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The factors identified as contributing variables towards job satisfaction have been identified
worldwide by different studies. (Jehanzeb et al,. 2012), (Saleem et al,. 2013).However there
is less concern drawn in the context of Sri Lankan Banking industry in identifying the impact
of such variables on the job satisfaction which will ultimately affect the organisational
performance.
Hence this research focuses on identifying whether there is a significant relationship between
the selected variables of working conditions, opportunity for advancement, level of
empowerment, job security and job satisfaction in Sri Lankan Banking industry focusing on
middle level managers in government Banks.
Does opportunity for advancement affects job satisfaction in government banks of Sri
Lanka.
Does level of empowerment affects job satisfaction in government banks of Sri
Lanka.
Does working condition affects job satisfaction in government banks of Sri Lanka.
Does job security affects job satisfaction in government banks of Sri Lanka.
Literature Review
Job satisfaction
Job satisfaction is defined as a positive feeling about one's job resulting from an evaluation of
its characteristics. (Stephen, Timothy & Vohra, 2013). Further, amongst the several
definitions which have been put forwarded by many authors, job satisfaction is defined as
pleasurable, emotional state resulting from appraisal of one's job (Pestonjee, 1991).
Significance of Job Satisfaction
In considering the significance of job satisfaction as a subject to be researched on, the book
"organizational behaviour "states that happy workers whom are satisfied with their jobs are
more likely to be productive workers. Accordingly this derives the importance of job
satisfaction to the organizational success which ultimately results in high organizational
performance.(Stephen, Timothy & Vohra, 2013).This fact has been identified in previous
studies in the Banking industry as well where as it has been identified that high level of job
satisfaction increases employees work involvement and task performance. (Zaman, 2013)
Variables affecting job satisfaction
Many studies in the past have worked on in proving the contributing variables for job
satisfaction such as motivation, fringe benefits, working conditions, participative decision
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making process, job stress, communication, organisational policy & strategy, nature of work,
recruitment and selection procedure etc.It has found that there is a significance relationship
between motivation and job satisfaction in the study conducted in Saudi Arabian public and
private sector Banks. This derives the conclusion that the motivation is a common variable
for both public and private sector Banks to achieve job satisfaction. (Jehanzeb et al., 2012)
In the study of identifying determinants of job satisfaction of Bank employees in
Bahawalpur,the study has identified that there is
proved to be a positive variable towards job satisfaction is not merely sufficient to achieve
high level of job satisfaction in present circumstances (Chowdhary, 2013).
Differences in the factors affecting job satisfaction in public sector Banks in
Comparison with Private sector Banks
In concentrating on the variables which affects job satisfaction in the public sector Banks,
there are several studies which have studied the differences of job satisfying variables in
public sector and private sector. As such factors which satisfy private sector Banks
employees more is pay increments, training and development. Hence it was recommended
for public sector Banks focus more on these two variables in order to enhance the level of job
satisfaction (Sehgal, 2012).
Further, it can be identified that job satisfaction is derived from different variables for private
sector employees and government sector employees. There are certain factors which are
hygiene factors for private sector employees whereas same can be applied as motivational
factors for government employees.Accordingly, government sector employees can be
motivated by achievement, advancement, interpersonal relations, working conditions, policy,
personal life where as private sector Bank employees can be motivated through
achievement,interpersonal relations, supervision, policy (Azash, 2011).
Motivation to work which ultimately derives job satisfaction. Motivation to work is a product
of salary, fringe benefit, efficiency in work, quality supervision, and co-worker relationship
and private sector employees are enjoying these factors more compared to public sector
employees. Further,in absence of such factors in public sector motivation to work is derived
from factors such as job content, self-development, recognition, autonomy, interesting work
(Rashid, 2012).
Factors affecting job satisfaction in Sri Lankan context
Having the factors affecting job satisfaction identified worldwide, the concentration in this
study leads towards studying the link between these variables in terms of Sri Lankan context.
One such studied factor is job stress and it has not been able to establish a strong negative
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relationship between job stress and job satisfaction whereas job stress is an inevitable
phenomena (Harees, 1998).
Some other factors such as payment, happy to work, promotion, subordinatesupervisor
relationship, direction of supervisor, achievement, appreciation, participation in decision,
making, proud to work and enough descriptions as determinants of job satisfaction in Sri
Lankan Banking sector. (Sivesan&Velnampy, 2012).
However, the variables of working conditions, opportunity for advancement, level of
empowerment, job security are not tested empirically in the context of government Banks of
Sri Lanka,focusing on middle level managers.Accordingly,the present research extends the
research focusing on said variables in the context of Sri Lankan government Bank industry.
Development of Hypothesis
Based on the above literature review following hypotheses have been developed.
H5: Sri Lankan culture significantly moderates the relationship between Job
Satisfaction and Working Condition, Opportunity for advancement, level of
empowerment, Job security.
Conceptual Framework
Opportunity for
Advancement
Job Satisfaction
Level of
Empowerment
Job Security
Culture
Source: Authors
Based on the above literature review, wepropose the conceptual model shown in the Figure 1.
As illustratedin Figure 1, Working Condition, and Opportunity for Advancement, Level of
Empowerment, and Job Security are the observed independent variables
Independent Variables
Following are the independent variables which affects the job satisfaction level of the middle
level managers in public sector banks in Sri Lanka.
Working Condition:
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Gerber et al (1998) Defined working condition as: working conditions are created by the
interaction of employee with their organizational climate, and includes psychological as well
as physical working conditions Therefore, we adopt the definition of working conditions as
follows: Working conditions refers to the working environment and aspects of an
employees terms and conditions of Employment ( Ali et al.,2013, p.69, as cited in Gerber et
al., 1998)
The conditions under which a job is performed can be different from those completely
comfortable to those very difficult and dangerous to employees life and health. Difficult
working conditions can be influenced by:
external factors that include climate meteorological conditions, temperature, humidity, drafts,
lighting in the workplace, noise and interference, gases, radiation, dust, smoke and other
harmful factors; (2) subjective factors that include gender an d age of the worker, fatigue,
monotony, unfavourable posture during work, etc.; (3) factors related to the organization of
production such as duration of the work shift, work schedule, working time, work pace,
excessive strain etc (Bakotic & Babic, 2013)
academic arena. It is used rather loosely and not always conceptualized in a very precise
manner. It is often used as a synonym for job-security, which is a related concept, but not
entirely the same. Employment security generally refers to protection against unfair or
unjustified dismissals. According to the most commonly used definition, employment
security means that workers have protection against arbitrary and shortnotice dismissal from
employment, as well as having long-term contracts of employment and having
employment relations that avoid actualisation (ILO 1995, p.18).
Dependent Variable
Job Satisfaction:In the proposed study, job satisfaction is taken as the dependent
variable.There are various factors affecting job satisfaction. In the proposed study working
condition, opportunity for advancement, level of empowerment and job security are
considered as the factors which affects positively on job satisfaction.
Moderator
Culture:
Schhneider (1983) describes organizational culture as value systems and assumptions which
guide the way the organization runs its business. Desatnic et al. (1986) define culture as the
personality of the organization. According to Gutkinecht and Milller (1990) culture
represents the organizations soul, purpose and foundation. Kerego and Muthupha (1997)
describe that organization and people positively influence one another to achieve better
results. He argues that employees in the organization are the role model and because of them
organizations become more successful.
Methodology
managers (assistant manager, deputy manager, manager, senior manager & chief manager
levels) working in public sector banks of Sri Lanka. There are four public sector banks
operating in Sri Lanka namely; Peoples Bank, Bank of Ceylon, National Savings Banks and
State Mortgage and Investment Bank. Out of these four banks, three of them have more than
50 branches island-wide namely; Peoples Bank, Bank of Ceylon and National Savings
Banks, thus these three banks were chosen for the proposed study. This study will focus on
working condition, opportunity for advancement, job security and level of empowerment
asindependent variables and job satisfaction is considered as the dependent variable. Purpose
of the study is to determine a relationship among these measured variables
&Saunders,
2007) and an employee will be treated as the sample unit. Stratified sampling technique will
be used to gather data. The sample selected will be based on bank and gender.
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List of References
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Employeesproductivity In Manufacturing Companies In Sub-Saharan African Context: Case
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Azash, S. M., Safare, R., & Kumar, M. S. (2011). The Motivational Factors And Job
Satisfaction: A Study On Selected Public And Private Sector Bank Employees In Kadapa
District, Andhra Pradesh. International Refereed Research Journal, 2(4), 161-168.
Bakoti, D., &Babi, T. (2013). Relationship between Working Conditions and Job
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Carless, S.A. (2004), Does psychological empowerment mediate the relationship between
psychological climate and job satisfaction?, Journal of Business and Psychology, Vol. 18,
pp. 405-25.
Chowdhary, B. (2013). Job Satisfaction Among Bank Employees: An Analysis Of The
Contributing Variables Towards Job Satisfaction. International Journal of Scientific &
Technology Research, 2(8).
Harees, M. (1998).Impact of job stress on job satisfaction among the middle managers of the
commercial banking sector.
ILO. (2001) "Employment Security: Conceptual and Statistical Issues," Geneva:International
Labour Office.
Jehanzeb, K., Rasheed, M. F., Rasheed, A., &Aamir, A. (2012).Impact of rewards and
motivation on job satisfaction in banking sector of Saudi Arabia.International Journal of
Business and Social Science, 3(21), 272-278.
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Lewis, P., Thornhill, A., & Saunders, M. (2007).Research methods for business
students.Pearson Education UK.
Osibanjo, A. O., Salau, O. P., &Falola, H. O. (2014).Modeling the Relationship between
Motivating Factors; EmployeeRetention; and Job Satisfaction in the Nigerian Banking
Industry.Journal of Management Policies and Practices, 2(2), 63-83.
Pestonjee, D. M. (1991).Motivation and job satisfaction. Delhi: Macmillan Indian.
Rashid, S., & Rashid, U. (2012). Work motivation differences between public and private
sector. American International Journal of Social Science, 1(2), 24-33.
Saleem, S., Majeed, S., Aziz, T., & Usman, M. (2013).Determinants of job satisfaction
among employees of banking industry at Bahawalpur.Journal of Emerging Issues in
Economics, Finance and Banking, 1(2), 150-162.
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private & public sector bank (Axis Bank & UCO Bank).International Journal of Marketing,
Financial Services & Management Research, 1(7), 124-146.
Schneider, B. and Synder, R.A. (1975), Some relationship between job satisfaction and
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Velnampy, T., & S Sivesan, P. (2012). Determinants of Employees Job Satisfaction: A Study
of Banking Industries in Sri Lanka. Global journal of management and business research,
12(22).
Zaman, M. Job Satisfaction &Bankers Turnover: A Case Study on Bangladesh Commerce
Bank Limited.
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