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BANKS IN MUSCAT
A Thesis
submitted in partial fulfilment of the requirements for
the award of the Degree of
DEPARTMENT OF MANAGEMENT
WALJAT COLLEGE OF APPLIED SCIENCES
In academic partnership with
BIRLA INSTITUTE OF TECHNOLOGY
MUSCAT, SULTANATE OF OMAN
2017
Declaration Certificate
This is certify that the work represented in the thesis entitled “STUDY
ON JOB SATISFACTION AMONG EMPLOYEES OF BANKS IN
MUSCAT” in partial fulfillment of the requirement for the award of
degree of Executive Master of Business Administration of Birla
Institute of Technology Mesra, Ranchi is an authentic work carried out
under my supervision and guidance.
To the best of my knowledge, the content of this thesis does not form a
basis for the award of any previous Degree to anyone else
Certificate of Approval
The foregoing thesis entitled “STUDY ON JOB SATISFACTION
AMONG EMPLOYEES OF BANKS IN MUSCAT ”, is hereby
approved as a creditable study of research topic and has been presented
in satisfactory manner to warrant its acceptance as prerequisite to the
degree for which it has been submitted.
Human resource occupy the heart of organization. Job satisfaction is one of the most important
topic that have been under spot by researchers and experts in the field of management, this is
because job satisfaction has a direct impact on the affectivity and productivity of the individuals,
team and organization. This study is another contribution in this area of human resource
management and it aims to measure the level of job satisfaction among employees of Bank of
Musqat Oman, identify the reason behind the differences in performance among the employees,
correlate between job satisfaction and job performance among the employees and make
suggestions and recommendations to help each greater job satisfaction.
Table of contents
Chapter Page
No. Chapter Title No.
1.1 Introduction: 7
Chapter 1.2 Problem Statement 9
No. 1 1.3 Significance of Study 10
1.4 Objectives of the Study 10
1.5 Scope of the Study 11
1.6 Literature Review: 11
Chapter 1 Introduction and 1.7 Theoretical Concepts and
Literature review Framework 14
Chapter 2.1 Research Design: 16
No. 2 2.2 Sampling design 17
2.2.2 Sample size 17
2.3 Data collection methods 18
2.4 Analysis of Data: Tools and
techniques 18
2.5 The tools for the quality of
the research 20
Chapter 2 Research Metholodgy 2.6 Limitation of the study: 21
Chapter 23
No. 3
Chapter 3 Results and Discussion 3.1 Findings of the study 23
Chapter 4.1 Descriptive Tests 24
No. 4 4.2 Correlation Test 40
CHAPTER 4: RESULTS AND 4.3 Regression Test 46
ANALYSIS 4.4 Reliability Test 57
Chapter
No. 5 CHAPTER 5: DISCUSSION AND
CONCLUSION 5.1 Recommendations 59
References 61
Chapter – 1: Introduction & Literature Review
Introduction:
The job satisfaction of employees is a very important factor and it can be determined through
different factors. The job satisfaction plays an important role in any organization. The
performance of any organization and sense of achievement of employee’s are directly linked
with the job satisfaction and job satisfaction among employees leads to the productivity and
performance of and individual organizations.
The economy of any country is based on the development of their banks either private or public.
The government polices plays an important role for the development of any organization. The
banks of any country have direct involvement in the development of economy of the country. In
Muscat number of private and public banks are working and they plays an important role in
various filed which involve in the development of economy of the country and also working on
different developing programs and working hard for quality service. The employees working in
banks of Muscat plays vital role in the development of country (Bora, J. 2014).
In this thesis we will study the effect of job satisfaction on the development of the country. The
job satisfaction is a feeling which is based on the pleasure and happiness of the individual which
they get from their work (“Bradely and Brain”, 2003). The level of job satisfaction can be
measured by the attitude of the individual towards their job.The few things which help to
measure the job satisfactions are, salary, benefits of job, manager behavior, working
environment, compensation, time schedule and relationship with coworkers.
The level of job satisfaction served as a motivational factor and it has a strong impact on the
performance of the employee. It is considered as an important indicator of well-being of an
employee. If the employee is satisfied with his job then he perform well so we can say that the
job satisfaction effect the performance of any organization. The term job satisfaction can be used
to describe the contentment of an employee with his job. The level of job satisfaction can help to
determine the point of view of employees for their work and it is also help to define the sense of
achievement and success for their workers. The worker’s sense of accomplishment is directly
with the productivity, well-being and performance at their job. For the success of any
organization and survival of the organization it is necessary that organization must have a team
of long term motivated employees because with the help of motivated employees an organization
can achieve its goals and make itself a competitive advantage in market place (“Goulet, & Frank,
, 2002).
Job satisfaction was first introduced by Hoppock in 1935, before that there is not any accepted
definition for on satisfaction. Different definitions are there for job satisfaction defined by
different researchers and scholars. The job satisfaction level is based on the psychological,
environmental and behavioral effects. The behavior of employee towards their job and
relationship with other employees working in bank has strong effect on the level of job
satisfaction.
The main role involve in the level of job satisfaction is the leadership behavior. The leadership
behavior is very important for job satisfaction because leader plays very important for the
motivation of employees. The leader can motivate his employee to work hard and he can help to
create a friendly environment within the organization. If employee feel an attachment with
organization and he gets attacked towards the organization then they will perform well and put
extra to achieve the goals of the organization (Grorge and Jones, 2008).
The main purpose of this study is to observe the job satisfaction level among the employee
working in Muscat bank. The sample size of study comprises of 400 employees 200 from public
bank and 200 from different private bank. The result will be discussed and compared after
collection of data. The data will be analyzed by using computer software called SPSS. The
significant effect and the impact of independent variables on job satisfaction will be discussed.
The availability of resources and working environment and have significant impact on the
satisfaction of employees and have great contribution to the organization. It is also has great
impact on the job security of employees, requirement for extra efforts, opportunity to learn and
recognitions has great impact on the employees’ satisfaction in different bank of Muscat.
The relationship with worker and coworkers is also very important for the job satisfaction. The
access to information, benefits of job and requirement of hard work has great impact on overall
job satisfaction of employees in public and private bank of Muscat. Our conclusion of results we
observed that few employees are satisfied with their job and have balance work life. The job
satisfaction behavior will be analyzed on the basis of their working hour, their responsibilities
and job requirements.
In second chapter of the thesis we will discuss our research design and method which are used to
study the job satisfaction level among bank employee in Muscat. Then we will talk about the
sampling design and data collection.Two different methods will be used for data collection one is
primary data collection and second one is secondary data collection. In primary data collection
we will use survey questionnaire.
The questionnaire will be distributed among 400 bank employee working in bank of Muscat. For
comparison we will take 200 employees from public bank and 200 from private bank. In
secondary method we will use internet source and books for data analysis. The limitation of the
study will also be discussed in chapter two. In chapter three we will discuss our results. The
result of our findings of the study and discussion for our findings will be discussed. In chapter
four we will conclude our whole discussion. In chapter five we will propose some
recommendation and recommendation will be proposed on the basis of our findings. The future
plan for the research will also discussed in chapter five. The sample of the questionnaire will be
presented at the end in the appendix of the thesis.
The job satisfaction of staff represents their positive attitudes or feelings towards their job and
company. Because it is often said that “A HAPPY EMPLOYEE IS A PRODUCTIVE
EMPLOYEE”. Job satisfaction is an important technique which can be used to motivate the
employees, so they work hard and put their best. Job satisfaction is considered as a most complex
area which is faced by managers especially when it comes to their employee’s management. The
job satisfaction has a large impact on the motivation of the employees and it is demonstrated in
many studies.
If the employees are less motivated then it will affect the productivity of the organization and
hence has effect on the performance of the business of organization. Unfortunately, the job
satisfaction in our region is not received any proper attention not from managers of different
organization and not from research scholars. It is a complex area which needs attention from
government and scholars as well.
The most emerging and important topic is job satisfaction which is under spot and need attention
of scholars and researchers in the fields of psychology, management and other fields as well. It
needs attention because this area has direct impact on the performance and productivity of the
teams, individual and organizations and performance of the employees will lead the organization
to the competitive advantages. Job satisfaction has great contribution in the field of human
resource.
The aim of the research is to measure the job satisfaction level among employees, correlation
between job satisfactions, identification of the reason behind the performance difference among
employees, performance of job among employees. The recommendations and suggestions are
made on the basis of greater job satisfaction.
Working Environment
Time Schedule
Working Hours
Pay/Salary
Job Security
Reward scheme/ Promotion system
Relation with supervisor and co-workers
Employee participation in decision-making
Working Environment
Time Schedule
Working Hours
Pay/Salary
Employee participation
in decision-making
1.3. Literature Review:
In 1935, Hoppock was the first researcher who presented this idea of job satisfaction in his book
“Job Satisfaction” (Hoppock, 1935). According to his research he considered job satisfaction is
based on number of interrelated factors like, psychology, environmental and physiology. These
factors are very helpful to create awareness about job satisfaction among employees.
A positive attitude on performance and productivity and affectivity can be reflected by the
employee if we considered these factors. Hoppock adopted this approach after analyzing and
examining thrity five case studies and different researches which are done before 1933.
If the level of job satisfaction is high the positive consequences can be observed on individuals,
team and organization said by Rue in 2003. The absenteeism and level of job satisfaction are
inter linked, they link inversely with each other like if the level of job satisfaction is high then
absenteeism rate will be low it is because if the employee feel satisfied with his job then he will
prefer to work always.
Punctuality and regularity of employees depends on the level of job satisfaction because they
show commitment, belongingness and loyalty towards their company. It is stressed by Rue; the
performance result is not directly related with job satisfaction but it is related with the stability of
the outcome and it will overcome the factors which are reason of demotivation and promote
motivation among employee (“Rue and Byars”, 2003).
In 1976 Locke presented a theory in his book which is based on job performance and job
satisfaction. The theory was about the goal setting ad job performance which addresses the issue
that goal of an organization is to get job satisfaction among their employees. He mentions that,
this goal can be created if the organization adopts a system of policy about financial incentive
and non-financial incentives. Or we can say that the company needs to introduce a system in
which employee, individual or team gets appreciated if they achieve the goals. The reward must
be sufficient and effective.
The company should provide equal opportunity and develop a relationship between employees.
The growth rate the pay, pension and other working conditions must be balanced because this
balance is very important and it can help to improve job satisfaction among employee. The level
of job satisfaction is also depends on the nature and type of the job itself.
The management style and the personality of managers and employees also effect the job
satisfaction. If the company has a suitable environment then it will promote the job satisfactions
which can helps to encourage the potential of employees, their skills and abilities can also be
improved if the level of job satisfaction is high which help the organization to achieve its goals
and become a competitive player in the market place.
In 1997, Spector present his views about job satisfaction, he said that the job satisfaction is a
collection of negative and positive sentiment, feelings and emotions which plays an important
role and will help to reflect the ideas and views about the work duty of workers and employee of
organization.
This idea is generally deal with the attitude of employee towards the organization. It is act a
mirror and reflect the views about job satisfaction of workers and help to unmask the feeling and
emotion of employees about job satisfaction and gives information about every aspects and
elements which are related to the occupation. It also reflects the employee relationship with his
colleagues and managers. The views about pension, pay conditions and working environment
can also be reflected through job satisfaction.
The main motivation among the employees which can drives their job satisfaction is lie behind
the achievement, success, growth and prosperity (“Kaliski”, 2007),. In the field of management it
is required to achieve the highly productive goals, the employee must be highly satisfied and
intelligent who can deal with every situation. The company performance is also depends on the
loyalty of employee and also on the eagerness of the employee. If the company has loyal staff he
can achieve its goals very easily.
In 2005 David Peter presented his research on job satisfaction and motivation. He presented his
research on variable which are based on different nationalities. The outcome of his research was
that, the British and non-British facing same issue of job satisfaction and motivation towards
their jobs.
But a contradict has been observed when a researcher Ahmed Sami presented his research in
2000 and according to him in Saudi Arabia it is found that the Saudi nationals show less
motivation towards their jobs but non-Saudi working in Saudi Arabia was greatly motivated even
in the presence of language barrier because Saudi national do not speak English language at their
work place or organizations.
The satisfaction level and dissatisfaction level of jobs among people can be observed through
their attitude towards their jobs because job satisfaction is considered as a belief of people and
collection of feeling of people they have towards their job.
The degree of satisfaction level can have its extreme high value and extreme low value among
people (George et al., 2008). The extreme high value leads to the satisfaction of jobs and extreme
low value leads to the dissatisfaction of job among people. Job satisfaction can be represented
through feeling of people that appears during their job.
If a person is dissatisfied with his job then many negative thoughts appear on his mind related
job such that he may suffer with lack of loyalty, the absentees’ ratio may be increased and
different kind of accidents related to job may increase. In 1997 Spector describes thee features
for job satisfaction and which are considered very important for job satisfaction and these
features are; the first one is related with the human values; if any organization value their
employee and regard them they will work hard and put their extra effort to achieve the goal of
organization.
The effectiveness of employees is also very important for job satisfaction because if an employee
has doing his duties with efficiency and perfection he may expect some reward from company as
well. The company needs to admire his hard work and reward him.
The fair treatment of employee and assessment of job satisfaction may help to indicate he
effectiveness of employees. The good mental and emotional state of employees can also
observed from the level of job satisfaction because the employee who is motivated and perform
their duties with dedication then he has some emotional attachment with the organization and
which may help to achieve high level of job satisfaction. The second and most important factor
of the Spector theory is the behavior of employees (Candan, 2013).
The behavior is very important factor for the job satisfaction. If the employee shows good
behavior during job it will show activities which are in favor of business of organization. The
positive behavior is also a key element of job satisfaction. The third and final point of Spector
theory is impact of job satisfaction on the growth of organization’s business. If the employees are
highly motivated and satisfied with their job then it will boost the performance of the
organization because it serves as an indicator for the growth of organization.
Job satisfaction is a very important issue among managers and it occupies a significant position
in management filed. It is because the performance of the employee depends on the satisfaction
of employee with his job and employee is satisfied then he will perform well and fulfill his duties
with dedication. Job satisfaction means that the person likes his jobs and happy with his jobs and
it duties. In 1935, Hoppock introduce this term for the first time and before that there is not any
accepted definition for job satisfaction (Hoppock, 1935).
Different definitions are there for job satisfaction defined by different researchers and scholars.
The definition of job satisfaction according to Hoppock is, he said job satisfaction is based on
collection of interrelated factors and these factors are,
Physiology
Psychology
Environment
The job satisfaction is may also considered as a substance and core responsibility dealing with
obligations and role of workers in workplaces. The concept of job satisfaction is directly
connected with the feelings, attitude, and behavior of worker at their work places. It is one of the
most important issues which is need to be considered by the scholars and researcher. It has direct
impact on the performance and efficiency of the organization. The performance of an
organization will lead him to achieve his goals and become a competitive player in the market
place.
The motivation plans will be set for the employees and role of some interested parties will also
be considered. The insight plans will also introduced which can help to improve also deal with
the employees and motivate them so they will perform their duties with dedication.
Highly satisfied employee performs good and dissatisfied employees do not take interest in their
job. The aim of this study is make a correlation between job performance and job satisfaction
among the employees working in bank of Muscat. The suggestion and recommendation will also
made on the basis of our finds and they may help to improve the job satisfaction level among the
bank employee in Muscat.
1.6. Hypotheses
Based on the literature review and framework of the research project, following hypotheses have
been formulated.
H1: Working environment of the employee has direct relation with job satisfaction
H2: Time Schedule at the work place has direct relation with job satisfaction
H3: Working hours of the employee has direct relation with job satisfaction
H4: Pay or Salary of the employee has direct relation with job satisfaction
H5: Job security of the employee at organisation has direct relation with job satisfaction
H6: Reward / Promotion system of the organisation has direct relation with job satisfaction
H7: Relation of employee with supervisor & colleagues has direct relation with job satisfaction
H8: Employee participation in decision-making has direct relation with job satisfaction
Our study is limited to only one bank of the country, bank of Muscat. The bank of Muscat is a
largest bank of the conurty but in our servay we cannot analyze the level of job satsifaction
aomng every employee of bank in the country because the performance and productivity level is
different for every employee and their job satisfaction level.
The values for Cronbach’s Alpha is shown in table 1 and it is calculated for independent varaible
and dependent variable.
Reliability Statistics
.942 9
The Cronbach’s alpha value should be more than 0.7 and in this research Cronbach’s alpha value
is 0.942 which indicate that this research, its variables, scales used for developing questionnaire,
etc. all are highly reliable.
Cumulative
Frequency Percent Valid Percent Percent
Cumulative
Frequency Percent Valid Percent Percent
Total 36.7% of respondents responded that Bank Muscat’s supervisor provide feedback to
employees at a right time for making improvement in performance, and in this way, employees
learn a lot, which is also a key to job satisfaction.
Cumulative
Frequency Percent Valid Percent Percent
Total 36.7% of respondents responded that Bank Muscat provide them a friendly environment at
workplace, and in this way, employees always remain motivated and show commitment and both
are key to job satisfaction.
Cumulative
Frequency Percent Valid Percent Percent
Total 36.7% of respondents responded that Bank Muscat provide motivating office environment
all the time so that employees complete their routine tasks in an efficient manner; without
motivation, bank’s tasks become boring.
Cumulative
Frequency Percent Valid Percent Percent
Total 43.3% of respondents responded that Bank Muscat’s managers communicate roles and
responsibilities openly to all employees, so they work on them. By defined roles, bank do not ask
them for doing anything additional without getting a payment of it, and it lead towards employee
satisfaction with job.
Cumulative
Frequency Percent Valid Percent Percent
Total 36.7% of respondents responded that Bank Muscat communicate organizational goals and
objectives clearly to me, due to which employees get motivated for the achievement of these
goals, and it lead towards gaining of satisfaction of employees with job because managers
consider them important to share goals and objectives.
Total 43.3% of respondents responded that Bank Muscat is providing working hours, and it lead
towards work-family domain balance, which lead towards job satisfaction.
Q8. By working in this way, I am able to keep a balance between work-family life
domains.
Cumulative
Frequency Percent Valid Percent Percent
Total 53.3% of respondents responded that employees of Bank Muscat are successfully keeping
a balance between work-family life domains, which always give a satisfaction to employees.
Q9. My supervisor understands my problem and allow me to change the time schedule in
accordance with family requirements.
Cumulative
Frequency Percent Valid Percent Percent
Total 43.3% of respondents responded that supervisor of Bank Muscat understand employee
problems due to which working schedule is set in accordance to family requirements, and this
factor lead towards satisfaction of employees with job, and they do not think to switch their job
towards other employers.
Q10. I change my time schedule in accordance to the level of work and level of stress.
Cumulative
Frequency Percent Valid Percent Percent
Cumulative
Frequency Percent Valid Percent Percent
Total 46.7% of respondents responded that company offer job a 9am-5pm only, due to which
employees remain satisfied that after these timings, then can spend their own lives.
Cumulative
Frequency Percent Valid Percent Percent
Total 43.3% of respondents responded that they never sit late at job, and it’s a key that
employees remain satisfied with this job because after job timings, they can live their own
personal life; family, education, spare time for fun, etc.
Cumulative
Frequency Percent Valid Percent Percent
Cumulative
Frequency Percent Valid Percent Percent
Total 33.3% of respondents responded that they are getting performance based salary. In the
current economic condition of country, if employees think that they are getting pay equal to
performance and effort, then it must gain their satisfaction.
Cumulative
Frequency Percent Valid Percent Percent
Total 46.7% of respondents responded that every year, Bank Muscat increase employee salary,
which indicate about the company’s concern for employees. With the passage of time,
employee’s needs increase and they need more salary, due to which Bank Muscat personally
increase salary every year.
Cumulative
Frequency Percent Valid Percent Percent
Total 40% of respondents responded that monetary rewards increase salary of employees which
indicate that monetary rewards help employees in the fulfilment of personal life needs, which
lead towards gaining of their satisfaction with job. Rewards always gain motivation, and it’s a
key to satisfaction.
Q17. The company is offering free medical facilities that are also a part of salary
Cumulative
Frequency Percent Valid Percent Percent
Total 56.7% of respondents responded that Bank Muscat is offering free medical to employees
and it’s a satisfaction to them, otherwise medical charges are much higher in Oman.
Cumulative
Frequency Percent Valid Percent Percent
Total 53.3% of respondents responded that job is permanent in company, and it’s a fact that
permanent job act like a job security which act like a key to employee satisfaction with job.
Q19. During the time of the disturbed economic condition of the country, job security is a
blessing.
Cumulative
Frequency Percent Valid Percent Percent
Total 60% of respondents responded that in the current economic condition of country, when it is
difficult to get a new job, and without having a job, one cannot fulfil family needs, permanent
job is truly a blessing, and it’s a reason of employee satisfaction with Bank Muscat.
Q20. The company took a time of one year to permanent its employees on the basis of
performance evaluation, and it’s a good system.
Cumulative
Frequency Percent Valid Percent Percent
Total 56.7% of respondents responded that Bank Muscat permanent employees after 1 years on
the basis of their performance, and no discrimination is done on this system, which is good that
only high performers stay in company, and it satisfy all employees.
Cumulative
Frequency Percent Valid Percent Percent
Cumulative
Frequency Percent Valid Percent Percent
Total 50% of respondents responded that rewards are given only on the basis of abilities of
employees, without any favoritism, and it satisfy employees at workplace.
Cumulative
Frequency Percent Valid Percent Percent
Cumulative
Frequency Percent Valid Percent Percent
Total 50% of respondents responded that both co-workers and supervisors motivate employees at
Bank Muscat; motivating environment always satisfy employees because it develop friendly
environment.
Cumulative
Frequency Percent Valid Percent Percent
Cumulative
Frequency Percent Valid Percent Percent
Total 50% of respondents responded that co-workers and supervisors are highly responsible, and
it’s a fact that responsible staff make other employees also responsible, and overall satisfaction
with workplace improve.
Cumulative
Frequency Percent Valid Percent Percent
Cumulative
Frequency Percent Valid Percent Percent
Total 43.3% of respondents responded that both of their supervisors and co-workers are very
encouraging, and encouraging environment motivate every time, and lead towards satisfaction.
Q29. Managers always ask employees for suggestions before taking a decision.
Cumulative
Frequency Percent Valid Percent Percent
Q30. Employees are appreciated and encourages to share their ideas so that best
decisions can be taken by company.
Cumulative
Frequency Percent Valid Percent Percent
Total 46.7% of respondents responded that employees always gain appreciation and
encouragement by managers on sharing of ideas, and it’s a reason of employee satisfaction,
because they are allowed to participate in companies decision-making.
Correlations
Working
Environment Job Satisfaction
N 30 30
Job Satisfaction Pearson Correlation .525** 1
N 30 30
Correlation value should exist between +1 and -1. The above-mentioned table shows that
working environment as an independent variable of research has 0.525 correlation with job
satisfaction, which indicate that positive correlation exist between working environment and job
satisfaction.
Correlations
N 30 30
N 30 30
Correlations
N 30 30
N 30 30
Correlation value should exist between +1 and -1. The above-mentioned table shows that
working hours as an independent variable of research has 0.378 correlation with job satisfaction,
which indicate that positive correlation exist between working hours and job satisfaction.
Correlations
N 30 30
N 30 30
Correlation value should exist between +1 and -1. The above-mentioned table shows that
pay/salary as an independent variable of research has 0.441 correlation with job satisfaction,
which indicate that positive correlation exist between pay/salary and job satisfaction.
Correlations
N 30 30
N 30 30
Correlations
Reward
Scheme/Promotio
Job Satisfaction n System
N 30 30
N 30 30
Correlation value should exist between +1 and -1. The above-mentioned table shows that reward
scheme or promotion system as an independent variable of research has 0.510 correlation with
job satisfaction, which indicate that positive correlation exist between reward scheme/ promotion
system and job satisfaction.
Correlations
Relation with
Supervisor and
Job Satisfaction Coworker
N 30 30
N 30 30
Correlation value should exist between +1 and -1. The above-mentioned table shows that relation
of employees with supervisor and co-workers as an independent variable of research has 0.597
correlation with job satisfaction, which indicate that positive correlation exist between relation of
employees with co-workers and supervisor and job satisfaction.
Correlations
Employee
Participation in
Job Satisfaction Decision Making
N 30 30
Correlation value should exist between +1 and -1. The above-mentioned table shows that
employee participation in decision-making as an independent variable of research has 0.644
correlation with job satisfaction, which indicate that positive correlation exist between employee
participation in decision-making and job satisfaction.
Working Environment
Model Summary
Value of adjusted R square is 0.250 which indicate that working environment can affect job
satisfaction by 25%.
ANOVAa
Total 6.276 29
Significance value is less than 0.50 and value of F is greater than 4, and both indicate about the
significant impact of working environment on job satisfaction.
Coefficientsa
Unstandardized Standardized
Coefficients Coefficients
Working
.300 .092 .525 3.268 .003
Environment
Beta value is 0.525 that indicate about 52.5% impact of working environment on job satisfaction.
Time Schedule
Model Summary
Value of adjusted R square is 0.116 which means the impact of time schedule on job satisfaction
of employees.
ANOVAa
Total 6.276 29
Significance value is less than 0.50 and F value is greater than 4, which indicate about the
significant relationship between time schedule and job satisfaction.
Coefficientsa
Standardized
Model Unstandardized Coefficients Coefficients t Sig.
B Std. Error Beta
Beta value is 0.382 which indicate that 38.2% impact time schedule have on job satisfaction of
employees.
Working hours
Model Summary
Value of adjusted R square is 0.112 which indicate about the relationship existence between
working hours and job satisfaction.
ANOVAa
Total 6.276 29
a. Dependent Variable: Job Satisfaction
Significance value is less than 0.50 and F value is greater than 4, which indicate about presence
of significant relationship between working hours and job satisfaction.
Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Value of beta is 0.378 which indicate that 37.8% impact working hours have on job satisfaction.
Pay/ Salary
Model Summary
ANOVAa
Total 6.276 29
Significance value is less than 0.50 and value of F is greater than 4 which indicate about the
presence of significant relationship between both variables.
Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Value of beta is 0.441 which means that 44.1% impact pay/ salary have on job satisfaction of
employees.
Job security
Model Summary
Adjusted R square value is 0. 149 which indicate about the relationship existence between both
job security and job satisfaction.
ANOVAa
Total 6.276 29
Significance value is less than 0.50 and value of F is greater than 4, which indicate about the
presence of significant relationship between job security and job satisfaction.
Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Value of beta is 0.422 which indicate that 42.2% impact job security have on job satisfaction.
Model Summary
Value of adjusted R square is 0.234 which indicate about the presence of relationship between
reward scheme/ promotion system and job satisfaction.
ANOVAa
Significance value is less than 0.50 and F value is greater than 4 which indicate about the
presence of significant relationship between reward scheme/ promotion system and job
satisfaction.
Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Reward
Scheme/Promotion .420 .134 .510 3.141 .004
System
Value of beta is 0.510 which indicate about the 51.0% impact of reward scheme/ promotion
system on job satisfaction.
Model Summary
Std. Error of the
Model R R Square Adjusted R Square Estimate
Value of adjusted R square is 0.334 which indicate about the existence of relationship between
relation with supervisor and coordinator, and job satisfaction.
ANOVAa
Total 6.276 29
Value of significance is less than 0.50 and F value s more than 4 which indicate about the
presence of significant relationship between both relation with supervisor and co-workers and
job satisfaction.
Coefficientsa
Unstandardized Standardized
Coefficients Coefficients
Relation with
Supervisor and .482 .122 .597 3.942 .000
Coworker
Value of beta is 0.597 which indicate about the 59.7% impact of relation with supervisor and
coworkers on job satisfaction of employees.
Model Summary
Value of adjusted R square is 0.393 which indicate about the presence of relationship between
employee participation in decision-making and job satisfaction.
ANOVAa
Total 6.276 29
a. Dependent Variable: Job Satisfaction
Significance value is less than 0.50 and value of F is greater than 4 which indicate about the
presence of significant relationship between employee participation in decision-making process
and job satisfaction.
Coefficientsa
Unstandardized Standardized
Coefficients Coefficients
Employee Participation
.398 .090 .644 4.450 .000
in Decision Making
Value of beta is 0.644 which indicate the 64.4% impact of employee participation in decision-
making on job satisfaction.
3.2. DISCUSSION AND CONCLUSION
This research topic of “STUDY ON JOB SATISFACTION AMONG EMPLOYEES OF
BANKS IN MUSCAT” has selected by keeping in mind the success of Bank Muscat in Oman
which is all due to the customer satisfaction with the bank. Customer satisfaction is very difficult
to gain in the case of services providing companies, and banks are one of them, but if it is
gaining customer’s satisfaction, then it is important to investigate the reasons because customer
satisfaction can only be gained when employees of a company are personally satisfied with the
bank (Millán, Hessels, Thurik, & Aguado, 2013). It is a reason that research topic of
determination of job satisfaction of Bank Muscat employees has selected.
Chapter 4: Conclusion
Literature has collected on the topic of job satisfaction of employees at workplace, and it is
analyzed that time schedule, working hour, salary, working environment, job security, reward
scheme, relation with supervisor and with co-workers, scheme for promotion, participation of
employees in process for decision making are the factors that directly affect job satisfaction of
employees at workplace (Mafini & Dlodlo, 2014; Safi & Arshi, 2016). By keeping these factors
as the independent variable of research and job satisfaction as the dependent variable, the
questionnaire has developed that is analyzed by using SPSS software.
Results have explained that Bank Muscat employees are satisfied with job because this company
is providing them comfortable working environment, time schedule that keeps a balance between
work and family life, specific working hours, competitive and performance-based salary, job
security in the form of permanent job, equality in promotion, strong relationship with co-workers
and supervisors, and most importantly allow employees to give suggestions for decisions of
company. In this way, company gain job satisfaction of employees and always make efforts to
serve customers in the best manner for gaining and retaining maximum market share. These
results have successfully achieved research objectives of the study.
Chapter 5: recommendations and directions of future ressearch
5.1 Recommendations
Bank Muscat possess a lot of leaders due to which it is suggested to them that for new
employees, transformational leadership style should be used so they will learn to do their
tasks in their own manner, because bank’s tasks demand high level of responsibility, due
to which in the beginning, delegation of power and authority should not be given to them.
For existing employees, when the company makes employees permanent after 1 year,
then a delegation of power and authority should be given to employees, which increase
employee engagement, motivation, and commitment that further lead towards gaining of
job satisfaction.
‘Employee of the month’ scheme for giving rewards should be used by Bank Muscat for
every department and a reward should be monetary so that best performer’s monthly
salary increase due to hard work of whole month. It will increase employee motivation
and commitment for the achievement of company’s goals and achieve the reward, which
results in employee satisfaction and will lead the organization towards success.
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Safi, Mohammad-Hossein, & Arshi, Shahnam. (2016). The Relationship between Perceived
Organizational Justice and Organizational Commitment with Job Satisfaction in Employees of
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Kaliski, B. S. (2007), Encyclopedia of Business and Finance, Second edition. Thompson Gale,
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Annexure
QUESTIONNAIRE
Job Satisfaction among Bank Muscat Employees
Dear Sir/Madam
The following questionnaire is a part of the study undertaken during my ……... The
information provided by you will be kept confidential, will be used for academic purpose
only, and shall not be used for any commercial purpose.
Section A
This part of the survey deals with your expectations on working environment of your company.
Please show the extent to which you think your working environment possess following
attributes described by each statement. If you strongly agree, tick the number 5. If you strongly
disagree, tick the number 1.
Working Environment
SL Statement 1 2 3 4 5
1 Company provide comfortable environment for work.
SL Statement 1 2 3 4 5
7 My company is providing flexible working hours to
me.
8 By working in this way, I am able to keep a balance
between work-family life domains.
9 My supervisor understands my problem and allow me
to change the time schedule in accordance with family
requirements.
10 I change my time schedule in accordance to the level of
work and level of stress.
Section C
The following set of statements relates your working hours. If you strongly agree, tick the
number 5. If you strongly disagree, tick the number 1.
Working hours
SL Statament 1 2 3 4 5
Section D
The following set of statements relates your pay/salary. If you strongly agree, tick the number 5.
If you strongly disagree, tick the number 1.
Pay/Salary
SL Statement 1 2 3 4 5
Section E
This part of the survey deals with your job security in your company. Please show the extent to
which you think your company possess following attributes described by each statement. If you
strongly agree, tick the number 5. If you strongly disagree, tick the number 1.
Job security
SL Statement 1 2 3 4 5
Section F
This part of the survey deals with reward system of your company. Please show the extent to
which you think your company possess following attributes described by each statement. If you
strongly agree, tick the number 5. If you strongly disagree, tick the number 1.
Reward scheme/ Promotion system
SL Statement 1 2 3 4 5
Section G
This part of the survey deals with your Relation with supervisor and co-workers. Please show the
extent following attributes described by each statement. If you strongly agree, tick the number 5.
If you strongly disagree, tick the number 1.
Relation with supervisor and co-workers
SL Statement 1 2 3 4 5
Section H
This part of the survey deals with employee participation in decision making. Please show the
extent to which you think your company possess following attributes described by each
statement. If you strongly agree, tick the number 5. If you strongly disagree, tick the number 1.
Employee participation in decision-making
SL Statement 1 2 3 4 5
Section I
The following set of statements relates to your feelings about your satisfaction. For each
statement, please show the extent to which you believe that your company has offered attributes
described by the statement. If you strongly agree, tick the number 5. If you strongly disagree,
tick the number 1.
Job satisfaction
SL Statement 1 2 3 4 5
Section J
Gender
Male Female
Education
Bachelors Masters Diploma Others
Job tenure
Less than 5 years Less than 10 years Less than 15 years More than 16 years
Designation
Manager Employees Head of the department Others