This study evaluated factors influencing job satisfaction among bank officers in Bangladesh. It found that salary, work efficiency, fringe benefits, supervision, and coworker relations were the most important factors. Officers at private banks reported higher job satisfaction than those at public banks, likely due to better facilities and work environments at private banks. Work experience was also an important factor, while gender and age had relatively less impact on satisfaction levels. Overall, bank officers in Bangladesh reported positive levels of job satisfaction.
Factors Affecting the Recruitment and Selection Process of Private Commercial...Dr. Nazrul Islam
There is a paramount importance of appropriateness in recruitment and selection for the desired performance of the private commercial banks in Bangladesh. It is the determinant of the performance of the banks that leads to the growth and development of the banks in future. However, this aspect of management is often ignored by HRM department of the banks. The directors of the banks are unable to come out from their circles like family, friends, and relatives in recruitment decision. The people involved in the process influence the whole process of recruitment and selection for their personal interest. Candidates’ understanding and mindset for getting jobs sometimes create a kind of force that influences the process. People from the monitoring bank often create pressure on recruitment and selection process. External factors like political, economic, social, and legal also have strong influence on the selection process. As such, this study aims at identifying the factors affecting the recruitment and selection process of private sector commercial banks in Bangladesh. It includes the manpower planning and selection process of the banks that is most prominent and stable sector compared to other industrial sectors of Bangladesh. A number of factors affecting recruitment and selection process of the banks were identified through literature review. Multivariate analysis techniques such as, Factor Analysis and Multiple Regression Analysis were performed to identify the relationships between recruitment and selection process and the factors. Factor Analysis was conducted to identify the factors affecting the recruitment and selection process of the banks. Multiple Regression Analysis was performed to identify the relationship between the factors and recruitment and selection process. Results show that the factors including family pressure of the directors, interference of the people involved in the process, political interference, capability of the interviewer to design the tests, and candidates’ perception regarding the possibility of getting job have significant influence on the recruitment and selection process in the private commercial banks of Bangladesh. It was concluded from the study that the factors affecting recruitment and selection process of the banks are unable to fulfill the gap between the qualifications of the candidates and the job requirements of the banks.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
An Evaluation of Job Satisfaction of Women Employees in Commercial Banks of B...Dr. Nazrul Islam
This study attempts to evaluate the level of job satisfaction and overall socioeconomic satisfaction of women bank employees in Bangladesh' It focuses on there relative importance of job satisfaction factors and their relationships with the overall satisfaction. It reports that the level of job satisfaction of women depends on the factors including salary' better job' supervisor recognition, co-employee recognition' better work' colleagues' preferences' and quality of supervision have found to be the most important among these factors. The factors such as salary, better job, supervisor recognition better work, supervisor, colleagues preferences and quality of supervision have significant influence on the overall satisfaction of the women employees. These factors are identified as the prime determinants of both job satisfaction and the overall satisfaction of women bank employees in Bangladesh' The negative relationship of better job with overall satisfaction indicates that the higher chances of getting job outside would result in much less positive overall satisfaction on women bank employees.
Factors Affecting the Recruitment and Selection Process of Private Commercial...Dr. Nazrul Islam
There is a paramount importance of appropriateness in recruitment and selection for the desired performance of the private commercial banks in Bangladesh. It is the determinant of the performance of the banks that leads to the growth and development of the banks in future. However, this aspect of management is often ignored by HRM department of the banks. The directors of the banks are unable to come out from their circles like family, friends, and relatives in recruitment decision. The people involved in the process influence the whole process of recruitment and selection for their personal interest. Candidates’ understanding and mindset for getting jobs sometimes create a kind of force that influences the process. People from the monitoring bank often create pressure on recruitment and selection process. External factors like political, economic, social, and legal also have strong influence on the selection process. As such, this study aims at identifying the factors affecting the recruitment and selection process of private sector commercial banks in Bangladesh. It includes the manpower planning and selection process of the banks that is most prominent and stable sector compared to other industrial sectors of Bangladesh. A number of factors affecting recruitment and selection process of the banks were identified through literature review. Multivariate analysis techniques such as, Factor Analysis and Multiple Regression Analysis were performed to identify the relationships between recruitment and selection process and the factors. Factor Analysis was conducted to identify the factors affecting the recruitment and selection process of the banks. Multiple Regression Analysis was performed to identify the relationship between the factors and recruitment and selection process. Results show that the factors including family pressure of the directors, interference of the people involved in the process, political interference, capability of the interviewer to design the tests, and candidates’ perception regarding the possibility of getting job have significant influence on the recruitment and selection process in the private commercial banks of Bangladesh. It was concluded from the study that the factors affecting recruitment and selection process of the banks are unable to fulfill the gap between the qualifications of the candidates and the job requirements of the banks.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
An Evaluation of Job Satisfaction of Women Employees in Commercial Banks of B...Dr. Nazrul Islam
This study attempts to evaluate the level of job satisfaction and overall socioeconomic satisfaction of women bank employees in Bangladesh' It focuses on there relative importance of job satisfaction factors and their relationships with the overall satisfaction. It reports that the level of job satisfaction of women depends on the factors including salary' better job' supervisor recognition, co-employee recognition' better work' colleagues' preferences' and quality of supervision have found to be the most important among these factors. The factors such as salary, better job, supervisor recognition better work, supervisor, colleagues preferences and quality of supervision have significant influence on the overall satisfaction of the women employees. These factors are identified as the prime determinants of both job satisfaction and the overall satisfaction of women bank employees in Bangladesh' The negative relationship of better job with overall satisfaction indicates that the higher chances of getting job outside would result in much less positive overall satisfaction on women bank employees.
The purpose of this study is to demonstrate the importance of employee engagement and commitment of employees as well as its relationship with employees intention to quit the frontline bank employees in Bandung. The method used is descriptive verification, with a sampling of the population through disproportionate stratified random sampling technique, whereas for data collection questionnaire and conducted engineering. The research subjects were also as the unit of analysis in this study is the frontline employee (teller and customer service) that serve common customers, where this position is vulnerable to turnover, while in fact they are the spearhead of which is connected to the customer's bank. Samples were randomly selected from the 24 banks that are used in this study. A total of 317 respondents participated. Data were analyzed using the Smart PLS 2.0. Linear regression analysis showed no significant linear relationship, strong, and negative between the level of employee engagement and commitment of the employees on the intention to stop level.
Quality of Work Life of Indian Bank Employees: A Study in Warangal District, ...INFOGAIN PUBLICATION
Quality of Work Life has assumed increasing interest and importance in both industrialized and developing countries of the world. In India, its scope seems to be broader than all labour legislations enacted to protect the workers. It focuses on job security and economic growth of employees. The issue of Quality of Work Life within banking services has drawn considerable attention over the past few years. The movement towards the better service has increased the development of the banking industry. Employees of the banks are providing lots of services in order to remain competitive in a rapidly changing market. On the other hand banks are rewarding those employees by providing many benefits. However, which increased working hours, stress and responsibilities many bankers are unable to balance their personal and professional lives. And, it is resulting in delivering of poor service to the customers. In this context it is felt necessary to conduct a detailed investigation on how bank employees manage their work and personal life.
Demographic Factors Impacting Employee Turnover In The Private Banking Secto...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Impact of CSR activities on Organizational Identification (OI) and Job Satisf...IJAEMSJORNAL
This study examined the impact of CSR activities oriented to employee, customer, and society on the identification and satisfaction of frontline employees in the Lebanese banking sector while comparing the perceptions between Beirut and Beqaa branches. The study adopted a quantitative research approach based on positivist paradigm and subject to verification by hypothetico-deductive reasoning in order to investigate the relationships between employees’ perceptions of CSR initiatives, organizational identification and job satisfaction, in Lebanese commercial bank located in Beirut and Beqaa area. A structured questionnaire was used to test the hypotheses and answer the research questions. The target population was the frontline employees of four major Lebanese commercial banks operating in Beirut and Beqaa area. Four-hundred from frontline employees of four major banks branches located in Beirut and Beqaa areas were invited to participate in the study. The final number of usable questionnaires was 214 for frontline employees, with a response rate of 53.5%. The causal relationships for the 3 models (“1”, “1a”, “1b”) were estimated using SEM with latent variables once the validity of the measurement scales were successfully being verified. The software SmartPLS was used for the application of structural equation models with latent variables “PLS-PM”. For model “1”, “1a”, “1b” the findings indicated that some hypotheses were not significantly supported and the impact of CSR on employees differs according to branch location. Nonetheless, no significant differences exist between the employee’s perception of Beirut and Beqaa regarding the strong influence of CSR employee on JS and the strong influence of OI on JS. However in Beqaa branches, CSR customer is affecting OI, and CSR society is affecting JS. Thus, this study provided evidences to assess the visibility of CSR activities in the eyes of stakeholders and to identify which domains are to be enhanced in order to set more effective social strategies in organizations to reach the identification and satisfaction of employee. Moreover, implications for decision making and policy making as well as recommendations for future research constitute the end product of this thesis.
Extrinsic Reward and Employee Engagement in Selected Commercial Banks in Anam...ijtsrd
The study examined extrinsic reward and employee engagement in selected commercial bank in Anambra state Nigeria. Specifically, the study assesses the relationship between bonus and employee’s engagement in selected commercial bank in Anambra state Nigeria and determine relationship between promotion and employee’s engagement in selected commercial bank in Anambra state Nigeria, Two research questions and hypotheses were formulated for the study in line with the objectives. The study made use of correlational design and the area of study was Anambra state. The population for the study was based on 60 middle and lower level manager in new generational commercial banks such as access bank, Polaris bank and fidelity bank. Research instruments were validated and reliable. Correlation analysis was used to taste the research questions and hypotheses. The study revealed that there is significant relationship between extrinsic reward and employee engagement in selected commercial bank in Anambra state Nigeria. It was recommended that banks should pay more attention to reward system at the work place as it is found to have an impact on employee engagement with respect to service quality of operation and where possible strict penalties should be taken into consideration in order to boost performance. The management should encourage the concept of reward system as this will give employee the determination to feel needed at the job and as a result will boost their performance in selected commercial banks Anambra State Nigeria. Ugochukwu Paul Orajaka | Obiasor, Chikaosolu Blessing "Extrinsic Reward and Employee Engagement in Selected Commercial Banks in Anambra State Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-3 , April 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49684.pdf Paper URL: https://www.ijtsrd.com/management/consumer-behaviour/49684/extrinsic-reward-and-employee-engagement-in-selected-commercial-banks-in-anambra-state-nigeria/ugochukwu-paul-orajaka
The main purpose of the research study is to analyze the effect of organizational commitment, job satisfaction and work insecurity as well as their impact on the performance of Bank Aceh Syariah. The samples of the research are 209 employees which are selected with survey methods. Data was collected by using questionnaire, and then the data was analyzed with statistical methods of structural equation model (SEM). The study found that the organizational commitment and job satisfaction have a negative effect on turnover intention, but positive effect on the performance of Bank Aceh Syariah. The work insecurity has a positive effect on turnover intention, but negatif effect on the performance of the bank.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
Critical Success Factors for the Poultry Entrepreneurs in BangladeshDr. Nazrul Islam
This study attempts to identify the critical success factors for strengthening and development of poultry entrepreneurs in Bangladesh. Multivariate analysis using factor analysis technique has been used to analyze the data. Fifteen factors were identified as crucial for success in poultry business. These factors explain more than eighty percent of the variability of data. The results show that the entrepreneurial success of poultry business highly depends on sociopolitical orientation of the entrepreneurs. Achievement motivation, efficiency, commitment towards work, dynamism, and self-confidence are also found to be crucial for success in poultry firm operation. The other factors include profit seeking, flexibility, instant decision making capability, cooperation from the stakeholders, independence, knowledge of technology, continuous adjustment with environment, learning by experience, and enjoying work.
A Test of Some Characteristics of Entrepreneur: An Empirical StudyDr. Nazrul Islam
There is a paramount importance of developing entrepreneurship for the economic development of a country. This paper is an attempt to identify the characteristics of entrepreneur. The paper also presents the basic characteristics of four types of entrepreneurs engaged in cosmetics, medicine, shoe and electronics business. The study shows that there are wide differences as well as relations among the characteristics of different study groups. It reveals the causal relationship between the characteristics and some intra-personal factors of entrepreneurs. The analysis depicts the dissimilarities of literal characteristics of entrepreneur.
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The purpose of this study is to demonstrate the importance of employee engagement and commitment of employees as well as its relationship with employees intention to quit the frontline bank employees in Bandung. The method used is descriptive verification, with a sampling of the population through disproportionate stratified random sampling technique, whereas for data collection questionnaire and conducted engineering. The research subjects were also as the unit of analysis in this study is the frontline employee (teller and customer service) that serve common customers, where this position is vulnerable to turnover, while in fact they are the spearhead of which is connected to the customer's bank. Samples were randomly selected from the 24 banks that are used in this study. A total of 317 respondents participated. Data were analyzed using the Smart PLS 2.0. Linear regression analysis showed no significant linear relationship, strong, and negative between the level of employee engagement and commitment of the employees on the intention to stop level.
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Quality of Work Life has assumed increasing interest and importance in both industrialized and developing countries of the world. In India, its scope seems to be broader than all labour legislations enacted to protect the workers. It focuses on job security and economic growth of employees. The issue of Quality of Work Life within banking services has drawn considerable attention over the past few years. The movement towards the better service has increased the development of the banking industry. Employees of the banks are providing lots of services in order to remain competitive in a rapidly changing market. On the other hand banks are rewarding those employees by providing many benefits. However, which increased working hours, stress and responsibilities many bankers are unable to balance their personal and professional lives. And, it is resulting in delivering of poor service to the customers. In this context it is felt necessary to conduct a detailed investigation on how bank employees manage their work and personal life.
Demographic Factors Impacting Employee Turnover In The Private Banking Secto...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Impact of CSR activities on Organizational Identification (OI) and Job Satisf...IJAEMSJORNAL
This study examined the impact of CSR activities oriented to employee, customer, and society on the identification and satisfaction of frontline employees in the Lebanese banking sector while comparing the perceptions between Beirut and Beqaa branches. The study adopted a quantitative research approach based on positivist paradigm and subject to verification by hypothetico-deductive reasoning in order to investigate the relationships between employees’ perceptions of CSR initiatives, organizational identification and job satisfaction, in Lebanese commercial bank located in Beirut and Beqaa area. A structured questionnaire was used to test the hypotheses and answer the research questions. The target population was the frontline employees of four major Lebanese commercial banks operating in Beirut and Beqaa area. Four-hundred from frontline employees of four major banks branches located in Beirut and Beqaa areas were invited to participate in the study. The final number of usable questionnaires was 214 for frontline employees, with a response rate of 53.5%. The causal relationships for the 3 models (“1”, “1a”, “1b”) were estimated using SEM with latent variables once the validity of the measurement scales were successfully being verified. The software SmartPLS was used for the application of structural equation models with latent variables “PLS-PM”. For model “1”, “1a”, “1b” the findings indicated that some hypotheses were not significantly supported and the impact of CSR on employees differs according to branch location. Nonetheless, no significant differences exist between the employee’s perception of Beirut and Beqaa regarding the strong influence of CSR employee on JS and the strong influence of OI on JS. However in Beqaa branches, CSR customer is affecting OI, and CSR society is affecting JS. Thus, this study provided evidences to assess the visibility of CSR activities in the eyes of stakeholders and to identify which domains are to be enhanced in order to set more effective social strategies in organizations to reach the identification and satisfaction of employee. Moreover, implications for decision making and policy making as well as recommendations for future research constitute the end product of this thesis.
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The main purpose of the research study is to analyze the effect of organizational commitment, job satisfaction and work insecurity as well as their impact on the performance of Bank Aceh Syariah. The samples of the research are 209 employees which are selected with survey methods. Data was collected by using questionnaire, and then the data was analyzed with statistical methods of structural equation model (SEM). The study found that the organizational commitment and job satisfaction have a negative effect on turnover intention, but positive effect on the performance of Bank Aceh Syariah. The work insecurity has a positive effect on turnover intention, but negatif effect on the performance of the bank.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
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Critical Success Factors for the Poultry Entrepreneurs in BangladeshDr. Nazrul Islam
This study attempts to identify the critical success factors for strengthening and development of poultry entrepreneurs in Bangladesh. Multivariate analysis using factor analysis technique has been used to analyze the data. Fifteen factors were identified as crucial for success in poultry business. These factors explain more than eighty percent of the variability of data. The results show that the entrepreneurial success of poultry business highly depends on sociopolitical orientation of the entrepreneurs. Achievement motivation, efficiency, commitment towards work, dynamism, and self-confidence are also found to be crucial for success in poultry firm operation. The other factors include profit seeking, flexibility, instant decision making capability, cooperation from the stakeholders, independence, knowledge of technology, continuous adjustment with environment, learning by experience, and enjoying work.
A Test of Some Characteristics of Entrepreneur: An Empirical StudyDr. Nazrul Islam
There is a paramount importance of developing entrepreneurship for the economic development of a country. This paper is an attempt to identify the characteristics of entrepreneur. The paper also presents the basic characteristics of four types of entrepreneurs engaged in cosmetics, medicine, shoe and electronics business. The study shows that there are wide differences as well as relations among the characteristics of different study groups. It reveals the causal relationship between the characteristics and some intra-personal factors of entrepreneurs. The analysis depicts the dissimilarities of literal characteristics of entrepreneur.
A Concept of High Technology and Case of Software Designing FirmDr. Nazrul Islam
There is a controversy among the researchers regarding the concept of high technology (high-tech) firms. Therefore, an attempt has been made to identify the specific aspects or characteristics of high-tech firms and its application in software designing firms (SDFs). The study shows that most of the researchers have the convergence among their opinion of high-tech firms. They defined high-tech concept with the help of different products and services of companies in diverse environment. The specific aspects of high-tech firms are: product and process sophistication, research and development intensity, technically educated employees, a fast rate of growth and high degree of vulnerability, scarcity of human resources familiar with the technologies, all or parts of the products are based on the recent innovations or new technologies, a worldwide product for its market, new technology makes existing technology obsolete very quickly, turbulent environment characterized by realignment of competitors, changing customer’s needs, changing regulations, new competing products and so on. It is also identified that SDF's are high-tech firms.
Performance of the Nationalized General Insurance Company of BangladeshDr. Nazrul Islam
The operating performance of nationalized general insurance company of Bangladesh, known as Shadharan Bima Corporation (SBC), has consistently deteriorated since 1983. SBC is becoming more dependent on underwriting of re-insurable business of all private insurance companies. They have also gradually shifted their investment from relatively higher income generating investment (share, debenture) to lower income-generating investments( deposits). This is mainly due to SBC's inability to respond to the changes in the market, government policy and overall environment. They still logged in with the state owned enterprises' characteristics of inefficiency, lack of challenging attitude, resistance to change, negative unionism, unethical practices, etc.
Job Satisfaction Impact of Technological Change on Women Garment Workers in B...Dr. Nazrul Islam
This study analyzes the impact of technological change on job satisfaction of women garment workers in Bangladesh. A set of job satisfaction variables was developed from the Technological Change Survey (Slem and Levi, 1995). The specific relationship between job satisfaction and the overall satisfaction shows that fair pay, task significance, bureaucracy, conflicts, and information sharing are significantly related. Task significance and information sharing are positively related to the overall impact. Fair pay, bureaucracy and conflicts are negatively and significantly related to the overall impact.
THE RELEVANCE OF MILITARY LEADERSHIP IN THE CORPORATE WORLD A BANGLADESH PERS...Dr. Nazrul Islam
This article studied both serving and retired military officers’ opinions, the ex-military leaders serving in companies in
Bangladesh, and compared them to corporate leaders of other backgrounds. The study triangulated the views of mass,
employers who employed ex-military with that of the officer’s view. The study finds that though military leaders in some
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veterans make good administrators. All corners of the triangle though agreed discipline, uprightness with sincerity and
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Some Aspects of Institutional Governance of Higher Educational Institutions i...Dr. Nazrul Islam
Governance of higher educational institutions is a challenge of the government of a developing
country like Bangladesh. In one end, these organizations have limitless autonomy and in other
end, they have accountability to the public and the society as well. These institutions often
behave like a disorderly sector due to the legal autonomy. Public and Private universities of
Bangladesh are also in dilemma between institutional autonomy and government accountability.
These institutions are given full autonomy as per university ordinance to operate independently
and they are held responsible for contributing to the development of the society at large.
Therefore, universities in Bangladesh face continuous pressures from the government to manage
their activities whereas it has got full liberty to act on their own. These two extreme sides of the
continuum often mystify the management of higher educational institutions and emanate
continuous tension to exert balance between this two. Although, the regulatory bodies such as,
Ministry of Education (MOE), University Grants Commission (UGC) and Accreditation Council
(recently approved) aid to make the university accountable to the society that also impedes the
freedom of regulating its own affairs. This mystery is prolonged when the performance-based
accountability is incorporated to divert the existing forms of regulations. This new dimension of
accountability emphasizes tangible performance rather than resource inputs, administrative
processes, and fiscal audits that are demanded by the stakeholders.
Customer satisfaction (CSAT) is a measure of how well a company's products, services, and overall customer experience meet customer expectations. It reflects your business' health by showing how well your products or services resonate with buyers.
Quality management is the act of overseeing all activities and tasks that must be accomplished to maintain a desired level of excellence. This includes the determination of a quality policy, creating and implementing quality planning and assurance, and quality control and quality improvement.
Chapter 10 Tools and Techniques for Quality Management.pptDr. Nazrul Islam
QMS have sub-elements, or tools, that enable users to tailor its use to specific project needs. There are seven conventional QMS tools: flow charts, Ishikawa diagrams, checklists, Pareto charts, histograms, scattergrams, and control charts.
Leadership is essential in quality management because it provides direction, motivation, and guidance to the organization's quality improvement efforts. Quality management involves ensuring that products or services meet or exceed customer expectations while maximizing efficiency, productivity, and profitability.
Chapter 4 - Philosophy of Quality Management.pptDr. Nazrul Islam
Quality management is the act of overseeing all activities and tasks that must be accomplished to maintain a desired level of excellence. This includes the determination of a quality policy, creating and implementing quality planning and assurance, and quality control and quality improvement.
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Job Satisfaction of Bank Officers in Bangladesh
1. Electronic copy available at: https://ssrn.com/abstract=2856224
Job Satisfaction of Bank Officers in Bangladesh
By
Nazrul Islam*
and Gour Chandra Saha**
Abstract
This study attempts to evaluate job
satisfaction of bank officers in
Bangladesh. It focuses on the relative
importance of job satisfaction factors
and their impacts on the overall job
satisfaction of officers. It also
investigates the impacts of bank type,
work experience, age, and sex
differences on the attitudes toward
job Satisfaction. The result shows that
salary, efficiency in work, fringe
supervision, and co-worker relation are
* Mr Nazrul Islam has a Bachelor of Commerce (B.Com) and a Master of
Commerce (M. Com) in Management from the University of Dhaka. He also has a
Master of Business Administration (MBA) from Asian Institute of Technology
(AIT), Thailand. Many of his articles have been published in international journals
including Technovation, Asian Academy of Management Journal, Asian Profile,
South Asian Journal of Management, Prestige Journal of Management, ABAC
Journal, and International Journal of the Computer the Internet and Management. In
addition, he authored a book entitled “Entrepreneurship Development – An
Operational Approach”, which was published by University Press Limited,
Bangladesh. The author is an Associate Professor in Business Administration of
Khulna University, Bangladesh.
** Mr Gour Chandra Saha has a Bachelor in Statistics (B.St.) from Academy of Statistics, Indonesia,
a MBA from Institute of Business Administration of University of Dhaka, Bangladesh. He also has a
Master of Science in Computer Information Systems (MSCIS) from Assumption University of
Thailand. His articles have been published in many international journals including Asian Profile,
ABAC Journal, International Journal of the Computer, the Internet and Management. The author is a
full time lecturer in the Department of General Management of Assumption University of Thailand.
Electronic copy available at: https://ssrn.com/abstract=2856224
2. Electronic copy available at: https://ssrn.com/abstract=2856224
the most important factors contributing
to job satisfaction. Private bank
officers have higher levels of job
satisfaction than those from public
sectors as they enjoy better facilities
and supportive work environment. Work
experience is found as the second most
important factor affecting job
satisfaction. Sex and age differences
have relatively lower level of impact on
it. The overall job satisfaction of the
bank officers is at the positive level.
INTRODUCTION
With the opening up of the
economy of Bangladesh, a dramatic
change has been observed both in
manufacturing and in service sectors.
This has brought higher employment
opportunities, increases in income level,
changes in consumption pattern and
consequently there emerges a
competitive environment in the country.
Specifically, the expansion of private
banking business, along with
customized services, has created a
severe implied competition in this
sector. This competition has made the
service gap wider as private banks offer
better services to their internal and
external customers. The scenario has
created an urge to the bank policy
makers to identify the underlying
reasons and brought them into
consideration the job satisfaction issue.
It has been further envisaged that
officers in banking sector play the key
role in manipulating their services
through implementing policy that has
appeal to their customers. In such
situation, job satisfaction of bank
officers becomes an important issue that
has to be taken care of in order to
achieve ultimate goals of the banking
sector in Bangladesh.
METHODOLOGY
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, Rajshahi, 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 officers were selected in the
Electronic copy available at: https://ssrn.com/abstract=2856224
3. sample, of whom 3 were from public
and 11 were from private banks. The
sampled units were selected
purposively and they were personally
interviewed during September to
December 2000. A structured
questionnaire in a 7-point scale has
been used in the survey. In the
measurement, scale 1 indicates strongly
disagree and 7 indicates strongly agree.
In considering the respondents’
freedom of choice, subjective
explanations of the numbers between
the bipolar scale were not provided. The
reliability test has been conducted to
verify the internal consistency of the
variables obtained in the sample. The
Cronbach’s alpha value (α) is found
0.8677, which is higher than the
minimum acceptable level suggested by
Nunnally (1978). Several multivariate
analysis techniques such as, Factor
Analysis, Multiple Regression
Analysis, MANOVA have been used to
measure the level of job satisfaction of
bank officers in Bangladesh.
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 private banks officers.
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.
Electronic copy available at: https://ssrn.com/abstract=2856224
4. 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
officers 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
the officers.
The second important factor is
efficiency in work that accounts for
9.37% of the variance and it broadly
covers areas of job satisfaction
including job security, supervision, and
supportive colleagues. The variables are
namely, not lose job if worked
efficiently, immediate supervisor is
reasonable, satisfied with the
recognition by colleagues, and
superior encourages suggestions for
improvement. It has an eigenvalue of
2.436. The mean values of these four
variables are 5.83, 5.82, 5.24, and 4.92
respectively that characterize a positive
job satisfaction of bank officers. Two
variables namely immediate supervisor
is reasonable and superior encourages
suggestions for improvement have
relatively lower factor loading (less
than 0.60) that arise suspect about their
membership to this factor. The other six
factors are almost equal in their ability
to account for the variation of level of
job satisfaction with comparatively low
eigenvalues. The communality values
of the variables under eight factors
indicate that each variable is much in
common with other variables that
formed the factor (Appendix 1, p.74 for
details).
Multiple Regression analysis has
been conducted subsequently with the
eight factors as independent variables
and overall job satisfaction as
dependent variable (Table 2). The
inclusion of the eight factors correlate
well with job satisfaction (0.795). This
Electronic copy available at: https://ssrn.com/abstract=2856224
5. Table 1 Factor Analysis: Job Satisfaction of Bank Officers in Bangladesh
Factors* Variables Loadings Variance %
(Cumulative)
Salary
(7.069)
Satisfied with present salary,
Bank is sympathetic to officers 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,
Satisfied with the chances with the income
increase.
0.827
0.656
0.660
0.643
0.824
0.725
0.785
0.846
27.188
(27.188)
Efficiency in
work (2.436)
Not loose job if work efficiently,
Immediate supervisor is reasonable,
Satisfied with recognition by colleagues,
Superior encourages suggestions for
improvements.
0.738
0.567
0.614
0.501
9.371
(36.559)
Fringe
benefit
(1.670)
Superior gives reasonable attention to suggestions,
Satisfied with personnel development programs,
Leave rules cover average requirements
adequately.
0.689
0.636
0.706
6.425
(42.984)
Supervision
(1.589)
Satisfied with work allotments,
Satisfied with general supervision of departments,
Maximum facilities given for working properly.
0.454
0.816
0.561
6.111
(49.095)
Leadership
style (1.385)
Bank’s policy is to override workers to get the
maximum,
Bank treats officers worse than other banks.
0.635
0.799
5.325
(54.421)
Loyalty to
bank (1.289)
Very good relationship between union and
management,
Would not leave job if similar job offer to other
organization.
0.597
-0.676
4.690
(59.111)
Co-worker
relation
(1.134)
Job gives chances to do things felt best,
Prefer working with present colleagues.
0.633
0.782
4.362
(63.472)
Work ability
(0.997)
Fair chances given for better work,
Able to do better than present work.
0.588
0.846
3.835
(67.307)
*Numbers in the parentheses in the first column represent eigenvalues of the
corresponding factors.
Electronic copy available at: https://ssrn.com/abstract=2856224
6. could also be interpreted that 63.1%
(0.795 square) of the variation in the
overall job satisfaction of bank officers
be explained by the eight factors and
the remaining 36.9% be explained by
other factors. A similarity has been
observed between the cumulative
variance value of eight factors and the
R square value. The high education
level of respondents that helped them to
respond consistently could explain this.
A relatively low standard error value of
1.20 broadens the scope of prediction of
the nature of overall job satisfaction of
bank officers by the factor scores, as
they are lying reasonably close around
the regression line. Considering the
factors individually, salary, efficiency
in work, fringe benefit, supervision, and
co-workers relation are found highly
significant towards the overall job
satisfaction of bank officers. It qualifies
that the variables related to these factors
are important for the job satisfaction of
bank officers in Bangladesh. The
contribution of the variables relating to
the factors namely leadership style,
loyalty to bank, and work ability
towards job satisfaction are found not
remarkable.
Table 2 Multiple Regression Analysis of Job Satisfaction Factors on Overall
Satisfaction
Factors Regression
Coefficient
Std. Error
Coefficient
Computed t Significance
Salary
Efficiency in work
Fringe benefit
Supervision
Leadership style
Loyalty to bank
Co-worker relations
Work ability
1.18
0.40
0.48
0.42
0.07
0.12
0.58
-0.04
0.11
0.11
0.11
0.11
0.11
0.11
0.11
0.11
11.01
3.77
4.51
3.90
0.67
1.14
5.39
-0.39
0.00*
0.00*
0.00*
0.00*
0.51
0.26
0.00*
0.70
Intercept (Constant)
Multiple Correlation
R-Square
Std. Error of Estimate
4.84
0.795
0.631
1.20
ANOVA for Regression
Sources of Variation Sum of Square Degrees of
Freedom
Mean
Square
Computed F
Regression
Residual
Total
292.60
170.93
463.53
8
118
126
36.58
1.45
25.25*
* Significant
Electronic copy available at: https://ssrn.com/abstract=2856224
7. Relative importance of job
satisfaction factors on overall
satisfaction support the findings of
Multiple Regression Analysis (Table 3).
As the leadership style, loyalty to bank,
and work ability do not have significant
contribution on the overall job
satisfaction, an analysis of variance
(ANOVA) is carried out. It shows that
all eight factors as a whole are highly
significant towards the overall job
satisfaction of Bangladeshi bank
officers.
IMPACT OF BANK TYPE, WORK
EXPERIENCE, AGE AND SEX
DIFFERENCES ON JOB
SATISFACTION
Previous researchers have found
relationships between job satisfaction
and age, sex, (Pugliesi, 1995; Cheung
and Scherling, 1999) and work
experience (Steffy and Jones, 1990). As
MANOVA looks at statistical
significance jointly across all the
dependent variables at once, the
technique has been used to assess the
significance of the bank type, work
experience, sex, and age differences on
the entire set of variables towards job
satisfaction of bank officers (Karl,
1998). In this section, the impacts of
bank type, work experience, gender,
and age on the attitudes, rather than
factors, toward job satisfaction of bank
officers is assessed. This has been done
with a view to obtaining more insights
on the impact. The results shows that
the variables covary significantly with
the type of bank – public and private. It
means that there is a variation in the
level of job satisfaction of bank officers
depending on the type of bank in
Bangladesh In other words, type of
bank is a significant explanatory
variable for the job satisfaction level.
Fourteen job satisfaction variables,
broadly representing the areas of
company policies and practices, salaries
and facilities, opportunities for
promotion, and relationship between
union and management, are
significantly related to the bank type
(Table 4).
Table 3 Relative Importance of Job Satisfaction Factors on Overall Satisfaction
Salary Efficiency
in work
Fringe
benefit
Supervision Leaders
hip style
Loyalty
to bank
Co-worker
relations
Work
ability
Relative
Importance
(Standardized
Regression
Coefficient)
0.616 0.211 0.252 0.218 0.037 0.064 0.301 -
0.022
Electronic copy available at: https://ssrn.com/abstract=2856224
8. Work experience has the second
most importance on four variables taken
in the study (job gives chances to do
things felt best, satisfied with increment
allocation method, income is higher
than other banks, and would not leave
job if similar job offer to other
organization). These variables confirm
a significant relationship with
experience of bank officers. These
relationships broadly indicate that
experience affects the areas of job
satisfaction including policies and
practices (job gives chances to do
things felt best and satisfied with
increment allocation method), salary
and facilities (income is higher than
other banks), and loyalty to the
company (would not leave job if similar
job offer to other organization). It could
be explained that officers with higher
experience hold higher level of work
freedom, have more financial and non-
financial benefits, are more familiar
with organizational policies and
practices, and have greater loyalty to
the bank.
Sex and age differences have
relatively lower level of impact on the
entire set of variables, which are
manifested through the significance of
‘bank is sympathetic to officers views’
and ‘banks policy is to overdrive
workers to get the maximum’
respectively in the test. Sex differences
have only impact on the bank’s
sympathy to the officers’ views, while
age differences leave impact on bank’s
policy to overdrive workers to get the
maximum. Sex differences in particular
could be described as an interesting
issue in the socio-economic context of
Bangladesh. It is generally viewed that
female employees are somewhat
neglected in their work places and
consequently, they are prone to a
relatively lower level of job
satisfaction. This study defies this view
endorsing almost no sex discrimination
in the female bank officers. Age
differences of bank officers have also
negligible impact on the full set of
variables of job satisfaction. None of
the interactions from these four factors
– bank type, work experience, sex, age -
was found significant.
JOB SATISFACTION IN PUBLIC
AND PRIVATE BANKS
It is earlier mentioned that the type
of bank has significant impact on the
variables of job satisfaction. However,
the analysis does not explicitly show
the attitudinal relationship with public
and private banks. To identify this
relationship, the study further analyzed
mean values of job satisfaction
variables along public and private banks
(Table 5).
Standard deviation has been used
to see the attitudinal dispersion of the
respondents. Considering a neutral
value of 3.5 in the 7-point scale, 10
variables (mentioned in Table 5) in
public banks are found lower than the
neutral value. It shows a relatively
higher level of job dissatisfaction in
public bank officers. On the contrary,
Electronic copy available at: https://ssrn.com/abstract=2856224
9. Table 4. Multivariate Analysis of Variance, Impact of Type of Banks, Age, Gender,
and Work Experience on Attitudes towards Job Satisfaction
Source Dependent Variables Sum of
Squares
Mean
Squares
F Sig.
Type of
bank
(Public-
Private)
Job gives chances to do things felt best,
Satisfied with present salary,
Fair chances given for better work,
Bank is sympathetic to officers view,
Bank appreciates performance,
Bank’s policy is to overdrive workers to
get the maximum,
Satisfied with increment allocation
method,
Income is higher than other banks,
Satisfied with the chances of promotion,
Satisfied with personnel development
programs,
Very good relationship between union
and management,
Maximum facilities given for working
properly,
Satisfied with the welfare facilities,
Satisfied with the chances with the
income increase.
20.679
135.038
11.177
102.835
110.507
25.021
65.738
171.165
194.220
29.226
81.942
26.777
124.555
174.448
20.679
135.038
11.177
102.835
110.507
25.021
65.738
171.165
194.220
29.226
81.942
26.777
124.555
174.448
6.609
48.649
3.953
34.839
36.065
9.215
20.132
62.968
60.823
8.507
29.709
9.906
45.822
71.386
0.011
0.000
0.049
0.000
0.000
0.003
0.000
0.000
0.000
0.004
0.000
0.002
0.000
0.000
Working
Experience
Job gives chances to do things felt best,
Satisfied with increment allocation
method,
Income is higher than other banks,
Would not leave job if similar job offer
to other organization.
27.410
16.762
13.739
31.468
27.410
16.762
13.739
31.468
8.760
5.133
5.054
7.462
0.004
0.025
0.026
0.007
Gender
(Male-
Female)
Bank is sympathetic to officers’ view.
18.083 18.083 6.126 0.015
Age Bank’s policy is to overdrive workers to
get the maximum. 10.788 10.788 3.973 0.048
Note: Attitudes affected by various sources at 5% significance level have only been
extracted and shown in the Table 4.
Electronic copy available at: https://ssrn.com/abstract=2856224
10. Table 5 Description of Job Satisfaction Variables, The Mean and Standard Deviation
Mean Standard
Deviation
Job Satisfaction Variables
Public Private Difference Public Private
V1: Job gives chances to do things felt best 4.48 5.20 -0.72 1.95 1.74
V2: Satisfied with work allotments 4.66 5.03 -0.37 1.98 1.74
V3: Satisfied with present salary 2.87 5.35 -2.48 1.83 1.57
V4: Fair chances given for better work 4.22 5.16 -0.94 1.98 1.46
V5: Not lose job if worked efficiently 5.50 6.11 -0.61 2.01 1.21
V6: Immediate supervisor is reasonable 5.72 5.91 -0.19 1.52 1.23
V7: Satisfied with general supervision of
departments 5.41 5.67 -0.26 1.67 1.42
V8: Satisfied with recognition by colleagues 5.06 5.41 -0.35 1.87 1.13
V9: Superior encourages suggestion for
improvements 4.57 5.20 -0.63 2.16 1.61
V10: Bank is sympathetic to officers view 3.26 5.05 -1.79 1.96 1.65
V11: Bank appreciates performance 3.07 5.01 -1.94 1.97 1.58
V12: Prefer working with present colleagues 5.61 5.67 -0.06 1.31 1.41
V13: Bank’s policy is to overdrive workers to get
the maximum 3.94 5.73 -1.79 1.88 1.52
V14: Satisfied with increment allocation method 3.15 4.88 -1.73 2.09 1.59
V15: Superior gives reasonable attention to
suggestions 4.54 4.97 -0.43 1.92 1.55
V16: Bank treats officers worse than other banks 3.31 3.60 -0.29 1.59 2.19
V17: Able to do better than present work 5.87 5.84 +0.03 1.72 1.26
V18: Income is higher than other Banks 2.39 5.05 -2.66 1.72 1.61
V19: Satisfied with the chances of promotion 2.07 5.01 -2.94 1.70 1.83
V20: Satisfied with Personnel development
programs 3.67 4.57 -0.90 1.94 1.79
V21: Very good relationship between union and
management 2.78 4.51 -1.73 1.80 1.55
V22: Would not leave job if similar job
offered to other organization 3.80 3.99 -0.19 2.26 2.07
V23: Leave rules cover average
requirements adequately 4.89 5.53 -0.64 1.91 1.53
V24: Maximum facilities given for
working properly 3.96 4.99 -1.03 1.92 1.41
V25: Satisfied with the welfare facilities 2.33 4.52 -2.19 1.63 1.67
V26: Satisfied with the chances of
income increase 2.41 4.96 -2.55 1.56 1.54
Overall job satisfaction 3.70 5.64 -1.94 2.01 1.35
Electronic copy available at: https://ssrn.com/abstract=2856224
11. there is no value found lower than the
neutral level in the private banks,
indicating relatively higher level of job
satisfaction. The differences across
public and private banks have also been
identified in job satisfaction variables.
It shows negative differences in all the
mean values between public and private
bank officers except ‘ability to do better
than present work’ showing an
insignificant positive difference (0.03).
Among the negative differences, top
five variables are: satisfied with the
chances of promotion (-2.94), income is
higher than other banks (-2.66),
satisfied with the chances of income
increase (-2.55), satisfied with present
salary (-2.48), and satisfied with the
welfare facilities (-2.19). The
comparisons of all the mean values
highlight a higher level of job
satisfaction in private bank officers than
does the public. The fact is supported
by the differences of the overall job
satisfaction in public and private bank
officers (3.70 versus 5.64). The reasons
for this difference in job satisfaction
between public and private bank
officers might mainly be related to the
bank’s salary, efficiency in work, fringe
benefit, supervision quality, and co-
worker relations.
CONCLUSIONS
This study finds that the overall job
satisfaction of Bangladeshi bank
officers is at the positive level showing
an average overall job satisfaction value
of 4.83. However, the job satisfaction of
bank officers is significantly dependent
upon salary, efficiency in work, fringe
benefit, supervision quality, and co-
worker relations. The remaining three
factors, leadership style, loyalty to
bank, and work ability do not have
significant statistical evidence to
improve the job satisfaction of bank
officers. Bank type is found to be the
most relevant with the bank officers’
job satisfaction in comparison to work
experience, age, and sex differences.
Private bank officers are comparatively
more satisfied than those from public
sectors as they enjoy better salary,
better fringe benefits, quality
supervision, good co-worker relation
and yield higher efficiency in work.
Public bank officers, on the other hand,
have inadequate benefits and facilities,
resulting in comparatively lower level
of job satisfaction. It is also identified
from this study that the work
experience is the second important
factor affecting job satisfaction of bank
officers. Sex and age differences are
found less important factors towards job
satisfaction. The level of overall job
satisfaction in private bank officers is
found much higher (5.64) that leaves
the same for public bank into a
marginal level (3.70). However, there is
an ample scope to further the study with
a larger sample base.
***
Electronic copy available at: https://ssrn.com/abstract=2856224
12. References
Cheung, C. K., and Scherling, S. A.
(1999) “Job Satisfaction, Work
Values, and Sex Differences in
Taiwan’s Organizations”. The
Journal of Psychology, 133 (5),
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Ganguli, H. C. (1994) Job Satisfaction
Scales for Effective Management:
Manual for Managers and Social
Scientists, Concept Publishing
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Karl, K. A., and Sutton, C. L., (1998)
“Job Values in Today’s Workplace:
A Comparison of Public and Private
Sector Employees”. Public
Personnel Management, Winter, 27
(4), 515-528.
Locke, E., (1976), “The Nature and
Causes of Job Satisfaction”, in
Handbook of Industrial/
Organizational Psychology Edited
by M.D. Dunnette (Chicago: Rand
McNally, 1976): 901-969.
Nunnally, J. L. (1979), Psychometric
Theory, New York: McGraw Hill
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Pugliesi, K., (1995) “Work and Well-
Being, Gender Differences in the
Psychological Consequences of
Employment”. Journal of Health
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Smith, P. C., Kendal, L. M., and Hulin,
C. L., (1969) “The Measurement of
Satisfaction in Work and
Retirement” in: Huang, H. J., (1999)
Job Rotation from the Employees’
Point of View, Research & Practice
in Human Resource Management, 7
(1), 76.
Steffy, B. D., and Jones, J. W., (1990)
“Differences between Full-Time
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_____
Electronic copy available at: https://ssrn.com/abstract=2856224
13. Appendix 1 Communality Values of Job Satisfaction Variables
Factors Variables Communalities
Salary Satisfied with present salary,
Bank is sympathetic to officers 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,
Satisfied with the chances with the income
increase.
0.757
0.635
0.687
0.612
0.715
0.601
0.688
0.767
Efficiency
in work
Not loose job if work efficiently,
Immediate supervisor is reasonable,
Satisfied with recognition by colleagues,
Superior encourages suggestions for improvements.
0.644
0.435
0.595
0.687
Fringe
benefit
Superior gives reasonable attention to suggestions,
Satisfied with personnel development programs,
Leave rules cover average requirements adequately.
0.659
0.675
0.616
Supervision Satisfied with work allotments,
Satisfied with general supervision of departments,
Maximum facilities given for working properly.
0.538
0.651
0.395
Leadership
style
Bank’s policy is to override workers to get the
maximum,
Bank treats officers worse than other banks.
0.551
0.706
Loyalty to
bank
Very good relationship between union and
management,
Would not leave job if similar job offer to other
organization.
0.592
0.546
Co-worker
relation
Job gives chances to do things felt best,
Prefer working with present colleagues.
0.683
0.546
Work ability Fair chances given for better work,
Able to do better than present work.
0.745
0.775
Electronic copy available at: https://ssrn.com/abstract=2856224