Importance of Human Resource Management
One of the most significant factors of running a business is to motivate the employees on a regular basis, which in turns better their performance, and helps in attaining the goals of an organization. Job satisfaction is considered the important factor of motivation that is being experienced by the employees. Certain factors like the demographic characteristics, employment characteristics, difference at the interpersonal level and organizational factors have been interacting in a compound manner and accordingly generating satisfaction or dissatisfaction among the middle managers (Buckman et al. 2015). One of the features that influences job satisfaction is the autonomy factor. Autonomy can be defined as the extent to which a manager and an employee can showcase significant independence of indoctrination their work along with their choice of implementation of work.
Human Resource Management is a factor that has long been unobserved in the corporate sector. The realization has been growing of the proper HRM in the corporate sector that has led it to be considered as a significant activity. The sector of banking has developed from a meagre few institutions that is primarily being involved in the acceptance of deposits and other trade finance into the composite multi player markets where there is existence of large quantifiable of financial institutions and other specialized banks that have been operating in different products and other activities (Horrigan 2015). The banking segment has become a intricate movement within the financial market associated in a direct or indirect manner with the overall growth at national level, impacting an essential part of the regional section of the environment of global banking.
Most of the banks along with the financial institutions is being involved in different functions in the day’s job requiring a highly efficient tem and the proper manpower for running the show. The goals of the corporate are being interpreted into the feasible realities and profits only possible with the element of humans playing their roles in attaining the desired results. Even in the process of automation, a right man is required to run the machine in making things happen. This idea has been well realized by certain apex managements in the progressive banks.
In the organizational culture, job satisfaction is something that is being studied in an extensive manner. This study is considered important from the perspective of both humanitarian and economical grounds. Satisfaction in jobs is considered important which is why this topic has been investigated frequently from the aspect of the organizational behaviour. In the sector of banking, job satisfaction has been the topic of discussion for the past twenty years. According to Jung (2013), studies that have been considered over the years on this subject indicates that high level of job satisfaction among the banking managers are directly being correlated to the low occupational anxiety, high performance in jobs, intention of low turnover along with the existence of low psychological anguish.
Autonomy: A Key Factor
Studies have found that bank managers are the persons who are mostly involved than the other sub staffs and clerks, though they experience lesser satisfaction. Adequacy in perceived communication in the organizations having multi-branch banking influenced the productivity of the employees along with the job satisfaction. Moreover, job satisfaction in the banking sector has been monitored parallel to relations among the employees, relation between employees and their managers, in the organizational hierarchy, salaries and opportunities of promotion.
In studying the relationship that exists between the leadership and job satisfaction, i has been found that in case of banking sector transformational leadership has demonstrated to be the most efficient and proper, having a constructive influence on several of the factors like the performance of employees, satisfaction in jobs and commitment for the same.
As earlier discussed, job satisfaction is one of the most widespread conceptualization and the ways an individual can content with his job. Job satisfaction is about the attributes and belief people generally have about their vocation. Existence of negative attributes towards job takes into account the part of dissatisfaction. The satisfaction at times might be affective: a crude prejudiced construct exhibiting a general feeling of emotion among the individuals that they generally have about their jobs on whole.
It might at times be cognitive too with more evaluation that is logical on the different facets of life. Job satisfaction that is cognitive in nature do not measure the degree of happiness that crops up from the facets of specific jobs, instead estimates the degree of extent to which those facets of job are generally being judged by the holder of the jobs which needs to be acceptable as compared to the objectives set by themselves. Both these constructs are very distinctive in nature and are not being directly related to each other.
Among many of the motivational content theories, the theory of Herzberg emphasizes the factor of motivation-hygiene for explaining the organizational motivation and satisfaction. This theory mainly focuses on the factors and outcome of satisfaction and dissatisfaction. The theory has also helped in forming an opinion that there exists certain aspects of jobs having the ability to cause job satisfaction, whereas certain others causing the opposite. This theory was quick to state the factor that job satisfaction and dissatisfaction are products of diverse factors- motivation and hygiene respectively. Motivation is generally considered as an inner force that works as the driving factor in attaining the organizational and personal goals. Motivational factors takes in those job aspects that creates a zeal among people in working hard and offering satisfaction to people. As per Hülsheger et al. (2013) the hygiene factors take into account the environment of working like the conditions for working, policies in organizations and certain other factors. Factors that have the ability of relating to job satisfaction are known as motivators and satisfiers. The following diagram succinctly elucidates the two factors theories in simplest way.
Correlation between Job Satisfaction and Transformational Leadership
-Achievement: This needs assisting and positioning employees and managers in places that use their talent in the best possible way. This can be attained by setting of clear goals that can be attained and the standards of each position by making sure the strategies and goals. Individuals should be able to get proper feedback on the way they are performing or issues that are challenging them (Allison et al. 2015).
Recognition: It generally refers to honour, attention given to a particular employee for his outstanding performance and good behaviour that is exhibited by him. Individuals across all the departments in an organization want to be recognized for the work they do in the organization. Employees and the managers, especially the middle-level ones should be acknowledged for performing exceptionally well in situations that have always been demanding.
Responsibility: It is about granting extra o additional power or authority to the employees, especially the middle managers, providing them with enough freedom in order to give them the feeling of their own responsibility.
Opportunity for promotion: This refers to selecting employees from their present position and upgrading them to a higher post than what they are holding at present. The organization should be able to support them in acquiring higher certificates for making the employees priceless to the organizational practices.
Supervision: This takes into account the general and technical supervision within an organization. The management should be able to make some wise decisions when it comes to select the supervisors as it is difficult to exhibit the role of a supervisor during difficult times (Braun et al. 2013). Supervisors need to display good leadership skills and the capability of treating their employees in the best possible way.
Working Conditions: The environment under which the employees performance has incredible effect on their pride level for the work they perform in the organization. The stipulation for well spaced offices, offices that are well ventilated, well paced quarters for staffs and certain other conditions essential for preventing job dissatisfaction within the organization.
In case of the affective event theory that was developed by psychologist Howard M. Weiss and Russell Cropanzono in explaining the ways emotions and moods affects the satisfaction in jobs. This theory takes in explaining the association between internal influences of the employees like emotions, cognition and the state of mind along with the reaction that gets exhibited to the incidents occurring within the work environment (Jessen 2015). This theory adds on the affective work behaviour explained by the mood of the employees and the emotions. The cognitive-based behaviours are the best predictors of the satisfaction level that lies within a job.
Motivational Content Theories
Other researchers have been able to showcase other findings on the personality supporting the affective events showing certain number of factors influencing the theory which are agreeableness, neuroticism and consciousness. Feedback on their performance has a significant effect on the employees. There should be regular feedbacks from the managers in bettering the performance of employees and exhibiting job satisfaction. This theory also takes in the value that is being exhibited by an individual on the given facade of work, moderates on becoming either satisfied or dissatisfied one becomes at times when expectations are not being met (Lepper and Greene 2015).
Equity theory takes in on the ways a person perceives equality in regards to the social relationships. This theory assumes during the social swap with the identification of a person to the amount of input that is being expanded from a relationship as compared to the output factor along with the effort put forward by the person. As per Yousef (2017), the key concern in the equity theory is the factor of payment and thereby the worrying cause of equity in most of the cases in organization. In any position within the organization, an employee generally feels that their involvement and performance in work are being remunerated with their pay. The problem occurs when the employee feels underpaid, he feels dissatisfied becoming generally hostile towards the association and his co-workers resulting in less motivation and low presentation. Equity is considered to be multi-dimensional in nature. For instance, it does depend on the comparisons made by people on the factor of input-output ratio and that of others. Equity is generally about perception, employees from awareness on the factors that constitute the fair balance of trade and inputs through comparison of their situations with the other existing ‘referents’ at the marketplace (Vlachos et al. 2013).
Organizations along with the social scientists have long witnessed that middle managers are the best targets for assigning of the blame. Many have this notion that middle managers are indiscernible and they barely subsist. However, middle managers should be esteemed for the things they supply where it is seen as a source of supply for the purpose of development. Managers have always been the source of endless allure and evaluation. Any discussion on the topic that involves middle managers mainly revolves around the various questions and challenges. Middle managers have always been the victim of restructuring as have happened with the blue collar employees. Though there are presences of certain people who view the existence of middle managers as the cause of benefit in restructuring.
Affective Event Theory
It is important to know the middle managers that exist within an organization. Middle managers are responsible for making many significant decisions though the situations in which they make those decisions are not something of their own making. Middle managers are not responsible to set the strategies of an organization, nor do they choose the markets they want to enter, giving suggestions on whom to merger with, the technologies to put into use and the amount to be invested. Senior managers are mainly given the task of setting agendas whereas for the middle level managers they generally take decision on the allocation of resources that are central in nature. Organizations have over the years transformed the role of middle managers with them becoming negotiators between the various interests along with their making an important decision about the trade-offs (Mathieu et al. 2014). Restructuring for some managers has directed to jobs that have narrower extent.
There are certain middle managers who do not possess the feeling that their independence is being compressed or that their work scope is getting shrieked. One of the most successful managers working in the bank stated the ways on the increase of her autonomy as reorganization led her seniors in paying les amount of attention to her. She felt autonomy for two reasons, one being there were some key management alterations as at the time she took position, her manager left and she was without manager for around 6 months. A new manager set in but then he was too busy with the other projects and the lady under discussion was able to do her job and keep the new manager appraised in making him comfortable that things were under control.
Middle managers have been under increased amount of pressure and stress and research has shown that they have been strongly committed to their work. A TechCo manager responded to a question about his job stating that he believed in forming things and accomplishing products out to the customer. Many of the middle managers think about their job being a nice amalgamation of practices related to business and technicality. For them there should be enough existence of autonomy with them having fun with their subordinates and motivating them to the best of their abilities. As per the Wong and Laschinger (2013), these managers have been valuing their work in conceiving them as craft workers, a term that is generally being associated with the skilled and blue-collar work. There are four characteristics of the craft work like the work is being intrinsically motivating, employees having opportunities in making use of their existing skills and learning the new ones. Employees are of the belief that work is significant to their personal uniqueness. As per Khan et al. (2013), a term that might be termed is “craft pride” that is cognisant obligation to the work and its eminence, and the set of standards distinguishing craft work from the other factors, less intricate and less excellence- mindful occupation.
Equity Theory
Figure 1: Conceptual Framework
Source: Wong and Laschinger (2013)
This research paper would take in the theory of human capital connecting with the variables to the other arbitrating and dependent variables. Human capital’s conceptual framework states that organizations have been developing resources internally only at times when investments are being justified in skills of the managers in terms of the productivity. This study would be taking in the relationship between the practices of human resource management addressing in three variables namely supervision, training in job and pay practise that are positively simultaneous with the job satisfaction of managers at middle level organization (Dobrow Riza, Ganzach and Liu 2016). Moreover, job satisfaction negative correlation with the process of turnover.
Several other theories of Herzberg and Affective Event theory are considered which states that satisfaction in jobs depends on two factors namely motivation and hygiene issues. Managers and employees except to be paid fairly for the job they perform along with certain other expectations from the management. If this expectations are not being met, managers and employees feel dissatisfied with the overall system that might affect the productivity. Banks and financial institutions along with other organizations should make sure they have clear set of goals and policies related to factors like salary, bonus and appraisals.
Research Philosophy can b defined as the enthusiasm connected with the process of collection of data. The options of philosophy depend on the researcher’s perspective conducting the research study. The philosophy choice is based on the method choice of the research and whether it being quantitative or qualitative. The positivism philosophy is being made use by the researcher when the sample data is bigger in size. Positivism is highly based on the experimental observations that escort themselves to statistical breakdown (Sen et al. 2014). Positivism takes in the theory that is existing in nature for hypothesis development tested during the research process.
This research study would be focusing on both the qualitative and quantitative data requiring the same. According to the pragmatism research, research question is considered to be the research philosophy determinant. Pragmatics take in amalgamation of both interprevitism and positivist within the same single research according to the nature of the research question. Pragmatists have the capability of grouping methods hitting upon the research questions.
For the realism philosophy, much of the reliance is on the reality freedom design from the human minds. The philosophy of realism depends on the belief of the scientific progression to the development of knowledge. If the researcher follows the realism path, he can only make use of either the qualitative method or the quantitative one.
This research study would be taking in the pragmatism philosophy for the sole reason being the researcher would be digging into both the quantitative and qualitative aspects. The generated results from the statistical analysis would be made use in identifying the factors that have been influencing job satisfaction among the middle level managers at the Vietnam Bank (Ajmal et al. 2015).
Research Method takes into account the research study approaches and the data study part. This section would be dealing with the research study approaches like whether this research would be based on qualitative or quantitative data or both at single time. As per Taylor, Bogdan and DeVault (2015), middle managers are an important link in an organization between the senior level management and the employees. Job satisfaction among the middle managers is significant as they put in lot of efforts in balancing the work and communication process between the employees and the senior management. This present study would take in the perspective of pragmatism. The total number of respondents that have been planned for this research study is 350 middle level managers of the ABC Bank. A questionnaire has been prepared for the same along with the scheduled interviews in getting more in-depth analysis of the factors and level of job satisfaction.
A research study can be segregated into three categories, which are mainly deductive, abductive and inductive. For the deductive method, it takes in the data validity that is being gathered testing the assumption validity. In abductive method, it takes in the facts that are somewhat surprising in nature and the sequence made in the research study for investigating the facts. For this particular research study, the researcher would be making use of the deductive approach. The existence of predefined hypothesis evaluates the job satisfaction influential factors of middle managers at ABC Bank. The researcher’s principle is to guarantee the hypothesis legality on the data that is being collected. The results that has been generated through the statistical tools validating the hypothesis and the assertion needing to be made subsequently. The deductive approach effectiveness settles with the independent nature of the researcher though it might be supposed as rigid, submitting the alternatives to each research explanation.
This research study would not witness any development of new theories, as that is not what the researcher has planned to perform. Therefore, inductive method would not e considered by the researcher for this particular research. The abductive method would not be considered either, as there is availability of some facts that are comprehensive and not hypothetical (Liamputtong 2013). The researcher studying the present subject matter has been drawing conclusion on certain approved facts and rationalism. Therefore, for completing this particular research study, deductive approach is best suited for the study.
It is significant in mulling over the certain goals and objectives in the research for allowing for the particular research method that might be appropriate for this research study. The method that assembles the purpose of research helps in augmenting the research study. The appliance for determining the factors of job satisfaction among middle managers in the banking industry is a practical research that would be followed by an empirical research. Lack of any sort of proper strategy in research might distribute an ineffectual and sterile outcome. The empirical study would be taking into consideration the itemization of various variables considered for the purpose of the study. The statistical data takes in the estimation account, people’s attitude and behaviour involved in determining the satisfaction level of middle level managers in the banking industry (Ajmal et al. 2015). The collection of quantitative data is being considered through direct surveys performed on the population. The main focus of this particular study would be dealing with the various factors that determines job satisfaction among middle level managers. The quantitative investigation for this particular research study would be considering 7 questions based on the influential factors in job satisfaction and the perspective of the middle managers. The research rationale and validity are important factors to be checked in the methodology part of the research.
Interviews can be considered as the procedure for facilitating the research obtained from the information that is being gathered from the face-to-face conversations from the interviewee. Interview has the ability in permitting the attainment of information that is universal in nature. This particular research would take in the interviews being conducted with the middle level managers across the departments for making certain the amount of flexibility. Face-to-face interview has the ability to bring out the best results in meeting the research objectives. Face-to-face interview takes in lot of time along with chances of decoding the exchange of information by the interviewee. Sometimes, the atmosphere might not be that suitable to conduct the interviews because of the continuous distractions that might crop up (Blumberg, Cooper and Schindler 2014). The questions of the interview would be either open-ended, semi-structured with most of the interviews taking in the qualitative data for collection method.
For the interview, the interviewee might be biased at times in some of his responses that might alter the results despite the actual purpose of this research study. Questionnaire is one of the most familiar methods in the process of data collection exhibiting everything in free manner notwithstanding any sort of biasness as questionnaire provides respondents with adequate time and space putting forward their minds on the paper. The biasness that exists in the interview is rationale for the researcher in preferring this sort of research tools. Questionnaire facilitates the researcher in coming in contact with the people that are mostly scattered over long distances and are being put into the procedure through electronic mails and proposal of survey market (Silverman 2016).
The data analysis of this particular research study would employ tools like excel in modifying the data obtained through the different sources along with the practical information. The researcher would be using Microsoft office tools like excel for extorting the data of surveys, interviews and questionnaire. The data of the research is wringing in the administration of the questionnaire and attaining interviews that would be accrued in fitting in the calculated information associating on the subsisting knowledge on the topic of job satisfaction factors.
This research study would be focused on the middle level managers of the ABC bank and the factors that influence their job satisfaction. The middle level managers play an important role in the organization and acts as an important link between the senior level managers and the employees. The managers at the ABC bank have shown enough interest in sharing their views and opinions and providing insights on the things that influences the job satisfaction factor.
Fig: Conceptual Framework of Research Method
- What kind of reward excites you as a manager?
- Intrinsic
- Extrinsic
- What kind of bonuses do you like to be offered?
- Yearly
- Quarterly
- Half-Yearly
- Should appraisal be intended for everybody?
- Yes
- No
- What should be the parameters for appraisal?
- Performance
- Performance and Risk taking ability
- Performance and Conflict Resolution
- All the above
- What are the other social benefits that might provide you with job satisfaction?
- Only monetary benefits
- Family Holiday packages
- Paid lunches
- What influences you to work more?
- Work environment
- Monetary Benefits
- Reward and Recognition
- What does job satisfaction comes with?
- Good team
- Clear Goals
- Monetary benefits
- Proper work environment
- All the above
This particular research study would be dealing with both the qualitative and quantitative data for completing the research study. As per Doody, Slevin and Taggart (2013), this is the process of guaranteeing the research validity through the usage of different methods for gathering data on the same topic. It takes in various kinds of samples as well as approaches of collecting the research data.. However, the main purpose of triangulation is not to cross validate the data but to incarcerate various dimensions of the phenomenon that is similar in nature. The findings of the Qualitative and the Quantitative data would be elaborating the existing gaps among the certain influential factors and their ways of offering satisfaction in jobs for middle managers at a bank along with identifying the system factors with appropriate recommendations to develop an understanding of the process of job satisfaction. Research triangulation helps in clearing the viewpoint of the researcher and explore the subject manner and provide with in-depth analysis of the same using two or more methods.
Reference:
Ajmal, A., Bashir, M., Abrar, M., Khan, M.M. and Saqib, S., 2015. The Effects of Intrinsic and Extrinsic Rewards on Employee Attitudes; Mediating Role of Perceived Organizational Support. Journal of Service Science and Management, 8(04), p.461.
Allison, T.H., Davis, B.C., Short, J.C. and Webb, J.W., 2015. Crowdfunding in a prosocial microlending environment: Examining the role of intrinsic versus extrinsic cues. Entrepreneurship Theory and Practice, 39(1), pp.53-73.
Blumberg, B.F., Cooper, D.R. and Schindler, P.S., 2014. Business research methods. McGraw-hill education.
Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), pp.270-283.
Buckman, B., Crawford, E., LePine, J. and Zhang, Y., 2015. A meta-analytic investigation of job engagement’s role in the transformational leadership–job satisfaction–job performance relationship. In Annual Meeting of the Southern Management Association, SMA 2015.
Dobrow Riza, S., Ganzach, Y. and Liu, Y., 2016. Time and job satisfaction: a longitudinal study of the differential roles of age and tenure. Journal of Management, p.0149206315624962.
Doody, O., Slevin, E. and Taggart, L., 2013. Focus group interviews part 3: Analysis.
Horrigan, J.M., 2015. Good peer relationships can attenuate the negative effect of horizontal violence on job satisfaction. Evidence based nursing, pp.ebnurs-2015.
Hülsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., 2013. Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), p.310.
Jessen, J.T., 2015. Job satisfaction and social rewards in the social services. Journal of comparative social work, 5(1).
Jung, C.S., 2013. Organizational goal ambiguity and job satisfaction in the public sector. Journal of Public Administration Research and Theory, p.mut020.
Khan, I., Shahid, M., Nawab, S. and Wali, S.S., 2013. Influence of intrinsic and extrinsic rewards on employee performance: The banking sector of Pakistan. Academic Research International, 4(1), p.282.
Lepper, M.R. and Greene, D. eds., 2015. The hidden costs of reward: New perspectives on the psychology of human motivation. Psychology Press.
Liamputtong, P., 2013. Focus Group Methodology: Principles and Practice. 2011.
Mathieu, C., Neumann, C.S., Hare, R.D. and Babiak, P., 2014. A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction. Personality and Individual Differences, 59, pp.83-88.
Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..
Sen, A., Huffman, D., Loewenstein, G., Asch, D.A., Kullgren, J.T. and Volpp, K., 2014. Do financial incentives reduce intrinsic motivation for weight loss? Evidence from two tests of crowding out. ASHEcon: health & healthcare in America: from economics to policy, Los Angeles, pp.23-25.
Silverman, D. ed., 2016. Qualitative research. Sage.
Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A guidebook and resource. John Wiley & Sons.
Vlachos, P.A., Panagopoulos, N.G. and Rapp, A.A., 2013. Feeling good by doing good: Employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership. Journal of business ethics, 118(3), pp.577-588.
Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), pp.947-959.
Yousef, D.A., 2017. Organizational Commitment, Job Satisfaction and Attitudes toward Organizational Change: A Study in the Local Government. International Journal of Public Administration, 40(1), pp.77-88.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
