Job Satisfaction Of Bank Employees Research Articles

Does Work-Life Balance Predict Job Satisfaction?

The study aims to identify the relationship between determinants of work-life balance (work flexibility, job design, and leave provision) with job satisfaction of bank employees. To portray the relation between variables, a quantitative approach based on descriptive research design is used with a close-ended, structured questionnaire-based primary data survey among bank employees in the Kapilvastu district. A convenience sampling technique was administered to obtain 154 valid responses. The collected data is procured with EFA and multiple regression analysis. There is a significant effect of work-flexibility and leave provision on job satisfaction while job design has no significant effect. The study proposes a framework for work-life balance and job satisfaction with an extensive literature review and statistical analysis. The result can be generalized for the improved performance of employees and to make a better working environment in the organization.

PENGARUH WORK FROM HOME DAN WORK LIFE-BALANCE TERHADAP WORK ENGAGEMENT DENGAN JOB SATISFACTION SEBAGAI PEMODERASI PADA WORK ENGAGEMENT KARYAWAN PT. BANK CENTRAL ASIA TBK SAAT PANDEMI COVID-19

Since December 2019, the coronavirus (COVID-19) has spread rapidly on a global scale, severely affecting organizations from all sectors of activity. A banking employee is someone who is in charge of handling customers, seeking incoming funds, offering credit and bank products. Therefore, to ensure the job satisfaction of bank employees. The purpose of this study was to examine the effect of working from home and work-life balance on job satisfaction and bank employee job involvement. The survey resulted in 150 respondents. The method used to analyze this research is instrumental tests such as validity, reliability, and hypothesis testing using SPSS version 22 and SEM analysis. This study explores the perceptions of employees working at PT. Bank Central Asia Tbk to verify the validity and reliability of research instruments. The results of the study show that working from home has a positive effect on job satisfaction, work-life balance has a positive effect on job satisfaction, job satisfaction has a positive effect on work involvement.

The Effect of HR Practices on Job Satisfaction in the Banking Sector of Pakistan. The Practical Implication from Long-term and Short-term Perspectives – COVID-19

This empirical investigation identifies the effect of organizational culture on the job satisfaction of bank employees in KPK Pakistan. Data were collected from the banking sector on employees’ job satisfaction. The sample consisted of over 165 employees from 30 national and international banks in Pakistan. Data were analyzed using correlation and regression analysis. The results of the study highlight that job satisfaction is closely connected with the variables of organizational satisfaction such as reward, organizational support, work environment, leadership, and communication. Culture and the variable of culture pay play a significant in job satisfaction. Many other organizational factors variables have a deep and positive relationship with job satisfaction.

Analysis of Ethical Aspects Among Bank Employees With Relation to Job Satisfaction Level

Job satisfaction refers to one’s feelings towards one’s job. If the employee’s expectations are fulfilled (or) the employees get higher than what he/she feels satisfied. The main objective of this research is to study the theoretical framework of job satisfaction and relationship with their ethical aspects in banking sector employees and to analyses the job satisfaction of bank employees in Kollegala. In this article we taken the 1000 despondence as a simple size of bank employees and 5 hypotheses are taken in this research like age, gender, qualification, income and experience, among these hypotheses 3 hypothesis are accepted and remaining hypothesis are rejected.

Job Satisfaction of Private Banking Sector Employees in Bangladesh

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 Bangladesh

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.

Analysis of the Quality of the Employee–Bank Relationship in Urban and Rural Areas

Banking sector performance is directly related to the economic performance of the country. This research is an effort to establish the parameters of job satisfaction among bank employees and to ascertain whether there were differences in job satisfaction between employees in urban and rural branches. A randomly selected sample was made of bank employees in the Republic of Serbia. To date, the relative job satisfaction of bank employees in urban and rural areas has not been investigated, and for this reason, it is important to analyze the different facets of job satisfaction such as salaries, cooperation with closest associates, promotion, remuneration policy, cooperation and relationship with superiors, and the nature of the job. The bank employees’ satisfaction with their salaries has a major influence on total job satisfaction. Perceptions of teamwork effectiveness and its relationship to overall job satisfaction were analyzed. Team quality has the greatest influence on the bank employees’ job satisfaction. These insights can offer guidance for future action on building the quality of the employee–organization relationship.

The mediating effect of psychological ownership on human resources management bundle and job satisfaction ownership On Human Resources Management Bundle And Job Satisfaction Ownership

AMO (ability, motivation, and opportunity) is one of the measurements used in Human Resource Management and for explaining the Innovation of Human Resources Management Bundle (IHRMB) that can affect job satisfaction and welfare. It explained that if a skilled, motivated employees will have the opportunity to contribute by using their knowledge and competencies. They will feel having a maximum job satisfaction. This study tries to examine the role of psychological ownership for organizations (PO-O) in mediating the effect of IHRMB on the Job Satisfaction of bank employees (bankers) who work in BUKU Banks 1-4 categories. With a purposive sampling of inclusion criteria, a questionnaire was given to 100 bankers, testing the hypothesis with SEM. The results show that IHRMB affects PO-O and Job Satisfaction. The IHRMB is prepared at the end of the year to be able to have the right strategy for employees the following year, in addition to being a connector between the owner of the company to employees through a collection of innovations summarized in the IHRMB as well as providing opportunities for employees to be able to provide ideas that will support the company's progress. PO-O does not mediate the effect of IHRMB on Job Satisfaction, because IHRMB is a control tool for Management and company owners to review overall company performance.

A Study on Factors Influencing the Job Satisfaction of Bank Employees in Nepal (With special reference to Kathmandu, Lalitpur, and Bhaktapur District)

Job satisfaction means the positive feeling or attitude that employees have towards their job, which acts as a motivation to work. It is a combination of emotion, belief, feeling, sentiment, and other allied behavioral tendencies. This study is focused on analyzing the job satisfaction of banking employees on the basis of the working environment, cooperation among employees, training and promotion and salaries. Employees of Nepalese commercial banks were selected using a convenience sampling method for the study. A total of 112 respondents were selected to sample the employees of banks located in Kathmandu, Lalitpur, and Bhaktapur. The descriptive, as well as analytical research designs were used to analyze and draw a conclusion about the job satisfaction of bank employees. The self-structured questionnaire has been used. The major influencing factors for job satisfaction were salary, followed by training and promotion, working environment, and cooperation among them.

The Impact of Administrative Practices on Job Satisfaction of Bank Employees

The Impact of Administrative Practices on Job Satisfaction of Bank Employees

Employees’ Satisfaction of Government and Non-Government Banks in Tangail City, Bangladesh

Employees' satisfaction is directly related to their dedication and performance, and customers' satisfaction. Satisfied employees’ put their best effort into building and maintaining successful relationship between the bank and its customers. The present study attempts to identify the key facets contributing to employees' satisfaction in banks and to make a comparative analysis of employees' satisfaction in different ownership structures such as government banks and non-government banks of a small town in Bangladesh. Primary data was used in the study and the sample size of the study was 102 employees from these two sectors of banks situated in Tangail city. Factors including salary of employees, performance appraisal system, promotional strategies, employee’s relationship with management and other co- employees, training and development program, influence of higher authority and working hours are found important for improving job satisfaction of bank employees in Tangail. By the analysis we have found that association between employees’ job satisfaction and their Opportunity to take part in training, courses & workshops, involvement in decision making, company’s behavior as well as company’s well treatment and opinion on Career appointments are significant. Increase in level of these factors improves overall satisfaction of employees which is identified by using statistical techniques.

The Impact of Stress Stability on Job Satisfaction and the Quality of Human Capital

<p>Long professional stress has a significant impact on the psychological state of employees that inevitably affects the activities of any organization. Therefore, at present, more and more attention is being paid to minimize the negative consequences of stressful staff conditions, with the help of specific procedures of stress management. In this paper, we investigated the impact of stress, the types of stress-resistance of staff individual, and the influence of stress on the degree of job satisfaction of bank employees. The study concludes that the following factors affect the level of job satisfaction of bank employees: wage satisfaction, the level of stress at the workplace, and the relationships in the team. The main factor of the bank employees stress is a large amount of work and a short time period for doing the work. </p>

A Comparative Study of Job Satisfaction between Public Sector and Private Sector Employees

The major objective of present study was to compare the level of job satisfaction between public sector and private sector bank employees. A total of 100- 50 public sector (25 male & 25 female) and 50 private sector (25 male & 25 female) employees were randomly selected from different Banks of Azamgarh ranging between 25-45 years of age .Dr. Amar Singh and T.R. Sharma’s ‘Job Satisfaction Scale’ was administered to measure the job satisfaction of bank employees. The result indicated that sex and type of sector had significant impact over job satisfaction of bank employees respondents. The interaction between type of sector and sex was also found significant.

A Study of Mental Health & Job Satisfactions of Bank Employees in Jalgaon City

The present investigation is to the find out the difference in the Mental Health & Job Satisfaction of bank employees. The sample consisted of 120 employees out of which 60 were male & 60 were female employees. For this purpose of investigation mental health check list by Dr. Mithila & Job Satisfaction test by Dr Ojha was used. The data obtained were analyzed through ‘t’ test to know the mean difference between the two groups then ANOVA.

JOB SATISFACTION IN STATE BANK OF INDIA

The present study “A study on job satisfaction of bank employees with reference to State Bank of India, Kanyakumari District” is an empirical study based on the survey conducted through census method among the employees working in the State Bank of India in Kanyakumari District. The primary data related to the employees working in the State Bank of India in Kanyakumari District have been collected through a pre-structured questionnaire, prepared by the researcher. The questionnaire contains questions pertaining to personal data, socio economic data, employment details and satisfaction in work.

Job Satisfaction of Commercial Bank Employees in Bangladesh: An Empirical Study

The progress of any organization is absolutely dependent on the skillful utilization of its human resources. It is not a machine but man – thoroughly motivated and completely dedicated that helps a firm’s profit curve soaring upward. Human resources are the only strategic resources that can make a notable difference between two or more firms in respect of their goal-attainment. Job satisfaction of employees has been recognized now-a-days as a pre-requisite for achieving the organization’s goals. In fact, it makes a significant contribution towards enhancing the firm’s overall performance. It is well accepted that the higher the level of job satisfaction of employees, the greater is the contribution of employees to the organization. The present paper seeks to analyze job satisfaction of bank employees in Bangladesh. It focuses on the relative importance of job satisfaction factors and their impact on the overall job satisfaction of employees. In this study the Minnesota Satisfaction Questionnaire (MSQ- Long Form) was used in measuring satisfaction levels of 20 job facets and general job satisfaction. While tackling the issue addressed in the study relevant statistical tools and techniques were applied at appropriate places. The study revealed that the majority of the respondents were found satisfied with their jobs. It also observes that all job-related variables had a positive influence on the job satisfaction.

The Job Satisfaction of Bank Employees in North Cyprus

Abstract The main purpose of this study was to provide empirical evidence to establish whether job satisfaction exists among bank employees in North Cyprus. The study instrument used was the short form Minnesota Satisfaction Questionnaire (MSQ) which measures job satisfaction using 20 facets of the job. The questionnaire was distributed to 723 bank employees, with 702 of them being returned. Of these 702 returned questionnaires’ 679 were valid. Data analysis consisted of the computation of descriptive statistics in order to examine the job satisfaction levels of the respondents. The study results indicated that bank employees were moderately satisfied with their job.

Job Satisfaction of Bank Employees in Bangladesh

This study attempts to evaluate job satisfaction of bank employees in Bangladesh. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. In this study the targeted population is employees of Bank. The Banks include private and public Bank. The data was collected and administered by means of a structured questionnaire. The study showed that organizational factors such as work conditions, pay, fairness, and promotion significantly influenced employee job satisfaction in Bank. However, individual factors such as age and gender did not significantly influence employee job satisfaction in Banks. The overall job satisfaction of the bank officers is at the positive level 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.

The Moderating Effect of Employees’ Growth Need Strength on the Relationship between Job Characteristics and Job Satisfaction

Job characteristics and job satisfaction are positively associated factors in the management literature. Many researchers like Hackman and Oldham (1978) proved moderating effect of employees’ growth need strength on the relationship between the above said variables. This study attempted to find out the extent to which employees’ growth need strength work as moderator in banking sector of Sri Lanka. For the purpose of the study sixty – two employees were randomly selected from three private banks and the main objective of the study is to find out the moderating effect of employees’ growth need strength on the relationship between job characteristics and job satisfaction. Response of samples was processed with the help of the SPSS 13.0 software package. Two hypotheses were set out to explain the research problem; (H1) Employees’ growth Need strength has significant impact on the relationship between job characteristics and job satisfaction. (H2) Employees’ Growth Need Strength works as predictor of job satisfaction of bank employees. First hypothesis was rejected because R square change is not significant but H2 was accepted (r value =0.678).

English

Incentives are external factors which an employee perceives whether rightly or wrongly as possible satisfiers of his felt needs. Incentives tend to hold some value propositions to an employee which persuades him to allocate particular behaviours to different circumstances. The main aim of this study was to understand how the different incentive elements impact upon Nigerian bank employees. The significance of this cannot be underestimated given that the Nigerian banking sector has undergone a series of revamps. The utility of a quantitative approach was evident in this study given its capacity to analyse data from a large population and its closeness to studies pertaining to incentives and job satisfaction. A total of 200 subjects from four banks participated in this study. These subjects hold qualifications which range from honours to masters degree. They hold positions that range from customer service officers to senior managers. For ethical reasons, these banks will not be disclosed. To maintain non-disclosure, the banks are represented as Bank A, B, C and D. Out of the 200 participants, 90 of the subjects were females representing 45% of the total sample while 110 were males representing 55% of the total sample. An 18 item scale drawn from Ugwuegbu’s (1981) 25 item job satisfaction scale was utilised. The scale was divided into 2 main sections namely A and B. Section A contains demographic or personal data of the subjects while section B deals with job satisfaction variables. Utilising a series of testing methods, the study found significant differences in the levels of job satisfaction of bank employees amongst different banks and different demographics.