Journal of Political Science, Public and International Affairs

Vol. 1(1), pp. 002-008, June, 2017. www.premierpublishers.org. ISSN: xxxx-xxxx

JPSPIA

Research Article

Job satisfaction of employees of public and private

organizations in Bangladesh
Md. Nazirul Islam Sarker1, Arifin Sultana2, AZM Shafiullah Prodhan3
1
School of Public Administration, Sichuan University, China.
2
Department of Psychology, National University, Bangladesh.
3
Department of Horticulture, Bangabandhu Sheikh Mujibur Rahman Agricultural University, Gazipur, Bangladesh.

This study examined the level of job satisfaction among the employees ofprivate and public
organizations in Bangladesh. Data have been collected randomly from 40employees of
Gaibandha District in Bangladesh through a structured questionnairein January to February,
2010. Among the respondents 50% is government employee while 50% is non-government
employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the
employees. Likert scale was used for measuring the attitude of the employees on their job. This
research revealed that there was no significant difference between the job satisfaction of
government and non-government employees. The study suggests that an effective policy on
recruitment, job security, service rules, promotional opportunities, regular payments,
retirements benefits should be made by the government to improve the job satisfaction and
attitude of employees in both government and non-government employees.

Keywords: Job satisfaction, employees, private, public organizations, government, Bangladesh.

INTRODUCTION

Job satisfaction is the key factors for the success of an
organization. Most of the organizations usually take
initiative to satisfy their employees for makes them
committed and developing their effective roles. It is the
difference between the level of rewards employees
receive and the level they believe they should receive
(Robins 1997). Herzberg (1952) identified motivation
factors and hygiene factors while investigating
satisfaction on the job. He concluded that motivation
factors (e.g., achievement recognition, responsibility,
advancement, growth and work itself) lead to satisfaction
on the job and factors like supervision, policy and
administration, relationship with supervisor, relationships
with peers, relationships with subordinates, work
conditions, salary, status, personal life, security may
guide to job dissatisfaction.
An important issue of every organization is job
satisfaction among the employees as it is positively
Job satisfaction of employees of public and private organizations in Bangladesh
related to its goal achievement. Job satisfaction is a set
of favorable or unfavorable feeling and emotions with
which employees view their work and the supervisors
should concentrate about employees job satisfaction
level (Newstrom, 2007; Sarker et al., 2015).Locke (1976)
defined job satisfaction as anenjoyable or positive
emotional state, resulting from the assessment of ones
job experiences. It is described as how people feel about
their jobs and its different aspects.
*Corresponding author: Md. Nazirul Islam Sarker,
School of Public Administration, Sichuan University,
China. Email: sarker.scu@yahoo.com.
Sarker et al. 002
Job satisfaction is collection of feelings that an individual
holds toward job (Robbins and Sanghi, 2006; Rahman,
2008). Mobey and Lockey (1970) expressed as a
perceived relationship between what one expects and
obtains from ones job and how much importance or
value one attributes to it. The Harvard Professional
Group (1998) reportedit as a condition that leads to
recognition, income, promotion, and the achievement of
other goals for fulfillment. Bullock (1952) defined it as an
attitude which results from a balancing and exact of likes
and dislikesexperienced in connection with the job.
One of the major challenges in organizational
management is employee job performance which mainly
affects the performance of the organization (Lee and Wu
2011; Sarker, 2016). Ogbulafor (2011) suggested that
employee performance was instrumental to
organizational growth and profitability. The employees
are regarded as the major business resources that help
the daily activities and operations of an organization
(Mudah, RafikiandHarahap2014; Rahmean et al., 2017).
Similarly, Oluwafemi (2010) mentioned that
organizational effectiveness and efficiency depends on
how effective and efficient the employees in the
organization are. Employers ability to understand
employees satisfaction as it relates to schedules and
daily duties will impact greatly on employee efficiency
and performance. Howard (2009) viewed job satisfaction
as a blend of likable and unlikable moods or behavior of
an individual worker on their work schedule, implying that
when an individual is employed such individual might
come along with desires, wants and anticipations which
define their meaning for being there. Satisfaction on a job
symbolizes the enormousness to which optimism are
align with real rewards and benefits. Most employees
have a high degree of job frustration which create
attitudes that are undesirable on the job and deteriorate
their performance ability and that their working place as
well (Mowday, Porter and Steers 2013; Sarker and
Rashid, 2015). The concept of employee performance is
preferably stressed lately in the viewpoint of transparency
(Hood and Healed, 2006), managerial accountability
(Broaddbent and Laughlin, 2003), a performance
measurement (Ferreira and Otley, 2005) and managerial
control (Berry, Broadbent and Otley, 2005).
Job satisfaction is the positive and negative attitude
towards the job of employee. There are some
commonfactors like security of their existing job,
employees autonomy, salary and other facilities, working
environment and schedule, career improvement
opportunity, performance appraisal process and
evaluation etc which always contribute directly and
indirectly to theemployees mind as well as performance
of the organization. Since organizational performance
and service delivery mainly depends on job satisfaction,
so it is a critical issue to measure the job satisfaction of
Job satisfaction of employees of public and private organizations in Bangladesh
employees of both public and private organizations. The
review of literature suggests that no previous study done
on this issue in the study area which leads the
researchers to select this piece of research. This study
explored the level ofjob satisfaction of employees of
public and private organization.In line with the objective,
the alternative hypothesis was formulated.
H1: There is a positive and significant relationship
between job satisfaction and employee performance in
public and private organization.
Rationale of the Study
Job Satisfaction is an important concern in the world of
professional commitments.The outcome of the
companiesis largelydepends on the employees job
satisfaction. When an employee get reward and satisfied
to his or her job, definitely he or she can contribute better
for organization. As a result, a lot of factors bring the job
satisfaction and at the same time lack of them are
responsible for job dissatisfaction. Employees job
satisfaction seems very essential concerning about the
companys constant growth.In the first world, this issue
has been understood reasonably because they do
understand that the job satisfaction of the employees is
much more important than other components of the
organization. In this respect, Bangladesh has yet to do
something trustworthy as the concept is relatively new in
Bangladesh (Sarker et al., 2017). So, it has been realized
the fact that job satisfaction has to be taken care of
practically. What makes a firm best is not just technology,
bright ideas, strategy or the use of tools, but also the fact
that the best firms are better organized to meet the needs
of their people, to attract better people who are more
motivated to do a superior job (Waterman, 1994). In
thismanner, the management of human resources
becomes very crucial. Almost no research has been done
on the employees job satisfaction in the study area.
Thus, this study on employees job satisfaction of the
employees of public and private organization was taken
up.
Objectives of the Study
The main objective of this study was to determine the
level of job satisfaction among the public employees and
private employees of Bangladesh. The main objectives
split into the followings:
a) To explore the relationship of employees level of job
satisfaction with their socio-economic, demographic,
andeducational status.
b) To determine the variation of job satisfaction between
the public employees and private employees of
Bangladesh.
c) To suggest some policy measures for improving
employees job satisfaction.

SURVEY OF RELATED LITERATURE
Some recent research works were included in this section
as evidence to the relation between job satisfactions
public and private employees with other factors.
Employee performance
Employee job performance has always been an important
concern for managers of organizations (Kelidbari, Dizgah,
and Yusefi, 2011). Similarly, employee performance is
key component of an organization therefore; aspects that
place the grounds for high performance must be
scrutinized critically by the organizations for them to
succeed (Abbas and Yaqoob, 2009). The effect of job
satisfaction and service attitude on job performance
among high-tech has always been regarded as an
important item in organizational management.Job
performance is generally considered as workers total
performance in meeting the anticipated worth and
achievement of tasks under the procedure and time
requirements of the organization. Similarly Liao et al.,
(2012) definedjob efficiency as the common for
improvements, redundancy, benefits, punitive measures,
opinions and wage changes. It also meets the needs for
workers to realize themselves. Ahmad and Khurram
(2011) also argued that worker performance represents
the wide perception of the employees about their actions
and efforts towards the accomplishment of the company.
Ahmad and Shahzad (2011) mentioned that apparent
employee performance embodies the whole belief of the
employee about their conduct and contributions to the
accomplishment of the organization and compensation
practices, performance assessment and promotional
practices as a determinant of employee performance.
Similarly, Anitha (2013) defined it as an indicator of
financial or other outcome of the employee which has a
direct relation with the performance of the
organizationand its achievement, further reported that
working environment, leadership, team and co-worker
involvement, training and career development, incentive
program, guidelines and procedures and
workplacecomfort as well as employee commitment are
major factors which determine employee performance.
Alagaraja1 and Shuck (2015) argued that employee
performance can be enhanced through training and
development by organizational configuration and
employee engagement in order to understand reasons
associated with enhancing individual performance.
Furthermore, Thomas and Feldman, (2010) adopted
measures of employee performance as core task
performance, which includes in-role performance, safety
performance, and creativity, followed by citizenship
performance, categorized into both targets-specific and
general organizational citizenship behaviors and lastly,
counterproductive performance that consists of general
counterproductive work behaviors, workplace violence,
substance use, sluggishness, and malingering.
Job satisfaction of employees of public and private organizations in Bangladesh
J. Pol. Sci., Public Int. Affairs 003
Therefore, worker efficiency brings about advancement
efficiency and firm efficiency as a whole, in such a way
that successful effort of satisfied, motivated, and
dedicated recruiting produce impressive ideas for new
services or products and increase quality efficiency,
surgical activities, and customer support directly
(Sadikoglu and Cemal, 2010).Globalization has designed
a lot of variations and difficulties that impact both the
public and private industry around the world which make
job industry of Bangladesh not exceptional to such
circumstances. Although there are some undeniable
justifications about the beneficial and side results about
such changes, an effective analysis of worker efficiency
therefore becomes absolutely essential (Krishna, 2010).
Measures for employee performance
Ahmad and Shahzad (2011) argued that seeming
performance of an employee expresses the entire
conviction of an employee in regards to the actions and
input to the attainment of the organizations goals and
mission. They further mentioned that practices of
compensation, evaluation of performance and practices
concerning promotion of and employee are the
benchmark for performance of a worker. So also Anitha
(2013) stated that performance of an employee is a
gauge or pointer of monetary or other result of the
employee that has undeviating relationship with
organization performance and accomplishment as well.
Anitha (2013) additionally disclose that atmosphere at
which employee perform task and other schedules,
relationship with bosses, co-employee relationship and
that of team, compensation procedure, and engagement
of an employee are determining factors for performance.
Conversely, Alagaraja1 and Shuck (2015) mentioned that
employee performance can be measured by means of
regular training and improvement. In addition, Thomas
and Feldman, (2010) take on measures of employee
performance as core job performance, that includes in-
role performance, security performance, and
inventiveness, trailed by citizenship performance,
branded into equally targets-specific and wide-ranging
organizational citizenship. As far as this study is
concerned however, dimensions for measuring employee
performance provided in the study of Liao et al, (2012)
were chosen. This is due to the fact that the dimensions
in those studies employee performance was measured
from the point of view of the organization, the employee
as well as, the job itself i.e. organizational objective,
employee objective, performance development and
employee satisfaction are used as measures of employee
performance which makes it more wide-ranging.
Performance of an employee hence, gives room for
innovativeness among employees and general firms
performance and innovativeness, in a manner that
prosperous work of accomplished, inspired and zealous
human resources yield ground breaking concepts for
newer goods or services and also upsurge performance
Sarker et al. 004
quality and satisfaction of the clients (Sadikoglu and
Cemal, 2010).
Job satisfaction
Job satisfaction is considered not to have a generally
decided meaning despite of its importance and wide
utilization in the world of commercial mindset and
business actions, which make it vital that before clear
significance is given, there is the need to put into
consideration benefit and characteristics actions of
humans all over the world (Aziri, 2011). Hop pock (1935)
stated that job satisfaction was seen as any form of blend
of psychological environmental as well as physiological
circumstances. Another definition given by Vroom (1964)
effective alignment of person in regard to their process
and plans is what describes job satisfaction; this meaning
put much focus on the part performed by a worker in the
working place.
The most commonly used significance of job fulfillment is
the created by Spector (1997) which declares that job
fulfillment facilities mostly on the emotions of people
about their whole job, which focuses on the stage to
which people like or dislike their tasks. Therefore job
fulfillment provides as a standard on how workers either
feel adverse or beneficial about their job and that is the
primary reason why job fulfillment and discontentment
always exist at certain point and scenario (Davis,
Nestrom 1985). Aziri (2011) claimed that the quality of job
fulfillment was within the range of excessive fulfillment
and excessive discontentment. Also, according to Kaliski
(2007) job fulfillment can be considered emotions of
success and how effective a worker is on his/her job
which can have a primary connection to worker efficiency
as well as wellness of the staff member. Moreover, Henry
and Jackson (2008) recommend that job fulfillment is
consisting of values and emotions that people understand
about their specific tasks. However, job fulfillment is
considered to be multi- perspective and complex, it can
be considered in many different ways by different people,
usually, it is associated with inspiration even though the
opportunity of the text is still not very obvious Aziri
(2011).
Factors Determining Job Satisfaction
Rue and Ryaes (2003) recommend that job fulfillment is
driven by some look at the office which include financial
offers like incomes, possibilities, progression, working
circumstances, and workgroup, further the resulting effect
of the determinant functions as measuring stick for job
fulfillment of discontentment as well as what the results
will be as stated by Aziri (2011) that when talking about
issues regarding job fulfillment, job discontentment
should be considered to ensure balance. Squires et al.
(2015) suggested that though, disappointed employees
may not stop their tasks, but such feeling of
Job satisfaction of employees of public and private organizations in Bangladesh
discontentment could affect them, their co-workers as
well as their quality of efficiency and the service they
provide in the sense that such disappointed employees
have propensities of showing anger on anybody else in
the office.
Bos et al. (2009) described that job fulfillment has five
factors which involve freedom, expertise attention,
support from excellent, chances to further knowledge and
connection with co-workers. Statistic of employees job
fulfillment is one of the significant characteristics when it
comes to skills and effectiveness of employees. In
functionality, the first-hand decision-making design which
types it as essential that employees should be
maintained and well thought-out essentially as humans
that have their own wishes, needs, and own wishes are a
very good range for the popularity of job fulfillment in
modern-day companies (Usman and Jamal, 2013). In the
process examining job fulfillment, the sagacity that a
pleased worker is a pleased worker and a pleased worker
is a dynamic worker (Aziri, 2011).
On the opposite Aziri (2011) further suggested that there
was no strong nexus between job fulfillment and worker
efficiency considering the fact that a meta-analysis of
past experiments charges 0.17 best-estimate
connections between job fulfillment and worker efficiency.
He further stated that a worker with an advanced stage of
job fulfillment might not actually have an advanced stage
of efficiency. Furthermore, in a research by Increased et
al (2011) targeted at monitoring the text job fulfillment
and perform efficiency by an example of community
service authorities in Malaysia realize that business
learning was set up to be favorably similar to business
dedication, job fulfillment, and perform efficiency. In the
same line of thinking, Raza, Rafique, Ali, Mohsin, and
Shah, (2015) also performed a research with the goal of
searching the outcomes of job fulfillment and revenue
representatives efficiency with flexible selling actions of
companies, the research divulges that that there is a
strong organization of salesman efficiency and job
fulfillment. Moreover, in the perform of Vermeeren,
Kuipers and Steijn (2014) in a research is designed to
observe the association concerning community business
efficiency and workers control with specific focus on job
fulfillment as a reputable mediating varying between
business efficiency and HRM, on the effect of a
supervisors control smartness on the application of
human resources (HR) methods. However, their findings
direct that job fulfillment is favorably related to worker
efficiency.
Furthermore, in a research carried out by Al-Ahmadi
(2009) in order determine causes impelling efficiency of
medical center nursing staff in Riyadh Region, Saudi
Arabic determined that job fulfillment has a positive
connection to worker efficiency. Saba Salem et al. (2013)
in their research on factors of job fulfillment examine its
effect on workers of the financial industry has discovered
that all the factors such as business policy and strategy,
 J. Pol. Sci., Public Int. Affairs 005

nature of perform, interaction, job stress, worker data have been collected through desk study which
character and employment and selection procedures covered research articles, research monographs,
have significant organization with workers job fulfillment. textbooks and various published and unpublished
Shaukat et al. (2012) discovered that supply of materials on the subject.
assistance at performs and higher leader-member return
interaction favorably forecasts workers job fulfillment. It Sampling
shows that when the organization provides assistance to
its workers or when manager is helpful and workers have Sampling from public organizations
excellent return regards with their manager, they Serial Name of the organizations Number of
reciprocate it with higher interaction and increase job no. respondent
fulfillment. 1 Upazila statistics office 4
2 Upazila livestock office 7
Jehanzeb et al., (2012) figured degree of advantages, 3 Rural development office 3
inspiration and job fulfillment of workers has a strong 4 Upazila fisheries office 2
relationship in the financial industry of Saudi Arabic 5 Upazila election office 3
further it has been found that workers in the financial 6 Upazila food control office 1
industry give more importance to economic or dollars. Total 20
Rahman et al. (2012) figured the female workers overall
job fulfillment of private banks is associated with Sampling from private organizations
adequate compensation for perform, available chance of Serial Name of the organizations Number of
promotion, job analyzed advantages, identification for no. respondent
great perform, pleased supply wage rise, pleased supply 1 Samaj Kallyan Sangstha 3
wage rise, pleased inspiration and advantages, wage 2 Unnayan Sohojogy Sangstha 4
increases on performance, motivated to operate pleased 3 Association for Social 7
available chance, training course regularly, pleased Advancement (ASA)
space available, pleased atmosphere. Hoque et al. 4 Unnayan Shangha 6
(2012) indicates that the factors of job fulfillment such as Total 20
job status, wage edge advantages, job security,
promotional opportunities, workplace, job independence, Measurement of variables
identification for great perform, co-workers, and
monitoring have been assigned by both the amount of The following questions were asked to the public and
professionals, junior and top stage as the major factors of private organization employees for determination of the
their respective job fulfillment. It is also revealed that level of job satisfaction (Table 1).
each of their factors has significant positive relation with
the overall job fulfillment of the professionals. Therefore, Table 1. Questions related to job satisfaction.
improve in values/standard of each of these factors would
definitely improve the amount of job fulfillment of the S/No. Questions related to job satisfaction
selected professionals. 1 My job is like my hobby.
Generally my job is like that it removes my
2 tiredness.
METHODOLOGY 3 I think my friends are more devotee than me.
4 I think my job satisfaction is not up to mark.
5 I enjoy my office time than leisure time.
The research data have been collected from both primary 6 Frequently I feel my job as monotonous job.
and secondary sources. Primary data have been 7 I am satisfied with my present job.
collected through a structured questionnaire from 8 Most of the time I feel lazy to go office.
Gaibandha district of Bangladesh in January to February, 9 At this moment I am satisfied with my job.
2010. The data is collected using a well-designed I have frustration when I think about my present
interview schedule. All the variables were measured 10 job.
using a five point Likert scale ranging from strongly 11 I certainly dislike my job.
disagrees to strongly agree (Sarker et al., 2007). In 12 I think that I am satisfied than other people.
addition, different national and international articles and 13 Most of the days I work with glad.
websites were researched for a quality work. Job 14 I feel that this work is not finish in everyday.
satisfaction of the public and private employees was 15 I like my job most than others.
measured by the scale developed by Brayfield-Rothe 16 I am comparatively satisfied with my job.
(1951). Reliability of the scales has been assessed by 17 I feel real satisfaction with my job.
using test-retest reliability approach and validity has been I think that my present job is good than other jobs
18 for which I was compatible.
assessed by examining content validity. The secondary

Job satisfaction of employees of public and private organizations in Bangladesh

Sarker et al. 006

DISCUSSION 11 44 -7.85 61.62

12 74 12.15 147.62
The study found out the job satisfaction level of private 13 83 21.15 447.32
and public organization employees. It was done in 14 77 15.15 229.52
Bangladesh which focused the current trend and future 15 60 -1.85 3.42
prospects of job satisfaction. The type of issue is relevant 16 64 2.15 4.62
to the current situation when people and government 17 67 5.15 26.52
18 62 0.15 0.02
increasing their concern about privatization. This study
19 73 11.15 124.32
revealed that job satisfaction as a complex matter which
20 58 -3.85 14.82
depend on various factors like working environment, X1 = 1237
2
(X1- X1) = 3086.5
professional and intellectual realities (Lortie 1975), issues
and policies related to job etc. The following results Table 4: statistical test of job satisfaction of employees.
obtained from research work.
Sam Sam Me Stand t- Degr Level Criti
Table 2: The data obtained from public organization employees of ple ple an ard val ee of of cal
the study area. type deviati ue freed freque zone
on om ncy
S/No. Public organization employees Publi 20 66. 9.63 1.4 38 .05 2.01
2
Cumulative (X1- X1) (X1- X1) c 35 5
score (X1) Priva 20 61. 10.89
1 74 7.65 58.52 te 85
2 72 5.65 31.92
3 42 -24.35 592.92 Source: filed survey, 2010
4 68 1.65 2.72
5 45 -21.35 455.82 From the above table, the t-value of the job satisfaction of
6 51 -15.35 235.62 the public and private primary school teachers was 1.45
7 74 7.65 58.52 which was lower than the tabulated value. So, our null
8 75 8.65 74.82 hypothesis was accepted. That means there was no
9 76 9.65 93.12 relation between the job satisfaction of primary school
10 88 21.65 468.72 teachers regarding public and private. Ismail and
11 62 -4.35 18.92 Karkoulian described that interviewers functions
12 73 6.65 44.22 significantly affect applicants job satisfaction, motivation,
13 67 0.65 0.42 as well as after they were used in the organization.
14 74 7.65 58.52 However, the outcomes did not display assistance for the
15 71 4.65 21.62 recommended effect of interviewers functions on
16 64 -2.35 5.52
organization commitment. Jahufer A (2015) exposed that
17 65 -1.35 1.82
there was an essential different between gender and
18 71 4.65 21.62
19 41 -25.35 642.52 overall job satisfaction and a kind of standard bank and
20 74 7.65 58.52 overall job satisfaction whereas it was no different
X1 = 1327
2
(X1- X1) = 2946.5 between civil place and overall job satisfaction.
Furthermore identified that, there was no essential
Table 3: The data obtained from private organization employees of different between (year of experience and overall job
the study area satisfaction), (age and overall job satisfaction), (ethnicity
and overall job satisfaction) and (educational
Sl Private organizationemployees documentation and overall job satisfaction) but there was
no. significantly different between (Distance to Working
2
Cumulative (X1- X1) (X1- X1) Position and overall job satisfaction) at 5% essential
score (X1)
level. Talukder et al. (2014) described that the most key
1 73 11.15 124.32
elements of job discontentment were workplace and
2 58 -3.85 14.82
3 73 11.15 124.32 management, managers and work time and protection of
4 57 -4.85 23.52 revenue etc. Inuwa M (2016) described that organizations
5 60 1.85 3.42 both in the community and personal market all over the
6 33 -28.85 832.32 globe rely on their workers for the best possible efficiency
7 67 5.15 26.52 which will consequently lead to organization efficiency. In
8 43 -18.85 355.32 this situation, the need to make sure employee job
9 62 0.15 0.02 satisfaction becomes just a few requirements to every
10 39 -22.85 522.12 organization.
Job satisfaction of employees of public and private organizations in Bangladesh

CONCLUSION
Job satisfaction has a wide area of implication like
context of job, working environment, policy matters etc.
Policy makers in the government and private organization
need to be concentrating to make good policy which is
really effective considering employees motivation, salary,
promotion, working environment etc. This study also
revealed that the government officers were reluctant to
their duties and responsibilities but private employees
were sincere to their assigned duties. Though there was
no mentionable difference between job satisfaction of
private and public employees but there was attitude
differences between them. This study revealed the gap
between private and public employees which will help
policy makers of both organizations to develop employee
friendly policy in the future.
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Accepted 19 May, 2017.
Citation: Sarker MNI, Sultana A, Prodhan AZMS (2017).
Job satisfaction of employees of public and private
organizations in Bangladesh. Journal of Political Science,
Public and International Affairs, 1(1): 002-008.
Copyright: 2017 Sarker et al. This is an open-access
article distributed under the terms of the Creative
Commons Attribution License, which permits unrestricted
use, distribution, and reproduction in any medium,
provided the original author and source are cited.