DESINING QUESTIONNAIRE FOR FACTORS

INFLUENCING JOB SATISFACTION IN BANK

EMPLOYEES
S Authors/Ye Tittle Of Objective Dimensions/ Research Findings Conclus
,
N
ar The Paper Of The Variables Methodol ion
O Research ogy
1 K. R. Factors The term Pay and The If less job Banks
Sowmya1 influencing job promotion. methodolo satisfactio being
* and N. job satisfaction Organization gy of the n is not the
Panchanatha satisfaction has been al factors, study is cared financial
m2 of banking conceptuali Supervisor based on for then it backbon
1Departmen sector zed in behavior, the would e of the
t of employees many Job and primary as automatica country
Managemen in Chennai, ways. Job working well as lly lead to will be
t Studies, India satisfaction condition, secondary job ruined
Accepted 1 focuses on Co worker data. The dissatisfact only by
March, all the behavior study ion such
2011 feelings depends and meager
that an mainly on therefore it percenta
individual the would lead ge of
has about primary to less
his/her job. data negligent satisfied
It has been collected behavior people.
assumed by through a and
organizatio well- turnover of
nal framed employees
behavior and .
research structured
that questionna
individuals ire to
who elicit the
express well-
high considered
satisfaction opinions
in their of the
jobs are responden
likely to be ts
more
productive,
have higher
involvemen
t and are
less likely
to resign
than
employees
with less
satisfaction
.
2 Khawaja Impact of Business Rewards , Present banking
Jehanzeb Rewards strategy Motivation , research sector
Researcher and associated and job emphases give
College of Motivation with satisfaction. on the more
Business on Job rewards Private importa
Administrati Satisfaction and and Public nce to
on in Banking motivation banks of economi
King Saud Sector of towards job Saudi c or
University Saudi satisfaction Arabia. A financial
Riyadh, has newly rewards
Saudi resilient establishe (Karl
Arabia. effect on d and
Nov 2012 success questionna Sutton
of the ire 1998,
organizatio was used Houston
n for this 2000).
study So,
which was if
retested reward
for better is
results. increase
For the d, the
study increme
simple ntal
random variance
population in
of 568 employe
employees es’
were motivati
selected on for
out of public
which 351 and
responden private
ts banks
completed was
the survey 31%.Per
questionna etomode
ire with (1991)
response recomm
rate of ended
62%. The that
sample greater
included the
68% male prestige
of the
 and 32% job,
female higher
the job
satisfacti
on.

3 SHAIBU FACTORS The Job position , The The The

RAMADH INFLUEN purpose of length of research findings of results of
ANI CING JOB this study services design the study the study
2014 SATISFAC is to assess ,salary was imply that, not only
TION the factors quantitativ the greater have
AND influencing e and the job fulfilled
TURNOV employees’ cross- satisfaction the
ER job sectional. the less objective
INTENTIO satisfaction The likely is the s of this
NS and research turnover study but
COMMER intentions concerned intention. also
CIAL to turnover with the Accordingly have
, employees filled the
BANKS in study of
who are research
commercial particular
satisfied gap with
banks phenomen
with their respect
on at a
job will to the
particular
have less or factors
time
no influenci
(Creswell, intention to ng job
2009) that leave. The satisfacti
was the results of on
assessmen the study and its
t of factors therefore impact
influencin can be used on
g job as the basis commerc
satisfactio for ial banks
n and decision- employe
intention making es’
to leave. concerning intention
The employees’ to leave.
study also welfare,
tested drafting
theories retention
by strategies
examining and future
the human
relationshi resource
p between planning
job
 satisfactio
n and
employees
’ turnover
intention.
The job
satisfactio
n and
turnover
intention
measured
by the use
of
questionna
ire and the
data
obtained
4 Suhalia Dynamics 1. To Salary, Job The The
Parveen1 Influencing identify the Promotion, Satisfactio manageme study
, Azeem Job major Training, n was nt can results
Ahmad Satisfaction factors of Co-workers, considered follow the clearly
Khan2 of Job Working as the recommen indicate
1,2Departm Employees satisfaction conditions dependent dations that the
ent of - A Study for the variable which are employe
Commerce of Indian employees and the based on es
Aligarh Banking in Banking factors as the employe
Muslim Sector Sector. independe findings: d in
University, 2. To nt 1. Offer Banking
Aligarh, determine variables. better pay Sector
India the The package. in Uttar
predictors dependent 2. Improve Pradesh
of Job variable the are
satisfaction was working satisfied
of the conceptual conditions. with
employees ized by 3. Avoid their
in Banking the Verbal jobs.
Sector in individual abuse and The
India. ’s attitude 4. Foster a factors
3. To towards sense of which
suggest the job belonging are
measures to and is ness consider
improve operationa among the ed for
the level of lize by employees the
Job using a set by study
satisfaction of 5 point arranging are
likert scale get- Interpers
 of the statements together, onal
employees. to measure picnic etc. Relation
job s and
satisfactio Working
n. Conditio
ns
5 SILVIA FACTORS An Job A The An
AKTER INFLUEN important satisfaction, convenien prime interesti
East West CING JOB implication Turnover ce purpose of ng
University STRESS of the study intention, sampling this study avenue
Md. KAFIL IN is that Organization technique was to for
UDDIN PRIVATIZ burnout al was explore the future
University ED is the most commitment . used to relationshi research
of BANKS significant select the p of stress could be
Chittagong OF outcome of organizati causing a
June 2017 BANGLA job stress ons as factors for detailed
DESH in the well the heavy, study of
banking as demanding job
sector. The employees working stress in
theoretical of those practices both
implication organizati of all foreign
of this ons. private and
study will Simply commercia public
be this l banks in
beneficial sampling banks, Banglad
for the technique esh. In
banking focuses addition,
sector for on a
understandi obtaining compara
ng the relevant tive
factors that data from study on
are causing the causes
the stress people of stress
among
different
professi
onals
can also
be
executed
.
6 V.RAMAD Work-Life The work- JOB Employee The It is an
EVI ,A. Balance life balance satisfaction , s working present establish
NAGINI And of work life in banking study is ed fact
Burnout As employees balance sector in confined today
Predictors in private Vijayawad only to that it is
Of Job sector a private human
Satisfaction banks. constitute sector capital
In 2. To study population banks. rather
Private the burn for the The future than
Banking out study. The researcher financial
Sector experience sample s may and
d by frame conduct technolo
employees includes their study gical
in employees by taking capital
private working in into that
sector 9 private account provide
banks. sector both compani
3. To banks. private and es with
determine The public the
the impact sample sector competit
of size is 103 banks so ive
demograph and is that the edge. In
ic variables drawn entire order to
on using banking attract
work- life simple industry and
balance and random can be retain
burnout. sampling covered. the
method. The talent
Data is sampling pool in
collected frame and the
using a sample organiza
structured size may tion,
questionna be
ire increased
with 72 in order to
questions further
designed validate
for the the
purpose of results. .
the study.

7 INFLUEN This Fringe The study . Job This

Shahzad CE OF research benefits, was satisfactio study
khan , LEADERS will promotion, conducted n shows a was
Muhammad HIP describe pay for the pos- conduct
asghar, STYLE which type reason to ed to
arshad ON of find the itive and identify
zaheer EMPLOYE leadership impact of strong which
2014 E JOB style has leadership relationshi type of
SATISFAC more style on p with leadersh
TION impact on firm financial ip has a
AND employee financial performan greater
FIRM job performan ce. impact
FINANCI satisfaction ce and Regression on
AL and firm employee estimates financial
PERFORM financial job show perform
ANCE: performanc satisfactio that job ance of
A STUDY e. The n. The security organiza
OF study is population has 0.315, tions.
BANKING limited to of the pay has For this
SECTOR banking study was 0.645, purpose
IN sector only bank promotion we use
ISLAMAB and can be employees has 0.758 the
AD, generalized of the and fringe adopt-
PAKISTA further. Islamabad benefits ed
N region. have 0.850 question
The study weights naire
used the with (Fujin,
structured financial Shieh,
5- performan Tang,
point ce of an 2010)
Likert organizati for
scale on. transacti
adopted to onal and
the transfor
questionna mational
ire, and leadersh
also SPSS ip. For
and pay,
AMOS 18 promoti
version on job
for the security
analysis and
fringe
benefits
the
items
were
taken
from
Spector
(1985),
8 Emira Job Determine Rewards , At the Considerin Based
KOZAREV Satisfactio the level of motivation , time of the g the large on
IC1 n of overall job working survey, number of theoretic
Amela Banking satisfaction conditions total of 18 questions al and
PERIC2 Sector amongst banks across empirica
Adisa Employees bank were various l
DELIC3. in the employees operating categories research
2014 Federation in the on the included in conduct
of Bosnia Federation territory of the survey, ed as
and of Bosnia the this paper part of
Herzegovi and Federation will only this
na Herzegovin of BiH, cover the study, it
a; employing most can be
2. Identify around relevant conclud
major 7130 findings ed that
factors that people. from this one of
can Most of study. the key
possibly the banks recomm
influence were endation
the level of private, s to
job only one bank
satisfaction with the manager
among governme s is to
bank nt as the increase
employees, majority the level
owners of
employe
e
involve
ment in
decision
-making
and goal
setting,
adjustin
g the
bank
leadersh
ip
style to
be more
inclusiv
e and
democra
tic
9 SantriptShu Employee To explore Job In a As evident No
kla_Scholar Turnover in the major satisfaction , competitiv from the organiza
DHSS, banking factor of salary e business results the tion can
MNNIT, sector: employee ,attitude , scenario, prime succeed
India Empirical turnover in supervisor organizati factors for without
2 Dr. evidence leading support on growth employee its man
AmbalikaSi Bank. is turnover in at work
nha_Asst. 2. To find constraints our which is
Professor out the in employ respondent Human
DHSS, correlation and banks are Assets
MNNIT, of retaining job or
India June employee the satisfactio Human
2013 turnover esteemed n and Resourc
and the workforce. work es.
three High environme Success
parameters turnover nt. The of an
used viz: rate is high organiza
career problemati significanc tion
growth, job c and have e level for depends
satisfaction a negative both upon its
and work impact on variables Human
environme an show that, Resourc
nt. organizati whether es. Due
on‟s there is a to
performan salary dynamic
ce. This compensat s nature
project has ion or not, of
made an employees Human
attempt to have a Resourc
study the gigantic es,
key desire to retaining
factors opt for talent
responsibl new becomes
e for ventures in more
employee need of challeng
turnover better ing
in the work
bank environme
nt and job
satisfactio
n.
Comparati
ve to
above two
variables
 the career
developme
nt is
having
lesser
but a quiet
considerab
le
significanc
e

1 Sdrolias L. Job The Rewards and The The In

0 Department Satisfaction purpose of motivation , questionna findings addition,
of Business and the current Salary ires were indicate intrinsic
Administrati Motivation study was distributed that Greek motivati
on in the to examine to the bank on
Technologic Greek the relation responden employees appears
al Banking between ts by mail are mostly to be
Educational Sector motivation and e- driven by benefici
Institute of and job mail and their al for all
Thessaly satisfaction the internal aspects
2014 among process need for of job
Greek bank was autonomy, satisfacti
employees completed they are on,
on a influenced while
month by internal
time. The important pressure
sampling others ,
frame (colleague external
was s and adjustm
provided superiors) ents and
by the and amotivat
bank and therefore ion
an ethics adopt partially
and behaviors influenc
approval that e
form was enforce individu
available. their self- al
esteem and factors
general of job
well- satisfacti
being. on.
However, Finally,
further job
investigati satisfacti
on should on is
 be carried likely to
out in the be
Greek affected
population by some
, so that demogra
work phic
motivation factors;
and job marital
satisfactio status,
n are well educatio
studied nal level
and and
promoted. position
held, in
particula
r.

Factors Infuencing Job Satiafaction In Bank Employees

QUESTIONNAIRE

1) Gender

1. Female 2. Male

2) Age

1. 18-25 2. 26-35 3. 36-50 4. 50 Above

3) Education Qualification

1. Graduate 2. Post Graduate 3. Others

4) Marital status

1. Single 2. Married 3.others

5 )Total Experience

1. Up to 5 years 2. 5 – 10 years 3. 10 – 15 years 4. 15 years above

6) Occupational Status

1. Junior Manager 2. Middle Manager 3.Senior Manager

7)Salary

1,. 10000-20000 2.20000-30000 3.30000-40000 4. 40000 above

8) Designation

1.officer 2.clerk. 3.accountant 4. Manager

9)Residence area

1.Rural 2.urban 3, semi urban

In Dependent variables

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

10) How is the working Environment?

WE1 Participative
WE2 Autonomy
WE3 Whimsical
WE4 Red Tapism

11) Rewards and recognition

RR1 A pay raise.

RR2 A promotion.
RR3 Praise from your supervisor.
RR4 Training and development opportunities.
12) Organisationalfactor

OS 1 My organization shows little concern for me

OS 2 My organization is willing to help me if I need a special favor.
OS 3 Help is available from my organization when I have a problem.

13) Supervisor behavior

SS1 My work supervisor really cares about my well-being.

SS2 My supervisor strongly considers my goals and values.
SS3 My supervisor shows very little concern form me (R).

14) Factor which motivates you most ?

• Strongly disagreee Disagree Neutral Strongly agree Disagree

M1 Salary Increase
M2 . Promotion
.M3 Leave
M4 Motivational talks
M5 . Recognition

15) Does your organization recognize and acknowledge your work.

• Strongly disagree
• Disagree
• Neutral
• Strongly
• agreeDisagree

16) Does the organization provide satisfactory Salary according to Work?

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree
17) Does the employees share experience to help each other ?

• Strongly disagree
• Disagree
• Neutral
 • Strongly agree
• Disagree

18) Do you appreciation if the desired work / targets are accomplished ?

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

19) Do you think there are good career prospect in your organization?

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

20) Level of motivation and rewards provided by organization

• Strongly disagreee Disagree Neutral Strongly agree Disagree

H1 There is a relationship between employees rewards and job satisfaction

H2 There is a relationship between employees rewards and motivation

H3 There is a relationship between employees rewards and job satisfaction

21) How would you rate the level of job stress

• Strongly disagreee Disagree Neutral Strongly agree Disagree

JS1 Mild

JS2 moderate

JS3 Severe

JS4 Extreme
22) If your job stress doesn’t involve another person, is it caused by the

• Strongly disagreee Disagree Neutral Strongly agree Disagree

JS1 volume of work

JS2 nature of job

JS3 physical work environment

JS4personal health issues

23) DO you enjoy your company culture

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

24) Do you your work meaningful

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

25) Does your company offer adequate oppurtunties for promotions and career
development

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree
26) Do you feel coonected to your coworkers

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

27) Do you feel like our job utilizes your skills and abilities as much it could

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

28) How transparent do you feel the management is?

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

DEPENDENET VARIABLES

29) JOB SATISFACTION

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree

JS1 Employee satisfaction with their role and responsibilities

JS2 perception of compensation, company perks and other benefits

JS3 understanding company policies

30) How happy are you at work

• Strongly disagree
• Disagree
• Neutral
• Strongly agree
• Disagree