Punjab College of Commerce, Lahore

FINAL PROJECT PROPOSAL FORMAT

A DESCRIPTIVE STUDY OF ORGANIZATIONAL COMMITMENT
TITLE OF RESEARCH PROPOSAL NAME OF STUDENT REGISTRATION NO SECTION SESSION CONTACT NO. EMAIL SUPERVISOR NAME (T
O BE ALLOTTED BY PAC)

AS OUTCOME OF JOB SATISFACTION AMONG BANK OF EMPLOYEES OF LAHORE

Wajid Hussain
L4f11mcom0216 EA4 2011-2013 0301-4740219 Shahge70@yahoo.com

INTRODUCTION

PROBLEM STATEMENT

OBJECTIVES

To run organizations smoothly, effectively and efficiently, the most valuable and indispensable factor organizations need is human resource. Well-qualified and capable personnel are important in context of achieving goals and objectives of an organization. The success of an organization depends on the hard working, loyal and involved managers and employees. In this modern era where world has become a global village, firms are considered to be competitive on the basis of competence of their human resources. It is somewhat a difficult task to handle people who are physically, psychologically, culturally and ethnically different from each other. Attitude has direct impact on job satisfaction. Organizational commitment on the other hand, focuses on their attitudes towards the entire organization. Although a strong relationship between satisfaction and commitment has been found, more recent research gives more support to the idea that commitment causes satisfaction. However, most studies treat satisfaction and commitment differently, especially in light of things like downsizing that are part of modern organizations. Literature confirms a significant relationship of job satisfaction with organizational commitment, the study developed interest in exploring does job satisfaction commit bankers in Lahore. If yes, how much? The purpose of this study is to find out the extent to which employees of banking sector are satisfied with their jobs and committed to their banks are not. Also, it is intended to assess the relationship between job satisfaction and organizational commitment, as well as to examine the effect of employees' demographic factors on these 2 variables.

RESEARCH QUESTIONS

a) Is there significant relationship between job satisfaction and organizational commitment? b) Do demographic factors such as age, education and grade level affect the job satisfaction and organizational commitment? c) Will there be difference in the commitment of bank personnel based on their years of experience? As this study selected the banking sector of Lahore, during the preliminary investigation it collected facts that turnover in banking sector has been at its peak during the recent decade. Low organization commitment among bankers of all cadres was reported as a complaint that all banks were facing. The present conditions of banking industry of Pakistan have not only snatched the serenity of the employees but have also affected their commitment with the organization. Employee turnover is one of the major results of structural transformations in banking sector of Pakistan. An essential way to cope with the problem of employee retention is to understand and analyze the level of organizational commitment of the employees and the factors influencing it. My research limitation is around the Province of Punjab under the District Lahore. Organizational commitment Organizational commitment is an attitude reflecting employees loyalty to their organization and is an ongoing process through which organizational participants express their concern for the organization and its continued success and well-being. Organizational commitment as a feeling of employees which force them to be the part of their organization and recognize the goals, values, norms and ethical standards of an organization. Organizational commitment has three dimensions: affective, continuance and normative commitment. Positive, sincere and utmost involvement of employee for its organization is called affective commitment. Continuance commitment can be seen when individual is committed with the organization because of some specific benefits like pension, insurance, medical and other fringe benefits. Employees Commitment with the organization because of the ethical standards or social norms is called normative commitment. Organizational commitment is the strongest motivator that highly affects persons intentions to perform well, increases his efficiency, and improves his skills. Organizational commitment is important for organizations because it is a good predictor of organizational goals and objectives, productivity, absenteeism and turnover. Job satisfaction The growth of interest of researchers in employee behavior and its outcomes has caused them to investigate different facets of job. Job satisfaction, one of the most researched variables in industrial/organizational psychology is one of the major factors that influence an employee experience at workplace. Job satisfaction can be defined in terms of an employees physical and emotional feeling. Job satisfaction is a topic which has derived attention of not only organizational employees but also of researchers. Job satisfaction is the emotional response of an individual toward his or her job or place of job coming out from his or her experience from the job. Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of

SIGNIFICANCE

RESEARCH LIMITATIONS

LITERATURE REVIEW

THEORETICAL FRAMEWORK

ones job or job experience. Job satisfaction ultimately leads to job performance and organizational commitment which ensures organizational success. Theoretical Framework Based upon the literature review, there is a need to study the relationship between organizational commitment and job satisfaction among employees of banks. The conceptual framework below will offer the conceptual foundation to examine and explore more to the study in verifying the relationship between organizational commitment and job satisfaction. Independent Variables Independent variable consists of one variable that is organizational commitment with three main focus affective, continuance and normative organizational commitment. Dependent Variable Dependant variable consists of one variable and that is job satisfaction. The theoretical framework for this study is as shown here:
Independent Variable Dependent Variable

Organizational Commitment Affective Commitment Continuance Commitment Normative Commitment Job Satisfaction

METHODOLOGY

Research Methodology:
This study will be a questionnaire survey method approach as the research design. It will include the opinion of employees and studies the relationship between job satisfaction and organizational commitment in bank of employees of Lahore.

ANALYSIS TECHNIQUES SPSS SEMANTIC DIAGRAM

Unit of analysis:
Unit of analysis of this study are employees working in banking sector of Lahore.

Population:
Total population is almost 26 banks are working in Lahore in which I take 2 banks 1 from government sector and 1 from private sector and 50 employees of each bank.

Sampling:
Sample size for this study is 100 employees of banks in Lahore (50 from govt. sector and 50 from pvt sector) and sample was selected through simple random sampling.

Research design:
The study has used survey approach for data collection. To measure the job satisfaction and organizational commitment of the employees of banks of Lahore, Questionnaire short form is adopted in this study.

Activities Literature Review Data Collection Data Analysis (SPSS) TIME SCHEDULE Report Preparation COMMENTS OF PAC (To be filled by office)

Total Time Available 45 Days 5 Days 20 Days 15 Days

5 Days

5 Days

Accepted Accepted with revision. Rejected (Reason for rejection)

_________________________ SIGNATURE OF STUDENT To be filled by office D. No. ______________

_________________________ SUBMISSION DATE

Dated: _____________

The above project proposal is accepted by the Project Approval Committee in its meeting held on ------------------- and forwarded to the Principal for obtaining the final approval of aforementioned supervisor. Name & Signatures of PAC Members: Sr.No. 1 2 3 Name Signature Name & Signature/Seal Principal

Questionnaire:

A Descriptive Study of organizational commitment as outcome of Job Satisfaction among Bank of Employees of Lahore
The purpose of this study is to analyze the organizational commitment and job satisfaction among bank of employees of Lahore. Your valuable response in this regard would be highly appreciated. Your response will be kept strictly confidential and to be used only for academic research purpose. Bank Name: -----------------------------------------Gender: Please tick one, Qualification: Age (years): 1: (20-25) Experience (years): 1: (1-5) (1) (1) Graduate 2: (26-30) 2: (6-10) Employee Name: ---------------------------------------(2) (2) Female (3) Others 6: Others

Male

Masters 4: (36-40) 4: (16-20)

Strongly Agree Agree

3: (31-35) 3: (11-15)

5: (41-45) 5: (20 +)

Please show your level of interest from number 5 to 1 [ 5 for strongly agree, 4 for agree, 3 for Neutral, 2 for disagree, and 1 for strongly disagree ] according to your perception about the organizational commitment and 5 job satisfaction. Sr.# Statements S.A I would be happy to spend the rest of my career with this 1 5 organization. I enjoy discussing my organization with people outside it. 2 5 3 4 5 6 7 8 9 10 11 12
I really feel as if this organization's problems are my own. I do feel like 'part of family' of this organization. I do feel 'emotionally attached' to this organization. This organization has a sentimental value to me. I do feel a strong sense of belonging to this organization. I am afraid of what might happen if I quit my job without having another one lined up. It would be very hard for me to leave this organization right now, even if I wanted to. My life would be disrupted if I decided I wanted to leave this organization now. Right now, staying with this organization is a matter of necessity as much as desire I feel that I have a few options to consider leaving this organization.

Disagree

4 A 4 4 4 4 4 4 4 4 4 4 4 4 N

3 D 3 3 3 3 3 3 3 3 3 3 3 3

2 2 2 2 2 2 2 2 2 2 2 2 2

1 S.D 1 1 1 1 1 1 1 1 1 1 1 1

5 5 5 5 5 5 5 5 5 5

Strongly Disagree

Neutral

13 14

One of the few serious consequences of leaving this organization would be scarcity of available alternatives. One of the major reasons I continue to work for this organization is that leaving would require considerable personal sacrifice-(another organization may not match the overall benefit I have here). I think people these days move from company to company too often. I do believe that a person must always be loyal to his/her organization. One of the major reasons I continue to work for this organization is that I believe that loyalty is important & therefore I feel a sense of moral obligation to remain. If I got another offer for a better job elsewhere I would not feel it was right to leave the organization. I was taught to believe in the value of remaining loyal to one organization. Things were better in the days when people stayed with one organization for most of their career life. All in all, I am satisfied with the members in my work group. All in all, I am satisfied with my immediate supervisor. All in all, I am satisfied with my job now. All in all, I am satisfied with this organization, compared to other company Considering my skills and level of education that I have, I am satisfied with my pay and benefit that I get in this organization. Most people in this organization are satisfied with the job that done now I never thought to leaving this organization even the condition of this company is not stable for this moment

5 5

4 4

3 3

2 2

1 1

15 16 17 18 19 20 21 22 23 24 25 26 27

5 5 5 5 5 5 5 5 5 5 5 5 5

4 4 4 4 4 4 4 4 4 4 4 4 4

3 3 3 3 3 3 3 3 3 3 3 3 3

2 2 2 2 2 2 2 2 2 2 2 2 2

1 1 1 1 1 1 1 1 1 1 1 1 1

Other Remarks: