THE IMPACT OF THE JOB SATISFACTION ON EMPLOYEE

RETENTION AT INDEPENDENT TELEVISION LTD.

By,
Kazi Golam Mostafa
0921410

An Internship Report Presented in Partial Fulfillment of the Requirement

for the
Degree Bachelor of Business Administration

Independent University, Bangladesh

November, 2012

THE IMPACT OF THE JOB SATISFACTION ON EMPLOYEE

RETENTION AT INDEPENDENT TELEVISION LTD.

By,
Kazi Golam Mostafa
0921410

Has been approved

November 2012

Mohammed Sohel Islam

School of Business
Independent University Bangladesh

LETTER OF TRANSMITTAL

November, 2012
Mohammed Sohel Islam
Lecturer, School Of Business
Independent University Bangladesh
Sub: Submission of the Internship Report
Dear Sir
With due respect, I, Kazi Golam Mostafa, ID:0921410, would like to
inform you that, it is a great pleasure for me to submit the advanced
working report on the impact of job satisfaction on employee retention
in Independent Television Ltd, as an internship report for the degree
Bachelor of Business Administration.
In this report, I have tried to implement my academic experiences in the
practical field with due sincerity and would like to thank you for your
cooperation. Despite many limitations I have tried my level best to
address the major and in depth issues in making this paper accurate and
reliable. If you have any further enquiry concerning any additional
information I would be very pleased to clarify that.
I, therefore, hope that you will be kind enough to accept this report as
fulfillment of the requirement for the course BBA-499.
Thanking you.
Sincerely yours,
Kazi Golam Mostafa
Id: 0921410

ACKNOWLEDGEMENT
Definitely all praises be to Allah. So, first of all, I express my deep gratitude to the
Almighty Allah who created and nurture us in this transitory world. I also have to
put my heartfelt respect and gratitude for His kindness and help that were provided
to me to complete my assigned report on the topic the impact of the job satisfaction
on employee retention at Independent Television Ltd.
I would like to take the opportunity to thank all of those marvelous people who
have contributed to this report. At first, I express thank my heartiest gratitude to
my Supervisor Mr. Mohammed Sohel Islam, Lecturer of Business School, IUB,
for his kind cooperation in preparing this report. I would like to thank Mr.
Mahbubur Rahman, Head of the HR of Independent Television Limited, for
giving me opportunity to work as an intern. I am grateful to Head of the News
Department Mr. Khaled Muhiuddin for his supervision and continuous support to
do my internship. It would be injustice if I do not express my gratitude to Mr
Jahiduzzaman National Desk incharge; Mr Waseq billah, Senior Broadcast
Journalist without their support it was impossible for me make such report.
I am also indebted to all of officers and staffs of ITV and for giving time and
advice to know and learn all activities of the Organization and prepare this report.
During the preparation of the project work I have came to the very supportive
touch of different individuals (respondents & seniors from ITV) who lend their
ideas, time and caring guidance to amplify the reports contents. To be honest to
myself I must say that without their help it would be very hard for me to prepare
such report. I am thankful to them with all of my feelings.
Last of all I would like to express my thanks to the authors, researchers, article
writers whose books and articles I consulted and friends who helped me in every
stage of the report by Providing valuable information and suggestion in respect to
prepare this report.

TABLE OF CONTENT
Topic

Page

Executive Summary

Introduction

ITV Vision, Mission and Goal

Programes of ITV:

Experience in ITV News Section

Research Proposal

11

Problem statement

11

Purpose of Research

12

Literature Review:

13

Framework

19

Chosen variables:

20

Theorized causal connections of the variable:

20

Research questions:

21

hypothesis

22

Research Methodology

22

The research design

22

Survey Procedures

23
i

Sampling

23

Sample Size

23

Survey Instrument

23

Data collection

23

Data Analysis procedure

24

Significance of the Study

31

Limitation

31

Recommendation

32

Conclusion

33

Reference

34

Appendix

38

ii

Executive Summary
Time changes every frequently and the changes affect the way of looking at our
life, culture, lifestyle, thoughts, education, career and prospects etc in every way.
The way we used to talk, think a few years back, we do not anymore. There was a
time when one of the most sought after profession was being a doctor or an
engineer for the youngsters as well as their guardians. Subsequently with the
alteration of time and technology we witness a change in the future planning and
choice and choice of the career of the students. at the moment of working in
digital media has become one of the most popular professions. Keeping this train
to change, there are some digital TV channels now in Bangladesh and one of their
prime concern is to covering news from every possible field from inside and
outside the country. A massive part of the people are working on these TV
channels now in Bangladesh and taking challenges to get authentic news from core
of the incidents. A presenters presents news in a very organized way. All sorts of
news are been brought together and presented to the audience. Do people get
actually get all these news as organized as they see on TV? How's it possible to
cover news and important incidents of the country or outside the country? How do
they get news of every single division of country in these very few hours? Do we
think ever about these things? Not really. These questions led me to choose a
digital TV channel- Independent Television Ltd to do my internship. I chose to
work in the news section of Independent Television (ITV) because of my
fascination in news world. I worked in the individual desk on ITV newsroom with
respective responsible people. I worked in the news section of ITV for three
months and tried to enrich my knowledge on how actually a news room in a digital
TV channels work. There are lots of things that matched with my academic
knowledge and there were things again that added new perspectives to my acquired
academic knowledge.
My report would be on this experience- "how a news room structured and how it
operates" and the impact of job satisfaction on employee retention in Independent
Television Ltd.
This study attempts to evaluate job satisfaction of the employees of the
Independent Television Ltd. It also investigates the impacts of Reward &

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Recognitions, Customer focus, Organizational culture, Organizational Trust and

Team work on the attitudes toward job Satisfaction. The result shows that salary,
efficiency in work, fringe supervision, and co-worker relation are the most
important factors contributing to job satisfaction.

Using a sample of 30 employees in Organization, this study traced the Independent

TV to the job satisfaction of employees at the workplace through the quality of life
factors of job involvement and sense of competence. Results indicated that
personal, job, and organizational climate factors influenced the ego investment or
job involvement of people in their jobs, which in turn influenced the intra psychic
reward of sense of competence that they experienced, which then directly
influenced employees' job satisfaction and employee retention. Implications of
these findings for managers are discussed.

Introduction
Independent Television is a 24 hour news channel in Bangladesh. It is a sister
concern of Beximco Group, a large business group in Bangladesh. Independent TV
obtained license from Bangladesh Government in March 2010 and started its first
transmission on 10 October, 2010 with the first MPEG-4 technology in
Bangladesh. This TV Channel has a group of sincere editors and reporters who are
committed to bring the latest Bangladesh News and World News to viewers.

ITV Vision, Mission and Goal

Mission:
Independent Television seeks to be Bangladeshs number one 24-hour news
channel, where viewers will find a full spectrum of news and analysis

Vision:
Independent Television intends to set the world class standards in Bangladesh's
broadcast industry, putting people high on the agenda

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Goal:
Independent Television will carry news, break news and make news through
investigative reporting in a way that is not done before in the country.
Technologically superior at home and in South Asia, the channel will be a hub of
journalistic professionals.

Technology Brief On Independent Television:

Independent Television offers viewers newsgathering capabilities using the best of
breed broadcast technology for a 24-hour news channel. The channel is unique
amongst broadcasters in Asia due to its completely tapeless and highly automated
news infrastructure designed for fast news workflows. The news centre is designed
around Avid iNEWS and Interplay for Production Asset Management. The news
studios are fitted with Sony HD cameras and the largest video wall in Bangladesh
a Barco DLP wall of size 62, which is fed by graphics systems from VizRT.
Also unique is channels highly secure IT domain environment with welldocumented security policies that is tightly integrated with news production
systems. The use of custom software that forms the TV's intranet allows for the
cleanest and fastest journalist workflows - whether it involves taking breaking
news to air or displaying the latest stock exchange index position.
Independent Television has one of the best live news networks. Geared with a state
of the art OB van, a DSNG Flyaway unit, over 30 live fibre injection points the
channel aims to offer its viewers live news reportage from the ground, 24 hours a
day.
The channel is one of the few broadcasters in the region with a traffic management
system that handles OAP and advertisement scheduling with spot booking and
invoicing tightly coupled to the Beximco group's financial systems. The system
offers advertisers a transparent report of their commercial activity on the channel
and links it to the invoices raised.
With the launch of Independent Television, the Beximco group has realized its
vision of having highly advanced technology and efficient workflows, giving it an
advantage over the competition and pioneering new methods of working in
Bangladeshs television industry.

Page 3

Downlink Parameter:
Satellite: Apstar 2R
Orbital Position: 76.5 East
Downlink Frequency: 4113 MHz
Symbol Rate: 3696 KSPS
FEC: 3/4
Polarisation: H Pole
Video Coding Format: MPEG-4

Some Of the programes of ITV:

RAAT 9 TAI BANGLADESH:
Independent Televisions primetime flagship news and current affairs show that
addresses all aspects of news. The show features discussions on the days biggest
stories and presents a 360 degree perspective on issues that matter. The aim is to be
the voice of the people and discuss issues that affect them. The show also presents
the days other big national and international stories on politics, sports and
entertainment. Sometimes big international news and happenings of the sub
continent are also discussed by an expert panel.
AJKER BANGLADESH:
Ajker Bangladesh is a Dhaka-based interactive talk show that targets current issues
and brings in the personalities involved at the crux.
TALASH:
Independent Television's exclusive reporting programme Talash which boldly
highlights prevalent crimes and corruptions in the country.

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PURBO PASCHIM:
The daily international news bulletin that features the biggest news from the world
over. The show presents a good mix of hard news stories as well as lighter reports
put together with inputs from Reuters and APTN. Special reports from the Middle
East and other Islamic countries are also covered in detail.
BYAPSHAPATIR SHARADIN:
A 30-minute round up of the days business news in Bangladesh and the world.
The stories are packaged, giving an in-depth perspective to viewers.
RANGOMONCHO:
The daily entertainment show that features all stories from the realm of glitz and
glamour. The show brings you the best in entertainment including film, television,
music releases, film premiers, fashion show, cultural concert, celebrity news, views
and interviews.
MAATHER TAAP:
A half-hour sports show that showcases the latest from regional, national and
international arenas. The show covers interviews, highlights and forecasts by top
sporting pundits and seasoned journalists, who analyse and debate the biggest
stories of the day.
JATO KHELA:
The daily sports show, which encapsulates the latest sporting action and news of
the day. Packed with stories on results and performances, interviews and
controversies, the nightly show is the one stop for all sports news. Jato Khela gives
a peek into the next day and wraps the sporting action of the day gone by.
INDEPENDENT SHONGBAD:
A general news bulletin that features news updates as and when they happen.
Independent Television keeps the viewers updated about the latest happenings and
all the important events that make headlines. The show presents all news in a
nutshell and gives the news hunting viewer a complete picture of the day.

Page 5

Other than those programe mentioned above, ITV has some popular programs like
"RAJDHANIR BAIRE, RAJNITIR VETORE" , "SHANTIR BANI", 'LIFE',
"ASHAR BANGLADESH", "EI SHOPTAHER HOLLYWOOD", "BIG
PICTURE", "SHOMOGRO BANGLADESH" etc.

ITV at a glance
Name of the Institution
Date of incorporation

Independent Television Ltd

Commencement of operation

10th Aug 2010

28th July 2011

Industry
Target customers
Chairman
Managing director
Web address

television industry
Public of the Bangladesh
Salman F. Rahman
Nazmul Hasan Papon
www.independent24.com

With the current capacity, Independent TV employs approximately 2,000

employees. As a worker friendly organization ITV is committed to pay at least
forty percent more wages than the legal government requirement and thus, helps
the employees to have a better lifestyle. Moreover, annual profit sharing scheme
with the workers is also put into action and thus the organization celebrates its
success with employees and makes them feel like owners of the company.

Page 6

Experience in ITV News Section

As a Part of my learning process I worked as an intern in the digital news section
of ITV for three months to gain practical knowledge about how actually a
newsroom in a digital TV channel works. I divided my total internship period into
two parts and worked individually in two areas; National Desk and International
Desk.
National Desk:
National desk of a digital media is concerned about the local news of the country/ I
worked at National Desk from the 1st month to middle of the second months of my
internship.
All day long news comes in the national desk mail address from the 64 districts of
the Bangladesh in a form of documents and video footages. We have more than
100 correspondents all over the country who only work for us. They call us and tell
the news instantly so that we can give scroll news at the bottom of the TV screen.
After that they send us the news in the form of script and video. We show it to
chief news editor or senior broadcast editor. They decide whether it should be
telecast or not. After that we prepare it as a presentation.
Like other news if the documents require enough footage and interviews then they
decide that news to be OOV (Out of Vision) or package. When we dont get any
video, we use GFX (Graphics and map). The language of the news should be easy
listening. The news writer will have to be conscious while adding any new or
complex word in the news. Otherwise the audience wouldnt be able to grab the
news. So the language must be easy and flexible.
International Desk:
International news is foreign news occupies an important position in a newsroom.
There is an individual desk to meet up all the tasks and to prepare structured news.
International news refers to information concerning the affair of other nation.
International desk in a digital media deals with the entire significant phenomenon
over the worldwide happening around in each and every split second.

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We get information about thousands of international news from divers wire

services like ATPN, BBC, CNN, NDTV, DAWN etc. we take the videos from
their websites. My task at foreign desk was to get every updates of news of each
single minute then edit it as a draft. Then main editors check it if any mistakes are
occurred and after reediting they approve it to be telecasted. The editors in
International desk used to look in to four most significant websites for the most
Update. Those are ATPN, BBC, DAWN and NDTV as mentioned before. Our
work is to find out the most relevant issues for news, which will grab the attention
of Bangladeshi audience most, which was quite tough though. There is more than
thousand of news coming in every 5 minutes in the websites that we used to
follow.
Presentation of News
News can be presented in four ways. That areOOV (Out of Vision): It is a kind of presenting news consisting of map,still
pictures, graphics or footage of the incidents and so on. The news presenter
remains outside of the screen and read the news. At the same time a Video footage
related to the news is shown. An OOV is about 60 to 75 words long or 26-30
seconds.
OOV Sink: Its another form of OOV along with significant interviews of
correlated people. Sink is something to support anyones word whether by video or
audio footage. Usually renown and significant persons sink are shown in OOV
Sink.
In Vision/PHONO: when any breaking news turns out but there is no time to make
any OOV of Package and news is very important, editors pass the very raw news to
the news presenter directly. In this situation the news presenter remains in front of
the camera and read that raw or very recent crucial news to the audience. Its
known as in vision. And if a reporter is present at the news spot the broadcast
station tries to communicate with the reporters live and they talk to give more
ongoing information about the incident, mostly when the news is bring broadcast at
the same time. These types of way of presenting news are known as phono or
studio.

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Package: It is a kind of news with more detail. The length of the news is about
more than 150 words or 100-120 seconds with Voxpop and sink depends on the
importance of the video or audio footage. It includes most recent and significant
happening in the country or outside the country. This is the most important
category in the broadcast criterion. Mostly presenters start the news with two or
three important sentence and then reporters start their package and they describe
each and every important information. Presenter are out of vision and reporters
continue with their own voice and sometimes at the end of the package they show
themselves by giving PTC (Piece to Camera) where reporter is visible and
concludes the package with an overall opinion. For international news ptc is not
important.
There is a word and time limitation of news. For the international news section the
time is 10 minutes and for the National news (including loca sports and business
news) it is 30 to 50 minutes depends on the news hour.

RULES I used to follow at ITV:

-Arrive on time, ready to work according to their schedules.
-Be genuinely interested in and participate in the work of the news room
-Be prepared to ask questions.
-Be observant and volunteer to assist and not always wait to be asked to help.
-Be aggressive, not passive in helping and participating.
-Be knowledgeable and comfortable working on computers especially with
Microsoft Word.
-Be flexible and willing to work under tight deadlines and sometimes stressful
conditions.
-Be able to speak clearly and communicate well with staff and the general public.
-Be prepared to work of six days a week or 48 hours at ITV.
- To have an interest in assigned beat and or willingness to learn about that beat.

Page 9

-Be prepared to make beat calls, check e-mails, and go on line to research stories
-To read daily newspapers concentrating on stories in their assigned beat
-Be inquisitive and able to courteously converse over the phone with the general
public
-Have basic writing skill

Page
10

Research Proposal
Problem Statement
In any organization employees are the key important factor to compete and retain
in a market. But since 2010,employees of ITV switching to other place. ITV hired
a consultant to investigate the reason behind it. Consultant identifies the problems
of job satisfaction which is terribly responsible for employee turnover. The
consultant found form the literature review (Egan et al., 2004, p. 20) that a job
through is a constant learning process, receives increasing attention in our time.
Because of the rapid-changing economy it is imperative to advance skills to keep
the job. There for motivation and the willing to transfer knowledge are crucial
factors. Concerning the authors the surroundings and culture of an organization
affect the types and numbers of learning-related events and employee job
satisfaction as well as employee motivation to transmit newly acquired knowledge
to the workplace. Lee-Kelley et al. (2007) carried out a research that analyses the
correlation between learning organization theory and the opportunity to keep
knowledge employees. It was assumed that learning is related with job satisfaction
and turnover. In accordance with Egan et al. (2004), they also claim that the
significance of knowledge in our society increases especially in domains where
knowledge is essential. It is important to retain skilled and well trained workers to
make sure to preserve high quality within the company. Employees, who are
motivated to learn at their workplace, get challenged and are able to see the
benefits of their existing knowledge which is of great value. In the current research
the researcher investigates the relationship between job satisfaction and employee
retention.

Proposed Research Topic:

In context of my purpose, I intend to conduct an analysis to determine methods of
enhancing the level of employee satisfaction by assessing the linkages of employee
satisfaction with a number of variables.

Page
11

Purpose of research:
The primary purpose of this research is to fulfill the requirements of my internship.
A secondary purpose is that this research would also help me and the management
of the company to get more insights into their workplace scenario which might also
help them to improve their satisfaction. The research will be focused on showing
how different variables related to job environment will influence the degree of job
satisfaction as well as Employee retention. The research will also highlight how
their interactions will be enabled and constrained by social and cultural influences.
Such a research would help to provide insights into the importance of the factors,
whose presence can help to make a difference in the working environment and
hence help to positively influence productivity and satisfaction. The purpose of this
study was basically to investigate the hypothesized causal connections among the
independent variables, the intervening variables and job satisfaction.
The idea was that given the fact that involvement, sense of competence and job
satisfaction are psychological and attitudinal factors operating in employees at the
work setting, we should have a better handle on what the relationships among this
quality of work life variables are. This would help us to enhance organizationally
favorable outcomes by manipulating the significant variables in the work setting.
This study conforms to these conditions and hence the results are interpretable. It is
important to note that work ethic had significant paths to both job involvement and
sense of competence. Work ethic, which is a deep-rooted value orientation in
individuals to engage themselves in work in a disciplined manner, induces the
employees to get ego-involved in their jobs and helps them to develop a sense of
competence as well. Thus individuals with good work ethic values are valuable
assets to the organization.
More importantly, the findings of this study provide support to the theory that if
one wants to increase the job satisfaction of individuals at the work place, just
making them get deeply involved in their jobs will not directly help them to
increase the satisfactions they experience from the work place. Variety also has a
direct to job satisfaction in addition to its direct influence on both job involvement
and sense of competence. Stress, likewise, has a direct (negative) to job satisfaction
in addition to its negative influence on sense of competence. This implies, that
apart from making their work more interesting, and reducing their stress,

Page
12

employees should also be facilitated to have success experiences in their jobs

which will progressively increase their confidence in their own competence. It is
by increasing their sense of competence that job satisfaction is directly
experienced. It has been found in previous studies that job satisfaction helps among
other things, the retention of personnel, decreases absenteeism and enhances
commitment. Apart from increasing job satisfaction, sense of competence has also
been shown to increase job performance.
The question then arises as to how managers can help employees experience
feelings of success in the job. By progressively increasing the challenges in the job,
by offering them risk support, by praising them or rewarding them whenever a
rather difficult job gets done well, employees can be made to not only experience
psychological success but can also be motivated to try harder since success builds
itself on previous success experiences. Progressively increasing the level of
complexity in employees' work will give them opportunities to get deeply involved
in and experience frequent successes on the job. That is, by encouraging
employees to try new and difficult tasks without undue fear of punishment (risk
support), managers will be motivating employees to attempt to do more
challenging work. Once successful in such tasks, employees will increase their
level of confidence in their own competence and experience high levels of job
satisfaction and even improve their job performance.

Literature Review:
Job Satisfaction
Investigated by several disciplines such as psychology, sociology, economics and
management sciences, job satisfaction is a frequently studied subject in work and
organizational literature. This is mainly due to the fact that many experts believe
that job satisfaction trends can affect labor market behavior and influence work
productivity, work effort, employee absenteeism and staff turnover. Moreover, job
satisfaction is considered a strong predictor of overall individual well-being (DiazSerrano and Cabral Vieira, 2005), as well as a good predictor of intentions or
decisions of employees to leave a job (Gazioglu and Tansel, 2002). Beyond the
research literature and studies, job satisfaction is also important in everyday life.

Page
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Organizations have significant effects on the people who work for them and some
of those effects are reflected in how people feel about their work (Spector, 1997).
This makes job satisfaction an issue of substantial importance for both employers
and employees. As many studies suggest, employers benefit from satisfied
employees as they are more likely to profit from lower staff turnover and higher
productivity if their employees experience a high level of job satisfaction.
However, employees should also be happy in their work, given the amount of time
they have to devote to
it throughout their working lives (Nguyen, Taylor and Bradley, 2003a). The
following passage summarizes the importance of job satisfaction for both
employers and their workers: Job satisfaction is important in its own right as a part
of social welfare, and this (simple) taxonomy [of a good job] allows a start to be
made on such questions as In what respects are older workers jobs better than
those of younger workers? (And vice versa), Who has the good jobs? and Are
good jobs being replaced by bad jobs? In addition, measures of job quality seem
to be useful predictors of future labor market behavior. Workers decisions about
whether to work or not, what kind of job to accept or stay in, and how hard to work
are all likely to depend in part upon the workers subjective evaluation of their
work, in other words on their job satisfaction. (Clark, 1998)
Job satisfaction has been defined in several different ways and a definitive
designation for the term is unlikely to materialize. A simple or general way to
define it therefore is as an attitudinal variable: Job satisfaction is simply how
people feel about their jobs and different aspects of their jobs. It is the extent to
which people like (satisfaction) or dislike (dissatisfaction) their jobs. (Spector,
1997)
An alternative approach is that proposed by Sousa-Poza and Sousa-Poza, based on
the assumption that there are basic and universal human needs, and that, if an
individuals needs are fulfilled in their current situation, then that individual will be
happy. This framework postulates that job satisfaction depends on the balance
between work-role inputs - such as education, working time, effort - and work-role
outputs - wages, fringe benefits, status, working conditions, intrinsic aspects of the
job. If work-role outputs (pleasures) increase relative to work-role inputs
(pains), then job satisfaction will increase (Sousa-Poza and Sousa-Poza, 2000).

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14

Other theorists (e.g. Rose, 2001) have viewed job satisfaction as a bi-dimensional
concept consisting of intrinsic and extrinsic satisfaction dimensions. Intrinsic
sources of satisfaction depend on the individual characteristics of the person, such
as the ability to use initiative, relations with supervisors, or the work that the
person actually performs; these are symbolic or qualitative facets of the job.
Extrinsic sources of satisfaction are situational and depend on the environment,
such as pay, promotion, or job security; these are financial and other material
rewards or advantages of a job. Both extrinsic and intrinsic job facets should be
represented, as equally as possible, in a composite measure of overall job
satisfaction.
Since job involvement, sense of competence, and job satisfaction have been
identified as three quality of work life indices, the framework developed for the
study attempted to trace the causal connection among these variables so that
managers and researchers can have an idea of which variables will be most
important to deal with and manipulate in the work setting. Job satisfaction which is
an index of the affective responses of employees to the work setting, has been a
variable of interest to administrators and researchers alike, for a long time.
In addition to the intrinsic desirability of having employees at the workplace who
are satisfied, administrators have also been concerned about the job involvement of
employees which enhances the goal commitment and reduces the turnover of
employees (Jauch and Sekaran, 1978). Job satisfaction, which has been studied
extensively, is a function of several important variables - especially the
characteristics of the job itself (Hackman and Oldham, 1975), and the
organizational climate (Litwin and Stringer, 1968). Job characteristics have been
shown in many studies to influence the job satisfaction of employees (see for
instance, the extensive review by Rabinowitz and Hall, 1977). Various
organizational climate factors such as communication, participation in decisionmaking, and stress have also been examined as to their relationship to job
satisfaction and found to be significant predictors. While two-way communication
(Bateman, 1977; Price, 1972) and participation in making job-related decisions
(Patchen, 1970; White and Ruh, 1973) have a positive effect on job satisfaction,
stress has a negative relationship, in the sense that the greater the amount of stress
experienced by employees, the lesser is the extent of job satisfaction experienced
by them (Bhagat, 1982; Lyons, 1971).

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In addition, the work ethic value of individuals has been shown to influence job
satisfaction through the intervening variable of job involvement (Kanungo, Misra
and Dayal, 1975). The relationship between job involvement and job satisfaction
and between sense of competence and job satisfaction has been documented by
several researchers as further discussed below.
Job involvement has been conceptualized as the identification of the individual
with the job and as a psychological self-investment of the individual in the work as
a means of seeking some expression of the self at work (Lodahl and Kejner, 1965).
Job involvement has been found to be related to the job characteristics of skill
variety, task identity, task significance, autonomy, and feedback from the work
itself (Hackman and Oldham, 1975; Rabinowitz and Hall, 1977). Job involvement
has also been investigated in the context of its relationship with the individual
difference variable of Protestant Ethic, a term which signifies the belief 'Work hard
and you will get ahead. You are responsible for your destiny' (Hulin and Blood,
1968). It has been found that endorsement of the protestant ethic value and job
involvements are significantly positively correlated (Rabinowitz, 1975; Ruh and
White, 1974).
Similarly, job involvement has also been found to be positively correlated to
participation in decision-making (Patchen, 1970; Ruh and White, 1974; Siegel and
Ruh, 1973), communication (Patchen, 1970; Sekaran, 1977), sense of competence
(Sekaran, 1977; Sekaran and Wagner, 1980), and to job satisfaction (Schuler,
1975; Schwyhart and Smith, 1972; Weissenberg and Gruenfeld, 1968). Job
involvement is, however, negatively related to stress (Lyons, 1971; Sekaran, 1977).
Job involvement is also related to sense of competence, which reflects the
confidence employees have in their own perceived competence at work through the
mastery of their work environment (Lorsch and Morse, 1974; Sekaran, 1977;
Wagner, 1976). In sum, job involvement is related to job characteristics, the
individual difference variable of work ethic, and the organizational variables of
communication, participation in decision-making, and stress. It also influences
sense of competence and job satisfaction.
While job involvement denotes the extent of an individual's identification with the
job, sense of competence is described as the intra psychic rewards that individuals
experience because of a sense of mastery they have gained over their environment.

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The term sense of competence was first coined by White (1959). White referred to
competence as an organism's capacity to interact effectively with its environment.
White postulated that people have an exploratory motive and a need for effectance
i.e. a need to interact with and make an impact on the environment. White stated
that the fitness to interact with the environment is slowly attained through
prolonged feats of learning but the effectance motivation wanes when a situation
has been explored to the point that it no longer presents new possibilities to attain
efficacy. White compared the need for effectance to Angyal's (1941) definition of
life as a 'process of expansion'. White (1960, 1963) defined competence as the
cumulative result of the whole history of transactions with the environment, and
described sense of competence as the subjective side of one's actual competence.
Lorsch and Morse (1974) applied the concept of sense of competence to the work
setting and, like White, defined it as the confidence that one feels in one's own
competence. They further described it as the intrapsychic feelings of reward that
individuals experience when they have successfully explored, interacted with, and
mastered their work environment. The job characteristics, organizational climate,
and work ethic variables that are related to job involvement are also related to
sense of competence (see for instance, Lorsch and Morse, 1974; Sekaran, 1977;
Sekaran and Wagner, 1980; Tharenou and Harker, 1983; Wagner, 1976).
This distinction, as described by Rose, relates to the double meaning of the word
job: the work tasks performed and the post occupied by the person performing
those tasks. The meaning of job as a post or appointment is of primary
importance. Every job is an instance of the employment relationship, embodying a
contract (substantive or implied) to exchange an ability to work (labor, provide
service, exercise ingenuity, direct efforts of others, etc) for rewards (both material
and symbolic). True, performing work tasks provides a stream of experiences,
technical and social, that can energies psychosocial responses; any resulting data
summarizing these reactions are indispensable. However, such data must not be
weighted higher than those concerning experience of the overt (or ostensible)
contractual terms - above all, those concerning pay and job security. (Rose, 2001)

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Employee retention
Retention is a complex concept and there is no single recipe for keeping employees
with a company. In literature, retention has been viewed as an obligation to
continue to do business or exchange with a particular company on an ongoing
basis (Zineldin, 2000). A more detailed and recent definition for the concept of
retention is customer liking, identification, commitment, trust, readiness to
recommend, and repurchase intentions, with the first four being emotionalcognitive
retention constructs, and the last two being behavioral intentions ( Stauss et al.,
2001). Studies have also indicated that retention is driven by several key factors,
which ought to be managed congruently: organizational culture, communication,
strategy, pay and benefits, flexible work schedule and career development systems
(Logan, 2000). Increasing numbers of organization mergers and acquisitions have
left employees feeling displeased from the companies that they work and haunted
by concerns of overall job security. As a result, employees are now making
strategic career moves to guarantee employment that satisfy their need for security.
On the other hand, employers have a need to keep their stuff from leaving or going
to work for other companies. In fact, companies that offer employee development
programs are finding success with retaining workers (Logan, 2000). This is true
because of the great expenses associated with hiring and retraining new employees.
The adage, good help is hard to find, is even truer these days than ever before
because the job market is becoming Increasingly tight (Eskildesen & Nussler,
2000). In fact, literature on employee retention shows that wooing existing
employees through employee development or talent management programmers
costs less than acquiring new talents, as organizations know their employees; their
wants & desires; while the initial cost of attracting the new employees has already
been expended
(Davidow & Uttal, 1989). The literature on employee retention clearly explains
that satisfied employees who are happy with their jobs are more devoted for doing
a good job and look forward to improve their organizational customers
satisfaction (Denton 2000).Employees who are satisfied have higher intentions of
persisting with their organization, which results in a decreased turnover rate
(Mobley et al., 1979). Abundant studies have hypothesized and empirically

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validated the link between satisfaction and behavioral intentions and behaviors
such as
employees retention (Anderson & Sullivan, 1993). Further, numerous studies
explain the importance of high employees involvement and how it could enhance
their retention (Arthur
1994).
In summary, the literature defines retention as continuing relation between
employees and their organization.

Framework:
To conduct my advanced working report, I applied research techniques to extract
information to meet my purposes and also make use of basic survey techniques
such as questionnaires. Among the established research techniques I used
exploratory research method.

Conceptual framework of employee job satisfaction and employee

retention:

JOB SATISFACTION

Employee Retention

Figure: Job satisfaction of ITV

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Chosen variables:
To measure the degree of workers satisfaction I used quite a handful of common
workplace variables; those are Job Satisfaction and employee retention. In my
context, I believe that these will help me to achieve my objectives.

Theorized causal connections of the variable:

Employees usually join the organization bringing with them their work values. As
they interface with the work and the organizational environment, they find
themselves challenged (or not) and 'turned on' (or alienated) by their job and
organizational factors. Based on their experiences, individuals then make some
deliberate choices as to the extent to which they want to get involved in their jobs
and invest themselves in work. That is, based on how employees perceive their job
and work environment, they could get minimally to highly involve in their jobs.
There is thus, a time gap between their interfaces with the work environment and
their ego-involvement in their jobs. No one completely identifies with the job or
invests the self in the work before assessing what the job entails and how
conducive the work environment is. When people get involved in their jobs, they
spend greater amounts of time and energy at the work place. That is, the more the
employees engage in work behavior because of job involvement, the greater will
be their interactions with and explorations in the work environment. As employees
explore their work environment, have success experiences, and gain mastery at
work, they develop a sense of competence or confidence in their own competence.
Because of this psychological success feeling, they are likely to get even more
involved in their work in anticipation of experiencing greater successes and more
mastery. In essence, job involvement will lead to a sense of competence, and
greater sense of competence will lead to further job involvement or ego-investment
in the job. Thus, the two variables job involvement and sense of competence will
mutually reinforce each other.
Not being alienated from the job (i.e. being job-involved to some extent at least) is
a necessary precondition for deriving job satisfaction i.e. satisfaction from the
work itself and employee retention.
Likewise, individuals who feel inept in their job (no sense of competence) are not
likely to derive job satisfaction. It is not lack of job satisfaction that makes them

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inept, but it is the ineptness that makes them dissatisfied with the job. Thus, to
experience satisfactions at the work place, it is necessary for individuals to be jobinvolved and feel a sense of competence at work. Based on the above rationale, we
can theorize that job characteristics, organizational climate factors, and work ethic
will directly influence both job involvement and sense of competence, and that job
satisfaction will be experienced through the two intervening variables job
involvement and sense of competence. While job involvement and sense of
competence will mutually influence each other, it is sense of competence that will
directly lead to job satisfaction, not job involvement. The reason is that one can get
very involved in the job and keep plodding along without necessarily experiencing
job satisfaction. In other words, for some 'work is work ship' and they will continue
to invest time and effort on the job.
However, if one has success experiences on the job and derives a sense of
psychological success by feeling confident that he or she is making a significant
impact on the work environment and gaining mastery over the job, the individual
will derive satisfaction. In effect, the theory postulated here is that the job,
organizational climate, and work ethic variables will have a direct influence on
both job involvement and sense of competence, and sense of competence will lead
directly to job satisfaction.

Research questions:
This study proposes to investigate the following research questions:
Is there a significant relationship between job satisfaction and employee
retention in Independent Television LTD?
Is there any significant relationship between reward & recognition and job
satisfaction in the context of Independent Television LTD?
Is there any significant relationship between Organizational trust and job
satisfaction in the context of Independent Television LTD?

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Hypothesis:
Employee retention has positive relationship with job satisfactions. The
relation is neutral.
Relationship between reward & recognition and job satisfaction in the
context of Independent Television LTD is significant.
Relationship between teamwork and job satisfaction in the context of
Independent Television LTD is significant
Participation in decision making is positive relationship with job
satisfaction. This relationship is depends organization climate.

Research Methodology:
The research design: Methods and procedure
The Graphical representation of the Proposed Framework is shown in the research.
It represented the outline and constitution of the casual relationships among the set
of variables.
Moreover the questions and hypothesis which are described above supports this
figure. This section discussed the methods that were used and the purpose of the
study is the measure the correlations among the variables.
The study explored the casual relationship between job satisfaction and employee
retention. work ethic, stress, participation in decision making, communication, skill
variety, autonomy, task identity and task feedback are the independent variable,
job involvement, sense of competence is intervening variable and job satisfaction
is the dependent variable in the context of the Independent Television ltd. A
research that studies the relationship between two or more variables is known as
Co- relational Study. I will use co-relational approach to find out the appropriate
answers to the research questions and to test the hypothesis.

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Survey Procedures
To collect the information required to use purposive sampling which is the purest
form of judgment sampling where every person has an equal chance of getting
selected. This helped to collect the information that is required know the
employees job satisfaction.

Sampling
To investigate the research questions for study and selected participants from each
employee different gender, income and age group. It was to maintain a balance
between these. Each employee participated voluntarily. A formal letter was given
to each of them prior to the survey for notification. The participants had the
freedom to withdraw from participation at any time if they were reluctant. Due to
budget and time constrains the study was conducted only on the main office of
independent television ltd.

Sample Size
Information was collected from 30 respondent employees. Questionnaires were
based on some questions were provided to each respondent to know their opinion.
A scale of 1-5 described the opinion of the respondent regarding the independent
variables and dependent variable.

Survey Instrument
The instrument that was used in the study to collect data is the questionnaire
survey. The questionnaire survey was used instead of conducting a personal
interview due to time constrains. The questionnaire survey was provided to the 30
respondents employee.
Structured of questionnaires were used to collect the data. In the question the main
objects is employee job satisfaction.

Data collection
Data collected from primary sources and secondary to explore research questions.
To collect data from the primary sources, use the questionnaire survey method.
This method is used in surveys to collect data from primary sources. Here,
distribute the questionnaire among the all employees. Through this method, the

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23

researcher will be able to collect large amounts of information within short time
and lower cost.
So secondary sources of data will be available for the study. But for supporting the
literature review the researchers will use secondary data. Therefore, primary and
secondary data is required to study the research questions and literature review.

Data Analysis procedure

First of all, Pearsons Co relational analysis will be used to find out whether any
relationship exists between the independent and dependent variables. A Co
relational analysis is the statistical tool that can be used to describe the degree to
which one variable is linearly related to another (Levin & Rubin, 1998).
Since the proposed study is a correlational study, after collecting the data the
researchers will use a correlational matrix to identify whether the relationships
exist between the measured variables or not. The researchers are interested in
finding out whether the conceptually newer measured variables add anything to the
dependent variables compared to older variables. Stevens (1996) stated that if an
investigator wishes to determine whether some conceptually newer measures add
anything to the dependent variables compared to older, it is appropriate to use
stepwise regression. Moreover, the effort to screen out redundant variables during
the model building process and to provide a model in which all variables,
individually and collectively, provide a meaningful contribution toward the
explanation of the response variable (dependent variable) can be accomplished by
using a stepwise regression analysis option (Mendenhall, Reinmuth, & Beaver,
1989).
Hence, stepwise regression will be the most effective tool to analyze the data
to find out whether the conceptually newer measured variables add anything to the
dependent variables compared to older variables.
For the current study, the Statistical Package for Social Science (SPSS)
software version11.5 will be utilized by the researchers as a statistical data analysis
tool as it offers greater feasibility in data analysis and visualization.

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Gender of the participants

Gender
Number of Participants
Percentage
19
63.3%
Male
11
36.7%
Female
The survey was done on 19 male (63.3%) and 11 female (36.7%)
Age of the participants
Age
Number
Percentage
20
66.7%
20-30
8
26.7%
30-40
2
6.7%
40 above
In the survey it was found that 20 employees (66.7%) are between the age of 20-30
years of age. 8 (26.7 %) of them are between the age of 31-40 years of age. Lastly
only 2 (6.7%) of them are above 40 years of age.
Level of Employee Satisfaction and Gender
Gender

Strongly disagree
Disagree
Neither Disagree
nor agree
Agree
Strongly Agree
Total

The Entire
Environment of
ITV is very
Good

Total

Male

Female

1
0
1

0
1
0

1
1
1

5
12
19

1
9
11

6
21
30

The purpose of doing this correlation between the levels of employee is

satisfaction and gender is to project that which gender is more satisfied in the
organization. 1 male was strongly disagreeing about this statement. One woman
was disagreeing. One male was neutral. 5 men and 1 woman were agreed, and
lastly 12 male and 9female were strongly agreed with the statement. So we can say
that ITV is very good with their employee.

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Level of Employee Satisfaction and Age

Age

The Entire
Environment of
ITV is very
Good

Total

Strongly
disagree
Disagree
Neither
Disagree nor
agree
Agree
Strongly
Agree

Total

20-30

30-40

40 bove

1
1

0
0

1
1

4
14

2
5

0
2

6
21

20

30

In this statement, we can see that older and experienced employees are more
satisfied with the organization.

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Level of Satisfaction of Leaves

Leave (No of respondants)

Annual
Leave

Medical
Leave

Strongly
Disagreed

Disagreed

Level

Neither
Agreed
nor
Disagreed
Agreed

Strongly
Agreed

Counts
of
Leave Compensatory Maternity Paternity Response
without
Day off
Leave
Leave
pay
1

10

35

11

17

10

10

46

19

20

52

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From the table an overall picture of the level of employee satisfaction regarding
leave can be seen. Digits marked in Blue are the total counts of responses, which
show that the employees are satisfied with the rules and regulations and duration of
all leaves. However, a good amount of employees are somewhat satisfied with the
leaves. Fortunately a very few number of employees are dissatisfied with the
aspects of leaves. In case of Annual leave the maximum employees are happy
with the rules and durations. However, a wealthy amount of employees are
somewhat satisfied, but no one seems to be dissatisfied with the leave.
Most employees seem to be perfectly satisfied with Medical leave. In fact the
highest amount of employees responded positively in case of this leave. However
one employee seems to be somewhat dissatisfied.
In case of leave without pay and compensatory day-off most of the employees are
neutral. The reason behind this is that some of them did not experience these leaves
and some of them did not know that the company is offering these leaves.
In case of Maternity leave most female employees are somewhat satisfied, but a
very few were dissatisfied because the organization has not yet implemented the
maternity leave of 6 months as declared by the Government. But it has been heard
that very soon the company will offer maternity leave for duration as declared by
the Government.
The result of paternity leave was very much fluctuating. Most male employees
were somewhat satisfactory and neutral. In the quantitative question as mentioned
earlier most men said that the paternity leave should be extended so that they can
fulfill their responsibility while the baby birth.

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Level of Satisfaction of the Entire Environment of ITV. Factor That Link

Mostly to Employee Satisfaction
Factor That Link Mostly to Employee Satisfaction

The Entire
Environment
of ITV is
satisfactory

Total

Strongly
disagree
disagree
neutral
Agree
Strongly
agree

Leaves

Salary

Total

Reward

Working
environment
0

0
0
2
1

0
1
4
16

0
0
0
4

1
0
0
0

1
1
6
21

22

30

Job satisfaction is very influential for employee retention

Job satisfaction is very influential for

employee retention

Strongly Disagreed
Disagreed
Neither Disagreed nor agreed
Agreed
Strongly agreed

As the dependent variable of the research is Employee Satisfaction it was very

essential to know the level of employee satisfaction regarding the entire
environment of ITV. 70% of the employees are satisfied with the environment of

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ITV. However, this information is not enough to draw conclusion therefore further
analysis of data needs to be conducted.
Relation between job satisfaction and employee retention in context of ITV
Gender

Strongly disagree
Disagree
Neither Disagree
nor agree
Agree
Strongly Agree
Total

I will not leave

ITV even if I get
more salary on
other org

Total

Male

Female

1
0
1

0
1
0

1
1
1

5
12
19

1
9
11

6
21
30

This statement strongly recommends that employee retention is significantly relay

on Job satisfaction. As we see most of the employee of ITV are saying that salary
is not a big factor for them. They are satisfied with the working environment of
ITV.

Possible Employee turnover

Strongly disagree
Disagree
Neutral
Agree
Strongly agree

Here 70% of the employees are very satisfied with the job and Itv. So our
hypothesis about the relation between job satisfaction and Employee retention has
come true.

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Significance of the Study

The present study is significant in many aspects. Data from previous studies was
taken to show the relationship on the measured variables. Previous data attempted
to show the relationship between independent variable and dependent variable in
other parts of the Television industries. The Proposed study was done on the
context of Bangladesh which attempts to investigate whether correlations exist
between independent variable and dependent variable.
The research will reveal whether company gets a dependent advantage (employee
job satisfaction) based on factors such as independent and intervening advantage.
A further issue will be addressed by this study, whether employee job satisfaction
helps the company in the long run. Developing countries like Bangladesh are
growing to quality in Television industries.
In such circumstances companies are improved employee job satisfaction. Most of
these companies will treat this as something that can prevent them from growing or
improved. This study is attempted to change the negative attitude towards
employee satisfaction because employee satisfaction based on companies position.
Therefore the company should attempt make improved work environment, task
feedback, task identity, participation in decision making , communication, skill
variety, sense of competence and job involvement etc.

Limitation
To fulfill this task completely, I couldnt get enough time. Thats why I couldnt
gather more information & some of this information was necessary. Besides, there
were many new and complicated terms. So, I had to face problems to complete the
project. However, I have tried my best to complete the task well. The present study
was not out of limitations. But as an intern it was a great opportunity for me to
know the activities of Bangladeshi private tv channels especially Independent
television Limited (ITV). Some restraints are disclosed bellow:
The main constraint of the study is insufficiency of information, which was
required for the study. There are various information the employee can't provide
due to security and other corporate obligations.
They didnt give me almost any information about their organization.

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Due to time limitations many of the aspects could not be discussed in the present
report.
Since the personals were very busy, they could provide me very little time.
I carried out such a study for the first time, so in experience is one of the main
constraints of the study.
Sample size was small for this survey. It should be more than 100.
As I worked in MS access I couldnt get the result of mean, T-test, sample test,
Correlation, anova, menova etc.
I faced some problem at work in the beginning of my internship, as my major was
Marketing and the work was all about journalism. So it took a while to cope up
with the working environment. But the point is I made it. I could empress my
superior with my enthusiasm, work interest, good behavior, politeness, and with
my intelligence.

Recommendation:
Independent Television Limited is one of the largest Private Television channel in
Bangladesh. Independent Television Limited has earned the reputation of top News
telecasting operation in Bangladesh. It is persistent in detection of service
innovation and improvement. In spite of this from the analysis and observation of
the whole process during the internship period, following recommendations have
been invent in order to smooth operation of employees job satisfaction.
In context of job Satisfaction in Independent Television Limited, I came up with
some recommendation which may help to overcome job dissatisfaction and
employee turnover and those are:
Intrinsic and extrinsic reward
Intrinsic reward is such a reward which is not visible and motivate employee
through recognition of their work, provide leave, career guidance and so on. And
extrinsic reward is such kind of reward which is visible or monetary reward like
benefits, compensation, pay for performance motivate employees of an
organization. After surveying employees of the Independent Television Limited I
found out that employees job satisfaction, Workplace learning is affected by this

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type of reward because the reward provided by the organization is not reach the
employees expectancy.
Sufficient feedback will become a learning process for employee of an
organization. So it would be effective enough to improvise improvement.
Encourage for Creative Work
When employer encourage employee to perform creative work it creates an
environment where employees tend to provide creative and useful work.
Change the viewpoint towards employee
Employee supposes to be a warrior of an organization. Every organization has
several missions and after fulfilling those missions they achieve their goals. But
reaching an organizational goals required expected outcome which ensured by
employees or human resources of an organization. So Independent Television
Limited has to be positive in viewpoint towards its employees for better outcomes.
Job rotation
Placing employees into another department as an intern is suppose to be effective
steps to improvise workplace learning. In that case it creates synergic effect which
is very important for an organization.
Training
Independent Television Limited can organize a training program for trained up
their employee which is also a process of learning related to their job. In context of
Employee Retention in Independent Television Limited, I came up with some
recommendation which may helps to retain employee and avoid turnover
Encourage Employee Decision
Encourage employee decision refers to the decision-making is the extent to which
employers allow or encourage employees to share or participate in organizational
decision making.
If an employer encourages employees to make decision, it helps to improve
employees creativity, organizational citizenship behavior as well as employee
workplace learning which imply to sustain employees in an organization. And

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Independent Television Limited may appear that kind of strategy to protect

employee turnover.

Conclusion
From the practical accomplishment and execution during the whole period of the
practical orientation in Independent Television Limited I have reached a firm and
concrete conclusion in a very confident way. The realization will be in harmony
with most of the news telecasting thinking. Independent Television Limited is the
fastest growing private News channel in the country. The Channel is already at the
top slot in terms of credible and quality news to the audience and value addition for
the shareholders because, despite difficult circumstances, the channel closed the
year of 2011 with a number of achievements. Presently the channel has been
functioning with a network of total 5 countries. Like all other commercial
channels, it has some entertaining programs as well. Those will help to grab young
audience.

Research Timeline
2012 September

Research Proposal Writing

2012 October
2012 October
2012 November
2012 November
2012 22nd November
2012 29th November

Literature Review
Development of conceptual frame work
Data collection procedure
Data analysis and interpretation of the findings
Final drafts of complete manuscript
April Submission of research paper

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34

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Websites:
http://www.independent24.com
http://www.facebook.com/tv.independent24
http://en.wikipedia.org/wiki/Independent_Television_%28Bangladesh%
29

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38

Appendix
Questionnaire survey
of
Employees job satisfaction
Independent Television Ltd (ITV)
This research is conducted for academic purposes only. Your
information will be kept confidential.
Personal Information
1. Male

Female

2. Age: 2635
3645
46 and above
4. Number of years........................
3. Income per month:
2000025000 Taka
2600030000 Taka
35000above

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39

Name

Questionnaire

Strongly Disa Neither Agree, Strongly

disagree gree agree or
agree
disagree

Independent
variable

Every employee is
expected to
strictly follow the
dress code failing
which the matter
will be brought to
the notice of the
company
management.
Which is very
good.
Job
Every employee is
satisfact satisfied to ITVs
ion
salary structure.
This salary
structure is follows
to
standard rate
Every employee
gets every type of
compensation like
bonus, increment.
Work
ethics

ITVs gives
promotion/
incentive to
employees.

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40

ITVs gives every

types of leave and
leave
procedure are
same for all
employees.
ITV gives a stress free
working environment.
Participation
Employee could be
in decision
participated directly or
making
indirectly in decision
making.
Communication The company
management
emphasizes on
pleasant and workplace
that provides every
employee with
enthusiasm and
dynamism In their work.
Skill variety
Employees work will
give them opportunities
to get deeply involved in
and experience frequent
successes on the job.
Autonomy
ITVs autonomy taps the
extent of
freedom, independence
and discretion that
the employee has in
scheduling and
Stress

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41

performing the job.

Task
identity

Employees get reward

their best performance

Task
feedback

Manager can help,

when employees
decrease their task level
of confidence
in their own
competence and
experience.
The challenges in the
job, by offering them
risk support, by praising
them or rewarding
them whenever a rather
difficult job gets
done well.

Job
involvement

Sense of
competence

The employees act in a

professional
manner and extend the
highest courtesy to
co workers, visitors,
audiences, vendors,
and clients.
Dependent variable

Employee
retention

Satisfied employees
dont leave the
organization.

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