0210083
TRANSCRIPT
A RELATIONAL STUDY ON ORGANIZATIONAL COMMITMENT, CAREER
SATISFACTION, JOB INVOLVEMENT, JOB SECURITY, AND JOB SATISFACTION IN THE CONTEXT OF
SOCIAL INVESTMENT BANK LIMITED (SIBL)
by
Md. Nasirul Islam ID: 0210083
An Internship Report Presented in Partial Fulfillment of the Requirements for the Degree
Bachelor of Business Administration
INDEPENDENT UNIVERSITY, BANGLADESH
August 2006
A RELATIONAL STUDY ON ORGANIZATIONAL COMMITMENT, CAREER SATISFACTION, JOB INVOLVEMENT, JOB SECURITY, AND JOB
SATISFACTION IN THE CONTEXT OF SOCIAL INVESTMENT BANK LIMITED (SIBL)
by
Md. Nasirul Islam ID: 0210083
has been approved
August 2006
____________________
Mr. Rumman Hassan Lecturer
School of Business Independent University, Bangladesh
August 31, 2006
Mr. Rumman Hassan
Lecturer, School of Business
Independent University, Bangladesh
Subject: Submission of the internship report.
Dear Sir,
It is a great pleasure for me to submit the report on “A relational study on organizational
commitment, career satisfaction, job involvement, job security, and job satisfactions in the
context of Social Investment Bank Limited”. I am submitting this report as the part of my
internship (BBA-499) in SIBL. This report will help the organization to find out related factors
with employees job satisfaction.
This is the second time I have done a correlational study in a complete form and I have tried my
best to complete the study in proper way. It is true that it could have been done in better way if
there would not be the limitations.
I hope you will asses my report considering the limitations of the study. Your kind advice will
encourage me to do further research in future.
Sincerest gratitude for your illuminating guidance.
Sincerely yours,
Md. Nasirul Islam
ID # 0210083
Acknowledgement
Every comprehensive work such as constructing this type of research paper must owe credit
to multiple people and institution. In the preparation and finish this internship report, I
acknowledge IUB for offering internship program and for the encouragement and assistance
given by the institution. I am most grateful to the SIBL management to give me the opportunity
to complete my internship in their organization.
I would like to express my gratitude to my supervisor Mr. Rumman Hassan for providing me
detailed feedback and advice on this report. He always gave me his suggestions in making this
study as flawless as possible.
I also want to render my special thanks to Mr. Shahadat Ali, Manager and Vice President of
IDB Bdaban branch for providing all the support in the organization. Special thanks goes to all
the branch managers of Mirpur, Dhanmondi, Gulshan and the respondents, who spared their time
generously, and took the trouble of answering a detail Questionnaire and helped me to complete
my study.
i
Executive Summary The virtuality of banking industry and the performance of its employees are very important
for economy of any country as a whole. Job satisfaction among the employees in any industry is
crucial to improving employees’ performance and productivity that is essential for any
organization to be successful. Not only that, job satisfaction also reduces absenteeism and
turnover with in an organization. Along with job satisfaction, organizational commitment, job
involvement is considered as employees work attitude with in an organization and all are relative
concepts.
Organizational commitment is the employee’s identification with a particular organization
and his or her desire to maintain membership in the organization. Job involvement refers to the
extent to which a person is interested in and committed to his or her assigned tasks. Job
satisfaction is a general attitude toward one’s job or it is the difference between the amount of
rewards workers receive and the amount they believe they should receive. Important aspects of
job satisfaction may include- pay, one’s supervisors, the nature of tasks performed, an
employee’s co-workers or team, and the immediate working conditions. Job satisfaction also
depends on the employees’ level of satisfaction with their existing career and also the amount of
job security they have with in the organization. Where, career satisfaction is an intrinsic output
of career success that refers to the satisfaction with the present jobs and advancement potential at
the specific job; and job security is the employees expectation about continuity in a job situation.
This research intends to investigate the relationship of organizational commitment, career
satisfaction, job involvement, job security, and job satisfaction in the context of Social
ii
Investment Bank Limited (SIBL). It is a correlational study, which has measured the correlation
among the studied variables such as organizational commitment, career satisfaction, job
involvement, job security, and job satisfaction. The sample for this study was the current
employees of Social Investment Bank Limited. The sample size has covered with four branches
(Gulshan, Mirpur, Dhanmondi, and IDB Bhaban) and head office of SIBL. Printed
questionnaires were distributed among 100 respondents and all the questionnaires have been
collected and taken as the data for the research. The data has been analyzed with SPSS 11.0.
Correlation analysis, stepwise regression, entered regression, descriptive statistics were
performed to asses the hypothesis. In this study, the computed Alpha value for all the scales was
satisfactory, which proved that the items of questionnaires are appropriates with this study.
Therefore, taking four branches of SIBL and its head office as sample group, the current study
was meaningful to access the level of job satisfaction among the current employees of SIBL.
TABLE OF CONTENTS Page
Executive Summary i
1.0 Introduction 1
1.1 Statement of the problem 2
1.2 Purpose of the study 3
1.3 Significance of the study 4
1.4 Limitations of the study 5
1.5 Research Timeline 5
2.0 Review of related literature 6
2.1 Organizational Commitment 6
2.2 Career Satisfaction 7
2.3 Job Involvement 8
2.4 Job Security 9
2.5 Job Satisfaction 9
2.6 Organizational Commitment and Job Satisfaction relationship 11
2.7 Career Satisfaction and Job Satisfaction relationship 11
2.8 Job Involvement and Job Satisfaction relationship 11
2.9 Job Security and Job Satisfaction relationship 12
3.0 Research questions 13
4.0 Hypotheses 13
5.0 Development of conceptual framework 13
6.0 Operational definitions 14
7.0 Methodology 15
7.1 Research design 15
7.2 Research approach 15
7.3 Sampling method 16
7.4 Survey instrument 16
7.5 Pilot test questionnaire 18
7.6 Data collection procedure 18
7.7 Data analysis 18
8.0 Results 19
8.1 Reliability coefficients and descriptive statistics 19
8.2 Correlation Analysis 20
8.3 Regression Analysis 21
8.3.1 Stepwise Regression 21
8.3.2 Simultaneous Regression 22
9.0 Assessment of the research hypothesis 23
9.1 Hypothesis 1 23
9.2 Hypothesis 2 24
9.3 Hypothesis 3 25
9.4 Hypothesis 4 25
10.0 Discussions and Recommendations 26
11.0 Conclusion 27
References 29
Appendix 1 32
Appendix 2 45
Appendix 3 48
List of Tables
Page
1. Research Timeline 5
2. Operational Definitions of Measured Variables 14
3. Reliability Coefficients and Descriptive statistics of Organizational
Commitment, Career Satisfaction, Job Involvement, Job Security, and Job Satisfaction 19 4. Correlation Matrix for Organizational Commitment, Career Satisfaction, Job Involvement, Job Security, and Job Satisfaction 20 5. Stepwise Regression Job Satisfaction 22
6. Standardized (Simultaneous) Regression on Job Satisfaction 23
1.0 Introduction
Social Investment Bank Limited (SIBL) has started its journey as an Islamic bank in the year
1995. To ensure the banking facilities for all, it has already established 24 branches all over the
country. Though, most of the branches are situated in Dhaka city.
The main object of SIBL is to offer an interest free banking system in the financial market.
Apart from that, the bank started its operation in the country with a view to realizing the
following objectives-
To establish welfare oriented banking system;
To mobilize savings towards productive sectors;
To invest to those businesses sectors those are found legal from the religious point of view;
To extend banking services towards the poor, helpless and low-income group of people in the
society in order to uplift of their standard of living;
To contribute to establishment of a society by equitable distribution of wealth
To develop morals among the people and to establish the “shariah” in the field of trade and
commerce;
And;
To contribute towards establishment of an Islamic Economic System in the Country.
As a bank, SIBL maintains all types of deposit accounts for its customers, makes
investments, conducts foreign exchange business, and conduct social welfare activities. Few
offered deposit accounts are
Al Wadia Current Account;
Mudaraba Term Deposit Account (for 3 months/ 6 months/ 12 months/24 or 36 months);
Mudaraba Special Notice Account;
A Relational Study on Job Satisfaction in the context of SIBL 1
1.0 Introduction
Social Investment Bank Limited (SIBL) has started its journey as an Islamic bank in the year
1995. To ensure the banking facilities for all, it has already established 24 branches all over the
country. Though, most of the branches are situated in Dhaka city.
The main object of SIBL is to offer an interest free banking system in the financial market.
Apart from that, the bank started its operation in the country with a view to realizing the
following objectives-
To establish welfare oriented banking system;
To mobilize savings towards productive sectors;
To invest to those businesses sectors those are found legal from the religious point of view;
To extend banking services towards the poor, helpless and low-income group of people in the
society in order to uplift of their standard of living;
To contribute to establishment of a society by equitable distribution of wealth
To develop morals among the people and to establish the “shariah” in the field of trade and
commerce;
And;
To contribute towards establishment of an Islamic Economic System in the Country.
As a bank, SIBL maintains all types of deposit accounts for its customers, makes
investments, conducts foreign exchange business, and conduct social welfare activities. Few
offered deposit accounts are
Al Wadia Current Account;
Mudaraba Term Deposit Account (for 3 months/ 6 months/ 12 months/24 or 36 months);
Mudaraba Special Notice Account;
A Relational Study on Job Satisfaction in the context of SIBL 2
Mudaraba Hajj Savings Account;
Mudaraba Monthly Profit Deposit Scheme;
And so on.
A steady progress has been made with better services ensuring increased clients. The bank
has recently announced the month of June to July as “sheba mash” that brought in some
qualitative changes in the service concept of the bank. To ensuring better service the level of job
satisfaction among the employees with the organization is very important from both the
organization and personnel point of view. Day by day the level of employees’ expectation
regarding the job is also increasing. Therefore, the management of service organizations are
seeking the ways to understand the influential factor of employees’ job satisfaction. This study
will help the researchers to extend their understanding of the relationship among organizational
commitment, career satisfaction, job involvement, and job security with job satisfaction.
1.1 Statement of the problem
The researcher intends to investigate the relationship among organizational commitment,
career satisfaction, job involvement, and job security to job satisfaction within the context of
SIBL. Previous research conducted by Bigliardi, Petroni, and Dormio (2005) reveals that, there
is a relationship among organizational commitment, career satisfaction, and job involvement
with job satisfaction. However, that particular study did not consider job security as the
important factor. In the current study, the researcher has included the job security factor to
investigate employees’ job satisfaction. In the context of SIBL no published studies were carried
on this topic. This patronizes the current study to explore the relationship among organizational
commitment, career satisfaction, job involvement, and job security with job satisfaction.
A Relational Study on Job Satisfaction in the context of SIBL 3
The importance of job satisfaction is widely recognized in both the organizational and
personnel point of view. Job satisfaction plays a central role in the organization’s efficiency and
productivity because high level of job satisfaction increases task performance and reduces
absenteeism and turnover (McGue & Gianakis, 1997). The study of Hunt, Chonko, and Wood
(1985) indicates that high commitment among employees’ leads to lower turnover and higher
organizational performance. According to Davy, Kinicki, and Scheck (1997), job security
directly affects job satisfaction, organizational commitment, and withdrawal cognitions.
The research problem then is stated as follows: This study will investigate the relationship
among organizational commitment, career satisfaction, job involvement, and job security to job
satisfaction within the context of SIBL.
1.2 Purpose of the study
The purpose of this study is to present and test the model which will identify the relationship
among organizational commitment, career satisfaction, job involvement, and job security to job
satisfaction.
It is commonly known that there is a positive relationship between job satisfaction and job
performance. According to McGue and Gianakis (1997) low job satisfaction at the organization
level decreased task performance, increased absenteeism, job turnover, and deteriorating
organization morale. Organizations with satisfied employees tend to be more effective than
organizations with unsatisfied employees (Slocum & Woodman, 1995).
This study investigates and develops methods that will help service organization to increase
their employees’ level of job satisfaction and also contribute to the development of a conceptual
framework that integrates organizational commitment, career satisfaction, job involvement, job
A Relational Study on Job Satisfaction in the context of SIBL 4
security, and job satisfaction.
1.3 Significance of the study
Job satisfaction is an important component of employee performance and productivity. This
construct has received a great deal of interest in OB, management, total quality management, and
service industry management researches in recent years. The study will make the following
significant contribution to Social Investment Bank Limited and other banks in Bangladesh.
First, this study will help the researcher extend their understanding of the relationship
between organizational commitment, career satisfaction, job involvement, job security, and job
satisfaction. The result of this study will expose the importance and impact of their relationship
in SIBL.
Second, the present study will assist the SIBL management to enhance better understanding
about the existing employees’ level of job satisfaction. Therefore, from the company’s
perspective they would come up with new ways to satisfy the existing employees, for example
modifying the existing pay scale, adding new and value added employee welfare programs, and
recognizing the outstanding performances in an efficient way.
Third, besides job satisfaction the present study will help SIBL management better
understand about the existing employees’ level of organizational commitment, career
satisfaction, job involvement, job security with the SIBL.
Fourth, no such study was conducted to address this concern in the context of SIBL. The
study result will produce a methodology that can be imitated by other banks.
Finally, as the researcher is only considering bank, there is scope for further study in other
service organizations like: airline, hospitals, hotels, and telecommunication companies in
Bangladesh.
A Relational Study on Job Satisfaction in the context of SIBL 5
1.4 Limitation of the study
This present study is limited by number of factors. The sample population is limited in terms
of its range and composition. The study is limited to only those employees who were available at
the organization during the data collection period of this study. The convenience sampling
method has been used rather than other sampling procedures in order to simplify the research.
The researcher has limited resources to deal with because the researcher has limited access to the
related literature review due to lack of journals available on the measured variables as well as
limited access to the internet library. There may be some other factors, which can affect
employees’ job satisfaction, but the researcher did not consider them because of the simplicity of
the research.
1.5 Research Timeline Table 1
Research Timeline 2006 4th July Research proposal writing
2006 10th July Literature Review
2006 12th July Development of conceptual
frame work
2006 16th July Questionnaire design and
pilot testing
2006 1st August Process of data collection
2006 15th August Data analysis and
interpretation
2006 24th August Draft report submission
2006 31st August Final report submission
A Relational Study on Job Satisfaction in the context of SIBL 6
2.0 Literature Review
2.1 Organizational Commitment
Organizational commitment has long been studied in the management, organizational
theory, and socialization literature. Organizational commitment can be defined as the state in
which an employee identifies with a particular organization and its goals, and wishes to maintain
membership in the specific organization (Robbins, 1998; Greenberg & Baron, 1997). In other
wards in organizational context, it is the level of commitment that workers feel for their
organizations is closely linked to their attitudes and behavior within the workplace (Hislop,
2002).
According to Hunt et al. (1985) all firms and all functional areas with in a firm wants their
employees to be committed to their organization. From their point of view, organizational
commitment is an individual’s psychological bond to the job, the career, or the organization.
Employees with high level of organizational commitment feel positively about the organizations
they work for (Blau & Boal, 1987). That means, they identify with a particular organization and
wish to maintain membership in it.
Penley and Gould (1988) viewed organizational commitment as a kind of organizational
identification. According to them, organizational commitment can be instrumental or affective.
From instrumental perspective, an employee exchanges his or her contributions for the incentive
provided by the organization, where as affective commitment is characterized by the acceptance
of and identification with organizational goals. According to Reichers (1985) in organizational
context, commitment is the process of identification with the goals of an organization’s multiple
constituencies that may include top management, customers, unions and/or the public at large.
A Relational Study on Job Satisfaction in the context of SIBL 7
Newstrom and Davis (2000) viewed organizational commitment as the employees’ loyalty to
the organization that often reflects the employee’s belief in the mission and goals of the
organization, willingness to expand effort in their accomplishments, and intentions to continue
working there. Thus, strong organizational commitment is characterized by- strong belief in and
acceptance of the organizational goals and values, willingness to exert considerable effort on
behalf of the organization, and strong desire to maintain membership in the organization (Slocum
& Woodman, 1995; Steers & Black, 1994; Shafer, Park, & Liao, 2002).
Furthermore, Organizational Commitment is the employee’s identification with a particular
organization and his or her desire to maintain membership in the organization (Bigliard et al.,
2005) and this construct is used in this study to define Organizational Commitment.
2.2 Career Satisfaction
Career satisfaction is an intrinsic output of career success that refers to the satisfaction with
the present jobs and advancement potential at the specific job (Emmerik, Euwema, & Schouten,
2006). According to Bigliard et al. (2005) career satisfaction includes satisfaction with pay level,
promotion rate, status achieved and progresses in achieving career goals. Thus career satisfaction
is the achievement of one’s overall career goals that are experiences, positions or jobs that
workers would like to have in there path of careers (George & Jones, 1996).
The researcher has utilized the definition of Bigliard et al. (2005) for this study.
A Relational Study on Job Satisfaction in the context of SIBL 8
2.3 Job Involvement
Job involvement is a more recent addition to the OB literature. Job involvement is the degree
to which employees immerse themselves in their jobs, invest time and energy, and view work as
a central part of their overall lives (Newstrom & Davis, 2000). According to Sekaran (1989) job
involvement is the identification of an individual with the job and as a psychological self-
investment of the individual in the work as a means of seeking some expression of the self at
work that is related to the job characteristics of skill variety, task identity, task significance,
autonomy, and feedback from the work itself.
According to Steers and Black (1994) job involvement refers to the extent to which a person
is interested in and committed to his or her assigned tasks. Though, job involvement has been
defined and operationalized in a variety of ways across different studies; these include the view
that involvement refers to: an individual’s ego-involvement with work or psychological
identification with the job; the psychological importance of work or the centrality of work to the
individual; the importance of performance to an individual’s self image (Igbaria, Parasuraman, &
Badawy, 1994). Thus, job involved employees are likely to believe in the work ethic, to exhibit
high growth needs, and to enjoy participation in their tasks in the job (Newstrom & Davis, 2000).
Job involvement measures the degree to which a person identifies his or her job, actively
participates in it, and considers his or her performance important to self worth (Robbins, 1997).
According to Bigliard et al. (2005) job involvement is the extent to which the job situation is
central to employee’s self-identity and the degree to which an employee identifies with his or her
job. Employees with high level of job involvement, the job is important to his or her self-image
and individuals identify with and care about their jobs (Blau and Boal, 1987).
The researcher has utilized the definition of Bigliard et al. (2005) for this study.
A Relational Study on Job Satisfaction in the context of SIBL 9
2.4 Job Security
The importance of understanding job security’s role has increased with the emphasis over the
past decade on employee reactions to major organizational change. Job security or insecurity
reflects the degree to which employees perceive their job to be threatened and feel powerless to
do anything about it (Kinnunen, Mauno, Natti, & Happonen; 2000). In this multi dimensional
definition job insecurity is caused not only by the threat of job loss but also by the loss of any
dimension of the job.
According to Davy et al. (1997) job security can be defined as one’s expectation about
continuity in a job situation. From their point of view, it includes concern over loss of desirable
job features such as lack of promotion opportunities, current working conditions, and long-term
career opportunities.
2.5 Job Satisfaction
Job satisfaction has been identified as the most intensely studied variable in organizational
research (McCue & Gianakis, 1997). Job satisfaction is the employees cognitive, affective, and
evaluative reactions toward their jobs (Greenberg & Baron, 1997). In other words, it is the
general attitude toward one’s job or the difference between the amount of rewards workers
receive and the amount they believe they should receive (Robbins, 1998). Thus, it is the overall
positive affect or feelings that individuals have toward their jobs (Arnold & Feldman, 1986).
According to McCue and Gianakis (1997) the elements of job satisfaction includes the actual
work and its outcomes, or the intrinsic job satisfaction; pay, benefits, and other rewards directly
associated with doing the work, or the extrinsic job satisfaction; and the environment in which
the work is done, including relation with coworkers organizational culture, the organization’s
A Relational Study on Job Satisfaction in the context of SIBL 10
policies and procedures, participation in decision making, involvement with the organization,
and job status.
Newstrom & Davis (2000) viewed job satisfaction as a set of favorable and unfavorable
feelings or emotions with which employees view their work. Important aspects of job satisfaction
may include- pay, one’s supervisors, the nature of tasks performed, an employee’s co-workers or
team, and the immediate working conditions (George & Jones, 1996; Smith, Roberts, & Hulin,
1976; Newstrom & Davis, 2000).
According to Slocum &Woodman (1995) overall job satisfaction is a collection of numerous
attitude toward various aspects of the job, represents a general attitude. Thus, when this attitude
is positive, employees are said to be satisfied and dissatisfied exists when the attitude is negative
(Moorhead & Griffin, 1989).
Streers and Black (1994) viewed job satisfaction as a pleasure or positive emotional state
resulting from the appraisal of one’s job or job experience. George and Jones (1996) supported
this statement and stated that job satisfaction is a collection of feelings and beliefs that
individuals have about their current jobs. It results from the perception that an employee’s job
actually provides what he or she values in the work situation (Streers & Black, 1994). Thus, job
satisfaction is an organizational work attitude composed of three components: feelings or the
affective component, beliefs or the cognitive component, and thoughts about how to behave or
the behavioral component (George & Jones, 1996).
The researcher has utilized the definition of McCue and Gianakis (1997) for this study.
A Relational Study on Job Satisfaction in the context of SIBL 11
2.6 Relationship between Organizational Commitment and Job Satisfaction
Job satisfaction is a positive function of organizational commitment. In organizational
context, high level of organizational commitment and job satisfaction both are as a positive work
attitude among the employees (Greenberg and Baron, 1997; George & Jones, 1996; Robbins,
1998; Slocum &Woodman, 1995). According to George and Jones (1996) both organizational
commitment and job satisfaction are employees work attitude composed of their feelings, beliefs,
and thoughts with the organization.
According to Hunt et al. (1985), high level of organizational commitment leads high levels
of job satisfaction and performance. Okpara (2006) also supported this statement and viewed that
job satisfaction is linked to organizational commitment that reduces turnover intentions and
absenteeism.
2.7 Relationship between Career Satisfaction and Job Satisfaction
Career satisfaction is believed to influence the employees’ level of job satisfaction with in an
organization. From Bigliard et al. (2005) point of view, job satisfaction has many dimensions
and one of them is career satisfaction. Based on this, Edem(1999) pointed out that, career
satisfaction influences numerous variables like job satisfaction and productivity.
2.8 Relationship between Job Involvement and Job Satisfaction
The subject of continued debate in the OB literature, the distinction and association between
job involvement and job satisfaction remains at the forefront of many academic and practitioner
oriented research activities. According to Sekaran (1989) job satisfaction is related to job
involvement. Both the variables- job involvement and job satisfaction is considered as the
A Relational Study on Job Satisfaction in the context of SIBL 12
indicator of quality of work life and they are relative concept (Igbaria, 1994; Sekaran, 1989).
According to Bigliardi et al. (2005) job satisfaction has three dimensions, and job
involvement is one of them. In organizational context, job involvement and job satisfaction are
considered as employee attitude in the work place and both are relative concept (Greenberg &
Baron, 1997; George & Jones, 1996; Robbins, 1998; Slocum &Woodman, 1995). According to
Newstrom and Davis (2000) high level of job involvement with high level of job satisfaction
improves organization’s overall performance and reduces absenteeism and turnover. Several job
satisfaction theories suggested that employees will be satisfied to the extent that they are highly
involved with their job with meaningful job tasks (Roberson, 1990).
2.8 Relationship between Job Security and Job Satisfaction
Job security has been included as a fact of job satisfaction in numerous studies (Greenhalgh
& Rosenblatt, 1984). According to Barnett and Brennan (1995) the perception of job security is
strongly associated with job satisfaction or dissatisfaction. Supporting this statement Davy et al.
(1997) presented a model that identified job security directly effects job satisfaction,
organizational commitment, and job involvement.
Lambert (1991) identified job security as an extrinsic comfort that has a positive relation
with job satisfaction. According to Moorhead and Griffin (1989) employees are motivated or
satisfied with their job by lots of different motivational tools including money, benefits, and also
including other things like job security. They mentioned the results of a particular study related
to job security conducted by other researchers and the results indicated that job security and job
satisfaction are related concepts and both are predictors of employees’ mental health.
A Relational Study on Job Satisfaction in the context of SIBL 13
3.0 Research questions
1. Is there a significant relation between organizational commitment and job satisfaction in
context of SIBL?
2. Is there a significant relation between career satisfaction and job satisfaction in context of
SIBL?
3. Is there any significant relation between job involvement and job satisfaction in context of
SIBL?
4. Is there any significant relation between job security and job satisfaction in context of SIBL?
4.0 Hypotheses
1. There is a significant relationship between organizational commitment and job satisfaction in
context of SIBL
2. There is a significant relationship between career satisfaction and job satisfaction in context of
SIBL.
3. There is a significant relationship between job involvement and job satisfaction in context of
SIBL.
4. There is a significant relationship between job security and job satisfaction in context of SIBL.
5.0 Development of conceptual framework
The researcher have developed a conceptual framework for this research based on the
research variables, such as organizational commitment, career satisfaction, job involvement, job
security, and job satisfaction. According to Ticehurst and Veal (2002), a conceptual framework
indicates how the researcher views the concept involved in a study especially the relationship
A Relational Study on Job Satisfaction in the context of SIBL 14
among concepts.
Figure1. Conceptual framework of research variables and their relationships
6.0 Operational Definitions
Summaries of the operational definitions of the measured variables that are used, listed
below in table 2.
Table2
Operational definitions of measured variables
Measured variable Operational definition
• Organizational Commitment has been operationally defined by Bigliard et al. (2005) • Career Satisfaction has been operationally defined by Bigliard et al. (2005) • Job Involvement has been operationally defined by Bigliard et al. (2005) • Job Security has been operationally defined by Romzek (1985) . •Job Satisfaction has been operationally defined by McCue and Gianakis (1997)
Organizational Commitment Career Satisfaction Job Involvement Job Security
Job Satisfaction
A Relational Study on Job Satisfaction in the context of SIBL 15
7.0 Methodology
7.1 Research design
In order to identify the research questions and to test its hypotheses, a relational research
design has been selected as appropriate for this study. The representation of the conceptual
framework (figure 1) depicted the pattern and structure of relationships among the set of
measured variables. The research questions and hypotheses clearly support this model. Hence,
the purpose of the study was to measure correlations among variables.
The present result will investigate the relationship among the factors, like career satisfaction,
organizational commitment, job involvement, job security, and job satisfaction, within the
context of Social Investment Bank Limited. Here career satisfaction, organizational commitment,
job involvement, and job security are being considered as independent variable and job
satisfaction is considered as dependent variable.
The present research has used a relational study to discover or establish the existence
relationship among the measured variables.
7.2 Research Approach
To analyze this research problem, the researcher has gathered information from the staffs of
SIBL who are working at the particular organization for at least one year. All the participants
were given a letter from the researcher explaining the context of the research focus. All
participations were voluntary. If the participants wanted to withdraw, they were free to do so at
any time without providing any reason.
A Relational Study on Job Satisfaction in the context of SIBL 16
7.3 Sampling Method
The sample of this research is formed by the employees of SIBL who are working in
organization for last 1 year. The researcher used a convenience sampling method to collect data
from the sample of this research. Malhotra (2003) categorize the convenience method a non-
probability sampling technique.
The convenience sample for this study is considered as the employees of SIBL who are
working with in the particular organization for at least one year. The sources to fill this sample
were the head office of the Bank and also different branches of the particular Bank working in
the country.
The sample size was 100 in this case. In the previous researches, which were conducted on
different professionals most of the times, the researchers had used a sample size of 200-300
(Souchon, Thirkell, & Too, 2000; Feick & Lee, 2001). In this research, the researcher has used a
sample size of 100 because of the time limitation and also for limited access over the bank.
7.4 Survey Instrument
To gather data for this study the researcher used questionnaire method because this method
was appropriate for this study because of some reason. The reasons were as follows:
The samples can fill up the questionnaire without any hesitation.
The sample size was 100 in this study. So, it was not possible to make a personal interview
with the large number of sample, as the time for this study was limited.
The researcher found that most of the previous research with large number of sample size
has done by questionnaire method.
Internet survey was not possible in this study, as the research has conducted in context of
A Relational Study on Job Satisfaction in the context of SIBL 17
Bangladesh.
A structured questionnaire used in this research to collect data from the respondents. The
questionnaire was divided into five sections. First section consists of questions on organizational
commitment, second section consists of questions on career satisfaction, third section consists of
question on job involvement, fourth section consists of question on job security and the last
section consists of the questions on job satisfaction. In most cases, questions has adapted from
previous empirical studies and modified to reflect the local situation.
All questions developed to know the employees level of job satisfaction regarding to the
specific organization. These questionnaires had five sections dealing with organizational
commitment, career satisfaction, job involvement, job security and job satisfaction.
Organizational commitment has measured by using 5 items (Section 1, Question 1-5)
developed by Bigliardi et al. (2005) and has reported the reliabilities of these items are above
0.70.
Career satisfaction has measured by using 5 items (section 2, Question 1-5) developed by
Bigliardi et al. (2005) and has reported the reliabilities of these items are above 0.93.
Job involvement has measured by using 5 items (Section 3, question 1-5) developed by
Frone, Russel, and Cooper (1995). This was used by Bigliardi et al. (2005) and has reported the
reliabilities of these items are above 0.80.
Job security has measured by using 2 items (Section 4) developed by Romzek (1985) and
has reported the reliabilities of these items are above 0.63.
Job satisfaction has measured by using 13 items (section 5, Question 1-13) developed by
Aranya and Ferris (1984) and modified by Gunz and Gunz (1994). This scale was used by
McCue and Gianakis (1997) and has reported the reliabilities of these items are above 0.80.
A Relational Study on Job Satisfaction in the context of SIBL 18
7.5 Pilot test questionnaire
A pilot test is conducted to detect weakness in design and instruments and to provide proxy
data for selection of probability sample (Cooper & Schindler 2003). According to Malhotra
(2003), pre-testing refers to the testing of the questionnaire on a small sample of respondents in
order to identify and eliminate potential problem. Here, the researcher intended to conduct a
pretest to evaluate the questionnaire for clarity, bias, ambiguous questions, and relevance to
organizational setting of SIBL. For this reason, the researcher distributed 6 questionnaires among
6 professionals of SIBL. Burns and Bush (1998) suggested that a pre-test of 5-10 representative
respondents is usually sufficient to identify problems with a questionnaire.
7.6 Data collection procedure
No published study has been conducted within the context of SIBL in Bangladesh still now.
So it was not be possible to get any secondary source of data, like magazine, article or journal.
Therefore, the researcher required primary data to investigate research problem. In order to
collect primary data, the researcher had conducted a questionnaire survey. This approach is
commonly used in this type of research (Kandampully & Suhartanto, 2000).
7.7 Data Analyses Procedure
The proposed study is a relational study. As a result after collecting the data a statistical tool
is used by the researcher to illustrate the degree to which one variable is related to another
variable. This statistical tool is known as correlation analysis. Here, the researcher used
correlation analysis to assess the existence of relationship between the studied dependent and
independent variables. The researcher also used stepwise regression to test the strength of
A Relational Study on Job Satisfaction in the context of SIBL 19
association between the studied variables. Besides that, the researcher calculated mean and
standard deviation of all the studied variables.
For this study, the Statistical Package of Social Science (SPSS) software version 11 has
utilized by the researcher as a statistical data analysis tool.
8.0 Results
8.1 Reliability Coefficient and Descriptive Statistics
The reliability coefficients, means and standard deviations of all the constructs in the current
study are displayed in Table 3. The coefficient alphas for the different constructs were computed
using the reliability procedure in SPSS (version 11.0). Nunnally (1978) suggested that for early
stages of any research the reliability of .50-.60 is sufficient. The reliabilities of all the constructs
in this study found to be above the standard set by Nunnally (1978).
Table 3 Reliability Coefficient and Descriptive Statistics of Organizational commitment, Career
Satisfaction, Job Involvement, Job Security, and Job Satisfaction
Scales number of items Alpha M SD
Organizational Commitment 5 .52 2.77 .68
Career Satisfaction 5 .65 2.95 .58
Job Involvement 5 .73 3.46 .63
Job Security 2 .59 3.08 1.12
Job Satisfaction 13 .81 3.06 .45
Note: n =100
Mean scores have been computed by equally weighting the mean scores of all the items. All
the studied variables have measured on five-point-scales. The mean score of organizational
A Relational Study on Job Satisfaction in the context of SIBL 20
commitment (2.77; sd = .68) for SIBL indicates that employees have low level of commitment to
the organization. The mean score of career satisfaction (2.95; sd = .58) indicates that, to some
extent employees are slightly dissatisfied with their career in SIBL. The mean score of job
involvement (3.46; sd = .63) for SIBL indicates that employees’ involvement with the job is
slightly satisfactory compared to the mean scores of other variables. The mean score of job
security (3.08; sd = 1.12) indicates that job security with the SIBL is impartial to the employees.
Finally, the mean score of job satisfaction (3.06; sd = .45) for SIBL indicates that employees’ are
to some extent quite satisfied with their jobs with the SIBL.
8.2 Correlation analysis
In order to examine the relationship between variables a correlation analysis was conducted
on all the variables. The bivariate correlation procedure was focused to a two tailed of statistical
significance at two different levels highly significant (p<.01) and significant (p<.05).
Table 4 Correlation Matrix for Organizational Commitment, Career Satisfaction, Job Involvement, Job
Security, and Job Satisfaction
ORG_COM CAR_SAT JOB_INV JOB_SEC JOB_SAT
ORG_COM - .03 .08 -.10 .11
CAR_SAT .31** .02 .50**
JOB_INV .003 .50**
JOB_SEC .10
JOB_SAT
Note: *p < .05, **p < .01.
The result of correlation analysis for all the variables is shown in Table 4. It examines the
A Relational Study on Job Satisfaction in the context of SIBL 21
correlations among, organizational commitment, career satisfaction, job involvement, job
security, and job satisfaction in context of SIBL
In context of SIBL, organizational commitment and job satisfaction (r = 0.11) are very
weakly related and their relationship is positive and statistically insignificant. Career satisfaction
and job satisfaction (r = 0.50, p<0.01) are moderately related, their relationship is positive, and
statistically significant. Job involvement and job satisfaction (r = 0.50, p<0.01) are also
moderately related, their relationship is positive and statistically significant. Finally, the
relationship between job security and job satisfaction (r =-0.10) is positive but very weak and
statistically insignificant.
The correlations among the independent variables are statistically insignificant except in the
case of career satisfaction and job involvement (r = 0.31, p<0.01). Career satisfaction and job
involvement are very weakly related; their relationship is positive and statistically significant.
8.4 Regression Analysis
Both stepwise and entered regression were conducted to asses the relationship between the
study variables.
8.4.1 Stepwise Regression
Stepwise regression was conducted to asses the relationship between organizational
commitment, career satisfaction, job involvement, job security, and job satisfaction in the context
of SIBL.
A Relational Study on Job Satisfaction in the context of SIBL 22
Table 5 Stepwise regression on Job Satisfaction
Variable B SE B β R2 ∆R
Step1
Job Involvement .355 .062 .501*** .251
Step2
Job Involvement .270 .060 .381*** .382 .131
Career Satisfaction .297 .065 .381***
Note: *p<.05, **p<.01, ***p<.001.
Table 5 depicts that in SIBL, job involvement (p<.001) and career satisfaction (p<.001),
were found to be statistically significantly related with job satisfaction. Organizational
commitment and job security is failed to enter into the regression equation, which indicates that
they are not significantly associated with job satisfaction. Significantly related two predictor
variables together explained 38% of the variance in job satisfaction. Job involvement and career
satisfaction individually explained about 25% and 13% of the job satisfaction, respectively.
8.4.2 Standardized (simultaneous) Regression
In order to identify the relationship among organizational commitment, career satisfaction,
job involvement, job security, and job satisfaction in context of SIBL, simultaneous regression
was also exercised.
A Relational Study on Job Satisfaction in the context of SIBL 23
Table 6 Standardized (simultaneous) Regression on Job Satisfaction
Variable B SE B β R2
Organizational Commitment 5.27 .053 .080 .398
Career Satisfaction .286 .065 .379***
Job Involvement .244 .060 .375***
Job Security 4.34 .032 .108
Note: *p<.05, **p<.01, ***p<.001
Table 6 also depicts that, only career satisfaction (p<.001) and job involvement (p<.001) in
context of SIBL were found to be statistically significantly related with job satisfaction.
Organizational commitment and job security is not significantly associated with job satisfaction
in context of SIBL. Significantly related two predictor variables together explain 39% of the
variance in job satisfaction.
9.0 Assessment of the research hypothesis:
9.1 Hypothesis 1:
There is a significant relationship between organizational commitment and job satisfaction
in context of SIBL.
The result of correlation analysis illustrates that the organizational commitment (r = .11) has
a positive and very weak relationship with job satisfaction in context of SIBL, but their relation
is statistically insignificant. Thus, the results of this correlation analysis do not support this
hypothesis.
A Relational Study on Job Satisfaction in the context of SIBL 24
The result of stepwise regression depicts that, organizational commitment has failed to enter
into the regression equation which indicates that it is not significantly associated with job
satisfaction in context of SIBL. Therefore, the result of stepwise regression has provided no
support for first hypothesis.
Theoretically it should support the hypothesis but may be the peculiarity of the responses of
the respondents created the unsupportive nature of the result of regression analysis. The result of
standardized regression also depicts that in SIBL, organizational commitment insignificantly
associated with job satisfaction. Therefore, the result does not support this hypothesis.
9.2 Hypothesis 2:
There is a significant relationship between career satisfaction and job satisfaction in context
of SIBL.
The result of correlation analysis illustrates that the career satisfaction (r =0.50, p<.01) has
positive and moderate relationship with job satisfaction and their relation is statistically
significant. As a result, this correlation analysis has provided support for the 2nd hypothesis.
The result of stepwise regression depicts that in SIBL, the relationship between career
satisfaction (p<.001) and job satisfaction is statistically significant. This significant variable,
career satisfaction explains 13% of the job satisfaction. Therefore, the results of stepwise
regression also supported the 2nd hypothesis.
The result of standardized regression also depicts that in SIBL, career satisfaction (p<.001)
significantly associated with job satisfaction. Entire predictor variables explain 39% of the
variance in job satisfaction. So the result provides full support for hypothesis 2.
A Relational Study on Job Satisfaction in the context of SIBL 25
9.3 Hypothesis 3:
There is a significant relationship between job involvement and job satisfaction in context of
SIBL.
The result of correlation analysis illustrates that the job involvement (r = 0.50, p<0.01) has
positive and moderate relationship with job satisfaction and their relation is statistically
significant. As a result, this correlation analysis has provided support for 3rd hypothesis.
The result of stepwise regression depicts that in SIBL, the relationship between Job
involvement (p<.001) and job satisfaction is statistically significant. This significant variable, job
involvement explains 25% of the job satisfaction. Therefore, the results of stepwise regression
also supported the 3rd hypothesis.
The result of standardized regression depicts that in SIBL, job involvement (p<.001)
significantly associated with job satisfaction. Entire predictor variables explain 39% of the
variance in job satisfaction. So the result provides full support for hypothesis 3.
9.4 Hypothesis 4:
There is a significant relationship between job security and job satisfaction in context of
SIBL.
The result of correlation analysis illustrates that the job security (r = .10) has a positive and
very weak relationship with job satisfaction in context of SIBL, and their relation is statistically
insignificant. Thus, the result of this correlation analysis has provided no support for this
hypothesis.
The result of stepwise regression depicts that, job security has failed to enter into the
regression equation which indicates that job security is not significantly associated with job
A Relational Study on Job Satisfaction in the context of SIBL 26
satisfaction in context of SIBL. Therefore, the result of stepwise regression has provided no
support for 4th hypothesis.
Theoretically it should support the hypothesis but may be the peculiarity of the responses of
the respondents created the unsupportive nature of the result of regression analysis. The result of
standardized regression also depicts that, in SIBL, job security insignificantly associated with job
satisfaction. Therefore, the result does not support this hypothesis.
10.0 Discussions and Recommendations
After analyzing the study variables in context of SIBL, the following issues were found to be
recommended-
The mean scores of Job Satisfaction (3.06; sd = .45) for SIBL indicates that employees’ are
not dissatisfied with their jobs in the SIBL, at the same time it is true that they are satisfied also.
Because, few important elements in the job satisfaction scale has scored below the satisfied area
of the scale in context of SIBL. For example, the elements like- your pay, your career progress in
the organization, your opportunity to “make a difference” or to contribute to the overall success
of the organization, your organization’s system for recognizing and rewarding outstanding
performance, and the organization’s concern for its employees’ welfare has scored(less than 2.5)
the mean value of below satisfied area of the scale. However, these elements are very important
aspects of job satisfaction for any organization. Thus, SIBL management should take initiatives
to make their employees satisfied with-
- increasing the salary considering the existing market,
- ensuring opportunity for every employees to contribute to the overall success of the,
organization, with a meaningful job tasks,
A Relational Study on Job Satisfaction in the context of SIBL 27
- the existing system for recognizing and rewarding outstanding performance, should be
more efficient
- adding new and value added employee welfare programs.
From the result of regression it was found that in SIBL, job involvement and career
satisfaction are significantly related with the job satisfaction. Therefore, these issues should be
taken more care of. Although all the variables have impact on job satisfaction, these two
described variables have more importance in the context of SIBL. So to ensure satisfaction
among the employees with their banking career, SIBL management should better understand the
related issues in career satisfaction. They have to understand the employees overall career goals,
whether career satisfaction only means satisfaction with the employees position, compensation
they receive, advancement in the career or else.
Job involvement is a very important factor to the employees of SIBL, because it describes
very large part of job satisfaction among the studied variables in the context of SIBL. Moreover,
employees’ involvement with their job is also necessary from organizational point of view to
make the organization successful.
Beside the described issues, there are other factors that are related to job satisfaction. Thus,
the SIBL management should take those under consideration. For example, the level of job
stress, sense of competence among the employees, image of the organization also has an impact
on job satisfaction.
11.0 Conclusion
Organizations with satisfied employees tend to be more effective than organizations with
unsatisfied employees. In the context of service-oriented organization job satisfaction among the
A Relational Study on Job Satisfaction in the context of SIBL 28
employees is very important to ensure better customer service. Because, high level of job
satisfaction increases employees work involvement and task performance. Therefore, from this
study SIBL can get the indications on which of the issues they have to pay more attention to
make their employees satisfy, to make the organization more effective as a whole. Finally, this
research will encourage further study and useful guidelines for these types of researches.
A Relational Study on Job Satisfaction in the context of SIBL 29
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A Relational Study on Job Satisfaction in the context of SIBL 32
Appendix 1
Overview of Islamic Banking in Bangladesh
History
In August 1974, Bangladesh signed the Charter of Islamic Development Bank and
committed itself to reorganise its economic and financial system as per Islamic Shariah. In
January 1981, Late President Ziaur Rahman while addressing the 3rd Islamic Summit
Conference held at Makkah and Taif suggested, ''The Islamic countries should develop a separate
banking system of their own in order to facilitate their trade and commerce.''
This statement of Late President Ziaur Rahman indicated favourable attitude of the
Government of the People's Republic of Bangladesh towards establishing Islamic banks and
financial institutions in the country. Earlier in November 1980, Bangladesh Bank, the country's
Central Bank, sent a representative to study the working of several Islamic banks abroad.
In November 1982, a delegation of IDB visited Bangladesh and showed keen interest to
participate in establishing a joint venture Islamic bank in the private sector. They found a lot of
work had already been done and Islamic banking was in a ready form for immediate
introduction. Two professional bodies -Islamic Economics Research Bureau (IERB) and
Bangladesh Islamic Bankers' Association (BIBA) made significant contributions towards
introduction of Islamic banking in the country. They came forward to provide training on Islamic
banking to top bankers and economists to fill-up the vacuum of leadership for the future Islamic
banks in Bangladesh. They also held seminars, symposia and workshops on Islamic economics
and banking throughout the country to mobilize public opinion in favor of Islamic banking.
Their professional activities were reinforced by a number of Muslim entrepreneurs working
under the aegis of the then Muslim Businessmen Society (now reorganised as Industrialist &
A Relational Study on Job Satisfaction in the context of SIBL 33
Businessmen Association). The body concentrated mainly in mobilising equity capital for the
emerging Islamic bank. At last, the long drawn struggle to establish an Islamic bank in
Bangladesh became a reality and Islami Bank Bangladesh Limited was established in March
1983 in which 19 Bangladeshi national, 4 Bangladeshi institutions and 11 banks, financial
institutions and government bodies of the Middle East and Europe Including IDB and two
eminent personalities of the Kingdom of Saudi Arabia joined hands to make the dream a reality.
Later, other three Islamic Banks were established in the country.
Objectives of Islamic Banking Bangladesh Limited (IBBL)
The main object of the Islamic Banks in Bangladesh had been to offer an interest free
banking system in the financial market. Apart from that, the bank started its operation in the
country with a view to realizing the following objectives-
· To establish a partnership relationship with customers and to eliminate the idea of the debtor-
creditor relationship of traditional banks.
· To establish welfare oriented banking system;
· To mobilize savings towards productive sectors;
· To invest on profit and risk sharing basis;
· To invest to those businesses sectors those are found legal from the religious point of view.
· To accept deposits on profit and loss sharing basis.
· To create employment opportunities by investing savings towards prospective economic
sectors.
· To extend banking services towards the poor, helpless and low-income group of people in the
society in order to uplift of their standard of living.
A Relational Study on Job Satisfaction in the context of SIBL 34
· To contribute to establishment of a society by equitable distribution of wealth
· To establish justice in trade and commerce in the country;
· To develop morals among the people and to establish the “shariah” in the field of trade and
commerce;
And;
· To render services for the economic development of the nation.
· To contribute towards establishment of an Islamic Economic System in the Country.
Functions
- Maintain all types of deposit accounts,
- Make investment,
- Conduct foreign exchange business,
- Extend other banking services,
- Conduct social welfare activities.
Monetary Policy of Islamic Banking in Bangladesh
The central bank has the sole authority to issue currency and manage the liquidity of the
economy. Considering lack of Islamic financial markets and instruments or products in the
country, Bangladesh Bank had granted some preferential provisions for smooth development of
Islamic banking in Bangladesh. Among the preferential provisions, the following are important-
1. Islamic banks in Bangladesh have been allowed to maintain their Statutory Liquidity
Requirement (SLR) at 10% of the total deposit liabilities while it is 20% for the conventional
banks. This provision had facilitated the Islamic banks to hold more liquid funds for more
A Relational Study on Job Satisfaction in the context of SIBL 35
investment and thereby generate more profit.
2. Under indirect monetary policy regime, Islamic banks were allowed to fix up their profit-
sharing ratios and mark-ups independently commensurate with their own policy and banking
environment. This freedom in fixing PLS ratios and Mark-up rates had provided scope for the
Islamic banks to follow the Shariah principles independently for realizing goals of Islamic
Shariah.
Sources of Funds of Islamic Banks
Current Accounts
Islamic banks accept deposits from customers on current accounts as conventional banks do.
This account is also known as ‘Demand Deposit as the deposited amount is payable to customers
on demand without any notice. As banks use current account deposits on their own risk the
depositors of this type of account are not entitled to any share in the profit earned by the bank.
Savings Accounts
Islamic banks accept saving deposits from customers under Al-Wadia and Al-Mudaraba
Sharia Principles.
The word “Al-Wadia” means ‘Trusteeship’. In this case banks act as trustee for its
customers. In Saving Accounts under the Al-Wadia principle the bank is given an authorization
by depositors to use the fund at the bank’s own risk. This type of deposit is almost similar to a
‘Current Account’ or Demand Deposit’ except that the bank guarantees its customer the full
return of the deposited fund with any profit voluntarily.
A Relational Study on Job Satisfaction in the context of SIBL 36
Under the Al-Mudaraba Shariah principle there are two different types of savings accounts,
such as
- Savings under profit and loss sharing agreement and
- Savings under Investment Account.
The word ‘Al-Mudaraba’ originates from the word ‘Mudarib’ and means ‘The Manager’ of
the fund. The bank in this case acts as a manager of customers’ funds. The depositors on the
other hand are known as ‘Sahib-Al-Mal’ meaning the owner of the fund. Deposits accepted on
savings under the Profit and Loss sharing agreement is invested by the bank on its own risk.
Customers give authorization to the bank to invest funds and share profit or loss on agreed
proportions. Account holders of this type of account are required to maintain a minimum balance
in the account.
Further to the above, Islamic banks accept deposits from customers under the Investment
Account on a Profit and Loss Sharing basis. The saving account of such a nature in an interest-
free banking system is also known as a participatory account or a Profit or Loss Sharing (PLS)
account. Depositors of this type of account receive share of profit to the agreed ratio from their
funds invested by the bank. The profit and loss sharing also depends on the total amount
deposited and the length of period the bank holds the money. Depositors of an Investment
Account are required to give prior notice to the bank if they withdraw their invested funds under
any special circumstance. In such a case no share of profit is given for the amount withdrawn.
Investment accounts are again subdivided into the following various categories-
Joint or General Investment Account
Under the ‘Joint or General Investment Account’ the bank pools together investment
deposits of different maturities which are not invested in any specified project but utilized for
A Relational Study on Job Satisfaction in the context of SIBL 37
different financing operations of the bank. Depositors of this type of account receive profits at
the end of the period, which is accounted and distributed on a pro rata basis.
Limited-Period Investment Deposit
The ‘Investment Deposits on Limited Period’ basis indicates a type of investment, where the
banks accept deposits from customers for a specified period of time. The bank refunds the money
to depositors after the time is expired. The profit generated from such funds is distributed at the
end of the financial year.
Unlimited-Period Investment Deposit
The bank also accepts deposits from its customers under an ‘Unlimited-Period Investment
Deposit’, where investment deposits are automatically renewable without specifying the period.
Depositors of this type of account may withdraw their funds within three months notice to the
bank. Profits are distributed to depositors at the end of the financial year.
Specified Investment Deposit
Some Islamic banks accept a ‘Specified Investment Deposit’, where the bank and the
customer agree to invest this fund to a specific project or trade. Profits accrued from this type of
investment are shared by the bank and the customer. The bank in this regard, works as an agent
for the customer, and may charge an agreed fee for the investment function or may share the
profit at an agreed proportion.
Saving Deposit as Quard E Hasan
Apart from the above Islamic banks accept savings from customers as Quard E hasan
(benevolent loan) from the customers. Depositors of this sort of savings deposits receive
financial or non-financial benefits from the bank.
A Relational Study on Job Satisfaction in the context of SIBL 38
Uses of Funds of Islamic Banks
Based on the theoretical viewpoint as discussed earlier two fundamental techniques or
modes of investment advocated by the Islamic Shariah Principle are;
Mudaraba (Capital Financing)
Capital Trust financing is a contract between at least two parties in which the bank as the
investor supplies the entire capital of the business forming a relationship between the supplier of
capital and the user of capital. These two parties work together and share profits and losses.
Under ‘Murabaha’ financing the investor is known as ‘Rab-Al-Mal’, which means the owner of
the property, and the entrepreneur is called ‘Mudarab’, meaning the manager of capital. When
the venture ends, the manager of capital i.e. the entrepreneur returns the entire capital to the
bank, along with an agreed proportion of profit. If there is any loss, it is born by the bank. The
main advantage with this type of partnership is that it combines the efforts of human beings and
their skills with the capital, which contribute greatly towards the development activities in a
society and also assists to solve unemployment problems by utilizing manpower resources in a
productive way.
Musharaka (Partnership)
The word ‘Musharaka’ means a profit sharing joint venture, designed to limited production
or commercial activities of long duration. In this case the bank and the customer contribute
capital jointly. They also contribute managerial expertise and other essential services at agreed
proportions. Profit or losses are shared according to the contract agreed upon. An individual
partner does not become liable for the losses caused by others.
In addition to the above two financial arrangements, Islamic Banks currently in existence are
also engaging in or actively considering several other financial practices usually acceptable in
A Relational Study on Job Satisfaction in the context of SIBL 39
Islamic Law. These are:
Murabaha (Cost plus profit)
The word ‘Murabaha’ means a cost-plus Profit contract. In this system of financing the bank
agrees to purchase for a client who will then reimburse the bank in a stated time period at an
agreed upon profit margin. The mark-up price that the bank and the buyer agree to is mainly
based on the market price of the commodity. Thus the bank earns a profit without bearing any
risk.
Ijara (Leasing)
The word ‘Ijara’ indicates leasing. The leasing purchase is another technique followed by
Islamic banks in financing customers. This system is almost similar to the leasing activity
provided in traditional banking. Leasing is a contract between the bank and the customer to use
particular assets. In this case the bank is called lessor and the customer is called lessee who
wants to use the assets and pays rent.
Quard E Hasan (Interest free loan)
“Quard E Hasan” means an interest-free loan given by the Islamic bank to the needy people
in a society. The practice of dealing with this sort of investment differs from bank to bank. Quard
E Hasan is normally given to needy students, small producers, farmers, entrepreneurs and
economically weaker sections of the society, who are not in a position to obtain loan or any
financial assistance from any other institutional sources. The main aim of this loan is to help
needy people in a society in order to, make them self-sufficient and to raise their income and
standards of living.
A Relational Study on Job Satisfaction in the context of SIBL 40
Constraints Faced by Islamic Banks in Bangladesh
Constraints faced by Islamic banks in Bangladesh are analyzed as below-
Problem with legal reserve requirement
Islamic banks in Bangladesh have to keep 10% of its total deposits as liquidity. Of this, 5%
is required to be kept in cash with Bangladesh Bank and the rest 5% is to be kept either in
approved securities or in cash (in case of problem with securities) with Bangladesh Bank. Legal
reserve requirement for conventional banks is 20%. They have to keep 5% in cash with
Bangladesh Bank and the rest 15% is invested in Bangladesh Bank approved securities.
Traditional banks can earn interest on their deposits with Bangladesh Bank but Islamic
banks can not since they cannot receive interest as earning. Compared to interest-based
traditional banking, Islamic banks, in this case, are in disadvantageous position. However, Islami
Bank Bangladesh Limited has been receiving interest against its deposit with Bangladesh Bank
and crediting it to its Sadaqa fund since 1993. It should be noted that the interest earning are not
considered as bank income and added to profit. The proceeds are spent on welfare activities.
Lack of opportunities for profitable use of surplus funds
Conventional banks can invest their excess liquid amount in approved securities and or in
other bank in crisis. Islamic banks cannot take this opportunity due to the existence of interest
element in the transaction process.
Apprehension of liquidity crisis and possibility of liquidity surplus
Islamic banks have to be more cautious and vigilant in managing their funds since it can not
resort to call money provision at times of fund shortages or crisis. As a result Islamic banks may
have always left with a sizeable amount of cash as liquidity surplus. Conventional banks can
borrow in the form of call money among themselves even at an exorbitant rate of interest.
A Relational Study on Job Satisfaction in the context of SIBL 41
Problems in capital market investment
Conventional banks can invest 30% of their total deposits in shares and securities. Islamic
banks have their problem in this case as they avoid any transaction based on interest. Following
examples may be cited for illustration-
(a) Islamic banks do not purchase shares of companies undertaking interest-based business;
(b) Shares of companies taking loan from commercial banks on interest are not also purchased
by Islamic banks; and,
(c) Islamic banks can not purchase shares of companies involved in businesses not approved by
Shariah.
The above restrictive environment in the capital market of Bangladesh has limited
substantially the investment opportunities for Islamic banks and hence the avenues of lawful
earning. In the absence of Islamic money and capital market these banks cannot obtain funds
from capital market at times of need.
Absence of inter-bank money market
In spite of five Islamic banks have been functioning in Bangladesh, inter-bank money
market within Islamic banks has not yet taken place. Besides, Islami Bank Bangladesh Limited,
there are other few Islamic banks working in the country now a days. Still these banks can take
initiative to form a money market among themselves. This may help minimising particularly the
call money problem they are suffering from beginnings.
Predominance of Murabaha financing
Predominance of Murabaha financing in the portfolio management of investment funds by
the present day Islamic banks of Bangladesh has been a hot agenda of debate. One study shows
that Islami Bank Bangladesh Limited, Al Arafah Bank and Social Investment Bank Limited have
A Relational Study on Job Satisfaction in the context of SIBL 42
used 54%, 76% and 65% respectively of their investment funds by resorting to Murabaha mode
(Hoque 1996, p.9). Murabaha though considered as a Shariah approved mode, the Islamic
economists have traditionally prescribed for its limited application. Due to legacy of traditional
banking, lack of appropriate legal protection and standard accounting practice in business,
Islamic banks in Bangladesh find Murabaha financing as suitable and Mudaraba and Musharaka
as extremely difficult to apply.
Depression of Profit
Traditional banks can meet up loss arising from delay in repayment by the clients through
charging compound interest. Islamic banks cannot do that. What it does it realises
comprehension at the rate of profit. But the compensation so realised is not added to the profit
income rather credited to Sadaqa account i.e., amount meant for social welfare activities. This
depresses profits of Islamic banks. This may place Islamic banks relatively in weaker position in
terms of profitability compared to conventional banks.
Moreover, Islamic banks are to make a compulsory levy equivalent to 2.5% of its profit
earned each year and credited to Sadaqa account, which also depresses banks’ profitability. This
is unlikely the case with conventional banks.
Absence of Islamic insurance company
Banking and insurance have to go hand-by-hand in matters of trade and business in order to
protect investments of banks against unforeseen hazards and catastrophes. Unfortunately, Islamic
banks have to depend on interest-based insurance companies in the absence of Islamic insurance
companies.
A Relational Study on Job Satisfaction in the context of SIBL 43
Islamic Banks Working In the Country
Islamic Bank Bangladesh Limited (IBBL)
This bank is considered to be the first interest free bank in Southeast Asia. It was
incorporated on 13-03-1983 as a Public Company with limited liability under the companies Act
1913. The bank began operations on March 30, 1983.
IBBL is a joint venture multinational Bank with 63.92% of equity being contributed by the
Islamic Development Bank and Islamic financial institutions. The total number of branches as of
December 2001 stood at 121. The authorized capital of the bank is Tk. 500 million and
subscribed capital is Tk. 160 million.
Al-Baraka Bank Limited
It is considered as the second Islamic bank in Bangladesh, commenced banking business as a
scheduled bank on May 20, 1987. It is a joint venture enterprise of Al-Baraka Investment and
Development Company a renowned financial and business house of Saudi Arabia, Islamic
Development Bank, a group of eminent Bangladesh industrialists and the Government of
Bangladesh. The authorized capital of the bank is Tk 600 million and the paid up capital is Tk.
204.07 million. The Bank currently operates 34 branches throughout the country. Apart from
extending conventional commercial banking facilities to its customers, the bank has also given
substantial financial support to the development of industrial and real estate projects.
Al-Arafa Islami Bank Bangladesh Limited
Al-Arafa Islami Bank commenced its business as a scheduled bank on September 27, 1995.
The authorized capital of the bank is Tk. 1,000 million while its paid up capital is Tk. 101.20
A Relational Study on Job Satisfaction in the context of SIBL 44
million. The Bank follows the Shariah principles in investment and invests its funds under
Mudaraba, Musharaka, Bai-Muajjal, Bai-Salam, etc. Up to 2001, the Bank has been operating
its business through 40 branches all over the country.
Social Investment Bank Limited (SIBL)
It is another bank guided by the Islamic principles. It started its journey in November 1995.
Its authorized capital is Tk. 1,000 million and paid-up capital is Tk. 118.36 million. Up to July
2006, the Bank has been operating its business through 24 branches.
Other Banks, where Islamic Banking services are available-
# The Oriental Bank Limited
# Shajalal Islamic Bank
# EXIM Bank
# Prime Bank
# HSBC (Amanaha)
Islamic banking in Bangladesh can provide efficient banking services to the nation if they
are supported with appropriate banking laws, and regulations. This will help them introducing
PLS modes of operations, which are very much conducive to economic development. It would be
better if Islamic banks had the opportunity to work as a sole system in an economy. That would
provide Islamic banking system to fully utilize its potentials.
A Relational Study on Job Satisfaction in the context of SIBL 45
Appendix 2
Research Questionnaire
Organizational commitment Items
Section 1: Following are some items, which assess your opinion about your Organizational
commitment with the SIBL. Circle one number per statement using the following scale:
Strongly Disagree-1 Moderate Disagree-2 Uncertain-3 Moderate Agree -4
Strongly Agree-5
(Circle one number)
1. I am willing to put in a great deal of effort beyond
that normally expected in order to help my organization
be successful. 1 2 3 4 5
2. I feel very little loyal to my organization. 1 2 3 4 5
3. I find that my values and my organization values are
very similar. 1 2 3 4 5
4. I am proud to tell others that I am a part of my organization. 1 2 3 4 5
5. I find it difficult to agree with my organization’s
practices and policies. 1 2 3 4 5
Career Satisfaction Items
Section 2: Following are some items, which assess your opinion about your Career
Satisfaction with the SIBL. Circle one number per statement using the following scale:
Strongly Disagree-1 Moderate Disagree-2 Uncertain-3 Moderate Agree -4
Strongly Agree-5
(Circle one number)
6. I am satisfied with the success I have achieved in my
career. 1 2 3 4 5
7. I am satisfied with the progress I have made toward
meeting my goals for income. 1 2 3 4 5
A Relational Study on Job Satisfaction in the context of SIBL 46
8. I am satisfied with the progress I have made toward
meeting my overall career goals. 1 2 3 4 5
9. I am satisfied with the progress I have made toward
meeting my goals for advancement. 1 2 3 4 5
10. I am satisfied with the progress I have made toward
meeting my goals for the development of new skills. 1 2 3 4 5
Job Involvement Items
Section 3: Following are some items, which assess your opinion about your Job Involvement with
the SIBL. Circle one number per statement using the following scale:
Strongly Disagree-1 Moderate Disagree-2 Uncertain-3 Moderate Agree -4
Strongly Agree-5
(Circle one number)
11. The most important things that happen to me involve
my present job. 1 2 3 4 5
12. Most of my interests are centered around my job. 1 2 3 4 5
13. To me, my job is a very large part of who I am. 1 2 3 4 5
14. I am very much personally involved with my job. 1 2 3 4 5
15. My job is a very important part of my life. 1 2 3 4 5
Job Security Items
Section 3: Following are some items, which assess your opinion about your level of Job
Security with the SIBL. Circle one number per statement using the following scale:
Strongly Disagree-1 Moderate Disagree-2 Uncertain-3 Moderate Agree -4
Strongly Agree-5
(Circle one number)
16. I will lose my job or be laid off in the next year. 1 2 3 4 5
17. I am satisfied with the amount of job security I have. 1 2 3 4 5
A Relational Study on Job Satisfaction in the context of SIBL 47
Job Satisfaction Items
Section 3: Following are some items, which assess your opinion about your overall Job
Satisfaction with the SIBL. Circle one number per statement using the following scale:
Very Dissatisfied-1 Moderate Dissatisfied-2 Satisfied-3 Moderate Satisfied -4
Very Satisfied-5
(Circle one number)
18. Your job 1 2 3 4 5
19. Your pay 1 2 3 4 5
20. Your coworkers 1 2 3 4 5
21. The direction or advice you receive from others
in your organization 1 2 3 4 5
22. Your peers in your profession 1 2 3 4 5
23. Your career progress in the organization in this point 1 2 3 4 5
24. Your chances of getting ahead in the organization 1 2 3 4 5
25. Your opportunity to “make a difference” or to
contribute to the overall success of the organization 1 2 3 4 5
26. Your organization’s system for recognizing and
rewarding outstanding performance 1 2 3 4 5
27. The organization’s concern for its employees’ welfare 1 2 3 4 5
28. Your organization compared to others 1 2 3 4 5
29. Your organization’s overall efficiency in operation 1 2 3 4 5
30. The overall quality of your organization’s success 1 2 3 4 5
A Relational Study on Job Satisfaction in the context of SIBL 48
Appendix 3
SPSS Output
Reliability of Organizational Commitment ****** Method 1 (space saver) will be used for this analysis ****** _ R E L I A B I L I T Y A N A L Y S I S - S C A L E (A L P H A) Item-total Statistics Scale Scale Corrected Mean Variance Item- Alpha if Item if Item Total if Item Deleted Deleted Correlation Deleted Q1 11.2200 8.0723 .3229 .4366 Q2 10.6700 9.9607 .0400 .6007 Q3 11.3800 7.4703 .3970 .3841 Q4 11.4000 8.4040 .2705 .4700 Q5 10.6500 7.5429 .4266 .3683 Reliability Coefficients N of Cases = 100.0 N of Items = 5 Alpha = .5166
Reliability Career Satisfaction ****** Method 1 (space saver) will be used for this analysis ****** _ R E L I A B I L I T Y A N A L Y S I S - S C A L E (A L P H A) Item-total Statistics Scale Scale Corrected Mean Variance Item- Alpha if Item if Item Total if Item Deleted Deleted Correlation Deleted Q6 11.6700 4.7284 .6201 .4939 Q7 12.6500 5.4621 .5090 .5614 Q8 11.9500 6.2702 .3862 .6201 Q9 10.9800 6.6663 .2202 .6861 Q10 11.7500 5.6641 .3534 .6389
A Relational Study on Job Satisfaction in the context of SIBL 49
Reliability Coefficients N of Cases = 100.0 N of Items = 5 Alpha = .6590
Reliability of Job Involvement ****** Method 1 (space saver) will be used for this analysis ****** _ R E L I A B I L I T Y A N A L Y S I S - S C A L E (A L P H A) Item-total Statistics Scale Scale Corrected Mean Variance Item- Alpha if Item if Item Total if Item Deleted Deleted Correlation Deleted Q11 14.9300 6.2476 .4585 .7103 Q12 14.5100 6.7575 .4891 .6881 Q13 13.4500 6.5732 .6019 .6458 Q14 13.2800 7.0521 .4134 .7177 Q15 13.0300 7.5445 .5934 .6717 Reliability Coefficients N of Cases = 100.0 N of Items = 5 Alpha = .7324
Reliability of Job Security ****** Method 1 (space saver) will be used for this analysis ****** _ R E L I A B I L I T Y A N A L Y S I S - S C A L E (A L P H A) Item-total Statistics Scale Scale Corrected Mean Variance Item- Alpha if Item if Item Total if Item Deleted Deleted Correlation Deleted Q16 2.9700 1.8678 .4150 . Q17 3.1900 1.6706 .4150 .
A Relational Study on Job Satisfaction in the context of SIBL 50
Reliability Coefficients N of Cases = 100.0 N of Items = 2 Alpha = .5859
Reliability of Job Satisfaction ****** Method 1 (space saver) will be used for this analysis ****** _ R E L I A B I L I T Y A N A L Y S I S - S C A L E (A L P H A) Item-total Statistics Scale Scale Corrected Mean Variance Item- Alpha if Item if Item Total if Item Deleted Deleted Correlation Deleted Q18 36.7900 27.3797 .5509 .7885 Q19 37.9600 29.6549 .4805 .7959 Q20 35.8300 29.7587 .4306 .7994 Q21 36.2600 30.5378 .4106 .8012 Q22 35.9700 29.7062 .4693 .7967 Q23 37.3800 27.3895 .6482 .7801 Q24 35.9900 32.2322 .1564 .8181 Q25 37.0600 28.7236 .4033 .8033 Q26 37.5300 27.2415 .5613 .7874 Q27 37.9900 29.1817 .4162 .8010 Q28 36.6400 29.5257 .4856 .7954 Q29 36.6900 28.7413 .4981 .7937 Q30 35.8700 31.8112 .2604 .8105 Reliability Coefficients N of Cases = 100.0 N of Items = 13 Alpha = .8108
A Relational Study on Job Satisfaction in the context of SIBL 51
Frequencies
Statistics
100 100 100 100 1001 1 1 1 1
2.7660 2.9500 3.4600 3.0800 3.0638.67990 .57586 .63277 1.11853 .44814
ValidMissing
N
MeanStd. Deviation
ORG_COM CAR_SAT JOB_INV JOB_SEC JOB_SAT
Frequency Table
ORG_COM
4 4.0 4.0 4.04 4.0 4.0 8.0
10 9.9 10.0 18.08 7.9 8.0 26.0
13 12.9 13.0 39.08 7.9 8.0 47.0
10 9.9 10.0 57.011 10.9 11.0 68.012 11.9 12.0 80.0
8 7.9 8.0 88.02 2.0 2.0 90.03 3.0 3.0 93.04 4.0 4.0 97.01 1.0 1.0 98.02 2.0 2.0 100.0
100 99.0 100.01 1.0
101 100.0
1.401.802.002.202.402.602.803.003.203.403.603.804.004.204.40Total
Valid
SystemMissingTotal
Frequency Percent Valid PercentCumulative
Percent
A Relational Study on Job Satisfaction in the context of SIBL 52
CAR_SAT
1 1.0 1.0 1.02 2.0 2.0 3.01 1.0 1.0 4.0
10 9.9 10.0 14.011 10.9 11.0 25.013 12.9 13.0 38.010 9.9 10.0 48.0
7 6.9 7.0 55.016 15.8 16.0 71.011 10.9 11.0 82.0
9 8.9 9.0 91.05 5.0 5.0 96.03 3.0 3.0 99.01 1.0 1.0 100.0
100 99.0 100.01 1.0
101 100.0
1.601.802.002.202.402.602.803.003.203.403.603.804.004.60Total
Valid
SystemMissingTotal
Frequency Percent Valid PercentCumulative
Percent
JOB_INV
1 1.0 1.0 1.01 1.0 1.0 2.01 1.0 1.0 3.03 3.0 3.0 6.04 4.0 4.0 10.0
10 9.9 10.0 20.010 9.9 10.0 30.0
8 7.9 8.0 38.014 13.9 14.0 52.014 13.9 14.0 66.011 10.9 11.0 77.0
8 7.9 8.0 85.03 3.0 3.0 88.07 6.9 7.0 95.03 3.0 3.0 98.01 1.0 1.0 99.01 1.0 1.0 100.0
100 99.0 100.01 1.0
101 100.0
1.802.002.202.402.602.803.003.203.403.603.804.004.204.404.604.805.00Total
Valid
SystemMissingTotal
Frequency Percent Valid PercentCumulative
Percent
A Relational Study on Job Satisfaction in the context of SIBL 53
JOB_SEC
9 8.9 9.0 9.04 4.0 4.0 13.07 6.9 7.0 20.0
18 17.8 18.0 38.020 19.8 20.0 58.012 11.9 12.0 70.016 15.8 16.0 86.0
4 4.0 4.0 90.010 9.9 10.0 100.0
100 99.0 100.01 1.0
101 100.0
1.001.502.002.503.003.504.004.505.00Total
Valid
SystemMissingTotal
Frequency Percent Valid PercentCumulative
Percent
A Relational Study on Job Satisfaction in the context of SIBL 54
JOB_SAT
1 1.0 1.0 1.01 1.0 1.0 2.01 1.0 1.0 3.01 1.0 1.0 4.01 1.0 1.0 5.02 2.0 2.0 7.02 2.0 2.0 9.04 4.0 4.0 13.05 5.0 5.0 18.05 5.0 5.0 23.06 5.9 6.0 29.05 5.0 5.0 34.09 8.9 9.0 43.04 4.0 4.0 47.05 5.0 5.0 52.08 7.9 8.0 60.07 6.9 7.0 67.07 6.9 7.0 74.06 5.9 6.0 80.05 5.0 5.0 85.04 4.0 4.0 89.03 3.0 3.0 92.03 3.0 3.0 95.02 2.0 2.0 97.01 1.0 1.0 98.01 1.0 1.0 99.01 1.0 1.0 100.0
100 99.0 100.01 1.0
101 100.0
1.922.002.152.232.312.382.462.542.622.692.772.852.923.003.083.153.233.313.383.463.543.623.693.854.004.084.38Total
Valid
SystemMissingTotal
Frequency Percent Valid PercentCumulative
Percent
A Relational Study on Job Satisfaction in the context of SIBL 55
Correlations Correlations
1 .030 .082 -.108 .110. .770 .418 .285 .275
100 100 100 100 100.030 1 .313** .017 .501**.770 . .002 .865 .000100 100 100 100 100.082 .313** 1 .003 .501**.418 .002 . .975 .000100 100 100 100 100
-.108 .017 .003 1 .108.285 .865 .975 . .287100 100 100 100 100.110 .501** .501** .108 1.275 .000 .000 .287 .100 100 100 100 100
Pearson CorrelationSig. (2-tailed)NPearson CorrelationSig. (2-tailed)NPearson CorrelationSig. (2-tailed)NPearson CorrelationSig. (2-tailed)NPearson CorrelationSig. (2-tailed)N
ORG_COM
CAR_SAT
JOB_INV
JOB_SEC
JOB_SAT
ORG_COM CAR_SAT JOB_INV JOB_SEC JOB_SAT
Correlation is significant at the 0.01 level (2-tailed).**.
Regression (stepwise)
Variables Entered/Removeda
JOB_INV .
Stepwise(Criteria:Probability-of-F-to-enter <=.050,Probability-of-F-to-remove >=.100).
CAR_SAT .
Stepwise(Criteria:Probability-of-F-to-enter <=.050,Probability-of-F-to-remove >=.100).
Model1
2
VariablesEntered
VariablesRemoved Method
Dependent Variable: JOB_SATa.
A Relational Study on Job Satisfaction in the context of SIBL 56
Model Summary
.501a .251 .243 .38983
.618b .382 .369 .35588
Model12
R R SquareAdjustedR Square
Std. Error ofthe Estimate
Predictors: (Constant), JOB_INVa.
Predictors: (Constant), JOB_INV, CAR_SATb.
ANOVAc
4.989 1 4.989 32.830 .000a
14.893 98 .15219.882 99
7.597 2 3.799 29.992 .000b
12.285 97 .12719.882 99
RegressionResidualTotalRegressionResidualTotal
Model1
2
Sum ofSquares df Mean Square F Sig.
Predictors: (Constant), JOB_INVa.
Predictors: (Constant), JOB_INV, CAR_SATb.
Dependent Variable: JOB_SATc.
Coefficientsa
1.836 .218 8.433 .000.355 .062 .501 5.730 .000
1.254 .237 5.297 .000.270 .060 .381 4.539 .000.297 .065 .381 4.538 .000
(Constant)JOB_INV(Constant)JOB_INVCAR_SAT
Model1
2
B Std. Error
UnstandardizedCoefficients
Beta
StandardizedCoefficients
t Sig.
Dependent Variable: JOB_SATa.
A Relational Study on Job Satisfaction in the context of SIBL 57
Excluded Variablesc
.070a .793 .430 .080 .993
.381a 4.538 .000 .418 .902
.106a 1.215 .227 .122 1.000
.068b .850 .397 .086 .993
.100b 1.254 .213 .127 1.000
ORG_COMCAR_SATJOB_SECORG_COMJOB_SEC
Model1
2
Beta In t Sig.Partial
Correlation Tolerance
CollinearityStatistics
Predictors in the Model: (Constant), JOB_INVa.
Predictors in the Model: (Constant), JOB_INV, CAR_SATb.
Dependent Variable: JOB_SATc.
Regression (simultaneous)
Variables Entered/Removedb
JOB_SEC,JOB_INV,ORG_COM,CAR_SAT
a
. Enter
Model1
VariablesEntered
VariablesRemoved Method
All requested variables entered.a.
Dependent Variable: JOB_SATb.
Model Summary
.631a .398 .373 .35486Model1
R R SquareAdjustedR Square
Std. Error ofthe Estimate
Predictors: (Constant), JOB_SEC, JOB_INV,ORG_COM, CAR_SAT
a.
A Relational Study on Job Satisfaction in the context of SIBL 58
ANOVAb
7.920 4 1.980 15.723 .000a
11.963 95 .12619.882 99
RegressionResidualTotal
Model1
Sum ofSquares df Mean Square F Sig.
Predictors: (Constant), JOB_SEC, JOB_INV, ORG_COM, CAR_SATa.
Dependent Variable: JOB_SATb.
Coefficientsa
.994 .291 3.422 .0015.272E-02 .053 .080 .996 .322
.295 .065 .379 4.522 .000
.266 .060 .375 4.466 .0004.344E-02 .032 .108 1.354 .179
(Constant)ORG_COMCAR_SATJOB_INVJOB_SEC
Model1
B Std. Error
UnstandardizedCoefficients
Beta
StandardizedCoefficients
t Sig.
Dependent Variable: JOB_SATa.