Page 1 of 10
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 03 Issue 10
September 2017
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 102
Job satisfaction and organizational commitment among Bank
employees
Shelomeya Ragel
Assistant Lecturer in Management, Department of Management, Eastern University, Sri Lanka
shelo.ragel@gmail.com
ABSTRACT
This study investigates the effects of job
satisfaction on organizational Commitment
among bank employees at Batticaloa
district. Importance of Job satisfaction and
Organizational commitment in organization
cannot be denied. Both variables are
providing many positive impacts and
behaviors to organization. To survival of an
organization, maintaining these variables at
workplace is essential. There are several
researches have been conducted related
with job satisfaction and organizational
commitment, though it is not sure that,
effects of job satisfaction on organizational
commitment among banks in Sri Lankan
context were studied in the past. So, this
study investigates both variables in banks of
Sri Lanka.
This is a descriptive study and simple
random sampling method used to derive
sample for this study. 247 bank personals
from 13 banks are study population for this
study. A structured questionnaire was
distributed to 120 samples to collect data.
The level of each variable was analyzed by
analysis of mean and standard deviation.
Relationship within variables are analyzed
through correlations and impact measured
by regression analysis. The results found
that, Job satisfaction and Organizational
commitment are in high level among bank
employees. Job satisfaction positively
related and impacted to organization
commitment.
Keywords: Job Satisfaction, Organizational
Commitment
1.0 INTRODUCTION
1.1 Background of study
Organization’s success highly depends on
human resource of the respective
organization. Therefore, it is important to
maintain a strong workforce at any
organization. Comparing to other resources,
human resource is a complicated resource
and handling them is difficult task because
Page 2 of 10
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 03 Issue 10
September 2017
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 103
every human is physically and
psychologically different from other one
(Bushra, Usman and Naveed, 2011); And
unlike the other resources, human resource
have emotions and they will respond back.
So, organizations should manage human
resource properly to keep them within
organizations. Whereas, banking industry is
service providing and highly competitive
industry. To survive in the industry, banks
need to increase their performance and
productivity. For that, they need to have a
good committed work force at their banks.
1.2 Research problem
Effective and efficient human resource is
important to overcome high competition
facing in today’s work environment. Cause
of that, it is essential that providing a
comfortable work zone for each and every
employee. Especially in banking industry, as
there are number of banks operating in
industry bank employees facing high
competition internally and externally at their
work place. As well, operations of the all
banks are mostly similar, cause of that there
is a risk of switching of employees from one
bank to another. Losing a talented employee
may be loss to bank, as well movement of
employee to competitive bank is worse to
the bank. Overall it affects in performance
of bank.
Thus, banks need to maintain high level of
satisfaction and commitment within their
employees. It is leaving a great opportunity
to examine Job Satisfaction and
Organizational Commitment in banking
industry. Though there are many studies
conducted on satisfaction and commitment
but it is not clear whether, this relationship
and impact are investigated in the Sri
Lankan context. Hence, this study
particularly aims in the Sri Lankan context
to fill this gap and investigate Job
Satisfaction and Organizational
Commitment in banking sector.
1.3 Research question
To what extent are bank employees
satisfied with their jobs?
To what extent are bank employees
committed to their hospitals?
What is the relationship between
bank employees’ job satisfaction and
organizational commitment?
Page 3 of 10
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 03 Issue 10
September 2017
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 104
To which extend Job satisfaction has
impact on Organizational
Commitment in banking sector?
1.4 Objective of the study
Identify the satisfaction level of bank
employees.
Identify the commitment level of
bank employees.
Find the relationship between bank
employees’ job satisfaction and
organizational commitment.
Measure the impact of job
satisfaction and organizational
commitment in banking sector.
2.0 LITERATURE REVIEW
2.1 Job Satisfaction
Different authors have defined Job
satisfaction; mostly used definition is by
Locke in 1976 as “pleasurable or positive
emotional state resulting from the appraisal
of one's job or job experiences”.
Organizations benefits a lot from satisfied
employees by lower staff turnover, higher
productivity, reduction in conflicts and
complaints, punctuality, and better work
morale (Aziri, 2012; Saravani & Abbasi,,
2013). On the other hand, dissatisfied
employees can show poor working
conditions, overwork and workloads, low
levels of pay, no promotion or career
advancement and lack of recognition. So,
Job Satisfaction is one of the main thing to
be consider by banks to improve their
productivity.
2.2 Organizational Commitment
Organizational Commitment is another
variable considered to be important at any
organization. Employees with commitment
to the organization will contribute more for
the organization. Highly Committed
employees come up with high performance
and productivity; as well commitment
lowers the turnover and absenteeism in
organization. Organizational commitment
brings many positive behaviors in to the
organization; such as, increase in
engagement, loyalty, performance and
reduce absenteeism, turnover and let work
long for organization (Nafei, 2014;
Moghimi, 2001). Cause of that commitment
of employees is count as advantage for
organizations.
2.3 Relationship Between Job Satisfaction
and Organizational Commitment
