Introduction

What is Job Satisfaction? Job satisfaction describes how content an individual is with his or her job. The most general way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks and job timings.

Introduction
Significance of study (Why we choose this topic) Significance of the study is a part where you will tell the importance and purpose of your study. This part is told how the study would be beneficial to society and specific person. We choose this topic because banking sector is playing a vital role in the economy of Pakistan and we are also interested in this area and it is related to our field.

Introduction
Objectives of study  To discover the various prospects that determines the satisfaction level of employees.  To measure the level of satisfaction of employees with respect to the company.  To judge the level of job satisfaction of employees on a variety of parameters. 1) Working conditions 2) Salary structure/ Perquisites/ Other benefits 3) Relationship with employees of company 4) Policies of company.

Importance of Job Satisfaction

 Investigated by several disciplines such as psychology, sociology, economics and management sciences, job satisfaction is a frequently studied subject in work and organizational literature.  Importance for both employers and employees  Job satisfaction is important in its own right as a part of social welfare  In addition, measures of job quality seem to be useful predictors of future labor market behavior.

Reasons for Job Satisfaction

 Conflict between co-workers.  Conflict between supervisors.  Not being opportunity paid for what they do  Have little or no say in decision making that affect employees.  Fear of loosing their job.  A great point of dissatisfaction is also diminishing motivation. Motivation is one of the keys to a successful company.

Reasons for Job Satisfaction

 Conflict between co-workers.  Conflict between supervisors.  Not being opportunity paid for what they do  Have little or no say in decision making that affect employees.  Fear of loosing their job.  A great point of dissatisfaction is also diminishing motivation. Motivation is one of the keys to a successful company.  Factors that create higher satisfaction among staff: selffulfillment; appreciation; membership; assurance

Consequences of Dissatisfied Staff

 Work that is fun is "healthy". After all, people who dont see the purpose of their work are more likely to fall ill. Bore out is a phenomenon that is increasingly common: employees are not challenged and bored. They do everything, whatever the superior chef wants and so they cant use their knowledge and skills! And so they will be more and more dissatisfied.  Job satisfaction is not just healthy for the individual employee, but also healthy for the company as a whole.  Another consequence of job dissatisfaction is job hopping! But most employees cant do it, because of their financial situation. Because they have families or debts!

Consequences of Dissatisfied Staff

A bad working climate is another consequence! Possible causes are
 Anguish  Lack of leadership skills (often a lack of emotional, social, life skills) by superiors  Frustration  Hopelessness  Short communication  Lack of co-operation  Active and passive bullying  Disorientation - lack of perspective  Lack of self-confidence  Arrogance  Inability  Lack of consensus

Benefits of Job Satisfaction to the Organization

A good working atmosphere improves cooperation  Reduction in complaints and grievances  Reduction in absenteeism  Reduction in turnover, and attrition  Improved punctuality  Improved worker morale

Review of Literature
 This study attempts to evaluate job satisfaction of public sector. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts such as, work experience, age, and sex differences on the attitudes toward Job Satisfaction.  The result shows that salary, efficiency in work, fringe supervision, and co-worker relation are the most important factors contributing to job satisfaction. Private sectors have higher levels of job satisfaction than those from public sectors as they enjoy better facilities and supportive work environment. Sex and age differences have relatively lower level of impact on it. The overall job satisfaction of the employees is at the positive level.

Theoretical Framework
Theories of Job - Satisfaction: There are 3 major theories of job satisfaction.  Herzberg's Motivation - Hygiene theory.  Need fulfillment theory.  Social reference - group theory.

Variables
Independent Variables: Rate of pay  Work responsibilities  Job timings  Variety of task Dependent Variables: Job satisfaction

HYPOTHESIS DEVELOPMENT
After developing the theoretical framework, now we have to develop hypothesis to be tested and state them in the Null and Alternate. 1. RATE OF PAY
HA1: there is a relationship between RATE OF PAY and JOB SATISFACTION. HO1: there is no relationship between RATE OF PAY and JOB SATISFACTION.

2. WORK RESPONSIBILITIES
HA2: There is a relationship between lack of WORK RESPONSIBILITIES and JOB SATISFACTION. HO2: There is no relationship between lack of WORK RESPONSIBILITIES and JOB SATISFACTION.

HYPOTHESIS DEVELOPMENT
3. JOB TIMINGS
HA3: There is a relationship between JOB TIMINGS and JOB SATISFACTION. HO3: There is no relationship between JOB TIMINGS and JOB SATISFACTION.

4. VARIETY OF TASK
HA4: There is a relationship between VARIETY OF TASK and JOB SATISFACTION. HO4: There is no relationship between VARIETY OF TASK and JOB SATISFACTION.

Relationship among motivation, attitude and Job Satisfaction

Motivation implies the willingness to work or produce. A person may be talented and equipped with all kinds of abilities & skills but may have no will to work. Satisfaction, on the other hand, implies a positive emotional state which may be totally unrelated to productivity. Similarly in the literature the terms job attitude and job satisfaction are used interchangeably. However a closer analysis may reveal that perhaps, they measure two different anchor points. Attitudes are predispositions that make the individual behave in a characteristic way across the situations. They are precursors to behavior & determine its intensity and direction. Job satisfaction, on the other hand is an end state of feeling which may influence subsequent behavior. In this respect, job attitude and job satisfaction may have something in common. But if we freeze behavior, attitude would initiate it which job satisfaction would result from it.

Relationship between Morale & Job Satisfaction

Job satisfaction refers to a general attitude towards work by an individual works. On the other hand, morale is group phenomenon which emerges as a result of adherence to group goals and confidence in the desirability of these goals.

Relationship Between job satisfaction and work Behavior

Generally, the level of job satisfaction seems to have some relation with various aspects of work behavior like absenteeism, adjustments, accidents, productivity and union recognition. Although several studies have shown varying degrees of relationship between them and job satisfaction, it is not quite clear whether these relationships are correlative or casual. In other words, whether work behavior make him more positively inclined to his job and there would be a lesser probability of getting to an unexpected, incorrect or uncontrolled event in which either his action or the reaction of an object or person may result in personal injury.

Job Satisfaction and Absenteeism:

One can find a consistent negative relationship between satisfaction and absenteeism, but the correlation is moderate-usually less than 0.40. While it certainly makes sense that dissatisfied Sales Persons are more likely to miss work, other factors have an impact on the relationship and reduce the correlation coefficient. e.g. Organizations that provide liberal sick leave benefits are encouraging all their Sales Persons, including those who are highly satisfied, to take days off. So, outside factors can act to reduce the correlation.

Job Satisfaction and Absenteeism:

Satisfaction is also negatively related to turnover, but the correlation is stronger than what we found for absenteeism. Yet, again, other factors such as labor market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave one's current job. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the Sales Person's level of performance. Specifically, level of satisfaction is less important in predicting turnover for superior performers because the organization typically makes considerable efforts to keep these people. Just the opposite tends to apply to poor performers. Few attempts are made by the organization to retain them.

Job Satisfaction and Absenteeism:

One can find a consistent negative relationship between satisfaction and absenteeism, but the correlation is moderate-usually less than 0.40. While it certainly makes sense that dissatisfied Sales Persons are more likely to miss work, other factors have an impact on the relationship and reduce the correlation coefficient. e.g. Organizations that provide liberal sick leave benefits are encouraging all their Sales Persons, including those who are highly satisfied, to take days off. So, outside factors can act to reduce the correlation.

Job Satisfaction and Adjustment

It the Sales Person is facing problems in general adjustment, it is likely to affect his work life. Although it is difficult to define adjustment, most psychologists and organizational behaviorists have been able to narrow it down to what they call neuroticism and anxiety. Generally deviation from socially expected behavior has come to be identified as neurotic behavior. Though it may be easy to identify symptoms of neuroticism, it is very difficult to know what causes. Family tensions, job tensions, social isolation, emotional stress, fear, anxiety or any such sources could be a source of neuroticism.

CONCEPTUALIZATION AND OPERATIONALIZATION

Conceptualization It is derived from concept. It is a theoretical or dictionary base definition of a particular concept. Lock (1976) defined job satisfaction as "a pleasurable of positive emotional state, resulting from the appraisal of one's job experience."

CONCEPTUALIZATION AND OPERATIONALIZATION

Operationalization We can defines the job satisfaction in our own words as that Job satisfaction is employee's positive and negative feelings toward his or her work. The employees will be more satisfied if we provide them the environment in which they want to work.

Indicators of Job Satisfaction

Supervision
To a worker, Supervision is equally a strong contributor to the job satisfaction well as to the job dissatisfaction.

CO-WORKERS
Ones associates with others had frequently been motivated as a factor in job satisfaction. Certainly, this seems reasonable because people like to be near their friends.

Salary
Studies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them.

Distance
If the distance between workers residential area and organization is less than the workers will be more satisfied but if the distance is greater than their level of satisfaction will be less.

Relationship among motivation, attitude and Job Satisfaction

AGE
Age has also been found to have a direct relationship to level job of satisfaction of employees. In some groups job satisfaction is higher with increasing age, in other groups job satisfaction is lower and in other there is no difference at all.

MARITAL STATUS
Marital status has an important role in deciding the job satisfaction. Most of the studies have revealed that the married person finds dissatisfaction in his job than his unmarried counterpart. The reasons stated to be are that wages were insufficient due to increased cost of living, educations to children etc.

EDUCATION
Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfaction level. However, educated workers felt less satisfied in their job.

Relationship among motivation, attitude and Job Satisfaction

Working condition
The result of various studies shows that working condition is an important factor. Good working atmosphere and pleasant surroundings help increasing the production of industry. Working conditions are more important to women workers than men workers.

Transportation
If transportation facilities are provided to the employees then they will be more satisfied.

RESEARCH METHODOLGY
What is Research Methodology? Research methodology is a way to systematically solve the research problem. Research Methodology comprises of two words, research and methodology. Research is defined as human activity based on intellectual application in the investigation of matter. The primary purpose for applied research is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe.

RESEARCH METHODOLGY
Methodology can be defined as:  The analysis of the principles of methods, rules, and postulates employed by a discipline"; or  The systematic study of methods that are, can be, or have been applied within a discipline"; or  "A particular procedure or set of procedures."

RESEARCH METHODOLGY
Research Design
A research design is considered as the framework or plan for a study that guides as well as helps the data collection and analysis of data. The research design may be exploratory, descriptive and experimental for the present study. The descriptive research design is adopted for this project.

Research Approach
The research worker contacted the respondents personally with well- prepared sequentially arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct contract is used for survey, i.e., contacting employees directly in order to collect data.

 Sample size
The study sample constitutes 100 respondents constituting in the research area.

 Sampling Area
The study is conducted in employees of different banks.

 Sampling Design
The researcher has used probability sampling in which stratified random sampling is used.

RESEARCH METHODOLGY
Data Collection
For any study there must be data for analysis purpose. Without data there is no means of study. Data collection plays an important role in any study. It can be collected from various sources. We have collected the data from two sources which are given below:  Primary Data  Personal Investigation  Observation Method  Information from correspondents  Information from superiors of the organization

RESEARCH METHODOLGY
Secondary Data
Published Sources such as Journals, Government Reports, Newspapers and Magazines etc.  Unpublished Sources such as Company Internal reports prepare by them given to their analyst & trainees for investigation.  Websites like KOTAKS official site, some other sites are also searched to find data. 

RESEARCH METHODOLGY
Research Instruments
We have used a structured questionnaire as a research instrument tool which consists of open ended questions, multiple choice in order to get data. Thus, Questionnaire is the data collection instrument used in the study. All the questions in the questionnaire are organized in such a way that obtains all the relevant information that is needed for the study.

Analysis of Data
The data are collected through survey and books, reports, newspapers and internet etc., the survey conducted among the employees of different banks. The collected data are analyzed and interrupted using statistical tools and techniques.

Limitation of the Study

   The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy cant be assured. The researcher was carried out in a short span of time, where in researcher could not widen the study. The study could not be generalized due to the fact that researcher adapted personal interview method