International Journal of Research in Management, Science & Technology (E-ISSN: 2321-3264)

Vol. 1; No. 2, December 2013

Available at www.ijrmst.org

Job Satisfaction Among Bank Employees: A

Comparative Study of Public Sector And Private
Sector Banks
Suman Devi #1 , Ajay Suneja *2

Research Schola,Haryana School of Business,GJUS&T,Hisar,India

mehra.suman901@gmail.com
2

Associate Professor,Department of Commerce ,Kurukshetra University

Kurukshetra , India,
asun30us@yahoo.com

Abstract -The present study has been designed with a view to

investigate the satisfaction level of employees of Public S ector
and Private S ector Banks, to find out the effect of various
aspects of job satisfaction and difference in the level of job
satisfaction between the employees of Public S ector Banks
and Private S ector Banks. S ampling used in this research is
simple random sampling. The survey is conducted on
employees of Public S ector Bank and Private S ector Bank.
The target audience was managers, officers and clerks. The
diversity of the study is that it involves Bankers of all age
groups and career levels. The study covers four Commercial
Banks in all, taking two from Public S ector namely S tate
Bank of India and Canara Bank and two from Private S ector,
HDFC and Axis Bank. One hundred ten employees of selected
Banks located at various place in Kurukshetra have been
approached to ascertain their views on job satisfaction.The
results indicate that significant differences exists between
employees of Public S ector and Private S ector Banks
regarding various aspects of job satisfaction, pay and fringe
benefits, supervision, training and development. But they are
significant in case of the aspects, relation with co-workers,
employees
empowerment,
supervision,
performance
appraisal and nature of job.

aspects of job satisfaction. Efficient human resource

management and maintaining higher job satisfaction level
in Banks determine not only the performance of the Bank
but also affect the growth and performance of the entire
economy. So, for the success of banking it is very
important to manage human resource effectively and to
find whether its employees are satisfied or not only if they
are satisfied, they will work with commitment and project a
positive image of the organisation. If they are highly
satisfied they produce more and it is profitable for the
organization.Job satisfaction is an integral component of
organisation climate and an important element in the
management employees relationship. Job satisfaction
means individuals emotional reaction to job it. It is a
positive emotional state that occurs when a persons job

Keywords:

Job S atisfaction, Public S ector Bank, Private

seem to fulfill important job values provided.

S ector Bank, Bank Employees, and S atisfaction Level, Job

Khaleque, A & Nilima Choudhary

S atisfaction Aspects

a number of studies

suggest that job facets satisfaction scores weighted by

importance

INTRODUCTION

are

no

better indicator of overall job

satisfaction than unweight components [4]. Pritipaul Kaur

In this era of competitive world, success

made a study on job satisfaction among employees of a

of any organization depends on its human resource. Banks

comparatively young North Indian University. Data were

are no exception to this. The employees of the Bank are

collected personally through interviews, one-tenth of the

valuable assets to the organisation. If they are highly

employees (106) from different teaching and administrative

satisfied they produce more and it is profitable for the

department were selected for the purpose of the present

organization. So in this competitive environment it is

study. Chi-square test of independence was applied to see

necessary to know the employees views toward their job

which of the conditions are associated with job satisfaction.

and to measure the level of satisfaction with various

The result revealed that there is no relation between job -

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satisfaction and age, job experience, sex, job security, job

of job satisfaction in Pakistani Banking Sector, evaluates

assignment and occupational category etc [6]. S.K. Bhatia

the level of difference in job satisfaction among male and

made a study on asses sment of motivating factors which

female employees. The study found that male and female

have been identified by Herzberg in his famous two-factor

workers have significantly different level of job satisfaction

theory and which are responsible for job-satisfaction. The

[3]. Nazir , concluded that duration of work was perceived

Result

and

as the most important factor determining job-satisfaction

productivity, it is essential to lay emphasis on intrinsic

followed by nature of work and relation with co-workers,

motivating factor. The majority of the executives is

promotion opportunities and management policy were the

satisfied with the job content factors and derives job

least important determinants of job satisfaction [7].

revealed

that

to

improve

performance

motivation [2]. Md. Musharraf Hossain, made a study to

investigate the satisfaction of commercial Bank employees

OBJECTIVE OF THE STUDY:

and its consequences on related issues. The result revealed

To measure the extent of Job Satisfaction among

that the Public Sector Banks employees were in a better

Employees of Public Sector and Private

Sector Banks.

position in terms of their job satisfaction than the Private

Sector Bank employees and the executives were more

To find out difference in the level of job satisfaction

satisfied than the non-executives. Job satisfaction had

between the employees of Public Sector Banks and Private

significant positive correlation with performance but

Sector Banks.

significant negative correlation with job stress and

propensity to quit the Job [8]. Oshagbemi,T. examine

To make suggestions to Bank management for enhancing

gender difference in job satisfaction in a sample of 415

the satisfaction level of Bank employees.

college teachers (age 23-55 years) with an equal number of

HYPOTHESIS

males and females. The study reveals that Female teachers

were more satisfied with their jobs than male teachers [1].

H0 : There is no significant difference between the

Pattanayak the nature of duty as well as the hierarchical

employees of Public

position

Banks regarding various aspects of Job satisfaction.

of

employees

influenced

organizational

Sector Banks and Private Sector

commitment [9].
RESEARCH METHODOLOGY

S.B. Katuwal and Gurpreet Randhawa made a study to

measure and compare the job-satisfaction of workers in the

The present study has

Public and Private Sectors textile factories in Nepal. Also,

been designed with a view to investigate the satisfaction

it attempts to measure the overall Job-satisfaction of the

level of Public Sector Bank employees and Private Sector

textile workers in Nepal. Data were collected from a

Bank employees, to find out the effect of various aspects

sample of 372 workers. The result reveals that the textile

(pay

workers in Nepal have a high dissatisfaction with the facets

supervision, employees empowerment, nature of job,

of the job that involve the monetary expenditure of the

employees

organization, the behavioral aspects of management and

training and development, etc.) on job satisfaction. The

the employment policy of the organization [5].Ahmed

study covers four Commercial Banks in all, taking two

Imran and, Sher Aslam investigate the major determinants

from Public Sector namely State Bank of India and Canara

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94

and

fringe

benefits, relation with co-workers

participation,

performance

appraisal

and

International Journal of Research in Management, Science & Technology (E-ISSN: 2321-3264)

Vol. 1; No. 2, December 2013
Available at www.ijrmst.org

Bank and two from Private Sector, HDFC and Axis Bank.

The questionnaire covered following aspects:

One hundred ten employees of selected Banks located at

fringe benefits, nature of job, employees empowerment,

various place in Kurukshetra have been approached to

supervision,

ascertain their views on job satisfaction. Primary data has

appraisal, employees participation, and relation with co -

been collected from one hundred ten respondents of

workers

different

age

group,

education

level, income

training

and

pay an d

development, performance

and

designation. The coverage is adequate keeping in view the

ANALYSIS AND INTERPRETATION

nature of the study and limited resources at the disposal of

This chapter presents analysis and interpretation of data.

the respondents.

Various statistical tools namely percentage, mean score,

Sampling used in this research is simple random sampling.

standard deviation and t-test have been applied for the

The survey conducted on employees of Public Sector Bank

analysis of various aspects of job satisfaction, which are

and Private Sector Bank. The target audience was

directly extracted from the questionnaire. The extent of

managers, officers and clerks. The diversity of the study is

agreement of job satisfaction of employees of Public Sector

that it involves Bankers of all age groups and career levels.

Banks (PSBs) and Private Sector Banks (PVSBs) has been

A semi-structured questionnaire has been used with a

measured with the various aspects such as, pay and fringe

number of variables related to job satisfaction. The

benefits, supervision, employee participation, nature of

following five point likert scaling technique has been used

work, training and development, performance appraisal,

for obtaining response on each question:

relation with co-workers and employee empowerment.

Strongly Disagree = SD, Disagree= D, Neither agree nor

disagree = NAND, Agree = A, Strongly Agree =

The sample profile of Bank employees surveyed is

presented in table no.1

SA

TABLE NO.-1
Profile of the Respondents:
S. no

Demographic profile

PSBs

PVSBs

Total

1.

Age
20-30 years
31-40 years
41 and above

22(39.29)
9(16.07)
25(44.65)

30(55.55)
19(35.18)
5(9.25)

52(47.27)
28(25.45)
30(27.27)

Gender
Male
Female

47(83.93)
9(16.07)

40(74.07)
14(25.93)

87(79.09)
23(20.91)

Marital status
Married
Unmarried

38(67.86)
18(32.14)

35(64.81)
19(35.19)

73(66.36)
37(33.64)

Qualification
Up to Graduation
Post-graduation
Professional

24(42.85)
15(26.79)
17(30.36)

15(27.77)
19(35.18)
20(37.04)

39(35.46)
34(30.91)
37(33.64)

2.

3.

4.

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I.

According to five points scale findings of the survey are given in table no.II to XII

TABLE II
Job Satisfaction with Pay and Fringe Benefits
Public Sector Bank

Private Sector Bank

Overall

t-value

Mean
3.70

S.D.
0.882

Mean
3.70

S.D.
0.872

Mean
3.70

S.D.
0.85

0.750

0.455

3.48

1.079

3.37

1.263

3.43

1.17

0.500

0.618

3.13

1.096

3.81

1.065

3.46

1.13

3.345

0.001*

Statement
I am provided with adequate

Sig. two
tailed

perquisites by the Bank.

My salary is in the line with my
experience and training for this
position.
I am satisfied with pay increments
and revision.
*indicates significant at 0.05 level

t-test has been applied to examine the difference in the

score is significant at 0.05 levels in case of the statement 'I

extent of agreement between PSBs and PVSBs employees

am satisfied with pay increments and revision. t-value

with various statements concerning pay and fringe benefits.

turns out insignificant in case of remaining two statements.

The result of the test reveals that the difference in mean

TABLE III
Job Satisfaction with Relation with Co-workers

PS Bank

P.V.S. Bank

Overall

t-value

Statement
I enjoy working with my co-

Sig. two
tailed

Mean
3.88

S.D.
0.764

Mean
3.63

S.D.
1.069

Mean
3.75

S.D.
0.93

1.389

0.168

4.50

5.485

3.82

1.077

4.01

3.99

1.103

0.272

workers.
My

co-workers

respect

each

others opinion and values.

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The result revealed that, employees agree with all the

statements. t-test has been applied to examine the
differences in the extent of agreement with various
statements concerning 'Relation with co-workers'. There is
no significant difference in all the statements. Thus it has

been found that the level of agreement concerning 'Relation

with co-workers' is same in case of employees of PSBs and
PVSBs.

TABLE IV
Job Satisfaction with Employees Empowerment
PS Bank

P.V.S. Bank

Overall

t-value

Statement
I am satisfied with the paper work
I handle.
I am happy with the amount of
freedom. I have to decide how I
approach my work.
I am satisfied with the amount of
resources I have to perform my
job.
I am comfortable with the amount
of discretion I have over my work.
My
employer
provides
a
comfortable work environment
that supports productive work.
I like the level of responsibility I
am given in my work.
I am satisfied with the amount of
time I have to perform various job
activities.
*indicates significant at 0.05 level

Sig. two
tailed

Mean
3.54

S.D.
1.008

Mean
3.80

S.D.
1.139

Mean
3.66

S.D.
1.08

1.272

0.206

3.45

1.143

4.04

0.971

3.74

1.10

2.916

0.004*

3.57

1.006

3.57

1.283

3.57

1.15

0.012

0.990

3.73

0.924

3.80

0.998

3.76

0.96

0.350

0.727

3.63

1.088

3.76

1.098

3.69

1.09

0.644

0.521

3.70

0.913

3.89

1.040

3.79

0.98

1.032

0.304

3.27

1.070

3.80

0.919

3.53

1.03

2.774

0.007*

The result of the test reveals that the difference in mean

concerning 'employees empowerment' is more in case of
score is significant at 0.05 levels in case of two statements"
PVSBs than that of the employees of PSBs. But in case of
'I am satisfied with the amount of time I have to perform
remaining five statements there is no significant difference
various job activities and the statement I am happy with the
found. Thus, the level of agreement for these statements
amount of freedom I have to decide how approach my
concerning 'employees empowerment' is same for the
work.' Thus the level of agreement for these two statements
employees
of
both
PSBs
and
PVSBs
.
TABLE NO. V
Job Satisfaction with Supervision
PS Bank

P.V.S. Bank

Overall

t-value

Statement
I am satisfied with how promptly

Sig. two
tailed

Mean
3.57

S.D.
1.042

Mean
3.87

S.D.
1.001

Mean
3.72

S.D.
1.03

1.514

0.133

3.73

1.018

3.56

1.076

3.65

1.05

0.885

0.378

new information is communicated

to me.
My

supervisor is

a fair and

reasonable person.

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I am comfortable with how much

3.79

1.039

3.31

1.241

3.55

1.16

2.160

.033*

3.77

0.991

3.56

0.965

3.66

0.98

1.138

0.258

direction I receive from my boss.

I am comfortable with how closely
my basic tracks my work.
*indicates significant at 0.05 level
t-test has been applied between employees of PSBs and
PVSBs to examine the difference in the extent of
agreement with respect to various statements concerning
supervision. The result of the test reveals that the

difference in mean score is significant at 0.05 levels in case

of the statement 'I am comfortable with how much
direction I receive from my boss'. t value turns out in
significant in case of remaining three statements.

TABLE VI
Job Satisfaction with Performance Appraisal

PS Bank

P.V.S. Bank

Overall

t-value

Statement
My

employer

contribution

values
make

to

the

Sig. two
tailed

Mean
3.66

S.D.
1.100

Mean
3.72

S.D.
0.960

Mean
3.69

S.D.
1.03

0.312

0.756

3.52

1.911

3.57

1.075

3.544

1.13

0.260

0.760

my

department.
My organization has a fair system
of

rewarding

employee

performance.
'performance appraisal'. The result of the test reveals that
t-test has been applied to find the difference in the extent of

there is no significant difference between employees of

agreement with various statements concerning

PSBs and PVSBs.

TABLE VII

Job Satisfaction with Nature of Job

PS Bank

P.V.S. Bank

Overall

t-value

Statement
I am satisfied with how often I
create new ideas, procedures or
things.
I am satisfied with how often I
perform detailed tasks.
I feel good about how my work
can benefit other people.
I am able to improve my work
skills because of the feedback I get
about the job.
I can fully display my abilities in

Sig. two
tailed

Mean
3.54

S.D.
0.990

Mean
3.81

S.D.
1.065

Mean
3.67

S.D.
1.03

1.424

0.157

3.96

0.738

3.98

0.765

3.97

0.75

0.120

0.905

3.86

0.841

3.80

1.250

3.83

1.06

0.301

0.764

3.71

0.889

3.80

0.898

3.75

0.89

0.481

0.631

3.86

0.923

3.70

0.882

3.78

0.90

0.891

0.375

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this job.
My job requires a good mix of my
skills.
I get a sense of satisfaction from
the work I do.

3.64

1.135

3.65

1.031

3.65

1.08

0.026

0.980

3.63

1.273

3.78

1.160

3.70

1.22

0.657

0.512

of job. The result of the test reveals that there is no

significant difference in mean score of employees of PSBs
and PVSBs.

Findings of the survey are shows in the table 4.10. t-test

has been applied between PSBs and PVSBs to find out the
extent of agreement various statements concerning nature

TABLE VIII
Job Satisfaction with Employee Participation
PS Bank

P.V.S. Bank

Overall

t-value

Statement
I am satisfied with how often I

Sig. two
tailed

Mean
4.02

S.D.
0.726

Mean
3.83

S.D.
1.112

Mean
3.93

S.D.
0.94

1.034

0.303

3.77

0.809

3.96

1.045

3.86

0.93

1.097

0.275

3.80

0.749

3.83

0.966

3.82

0.86

0.181

0.857

3.80

0.796

3.67

0.991

3.74

0.90

0.801

0.425

take part in problem solving.

In my job, I am satisfied with how
often I share knowledge with
others.
In my job, I am satisfied with how
often I persuade others.
I can identify how I contributed to
various projects / assignments.
t-test has been applied to examine the extent of agreement
with various statements concerning 'employees

participation'. The result of the test reveals that there is no

significant difference in case of all the statements

TABLE IX
Job Satisfaction with Training and Career Development
PS Bank

P.V.S. Bank

Overall

t-value

Statement
I am satisfied with on job training

Sig. two
tailed

Mean
3.38

S.D.
1.169

Mean
3.98

S.D.
0.901

Mean
3.67

S.D.
1.08

3.041

0.003*

3.39

0.947

3.81

1.260

3.60

1.13

1.990

0.049*

3.30

1.077

4.15

5.803

3.72

4.14

1.070

0.287

3.57

1.026

3.96

1.075

3.77

1.06

1.948

0.054*

programme provided by the Bank.

There are several ways to advance
or make lateral moves in my
organization.
I get opportunities to develop new
skills that are of interest to me.
My

job

is important to the

organization.
*indicates significant at 0.05 level.

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test reveals that the difference in mean score is significant

Findings of the survey are given in table 4.12. t-test has

at 0.05 levels in case of three statements. t-value turns

been applied to examine the difference between PSBs and

insignificant in the case of statement 'I get opportunities to

PVSBs in the extent of agreement with various statements

develop new skills that are of interest to me.

concerning training and development. The result of the

FINDINGS AND SUGGESTIONS

The main findings of the study conducted on the topic on "Job Satisfaction among Bank Employees: A Comparative Study of
Public Sector and Private Sector Banks" are given as follows:

The study found that significant difference exists between employees of Public Sectors Banks (PSBs) and Private
Sector Banks (PVSBs) regarding pay increments. The employees of PVSBs are more satisfied with pay increments and
revision than that of PSBs employees.

No significant difference has been found regarding various aspects of relation with co -workers which indicates that
employees of both PSBs and PVSBs feel same level of satisfaction in their organization.

The study found that no significant difference exists between employees of Public Sectors Banks (PSBs) and Private
Sector Banks (PVSBs) regarding various aspect of employee empowerment except two. Employees of PVSBs are
more satisfied than the employees of PSBs regarding the statement I am happy with the amount of freedom I have to
decide how I approach my work and 'the amount of time I have to perform various job activities. Thus, in both
statements the level of satisfaction has been found more in case of employees of PVSBs than those of PSBs.

The study found that employees of both PVSBs and PSBs are satisfied with their supervision. The significant
difference has been found in the mean scores regarding the statement I am comfortable with how much direction I
receive from my boss. It indicates that employees of PSBs are more satisfied than the employees of PVSBs in this
regard.

It is clear from the mean score regarding the various aspects of performance appraisal and nature of job that there is
no significant difference between the employees of PSBs and PVSBs. It indicates that both, the employees of PSBs and
PVSBs agree that they feel satisfied in their organization regarding these two dimensions of their jobs.

The study found that significant difference exists between the employees of PSBs and PVSBs regarding various
aspects of training and development which indicates that the level of satisfaction of employees of PVSBs is more than
that of the employees of PSBs.

No significant difference has been found in the mean

score regarding various aspects of employees

participation which indicates that both PSBs and PVSBs employees feel same level of satisfaction in their organization.
They agree with each of the statements concerning satisfaction with employee participation.

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SUGGESTIONS
In the light of the findings of present study, the researcher recommends the following:

Public Sector Banks can increase the satisfaction of their employees by increasing the pay increments, and employee
empowerment.

Since the employees of PSBs have lower level of satisfaction with training and development facilities, these Banks
should take steps to improve training and opportunities for career advancement. To increase the level of satisfaction
employees of PSBs it is necessary to improve policy for career development.

Job satisfaction and dissatisfaction of Bank employees should be evaluated periodically for evolving dynamic and
pragmatic policies for organization's growth and development.

Private Sector Banks should pay attention to the extent of direction employees receive from their boss since they are
exhibiting lower level of satisfaction in this regard.

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