Job Performance Analysis: Scientific Studies in the

Management and Psychology

A proposal submitted to the Department of Accounting &Information
Systems, Faculty of Business Studies, University of Barishal.
Prepared by
Israt Islam
16 AIS 020
Supervised by
Sujan Chandra Paul
Assistant professor
Department
of Accounting & Information Systems
University of Barishal
20-01-2021

Sujan Chandra Paul

Assistant Professor

Department of Accounting & Information Systems

University of Barishal

Subject: Letter of Transmittal

Dear Sir,

Due to respect, the undersigned student of BBA dept of Accounting and Information Systems
ID No. 16 AIS 020 reported on “Job Performance Analysis: Scientific Studies in the
Management and Psychology” under the course Research Methodology .

Without your inspiring this report would have been an incomplete on.

Lastly I would be thankful once again if you please give your gudicious advice on effort.

Your sincerely,

Israt Islam

ID No. 16 AIS 020

Letter of Authorization
A proposal permitted “Job Performance Analysis: Scientific Studies in the
Management and Psychology” approved out by Israt Islam ID:16 AIS
020.AIS 4th Batch. dept of Accounting & Information Systems. This work
has been proposed by me in the home partial serenity of the Bachelor of
Business Administration has been reputed as apposite.
Signature of the Candidate
__________
Name: Israt Islam
Roll:16 AIS 020

Supervised by
__________
Sujan Chandra Paul
Assistant Professor
Department of Accounting & Information Systems
University of Barishal

Table of Content
1. Abstract
2. Introduction

3. Background
1. Literature Review
4. Methodology
5. Results and Discussions
6. Conclusions
7. References
ABSTRACT
Job satisfaction has become a critical issue for scientific and physolocal issue organizations in
recent years, particular in industry sectors, because of potential labour shortages, their effect on
production, and the associated costs. Work satisfaction is a major factor in industry retention
and the delivery of high quality care, but rapid changes in banking services have placed more
demands on performance and this has increased the need for organizations to consider ways to
sustain and improve by treining by job satisfaction. To achieve this, they need to understand the
factors that affect job satisfaction and dissatisfaction. This research reports the results of a
literature review that was aimed at examining and reaching a deeper understanding of the
factors related to job satisfaction to study scientific method and physology.

INTRODUCTION
satisfaction of employees. Hence, based on the discussion above, Herzberg’s two-factor theory
was revised, whereby extrinsic factors as well as intrinsic factors should be combined as a set of
determinants in explaining the job satisfaction of employees.

The world is rapidly transforming due to factors such as globalization, economic growth and
instability, as well as the advancement of information technology, which influence the way
people do business. These global changes have created a competitive platform among many
organizations. Thus, to secure talented employees for sustainable organizational economic
survival, organizations need to address the challenges as employees are the valuable
organizational asset that help organizations sustain in the long run. According to Rahman,
Gupta, and Moudad-Ul-Huq (2012), banks as the financial institutions serve as the backbone of
the nation’s economy which will have a direct impact on the development of the country. Thus,
maintaining the highest job satisfaction among employees as good human resources are vital for
the growth and performance of the nation’s economy.

Given the nature of the structure of the public banking institutions, majority of the companies
are likely to practice bureaucratic and hierarchical working culture. In particular, tedious
regulations and policies will somehow cause the employees to have long working hours that
eventually cause pressure and dissatisfaction among public bank employee
Background

LITERATURE REVIEW
Source of data

For our study we have considered seven branches of seven private commercial banks at
Chuadanga district in Bangladesh. The cross-sectional study sample consisted of 56 (male
89.3% and female 10.7%) bank employees who were interviewed from March to April 2016
using semi-structured questionnaire containing pre-coded and open-ended questions. Sample
has been selected randomly without considering any biasness. Banks that are considered for our
study are Dutch Bangla Bank Limited, BRAC Bank Limited, Shahjalal Islamic Bank Limited,
United Commercial Bank Limited, Mercantile Bank Limited, Islamic Bank Bangladesh Limited
and First Security Islamic Bank Limited. A semi-structured questionnaire was developed using
job satisfaction forces to which the respondents were asked to react using a five Bipolar scale
ranging from strongly satisfied =1 to strongly dissatisfied =5. All the questions were derived
from the previous studies and from general perception of job satisfaction. Studies involving job
performance have been frequent in the international literature, probably because this construct
is characterized as a key dimension in the organizational psychology of management and
human resources management, among other areas related to the studies of organizational
behavior. The use of econometric indicators to measure job performance has appeared in a
substantial number of concentrated studies; however, some measures of job performance
perception can be found in the literature. Such measures consider that the mental models that
individuals build about their activity can favor their performance, influencing the planning
processes and maximizing effectiveness.

Definition of job satisfaction

The concept of job satisfaction is widely researched in the fields of psychology, sociology and
organizational behavior for several reasons. For example, several studies suggest it is relevant
to an individual’s overall attitude towards life and affects his or her life as a whole (Mazerolle
et al 2008, Ilies et al 2009). Weiss (2002) states that the concept of job satisfaction is a broad
construct that encompasses job characteristics and work environment, Spector (1997) refers to
job satisfaction as how employees feel about different aspects of their job, while Ellickson and
Logsdon (2001) suggest it is the extent to which employees like their jobs.
METHODOLOGY

Consistent with the objectives of this research and in view of the list of existing journals in
various databases, the 10 journals with the greatest impact factor indexes (JCR) in the areas of
management, applied psychology, and business were chosen, areas that traditionally publish
articles on “job performance.” To calculate the impact factor of a journal, the number of
citations received by articles published in the journal in the two years prior to the evaluation is
divided by the number of articles published during
the period. Some journals appeared simultaneously in two or in three categories; therefore, the
final list of accessible journals totaled 23. Table 1 provides a list of the selected journals.

Table 1 List of Journal Include in the review:

Journal Name IMPACT FACTOR (JCR)* (*2014

JOURNAL CITATION REPORTS®—
THOMSON REUTERS, 2015)
Academy of Management Review 7817
Academy of Management Annals 7333
Journal of Management 60862
Management Information Systems Quarterly 5080
Academy of Management Journal 6030
Personnel Psychology 3090
Journal of Operations Management 7054
Journal of Applied Psychology 6034
Organization Science 8760

The main objective of the study is to identify the level of job satisfaction of bank officers in
Bangladesh. Bank officers in this study refer to first- and second-class employees (not third-
and fourth-class employees such as, clerks, assistants, peons, guards, drivers, cleaners etc.) in
Bangladesh. The specific objectives are (i) to identify the relative importance of job satisfaction
factors; (ii) to identify the impact of Bank type, work experience, age, and sex differences on
the attitudes toward job satisfaction; and (iii) to differentiate the level of job satisfaction
between Private and Public bank officers in Bangladesh. To achieve these objectives 129 bank
officers were surveyed from four main cities – Dhaka, Chittagong, Rajdhani, and Khulna – in
Bangladesh. Data has been collected from nine main commercial banks namely Agrani, Sonali,
Janata in public sector and City, Eastern, Social Investment, United Commercial (UCBL), ANZ
Grindlays, IFIC banks in private sector. Sample includes 75 bank officers from private and 54
from public banks. Since female officers are relatively small in number in this sector, 14 female
office.

RELATIVE IMPORTANCE OF ATTITUDES TOWARD JOB SATISFACTION

The attitudes toward job satisfaction need clarification for exploring their relative importance as
they are linked to intra-personal disposition of human beings. In this context, job satisfaction
projects individuals’ attitudes involving information that is generally acquired by an employee
about workplace over a period of time. It results from the balancing and summation of many
specific likes and dislikes of employees experienced in connection with their jobs (Haung,
1999; Ganguli, 1994; Locke, 1976). The attitudes regarding job satisfaction are broadly related
to the areas of intrinsic nature of work, wage and security, supervision, and company policies
and practices (Ganguli, 1994). The widely used instruments for measuring job satisfaction are:
Job Descriptive Index (JDI) and Minnesota Satisfaction Questionnaire (MSQ) that measure
mentally challenging work, equitable rewards, opportunities for promotion, supportive working
conditions, and supportive colleagues (Haung, 1999). The present study, on job satisfaction of
bank officers, adapted a similar job satisfaction measurement instrument developed by Ganguli
(1994) and was validated among the educated samples in Indian Sub-Continent context.

RESULTS AND DISCUSSIONS

The present study deals with the three issues to analyze the job satisfaction of bank officers in
Bangladesh. The issues are: (i) the relative importance of job satisfaction factors; (ii) the impact
of bank type, work experience, age and sex differences on the attitudes toward job satisfaction;
and (iii) the level of differences in job satisfaction of public and Factor analysis of 26 variables
in the instrument formed eight main factors with eigenvalues greater than one (Table 1). The
eigenvalue of last factor (work ability) contains a value of 0.997, which is accepted as it is close
to one. These 8 factors account for 67.31% of the variance in the data on attitudes toward job
satisfaction. The first factor, salary, that accounts for the most variance (27.19%) consists of
eight variables. Eigenvalue for this factor is 7.069, which indicates that this factor contains
more information than the other factors. This factor provides the maximum insights of job
satisfaction of bank officers in Bangladesh. It broadly includes the areas of job satisfaction such
as, salary, company policies and practices, and promotion chance. The eight variables contain in
the factor “salary” are: satisfied with present salary, bank is sympathetic to the officer’s view,
bank appreciates performance, satisfied with increment allocation method, income is higher
than other banks, satisfied with the chances of promotion, satisfied with the welfare facilities,
and satisfied with the chances of income increase. The mean values of these eight variables are
4.30, 4.30, 4.20, 4.16, 3.94, 3.78, 3.60, and 3.89 respectively. In the 7-point scale these mean
values represent somewhat neutral to positive level of job satisfaction. Hence, the policy makers
in the banking sector in Bangladesh should give greater importance on these variables
concerning salary, company policies and practices, and chance for
promotion to increase job satisfaction of

Conclusion

The bibliometric study is intended to research the individual-performance field during the time
period of 2006-2015 and to help to fill a gap in the literature, since most of the work on job
performance, as shown here, is empirical. Moreover, it contributes by proposing reflections
intended to generate a research agenda on the topic. Therefore, understanding how performance
has been portrayed is a key point in filling possible knowledge and research gaps. In turn, some
limitations can be pointed out. It should be emphasized that the authors did not intend to
exhaust the international production of this study. In fact, the search has been restricted to the
most relevant journals in the areas of management and psychology. Th is restriction served as a
strainer of the quality of the articles. Th is type of mapping has the potential to contribute to the
direction of the theoretical construct that promotes the advancement of scientific knowledge in
the arena at various levels of analysis. Despite the limitations described for now, the balance
here laid out allows for a preliminary mapping of the recent international production concerning
the construct performance. In this sense, the results showed the importance of performance in
organizational studies, especially in understanding what factors (or variables) contribute to
increase in job performance. Studies focused on the dimensions of adaptive and
counterproductive performance are needed. Th ere are great opportunities for research to rebuild
the already established theories and to propose new theories, new models, and new relationships
between job performance and other organizational variables.
Reference

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Resources, 1 ( 1 ), 47 – 67 .
Bendassoli , P.F. ( 2012 ). Desempenho no trabalho: Revisão da literature. Psicologia
Argumento , 30 ( 68 ), 171 – 184 .
Bliese , P.D. , Chan, D. , & Ployhart, R.E. ( 2007). Multilevel methods: Future directions in
measurement, longitudinal analyses, and nonmoral outcomes. Organizational
Research Methods, 10 (4 ), 551 – 563 .