Factors Influencing Job Satisfaction of Women Employees in Public and Private Sectors in Sylhet City, Bangladesh

Zabir, Abdullah Al; Mozahid, Md. Nur; Bhuiyan, Md. Shojib; Lima, Romana Akter; Tasnim, Anika

doi:10.9734/ajess/2018/41270

Cited by 7 publications

(5 citation statements)

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“…Bojadjiev et al (2015) found that out of eleven work environment factors (work perception, salary satisfaction, advancement, and growth, mission and core values of an organization, responsibility, autonomy, supervisor and colleague relationships, great feelings about the organization, work/life balance, development and training), nine of them were key factors for women employees, promotion and opportunities having a lower priority compared to their male co-workers. Al Zabir et al (2018) studied the effects of job satisfaction of women working in different public and private institutions of Sylhet city, Bangladesh; and 60% of total women respondents were satisfied with factors such as equally distributed workload; emergency leave; maternity leave; good relationship with the immediate supervisor; pay and benefits; and excellent communication with colleagues and supervisors affecting women employees' job satisfaction in public and private organizations. On the contrary, most of female employees were dissatisfied with child care facilities, sexual harassment, transportation facilities and the opportunity for career development.…”

Section: Women Workforcementioning

confidence: 99%

Job satisfaction of women employees of the public sector of Afghanistan

Mehrzad

Rostan

2021

PRR

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PurposeThis paper focuses on job satisfaction of women employees in the public sector of Afghanistan and identifies factors and challenges influencing women's job satisfaction in their workplace.Design/methodology/approachThe survey data were gathered from 92 employees working at the Ministry of Finance at different position levels.FindingsThe findings indicate that women employees highly prioritize salary increment and job promotion as their main job satisfaction factors while mentioning low salary, delay in salary payment and unsuitable workplace as the biggest challenges. Among recommendations, the research suggests to launch workshops for male employees to improve their behavior with women employees in the workplace, to promote employees based on their merit regardless of gender, to standardize salary scales, to develop a chart of female rights highlighting how they should be treated in their workplace and to support the female employees by eliminating gender discrimination and providing a secure work environment free of gender bias.Social implicationsThe findings and recommendations may help public sector organizations as well as the private sector of Afghanistan to improve women employees' job satisfaction.Originality/valueThis article represents an added value for the literature which lacks references about the satisfaction of women working in the public sector of Afghanistan.

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Section: Women Workforcementioning

confidence: 99%

Job satisfaction of women employees of the public sector of Afghanistan

Mehrzad

Rostan

2021

PRR

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“…This paper adopts an aim which is similar to the aforementioned studies to examine social inclusion and empowerment created by women for women in the beauty industry of Bangladesh; as there is no research in this area in the context of Bangladesh. Most studies on women beauty parlor entrepreneurs in Bangladesh deal with the development or potentiality of this type of entrepreneurship in Bangladesh; more specifically the existing studies examine the socio-economic conditions of women beauty parlor entrepreneurs and determine way forward Studies on women beauty workers have examined: rural-urban migration of Garo beauty workers (Marwa, 2018); socio-economic conditions of tribal women workers (Akhter, Ahmed & Hossain, 2011); job satisfaction of beauty workers (Afroz, 2017;Zabir et al, 2018), job satisfaction of indigenous workers (Ahmed et al, 2013); rights, working conditions of ethnic workers as well as perception on ethnicity (Amin et al, 2016).…”

Section: Literature Reviewmentioning

confidence: 99%

Entrepreneurship as Social Change: Examining the Perspective of Women Beauty Parlor Owners in Dhaka regarding Social Inclusion and Empowerment for their Ethnic Workers

Tasnim

2021

jwee

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This paper tries to understand why a large proportion of ethnic women are employed in beauty parlors of Dhaka by examining the perspective of women beauty parlor owners in Dhaka (the capital of Bangladesh). The study entails in-depth interviews with prominent women beauty parlor owners in Dhaka (only Dhaka is considered in the study as most high-end parlors are situated in Dhaka) to understand their entrepreneurship and their motivation for creating employment for ethnic women. The interviews indicate that the owners perceive their entrepreneurship as a social change activity that positively impacts the lives of their women workers regardless of ethnicity. According to the respondents, the motivation for creating employment for ethnic women workers is driven by the need to empower them; social inclusion plays no role in generating employment for ethnic women workers. The findings also show that women beauty parlor owners are countering patriarchal structuring by employing ethnic women workers.

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“…The relation between job satisfaction and organisational performance has attracted considerable attention and discussion. When organisations review their performances, it uses job satisfaction among the procedures (Al Zabir et al,2018). A worker who has a positive attitude toward his / her job could have job fulfilment and a willingness to invest in their organisation.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Therefore, keeping these issues in look at, all organisations are attempting to determine the areas where fulfilment to become improved to obtain out of the high risk. In this connection, a study is become carried out to recognise the job satisfaction of woman employee in MFIs (Al Zabir et al, 2018;Khattak et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction of Female Employees in Microfinance Institutions of Bangladesh

et al. 2020

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The purpose of this study is to examine the level of female employee satisfaction regarding their job of microfinance institutions in Bangladesh. Moreover, it focuses on the various factors that influence female employee job satisfaction of microfinance institutions. The study utilised quantitative research methods and used Herzbergâ€™s motivation-hygiene theory (19590. A total of 24 structured questionnaires with five dimensions have been given to 100 female respondents of selected microfinance institutions in Bangladesh. The findings reveal that some variables (performance-based salary increment, available opportunities for promotion, satisfaction on job environment, colleagues help during huge workload, opportunity to interact with other employees on a formal level, use of skill, experience & qualification, recognition for good work, and learning opportunity) have significant impact on female employee satisfaction in the microfinance institutions. The limitation of the studied investment fund is that it invests in expanding and mature microfinance institutions (MFIs). So the results of this research can only be generalised to expanding and mature MFIs. This study aims at contributing for better female employees job satisfaction of the MFIs given that it has substantial implications on financial benefit, work environment, job security, decision making, training and resources of the MFIs.

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Factors Influencing Job Satisfaction of Women Employees in Public and Private Sectors in Sylhet City, Bangladesh

Cited by 7 publications

References 0 publications

Job satisfaction of women employees of the public sector of Afghanistan

Job satisfaction of women employees of the public sector of Afghanistan

Entrepreneurship as Social Change: Examining the Perspective of Women Beauty Parlor Owners in Dhaka regarding Social Inclusion and Empowerment for their Ethnic Workers

Job Satisfaction of Female Employees in Microfinance Institutions of Bangladesh

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