Job Satisfaction

STUDY ON JOB SATISFACTION AMONG EMPLOYEES OF
BANKS IN MUSCAT
A Thesis
submitted in partial fulfilment of the requirements for
the award of the Degree of
EXECUTIVE MASTER OF BUSINESS ADMINISTRATION

By
MARYAM ABDUL RAHMAN KARAM SHAH AL BALUSHI
EMBA/50004/16
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.
It is understood that by this approval, the undersigned do not necessarily

endorse any conclusion drawn or opinion expressed therein, but approve
the thesis for the purpose for which it is submitted
Acknowledgement
I would like to thank __________ for this help, assistance and
cooperation for being such a helpful guide. It was honor for me to be
under his/her supervision while doing this project
Finally, I appreciate everyone’s cooperation, assistance and knowledge

shared with me
Abstract
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.
1.1. Problem Statement:

The real wealth and assets of an organization is human resources of the organization and loyal
staff(“M. M. Gruneberg”, 1979). They are considered as the pillars of any public or private
organizations. Human resource is also known as a heart of any organization because the whole
structure of company, its strategies, goals and adoption techniques for goals achievement,
planning and techniques of the company are depends on the human resource of the organization.
In running and managing the organization it is represented as key element for the company
(“Joung, & Choi”, 2012).
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.
1.2. Theoretical Concepts and Framework

The efficiency and performance effectiveness of organizations depends on job satisfaction
because it is considered as a main factor for performance and efficiency. The new managerial
paradigm is based on the benefits of employees. The main motive of new managerial paradigm is
to promote the rights of employees like employees must be considered primarily as human being
and treated good because they have wants, personal desires and needs which are a very good
indicator for the improvement of job satisfaction in business companies. The job satisfaction is
based on the logic of happy and satisfied employee and a happy employee is considered as a
successful employee.
Following factors were studied for studying the 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
The proposed framework of factors affecting job satisfaction is as below:
Working Environment
Time Schedule
Working Hours
Pay/Salary
Job Security Job

Satisfactio
Reward scheme/ n
Promotion system
Relation with supervisor

and co-workers
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.
1.4. Significance of Study

The main purpose of this study is to highlight the management issues which are affecting job
satisfaction level of bank employee in Muscat. The performance and productivity level will also
identify for job satisfaction.
The main purpose of this study is to provide assistance to the employee who’s working in bank
and in this assistance help will be provided for the changing of negative thoughts and negative
motivations toward their work and also help to raise their motivation level so they achieve best
level of job satisfaction.
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.
1.5. Objectives of the Study

The main purpose of the study is to measure the level of job satisfaction among employee. The
job satisfaction of employee is important for the growth of any business organization. The
performance difference between employees will also identify. The difference in performance
also depends on the level of job satisfaction.
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.
Followings are the objectives of the study:
1. To find out the factors affecting job satisfaction

2. To measure the level of job satisfaction among employees of Banks in Muscat
3. To establish the relationship between job satisfaction and factors affecting it.
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
1.7. Scope of the Study

The scope of the study is to create awareness about job satsifaction among bank employee in
Mascat and in al-Amerat and also make some plans to extends the job satisfaction level among
employees in al-Amerat.
Chapter 2 Research Metholodgy
In this chapter we will explain the methodology or method which are used for finding the
impact of independent variable on the overall job satisfaction of employees. This research is
focused on the employees working in bank Muscat. The methods which are used for this research
are discussed as follows:
2.1. Research Design:

In this research we have mainly used quantitative design and for this research we have collected
data through survey questionnaires. In this thesis we are intended to observe the job satisfaction
level for the employees working in bank Muscat and we have used quantitative method for data
collection and related information.
2.2. Sampling design

For the sampling design the population is an important factor. The research is carried out with
the employee of bank Muscat and the employee of bank Muscat is used as a purposive sampling
design. The sampling design population is based on 30 employees working in bank Muscat. The
bank Muscat is considered as a largest financial provider in the country. The bank Muscat is
selected for the study because it is the largest bank of Oman and has strong employment.
2.3. Data collection methods:

We have prepared survey questionnaire and the questionnaire is divided into three sections. The
survey questionnaire has 40 questions. In section A of the questionnaire the details of the
respondent is included and it is considered as a demographic part. The demographic part includes
information about gender of respondent, age, type of institution, work experience in years,
academic qualification, marital status and category of position. The second section, section B of
the survey includes the social and economic factors which have impact on the level of job
satisfaction of the employees and this section includes 30 questions. The section B covers the
independent variables which are affecting job satisfaction and these variables are, 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 and development for personal opportunities. The third part of the questionnaire,
which is section C, includes the explanation of overall level of job satisfaction of the employees
and also the impact of dependent variable such that, level of job satisfaction among employees
working in bank Muscat. The dependent variable and independent variable are to be rated at 5-
point scale which is also known as Likert scale and it is a standard format for response scale. The
scale is divided like, 1=very satisfied, 2=satisfied, 3= neither satisfied nor dissatisfied,
4=dissatisfied and 5=very dissatisfied. The set of the questioner is provided in the Appendix A.
2.4. Analysis of Data: Tools & Techniques

The data which is collected from the respondents are added in to SPSS (Statistical Package for
Social Sciences). Correlation analysis has been used for testing hypotheses.
2.5. Limitation of the study:
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.
Chapter 3 Results and Discussion

In this chapter we have discussed the process for the analyzing of the data and alsoo discuss our
findings of the study. We will use SPSS software for this process.
3.1 Findings of the study

In this topic we will discuss the techniques used for data analyzing. The first one is Reliability
test
3.1.1. Reliability Test:
In this process inter-item analysis is used to check the reliability and consistancy of the data.
The values for Cronbach’s Alpha is shown in table 1 and it is calculated for independent varaible
and dependent variable.
Reliability Statistics
Cronbach's Alpha N of Items
.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.
3.1.2. Descriptive Tests

Q1. Company provide comfortable environment for work.
Cumulative
Frequency Percent Valid Percent Percent
Valid Disagree 2 6.7 6.7 6.7
Neutral 7 23.3 23.3 30.0
Agree 11 36.7 36.7 66.7
Strongly agree 10 33.3 33.3 100.0
Total 30 100.0 100.0

Total 36.7% of respondents responded that Bank Muscat provide a comfortable environment to
employees for work. It is an indication that this bank focus on keeping employees satisfied and
providence of comfortable environment is a key to job satisfaction.
Q2. I always gain feedback from supervisor at a right time.
Cumulative
Neutral 7 23.3 23.3 33.3
Agree 9 30.0 30.0 63.3
Strongly agree 11 36.7 36.7 100.0
Total 30 100.0 100.0
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.
Q3. Company is providing friendly working environment for work.
Cumulative
Neutral 7 23.3 23.3 33.3
Agree 9 30.0 30.0 63.3
Strongly agree 11 36.7 36.7 100.0

Total 30 100.0 100.0
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.
Q4. Office environment motivate me to complete routine tasks on-time.
Cumulative
Neutral 8 26.7 26.7 30.0
Agree 10 33.3 33.3 63.3
Strongly agree 11 36.7 36.7 100.0
Total 30 100.0 100.0
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.
Q5. My company communicate job roles and responsibilities clearly to me.
Cumulative
Neutral 5 16.7 16.7 26.7
Agree 9 30.0 30.0 56.7

Strongly agree 13 43.3 43.3 100.0
Total 30 100.0 100.0
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.
Q6. Company communicate organizational goals and objectives clearly to me.
Cumulative
Neutral 7 23.3 23.3 26.7
Agree 11 36.7 36.7 63.3
Strongly agree 11 36.7 36.7 100.0
Total 30 100.0 100.0
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.
Q7. My company is providing flexible working hours to me.

Cumulative
Neutral 7 23.3 23.3 26.7
Agree 9 30.0 30.0 56.7
Strongly agree 13 43.3 43.3 100.0
Total 30 100.0 100.0
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
Neutral 5 16.7 16.7 20.0
Agree 8 26.7 26.7 46.7
Strongly agree 16 53.3 53.3 100.0
Total 30 100.0 100.0
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
Neutral 3 10.0 10.0 16.7
Agree 12 40.0 40.0 56.7
Strongly agree 13 43.3 43.3 100.0
Total 30 100.0 100.0
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
Neutral 3 10.0 10.0 16.7
Agree 12 40.0 40.0 56.7
Strongly agree 13 43.3 43.3 100.0
Total 30 100.0 100.0

Total 43.3% of respondents responded that employees are satisfied by changing their working
schedule in accordance to level of work burden and stress, and only satisfied employees can do
so.
Q11. This company offers me a job of 9am-5pm only.
Cumulative
Valid Neutral 3 10.0 10.0 10.0
Agree 13 43.3 43.3 53.3
Strongly agree 14 46.7 46.7 100.0
Total 30 100.0 100.0
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.
Q12. I never sit late on the job.
Cumulative
Neutral 2 6.7 6.7 10.0
Agree 14 46.7 46.7 56.7
Strongly agree 13 43.3 43.3 100.0

Total 30 100.0 100.0
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.
Q13. This company is providing competitive salary to me.
Cumulative
Agree 18 60.0 60.0 66.7
Strongly agree 10 33.3 33.3 100.0
Total 30 100.0 100.0
Total 33.3% of respondents responded that company is providing competitive salary to

employees, due to which they remain satisfied with this job, and do not think to switch job.
Q14. I am getting a performance based salary.
Cumulative
Neutral 3 10.0 10.0 13.3
Agree 16 53.3 53.3 66.7

Strongly agree 10 33.3 33.3 100.0
Total 30 100.0 100.0
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.
Q15. Every year, company increase my salary.
Cumulative
Agree 14 46.7 46.7 53.3
Strongly agree 14 46.7 46.7 100.0
Total 30 100.0 100.0
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.
Q16. Monetary rewards increase my average salary of the years.
Cumulative

Agree 12 40.0 40.0 60.0
Strongly agree 12 40.0 40.0 100.0
Total 30 100.0 100.0
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
Agree 9 30.0 30.0 43.3
Strongly agree 17 56.7 56.7 100.0
Total 30 100.0 100.0
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.
Q18. My job is permanent in this company.
Cumulative

Neutral 3 10.0 10.0 13.3
Agree 10 33.3 33.3 46.7
Strongly agree 16 53.3 53.3 100.0
Total 30 100.0 100.0
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
Agree 9 30.0 30.0 40.0
Strongly agree 18 60.0 60.0 100.0
Total 30 100.0 100.0
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
Neutral 1 3.3 3.3 6.7
Agree 17 56.7 56.7 63.3
Strongly agree 11 36.7 36.7 100.0
Total 30 100.0 100.0
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.
Q21. The company provides me future career development opportunities as a reward.
Cumulative
Neutral 3 10.0 10.0 13.3
Agree 16 53.3 53.3 66.7
Strongly agree 10 33.3 33.3 100.0
Total 30 100.0 100.0

Total 33.3% of respondents responded that Bank Muscat provide future career development
opportunities in the form of completion of higher education as a reward, which gain employee
satisfaction with job.
Q22. The rewards are gained only on the basis of abilities.
Cumulative
Agree 15 50.0 50.0 70.0
Strongly agree 9 30.0 30.0 100.0
Total 30 100.0 100.0
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.
Q23. Promotion policy of the company is fair.
Cumulative
Agree 17 56.7 56.7 70.0
Strongly agree 9 30.0 30.0 100.0
Total 30 100.0 100.0

Total 56.7% of respondents responded that promotion policy of Bank Muscat is fair, which
indicate that all employees equally work hard to gain promotion, and hard workers gain it, which
lead towards gaining of their satisfaction with company.
Q24. Both co-workers and supervisors always motivate me at workplace.
Cumulative
Agree 15 50.0 50.0 66.7
Strongly agree 10 33.3 33.3 100.0
Total 30 100.0 100.0
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.
Q25. My co-workers help me in doing my tasks; if I face any difficulty.
Cumulative
Agree 10 33.3 33.3 60.0
Strongly agree 12 40.0 40.0 100.0
Total 30 100.0 100.0

Total 40% of respondents responded that co-workers help in doing tasks of employees, and this
kind of co-workers always act like a source of satisfaction at workplace.
Q26. My co-workers and supervisors are highly responsible.
Cumulative
Neutral 4 13.3 13.3 16.7
Agree 15 50.0 50.0 66.7
Strongly agree 10 33.3 33.3 100.0
Total 30 100.0 100.0
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.
Q27. I communicate openly with my supervisors and co-workers.
Cumulative
Agree 15 50.0 50.0 66.7
Strongly agree 10 33.3 33.3 100.0
Total 30 100.0 100.0

Total 50% of respondents responded that employees communicate openly with the supervisors
and co-workers, and open communication always satisfy employees.
Q28. Both supervisors and co-workers are encouraging.
Cumulative
Neutral 5 16.7 16.7 20.0
Agree 11 36.7 36.7 56.7
Strongly agree 13 43.3 43.3 100.0
Total 30 100.0 100.0
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
Neutral 6 20.0 20.0 23.3
Agree 9 30.0 30.0 53.3
Strongly agree 14 46.7 46.7 100.0
Total 30 100.0 100.0

Total 46.7% of respondents responded that managers of Bank Muscat ask employees for
suggestion before taking a final decision, and in this way, employees consider themselves
important for company and remain satisfied.
Q30. Employees are appreciated and encourages to share their ideas so that best
decisions can be taken by company.
Cumulative
Agree 11 36.7 36.7 53.3
Strongly agree 14 46.7 46.7 100.0
Total 30 100.0 100.0
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.
3.1.3. Correlation Test

Working environment and job satisfaction
Correlations
Working
Environment Job Satisfaction
Working Environment Pearson Correlation 1 .525**
Sig. (2-tailed) .003
N 30 30
Job Satisfaction Pearson Correlation .525** 1
N 30 30
**. Correlation is significant at the 0.01 level (2-tailed).
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.
Time schedule and job satisfaction
Correlations
Job Satisfaction Time Schedule
Job Satisfaction Pearson Correlation 1 .382*
N 30 30
Time Schedule Pearson Correlation .382* 1
N 30 30
*. Correlation is significant at the 0.05 level (2-tailed).

Correlation value should exist between +1 and -1. The above-mentioned table shows that time
schedule as an independent variable of research has 0.382 correlation with job satisfaction,
which indicate that positive correlation exist between time schedule and job satisfaction.
Working hours and job satisfaction
Correlations
Job Satisfaction Working Hours
N 30 30
Working Hours Pearson Correlation .378* 1
N 30 30
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.
Pay/salary and job satisfaction
Correlations
Job Satisfaction Pay/Salary

N 30 30
Pay/Salary Pearson Correlation .441* 1
N 30 30
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.
Job security and job satisfaction
Correlations
Job Satisfaction Job Security
N 30 30
Job Security Pearson Correlation .422* 1
N 30 30

Correlation value should exist between +1 and -1. The above-mentioned table shows that job
security as an independent variable of research has 0.422 correlation with job satisfaction, which
indicate that positive correlation exist between job security and job satisfaction.
Reward scheme/ promotion system and job satisfaction
Correlations
Reward
Scheme/Promotio
Job Satisfaction n System
Job Satisfaction Pearson Correlation 1 .510**
N 30 30
Reward Scheme/PromotionPearson Correlation .510** 1

System
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.
Relation with supervisor and co-workers and job satisfaction
Correlations
Relation with
Supervisor and
Job Satisfaction Coworker
N 30 30
Relation with Supervisor andPearson Correlation .597** 1

Coworker
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.
Employee participation in decision-making and job satisfaction
Correlations
Employee
Participation in
Job Satisfaction Decision Making

N 30 30
Employee Participation inPearson Correlation .644** 1

Decision Making
N 30 30
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.
3.1.4. Regression Test
Working Environment
Model Summary
Std. Error of the

Model R R Square Adjusted R Square Estimate
1 .525a .276 .250 .40282
a. Predictors: (Constant), Working Environment
Value of adjusted R square is 0.250 which indicate that working environment can affect job
satisfaction by 25%.
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 1.733 1 1.733 10.679 .003b
Residual 4.543 28 .162
Total 6.276 29
a. Dependent Variable: Job Satisfaction
b. Predictors: (Constant), Working Environment
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
Model B Std. Error Beta t Sig.
1 (Constant) 2.892 .375 7.714 .000
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
Std. Error of the

1 .382a .146 .116 .43749
a. Predictors: (Constant), Time Schedule
Value of adjusted R square is 0.116 which means the impact of time schedule on job satisfaction
of employees.
ANOVAa
1 Regression .917 1 .917 4.792 .037b
Residual 5.359 28 .191
Total 6.276 29
b. Predictors: (Constant), Time Schedule
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
1 (Constant) 3.057 .480 6.369 .000
Time Schedule .246 .112 .382 2.189 .037
Beta value is 0.382 which indicate that 38.2% impact time schedule have on job satisfaction of
employees.
Working hours
Model Summary
Std. Error of the

1 .378a .143 .112 .43831
a. Predictors: (Constant), Working Hours
Value of adjusted R square is 0.112 which indicate about the relationship existence between
working hours and job satisfaction.
ANOVAa
1 Regression .897 1 .897 4.668 .039b
Residual 5.379 28 .192
Total 6.276 29
b. Predictors: (Constant), Working Hours
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
1 (Constant) 2.916 .550 5.298 .000
Working Hours .272 .126 .378 2.161 .039
Value of beta is 0.378 which indicate that 37.8% impact working hours have on job satisfaction.
Pay/ Salary
Model Summary
Std. Error of the

1 .441a .194 .166 .42495
a. Predictors: (Constant), Pay/Salary

Value of adjusted R square is 0.166 which indicate about the presence of relationship between
pay/salary and job satisfaction.
ANOVAa
1 Regression 1.220 1 1.220 6.755 .015b
Residual 5.056 28 .181
Total 6.276 29
b. Predictors: (Constant), Pay/Salary
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
1 (Constant) 2.282 .701 3.256 .003
Pay/Salary .422 .162 .441 2.599 .015
Value of beta is 0.441 which means that 44.1% impact pay/ salary have on job satisfaction of
employees.
Job security
Model Summary
Std. Error of the

1 .422a .178 .149 .42928
a. Predictors: (Constant), Job Security
Adjusted R square value is 0. 149 which indicate about the relationship existence between both
job security and job satisfaction.
ANOVAa
1 Regression 1.116 1 1.116 6.058 .020b
Residual 5.160 28 .184
Total 6.276 29
b. Predictors: (Constant), Job Security
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
1 (Constant) 2.687 .576 4.662 .000
Job Security .321 .130 .422 2.461 .020
Value of beta is 0.422 which indicate that 42.2% impact job security have on job satisfaction.
Reward scheme/ promotion system
Model Summary
Std. Error of the

1 .510a .261 .234 .40712
a. Predictors: (Constant), Reward Scheme/Promotion System
reward scheme/ promotion system and job satisfaction.
ANOVAa
1 Regression 1.635 1 1.635 9.866 .004b
Residual 4.641 28 .166

Total 6.276 29
b. Predictors: (Constant), Reward Scheme/Promotion System
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
1 (Constant) 2.351 .559 4.203 .000
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.
Relation with supervisor and co-workers
Model Summary
Std. Error of the
1 .597a .357 .334 .37966
a. Predictors: (Constant), Relation with Supervisor and Coworker
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
1 Regression 2.240 1 2.240 15.542 .000b
Residual 4.036 28 .144
Total 6.276 29
b. Predictors: (Constant), Relation with Supervisor and Coworker
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

1 (Constant) 2.086 .514 4.062 .000
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.
Employee participation in decision-making
Model Summary
Std. Error of the

1 .644a .414 .393 .36234
a. Predictors: (Constant), Employee Participation in Decision Making
employee participation in decision-making and job satisfaction.
ANOVAa
1 Regression 2.600 1 2.600 19.804 .000b
Residual 3.676 28 .131
Total 6.276 29
b. Predictors: (Constant), Employee Participation in Decision Making
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
1 (Constant) 2.399 .386 6.211 .000
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.
5.2 Directions of future research
 There are a lot of dimensions and determinants of job satisfaction to be considered

separately for conducting research on employees
 Also, this study can be taken on a bigger scale taking employees of other sectors such as
profit and non-profit organizations, moreover, the same study can be conducted by
spreading the search for the whole UAE.
 Job satisfaction for upper management level can also be analyzed for future research
 Theoretical or qualitative aspects of job satisfaction can also be taken into consideration
in order to expand the knowledge for this particular variable in various settings and
workplaces.
 The study can be conducted at diversified environments prevailing different cultures that
may give us unique results.
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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.
2 I always gain feedback from supervisor at a right time.
3 Company is providing friendly working environment

for work.
4 Office environment motivate me to complete routine
tasks on-time.
5 My company communicate job roles and
responsibilities clearly to me.
6 Company communicate organizational goals and
objectives clearly to me.
Section B
The following set of statements relates about time schedule. For each statement, please show the
extent to which you believe that your store has offered attributes described by the statement. If
you strongly agree, tick the number 5. If you strongly disagree, tick the number 1.
Time schedule
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
11 This company offers me a job of 9am-5pm only.
12 I never sit late on the job.
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
13 This company is providing competitive salary to me.
14 I am getting a performance based salary.
15 Every year, company increase my salary.
16 Monetary rewards increase my average salary of the

year.
17 The company is offering free medical facilities that

are also a part of salary
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
18 My job is permanent in this company.
19 During the time of the disturbed economic

condition of the country, job security is a blessing.
20 The company took a time of one year to permanent

its employees based on performance evaluation,
and it’s a good system.
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
21 The company provides me future career development

opportunities as a reward.
22 The rewards are gained only on the basis of abilities.
23 Promotion policy of the company is unfair.
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
24 Both co-workers and supervisors always motivate

me at workplace.
25 My co-workers help me in doing my tasks; if I face
any difficulty.
26 My co-workers and supervisors are highly

responsible.
27 I communicate openly with my supervisors and co-

workers.
28 Both supervisors and co-workers are encouraging.
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
29 Managers always ask employees for suggestions before taking a

decision.
30 Employees are appreciated and encourages to share their ideas

so that best decisions can be taken by company.
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
1 I am satisfied with the time schedule of my job.
2 I am satisfied with the reward system of the company.
3 I am satisfied with the working hours of this company.
4 I am satisfied with my salary.

5 I am satisfied with my working environment.
6 I am satisfied with the company because it provides job

security to me.
7 I am satisfied with my relationship with both supervisors and

co-workers.
8 I am satisfied with the promotion system of the company.
9 I am satisfied because the company provides me an

opportunity to participate in decision-making.
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

Job Satisfaction

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Job Satisfaction

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STUDY ON JOB SATISFACTION AMONG EMPLOYEES OF

EXECUTIVE MASTER OF BUSINESS ADMINISTRATION

It is understood that by this approval, the undersigned do not necessarily

Finally, I appreciate everyone’s cooperation, assistance and knowledge

1.1. Problem Statement:

1.2. Theoretical Concepts and Framework

Following factors were studied for studying the job satisfaction:

The proposed framework of factors affecting job satisfaction is as below:

Job Security Job

Relation with supervisor

1.4. Significance of Study

1.5. Objectives of the Study

Followings are the objectives of the study:

1. To find out the factors affecting job satisfaction

1.7. Scope of the Study

2.1. Research Design:

2.2. Sampling design

2.3. Data collection methods:

2.4. Analysis of Data: Tools & Techniques

2.5. Limitation of the study:

Chapter 3 Results and Discussion

3.1 Findings of the study

Cronbach's Alpha N of Items

3.1.2. Descriptive Tests

Valid Disagree 2 6.7 6.7 6.7

Neutral 7 23.3 23.3 30.0

Agree 11 36.7 36.7 66.7

Strongly agree 10 33.3 33.3 100.0

Total 30 100.0 100.0

Q2. I always gain feedback from supervisor at a right time.

Valid Disagree 3 10.0 10.0 10.0

Neutral 7 23.3 23.3 33.3

Agree 9 30.0 30.0 63.3

Strongly agree 11 36.7 36.7 100.0

Total 30 100.0 100.0

Q3. Company is providing friendly working environment for work.

Valid Disagree 3 10.0 10.0 10.0

Neutral 7 23.3 23.3 33.3

Agree 9 30.0 30.0 63.3

Strongly agree 11 36.7 36.7 100.0

Q4. Office environment motivate me to complete routine tasks on-time.

Valid Disagree 1 3.3 3.3 3.3

Neutral 8 26.7 26.7 30.0

Agree 10 33.3 33.3 63.3

Strongly agree 11 36.7 36.7 100.0

Total 30 100.0 100.0

Q5. My company communicate job roles and responsibilities clearly to me.

Valid Disagree 3 10.0 10.0 10.0

Neutral 5 16.7 16.7 26.7

Agree 9 30.0 30.0 56.7

Total 30 100.0 100.0

Q6. Company communicate organizational goals and objectives clearly to me.

Valid Disagree 1 3.3 3.3 3.3

Neutral 7 23.3 23.3 26.7

Agree 11 36.7 36.7 63.3

Strongly agree 11 36.7 36.7 100.0

Total 30 100.0 100.0

Q7. My company is providing flexible working hours to me.

Valid Disagree 1 3.3 3.3 3.3

Neutral 7 23.3 23.3 26.7

Agree 9 30.0 30.0 56.7

Strongly agree 13 43.3 43.3 100.0

Total 30 100.0 100.0

Valid Disagree 1 3.3 3.3 3.3