Job Satisfaction at Banks Complete Report

Job Satisfaction at Banks
Prepared By:
Ahmed Waqas Qureshi

Abbas Ahmed Panazai
Iqbal Achakzai
Khalid Khan
Tamoor Shah
Submitted to: Sir Jameel Ahmed
Presented by: Ahmed Waqas Qureshi

Abbas Ahmed Panazai
Iqbal Achakzai
Khalid Khan
Tamoor Shah
This report is prepared by the students of MBA, Session (2008-2010), 3 rd Semester,

Institute of Management Sciences, University of Balochistan Quetta
Contents
Abstract..........................................................................................................................1
Introduction...................................................................................................................2
Objective of Research....................................................................................................3
Problem Statement.......................................................................................................3
Research Questions.......................................................................................................4
Literature Review..........................................................................................................5
Theoretical Framework And Research Design.............................................................6
Dependent Variable....................................................................................................6
Independent variables................................................................................................6
Theoretical Framework..............................................................................................7
Hypothesis.....................................................................................................................8
Sampling & Data Collection...........................................................................................8
Data Analysis.................................................................................................................9
Tabulations & Charts..................................................................................................9
Cross-Tabulation of Pay Structure with Type of Bank (Question 6).......................9
Chart No.1 Pay Structure........................................................................................9
Cross Tabulation of Discrimination with Type of Bank (Question........................10
Chart No. 2 Discrimination....................................................................................10
Cross Tabulation of Relationship with coworkers with Type of Bank..................11
Chart No. 3 Relationship with coworkers.............................................................11
Cross Tabulation of Security at Bank with Type of Bank (Question.....................12
Chart No. 4 Security at Bank.................................................................................12
Cross Tabulation of Medical Facilities with Type of Bank (Question...................13
Chart No. 5 Medical Facilities...............................................................................13
Cross Tabulation of Level of Medical Facilities with Type of Bank.......................14
Chart No. 6 Medical Facilities...............................................................................14
Cross Tabulation of Chances of Promotion with Type of Bank (Question No.12)15
Chart No. 7 Chances of Promotion.......................................................................15
Cross Tabulation Satisfaction with job security with Type of Bank (Question
No.13)...................................................................................................................16
Chart No. 8 Chances of Promotion.......................................................................16
Cross Tabulation of Relationship with coordinators with Type of Bank (Question
No.14)...................................................................................................................17
Chart No. 9 Relationship with coordinators.........................................................17
Cross Tabulation of Adequate Personal Space with Type of Bank (Question
No.15)...................................................................................................................18
Chart No. 10 Adequate Personal Space................................................................18
Cross Tabulation of Recognition of Employees Personally with Type of Bank
(Question No.16)...................................................................................................19
Chart No. 11 Recognition of Employees Personally.............................................19
Cross Tabulation of Standards of Safety & Health with Type of Bank (Question
No.17)...................................................................................................................20
Chart No. 12 Standards of Safety & Health..........................................................20
Cross Tabulation of Level of Training & Development with Type of Bank
(Question No.18)...................................................................................................21
Chart No. 13 Recognition of Employees Personally.............................................21
Cross Tabulation of Level of Bonuses with Type of Bank (Question No.19)........22
Chart No. 14 Level of Bonuses..............................................................................22
Cross Tabulation of Stress in job with Type of Bank (Question No.20)................23
Chart No. 15 Stress in job.....................................................................................23
Cross Tabulation for Comparison of Banks (Question No.21)..............................24
Chart No. 16 Comparison with other banks.........................................................24
Cross Tabulation for Frustration at workplace (Question No.22)........................25
Chart No. 17 Frustration at Workplace................................................................25
Data Analysis Procedures.........................................................................................26
Correlations..............................................................................................................27
Table 1...................................................................................................................27
Table 2...................................................................................................................28
Table 3...................................................................................................................29
Table 4...................................................................................................................30
Regression................................................................................................................31
Table 5...................................................................................................................31
ANOVA Analysis........................................................................................................32
Table 6...................................................................................................................32
Conclusion....................................................................................................................33
References...................................................................................................................34
Appendix......................................................................................................................35
Questionnaire...........................................................................................................35
ABSTRACT
Job satisfaction is considered to be one of the primary requirements of a well-run
organization. In this highly competitive world, success of any organization depends
on its human resource. Banks are no exception to this. A satisfied, happy and
hardworking employee is the biggest asset of any organization, including banks.
Workforce of any bank is responsible to a large extent for its productivity and
profitability. Efficient human resource management and maintaining higher job
satisfaction level in banks determine not only the performance of the bank but also
affect the growth and performance of the entire economy. So, for the success of
banking, it is very important to manage human resource effectively and to find
whether its employees are satisfied or not. Only if they are satisfied, they will work
with commitment and project a positive image of the organization.
This research focuses on employees of Islamic and commercial banks in Quetta and
aims to identify the factors/variables instrumental for their job satisfaction and those
that reduces job dissatisfaction and to empirically test such identified variables with
the help of a survey.
Various theories like Maslow's Need Hierarchy Theory, Herzberg's Motivation-

Hygiene Theory, and Vroom's Expectancy Model have been extended to describe the
factors responsible for the Job Satisfaction of the employees in the organization
(banks). Several factors/variables have been clubbed as: work aspects,
compensation, training, career development, supervision and recognition.
INTRODUCTION
This report provides the information about the factors which leads the employee
from the job dissatisfaction to job satisfaction. Job is one of the most fundamental of
life’s tasks (Csikszentmihalyi, 1992; Sweeney & Witmer, 1991). Research focusing on
the bio psychosocial impacts of job satisfaction and dissatisfaction on the modern
worker (Sweeney & Witmer, 1991) suggests that one’s level of satisfaction with
one’s job impacts upon one’s mental and physical health and overall satisfaction
with life (Balzer, Kihm, Smith, Irwin, Bachiochi, Robie, Sinar & Parra, 1997;
Csikszentmihalyi, 1992; Earnshaw, Amundson & Borgen, 1990; Kinnunen & Natti,
1994).
Job satisfaction or dissatisfaction results from the exchange between the demands
and the expectations of an organization, and of workers’ expectations and personal
objectives. Workers and organization have relationships of reciprocity. The
organization provides the means for the worker to cover a series of needs and to
realize their personal aspirations. Workers provide the organization with the
resources so that it may reach its objectives.
We could define occupational satisfaction in the workplace as “a happy or positive

emotional state resulting from the subjective perception of the occupational
experiences of the subjects” (Locke, 1976). Job satisfaction refers to workers’
feelings about different aspects of job.
Much of the research exploring job satisfaction suggests that satisfaction or

dissatisfaction with one’s job or job is related to the work tasks being undertaken
(Balzer et al., 1997). Research completed by Balzer and his colleagues suggests that
satisfaction with one’s work tasks is the greatest predictor of overall job satisfaction.
Further, it remains the greatest predictor of job satisfaction, independent of the
specific work tasks being completed by the worker or the age or gender of the
worker. However changes in the working conditions of modern employees, including
increasing job hours, varying working arrangements and intensifying job demands
(Allen, Herts, Bruck, & Sutton, 2000; Guest, 2002), matched with the segmenting
and compartmentalizing of many workplace tasks (Hochschild, 1997); as well as the
increasingly common current workplace rhetoric of, “do more, for less … and faster”
have made it increasingly challenging, particularly for Pakistan’s younger workers, to
find job satisfaction in the specific work tasks they undertake.
Research examining the factors that impact upon an individual achieving and
maintaining job satisfaction is widespread, and varied (e.g., Gardner, 2003; Guest,
2002; Oats & VellaBrodrick, 2003). However, within the 25 to 35 year old
demographic; “Generation X” as this cohort has been labeled in popular literature;

published research is less readily available. Research does suggest that workplace
motivation for bankers is just as likely to be linked to intra-office social
connectedness, as it is work task performance (Hays, 1999; Oats & Vsella-Broderick,
2003).
The empirical evidence has proved that influence of material conditions on work
dissatisfaction is minimal (the result being relevant only in case where these are
especially bad or good, or in which the worker has comparative data). However, type
of work and lack of variety in the employment, are considered important factors in
the evaluation of satisfaction. Routine, monotony, insecurity, limited usefulness and
complexity are the characteristics that tend to be meaningful with regard to the
differences observed in the occupational satisfaction between one group of workers
and another. The type of work tends to be related to the centre of place of
performance. This factor explains more than 20% of causes that determine
occupational satisfaction (Diego et als., 1991)
The present research describes the factors that results in the reduction of job
dissatisfaction and increasing the satisfaction of the employees in the banking
sectors. In this research comparison being made between the employees’
satisfaction and dissatisfaction at two different kinds of banks where Bank A is a
commercial bank and Bank B is a part of Islamic Banking system. Focus is on the
factors that greatly influence the dissatisfaction and satisfaction of the employees
and on what ground they are different in the two banks stated.
OBJECTIVE OF RESEARCH
The main objective of the study is to identify and measure the various factors of job
satisfaction among various commercial bankers in Pakistan and highlight the main
findings by performing statistical techniques to judge the correlation and level of
significance for the factor.
 To describe the factors of job satisfaction of employees, in both

commercial and Islamic Bank.
 To describe the factors of job dissatisfaction of employees, in both
commercial & Islamic Bank
 To compare preferences of factors which lead to job satisfaction of
employees of Islamic & Commercial Bank
PROBLEM STATEMENT
What are the factors which lead employees from Job dissatisfaction to Job
satisfaction in Islamic Banks & Commercial Banks?
RESEARCH QUESTIONS
1. Do decrease in factors such as unfair pay, discrimination, hostility

will reduce job dissatisfaction?
2. Do compensation and benefits will lead to job satisfaction?
3. Does working environment increase job satisfaction?
LITERATURE REVIEW
A review of the literature in this context reveals that a number of researcher have
emphasized the importance of factors affecting job satisfaction. Job satisfaction
involves several different spheres such as satisfaction with pay, promotion
opportunities, fringe benefits, job security and the importance/challenge of the job
(Nguyen, Taylor, & Bradley, 2003). Job satisfaction can lead to cost reduction by
reducing absences, task errors, and turnover. Since work is an important aspect of
people’s lives and most people spend a large part of their working lives at work,
understanding the factors involved in job satisfaction is crucial to improving
employees’ performance and productivity. Job satisfaction has often been linked to
organizational commitment, turnover intentions, and absenteeism. These variables
are costly to an organization, as they could lead to low morale, poor performance,
lower productivity, and higher costs of hiring, retention, and training (Opkara, 2002).
The private banks specifically created a cut throat competition by launching new and
new products and services regularly to gain more market share. The employment
patterns in the banking sector changed abruptly and it became a high volatile
market. The salary bands and compensation and rewards patterns changed and
focus became on performance and targets rather than experience and loyalty.
Hence, pay and job satisfaction became a key factor for the banking professionals
which needed attention so as to achieve the long term goals of the bank (Islam &
Saha). Studies have tested the hypothesis that income is an important determinant
of job satisfaction (Nguyen, Taylor, & Bradley, 2003). Factors such as pay, the work
itself, supervision, relationships with co-workers and opportunities for promotions
have been found to contribute to job satisfaction (Opkara, 2002). There is a
significant difference in the job satisfaction levels of employees based on their
income. Employees earning the lowest income report significantly lower levels of job
satisfaction relative to the other income groups. Highly paid employees may still be
dissatisfied if they do not like the nature of their job and feel they cannot enter a
more satisfying job (LUDDY, JOB SATISFACTION AMONGST EMPLOYEES AT A PUBLIC
HEALTH INSTITUTION IN THE WESTERN CAPE, 2005)
During the literature review various models have been followed by different
researchers which included various theories. Frederick Hertzberg’s motivation
hygiene theory proposes that intrinsic factors are related to job satisfaction and
motivation, whereas extrinsic factors are associated with job dissatisfaction. This
theory is not much used by researchers because of its simplicity as the environment
have changed a lot yet many organizations uses their job design techniques based on
this theory. The higher the education level the lower is the job satisfaction (Nguyen,
Taylor, & Bradley, 2003).
THEORETICAL FRAMEWORK AND RESEARCH DESIGN

The research aims at identifying and measuring the determinants of job satisfaction
among commercial and Islamic banks in Quetta.
Dependent Variable
According to the study by Islam & Saha job satisfaction is the major dependent
variable which depends upon various factors for its increase or decrease. Overall Job
Satisfaction has been identified as the dependent variable in the study. Other review
of the literature also reveals job satisfaction as the major dependent variable.
According to McCook in 2002 the overall job satisfaction is an employee’s positive
state of emotions towards the job.
Independent variables
Independent variables used in the research are pay structure, discrimination, safety
and health, recognition, reward, growth, facilities, training programs, relationship
with coworkers and promotions.
Theoretical Framework
HYPOTHESIS
On the basis of association between independent and dependent variables the
following hypotheses are developed.
HO: The factors which lead employees from Job dissatisfaction to Job satisfaction in
Islamic Banks & Commercial Banks are same
HA: The factors which lead employees from Job dissatisfaction to Job satisfaction in
Islamic Banks & Commercial Banks are not same
The null hypothesis of this research is that the factors of job satisfaction are same in
both commercial and Islamic banks.
SAMPLING & DATA COLLECTION

Sampling used in this research is convenience sampling. The target respondents
were officer level bankers working as executives. The diversity of the study is that it
involves bankers of all age groups and career levels. A questionnaire has been used
with a number of variables related to job satisfaction. Questionnaires were
circulated among the bankers and their responses were collected. A total of fifty
questionnaires were distributed and all of the questionnaires were filled by the
respondents, which is successful ratio in social research. The major problems faced
during the data collection procedure were mostly peoples’ unwillingness to fill and
not taking this as a serious research. Another problem was that employees were
reluctant to write the truth as their supervisors might know and would create
problems for them in future. However, once they were realized that this effort is
done purely for research purposes and their responses should not bear their identity
as well as will be kept confidential then they filled the questionnaires with ease.
DATA ANALYSIS
Tabulations & Charts
Cross-Tabulation of Pay Structure with Type of Bank (Question 6)
Pay Structure * Type Of Bank (Cross-Tabulation)

Type of Bank Total
Islamic bank Commercial
bank
Pay Strongly agree 2 2 4
structure Agree 19 15 34
Disagree 3 8 11
Strongly 1 0 1
disagree
Total 25 25 50
Chart No.1 Pay Structure
Pay Structure
40
35
30
25 Isamic Bank
Commercial Bank
20
Total
15
10
0
Strongly Agree Agree Disagree Strongly Disagree
Question no. 6 of the questionnaire is about the Pay Structure, that how much the
respondents are satisfied with the pay. There were 50 respondents among which 25
were of Islamic Bank and 25 were of Commercial Bank. 19 among Islamic and 15
among Commercial bank agreed that they are getting adequate pay from the bank.
Cross Tabulation of Discrimination with Type of Bank (Question No.7)
Discrimination On Basis Of Race, Scale And Gender * Type Of Bank (Cross-Tabulation)

Type Of Bank Total
Islamic Bank Commercial
Bank
Discrimination On Basis Strongly Agree 1 2 3
Of Race, Scale And Agree 4 10 14
Gender Disagree 16 10 26
Strongly 4 3 7
Disagree
Total 25 25 50
Chart No. 2 Discrimination
Discrimination
30
25
20
Isamic Bank
Commercial Bank
15
Total
10
0
Question no. 7 of the questionnaire is about the Discrimination in bank. There were
50 respondents among which 25 were of Islamic Bank and 25 were of Commercial
Bank. 16 among Islamic respond that there is no discrimination but in commercial
bank response was 50% as 10 responded in positive way and 10 in negative way.
Cross Tabulation of Relationship with coworkers with Type of Bank

(Question No.8)
Relationship With Coworker * Type Of Bank Crosstabulation

Type Of Bank Total
Islamic Commercial
Bank Bank
Relationship With Yes 22 22 44
Coworker No 3 3 6
Total 25 25 50
Chart No. 3 Relationship with coworkers
Relationship with coworkers

50
45
40
35
30 Isamic Bank
Commercial Bank
25
Total
20
15
10
5
0
Yes No
Question no. 8 of the questionnaire is about the relationship of the respondents with
their coworkers. There were 50 respondents among which 25 were of Islamic Bank
and 25 were of Commercial Bank. Both Islamic and commercial bank respondents
responded in positive way as 22 of each bank agreed that they have good
relationship with their coworkers.
Cross Tabulation of Security at Bank with Type of Bank (Question No.9)
Security At Bank * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Security At Bank Yes 20 21 41
No 5 4 9
Total 25 25 50
Chart No. 4 Security at Bank
Security at Bank
45
40
35
30
Isamic Bank
25 Commercial Bank
20 Total
15
10
5
0
Yes No
Question no. 9 of the questionnaire is about the sound security at bank place. There
were 50 respondents among which 25 were of Islamic Bank and 25 were of
Commercial Bank. 20 Respondents from Islamic bank & 21 respondents from
commercial bank were satisfied the bank security system.
Cross Tabulation of Medical Facilities with Type of Bank (Question No.10)
Medical Facilities * Type Of Bank Crosstabulation

Type Of Bank Total
Islamic Bank Commercial Bank
Medical Facilities Yes 19 17 36
No 6 8 14
Total 25 25 50
Chart No. 5 Medical Facilities
Medical Facilities
40
35
30
25
Isamic Bank
20
Commercial Bank
15 Overall
10
0
Yes No
Question no. 10 of the questionnaire is about the medical facilities they are getting.
There were 50 respondents among which 25 were of Islamic Bank and 25 were of
Commercial Bank. 19 Respondents from Islamic bank & 17 respondents from
commercial bank were getting medical facilities from their banks.
Cross Tabulation of Level of Medical Facilities with Type of Bank (Question

No.11)
Medical Facilities Level * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Medical Facilities Level Strongly Agree 7 4 11
Agree 10 11 21
Disagree 2 2 4
Total 19 17 36
Chart No. 6 Medical Facilities
Medical Facilites Level

25
20
15 Isamic Bank
Commercial Bank
Total
10
0
Question no. 11 of the questionnaire is about the level of level of facilities they are
getting. There were 36 respondents among which 19 were of Islamic Bank and 17
were of Commercial Bank who are getting the medical facilities. 10 Respondents
from Islamic bank & 11 respondents from commercial bank were getting good
medical facilities from their banks.
Cross Tabulation of Chances of Promotion with Type of Bank (Question

No.12)
Chances Of Promotion * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Chances Of Promotion Strongly Agree 0 3 3
Agree 23 15 38
Disagree 2 3 5
Strongly Disagree 0 4 4
Total 25 25 50
Chart No. 7 Chances of Promotion
Chances of Promotion
40
35
30
Islamic Bank
25
Commercial Bank
20 Total
15
10
0
Question no. 12 of the questionnaire is about the chances of promotion of according

to their work structure. There were total 50 respondents among which 25 were of
Islamic Bank and 25 were of Commercial Bank. 23 Respondents from Islamic bank &
15 respondents from commercial bank have good work structure for the promotion.
Cross Tabulation Satisfaction with job security with Type of Bank

(Question No.13)
Satisfaction With Job Security * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Satisfaction With Job Strongly Agree 4 2 6
Security Agree 16 17 33
Disagree 5 6 11
Total 25 25 50
Chart No. 8 Chances of Promotion
Satisfaction with Job Security

35
30
25
Islamic Bank
20 Commercial Bank
Total
15
10
0
Question no. 13 of the questionnaire is about the job security. There were total 50
respondents among which 25 were of Islamic Bank and 25 were of Commercial Bank.
16 Respondents from Islamic bank & 17 respondents from commercial bank were
satisfied with their job security.
Cross Tabulation of Relationship with coordinators with Type of Bank

(Question No.14)
Relationship With Coordinates * Type Of Bank Crosstabulation

Type Of Bank Total
Islamic Commercial
Bank Bank
Relationship With Strongly Agree 7 8 15
Coordinates Agree 13 14 27
Disagree 5 2 7
Strongly 0 1 1
Disagree
Total 25 25 50
Chart No. 9 Relationship with coordinators
Relationship with coordinators

30
25
20 Islamic Bank
Commercial Bank
15 Total
10
0
Question no. 14 of the questionnaire is about the relationship of respondents with

their coordinators. There were total 50 respondents among which 25 were of Islamic
Bank and 25 were of Commercial Bank. 13 Respondents from Islamic bank & 14
respondents from commercial bank were having good relations with their
coordinators.
Cross Tabulation of Adequate Personal Space with Type of Bank (Question

No.15)
Adequate Personal Space * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Adequate Personal Strongly Agree 3 4 7
Space Agree 12 12 24
Disagree 8 9 17
Strongly 2 0 2
Disagree
Total 25 25 50
Chart No. 10 Adequate Personal Space
Adequate Personal Space

30
25
20 Islamic Bank
Commercial Bank
15 Total
10
0
Question no. 15 of the questionnaire is about how much a respondent is free to do

his/her work. There were total 50 respondents among which 25 were of Islamic
Bank and 25 were of Commercial Bank. 12 Respondents from each mentioned banks
agreed that they have adequate personal space.
Cross Tabulation of Recognition of Employees Personally with Type of

Bank (Question No.16)
Recognition Of Employees Personally * Type Of Bank Crosstabulation

TYPE OF BANK TOTAL
ISLAMIC COMMERCIAL
BANK BANK
Recognition Of Strongly Agree 8 8 16
Employees Personally AGREE 11 12 23
DISAGREE 6 2 8
STRONGLY 0 3 3
DISAGREE
Total 25 25 50
Chart No. 11 Recognition of Employees Personally
Recognition of Employees Personally

25
20
Islamic Bank
15 Commercial Bank
Total
10
0
Question no. 16 of the questionnaire is about the how much the employees are
recognized personally in their banks. There were total 50 respondents among which
25 were of Islamic Bank and 25 were of Commercial Bank. 11 Respondents from
Islamic bank & 12 respondents from commercial bank agreed that employees are
recognized personally in their banks.
Cross Tabulation of Standards of Safety & Health with Type of Bank

(Question No.17)
Standard Of Safety And Health * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Standard Of Safety And Excellent 8 4 12
Health Very Good 10 15 25
Fair 7 4 11
Poor 0 2 2
Total 25 25 50
Chart No. 12 Standards of Safety & Health
Standards of Safety & Health

30
25
20 Islamic Bank
Commercial Bank
15 Total
10
0
Excerllent Very Good Fair Poor
Question no. 17 of the questionnaire is about the Standards of safety and health at
bank. There were total 50 respondents among which 25 were of Islamic Bank and 25
were of Commercial Bank. 10 Respondents from Islamic bank & 15 respondents from
commercial bank were having very good safety and health facilities.
Cross Tabulation of Level of Training & Development with Type of Bank

(Question No.18)
Level Training And Development * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Level Training And Excellent 3 3 6
Development Very Good 9 13 22
Fair 9 6 15
Poor 4 3 7
Total 25 25 50
Chart No. 13 Recognition of Employees Personally
Level of Traning and Development

25
20
Islamic Bank
15 Commercial Bank
Total
10
0
Excellent Very Good Fair Poor
Question no. 18 of the questionnaire is that are the employees are getting good
training & development facilities. There were total 50 respondents among which 25
were of Islamic Bank and 25 were of Commercial Bank. 9 Respondents from Islamic
bank were getting very good and 9 very getting fair and 13 respondents from
commercial bank very getting very good training and development facilities.
Cross Tabulation of Level of Bonuses with Type of Bank (Question No.19)
Level Of Bonuses * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Level Of Bonuses Excellent 4 0 4
Very Good 10 8 18
Fair 8 13 21
Poor 3 4 7
Total 25 25 50
Chart No. 14 Level of Bonuses
Level of Bonuses
25
20
Islamic Bank
15 Commercial Bank
Total
10
0
Question no. 19 of the questionnaire is that are the employees are getting good
bonuses. There were total 50 respondents among which 25 were of Islamic Bank and
25 were of Commercial Bank. Among Islamic Banks 10 respondents were getting very
good bonuses and among commercial banks 13 very getting fair bonuses.
Cross Tabulation of Stress in job with Type of Bank (Question No.20)
Stress In Job * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Stress In Job Strongly Agree 5 9 14
Agree 9 14 23
Disagree 9 2 11
Total 25 25 50
Chart No. 15 Stress in job
Stress in Job
25
20
Islamic Bank
15 Commercial Bank
Total
10
0
Question no. 20 of the questionnaire is to check that weather the employees are
facing any stress while performing their job or not? There were total 50 respondents
among which 25 were of Islamic Bank and 25 were of Commercial Bank. 14
respondents from commercial bank said that they feel stress in their jobs, in case of
Islamic banks 9 respondents agreed and 9 disagreed that they feel stress in their
jobs.
Cross Tabulation for Comparison of Banks (Question No.21)
Comparison With Other Banks * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Comparison With Other Excellent 5 9 14
Banks Very Good 11 11 22
Fair 9 4 13
Poor 0 1 1
Total 25 25 50
Chart No. 16 Comparison with other banks
Comparison with other Banks

25
20
Islamic Bank
15 Commercial Bank
Total
10
0
This question shows the job satisfaction as in this question the respondents tell that
weather their bank is good in comparison with the other banks or not? There were
total 50 respondents among which 25 were of Islamic Bank and 25 were of
Commercial Bank. 16 respondents from Islamic Banks and 20 respondents from
commercial banks are highly satisfied with their bank and their jobs. While 9 from
Islamic Bank and 5 from commercial bank shows that they are less satisfied from
their bank and job.
Cross Tabulation for Frustration at workplace (Question No.22)
Frustration At Workplace * Type Of Bank Crosstabulation

Type Of Bank Total
Bank
Frustration At 1 0 1
Workplace Strongly Agree 3 1 4
Agree 10 12 22
Disagree 9 7 16
Total 25 25 50
Chart No. 17 Frustration at Workplace
Frustration at workplace
25
20
Islamic Bank
15 Commercial Bank
Total
10
0
This question describes the level of frustration at workplace. There were total 50
respondents among which 25 were of Islamic Bank and 25 were of Commercial Bank.
Among Islamic Banks 10 respondents agreed that they feel frustration while doing
work and among commercial banks 12 respondents agreed.
Data Analysis Procedures

The analysis part has been dealt with using Statistical Package for the Social Sciences
(SPSS). The questions and responses were coded and entered in SPSS for analysis
followed by the interpretation of the results. The variables were coded in SPSS and
certain statistical methods were applied on the data to get the results which were
analyzed. ANOVA has been used for comparing means and the results. Simple
correlation has also been applied to the data to find out relationships among
different variables and a comprehensive regression model is applied.
Correlations
Correlation is a statistical tool which can determine the strength and direction of
relationship between two variables. The value of correlation ranges from +1 to -1
and both these values show strong positive and negative relationships. While the
value 0 show no relationship.
Table 1
Correlations
Comparison Relationship
Of Banks (Job Pay With
Satisfaction) Structure Coworker Medical Facilities
Comparison Of Banks (Job Satisfaction) 1.000 .122 .147 .016

Pearson Correlation .400 .308 .913
Sig. (2-tailed)
N 50 50 50 50
Pay Structure .122 1.000 -.113 .263

Sig. (2-tailed)
N 50 50.000 50 50
Relationship With Coworker .147 .113 1.000 -.093

Sig. (2-tailed)
N 50 50 50.000 50
Medical Facilities 016 .263 .093 1.000

Sig. (2-tailed)
N 50 50 50 50.000
*. Correlation is significant at the 0.05 level (2-

tailed).
The table 1 shows the correlation between medical facilities, pay structure,
relationship with coworker and comparison of banks (job satisfaction). The value of
correlation coefficient for relationship with coworker, pay structure with overall job
satisfaction is 0.147 and 0.122 simultaneously, which shows a weak to moderate but
positive relationship of both variables with comparison of banks (job satisfaction).
This relationship is significant at α 0.05.
Table 2
Correlations
Comparison Recognition Of
Of Banks (Job Chances Of Employees Level Training And
Satisfaction) Promotion Personally Development
Comparison Of Banks (Job 1.000 .299* .151 .248

Satisfaction) .035 .295 .083
Pearson Correlation
Sig. (2-tailed) 50.000 50 50 50
N
Chances Of Promotion .299* 1.000 .228 -.089

Sig. (2-tailed)
N 50 50.000 50 50
Recognition Of Employees Personally .151 .228 1.000 .106

Sig. (2-tailed)
N 50 50 50.000 50
Level Training And Development .248 -.089 .106 1.000

Sig. (2-tailed)
N 50 50 50 50.000
*. Correlation is significant at the 0.05 level (2-tailed).
The table 2 shows the correlation between Chances of promotion, training and
development, Recognition, and comparison of banks (job satisfaction). The value of
correlation coefficient for chances of promotion is 0.299, which shows a weak to
moderate but positive relationship with comparison of banks (job satisfaction)
among the three variables. This relationship is significant at α 0.05
Table 3
Correlations
Discriminati
Comparison on On Basis
Of Banks Of Race, Satisfaction Relationship
(Job Scale And Security At With Job With
Satisfaction) Gender Bank Security Coordinates
Comparison Of Banks (Job Satisfaction) 1.000 -.090 .253 .040 .183

Pearson Correlation .532 .077 .784 .203
Sig. (2-tailed)
N 50 50 50 50 50
Discrimination On Basis Of Race, Scale & -.090 1.000 -.045 -.213 -.276
Gender .532 .758 .138 .052
Pearson Correlation
Sig. (2-tailed) 50 50.000 50 50 50
N
Security At Bank .253 -.045 1.000 .281* .445**

Sig. (2-tailed)
N 50 50 50.000 50 50
Satisfaction With Job Security .040 -.213 .281* 1.000 .225

Sig. (2-tailed)
N 50 50 50 50.000 50
Relationship With Coordinates .183 -.276 .445** .225 1.000

Sig. (2-tailed)
N 50 50 50 50 50.000
*. Correlation is significant at the 0.05 level (2 tailed).
**. Correlation is significant at the 0.01 level (2 tailed).
The table 3 shows the correlation between security at bank, discrimination,

satisfaction with job security relationship with coordinators and comparison of banks
(job satisfaction). The value of correlation coefficient for security at bank is 0.253,
which shows a weak to moderate but positive relationship with comparison of banks
(job satisfaction) among the four variables. This relationship is significant at α 0.05.
Table 4
Correlations
Comparison
Of Banks (Job Adequate Personal Standard Of Safety Level Of
Satisfaction) Space And Health Bonuses
Comparison Of Banks (Job Satisfaction) 1.000 .363** .289* .197

Sig. (2-tailed)
N 50.000 50 50 50
Adequate Personal Space .363** 1.000 .107 .010

Sig. (2-tailed)
N 50 50.000 50 50
Standard Of Safety And Health .289* .107 1.000 .438**

Sig. (2-tailed)
N 50 50 50.000 50
Level Of Bonuses .197 .010 .438** 1.000

Sig. (2-tailed)
N 50 50 50 50.000
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
The table 4 shows the correlation between adequate personal space, standard of
safety and health, level of bonuses and comparison of banks (job satisfaction). The
value of correlation coefficient for adequate personal space at bank is 0.363, which
shows a weak to moderate but positive relationship with comparison of banks (job
satisfaction) among the three variables. This relationship is significant at α 0.01.
Regression
Regression analysis is a technique used for the modeling and analysis of numerical
data consisting of values of a dependent variable (response variable) and of one or
more independent variables (explanatory variables). The value of R Square ranges
between 0 and 1, where 0 means no variance explained by the explanatory
variable(s) and 1 means 100% variance explained by the variables.
The value of R in
Table 5 table 5 is 0.50, and
Regression Model Summary R Square is 0.423.
The value of R
Std. Error of the
shows a moderate
Model R R Square Adjusted R Square Estimate
to strong positive
1 .650 a
.423 .214 .705 relationship
between 13
a. Predictors: (Constant), level of bonuses, relationship with coordinates, adequate
variables and
personal space, level training and development, pay structure, Discrimination on
comparison of
basis of race, scale and gender, satisfaction with job security, chances of promotion, banks (job
relationship with coworker, recognition of employees personally, security at bank, satisfaction). The
medical facilities, standard of safety and health value of R Square
shows that model 1
explains 42%
variance in job satisfaction. The rest of variance is explained by other variables not
included in the model.
ANOVA Analysis
One-way analysis of variance is used to test the differences between two or more
groups. This analysis shows the variations within groups and between the groups by
comparing theirs means, while F statistics shows the difference. If F ratio is large with
a probability of less than 0.05, shows the difference between groups is low.
Table 6
ANOVA Comparison of banks (job satisfaction)
Sum of Squares df Mean Square F Sig.
Between Groups .980 1 .980 1.568 .217
Within Groups 30.000 48 .625
Total 30.980 49
Results from Table 6 indicates that the Probability Value for this test came out to be
0.217 which is more than 5 % hence the null hypothesis shall be accepted which
states that the factors that leads to job satisfaction are same in both commercial and
Islamic banks. The interpretation shows that the null hypothesis is accepted that
there is no significance difference between the two means. H0: There is no
significance mean difference between the three bank pays as well as the job
satisfaction.
CONCLUSION
Job satisfaction is a heavily researched area of inquiry. The aim was to estimate the
extent to which a banker's job satisfaction is determined by comparisons among
commercial and Islamic banks as well as by other variables mentioned above. Most
of the banks do not see employee participation as a driver of better employee
performance; the study highlights that these variables are among the contributing
variables towards Job satisfaction. Changes in organizational variables, such as pay
scales, employee input in policy development, and work environment could be made
in an effort to increase organizational commitment which in turn will lead to
employee commitment and satisfaction.
According to the results the job satisfaction of bank officers is significantly

dependent upon pay, promotion opportunities, rewards, relation coworkers. The
main findings of this research are as follows. It is evident that the dependent variable
satisfaction with all independent variables has the expected positive effect on job
satisfaction. Also the factors that lead employees to job satisfaction are same in both
the banks.
REFERENCES
Crossman, A., & Abou-Zaki, B. (2003). Job satisfaction and employee performance
of Lebanese banking staff. Journal of Managerial Psychology , 368-376.
Islam, N. u., & Saha, G. C. (n.d.). Job Satisfaction of Bank Officers in Bangladesh.
JobSatisfaction of Bank Officers in Bangladesh
LUDDY, N. (2005). JOB SATISFACTION AMONGST EMPLOYEES AT A PUBLIC

HEALTHINSTITUTION IN THE WESTERN CAPE. Cape: University of the Western
Cape.
McCook, K. D. (2002). ORGANIZATIONAL PERCEPTIONS AND THEIR

RELATIONSHIPS TO JOB ATTITUDES, EFFORT, PERFORMANCE AND
ORGANIZATIONAL CITIZENSHIP BEHAVIORS.
Nguyen, A. N., Taylor, J., & Bradley, S. (2003). Relative pay and job satisfaction:
some new evidence. http://mpra.ub.uni-muenchen.de/1382 , 01 (43).
Opkara, J. O. (2002). THE IMPACT OF SALARY DIFFERENTIAL ON

MANAGERIAL JOB SATISFACTION: A STUDY OF THE GENDER GAP AND
ITS IMPLICATIONS FOR MANAGEMENT EDUCATION AND PRACTICE IN A
DEVELOPING ECONOMY. The Journal of Business in Developing Nations , 65-
92.
Oshagbemi, T. (2000). Is length of service related to the level of job satisfaction?

International Journal of Social Economics , 213-226.
Oshagbemi, T. (1999). Overall job satisfaction: how good are single versus multiple
item measures? Journal of Managerial Psychology , 388-403.
William B. Werthe, JR. Keith Daris (2000), Human Resources and Personnel
Management, USA: McGraw-Hill-Inc.
APPENDIX
JOB SATISFACTION AT BANKS

Questionnaire
1. Name: ……………………………………….
2. Job title: ……………………………………..
3. Scale: ………………………………………...
4. Gender
(1) Male
(2) Female
5. Type of bank
(1) Islamic bank = 1
(2) Commercial bank = 2
6. Do you have adequate pay structure in your bank?
(1) Strongly agree = 4

(2) Agree = 3
(3) Disagree = 2
(4) Strongly disagree = 1
7. Do you feel that there is discrimination in your branch on the basis of race,
scale, gender?

(2) Agree = 3
(3) Disagree = 2
8. Do you have very sound relations with all of your coworkers?
(1) Yes = 2
(2) No = 1
9. Is there sound security system in your branch?
(1) Yes = 2
(2) No = 1
10. Is your bank providing you with the medical facilities?
(1) Yes = 2
(2) No = 1
11. If yes, then are they good enough?

(2) Agree = 3
(3) Disagree = 2
12. Do you think in given work structure there are more chances of promotion

(2) Agree = 3
(3) Disagree = 2
13. Are you satisfied with the job security?

(2) Agree = 3
(3) Disagree = 2
14. Do you have good relationship with coordinators?

(2) Agree = 3
(3) Disagree = 2
15. Do you have adequate personal space?

(2) Agree = 3
(3) Disagree = 2
16. Do you feel that the employees are recognized personally in your branch?

(2) Agree = 3
(3) Disagree = 2
17. How do you rate the safety and health standard of the branch?
(1) Excellent = 4
(2) Very good = 3
(3) Fair = 2
(4) Poor = 1
18. How do you rate overall training and development provided?
(1) Excellent = 4
(2) Very good = 3
(3) Fair = 2
(4) Poor = 1
19. How do you rate the bonuses you receive from bank?
(1) Excellent = 4
(2) Very good = 3
(3) Fair = 2
(4) Poor = 1
20. Do you face any stress in your job?

(2) Agree = 3
(3) Disagree = 2
21. How do you rate your bank as a place to work compared with other banks?
(satisfaction level)
(1) Excellent = 4
(2) Very good = 3
(3) Fair = 2
(4) Poor = 1
22. Are you frustrated while doing your work?

(6) Agree = 3
(7) Disagree = 2

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Job Satisfaction at Banks

Job Satisfaction at Banks

Ahmed Waqas Qureshi

Job Satisfaction at Banks

Submitted to: Sir Jameel Ahmed

Presented by: Ahmed Waqas Qureshi

This report is prepared by the students of MBA, Session (2008-2010), 3 rd Semester,

Various theories like Maslow's Need Hierarchy Theory, Herzberg's Motivation-

We could define occupational satisfaction in the workplace as “a happy or positive

Much of the research exploring job satisfaction suggests that satisfaction or

demographic; “Generation X” as this cohort has been labeled in popular literature;

 To describe the factors of job satisfaction of employees, in both

1. Do decrease in factors such as unfair pay, discrimination, hostility

THEORETICAL FRAMEWORK AND RESEARCH DESIGN

SAMPLING & DATA COLLECTION

Cross-Tabulation of Pay Structure with Type of Bank (Question 6)

Pay Structure * Type Of Bank (Cross-Tabulation)

Chart No.1 Pay Structure

Cross Tabulation of Discrimination with Type of Bank (Question No.7)

Discrimination On Basis Of Race, Scale And Gender * Type Of Bank (Cross-Tabulation)

Chart No. 2 Discrimination

Cross Tabulation of Relationship with coworkers with Type of Bank

Relationship With Coworker * Type Of Bank Crosstabulation

Chart No. 3 Relationship with coworkers

Relationship with coworkers

Cross Tabulation of Security at Bank with Type of Bank (Question No.9)

Security At Bank * Type Of Bank Crosstabulation

Chart No. 4 Security at Bank

Cross Tabulation of Medical Facilities with Type of Bank (Question No.10)

Medical Facilities * Type Of Bank Crosstabulation

Chart No. 5 Medical Facilities

Cross Tabulation of Level of Medical Facilities with Type of Bank (Question

Medical Facilities Level * Type Of Bank Crosstabulation

Chart No. 6 Medical Facilities

Medical Facilites Level

Cross Tabulation of Chances of Promotion with Type of Bank (Question

Chances Of Promotion * Type Of Bank Crosstabulation

Chart No. 7 Chances of Promotion

Question no. 12 of the questionnaire is about the chances of promotion of according

Cross Tabulation Satisfaction with job security with Type of Bank

Satisfaction With Job Security * Type Of Bank Crosstabulation

Chart No. 8 Chances of Promotion

Satisfaction with Job Security

Cross Tabulation of Relationship with coordinators with Type of Bank

Relationship With Coordinates * Type Of Bank Crosstabulation

Chart No. 9 Relationship with coordinators

Relationship with coordinators

Question no. 14 of the questionnaire is about the relationship of respondents with

Cross Tabulation of Adequate Personal Space with Type of Bank (Question

Adequate Personal Space * Type Of Bank Crosstabulation

Chart No. 10 Adequate Personal Space

Adequate Personal Space

Question no. 15 of the questionnaire is about how much a respondent is free to do

Cross Tabulation of Recognition of Employees Personally with Type of

Recognition Of Employees Personally * Type Of Bank Crosstabulation

Chart No. 11 Recognition of Employees Personally

Recognition of Employees Personally

Cross Tabulation of Standards of Safety & Health with Type of Bank

Standard Of Safety And Health * Type Of Bank Crosstabulation

Chart No. 12 Standards of Safety & Health

Standards of Safety & Health

Cross Tabulation of Level of Training & Development with Type of Bank

Level Training And Development * Type Of Bank Crosstabulation

Chart No. 13 Recognition of Employees Personally