ABSTRACT The present study was undertaken to study job satisfaction and work-life balance among workaholic banking employees. Scales used for the purpose were Wysocki & Kromm’s (1986) Job Satisfaction Scale (JSS) to measure job satisfaction, Workholism and Work Life Balance Scale (developed exclusively for the present study to measure the work life balance among employees). These tests were administered to a sample of 35employees Age range of the sample was from 20-55 years, belonging to public and private sector organizations of Islamabad and Rawalpindi. The Alpha reliability of results is 0.677.The study found support for the hypothesis that relationship between work holism and work life balance exists. It is also evident that job satisfaction and work holism is also related. The study further explains that men score more on WLBS as compared to women. Hypothesis assuming that employees working in private sector organizations have more work life balance and are more satisfied with their jobs as compared to employees working in public sector organizations was supported by the results showing significant differences. No significant gender differences were found on job satisfaction of employees. Study revealed no significant differences in the work life balance and job satisfaction of married and unmarried employees.
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ABSTRACT
The present study was undertaken to study job satisfaction and work-life balance among
workaholic banking employees. Scales used for the purpose were Wysocki & Kromm’s (1986) Job
Satisfaction Scale (JSS) to measure job satisfaction, Workholism and Work Life Balance Scale
(developed exclusively for the present study to measure the work life balance among employees). These
tests were administered to a sample of 35employees Age range of the sample was from 20-55 years,
belonging to public and private sector organizations of Islamabad and Rawalpindi. The Alpha
reliability of results is 0.677.The study found support for the hypothesis that relationship between work
holism and work life balance exists. It is also evident that job satisfaction and work holism is also
related. The study further explains that men score more on WLBS as compared to women. Hypothesis
assuming that employees working in private sector organizations have more work life balance and are
more satisfied with their jobs as compared to employees working in public sector organizations was
supported by the results showing significant differences.
No significant gender differences were found on job satisfaction of employees. Study revealed no
significant differences in the work life balance and job satisfaction of married and unmarried
employees.
INTRODUCTION
Modern organizational systems are moving towards more humanistic approach in dealing
with their employees to make them satisfied with their work. The trend in organizations to make
their employees satisfied is changing, by identifying several other factors and roles of workers’
life than just the hours they spend in office. Satisfaction with the job is a part of life satisfaction
that can only happen if employees can create a balance in their work and family/personal life.
The term job satisfaction refers to the perceived feeling, which an employee has towards his job.
It is a psychological feeling and has both rational and emotional elements. The job satisfaction,
being global aspect is affected by a large array of variables such as salary, promotions, age,
experiences, primary and secondary needs, and opportunity for advancement congenial working
conditions, competent and fair supervision, and degree of participation in goal setting and
perception of the employees.
Modern society asks for its members both men and women to participate and give their
input in benefiting the society by doing various works in various fields. The traditional role for
women as homemakers has also changed. New era asks for women role as working significantly
in organizations along with their roles as house makers and this transition is well accepted by the
society we are living in.
In the same way our understanding of work and its nature has attracted a great deal of
attention recently due to dynamic changes in working patterns, employment uncertainty, and
transformations in the meaning of work.
Employee’s satisfaction with their job is an important aspect of organizational behavior.
Advancements in technology, information load, the need for speed of response, the importance
attached to quality of customer service and its implications for constant availability and the pace
of change with its resultant upheavals and adjustments creates an ever changing and modifying
world of organization which makes it important for both employees and employers to consider
job satisfaction in their strategies for effective organization.
Rationale of the study:
Job satisfaction has always been a concern of those interested in the quality of working
life and its relation to broader quality of life. Many changes in the workplace and in employee
demographics in the past decade have led to an increased concern for the boundary between
employee work and non-work lives. The changes in the workplace are not confined to Western
societies as many Asian countries have experienced similar trends. Indeed, organizations have
responded to these trends by implementing flexible work programs to help employees balance
their work and non-work lives particularly for those employees which show extensive work
behavior, drive satisfaction by work and referred work addicts.
Starting with the Hawthorne studies till now so much work has been done on job
satisfaction, which is one of the most important issues of management. Job satisfaction is a multi
dimensional topic which is affected by different factors. The purpose of this research is to study
relationship of job satisfaction in those employees who exhibit workaholic behavior pattern.
More over the role of work-life balance is also addressed by the research.
Job satisfaction is very important for effective and efficient organization. The positive
outcomes of organizations overall contribute to the healthy society. In Pakistan attitude of people
toward work is care free and not very positive. So what is the purpose of studying work holism
in society like us? As we know that personality differences exist from person to person. These
personality differences lead to the different work attitudes among employees. Those which show
extensive working pattern not only create difficulty for them selves but also for their co workers
and family. This incompatibility of behaviors gives rise to dissatisfaction.
The following study aims to study if work-life balance plays role in the satisfaction level of such
employees who exhibit workaholic behavioral pattern in banking employees. Moreover the
purpose of the study also includes if gender differences and marital status do have any
significance or not in the satisfaction level.
The present study is a small effort in describing the job satisfaction, work-life balance
and work holism. Although these variables i.e.; work life balance, job satisfaction and work
holism, have been studied in the west for a very long period of time and work is still being done
in this direction. Many researches have been conducted and established a direct relationship
between job satisfaction and work life balance (Shortland, 2004 and Carbita & Perista, 2006),
more over relationship between job satisfaction and work holism is also established (Burke &
MacDermid,1999) but there are few researches conducted in Pakistan, which could demonstrate
whether job satisfaction in workaholics is related to work life balance or not. Literature review
developed curiosity and interest in the researcher to get an insight of these variables, while an
indigenous scale is developed to measure the perceptions about balancing work and family life
and work holism in employees of public and private sector banks and how it relates to their
overall job satisfaction.
Objectives of the study
The present study was aimed at achieving the following objectives:
1. To investigate the relationship between job satisfaction and work life balance among
employees working in banks
2. To investigate the relationship between job satisfaction and work holism among employees
working in banks
3. To investigate the relationship between work life balance and work holism in banking
employees
4. To investigate differences in the perception of job satisfaction along demographic variables
(i.e., gender, marital status).
LITERATURE REVIEW
Job satisfaction has been the field of interest in management for many years. The early
work on job satisfaction is initiated with the Hawthorne studies .Later on researchers and
scientists had extended the research. Although so much work has been done still there is a lot of
work to do on this multi dimensional topic which has great significance in management. In any
organization job satisfaction of its employees is very important at all managerial level for the
efficient and effective out comes of organization.
Job satisfaction has been defined as “a function of the perceived relationship between
what one wants from one’s job and what one perceives it as offering” (Locke, 1969).It has been
defined and measured both as a global construct and as a concept with multiple dimensions or
facets (Locke, 1969, 1970; Price, 1997; Scarpello and Campbell, 1983).
Different models explaining job satisfaction include, Affect Theory (Locke, 1976) in which he
explained that job satisfaction is described by a personal wants and what he gets from his job, he
give different value to different facets of his job according to his own discretion; dispositional
theory (Judge, 1998) i.e., people have innate dispositions that cause them to have tendencies
toward a certain level of satisfaction, regardless of one’s job that there are four Core Self-
evaluations that determine one’s disposition towards job satisfaction: esteem, general efficacy,
locus of control and neuroticism.; motivation-hygiene- theory (Hertzberg, 1959) it explains
motivation and different factors of job satisfaction, two core type of factors identified are
motivators and hygienic factors. Job Characteristics Model (Hackman & Oldham) This model
states that there are five important job characteristics (skill variety, task identity, task
significance, autonomy, and feedback) which impact three significant psychological states
(experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the
actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work
motivation, etc.)
There are different variables which influence job satisfaction directly and indirectly.
Variables which are most critical and have clear and established relation ships with job
satisfaction include, organization culture which has strong positive relation with job satisfaction
level of its employees(Lund, 2003) an organization which has strong culture will give better
feeling of satisfaction to its employees rather then having a week culture, in the same way
relation ship between job satisfaction and organizational commitment is also being studied
(Crammer , 19960). An exploratory research have been conducted which examined the link
between job satisfaction and performance and are found to be positively related (Tvork &
Mcgivern, 1997) that is people with high job satisfaction will lead to increased job performance
which will surely enhance the overall performance of an organization. In the same way there are
also different demographic factors which effects the job satisfaction like, age, gender, income,
which suggest that the “influences associated with aging(e.g. higher income and more