Human Resource Management Research 2016, 6(3): 65-72

DOI: 10.5923/j.hrmr.20160603.02

Factors Affecting Job Satisfaction of Female Employees of

Private Commercial Banks in Bangladesh:
An Empirical Investigation
Abu Naser Mohammad Saif1,*, Md. Bashir Uddin2, A. K. M. Ahasanul Haque2,
Md. Mizanur Rahman3, Mohammad Abdullah Al Mamun4

1
Department of Management Information Systems, Faculty of Business Studies, University of Dhaka, Bangladesh
2
Kulliyyah of Economics and Management Sciences, International Islamic University of Malaysia (IIUM), Malaysia
3
Department of Management & Marketing, Faculty of Economics and Management, Universiti Putra Malaysia (UPM), Malaysia
4
School of Business Studies, Southeast University, Dhaka, Bangladesh

Abstract Job satisfaction is the most extensively discussed issue in Organizational Behavior, Human Resource
Management, and Organizational Management. This study aims at indentifying some important factors that affect job
satisfaction of female employees of private commercial banks in Bangladesh. A highly structured questionnaire was prepared
to collect primary data from 110 female employees working at private commercial banks in Bangladesh. Several statistical
tools and techniques, i.e. Descriptive Analysis, ANOVA, Pearson Correlation, and Multiple Regression have been used to
determine authentic findings and draw a significant conclusion. The findings of the study reveal significant factors, i.e. job
security, participation in decision making, available leave facilities, attitude of top management, salary increment, specific
time for family, promotion opportunity, flexible working hour etc. affect job satisfaction of female employees of private
commercial banks. Hence, the authority should address those key factors properly for the development of private commercial
banking sector in Bangladesh.
Keywords Bank, Female, Employees, Job Satisfaction

1. Introduction
commercial banks in Bangladesh (Banking Diploma
Now a day, success of an organization totally depends on Examination) and here lots of female employees’ are
human resources division. A fundamental part of human working. According to a Bangladesh Bank (BB) data, around
(Male and Female) life is to spend in the workplace of any 13.08% of women work at entry level in the banking industry,
organization. A country’s overall development depends on but less at mid-level 8.58% and 4.44% work at senior
the equal contribution of male and female. Total population management level In the banking sector, about 15.57% of
of Bangladesh is 14, 97, 72, 364 and the ratio of male and women employees are there in the below-thirty age group.
female are 100:103 (Population and Housing Census 2011). The percentage of female Board Members totaled came to
Women are about half of the direct and indirect labor forces only 9.73% in 2011. So, it is of greater interest to know why
and thus half of the development of Bangladesh depends on female employees work at banking sectors and at which
them. Very recently women are trying to involve themselves levels and how far they satisfied with their jobs. Simply,
as employees of different financial institutions especially in satisfaction is a mental state of human being. But, job
banking sector. In any economy of a country, banking sector satisfaction refers to the positive feeling regarding specific
plays a vital role for overall development of agriculture, tasks to his or her job. On the basis of the human behavior,
small business and different industries of a country. employees are more interested to do work in those
Bangladesh is on its way to development. Banks, particularly organizations form where they get more mental satisfaction.
private commercial banks have significant contribution There are a variety of factors that can influence the level of
in the development process. There are almost 47 private job satisfaction of female employees i.e. Job security,
participation in decision making, available leave facilities,
* Corresponding author:
[email protected] (Abu Naser Mohammad Saif) reorganization of good work, attitude of top management,
Published online at http://journal.sapub.org/hrmr salary increment, specific time for family, motivation to
Copyright © 2016 Scientific & Academic Publishing. All Rights Reserved work, promotional opportunity, flexible working hour,
66 Abu Naser Mohammad Saif et al.: Factors Affecting Job Satisfaction of Female Employees
of Private Commercial Banks in Bangladesh: An Empirical Investigation

benefits and services, training program facilities, 2. Literature Review

compensation management, creativity and innovation,
proper reward system, working environment etc. From the Job satisfaction has been widely studied over the years.
earlier information (47 Private commercial banks) it is seen Around the sphere, it is an established fact that a person with
private commercial banking sector is very competitive. a high level of job satisfaction shows positive attitude
(Mizan et al., 2013) said the environment of banking sectors towards the job, while a person who is dissatisfied with the
in Bangladesh is fairly competitive and they need to ensure job has a negative attitude. Job satisfaction is in regard to
the employees job satisfaction to perform efficiently. These one’s feelings or state of mind regarding to the nature of their
competitive advantages largely depend on female employees’ work (Shamima Tasnim, 2006). Job satisfaction can be
job satisfaction. So, banking authority should focus on those considered as a global feeling about the job or as a related
jobs related factors which can ensure job satisfaction of constellation of attitudes about various aspects or facets of
female employees. After reviewing vast literatures and the job (Kovach, 1977; Spector, 1997). Positive and negative
completing introduction the researchers have decided to emotions were also found to be significantly related to
develop a research model. overall job satisfaction (Fisher D, 2000). Numerous studies
have shown that dissatisfied employees are more likely to
1.1. Objectives of the Study quit their jobs or be absent than satisfied employees (Hackett
& Guion, 1985; Hulin, Roznowski, & Hachiya, 1985; Kohler
The objectives of this study are as follows:
& Mathieu, 1993). There are some job related factors which
i. To find out the differences among the factors related can ensure job satisfaction such as supervision, pay,
to job satisfaction. promotion opportunities, coworkers and so forth, the nature
ii. To evaluate the correlation between job satisfaction of the work itself generally emerges as the most important
and factors of job satisfaction job facet (Judge & Church, 2000; Jurgensen, 1978). The
source of this job satisfaction not only arises from the job but
1.2. Methodology of the Study
also from the other factors like- work environment (both
This research incorporated a qualitative and quantitative physical and social), relationship with supervisors & peers,
research approach based on a structured questionnaire. A corporate culture, managerial style. (Uddin et al., 2005) also
total number of 110 female employees of different private identified eight factors based on factor loadings named as
commercial banks have been randomly selected from 11 better working environment, officer’s view, worked
private commercial banks in Sylhet city, Bangladesh. In this efficiently, present work, improving interpersonal
paper, the researchers have used a structured questionnaire relationship, bank treatment, colleagues and challenging
for collecting primary data. 31 job satisfaction related factors work. These factors have different impact on different
were taken as independent variables and overall job people and in practical world it is an established fact that
satisfaction as dependent variable. In this study Microsoft gender differences also influence the job satisfaction level.
Excel and Statistical Package for the Social Science (SPSS) The comparison of job attitudes between men and women is
have been used as statistical tool to process and analyze the of less interest than a study of the effects of the societal roles
collected data. The five-point Likert scale ranging from 1 - of men and women on their attitudes toward jobs (Herzberg
strongly disagree to 5 - strongly agree was used for the et al., 1957). They also reported that the job adjustment of
questions to indicate the degree of agreement or female workers is often made more difficult because they
disagreement with each of a series of statements related to must divide their interests and attention between the working
the stimulus objects of the study. Different statistical tools world and their traditional role and that the social and
and techniques have been used to analyze the collected data. psychological pressures toward marriage complicate the job
At first the researchers decided to conduct Pearson’s attitudes of the unmarried female. They take up their jobs
correlation to find out the relationship between independent primarily for their livelihood, which is conditioned by job
variables and dependent variables. According to the results satisfaction (Locke, 1976). Women are intrinsically more
of Pearson’s correlation it was found that 20 factors had satisfied than men (McNeely, 1984). (Greenberg et al., 1993)
positive association with female employees’ job satisfaction. reported that employed women, in general, seem to be less
Later on the researchers did not consider the rest 11 job satisfied with their work than their counterpart men. On the
satisfaction related factors for conducting other analyses i.e. other hand, (Campbell et al., 1976) reported that single men
Descriptive analysis (to know the overall scenario of job are less job satisfied than married men, but that no such
satisfaction related factors on the basis of mean and standard difference exists for females. After reviewing vast literatures
deviation), Multiple Regression analysis (to know the the researchers found a variety of job characteristics or
significance level of job satisfaction related factors with over aspects are responsible to make sure their job satisfaction.
all female bank employees satisfaction). Secondary data These characteristics include occupational prestige, earnings,
were collected from different local and international articles education, job complexity, level of authority exercised, how
and journals, books, and websites. closely the worker is supervised, job pressure, being held
 Human Resource Management Research 2016, 6(3): 65-72 67

responsible for things outside one’s control, how frequently H8: Benefits and services affect female employees’ job
one has to get dirty on the job, being underemployed, satisfaction.
workplace size, and level of optimism about one’s future at H9: Flexible working hour affects female employees’ job
the current job. On the basis of above introduction and satisfaction.
literature review, the researchers have formulated a research H10: Attitude of Top management affects female
model which is shown below. employees’ job satisfaction
The research model shows how independent variables H11: Good working environment affects female
hypothetically affect the dependent variables. The employees’ job satisfaction
formulated fundamental hypothesis is: H12: Compensation management affects female
H0A: Job related factors do not affect female employees’ employees’ job satisfaction.
job satisfaction. H13: Motivation to work affects female employees’ job
And the supporting hypotheses are: satisfaction.
H1: Job security affects female employees’ job H14: Salary increase on performance affects female
satisfaction. employees’ job satisfaction.
H2: Participation in decision making affects female H15: Training program facilities affects female employees’
employees’ job satisfaction. job satisfaction.
H3: Promotional opportunity affects female employees’ H16: Salary increment affects female employees’ job
job satisfaction. satisfaction.
H4: Reorganization for good work affects female H17: Specific time for family affects female employees’
employees’ job satisfaction. job satisfaction.
H5: Peers relationship affects female employees’ job H18: Adequate remuneration for work affects female
satisfaction employees’ job satisfaction.
H6: Creativity and innovation affects female employees’ H19: Social status affects female employees’ job
job satisfaction. satisfaction.
H7: Proper reward system affects female employees’ job H20: Available leave facilities affect female employees’
satisfaction. job satisfaction.

(H1-H20) Independent Variables Affect the

Dependent Variable

1. Job Security
2. Participation in Decision Making
3. Promotional Opportunity
4. Reorganization for Good Work
Female Employees’ Job Satisfaction

5. Peers Relationship
6. Creativity and Innovation H1
7. Proper Reward System
8. Benefits and Services
9. Flexible Working Hour
10. Attitude of Top Management
11. Good Working Environment
12. Compensation Management
13. Motivation to Work
14. Salary Increase on Performance
15. Training Program Facilities
16. Salary Increment H20
17. Time of Family
18. Adequate Remuneration for Work
19. Social Status
20. Available Leave Facility

Source: Authors’ Compilation

68 Abu Naser Mohammad Saif et al.: Factors Affecting Job Satisfaction of Female Employees
of Private Commercial Banks in Bangladesh: An Empirical Investigation

3. Model of the Study considered respondent’s monthly income and the most
information we received from those employees whose
The researchers have already found 20 important factors monthly income are in between Tk 30000 to TK 40000.
which have positive association with job satisfaction of The below featured table 2 indicates the Pearson
female bank employees’. Now the researchers have decided Correlation and Descriptive analysis. Basically, correlation
to know the significant impact of these factors on overall job explains the relationship between overall female job
satisfaction of female bank employees’. So, the researchers satisfaction (Dependent variable) and 20 job related factors
decided to conduct multiple regression analysis. The (Independent variables). The most significant relationship is
regression model for the study is as follows- found between job security (0.755) and overall female
OFEJS = α+ β1X1+ β2X2+ β3X3+ β4X4+ β5X5+ β6X6+ employees’ job satisfaction followed by recognization for
β7X7+β8X8+ β9X9+ β10X10+ β11X11+ good work (0.748), attitude of top management (0.664),
β12X12+ β13X13+ β14X14+ β15X15+ available leave facilities (0.639) and adequate remuneration
β16X16+ β17X17+ β18X18+ β19X19+ for work (0.637). Now, after analyzing mean and standard
β20X20+ β21X21+Єt deviation the researchers have found the most important
variable is job security (4.65 and 0.822) which affects the
Where, female employees’ job satisfaction followed by
recognization for good work (4.61 and 0.987), available
OFEJS =Overall Female Employees’ Job Satisfaction leave facilities (4.59 and 0.341), participation on decision
making (4.51 and 0.987) and attitude of top management
Overall Female Employees Job Satisfaction’s Variables (4.34 and 0.632).
From the table 3A, it is seen; there is a significant
X1= Job Security X11= Good Working Environment correlation between independent variables and dependent
X2= Participation in Decision X12= Compensation Management variable. At 5% level of significant the correlation is 86.1%.
Making X13= Motivation to Work The R2 in the regression model describes the ability of job
X3= Promotional Opportunity X14= Salary Increase on related factors to predict female bank employees’ job
X4= Reorganization for Good Performance satisfaction. The value of R2 in the table 3 indicates 78.3% of
Work X15= Training Program Facilities variation in female bank employees job satisfaction can be
X5= Peers Relationship X16= Salary Increment explained by these studied job related factors. Remaining
X6= Creativity and Innovation X17= Specific Time of Family 21.7% of variance in job satisfaction is explained by the
X7= Proper Reward System X18= Adequate Remuneration for variables other than studied variables.
X8= Benefits and Services Work This result also supported by F test. ANOVA tells us
X9= Flexible Working Hour X19= Social Status whether the regression equation is explaining a statistically
X10= Attitude of Top X20= Available Leave Facilities significant portion of the variability in the dependent
Management variable from variability in the independent variables. The F
Єt= Error Term value in the table 3B is 4.323 which is higher than the table
value of 1.945. So, the null hypothesis (H0 A) is rejected and
And α is a constant and β1, β2, β3, β4, β5, β6, β7, β8, β9, hence job related factors affect female bank employee job
β10, β11, β12, β13, β14, β15, β16, β17, β18, β19, β20 are satisfaction and the P-value (0.000a) in the ANOVA test
coefficient to estimate. indicates that the result is statistically significant.
Therefore we can conclude that it accurately explains that
the overall job satisfaction of the female employees of
4. Empirical Analysis and Results private commercial banks depends on the factors that have
The given table 1 reveals the respondent’s demographic entered in the model.
information. The most information has collected from the Table 4, Coefficient analysis shows the relationship
age range of 26 to 30 (36 respondents) and most of the between dependent and each of the independent variable.
respondents (77) were unmarried. According to significant values there are some factors which
In terms of work experience, the researchers got most support the hypothesis that means these factors affect female
information from 1 year to 5 years working experience employees’ job satisfaction. On the basis of t-value, beta
employees (44 respondents) and their current job position is value and significance level the following table is designed.
officer (37 respondents). Finally, the researchers have
 Human Resource Management Research 2016, 6(3): 65-72 69

Table 1. Demographic information

21 to 25 26 to 30 31 to 35 36 to 40 40 to Above
Age
25 36 24 16 09

Married Unmarried Divorced

Marital Status
33 77 00

Less than 1 Year 1 year- 5 Years 6 Years- 10 Years More than 10 Years
Work Experience
27 44 22 17

Junior Office Officer Senior Officer Manager/AVP/Others

Position
33 37 24 16

Less than TK TK TK TK 40,000-TK More than TK

20,000 20,000-TK30,000 30,000-TK40,000 50,000 50,000
Monthly Income
23 24 31 19 13

Source: Authors’ Compilation based on field survey

Table 2. Pearson’s Correlation and Descriptive Analysis

Pearson’s Correlation Descriptive Analysis

Mean Standard Deviation

OFEJS 1 1 Job Security 4.65 .822
JOB_SEC 0.755** 2 Participation in Decision Making 4.51 .912
PAR_DEC 0.621** 3 Promotional Opportunity 3.96 .765
PRO_OPP 0.478** 4 Reorganization for Good Work 4.61 .987
REG_WRK 0.748** 5 Peers Relationship 3,69 .764
PER_REN 0.378** 6 Creativity and Innovation 2.79 .432
CRT_INV 0.312** 7 Proper Reward System 3.21 .674
REW_SYS 0.467** 8 Benefits and Services 3.79 .981
BEN_SER 0.603** 9 Flexible Working Hour 3.83 1.01
WOR_HOR 0.597** 10 Attitude of Top Management 4.34 .632
ATT_TMGT 0.664** 11 Good Working Environment 3,87 .967
WOR_ENV 0.453** 12 Compensation Management 3,10 .765
COM_MGT 0.428** 13 Motivation to Work 4.04 .789
MOT_WRK 0.615** 14 Salary Increase on Performance 3.91 .674
SAL_PER 0.569** 15 Training Program Facilities 2.94 .321
TRN_PRO 0.473** 16 Salary Increment 4.19 .564
SAL_INC 0.435** 17 Specific Time of Family 4.12 .745
SPE_FAM 0.612** 18 Adequate Remuneration for Work 3.93 .932
REM_WRK 0.637** 19 Social Status 3.46 .984
SOC_STU 0.532** 20 Available Leave Facilities 4.59 .341
LEV_FAC 0.639**

** Correlation is significant at 1% Note: More Mean and Less Standard Deviation indicate more important factors for job
level of significance satisfaction

Source: Authors’ calculation

70 Abu Naser Mohammad Saif et al.: Factors Affecting Job Satisfaction of Female Employees
of Private Commercial Banks in Bangladesh: An Empirical Investigation

Table 3. Regression Model Summary

Table 3A: Multiple Regression Summary

R R Square Adjusted R Square Std. Error of the Estimate

Model a
0.861 0.783 0.714 0.4125

Table 3B: Analysis of Variance Analysis (ANOVA)

Source of Variation (SS) Df (MS) Calculated F P

Between Groups 36.666 16 2.291 4.323 0.000a
Within Groups 49.334 93 0.530
Total 86.000 109

Predictors: (Constant)= JOB_SEC, PAR_DEC, PRO_OPP, REG_WRK,

PER_REN, CRT_INV, REW_SYS, BEN_SER, WOR_HOR, ATT_TMGT,
OR_ENV, COM_MGT, MOT_WRK, SAL_PER, TRN_PRO, SAL_INC,
SPE_FAM, REM_WRK, SOC_STU, LEV_FAC

Dependent Variable=OFEJS

Source: Authors’ calculation

Table 4. Coefficients

Unstandardized Standardised
Rank
Model Coefficients Coefficient
B Standard Error Beta T Sig.
(Constant) 2.391 0.768 2.145 0.810
JOB_SEC 0.675 0.112 0.730 3.656 0.000** 1
PAR_DEC 0.546 0.108 0.644 4.790 0.000** 2
PRO_OPP 0.464 0.113 0.451 3.097 0.013** 9
REG_WRK 0.312 0.123 0.579 2.324 0.007** 4
PER_REN 0.231 0.216 0.131 0471 0.505
CRT_INV -0.443 0.120 -0.121 -0.566 0.640
REW_SYS -0.325 0.118 -0.123 -1.276 0.550
BEN_SER 0.497 0.121 0.320 2.207 0.007** 11
WOR_HOR 0.557 0.120 0.339 3.309 0.003** 10
ATT_TMGT 0.652 0.121 0.557 4.932 0.000** 5
WOR_ENV -0.465 0.110 -0.310 -2.235 0.128
COM_MGT -0.339 0.130 -0.253 -0.998 0.623
MOT_WRK 0.498 0.114 0.466 2.209 0.000** 8
SAL_PER -0.312 0.130 -0.342 -1.129 0.640
TRN_PRO -0.326 0.119 -.450 -2.736 0.260
SAL_INC 0.558 0.112 0.550 0.765 0.001** 6
SPE_FAM 0.442 0.113 0.480 2.349 0.005** 7
REM_WRK -0.213 0.120 -0.224 -2.202 0.641
SOC_STU -0.401 0.140 -0.403 -1.029 0.653
LEV_FAC 0.546 0.108 0.625 3.391 0.000** 3

Source: Authors’ calculation

 Human Resource Management Research 2016, 6(3): 65-72 71

Table 5. Summary of Hypotheses Result

H0A Job related factors do not affect female employees’ job satisfaction Rejected
H1 Job security affects female employees’ job satisfaction. Accepted
H2 Participation in decision making affects female employees’ job satisfaction. Accepted
H3 Promotional opportunity female employees’ job satisfaction. Accepted
H4 Reorganization for good work affects female employees’ job satisfaction. Accepted
H5 Peers relationship affects female employees’ job satisfaction Rejected
H6 Creativity and innovation affects female employees’ job satisfaction. Rejected
H7 Proper reward System female employees’ job satisfaction. Rejected
H8 Benefits and services affect female employees’ job satisfaction Accepted
H9 Flexible working hour affects female employees’ job satisfaction. Accepted
H10 Attitude of top management affects female employees’ job satisfaction Accepted
H11 Good Working Environment affects female employees’ job satisfaction Rejected
H12 Compensation management affects female employees’ job satisfaction. Rejected
H13 Motivation to work affects female employees’ job satisfaction Accepted
H14 Salary increase on performance affects female employees’ job satisfaction. Rejected
H15 Training program facilities affects female employees’ job satisfaction. Rejected
H16 Salary increment affects female employees’ job satisfaction. Accepted
H17 Specific time for family affects female employees’ job satisfaction. Accepted
H18 Adequate remuneration for work affects female employees’ job satisfaction. Rejected
H19 Social status affects female employees’ job satisfaction. Rejected
H20 Available leave facilities affect female employees’ job satisfaction. Accepted

Source: Authors’ calculation

5. Conclusions banks in Bangladesh. From the study this is a message for the
higher level managers of private commercial banks that if
In terms of job satisfaction most of the academicians and they want to improve the job satisfaction of female
researchers have conducted their research on industrial employees in banks then they have to consider the above 11
workers, service organization’s employees and other sectors. variables shown in table 4. Although correlation analysis
Few attempts have been taken in case of measuring job shows relationship of some other variables with the job
satisfaction of female bank employees. Nowadays female satisfaction of female employees, the ANOVA does not
participation is encouraged in workplace, especially in the imply significance, thus those variables have been excluded
financial institutions like private commercial banks where from the model development. This study may therefore lacks
suitable environment has been perceived. To sustain the in revealing complete forces of variables in job satisfaction.
increasing part of employees (female employees) it becomes
important to measure the job satisfaction of female
employees. The equal contribution of male and female in any
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