tried our level best to provide what we have learned during the internship
program at SIBL, Uttara Branch.
We sincerely hope that this report meets your approval and demonstrates our ability to
present reports. We would be glad to furnish you with any clarification if required.
Sincerely yours,
Sheikh Tanvir Ahmed (18081)
Manarat Ahmed (18023)
Asfaq Ali Sarker Sagar (18096)
Tasnia jahan (18100)
Syed Muhammad Jalaluddin (18059)
Rownak jahan (18022)
Pinkie mojumder (18034)
Sweety akter (18042)
Jarin tasnim (18052)
ACKNOWLEDGEMENT
At the very beginning, we would like to express our gratitude to Almighty Allah for
whose kindness we are enough sound mentally and physically to prepare this report.
We would also like to thank our host organization supervisor Mr. Meheruddin, SIBL, for
providing us an opportunity to prepare this report.
During the preparation of the project work we have came to the very supportive touch of
different individuals (respondents & seniors from SIBL) and friends, who lend their ideas,
time and caring guidance to amplify the reports contents. To be true we must say that
without their help it would be very hard for us to prepare such report. We are thankful to them
with all of our feelings.
Executive Summary
The vitality of banking industry and the performance of its employees are very important for
economy of any country as a whole. Job satisfaction among the employees in any industry is
crucial to improving employees performance and productivity that is essential for any
organization to be successful. Not only that, job satisfaction also reduces absenteeism and
turnover within an organization. Along with job satisfaction, organizational commitment is
considered as employees work attitude within an organization and all are relative concepts.
Organizational commitment is the employees identification with a particular organization
and his or her desire to maintain membership in the organization. Job satisfaction is a general
attitude toward ones job or it is the difference between the amount of rewards workers
receive and the amount they believe they should receive. Important aspects of job satisfaction
may include- pay, ones supervisors, the nature of tasks performed, an employees co-workers
or team, and the immediate working conditions. Job satisfaction also depends on the
employees level of satisfaction with their existing career and also the amount of job security
they have within the organization. Where, career satisfaction is an intrinsic output of career
success that refers to the satisfaction with the present jobs and advancement potential at the
specific job; and job security is the employees expectation about continuity in a job situation.
This research intends to investigate the relationship of organizational commitment, career
satisfaction, Compensation, job security, and job satisfaction in the context of Social Islamic
Bank Limited (SIBL). It is a correlational study, which has measured the correlation among the
studied variables such as organizational commitment, career satisfaction, compensation, job
security, and job satisfaction.
The sample for this study was the current employees of Social Islamic Bank Limited. Printed
questionnaires were distributed among 20 respondents and all the questionnaires have been
collected and taken as the data for the research. Therefore, taking Uttara branch of SIBL as
sample group, the current study was meaningful to access the level of job satisfaction among
the current employees of SIBL.
Introduction
Bank is the life-blood of the modern economy. Bank is a financial institution, which deals with the
money of the people. Trustworthiness is the main prerequisite to establish a bank. Banks are
playing a major role to the economic development of the country through the creation of
savings, mobilization of savings through lending in the profitable sectors. Besides these two
activities, now a days banks are providing various service toots clients. Specially, assistance in
foreign exchange, discounting bills, creation of loan deposit, collection and payment of money on
behalf of clients, purchase and sale of shares and securities, under-writing shares and
debentures, safe custody of money and wealth, money transfer, co un selling and issue of
bank solvency certificate etc. All these activities help an economy to grow faster. People
i.e., the employees of the organization do all these activities. In a bank, there are some
critical things to understand. For this reason, highly educated, efficient and dedicated
personnel are required to run a bank in this competitive era. So, Human Resource
Management (H R M ) is very important to every organization including banks. The success
of every organization depends on human resources. Therefore, employees must be qualified and
motivated enough to achieve the mission and vision and to create and retain competitive
position.
The SOCIAL ISLAMI BANK LTD (SIBL), a second-generation bank, operating since 22 November,
1995 based on Shariah Principles, has now 86 branches all over the country with two subsidiary
companies - SIBL Securities Ltd. & SIBL Investment Ltd. Targeting poverty, SOCIAL ISLAMI BANK
LTD. is indeed a concept of 21st century participatory three sector banking model in one. in the
formal sector, it works as an Islamic participatory Commercial Bank with human face approach to
credit and banking on the profit and loss sharing: it is a Non-formal banking with informal finance
and credit package that empowers and humanizes real poor family and create local income
opportunities and discourages internal migration; it is a Development Bank intended to monetize
the voluntary sector and management of Waqf, Mosque properties and introducing cash Waqf
system for the first time in the history. In the formal corporate sector, this Bank would, among
others, offer the most up to date banking services through opening of various types of deposit
and investment accounts, financing trade, providing letters of guarantee, opening letters of
credit, collection of bills, leasing of equipment and consumers' durable, hire purchase and
instalment sale for capital goods, investment in low-cost housing and management of real
estates, participatory investment in various industrial, agricultural, transport, educational and
health projects and so on.
Statement of the problem
We intend to find out the relationship among organizational commitment, Compensation and job
security to job satisfaction within the context of SIBL. In this study, we tried to include the
factors to employees job satisfaction. In the context of SIBL no published studies were carried on
this topic. This patronizes the study to explore the relationship among organizational the
importance of job satisfaction is widely recognized in the organizational commitment,
Compensation and job security with job satisfaction.
The importance of job satisfaction is widely recognized in both the organizational and Personnel
point of view. Job satisfaction plays a central role in the organizations efficiency and
Productivity because high level of job satisfaction increases task performance and reduces
absenteeism and turnover (McGue & Gianakis, 1997). The study of Hunt, Chonko, and Wood
(1985) indicates that high commitment among employees leads to lower turnover and higher
organizational performance. According to Davy, Kinicki, and Scheck (1997), job security directly
affects job satisfaction, organizational commitment, and withdrawal cognitions. The research
problem then is stated as follows: The purpose of the study is that the relationship among
organizational commitment, job involvement, and job security to job Satisfaction within the
context of SIBL.
Purpose of the study
The purpose of this study is to present and test the model which will identify the relationship
among organizational commitment, career satisfaction, job involvement, and job security to job
satisfaction. It is commonly known that there is a positive relationship between job satisfaction
and job Performance. According to McGue and Gianakis (1997) low job satisfaction at the
organization Level decreased task performance, increased absenteeism, job turnover, and
deteriorating Organization morale. Organizations with satisfied employees tend to be more
effective than Organizations with unsatisfied employees (Slocum& Woodman, 1995).
Significance of the study
Job satisfaction is an important component of employee performance and productivity. This
construct has received a great deal of interest in OB, management, total quality management,
and service industry management researches in recent years. The study will make the
following significant contribution to Social Investment Bank Limited and other banks in
Bangladesh.
First, this study will help to understand the relationship between organizational commitment,
job involvement, job security, and job satisfaction. The result of this study will expose the
importance and impact of their relationship in SIBL.
Second, the present study will assist the SIBL management to enhance better understanding
about the existing employees level of job satisfaction. Therefore, from the companys
perspective they would come up with new ways to satisfy the existing employees, for
example modifying the existing pay scale, adding new and value added employee welfare
programs, and recognizing the outstanding performances in an efficient way.
Third, besides job satisfaction the present study will help SIBL management better
understand about the existing employees level of organizational commitment, career
satisfaction, job involvement, job security with the SIBL.
Literature Review
1.Organizational Commitment :
Organizational commitment has long been studied in the management, organizational theory,
and socialization literature. Organizational commitment can be defined as the state in which
an employee identifies with a particular organization and its goals, and wishes to maintain
membership in the specific organization (Robbins, 1998; Greenberg & Baron, 1997). In other
wards in organizational context, it is the level of commitment that workers feel for their
organizations is closely linked to their attitudes and behavior within the workplace
(Hislop,2002).
Penley and Gould (1988) viewed organizational commitment as a kind of organizational
identification. According to them, organizational commitment can be instrumental or affective.
From instrumental perspective, an employee exchanges his or her contributions for the
incentive provided by the organization, where as affective commitment is characterized by the
acceptance of and identification with organizational goals. According to Reichers (1985) in
organizational context, commitment is the process of identification with the goals of an
organizations multiple constituencies that may include top management, customers, unions
and/or the public at large.
Relationship between Organizational Commitment and Job Satisfaction:
Job satisfaction is a positive function of organizational commitment. In organizational
context, high level of organizational commitment and job satisfaction both are as a positive
work attitude among the employees (Greenberg and Baron, 1997; George & Jones, 1996;
Robbins, 1998; Slocum &Woodman, 1995). According to George and Jones (1996)
both organizational commitment and job satisfaction are employees work attitude composed
of their feelings, beliefs, and thoughts with the organization.
According to Hunt et al. (1985), high level of organizational commitment leads high levels of
job satisfaction and performance. From their point of view, organizational commitment is an
individuals psychological bond to the job, the career, or the organization. Employees with high
level of organizational commitment feel positively about the organizations they work for
(Blau & Boal, 1987). That means, they identify with a particular organization and wish to
maintain membership in it. Okpara (2006) also supported this statement and viewed that job
satisfaction is linked to organizational commitment that reduces turnover intentions and
absenteeism.
Newstrom and Davis (2000) viewed organizational commitment as the employees loyalty to
the organization that often reflects the employees belief in the mission and goals
of the organization, willingness to expand effort in their accomplishments, and intentions
to continue working there. Thus, strong organizational commitment is characterized by- strong
belief in and acceptance of the organizational goals and values, willingness to exert
considerable effort on behalf of the organization, and strong desire to maintain membership
in the organization (Slocum
& Woodman, 1995; Steers & Black, 1994; Shafer, Park, & Liao, 2002). Furthermore,
Organizational Commitment is the employees identification with a particular organization
and his or her desire to maintain membership in the organization (Bigliard et al., 2005) and this
construct is used in this study to define Organizational Commitment.
2.Compenstion:
Compensation or salary is a form of periodic payment from an employer to an employee,
which is specified in an employment contract. It is contrasted with piece wages, where each
job, hour or other unit is paid separately, rather than on a periodic basis. From the point of
view of running a business, compensation can also be viewed as the cost of acquiring human
resources for running operations, and is then termed personnel expense or salary expense.
In accounting, salaries are recorded in payroll accounts. Pay has been considered an
important reward to motivate the behavior of employees (Taylor and Vest, 1992). All
other behavioral factors are important for enhancing job satisfaction of employees but
satisfaction from pay is must.
Figure 1: Compensation depends on job satisfaction & Organizational commitment
Salary satisfaction is a much narrower construct than job satisfaction. However, pay
satisfaction is also an important variable that is linked to some rather significant
organizational outcomes. For example, some evidence suggests that dissatisfaction with pay
may lead to decreased job satisfaction, decreased motivation and performance, increased
absenteeismand turnover intensions, and more pay related grievances and lawsuits.
Pay satisfaction has been shown to influence overall job satisfaction, motivation and
performance, absenteeism and turnover intensions, and may be related to pay-related
grievances and lawsuits (Cable and Judge, 1994).
Relationship between Compensation & Job Satisfaction:
All other behavioral factors are important for enhancing job satisfaction of employees but
satisfaction from pay is must. Katzell (1964) stated that pay satisfaction depends on the
difference between perceived pay and the amount of pay a person feels should be
received. Salary satisfaction is a much narrower construct than job satisfaction. However,
compensation is also an important variable that is linked to some rather significant
organizational outcomes. For example, some evidence suggests that dissatisfaction with pay
may lead to decreased job satisfaction, decreased motivation and performance, increased
absenteeism and turnover intensions, and more pay related grievances and lawsuits.
Satisfaction of compensation has been shown to influence overall job satisfaction, motivation
and performance, absenteeism and turnover intensions, and may be related to pay-related
grievances and lawsuits (Cable and Judge,1994). Positive impact of income satisfaction on job
satisfaction can be viewed in every walk of life. Sweet et al., (2005) stated that the Job
satisfaction has little relationship to income and is comparable across most variables e.g.,
work setting, professional identity, amount of forensic activity, whereas income satisfaction
has a stronger relationship to actual income, at least at the higher income levels. They also
found that the correlation between job satisfaction and income satisfaction is high, whereas
job satisfaction is not correlated with years in practice.
Positive impact of income satisfaction on job satisfaction can be viewed in every walk of life.
Sweet et al., (2005) stated that the Job satisfaction has little relationship to income and is
comparable across most variables e.g., work setting, professional identity, amount of forensic
activity, whereas income satisfaction has a stronger relationship to actual income, at least at
the higher income levels. They also found that the correlation between job satisfaction and
income satisfaction is high, whereas job satisfaction is not correlated with years in practice.
The traditional thinking of not relating money with the happiness is diminishing.
In fact, these days materialism is an important factor of motivating individuals. Cummins
(2000) has argued that despite the conventional wisdom that money has little relevance to
happiness, data support a different positionwealth provides external resources that buffer
individuals against the effects of negative events. With a different, but not necessarily
incompatible perspective, Diener and Seligman (2004) reviewed the relevant literature and
concluded that as a society gathers wealth, differences in well being are less frequently
due to income, and are more frequently due to factors such as social relationships and
enjoyment at work. It has been observed that stability in income in terms of getting monthly
income is much desired by the employees as compared to incentive based pay packages which
are variable in nature. Diener and Seligman (2004) also stated that with the much lower
income, job satisfaction and income satisfaction are actually slightly higher. During the
exploration stage, salespeople compensated via mostly fixed salary display higher levels of
job satisfaction and lower turnover intentions than their counterparts who are paid via
mostly incentive pay. During the establishment stage, salespeople compensated via mostly
incentive pay display higher levels of job satisfaction and lower turnover intentions than
their counterparts who are paid via mostly fixed salary. In the broader sense it can be
understood that pay satisfaction and job satisfaction are complementary to each other.
Berkowitz et al., (1987) stated that some job satisfaction measures include pay satisfaction
(usually pay level satisfaction) as a dimension, we control for job satisfaction using a global
measure which taps the extent to which participants like their job and the organization.
Berkowitz et al.'s (1987) also suggested that job satisfaction may influence pay
satisfaction containing actual salary Satisfaction level and job satisfaction significantly
increased explained variance for each dimension of pay satisfaction Apart from affectivity
(positive or negative) satisfaction related to pay can be better explained in the light of
individuals thinking style. Way of thinking seems to be an important aspect of employee
related to pay satisfaction. Patchen (1961) found that refinery workers who chose to com-pare
themselves to others thought to be making more money than themselves were more
dissatisfied with their salaries than the workers who compared themselves to others making
the same or less money. Andrews and Henry (1963) found that people who expect higher
monetary rewards in the future are less satisfied with their present pay. In addition, Lawler
and Porter (1967) found that satisfaction with pay seems to be more a function of where an
individual currently slots himself on pay, relative to where he feels he should be, than of his
absolute pay level.
3. Career Satisfaction:
Career satisfaction is an intrinsic output of career success that refers to the satisfaction with
the present jobs and advancement potential at the specific job (Emmerik, Euwema, &
Schouten, 2006). According to Bigliard et al. (2005) career satisfaction includes satisfaction
with pay level, Promotion rate, status achieved and progresses in achieving career goals. Thus
career satisfaction is the achievement of ones overall career goals that are experiences,
positions or jobs that workers would like to have in their path of careers (George & Jones,
1996). A career which is in line with your personality can make you adjust to work without any
extra effort. Personality assessment can give you a clear picture about what type of job
suits you the most. Natural abilities should be considered as well while making any
decision related to choosing a career. When you choose the career which is not according
to your values, personality and abilities always pull you back in your career life happiness
(McGrimmon, 2010).
Relationship between Career Satisfaction and Job Satisfaction:
Career satisfaction is believed to influence the employees level of job satisfaction with in an
organization. From Bigliard et al. (2005) point of view, job satisfaction has many
dimensions and one of themis career satisfaction.
Based on this, Edem (1999) pointed out that, career satisfaction influences numerous
variables like job satisfaction and productivity. According to Davidson (2010) environment,
family closeness and salary along with personality are influential factors in selecting a career.
Borchert (2002) identified the factors which influence the career choices of high school
students. He indicated that environment, opportunities and personality are the major
basic factors in the process of selection of a career. The most important factor among all
factors while choosing any career stream was their own personal willingness to choose that
career. Ferguson (2000) also is of the view that people should choose their career according
to their personality. He identified six basic vocational interests including social, investigative,
realistic, enterprising, artistic and conventional (SIREAC types) called Holland Typology. He
said that people generically fall into any one of his identified personality types. People should
go for those careers which show high similarities between their personality type and work
environment. He concluded that, the higher the compatibility between the interest and work
environment, the greater will be the chance of success satisfaction.
3. Career Satisfaction:
Career satisfaction is an intrinsic output of career success that refers to the satisfaction with
the present jobs and advancement potential at the specific job (Emmerik, Euwema, &
Schouten, 2006). According to Bigliard et al. (2005) career satisfaction includes satisfaction
with pay level, Promotion rate, status achieved and progresses in achieving career goals. Thus
career satisfaction is the achievement of ones overall career goals that are experiences,
positions or jobs that workers would like to have in their path of careers (George & Jones,
1996). A career which is in line with your personality can make you adjust to work without any
extra effort. Personality assessment can give you a clear picture about what type of job
suits you the most. Natural abilities should be considered as well while making any
decision related to choosing a career. When you choose the career which is not according
to your values, personality and abilities always pull you back in your career life happiness
(McGrimmon, 2010).
Relationship between Career Satisfaction and Job Satisfaction:
Career satisfaction is believed to influence the employees level of job satisfaction with in an
organization. From Bigliard et al. (2005) point of view, job satisfaction has many
dimensions and one of themis career satisfaction.
Based on this, Edem (1999) pointed out that, career satisfaction influences numerous
variables like job satisfaction and productivity. According to Davidson (2010) environment,
family closeness and salary along with personality are influential factors in selecting a career.
Borchert (2002) identified the factors which influence the career choices of high school
students. He indicated that environment, opportunities and personality are the major
basic factors in the process of selection of a career. The most important factor among all
factors while choosing any career stream was their own personal willingness to choose that
career. Ferguson (2000) also is of the view that people should choose their career according
to their personality. He identified six basic vocational interests including social, investigative,
realistic, enterprising, artistic and conventional (SIREAC types) called Holland Typology. He
said that people generically fall into any one of his identified personality types. People should
go for those careers which show high similarities between their personality type and work
environment. He concluded that, the higher the compatibility between the interest and work
environment, the greater will be the chance of success satisfaction.
3. Career Satisfaction:
Career satisfaction is an intrinsic output of career success that refers to the satisfaction with
the present jobs and advancement potential at the specific job (Emmerik, Euwema, &
Schouten, 2006). According to Bigliard et al. (2005) career satisfaction includes satisfaction
with pay level, Promotion rate, status achieved and progresses in achieving career goals. Thus
career satisfaction is the achievement of ones overall career goals that are experiences,
positions or jobs that workers would like to have in their path of careers (George & Jones,
1996). A career which is in line with your personality can make you adjust to work without any
extra effort. Personality assessment can give you a clear picture about what type of job
suits you the most. Natural abilities should be considered as well while making any
decision related to choosing a career. When you choose the career which is not according
to your values, personality and abilities always pull you back in your career life happiness
(McGrimmon, 2010).
Relationship between Career Satisfaction and Job Satisfaction:
Career satisfaction is believed to influence the employees level of job satisfaction with in an
organization. From Bigliard et al. (2005) point of view, job satisfaction has many
dimensions and one of themis career satisfaction.
Based on this, Edem (1999) pointed out that, career satisfaction influences numerous
variables like job satisfaction and productivity. According to Davidson (2010) environment,
family closeness and salary along with personality are influential factors in selecting a career.
Borchert (2002) identified the factors which influence the career choices of high school
students. He indicated that environment, opportunities and personality are the major
basic factors in the process of selection of a career. The most important factor among all
factors while choosing any career stream was their own personal willingness to choose that
career. Ferguson (2000) also is of the view that people should choose their career according
to their personality. He identified six basic vocational interests including social, investigative,
realistic, enterprising, artistic and conventional (SIREAC types) called Holland Typology. He
said that people generically fall into any one of his identified personality types. People should
go for those careers which show high similarities between their personality type and work
environment. He concluded that, the higher the compatibility between the interest and work
environment, the greater will be the chance of success satisfaction.
A job satisfaction pyramid by Halen Harkness (Appendix C) explained about that job
satisfaction or unrest, comprises of four level of satisfaction to be evaluate starting from
bottom to top as follows job related, industry related, career content related and career self
related. Chaos in the organization because of bankruptcy, off shoring and global
competitiveness made employees uncertain about their jobs which led to job unrest
(Harkness,2005) Job satisfaction can be measured in two forms, facet free Items and facet
based items. As facet free items identify the job satisfaction as an overall view, feeling on the
whole about the job and facet based items identify the job satisfaction through different
aspects of the job some of them are intrinsic and some of them are extrinsic in nature
(Stellman, 1998).
4. Job Security:
The importance of understanding job securitys role has increased with the emphasis over
the Past decade on employee reactions to major organizational change. Job security or
insecurity reflects the degree to which employees perceive their job to be threatened and feel
powerless to Do anything about it (Kinnunen, Mauno, Natti, & Happonen; 2000). In this multi
dimensional Definition job insecurity is caused not only by the threat of job loss but also by the
loss of any Dimension of the job. According to Davy et al. (1997) job security can be defined as
ones expectation about Continuity in a job situation. From their point of view, it includes
concern over loss of desirable Job features such as lack of promotion opportunities,
current working conditions, and long-term Career opportunities. The importance of job
security has been shown in the figure below:
Relationship between Job Security and Job Satisfaction:
Job security has been included as a fact of job satisfaction in numerous studies (Greenhalgh &
Rosenblatt, 1984). According to Barnett and Brennan (1995) the perception of job security is
strongly associated with job satisfaction or dissatisfaction. Supporting this statement Davy et
al (1997) presented a model that identified job security directly effects job satisfaction,
organizational commitment, and job involvement. Lambert (1991) identified job security as an
extrinsic comfort that has a positive relation with job satisfaction. According to Moorhead and
Griffin (1989) employees are motivated or satisfied with their job by lots of different
motivational tools including money, benefits, and also including other things like job security.
They mentioned the results of a particular study related to job security conducted by other
researchers and the results indicated that job security and job Satisfaction is related concepts
and both are predictors of employees mental health.
5. Job Satisfaction:
Job satisfaction has been identified as the most intensely studied variable in organizational
Research (McCue & Gianakis, 1997). Job satisfaction is the employees cognitive, affective, and
Evaluative reactions toward their jobs (Greenberg & Baron, 1997). In other words, it is the
General attitude toward ones job or the difference between the amounts of rewards workers
Receive and the amount they believe they should receive (Robbins, 1998). Thus, it is the
overall Positive affect or feelings that individuals have toward their jobs (Arnold & Feldman,
1986). According to McCue and Gianakis (1997) the elements of job satisfaction includes the
actual Work and its outcomes, or the intrinsic job satisfaction; pay, benefits, and other rewards
directly Associated with doing the work, or the extrinsic job satisfaction; and the environment
in which The work is done, including relation with coworkers organizational culture, the
organizations Policies and procedures, participation in decision making, involvement with the
organization,
And job status. Newstrom & Davis (2000) viewed job satisfaction as a set of favorable and
unfavorable Feelings or emotions with which employees view their work. Important aspects
of job satisfaction May include- pay, ones supervisors, the nature of tasks performed,
an employees co-workers or Team, and the immediate working conditions (George & Jones,
1996; Smith, Roberts, & Hulin, 1976; Newstrom& Davis, 2000).
According to Slocum &Woodman (1995) overall job satisfaction is a collection of numerous
attitude toward various aspects of the job, represents a general attitude. Thus, when this
attitude is positive, employees are said to be satisfied and dissatisfied exists when the attitude
is negative (Moorhead & Griffin, 1989). Streers and Black (1994) viewed job satisfaction as a
pleasure or positive emotional state resulting from the appraisal of ones job or job
experience. George and Jones (1996) supported this statement and stated that job
satisfaction is a collection of feelings and beliefs that individuals have about their current
jobs. It results from the perception that an employees job actually provides what he or she
values in the work situation (Streers & Black, 1994). Thus, job satisfaction is an organizational
work attitude composed of three components: feelings or the affective component, beliefs or
the cognitive component, and thoughts about how to behave or the behavioral component
(George & Jones, 1996).
Development of conceptual framework
The researcher have developed a conceptual framework for this research based on the
research variables, such as organizational commitment, career satisfaction, job involvement,
job security, and job satisfaction. According to Ticehurst and Veal (2002), a conceptual
framework indicates how the researcher views the concept involved in a study especially the
relationship among concepts.
Organizational Commitment
Career Satisfaction
Compensation
Job Security
Job Satisfaction
Figure : Conceptual framework
of research variables and their
relationships
Hypotheses
1. There is a significant relationship between organizational commitment and job
satisfaction in context of SIBL
2. There is a significant relationship between career satisfaction and job satisfaction in
context of SIBL.
3. There is a significant relationship between compensation and job satisfaction in context
of SIBL.
4. There is a significant relationship between job security and job satisfaction in
context of SIBL.
Methodology of the study
Research design:
In order to identify the research questions and to test its hypotheses, a relational research
design has been selected as appropriate for this study. I have used exploratory methods for
the research paper. Yes/No type questions have been selected for the questioner.
The representation of the conceptual framework depicted the pattern and structure of
relationships among the set of measured variables. The research questions and hypotheses
clearly support this model. Hence, the purpose of the study was to measure
correlations among variables. The present result will investigate the relationship among the
factors, like career satisfaction, organizational commitment, compensation, job security, and
job satisfaction, within the context of Social Islamic Bank Limited. Here career satisfaction,
organizational commitment, compensation, and job security are being considered as
dependent variable and job satisfaction is considered as independent variable. The present
research has used a relational study to discover or establish the existence relationship
among the measured variables.
Sampling Method:
The sample of this research is formed by the employees of SIBL who are working in
organization for last 1 year. I have used a convenience sampling method to collect data
from the sample of this research. The convenience sample for this study is considered as the
employees of SIBL who are working within the particular organization for at least one year.
The sample size was 25 in this case. In this research, I used a sample size of 25 because of
the time limitation and also for limited access over the bank.
Survey Instrument:
To gather data for this study I have used questionnaire method because this method was
appropriate for this study because of some reason. The reasons were as follows:
The samples can fill up the questionnaire without any hesitation.
We found that most of the previous research with large number of sample size has
done by questionnaire method.
Internet survey was not sufficient for this study.
A structured questionnaire used in this research to collect data from the respondents. The
questionnaire was divided into four sections. First section consists of questions on
organizational commitment, second section consists of questions on career satisfaction,
third section consists of question on job security, and the last section consists of the
questions on job satisfaction. In most cases, questions has adapted from previous empirical
studies and modified to reflect the local situation. All questions developed to know the
employees level of job satisfaction regarding to the specific organization. These
questionnaires had four sections dealing with organizational commitment, career
satisfaction, job security and job satisfaction.
Data collection procedure:
The questionnaire was administered individually to the 25 employees in the study.
Respondents were assured that it was purely an academic research and that their
personal identity would be kept secret. Any difficulties in understanding the instructions
and in the methods of- answering the questionnaire was made clear and it took 20 minutes
to answer the questionnaire. After the questionnaires were filled in by the respondents,
these were collected and checked for consistency.
Scoring of the responses was done following the procedure provided by the author of the
achievement satisfaction scale (Ali, 1979). After collection of data, performance of each
respondent was taken from the concerned bank manager of each subject. The content of
the semi-structured interview consists of question which will be predetermined to gain
information about the way managers saw themselves using power, motivational esteems in
relation to their employees.
Findings from Questionnaires:
Parameswaram, Greenberg, and Bellenger (as cited in Ngansathil, 2001, p.121) stated that
there are two basic requirements of measurement. First, measurement must be an
operationally definable process. Second the outcome of the measurement process must be
repeatable (reliability). Gregory (1996) defined reliability as the extent to which
measurements of the particular test are repeatable. In other words, the measuring
procedure should yield consistent results on repeat tests. The more consistent the results
given by repeated measurements, the higher the reliability of the procedure (Carmines &
Zeller).
In here the questionnaires the Mean scores have been computed by equally weighting the
mean scores of all items. On a five point scale mean score for first question I am willing to
put is 4.52 (sd =.50990), the second questions mean is 1.4400 (sd=.50662), third questions
mean is 3.1200 (sd=.78102) similarly others questions mean and standard deviation
measure in the same way.
To find out here all the mean value is almost above average. In that mean most of the
employees are satisfied with their job. Few of the employee circle moderate agree means
number four. Few question answer uncertain and few of question answer moderate
disagree by the employees. So over all findings from the questionnaire are most of the
employees from Social Islamic bank at uttara branch are fairly satisfied with their job and
the environment.
For the first question I willing to put MA means moderate agree answered 12 employees
so the percentages are 46.2 of total employees and rest of the employee answered SA
means strongly agree and the percentage are 50 of total employees.
For the second question I feel very little answered strongly agree 14 employees and the
total percentages are 53.8. And moderate agree answered 42.3 percent employee and the
valid percentages are 52.
The third question I find that my value moderate disagree answered 6 employees and the
percentages are 23.1. Another 10 employees answered uncertainty and the percentages
are 38.5 of all employees. 9 employees answered moderate agree that means the
percentages are 34.6 of total employees. Similarly other questions frequencies measured by
this way.
Limitation of the study
This study is limited by number of factors. The sample population is limited in terms of its
range and composition. The study is limited to only those employees who were
available at the organization during the data collection period of this study. The
convenience sampling method has been used rather than other sampling procedures in
order to simplify the research. I have limited resources to deal with because of the limited
access to the related literature review due to lack of journals available on the measured
variables as well as limited access to the internet library.
OBJECTIVE OF THE STUDY :
Behind every important work there is an objective. Otherwise it will be meaningless to
accomplish a task. I have determined my objectives behind preparing the report on the
topic A Study on Job Satisfaction in the context of Social Islamic Bank Limited. The
implicit objective of the study is to find out financial strength and business strategies of
Social Islamic Bank Ltd (SIBL). This study is aimed at providing me invaluable practical
knowledge about banking operation system in Bangladesh. It will also help me to develop
my concept of banking and it performance. The objectives of preparing this report can be
divided into two parts:
a) Major Objective:
Primary objective of the report is to know about employees performance & job
satisfaction of SIBL & to acquire practical knowledge about overall banking system.
b) Secondary Objective:
To study the employees perception towards organization.
To study the attitude of the employees towards their works.
To identify the factors that motivates the employees.
Conclusion
Banks play an important role in the modern economy; Human Resources
Management ( H RM) issues play an important role in every organization and in the
banks. No organization can achieve its goals or can be good, until or unless it satisfies
employees. Human Resources/ organizational members play the role of the crew who
convert goals into the reality. I n the banking sector, highly educated & strategic
personnel are required to create a competitive position & to retain it for the
longtime. Training, principle of equality, job satisfaction, and career development
are important in the bank. The job satisfaction of the employees is more than moderate.
Most o f the employee s are satisfied here. Bank is al so satisfied with its
employees. Banks salary is high but not highest in comparison with other commercial
banks. Still comfortable working environment, good interpersonal relationship, and the
benefits of the employees of the SIBL are also satisfactory. It has been operating since 1983
and its a first generation private sector commercial in Bangladesh. Finally, bank must
introduce modern banking system, adopt new technology, initiate new product,
and train its employees properly to do their job and keep employee satisfied. Banks
performance is good for its satisfied employees. Bank is on the right track. Banks HRM
policy is of course better, it has been able to satisfy the employee.
Organizations with satisfied employees tend to be more effective than organizations with
unsatisfied employees. In the context of service-oriented organization job satisfaction
among employees is very important to ensure better customer service. Because, high level
of job satisfaction increases employees work involvement and task performance. Therefore,
from this study SIBL can get the indications on which of the issues they have to pay more
attention to make their employees satisfy, to make the organization more effective as a
whole.