Job Satisfaction

Of Working Women
In Bangladesh

Md. Tarek Rahaman

Graduated form Comilla University, Major

in Management Studies
Studing Master Degree on HRM to Comilla
Univesity
Comilla University, Bangladesh

Halima Jahan Sarker

Guided by
Shahinur Begum
Lecturer Department of Management Studies
Comilla University

ABSTRACT

Graduated form Comilla University, Major

in Management Studies

Working women in the contemporary society are increasing day by day particularly in the urban
setting due to the impact of education, employment opportunities, women reservation policies so
forth to mention a few. This paper is devoted mainly to the analysis of job satisfaction among
women working in organized sectors of Bangladesh, Nurse, Bank Employee, Teachers, Blue and
White Color employees. Job Satisfaction is the favourable or un-favourable with which the
employee views his work. It expresses the amount of agreement between one s expectation of
the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. Job
satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job
satisfaction can be influenced by a variety of factors, e.g., the quality of one's relationship with
their supervisor, the quality of the physical environment in which they work, degree of
fulfillment in their work, relationship among the employee and colleagues, Family support,
Communication system to the working place, Salary, Social Recognition, Sexual harassment etc.

Keywords: Job Satisfaction, Time Schedule, Working Conditions, Gender Discrimination, Exploitation.

1. INTRODUCTION
Job Satisfaction is the favourable or un-favourable with which the employee views his work. It
expresses the amount of agreement between ones expectation of the job and the rewards that the
job provides. Job Satisfaction is a part of life satisfaction. The nature of one environment of job
is an important part of life as job satisfaction influences one general life satisfaction. Job
satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense,
these attitudes are related to the job under condition with such specific factors such as wages.
Supervisors of employment, conditions of work, social relation on the job, prompt settlement of
grievances and fair treatment by employer. However, more comprehensive approach requires that
many factors are to be included before a complete understanding of job satisfaction can be
obtained. Such factors as employees age, health temperature, desire and level of aspiration
should be considered. Further his family relationship, Social status, recreational outlets, activity
in the organizations etc. Contribute ultimately to job satisfaction. Job satisfaction is in regard to
one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be
influenced by a variety of factors, e.g., the quality of one's relationship with their supervisor, the
quality of the physical environment in which they work, degree of fulfillment in their work, etc.
2. REVIEW OF LITERATURE
Job satisfaction is an important area in the field of sociology of occupations and professions and
as such, is focused in the present investigation. Studies relating to job satisfaction are reviewed
here with a view to provide necessary framework for the analysis of job satisfaction among the
women employees studied.

Gupta and Nisha (1978) carried out a study to find out personal factors affecting job satisfaction
among secondary school teachers. Data were collected through questionnaires. An analysis of
data revealed that job satisfaction was derived from and was caused by many interrelated factors.
The highest correlation was found between age and job satisfaction. They found the relationship
between job satisfaction and work role variables, and personality factors. It was found that fifty
per cent of teachers working in schools were satisfied with their job in different schools of the
Eastern States of India.
Chassie and Bhagat (1980) have studied the differential effects of role stress experienced by
women in terms of commitment to the organization, overall job satisfaction, satisfaction with
specific aspects of the job, and personal-life satisfaction. Role stress was significantly and
negatively related to organizational commitment; overall job satisfaction; satisfaction with pay,
work, coworkers, and supervision; and personal-life satisfaction. The t-tests analysis revealed
significant mean differences between high and low role-stress groups on organizational
commitment, overall job satisfaction, and satisfaction with extrinsic aspects of the job. The
results are discussed in terms of their implications for role management in the integration of
women into modern work organizations.
Porwal (1980) constructed a study on personality correlates of job satisfied higher secondary
school teachers. The objectives of the study were to identify the personality traits and socioeconomic status of the satisfied and dissatisfied teachers. The tools of the study were job
satisfaction scale and 16 personality factors questionnaire by Kappor. The findings of the study
supported that the satisfied teachers were more reserved, detached, critical, cool, stable,
emotionally mature, face reality, humble, mild, accommodating, trustworthy, retiring, adaptable,
cautions, free from jealousy, practical, self assured, placid, socially precise, relaxed and calm. On
the other hand dissatisfied teachers were warm hearted, less stable, assertive, hard to fool. The
study also concluded that female unmarried teachers were more satisfied.
Kakkar (1983) undertook a research project on job satisfaction in relation to attitudes, job values
and vocational interests of women. The study investigated the impact of vocational attitudes,
interests and work values on the job satisfaction of women employees who had entered the world
of work after initial vocational training. The variables of the study were socio-economic status,
marital status, and age, work values as independents variables and job satisfaction as a dependent
variable. The study also revealed positive relationships between job satisfaction and occupation
level, job satisfaction and age, educational level, income, vocational attitude, work values.
Gray (1984) examines job satisfaction among a sample of Australian nurses. Job satisfaction is
considered in the context of nursing's position in the medical division of labor and the various
political strategies that the occupation has pursued to improve its status. Examination of the data
reveals that seniority, rank, sex, and type of basic training have the strongest effects on job
satisfaction. Job technology and interactions between job technology, education, and post basic
training are also significant. The implications of these findings are discussed in terms of the

political strategies nursing has used to improve the status of the occupation and the satisfaction
of nursing work.
Coming to deal with job satisfaction among women professionals, Smart John and Ethington
(1987) have studied the female college freshmen and indicated wide variation in the effect of
occupational sex segregation on the job satisfaction of female college graduates employed in
public and private organizations. Women employed in sex-balanced and male and female
dominated occupations in the public sector have comparable levels of job satisfaction. In private
firms, however the respondents employed in sex-balanced careers are more satisfied with the
intrinsic and overall nature of their jobs than those employed in female dominated occupations,
and those in female dominated jobs are more satisfied with the extrinsic nature of their careers
than those in male dominated jobs.
Hodson and Randy (1989) in their study are mainly concerned with the gender differences in job
satisfaction among full-time workers, focusing on why women report equal or greater job
satisfaction than men in spite of objectively inferior jobs. Analysis reveals few differences
between men and women in the determinants of job satisfaction when considering job
characteristics, family responsibilities and personal expectations. Two alternative explanations
for women's relatively positive job attitudes are considered: (1) women may arrive at a higher
level of job satisfaction than men by using different comparison groups; and (2) men may be
more willing to verbalize dissatisfaction with work because of different socialization. The most
likely explanation is that, these processes operate in conjunction to produce greater reported job
satisfaction among women.
Honda and Homma (2001) attempted to understand the relationship between current Japanese
career women's job satisfaction and turnover; they studied 177 currently full-time employed
individuals for this particular purpose. Participants were aged between 23 and 60 and were
graduates of women's universities. The scholars divided the participants into two groups based
on whether they had changed jobs. As a result of factor analysis, the scholars summarized job
satisfaction into five sections: job interest, expectations of women, volume of work, health and
welfare benefits, and career development. The scores of the "health and welfare benefits" factor
differed significantly between the two groups. A hierarchical logistic regression analysis found
that, low satisfaction with "health welfare benefits" tended to affect turnover intention. In
addition, satisfaction with "job interest" and "volume of the job" tended to influence turnover
intention, and at the same time, these effects depended on the past turnover experience. From
these study results, they suggested that current Japanese career women's turnover is mainly
affected by the responsibilities of women in the face of the work-family conflict.
3. METHODOLOGY
The present study is to make an intensive inquiry of women workers job satisfaction in various
occupations. Information about the research has been collected through questionnaire. For the

convenience of collecting data and ensuring the representativeness of the sample, stratified
random sampling technique was used. In this study 280 samples working as Nurses, Bank
Employers, Teachers and D group employees has been selected, samples are randomly drawn
from the North, South, East, West and Central parts of Bangalore city. Use of secondary sources
has been used to analyze the earlier studies such as articles, journals, reports, internet sources and
so forth.
4. RATIONAL OF THE STUDY
Job satisfaction plays an important role in every individuals life in the society. Similarly,
women entry in to the various occupations is a new phenomenon in the country where they were
away from the outside work till past two-three decades. The young educated generations have
stepped ahead by crossing the traditional barricades and are various occupations like, police,
military, journalist and transport industry. Therefore, this paper attempts to study the job
satisfaction of working women in various occupations.
5. OBJECTIVE OF THE STUDY
The major objective of the present research study is to analyze the job satisfaction of the working
women in various occupational backgrounds.
6. RESULTS AND DISCUSSIONS
An attempt is made in this research study to analyze the level of job satisfaction among working
women in various sectors such as; Nurses, Bank Employee, Teachers and Factory Blue and white
color employees. A couple of questions were asked through questionnaire to analyze the job
satisfaction.
Table: 1.1- Hours of Work
Hours of Work

Frequency

Percentage

Up to 8 hours

156

55.71

8 to 10 hours

39

13.92

10 to12 hours

40

14.28

More than 12 hours

45

16.07

Total

280

100

The above table 1.1 reveals the data regarding the number of hours of work in the work place of
the respondents. 56 (55.71) percent of the total sample works upto 8 hours which is the standard
timings for any type of work. 14 (13.92) percent work 8 to 10 hours, 14 (14.28) percent works

for 10 to 12 hours and remaining 16 (16.07) percent works for more than 12 hours without any
extra incentives or rise in salary. This factor is responsible for the dual role conflict particularly
among the women employees due to the incomplete household work, taking care of children and
so forth.
Figure: 1.1- Satisfaction regarding work time schedule

80

73.21

60
40
15.35
20

11.42

0
Yes

No

Cant
say

The above figure 1.1 reveals the data regarding the satisfaction of work time schedule in the
work place. Majority (73.21 percent) of the sample are satisfied among their work time schedule
in the work place and also signifies the higher job satisfaction than the other sample. Less than
one fourth (11.42 percent) of the sample are dissatisfied in the aspect of the work time schedule
and remaining 15 (15.35) percent has responded as cant say.
The satisfaction in the working environment or conditions reveals the job satisfaction of an
individual in the society higher the satisfaction in the working environment leads to higher job
satisfaction similarly lower the satisfaction in the working environment leads to lower job
satisfaction. An attempt has been made in this study to analyze the satisfaction of women
employees in various occupations particularly in the working environment.

Table: 1.2- Satisfaction regarding working conditions

Nurse

Type of Occupation
Bank
School
Employee
Teachers

Group D
Employees

Total

36

30

32

33

131

12.85

10.71

11.42

11.78

46.78

21

25

20

27

93

07.50

08.92

07.14

09.64

33.21

f
%
f
%

06
02.14
04
01.42

09
03.21
03
01.07

07
02.50
06
02.14

05
01.78
03
01.07

27
09.64
16
05.71

Extremely
Dissatisfied

03

03

05

02

13

01.07

01.07

01.78

00.71

04.64

Total

f
%

70
25

70
25

70
25

70
25

280
100

Working
Conditions
Happy/
Satisfied
Some what
Cannot say
Dissatisfied

The data in the table 1.2 signifies that nearly half of the (46.78 percent)
samples working in various occupations 12.85 percent Nurse, 10.71 percent Bank
Employee, 11.42 percent School Teachers and 11.78percent Group D employees are satisfied in
the working environment or conditions which reveals the higher job satisfaction among these
samples. Similarly, 33 (33.21) percent of the samples from various occupational background are
somewhat satisfied in the working conditions. About 20 percent of the samples are dissatisfied in
the working conditions.
It has been found that the Group D employees are more satisfied than the other occupations,
Nurse Employees are more satisfied than the Bank employees and school teachers and Bank
Employees are more satisfied than the school teachers.
Figure: 1.2- Gender Discrimination

The above figure 1.2 reveals the data regarding the gender discrimination in the work place.
Majority (74 percent) of the sample have expressed that the presence of gender discrimination in
the work place. Remaining 26 percent have expressed the absence of gender discrimination in
the work place.

Table: 1.3- Types of Gender Discrimination

Types of Gender Discrimination

Frequency
Percentage

Distribution of responsibilities
49
23.11

Decision making
135
63.67

Designing salary package

28
13.20

Total
212
100

The data reveals that 64 (63.67) percent of the sample has expressed that the gender
discrimination is been practiced in the process of decision making. 23 (23.11) percent of them
have expressed that the gender discrimination is been practiced in the process of distribution of
responsibilities and remaining 13 (13.20) percent of them have expressed that the gender
discrimination is been practiced in the process of designing salary package. This also indicates
that even in the 21st century the stereotyped practice is existing in one or the other form which
has resulted in the gender discrimination.
Exploitation is another important aspect in the contemporary society to be discussed particularly
in the co-ed working environment and it also reflects upon the job satisfactions of the working
women. An attempt has been made in this study to analyze the exploitation of working women.
Figure: 1.3- Exploitation at Work Place

The above figure 1.3 reveals the data regarding the exploitation in the work place.
Majority (83 percent) of the sample have expressed that the presence of
exploitation in the work place. Remaining 17 percent have expressed the absence of
exploitation in the work place.

Table: 1.4- Types of Exploitation

Types
Frequency
Percentage

Distribution of responsibilities
49
21.12

Salary Distribution
28
12.06

Physical Abuse
93
40.08

Psychological disturbance

62
26.72

Sexual harassment
NIL
NIL

Total
232
100

The above table 1.4 reveals that 40 (40.08) percent of the sample has expressed that they have
undergone physical abuse. 27 (26.72) percent of them have undergone psychological
disturbance. 21 (21.12) percent of them have undergone distribution of responsibilities and
remaining 12 (12.06) percent of them have undergone exploitation in salary distribution.
An attempt has been made in this study by raising couple of statements through questionnaire to
better understand and analyze the level of job satisfaction among the women employees working
in various occupations.
Table: 1.5- Statements regarding Job satisfaction

Statements
Strongly

Agree
Cant
Disagree
Strongly

Agree

Say

Disagree

I am satisfied with occupational level as per my

64
120
36
38
22

qualification

I am satisfied with my job content

21
144
67
22
26

I am satisfied with job tasks assigned to me

37
165
62
11
5

Vol. 2 | No. 6 June | 2014 ISSN 2347-8241

I enjoy considerate leadership in my job

39
115
76
39
11

I am satisfied with my pay scale

23

81
118
38
20

I am satisfied with promotional opportunities

8
3
240
8
21

I am satisfied with working hours

111
63
46
24
36

I am satisfied with supervision system of this organization

21

80
79
55
45

The data in the table 1.5 reveals the statements and their opinions regarding the job satisfaction
of the samples. They are as follows;
Statement 01: I am satisfied with occupational level as per my qualification- The data reveals
that 64 respondents have strongly agreed, 120 respondents have agreed, 36 respondents have
expressed as cant say,38 respondents have disagreed and 22 respondents have strongly
disagreed. The majority of the respondents are satisfied with their occupation according to their
educational qualification.
Statement 02: I am satisfied with my job content - The data reveals that 21 respondents have
strongly agreed,144 respondents have agreed, 67 respondents have expressed as cant say, 22
respondents have disagreed and 26 respondents have strongly disagreed. The majority of the
respondents are satisfied with their job content.
Statement 03: I am satisfied with job tasks assigned to me - The data reveals that 37 respondents
have strongly agreed, 165 respondents have agreed, 62 respondents have expressed as cant say,
11 respondents have disagreed and 5 respondents have strongly disagreed. The majority of the
respondents are satisfied with their job tasks.
Statement 04: I enjoy considerate leadership in my job - The data reveals that 39 respondents
have strongly agreed, 115 respondents have agreed, 76 respondents have expressed as can t say,
39 respondents have disagreed and 11 respondents have strongly disagreed. The majority of the
respondents is satisfied and enjoys their leadership in the job.
Statement 05: I am satisfied with my pay scale - The data reveals that 23 respondents have
strongly agreed, 81 respondents have agreed, 118 respondents have expressed as cant say, 38
respondents have disagreed and 20 respondents have strongly disagreed. The majority of the
respondents are in confusion regarding their pay scale or salary.
Statement 06: I am satisfied with promotional opportunities- The data reveals that 8 respondents
have strongly agreed, 3 respondents have agreed, 240 respondents have expressed as cant say, 8
respondents have disagreed and 21 respondents have strongly disagreed. The majority of the
respondents are in confusion regarding their promotional opportunities.

Statement 07: I am satisfied with working hours - The data reveals that 111 respondents have
strongly agreed, 63 respondents have agreed, 46 respondents have expressed as cant say, 24
respondents have disagreed and36 respondents have strongly disagreed. The majority of the
respondents are satisfied regarding their working hours.
Statement 08: I am satisfied with supervision system of this organization - The data
reveals that 21 respondents have strongly agreed, 80 respondents have agreed, 79
respondents have expressed as cant say, 55 respondents have disagreed and 45
respondents have strongly disagreed. The majority of the respondents are satisfied
regarding their supervision system of the organization.
7. FINDINGS

It has been found that there is a higher representation 59 percent of working women in
various occupations is having lower job satisfaction. However, it may be observed that
significant proportion 41 percent of the working women are having higher job
satisfaction.
It has been found that majority 59 percent of the respondents belong to lower social
economic status and is experiencing lower job satisfaction.
It has been found that those from higher job satisfaction concentrate a low population
compared to the lower job satisfaction working women in various sectors.
It has been found that among the lower job satisfaction as many as 64 percent are from
rural areas and correspondingly only 36 percent are from urban background.
It has been found that 75 percent of the respondents who have obtained post-graduation
education are experiencing lower job satisfaction.

8. CONCLUSION

On the whole, when we take into account the job satisfaction of working women, it is found that
sizeable proportions (58.92 percent) of working women of the sample are experiencing lower job
satisfaction; most of them are married coming from rural areas and belonged to lower strata of
the society. With regard to their educational level, they are better educated to pursue their
respective jobs. Coming to higher level of job satisfaction of working women, the data seem to
suggest that 41 (41.07) percent of them are satisfied in the present working conditions. Overall,
there is a need for further research in this area and come over the problems facing y the working
women for enhancing the better job satisfaction.
9. REFERENCES
BOOKS:

Arya Rashmi, Women in Public sector, (Anmol Publications Pvt Ltd, Delhi, 1990).
Banerjee Nirmala, Indian Women in a Changing Industrial Scenario, (Sage Publications, New
Delhi, 1991).
Barrett, Nancy, Women in the Job Market: On Employment and work Schedules. In The Subtle
Revolution: Women at work, (edited by R.E. Smith, pp. 63-98., D.C, The Urban Institute,
Washington, 1979).
Dak T.M, Women and Work in Indian Society,( Discovery Publishing House, New Delhi,
1998).
Kumud Rajan, Women and modern occupation in India, (Chugh Publications Allahabad, India,
1993).

JOURNALS:

Chassie, B. Marilyn and Rabi.S. Bhagat, (1980), Role Stress in Working Women: Differential
effect on selected organizational outcomes, Group and Organizational Management, 5, 2,
pp.224-233.

Gray, David.E, (1984), Job Satisfaction among Australian Nurses, Human Relations, Vol.37,
12, pp.1063-1077.

Gupta, K. and Nisha, B., (1978), A Study of Job Satisfaction Among Secondary School
Teachers, Asian Journal of Psychology and Education, Vol.4 (1), pp.25-30

Hodson, Randy.,(1989), Gender Differences in Job Satisfaction; Why Arent Women more
Dissatisfied? The Sociological Quarterly, 30, 3, pp. 385-399.

Honda, Howard, et.al.,(2001), Job Satisfaction of Japanese Career women and Its Influence on
Turnover Intention, Asian Journal of Social Psychology, 4, 1, Apr, pp.23-38.

Kakkar, Ved,(1983), A Study of Job Satisfaction Relation to Attitudes, Job Values and
Vocational Interests of Women, Ph.D. Edu. Bhopal Uni.

Porwal, N.K.,(1980), Personality Correlates to Job Satisfied Hr.Sec. Sch. Teachers,

Unpublished Ph.D. Psy Agra, Uni. 1980.

Smart, J.C. and Ethington, C.A.,(1987), Occupational Sex Segregation and Job Satisfaction
of Women, Research in Higher Education, 26, 2, pp. 202-211.