Limitations of the Study 1. Introduction Historically, roots of the study of job satisfaction lie in the Hawthorne studies conducted during and credited to Elton Mayo of the Harvard Business School. This marked the beginning to investigate factors of job satisfaction.
Limitations of the Study 1. Introduction Historically, roots of the study of job satisfaction lie in the Hawthorne studies conducted during and credited to Elton Mayo of the Harvard Business School. This marked the beginning to investigate factors of job satisfaction. It is considered to be a critical issue in organizational performance.
It continues to be rhetoric in the minds of scholars and management practitioners, because of two questions: Second, to what extent organizational variables could be the building -blocks of job satisfaction?
The most accepted meaning in literature, according to Cranny et. Sharma in his study of school teachers in Himachal Pradesh revealed that they were satisfied with their work, working conditions, salary structure, job security, promotional policies, institutional plans and policies, relationship with their co-workers, functioning of authorities head and their compatibility.
Asondariya and Kumar in Saurashtra region and Kutch district in the state of Gujarat. Abbas reported that financial factors, working conditions, supervision and advancement opportunities are associated with the overall satisfaction of the banking professionals.
Archana Singh et al. Jagannathan and Sunder in their study of employees of the Life Insurance Corporation of India in Tamil Nadu reported that the job security, recognition for work, supervision, pay, grievance handling procedures and other financial facilities had significant impact on their job satisfaction.
Shariq in study of the impact of gender and attitude in banking professionals observed that female employees showed less satisfaction as compared to male respondents. Soumendu Biswas reported that psychological climate proved to be a significant positive predictor of job satisfaction. Shallu Sehgal her study of private and public sector banks employees in Shimla district of Himachal Pradesh indicated that socio-economic variable, such as, age, sex, and income were significantly correlated with job satisfaction of employees.
The researcher reported that employees in old age group category were more satisfied than others. Suman Devi and Suneja witnessed that significant difference exists between employees of public and private sector banks in various aspects of job satisfaction, pay and fringe benefits, supervision, training and development.
They reported that school policies, supervision, pay, interpersonal relations, opportunities for promotions and growth, working conditions, work itself, achievement, recognition, and responsibility were significantly associated with job satisfaction of teachers.
From the above it becomes clear that studies on job satisfaction of bank employees are sporadic in nature. There seems one study Shallu Sehgal, reported form Himachal Pradesh.
Hence, differential nature of samples, groups and regions, provides a ground for more researches on job satisfaction of employees of banking sector in the state of Himachal Pradesh.
Rationale of the study Since the Hawthorne studies in early twentieth centuryjob satisfaction continues to occupy the center stage of debate in academic circles and the world of work.
Attrition, retention, recruitment, training, growth and development of employees, all converge directly or indirectly into the domain of job satisfaction Hence, understanding job satisfaction, is crucial, for effective management of diverse human resource, in the private and the public sector.
The modern era is marked by a cut-throat competition in the market place. The market situations, technology, labour, work environment, and work culture are changing very rapidly.
To retain existing and attracting potential candidates having high dedication towards work is the key to success for any organization including the banking sector. The need for such studies also stems from the fact that organizations try to devise effective mechanisms to make work environment congenial for employees.
Such studies help organizations to devise ways to motivate employees to inculcate belongingness and improve health of organization.
Banks like many other organizations are also faced with resistance to change, rewards, promotion policies, working conditions etc. Sporadic agitations by banking employees are indicative of the fact that understanding satisfaction of employees is very vital. The scope of this extends to all aspects of working environment and across various categories of employees within and outside banking organizations.
The Bank has a network of 3, branches and 11, ATMs in India, and has a presence in 19 countries, including India. The ICICI bank has witnessed tremendous change in terms of human resource, technology intervention and changing nature job in the context of market demands.
This is because, persons with differential characteristics may perform differently and may exhibit differential level of job satisfaction.
Thus, two important issues emerge: Besides this, in new technological environment, the issue of employee satisfaction with their job, acquires an added significance due to diversity in terms of technology, manufacturing process, nature of job, division of work requires specialized knowledge and skills to perform a particular job.
As these are not evenly distributed, may affect differentially performance of the workers. New technological advancements, based on artificial intelligence, are becoming common phenomena in the industrial world.
Technology influences social situation, that is, the size of groups, membership of groups, patterns of interpersonal interactions, opportunity to control activities in a variety of ways.Rewards, Motivation and Job Satisfaction of Employees in Commercial Banks- An Investigative Analysis Dr.
T. Usha Priya, Head, the relationship between rewards, motivation and job satisfaction. Key Words: Intrinsic Reward, Extrinsic Reward, job Satisfaction, Motivation, Commercial.
This research is on the effects of employee motivation and job satisfaction to CIMB Bank Berhdad. CIMB Group is the second largest in terms of providing financial services in Malaysia, and is one of the leading banking groups in Southeast Asia today.
motivation and job satisfaction of the employee (Ali and Ahmed, ). Smith et al. () defined the job satisfaction as the level to which an individual has a positive attitude towards his job, either in general or towards a specific dimension.
satisfaction of bank employees is associated with different factors of job satisfaction which includes nature of job, working environment, salary and incentives linked job, promotional methods, performance appraisal, relationship with other employees and management, and.
Job Satisfaction Among Bank Employees: An Analysis Of The Contributing Variables Towards Job Satisfaction Herzberg's Motivation, Hygiene Theory, and describe the factors responsible for the Job Satisfaction of the say that an employee’s 'Job Satisfaction' is related to a number of variables such as age, occupational level, size of.
The job satisfaction have been analysed under two main variables namely organization structure and policy related factors and pharmacist’ specific factors. The study has sampled sixty.