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Introduction: The job satisfaction has got tremendous attention in organizational research. The
focus of this study is to determine the impact of various human resources management
practices like job autonomy, team work environment and leadership behavior on job
satisfaction from the findings of the study, it is also inferred that male and female workers have
significantly different level of job satisfaction. The issue of job satisfaction is widely discussed in
the literature on organizational behavior. There is a lot of work on the issue of job satisfaction
which reveals that it reduces the rate of absenteeism and turnover.

The concept of job satisfaction, though of considerably recent origin, is closely

linked to motivation in the workplace and is a causal factor in improved performance in the
workplace. There issues are again linked to job satisfaction and job characteristics, which
primarily describe the inherent features of a job, which can again motivate or de-motivate
workers. A large number of practitioners, academicians and researchers are agreed on several
important determinants of job satisfaction like team work environment, job autonomy,
behavior of leadership, organization commitment and nature of work. But day are not sure
about the impact of each of their determinants in different conditions and environments.
Investment in technology, accumulation of capital and other resources, or changes in strategies
are some of the ways used to increase productivity. Better human resources management
practices also play a central role in enhancement of productivity of an organization.

Job satisfaction, its causal factors and its effect upon organization health are all part of
the various factors under study for this assignment. Job satisfaction for an individual can be
influenced by a number of factors that includes first the job itself, the salary, and the promotion
policy of the company, the attitudes of the co-workers, the physical and mental stress levels
involved, the working conditions, the interest and challenge levels. These various factors are
just indicative of the many factors that contribute or take away from job satisfaction.
Working in the banking system is not easy but it can bring you enormous satisfaction
if you commit yourself to what you do, if you are responsible and hard working.

In the banking system job satisfaction is linked to jobs requirement:

Om Bank experience or customer care experience would be a plus.

Om croblem solving and attention to details.
Om ½ast learner.
Om Team player, adaptability, selling skill or very good communication skills and listening
skills.
Om Ôood knowledge of English is a must, especially verbal and computer skills and
responsibilities, etc.
atisfaction level of the employees working as a team is very important because it
directly affects their performance on the job. Identification of these factors accurately
becomes the key of retain and raise the satisfaction level of the employees (James,
1996) .The controversy in the literature, regarding the relationship between level of job
satisfaction and gender.

Om ½ACTOR O½ JOB ATI½ACTION:

We many classify all the important factors into three groups namely.
1.m A cersonal factor:- There are some personal factor which influence job
satisfaction but of an individual.
a)m AÔE:-It is found that as the personal grows older the need for pay and job
stated increases when the discrepancy between the level of aspiration
and possibility of attainment gets too great.
b)m EX:-Most investigators have found that women are more satisfaction
with their jobs they are perhaps it may be as to women͛s ambition and
financial needs are less.
c)m NUMBER O½ DEcENDENT:- More dependents produced greater financial
need so, it brings dissatisfaction among person than other who has less
dependents.
d)m MARITAL TATU:- ome investigators have found that unmarried worker
is more satisfied than the married one͛s.
e)m LEVEL O½ AcIRATION:-Mar͛s law made it clear that employers
satisfaction is a function not only of how much a person received from
the job situation but also of where he stands in respect to his level of
aspiration.
2.m ½actors inherent in job.
3.m ½actors controllable by management.

JOB ATI½ACTION AND BANKER

Every job has two aspects first in the personal liking for the job and the other
is concerned with the status and wage. In banking profession, theoretically
and practically it evident the first aspect is more important.

In a previous study job selection in banking profession it is seen that there

are number of bankers who enter into this profession unwillingly but once
they have entered they developed a sort of linking for the job. In a report
published by the government of India 1961 it is even for the same amount of
 pay and facilities given elsewhere but liking the job helps in bringing about
stability in the banking profession.

JOB ATI½ACTION AND EX:-

It is generally said that men and women cannot perform equally well
all the jobs. The sweeping observation in by for true with regard to certain
types of work only, when it refers to office work where people need only
physical labor much, there should not be difference between sexes. But in
clerical JOB, Banking job, jobs in small industry job in fine arts craft, job
related to tailoring it is universally acknowledged women turn out be better
than men and are satisfaction with their work. But from the survey we can
say that men are more satisfied with their bank working than women.

REVIEW O½ TUDIE
1.m Watson, A.J., Halton, N.Ô. quires, D.. oliman, I.K. (1991) tudied the
adjustment and satisfaction of banker in their second year of service in
relation to bank employment, particularly in location which are difficult to
fill. A questionnaire was answered by 1322 teachers and result was
correlated. Adjustment to the bank was good for 68% of the respondents
and the adjustment to the community was poor or moderate for 40% the
level of satisfaction was moderate very high forever 80% of responding. The
most important reasons given for qualification were staff relation. cupil
qualities personal achievement and bank tone. Correlates considered in
analysis included commitment quality of teacher preparation, induction͛s
and staff supports. Implication for improving the quality of education in bank
that are difficult to staff are discussed.
2.m Ôrau, Lois, Chandler, Barhara; Burton, barenda & kolditz, Dorcen (1991).
Investigated institutional loyalty in relation in relation to 219 employees
toward 5 dimensional of work (task, benefits; resources, administration and
working environment). Measures included and organization commitment
scale and items from the work environmental scale older s and s with less
education were significantly more satisfied with all dimensions of work.
Concept for working environment. Also s with lower annual household
income were more likely 15 have positive attitudes towards job task and the
administration The quality of the working environment was as important as
attitude towards job benefits on accounting for institutional loyalty.
3.m Rajshekhar, Bharti and Reddy (1991): ½ound that both sexes variable that
were rated as most important to job satisfaction were being able to use one
 skills abilities, pleasantness of work tusk. The second finding was that the job
satisfaction of women is higher than that the men.
4.m With, L.Alan and 26 married female workers in a military organization
completed 22 questionnaire items. Results shows that perceptions of equity
were stronger predictor of feeling of job satisfaction among those whose
husband worked (i.e. the none bread winners).
5.m Ôregson , Terry (1990): Assessed job satisfaction (JAT) level of 246 men and
65 female accountants a modified Job description indoor (The corhell JDI)
designed to measure the dimension of JAJ was positively associated with
tenure in the firm. AT was negatively associated with intend to turn over.
6.m Read , Nancy O;Elliott,Methew R; Eshwar, Maries D and lancy, Robert
B.(1988): surveyed 119 undergraduate reentry women ( aged over 25yrs) on
their carrier satisfaction , career goals , emotional support received from
families life satisfaction and carrier decision making styles. Data indicate that
s perceived changing Jobs and obtaining employment as primary carrier
goals, regardless of their marital status and number of children. Divorce s
and s with children pleased more important of financial gains through
employment then aid married as childless s.
7.m huklu,Archna (1987) : Investigated the effect of 3 demographic variables
employment marriage and education on Indian women͛s job evolvement and
job satisfaction. s were 36 married and 18 single non working females ( Age
25- 45yrs).Data were taken from 2 job satisfaction scales. Two ANOVA
suggest that highly educated single women had high job involvement and a
greater satisfaction with job when employed then when not employed highly
educated married women had their house work than with their jobs.