Professional Documents
Culture Documents
REVIEW OF LITERATURE
Job satisfaction is considered as one of the key factors for the success of
them committed and to develop their extra role behaviors. A satisfied, happy
responsible to a large extent for its productivity and profitability. So, for the
and to find whether its employees are satisfied or not. This section discloses
found that all the variables such as organizational policy and strategy, nature
1
Saba Salem, Sadia Majeed, Tariq Aziz, Muhammad Usman (2013), “Determinants of Job
Satisfaction among Employees of Banking Industry at Bahawalpur”, JEIEFB, Vol:1 No.2
February, pp 150-159.
20
selection procedures have significant association with employees job
satisfaction.
good exchange relation with their supervisor, they reciprocate it with good
banking sector of Saudi Arabia further it has been found that employees in
2
Muhammad Zeeshan Shaukat, Aslan Amat Senin and Ishfaq Ahmed(2012), “An exchange
perspective of job satisfaction: A study of banking sector of Pakistan”. Business
Management Dynamics, vol.1, No.12, pp.59-65.
3
Khawaja Jehanzeb, Mazen F, Rasheed, Anwar Rasheed and Alamzeb Aamir (2012),
“Impact of rewards and motivation on job satisfaction in banking sector of Saudi Arabia”.
International Journal of Business and Social Science, Vol.3, No.21, pp.272-278.
4
Mohammad Morshedur Rahman, Anupam Das Gupta & Syed Moudud-Ul-Huq (2012),
“Job Satisfaction of Female Employees in Financial Institutions of Bangladesh: A Study
on Selected Private Commercial Banks in Chittagong”. Global Journal of Management
and Business Research, Vol. 12, issue 14, pp.232-240.
21
increment, satisfied provision salary increment, satisfied incentive and benefits,
satisfaction such as job status, salary fringe benefits, job security, promotional
executives, junior and top level as the major determinants of their respective
significant positive relation with the overall job satisfaction of the executives.
male and female university teachers in Turkish Universities. They found that
5
Jahirul Hoque,Md and Mohammad Zahir Raihan (2012), “Assessment of Job Satisfaction
in some selected private commercial banks in Bangladesh,” pp 1-12.
6
Saner, T. & Eyupoglu, S.Z. (2012), “Have Gender Differences in Job Satisfaction
Disappeared? A Study of Turkish Universities in North Cyprus,” African Journal of
Business Management, Vol. 6(1), pp.250-257.
22
Abdullah et al., (2011)7 in their study on determinants of job satisfaction
in the UAE – a case study of Dubai police has found salary as the main factor
for job satisfaction, but other factors such as the promotion, recognition of
satisfaction.
the nature of the employee’s job and job satisfaction in the travel and tourism
companies.
between employee satisfaction and job-based salary, skill- based pay and
7
Abdulla, J and Djebavni, R (2011), “Determinants of Job Satisfaction in the UAE A Case
Study of Dubai Police”, Vol 40, no1, pp 126-146.
8
Rumman, MARA (2011), “Factors affecting Job Satisfaction of the Employees in travel
and Tourism Companies in Amman,” International Bulletin of Business Administration,
no.12, pp.149-151.
9
Lai, H-H(2011), “The influence of compensation system design on employees
satisfaction,” African Journal of Business Management, vol 5, no.26,pp.1078-10723.
23
Yasir Hassan et al., (2011)10 analyzed all the aspect of the job
satisfaction among the private banking sector of Pakistan concludes that most
of the employees working in private banks are satisfied with their work,
management functions and job positions. The study reveals some factors that
Mallik (2011)11 in their study they found that the faculty member is
generally satisfied with their job, however male faculty members were less
theory. The results found that job satisfaction is caused by both motivation and
supervision, policy.
10
Yasir Hassan, Kashif-ud-din, Zark Mir, Khalil Ahmad, Abdul Mateen, Waseem Ahmad,
Ahmad Bilal Nasir (2011), “Job Satisfaction in Private Banking Sector of Pakistan,”
Global Journal of Management and Business Research, vol 11, issue 12,version1.0.
11
Malik N. (2011), “Study on Job Satisfaction factors of Faculty Members at University of
Balochistan,” vol.3.No.1 pp.267-272.
12
Azash (2011), “The important motivational factors perceived by private and public sector
employees,” Academy of Management Journal, vol. 39(3), pp.169-211.
24
Khalid et al., (2010)13 observed that there is a positive relationship
more than autonomy on employees job satisfaction. The results also depict a
employees.
Ahmed et al., (2010)14 conclude that the salary, promotion and training
Riaz et al., (2010)15 and Gunlu et al., (2010)16 have found that job
Orisatoki and Oguntibeju (2010)17 in their study they found that there
13
Khalid, Salman, Zohaib, Irshad, Muhammad (2010, “Job Satisfaction among Bank
Employees in Punjab, Pakistan: A Comparative Study,” European Journal of Social
Sciences, Vol 17(4), pp. 570.
14
Ahmed, I., Nawaz, MM., Iqbal,N., Ali, I., Shoukat, Z., & Usman, A (2010),” Effects of
Motivational factors on Employees Job Satisfaction a case study of University of the
Punjab, Pakistan,” International Journal of business and Management, vol5, no.3.
15
Riaz, Adnan, Ramay, and Muhammad (2010), “Antecedents of job satisfaction- A study of
telecom sectorPersepectives of innovations,” Economics and Business, vol.4, pp.66-73.
16
Gunly, Ebru, Mehmet, Aksarayli, Nilufer, Pecin (2010), “Job Satisfaction and
Organizational commitment of hotel managers in Turkey,” International Journal of
Contemporary Hospitality Management, vol.22, pp.693-717.
17
Orisatoki R.O. and Oguntibeju O.O.,(2010), “Job satisfaction among selected workers in
West Indies,” Scientific Research and Essays, 5(12), pp.1436-1441.
25
factor such as knowledge about workplace, work stress, relationship with
factors and their impact of bank type, work experience, age, and sex
differences on the attitudes towards job satisfaction. The result shows that
salary, efficiency in work, fringe supervision, and co-worker relation are the
have higher levels of job satisfaction than those from public sectors as they
enjoy better facilities and supportive work environment. Sex and age
Abu Elanain (2009) 19 observed that UAE employees prefer clear goals
and objectives, well defined lines of authority, autonomy because of their high
Ali and Ahmed (2009)20 concludes that due to the changes in reward or
and satisfaction, this means that if there is a greater focus on remuneration and
18
Islam, Nazrul (2009), “Job Satisfaction of Government and NGO Employees of Dhaka
City,” Bangladesh Psychological studies, Vol.23,pp.19-26.
19
Elanian, HMA (2009), “ Job characteristics, work attitudes and behaviors in a non-western
context: Distributive Justice as a mediator,” Journal of Management development, vol
28,no.5,pp457-477.
20
Allier and Ahmed,MS (2009), “ The Impact of Rewards and Recognition Programs on
Employees Motivation and satisfaction an Empirical Study,” International Review of
Business Research Papers, Vol.5, no.4, pp270-279.
26
recognition, can have a positive impact as a result of motivation and thus lead
agree that personality type suits the work they do, and have the opportunity to
do what they do best and they are also optimistic about their personal and
professional life. He also demonstrates that the procedures for recruitment and
strategies and rules for the employees related to pay scales, policy
development, staff input, and the work environment, may lead to employee
which attracts customers and the employees not satisfied with the job can lead
to customer unhappiness.
Yasir Kamal and Fawad Hanif (2009)23 concluded that the job
21
Hansia,B (2009), “Factors Influencing Job Satisfaction,” Journal of the Academy of
Marketing Science, 31, 272-286.
22
Hanif, MF & Kamal, Y (2009), “Pay and Job Satisfaction: A Comparative Analysis of
Different Pakistani Commercial Banks,” 9 th National Research Conference at SZABIST,
Islamabad Munich Personal RepEC Archive, Islamabad.
23
Yasir Kamal and Fawad Hanif (2009), “Pay and Job Satisfaction: A Comparative Analysis
of Different Pakistani Commercial Banks,” http://mpra.ub.uni-muenchen.de/16059/.
27
opportunities, rewards, relation with boss and coworkers. It is evident that the
dependent variable satisfaction with pay has the expected positive effect on job
satisfaction. There is some evidence that workers who dissatisfied with their
bosses are more sensitive to their pay in deciding on whether they are satisfied
Nahar et.al., (2008)25 found that the success of any organization greatly
important to know how much satisfied the employees are in the organization
with its current facilities, rules and regulations and other job related factors, as
their satisfaction level will definitely affect their job performance. The found
that the employees are moderately satisfied with their job. The most prominent
24
Ali Mohammad, Ewan Ferlie and Duska Roseberg (2008), “A study of the relationship
between job satisfaction, organisational commitment and turnover intention among
hospital employees,” Health Services Management Research, vol.21(4), pp.211-227.
25
Nahar, R., Ullah, K.T., Arif, l. and Khan, T.Z. (2008), “HR maintenance, Job Satisfaction
and Labor Management relationship: A Study on RMG Sector of Bangladesh,” Journal of
Business Studies, Southeast University, Vol. IV, No. 1, pp.131-143.
28
Afroze(2008) 26 tried to examine the job satisfaction of employees
particularly staff working on the store floor level at Mega shop and found that
the major sources of job satisfaction are shown to be policy, administration and
salary.
backdrop of high brain drain in the sector. The results of the study showed that
a greater proportion of the academic staff was not satisfied with their jobs.
across the united states to assess relationships among job satisfaction and
that the textile workers in Nepal have a high dissatisfaction with the facets of
the job that involve the monetary expenditure of the organization, the
26
Afroze, S. (2008), “Job Satisfaction- the Fit between Expectations and Experience- A Case
Study of Nandan Mega Shop,” Journal of Business Studies, Southeast University, Vol. IV,
No. 2, pp. 1-12.
27
Chimanikire (2007), “Job satisfaction among academic professionals in tertiary institutions
of Zimbabwe,” African Journal of Business Management, vol.1 (6),pp.166-175.
28
Westlund (2007), “Factors influencing job satisfaction of software professionals in the
U.S,” Engineering Management Journal. Vol. 9(3), pp. 15-21.
29
Katuwal and Shyam Bahadur (2007), “The job satisfaction of textile workers in Nepal”,
Academy of Management Journal, Vol.4 173-184.
29
behavioral aspects of management and the employment policy of the
organization. The results also reveal that, the public and private sector workers
in job satisfaction according to gender was not significant and also showed that
and showed the difference in job satisfaction according to age was not
significant.
lowest income report significantly lower levels of the job satisfaction relative
to the other income groups. Highly paid employee may still be dissatisfied if
they do not like the nature of their job and feel they cannot enter a more
satisfying job.
faculty satisfaction and retention. The study focused on the faculty of a private
30
Olcum Cetin(2006), “The Relationship between Job Satisfaction, Occupation and
Organisation Commitment”. Academy of Business Journal, 8(1),pp.78-90.
31
Luddy N. (2005), Job satisfaction amongst employee at a public health institution, in the
wester cape: University of the Western cape.
32
Ambrose S. Huston T. Norman M (2005), “A qualitative method for assessing faculty
satisfaction”, Res.Higher Educ., 6(7), pp.803-830.
30
and dissatisfaction clustered into areas such as salaries, collegiality, mentoring,
job satisfaction in Britain and Germany and found that intensification of work
effort and declining task discretion account for the fall in job satisfaction in
eastern Libya examines the level of job satisfaction among 536 employees of a
major bank from four cities in eastern Libya. The Minnesota Satisfaction
Participants unanimously reported high level job satisfaction. Most have long
term employment with satisfactory levels of job satisfaction. It was found that
33
Uddin, M.S., Taher, M.A., and Hoque, N. (2005), “Job Satisfaction of Bank executive” A
study of Private Sector Banks in Bangladesh, The Chittagong University Journal of
Business Administration, Vol. 20, pp. 153-168.
34
Francis Green and Nicholas Tsitsianis (2005), “An investigation of national trends in job
satisfaction in Britain and Germany”, British Journal of Industrial Relations, Vol.43, No.3,
pp.401-429.
35
Hind A.M . and Bader(2005), “Job satisfaction among Bank employees in eastern Libya”,
Applied psychology, pp.263-271.
31
gender, age, and their type of occupation was not necessarily related to job
satisfaction.
individual on job satisfaction and reported that the number of hours worked,
work environment and type of job than to wages are the major determinants of
job satisfaction.
for by these six variables is however, relatively small. Furthermore, the results
indicate that job level and tenure are the best predictors of job satisfaction in
job satisfaction and its relationship between variables among the software
professional. The study significantly found that job satisfaction determines the
36
IsuoOhashi (2005), “Wages, Hours of work and Job satisfaction of retirement age of
workers”, Japanese Economic Review, vol.56, No.2, pp.188-209.
37
Beverley Ann Josias (2005), “The relationship between Job satisfaction and Absenteeism
in a selected field services section within an electricity utility in the western cape.
Department of industrial psychology, University of the western Cape.pp.133-145.
38
Dore, Timothy lee(2004), “The Relationships between Job Characteristics, Job satisfaction
an Turnover intention among software developers”, Dissertation submitted to Argosy
University.
32
Islam (2004)39 has made a study to assess and compare the job
Bangladesh. One of the main finding of the study is that job satisfaction has
Saari and Judge (2004)40 observed that the causes of employee attitude,
the results of positive or negative job satisfaction and also measuring influence
of employee attitude.
employment and job satisfaction reported that workers on fixed term contracts
are more satisfied with their job than other workers and lower level of job
and even then the size of the effect is only marked among the male employees.
stated that it is the specifics of the job that impact on job satisfaction, and not
the gender of the employee itself, and that this accounted for the absence of a
39
Islam M.M (2004), “Relationship Between Job Satisfaction, Absenteeism and Turnover of
Workers of the textile Industry in Bangladesh” Journal of Business Studies, vol.2 No.1.
40
Saari L.M. & Judge T.A.,(2004),”Employee Attitude and Job Satisfaction” HRM, vol.43,
No.4, pp.395-407.
41
Mark wooden and Diana Warren (2004), “Non-standard employment and job satisfaction”,
Journal of Industrial Relations, Vol.46, No.3, pp.275-297.
42
Beisiegel, H(2003), “Diversity builds strength, Productivity”, vol. 19(2), pp. 26-30.
33
Crossman and Abou-Zaki (2003) 43 has found that job satisfaction is not
independent in all job facets and that satisfaction with one facet might lead to
with all facets except pay. Those with lower educational qualifications were
least satisfied.
satisfaction and there was positive and strong correlation between the two.
the job satisfaction. But the relationship betw een job satisfaction and age and
Russian workers” remarked that there is a close relation between the attitude
towards work and job satisfaction. Attitude towards work includes response
43
Crossman A, Abou-Zaki B (2003). Job satisfaction and employee performance of
Lebanese banking staff. Journal of Managerial Psychology, 18(4), 368-376.
44
Oshagbemi, T. (1996), “Job satisfaction of UK academics”, Employee Relations, Vol. 22,
No.1,pp. 88-106.
45
Lenz, Susan., (2002), “Job satisfaction among Russian workers”, William David Son
Institute working paper N0.468.
34
Al-Ajmi (2001)46 studied the manager in the oil industry in Kuwait and
found that the level of job satisfaction was affected by the age of managers. He
concluded that young managers might think that their expertise in not
important jobs. Holding a job with high prestige and earning more from a job
and co-workers.
opportunities, work-load, pay and better, internal relations are playing a vital
46
Al-Ajmi R (2001), “The effect of personal characteristics on job satisfaction: A study
among male managers in the Kuwaiti oil industry”, International Journal of Commerce
and Management, vol.11, pp. 91-110.
47
Judge,C.E., and Bono,R. (2001), “Job satisfaction and motivation”. Macmillan India
Limited, New Delhi, pp.73.
48
Shields Michael, A. and Melanie ward, E. (2000), “Improving Nurse, Nurse Retention in
the British National Health Service: the impact of job satisfaction on intention to quit”,
IZA Discussion, paper No.118.
49
Daniel Hamersh, S., (1999), “The changing distribution of job satisfaction , IZA
Discussion Paper No.42.
35
satisfaction and on the basis of the data obtained he reported that the worker
regret about the returns to their investment in skills affecting their satisfaction.
overall job satisfaction of bank employees” has stated that employee perceive
level of education and no other personal factor was found to be related to the
just one among many important attitudes that influence human behavior in the
degree to which a person strongly identifies with and feels a part of the
satisfaction, job involvement and organizational role stress among private and
50
Nazil A Nazir (1998), “Perceived importance of job facts and overall job satisfaction of
bank employees”, Indian journal of industrial relationship, Vol.3.
51
Schermerhorn, Hund and Osborn (1998), “Managing Human Resources, Cincinnati, Ohio:
South-Western College Publishing.
52
Alam K (1997),”Job Satisfaction, job involvement and organizational stress”, Paper
presented at the 3rd international and 34 th IAAP conference, technical teachers training
institute, Madra, vol 22(2),pp. 43-50.
36
public sector executives. The sample comprised 50 private and 50 public
sector executives. The findings of the study revealed that the executives of
private and public sector did not differ significantly on areas of job satisfaction
like management, personal adjustments and social relations, but the differed
being more involved with their job as compared to public executives, private
sector counterparts.
The result of the study has showed that the professional accountants in
Bangladesh are moderately satisfied with their job. The results also show that
Panel Study” has pointed out that satisfaction in one area of one’s life spills
relationship between the two variables is negative: people dissatisfied with one
53
Purohit K.K. & Belal A.R. (1996), “Job Satisfaction of Employee Professional
Accountants in Bangladesh: An empirical Study” CU Studies, vol. 12 pp. 121-232.
54
Duncan Cramer (1995), “Life and Job satisfaction: a Two-Wave Panel Study”, North
Texas state university, vol.4(6), pp.90-96.
37
Greenberg and Baron (1993) 55 reported that employed women in general
seem to be less satisfied with their work than their counterpart men.
Hossain (1992) 56 has examined the job satisfaction and job behavior of
reveal that job satisfaction scored of the workers were higher than that of the
supervisors. The study also indicates that job satisfaction has significant
has been considered as the most important cause of job dissatisfaction of the
employees.
maintain about their jobs. This attitude is developed from their perceptions
about their jobs. A major goal of studying job satisfaction is to ascertain how
such attitude is formed, and what are the variables in organization that
55
Greenberg, J. and Robert, A. B. (1993) Behaviour in Organizations, Allyn and Bacon :
Needham.
56
Hossain M.M (1992), “Job Satisfaction and Job behavior of private sector Industrial
workers and Supervisor in Bangladesh” Bangladesh journal of psychology, vol.13,pp 33-
44.
57
Organ, D.W. (1990), The Motivational Basis of Organizational Citizenship Behavior. In
B. Staw & L. Cummings (Eds.), Research in Organizational Behavior, Greenwich, CT:
JAI Press, 12: 43-72.
38
Meena and Dangayach (2012)60 in their study on employees
place environment, the workers were not neither satisfied nor dissatisfied,
majority of the employees felt that inadequate time for the family commitments
and the analysis has provided the conclusion that the employees in private
sector banks at Coimbatore are only moderately satisfied with the job and job
comparative study of private and public sector bank” found that the study
revealed that there is not much difference in the level of job satisfaction
between public (UCO) banks and private (AXIS) banks, but regarding some
factors like job security, salary offered to employees, benefits given to the
employees and experience, the satisfaction level differs in both the banks.
60
Meena M.L and Dangayach G.S.(2012), “Analysis of employees satisfaction in banking
sector”. International Journal of Humanities and applied Science, vol.1, No.2, pp.78-81.
61
Thangaraj, B., Karthick,C.,(2012), “An Analysis of Employees Job Satisfaction of Private
Sector Banks-with special reference to Coimbatore”, International Journal of
Contemporary Practices, vol.2(2), pp. 8-18.
62
Shallu Sehgal M.S. (2012), “Job satisfaction of Bank Employees in Shimla: A
Comparative study of Private and Public Sector Bank”, International Journal of Marketing,
financial services and Management research vol.1 Issue 7, July pp.124-129.
40
Ranjit (2012) 63 concluded that the textile mill workers had moderate
level of job satisfaction and the demographic variables like age, gender, marital
influence the level of job satisfaction of textile mill workers. The demographic
profiles with which people enter employer organizations ultimately affect such
Tulika and Bijaya Kumar Sundaray (2012)64 has found that the
private sector enterprises were found to be highly satisfied with the relationship
Suman Jain et al., (2012)65 the study indicates that layoff threats, quick
turnover, less welfare schemes, and less scope for vertical growth increase job
and job stability increase the degree of job satisfaction. Efficient human
63
Ranjit (2012), “Study on influence of demographic factors on job satisfactions of textile
mill workers”, International Journal of business Economics and Management Research,
vol2(4),pp.14-18.
64
Tulika Singh and Bijaya Kumar sundaray (2012) “Job Satisfaction of Executives: A
comparative study on public and private sector”,Taining and Development Journal,
vol.3,issue 1, January pp. 1-5.
65
Suman Jain, Seema Sharma & Rachna Jain (2012), “Job Satisfaction in Banking: A Study
of Private and Public sector banks (Comparative Study)”,International Journal of Science
and Technology, vol.2 issue 1, pp.40-48.
41
resource management and maintaining higher job satisfaction level in banks
determine not only the performance of the bank but also affect the growth and
Vinod Kumar Singh and Kishor Pankan (2011)66 the study brings the
banks. By leveraging this fact, jobs can be enriched and can be made highly
motivating and satisfying for the employees. Furthermore, the present study
attempts to enrich the existing knowledge base in the area of job satisfaction in
the banking sector as a whole for the bank employees leading to focus on the
job satisfaction of banking sector employees and found that the commercial
analysis identified that the job suitability as well as the working condition and
66
Vinod Kumar Singh and Kishor Pankan(2011),”Employees perception of job satisfaction
in Indian and foreign banks”, International Journal of Management and Technology,
Vol.2, No.2,pp.33-38.
67
Sowmya, K.R and Panchanatham,N (2011), “Factors influencing job satisfaction of
banking sector employees in Chennai”. International journal of Law and Conflict
Resolution, vol 3(5), pp.76-79.
42
other interpersonal relationship among the workers are able to ascertain their
important factor for job satisfaction. Good working atmosphere and pleasant
Arunima shrivastava and Pooja Purang (2009)69 found that the sectoral
job satisfaction. By leveraging this facts, jobs can be enriched and can be made
highly motivating and satisfying for the employees. It is also indicate that
private sector bank employees report greater satisfaction with the pay and
ages, his job satisfaction shows an increasing trend. Younger employees have
more energy, more expectations and more options, and hence have lesser
68
Parvathy (2010), “Employees perception of Job satisfaction” . Human Resource
Management, vol5(1). Pp65-69.
69
Arunima Shrivastava and Pooja Purang (2009), “Employee Perceptions of Job
Satisfaction: Comparative Study on Indian Banks”, Asian Academy of Management
Journal, vol.14, No.2 pp 65-78.
70
Raj kamal and Debashis Sengupta (2009),” A Study of Job Satisfaction of Bank Officers”,
Prajnan, Vol. XXXVII, No. 3,pp.239-44.
43
satisfaction with the job. Overall the job satisfaction of bank officers though is
and private sector banks and found that the programs related to self-
satisfaction.
Monika Thakur (2007) 72 in their study the found that both public and
private bank officers are equally satisfied. This may be because both perform
the same nature of work and enjoy the same authority level. It was also found
that on the one hand, public sector banks provide good job security to their
employees plus many other benefits – medical, pension, gratuity, etc. On the
other hand, private banks are providing good working atmosphere and
Chowdhury (2007) 73 has found that the private sector bank employees
are more satisfied than public sector bank employees. There is also difference
71
Kumudha, A., & Abraham, s.(2008), “Organisation career management and its impact on
career satisfaction: A study in the banking sector”. ICFAI University Journal of Bank
Management, 7(3), pp 154-183.
72
Monika Thakur (2007),”Job Satisfaction of bank officers –A comparative study”,
International Journal of Management and Technology, vol3(3), pp.25-36.
73
Chowdhury F.(2007), “Job Satisfaction of Bank Employees: A Comparative Study of
Public and Private sector Banks. Bank Parikrama,V-XXXII, No,pp.64-81.
44
of job satisfaction in different management levels in both the sector except in
the mid-level.
(through work), a worker exhibits towards his job, towards related factors and
satisfaction or dissatisfaction with his job, or any aspect of it, in large part,
Anu Singh Lather and Shilpa Jain (2005)75 “Motivation and Job
significant positive predictor of job satisfaction for top level managers. Need
for self control and need for monetary gins are predictors of job satisfaction of
middle level managers. Need for non financial gains have significant negative
effect on job satisfaction of middle level managers. Need for self control has
employees of two public sector and two private sector banks in India. The
results indicated that layoff threats, quick turnover, less welfare schemes, and
74
Singh, D., & Kohli, G. (2006). Evaluation of private sector banks in India: A SWOT
analysis. Journal of Management Research, 6(2), 84–101.
75
Anu Singh Lather and Shilpa Jain (2005), “ Motivation an Job Satisfaction – a study of
Associates of public and private sector”. Delhi Business Review, Vol.6, No.1, pp.77-84.
76
Bajpai, N., & Srivastava, D. (2004), “Sectorial comparison of factors influencing job
satisfaction in Indian banking sector”. Singapore Management Review, 26(2), pp 89-99.
45
less scope for vertical growth increased job dissatisfaction. In contrast, secure
job environment, welfare policies, and job stability increased the degree of job
satisfaction.
study” have stated that though managers are more job involved in comparison
to clerks and sub staff, they derived less job satisfaction than other two
categories.
social banking they are satisfied. They are also looking for a better
While clerks who have to face public are little bit stressed. As it is considered
their duty, they don’t have to complain. With the recent mechanization and
77
Shamni Pandey and Vinay Kamath(2000), “Satisfied? Just about”, Urban pulse
supplementary business line, vol 33(4), pp, 55-65.
78
Vijayakumar Malli and Pradeep Kumar Mallik(1998), “Job involvement vis-à-vis job
satisfaction of bank employees-A case study”, Management Accountant, vol.33, pp.365-
368.
79
Rajesh J Bhatt (1998),”A Case Study of Job satisfaction among Bank employees of
Leading Nationalised Banks of Gujarat state” http://www.sbaer.uca.edu/
research/ICSB/c003.htm. pp.1-12.
46
computerization has reduced their repetitive tasks which has increased their
satisfaction level.
them 242 were men and 40 women. The study found that women employees
income employees should more job satisfaction that their counter parts.
Loh (1995)81 they investigated that job orientation, perception and job
from 140 IT professionals in Singapore. It has shown that job has greater
family had any effect on the job satisfaction of women employees. The
findings of the study revealed that job satisfaction among women employees
80
Bhatt (1997), “Socio-personable variables of job satisfaction of LIC employees”, INDIAN
JOURNAL OF RESEARCH,vol.1(1),pp. 90-92.
81
Loh (1995), “Job orientation, perception and job satisfaction of IT professionals”, Asian
journal of Management, Vol. 2, pp. 239-249
82
Asha. C.B.,(1994) “Job satisfaction among women in relation to their family
environment”, Jornal of community guidance and research, vol.11(1), pp. 43-50.
47
Davis (1992) 83 found that job performance, absenteeism, turnover, and
environment and the reward structure offered on the as well as the family
the work situation. Managers can use the knowledge of job satisfaction I
productivity.
lower satisfaction.
a sample of 101 male software engineers. The results shows that many software
engineers are not satisfied with their work and the quantity of the job has one
83
Davis R(1992), “Person-Environment Fit and Job satisfaction”, in Cranny C J, Smoth P C
and Stone E F (Eds), Job Satisfaction, pp. 69-88, Lexington Books, Newyork.
84
Bharati Nagaratinam and Reddy (1991), “Organizational role stress- A psychological
study of middle managers”, Journal personality and clinical studies, vol 7(1), pp.43-48.
85
Shodi(1990), “Job satisfaction and psychiatric disorders of software engineers”,
International Journal of academic Research, Vol. 3. No 1. Part III .pp .651-654.
48
Sekaran (1989)86 Job satisfaction of employees was traced through the
sample of 267 bank employees was involved. The results suggested that
responsible for the poor performance and the research stressed that the
educated management has to pay more attention towards the problems of most
and efficiency.
and job satisfaction of 150 blue collar workers half low producing and other
half high producing on the basis of ‘hours saved’. Their results suggest
86
Sekaran (1989), “Job satisfaction and quality of life of bank employees”, Journal of
Management science, Volume .II .number 2 ,pp. 239-252
87
Niraj Kumar (1985), “labour conflict in Industry”, Journal of Management, Vol. 14, pp.
547-557.
88
Srivastava, S. K. and A.P. Sings, (1983), “Industrial Morale as a Function of Occupational
Level” Indian Journal of Psychology, Vol. 1, 17, pp. 21-28.
49
Gangulli et al., (1980)89 analyzed the responses given by 39 trainees
four sugar factories viz. two in private sector and two in co-operative sector
and reported that the India workers irrespective of their skill gives more
that satisfaction of social and security needs was equally emphasized by all
levels and as far as ego and self actualization is concerned the higher the level,
Chadha (1977) 92 in his study has reported that a work group in a work
factors namely optimum variety of job mix, conditions for continuing learning,
89
Gangulli, S. Choudhuri, S. and Guha, S.C., (1980), “ A Motivation test for measuring
entrepreneurial traits, Management and Labor Studies, Vol. 6(1), pp.44-49.
90
Prasad, L. (1979), “What workers want from their jobs”. Integrated Management, vol
14(9),pp.30-37.
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Saiyadain, M.S. (1977), “Organizational levels and job satisfaction”. Vikalpa, vol.2,pp.29-
40
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Chadha (1977), “Job satisfaction and Performance”, Journal of Managerial Issues,
Volume 8, Issue 1 125-134.
50
elements of autonomy, social support from colleagues, type of work and
proper recognition of work and more responsibility. They also revealed that
environmental factors.
superior and lack of opportunity for growth. First line supervisors value
93
RupandaSataria and Paduki (1977), “Motivation : Theoretical Foundations, in K.
Koteswara Rao (ed), Motivation and Job satisfaction, New Delhi, pp. 165-189.
94
Roy, S.K. and Raja, S.A. (1974), “Managerial and supervisory motivation”.
51
Diwivedi (1973) 95 tried to determine the effect of the financial
emphasized that the workers showed more positive attitudes towards different
satisfied and satisfaction of ego and self actualization needs increased with
95
Dwivedi (1973), “A Study of the effect of the financial incentives on job satisfaction of
Blue-collar workers”, Banaras Hindu University, pp.123-27.
96
Narain.L (1973), “Managerial compensation and motivation”, New Delhi, Oxford and IBH
Publishing Co.
97
Pestonjee, D.M. and Basu, G, (1972), “A study of job motivators and hygiene factors in
jobs in two cultures”. Indian Journal of Industrial Relations, vol 17(2), pp.23-37.
98
Bhattacharya, S.K. (1972), “Perception of organizational characteristics in relation to need
gratification among Indian managers”. Indian Management, vol11, pp.29-34.
52
with job and recognition outside the company as most important factors
Various studies discussed shows that the job satisfaction has been
in job satisfaction are available on nursing, teachers, doctors etc. But a study in
banking is very rare. The gap in this literature is the negligible studies
has motivated the researcher to find out the factors influencing employee job
recession. Therefore this study will form a base for future researchers to
99
Dayal, I., and Saiyadain, M.S. (1970), “Cross cultural study of behavior in groups”.
Indian Psychological Review, vol.6, pp.8-13.
53
with job and recognition outside the company as most important factors
Various studies discussed shows that the job satisfaction has been
in job satisfaction are available on nursing, teachers, doctors etc. But a study in
banking is very rare. The gap in this literature is the negligible studies
has motivated the researcher to find out the factors influencing employee job
recession. Therefore this study will form a base for future researchers to
99
Dayal, I., and Saiyadain, M.S. (1970), “Cross cultural study of behavior in groups”.
Indian Psychological Review, vol.6, pp.8-13.
53