Job Satisfaction of Women Employees: A Comparison of Public and Private Sector Banks in Bangladesh (original) (raw)
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An Evaluation of Job Satisfaction of Women Employees in Commercial Banks of Bangladesh
Journal of Business Administration, 2000
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.
Job satisfaction is the most extensively discussed issue in Organizational Behavior, Human Resource Management, and Organizational Management. This study aims at indentifying some important factors that affect job satisfaction of female employees of private commercial banks in Bangladesh. A highly structured questionnaire was prepared to collect primary data from 110 female employees working at private commercial banks in Bangladesh. Several statistical tools and techniques, i.e. Descriptive Analysis, ANOVA, Pearson Correlation, and Multiple Regression have been used to determine authentic findings and draw a significant conclusion. The findings of the study reveal significant factors, i.e. job security, participation in decision making, available leave facilities, attitude of top management, salary increment, specific time for family, promotion opportunity, flexible working hour etc. affect job satisfaction of female employees of private commercial banks. Hence, the authority should address those key factors properly for the development of private commercial banking sector in Bangladesh.
A Term Paper On Female Employees Job Satisfaction of National Bank Ltd. Prepared by: Md. Omar Faruq
In any economy, banking sector plays a vital role for overall development of different industries. Bangladesh is in the way of its development and banks as financial institutions have significant contribution in the development process of the country. A number of private and public banks are operating in this country where a mentionable number of female employees are working side by side of male employees and the number is growing day by day. Employers of banks are attracting them by providing competitive and attractive remuneration package and good working environment. But the job satisfaction levels of female employees are yet to be measured. The productivity of service oriented firms depends on the employees - usually treated as main force, which is again affected by their satisfaction or dissatisfaction level. The purpose of the study is to examine their (female employees’) job satisfaction forces in banks. The study results reveal 12driven forces relevant job satisfaction and needed to be addressed properly for this banking sector development.
This study strives to figure out the variables that influence job satisfaction of women employees of different public and private institutions of Sylhet city, Bangladesh. Primary data from 60 women were collected through face to face interview. Results showed that most of the women employees were in the age bracket 27-37 and 38-47. Majority of employees had an experience with 5-10 years. The findings capitulated that most of the employees were dissatisfied with sexual harassment, child care facilities, the opportunity for career development and transportation facilities. They were gratified with their job satisfaction facets such as maternity leave, equally distributed workload, emergency leave, pay and benefits, excellent communication with coworkers and good relationship with immediate supervisor. Among the thirteen factors, only seven factors highly satisfied them to perform their work and three factors were detrimental to doing well.
Job Satisfaction of Female Employees in Commercial Banks of Pokhara
INTELLIGENCE Journal of Multidisciplinary Research
Job satisfaction of employees is considered as important factor for the growth and success of any organization. However, many organizations have made minimal effort to assess the job satisfaction of employees including banks. This study aims to measure the job satisfaction of female employees and the major factors affecting it in commercial banks of Pokhara valley, Nepal. The study follows descriptive and explanatory designs. Purposive sampling technique was used in this research. The survey was conducted using a questionnaire administered to 150 female professionals working in different commercial banks of Pokhara valley. Descriptive statistics such as frequency analysis and mean score analysis, and inferential statistics such as correlation analysis and regression analysis were employed in this study. This study found that all the independent variables including promotion, supervisor behaviour, remuneration, working conditions and co-worker behaviour positively correlated with job...
Job satisfaction is one of the most extensively discussed issues in Organizational Behavior. Today in the rapidly changing environment, job satisfaction is gaining importance. Employee satisfaction has become a challenging task for most of the organizations. The satisfaction level of the employees influences the retention rate of an organization to the greater extent. The present study examined the job satisfaction of women employees at ICICI bank Kundli and Sonipat branches. A structured questionnaire survey was conducted. The sample consisted of 120 women bank employees from selected branches of the ICICI banks. This study used the percentage method to identify the factors contributing towards the satisfaction and the dissatisfaction leveled of the women employees and observed the relationship between personal factors of women employees in the ICICI banks. The findings of the study reveal significant factors, i.e. The Nature of the job, salary and incentive, working environment, promotional methods, and relationship with other employees and management, performance appraisal, and grievance handling, etc are contributing towards the job satisfaction. On the other hand, there are some factors which source dissatisfaction to the women employees consists of working hours, training and development of the employees and the frequent transfers of the employees. Hence, the study focuses important Satisfiers and Dissatisfiers present in the job and suggest the bank take performance initiatives in the areas where women employees have reported decreased satisfaction.
Women Bankers' Job Satisfaction: A study in Rajshahi City
2020
The study was conducted to find out the positive and negative sides of working in public and private banks of Rajshahi city for knowing a woman's public and private bankers' life status and also find the job satisfaction level to evaluate the problems and hazards they face. A woman banker faces various types of troubles in her professional life. Ten branches of public and private banks from Rajshahi city under the Rajshahi district were selected purposively for this study. The sample consisted of 50 women bankers'. Most of women bankers are mostly employed at different categories of jobs like a senior officer, junior officer, Management trainee officer, and so on. Banking jobs are very boring in nature. Women workers occasionally lose their interest in work and become disheartened. The study also proposed some suggestions for increasing women's participation in banks. The researcher hopes that society will be much benefitted from this study. Job satisfaction can be grouped as (i) statutory (ii) voluntary and (iii) mutual. Statutory measures are the legal provisions connected with employee welfare, working environment, and health factors. The employer can fix certain minimum norms through rules and regulations. Voluntary measures are connected with employee welfare which comprises all those activities that employers undertake for their employees on a voluntary basis. Mutual measures are the welfare activities that are undertaken by the employees themselves.
Job Satisfaction of Bank Employees in Bangladesh: An Analysis of Satisfaction Factors
2011
This paper attempts to identify the job satisfactio n factors of bank employees in Bangladesh. Factor analysis was used t o identify the job satisfaction factors. Results show that there are seven (7) job satisfaction factors associated with bank employees such as remuneration and reward, job security, relationship with co- workers, recognition, pride in work, bureaucracy an d talent utilization. Regression between job satisfaction factors and the overall jo b satisfaction of bank employees identified that remuneration and reward, recognitio n, pride in work, and talent utilization are significant factors for determining the job satisfaction of bank employees. These findings of the study have importa nt implication for improving the job satisfaction of bank employees in Bangladesh.
Assessing the Nature of Job Satisfaction Level: A Study on Private Bank Employees in Bangladesh
2020
The purpose of this study is to assess the nature of the job satisfaction level of private bank employees in Bangladesh. It used a semi-structured questionnaire which contains both pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. A Chi-square test was used to assess the relationship between independent and dependent variables. In this study, a significant inter-class relationship was observed between demographic characteristics namely sex, age, designation, salary, and family member, marital status, working environment, service period and family income, and job satisfaction indicators which are, participation in decision making, training facilities, autonomy in work, gender discrimination, working hour, chance of promotion, increase knowledge & capacity, the practice of MBO and surprisingly availability of tools and resources had no significant relation with any demographic factors. Employees who work as an officer (93.3%, p< .001) and w...