Description
Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one's environment of job is an important part of life as Job Satisfaction influences one's general life satisfaction.
Middle-East Journal of Scientific Research 16 (11): 1476-1482, 2013
ISSN 1990-9233
© IDOSI Publications, 2013
DOI: 10.5829/idosi.mejsr.2013.16.11.12075
Corresponding Author: Rashid Saeed, COMSATS Institute of Information Technology, Sahiwal, Pakistan.
1476
Factors Influencing Job Satisfaction of Employees in Telecom Sector of Pakistan
Rashid Saeed, Rab Nawaz Lodhi, Anam Iqbal, Hafiza Hafsa Nayyab,
Shireen Mussawar and Somia Yaseen
COMSATS Institute of Information Technology,
Sahiwal, Pakistan
Abstract: The telecom industry plays an important role in the underpinning of a country’s economy. This study
is aimed at getting a clearer view of the level of satisfaction of the employees in various telecom companies.
The main concerns are the relative importance and need of different job satisfaction factors and how they
contribute to the overall satisfaction of the employees. The results deduced represent employee relations,
salary, fringe supervision and efficiency as the most important factors influencing job satisfaction. All telecom
companies Ufone, Zong, Telenor, Warid telecom, Pakistan Telecommunication and Mobilink were visited to
collected data. Data was quantitatively collected through close-ended questionnaires with a sample size of
200 telecom sector employees. Data was analyzed through correlation and multiple regression using SPSS
software and results were significant. The overall job satisfaction of the employees in the telecom sector is at
the positive level. Hence, this research was mainly undertaken to investigate on the significance of factors such
as working conditions, pay and promotion, job security, fairness, relationship with co-workers and supervisors
in affecting the job satisfaction. This paper presents a comprehensive diagnosis of job satisfaction indices of
telecom sector, the factors causing the dissatisfaction & suggestions to improve them.
Key words: Job Satisfaction Job Dissatisfaction Employees Influencing factors Telecom sector
Pakistan
INTRODUCTION developed is not the simplest thing and functions
Job satisfaction is considered to be the measure of strategies available that can prove fruitful but the choice
an employee satisfaction or contention with their work. should be made by the individual organization
This term is relatively new. This is said because not so depending on what human resource strategy they
long ago, jobs offered to a person were often only think right in order to fulfill their objectives and
compatible with the person’s parent’s profession. A requirements. A research like this has not been carried out
number of factors tend to affect a person’s level of job in Pakistan’s telecom sector before this. The aim is to
satisfaction. A few of these factors are the salary and discover the factor that influences job satisfaction the
benefits, the nature of the job, the environment, working most in Pakistan and the factors that can help improve
conditions and leadership. Concerned with job it, specifically in the telecom industry of Pakistan.
satisfaction is job design and job enrichment, job rotation Especially, demographic and environmental factors are
and job enlargement are all performance methods. given the most importance.
Other things that influence job satisfaction are the style Therefore, the intent of this research is to examine the
of management as well as the culture, empowerment, factors that influence job satisfaction of employees in
employee involvement and work groups with the liberty telecom sector in Pakistan. The research is quantified in
to work autonomously. The easies and the most used way its nature with a sample size of 200 employees from all
of measuring job satisfaction are using scales that record telecom companies. The respective data are analyzed with
the employees' reactions and response to their job. descriptive statistics, correlation and multiple regression.
This implies that the achievement of job satisfaction And the respective results are interpreted and the
in order to have the commitment of the organization conclusion is drawn on the basis of the data analysis.
according to individual firms [1]. There are many
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1477
Background of the Study: An important side of an To determine the relationship of job security with Job
organization is people management. This concept was satisfaction level of employees in the telecom sector
derived from the idea that the Human resources and the of Pakistan.
organization are both synonymous to each other. An To determine the relationship of co-workers with Job
organization with good management would consider its satisfaction level of employees in the telecom sector
employees its assets and the primary source and portal to of Pakistan.
productivity and financial gains. These organizations give To determine the relationship of supervisor with Job
more importance to employees instead of capital. To make satisfaction level of employees in the telecom sector
sure that their goals are achieved these companies foster of Pakistan.
an environment of commitment and cooperation with the To determine the relationship of level of fairness with
help of strong policies. If the Human resource department Job satisfaction level of employees in the telecom
is satisfied, the employees will be satisfied. And these sector of Pakistan.
motivated employees then work with better loyalty and To provide general recommendations to practitioners.
pay the company back with a good productivity and low
turnover rate. Literature Review: This particular topic of job
Although, the antecedents and consequences or satisfaction interests both the people who work for or are
results have explored quite a few times [2]. This topic in associated with organizations and the people who study
the telecom industry has not been taken up. The results them. Various components of job satisfaction have been
gathered from the previous studies cannot be applied to researched in order to measure their importance in job
this sector. satisfaction. This kind of research is also aimed at figuring
The best way to gain job satisfaction, however, is to out how different components influence the productivity
make use of wage in order to join motivation and job of employees. Different motivating factors include
satisfaction to organizational commitment [3]. Knowing achievement, performance, recognition, promotion and
that this would not be enough to bring about the kind of things related to the job and personal development. While
job satisfaction we need, other things came up that motivating factors contribute to job satisfaction for the
included training and skills development for employees employees, protective factors contribute in dissatisfying
[4]. This could be applied through the very important them [6].
principle of continuous learning for the organization. But It is explained that the existence of satisfaction
this only covers a part of the Human Resource through the idea of maintained classified needs. These
management. In order to get an overall holistic view, we include all kinds of needs; physiological (resting,
need a different approach that targets and covers fair drinking, eating, etc.), the need to and for love
wages, employment conditions, benefits, to support (cooperative environment, friendship etc.), security
motivation and satisfaction which would in turn increase (health insurance, pension etc.), self esteem (to be given
organizational commitment [5]. importance, self-confidence, recognition etc.) and finally
Problem Statement: Based on the above discussion, the Similarly, reference [8] defines this phenomenon in
study aims to identify the impact of working environment, terms of the feeling that the worker has for his work.
pay and promotion, job security, relationship with Different people have given different views about job
co-workers, relationship with supervisor and level of satisfaction over the years. Reference [9] defines job
fairness on job satisfaction of employees in the telecom satisfaction in terms of the employees’ liking for their
sector of Pakistan. work.
Objective of the Study satisfaction a lot is the expectation that an employee has
The Objective of the Study Is: from that kind of a job [10]. Things that very seriously
To determine the relationship of working convenience costs and social, organizational and personal
environment with Job satisfaction level of employees reward [11]. Job satisfaction is no simple phenomenon.
in the telecom sector of Pakistan. It is a complex deal with multiple facets [12]. Many things
To determine the relationship of pay & promotion influence it, such as salary, the working environment,
with Job satisfaction level of employees in the communication, autonomy and organizational commitment
telecom sector of Pakistan. [13].
the need of self actualization (ability development etc.) [7].
Other than the job itself, the thing that affects job
increase the magnitude of job satisfaction are lower
Working environment
Pay & promotion
Job security
Relationship with co-
workers
Relationship with
supervisor
Level of fairness
Job satisfaction
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1478
Compensation is interpreted by different people
differently. The different terms used in this paper are
reward, compensation and wages [14]. For automobile
industry, salary was found to be the most important factor
contributing to job satisfaction [15]. For retention and for
turnover, compensation has proved to be a very important
and valuable tool. Also, it acts as a major motivation for
employees who want to stay committed to the
organization in turn enhancing the attraction as well as Independent Variables Dependent Variables
the retention [16]. The role of leadership in the process of Fig. 1: Research model
knowledge acquisition was examined with the help of a
survey that was carried out on 227 people who have been Working Environment and Job Satisfaction: Various
involved in this kind of knowledge acquisition [17]. studies in the past have tried to explain how the work
The results deduced from this survey showed that environment in different areas plays an important role.
leadership styles including encouragement for Reference [20] concluded that work environment has only
participation and human interaction positively reflect on really been discussed by people from the industrial
knowledge acquisition. Reference [18] sowed though their perspective, meaning that the focus has primarily been on
study that friendly relationship among staff members and the physical sides such as noise, heavy lifts, toxic
good management result in job satisfaction. Similarly, substances and their exposure etc. Reference [21]
reference [19] showed work conditions being defined by found out was that the environment also plays an
the employee’s work place, the work itself, the important role in the employee’s decisions of either
instruments used in that work, the rules of the staying with or leaving the organization. Through
organization and their policies. research in Pharmaceutical industry, in Bangladesh
Service quality is also a very important factor where reference [1] also found that working environment played
job satisfaction is concerned. It was also brought to an important role in the employee’s job satisfaction.
limelight recently that service quality is in fact a Keeping in mind the findings of previous studies, the
component of satisfaction [16]. This idea surfaced current study hypothesized that:
because it has already been accepted that satisfaction is
made up of various other factors; for instance service H1: There exists a positive relationship between working
encounter satisfaction. So it can be said that when little environment and satisfaction in the telecom sector of
satisfaction is derived or received from each service Pakistan.
encounter, the employee is left completely satisfied with
the entire service. Many studies in the past have shown Pay and Promotion and Job Satisfaction: Another
that job satisfaction can very efficiently studied with important factor that affects job satisfaction is salary as
respect to the co-worker and supervisor behavior, shown by the survey conducted [13] in the automobile
promotion and salary or pay, organizational and other industry. That particular survey aimed at describing the
such work related factors. In some of the studies different job characteristics and how they were ranked by
employees were satisfied, in others they were not. the employees. The results, not so surprisingly, showed
This study’s objective is to determine and enlist the that the number one factor for job satisfaction was found
various factors that contribute to job satisfaction for to be compensation and number for motivation was
employees of telecom industry in Pakistan. salary. For retention and turnover, compensation is a very
Theoretical Framework: Figure 1 show that the is committed to the organization and enhances either
independent variables including working environment, attraction or retention [14]. When given to an employee
pay and promotion, job security, relationship with for his services, it shows the employee that they are
co-workers, relationship with supervisor and level of important for the organization and that their existence
fairness may affect the dependent variable hob matters [16]. Keeping the previous studies in mind, the
satisfaction in the telecom sector, Pakistan. present study hypothesized that:
important tool. It also tends to motivate an employee who
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1479
H2: Pay & promotion enhances job satisfaction of H4: Supervisor’s supports increase the job satisfaction of
employees in the telecom sector of Pakistan. employees in the telecom sector of Pakistan.
Job Security and Job Satisfaction: It can be said and Level of Fairness and Job Satisfaction: According to
argued that if the employees are satisfied and content reference [25], there exists a good and positive
with the job security they will automatically be committed relationship between fairness of work policies, insurance
to and loyal to their organizations. This hypothesis and policies and working hours and job satisfaction. Through
idea finds its roots in literatures such as [13], [21]. An a course of action based on work-life principle, a respond
employee who is satisfied with his job security tends to can find itself on a better position to be able to cater to
perform better than the one who is not. This hypothesis the demands of customers for better service accessibility
also finds its roots in popular literature of [22]. In the [26-28]. Through this, the organization can also reach
context of these previously held studies in the present tactics to work with the revolutionized ways that will end
one, it can be hypothesized that: up satisfying both the employers and the employees [5].
H3: Increased job security has a positive impact on job hypothesized that:
satisfaction of employees in the
telecom sector of Pakistan. H5: Increased level of fairness has a significant
Relationship with Co-workers and Job Satisfaction: Pakistan.
Many studies reveal that relationship with co-workers
is the fifth strongest determinant of job satisfaction. MATERIALS AND METHODS
This finding reflects the importance that social relations
in the workplace can have on employee job satisfaction. In the study to identify and to classify all the aspects
This result is in line with the extant research in collectivist and factors contributing in the job satisfaction of
cultures where employees are reported to put a strong employees of telecom industry in Pakistan, the research
emphasis on cooperative and collegial work [23]. On the methodology employed is given as follows:
basis of prior studies, the present study hypothesized
that: Data Collection Method: Both primary and secondary
H3: A positive correlation exists between relationship sources of primary research and secondary research was
with co-workers & job satisfaction in the carried out through different publications, books, articles,
telecom sector of Pakistan. research studies and web sites. The sample consisted of
Relationship with Supervisor and Job Satisfaction: Ufone, Mobilnk, Zong, Warid and Telenor were all
According to referene [10], employees want supervisors selected as the sources of primary data. The researchers
who have a bond with them and who trust them, visited each of these companies to talk to the officials
understand them and show fairness. If the supervisor is about job satisfaction. The middle and upper level
abusive the worker is left with no choice but to be employees of all departments were given the
dissatisfied with their job. According to reference [24] questionnaires. Over 4 weeks the data were collected.
supervisors play such an important role in jobs that it This process had its pros that consisted of first and
would not be wrong to say that employees leave their foremost confidentiality and in following people who do
bosses, not their jobs. Often outside the formal process of not return the survey questionnaires when expected and
evaluation, the supervisor gets a chance to discuss the require reminding. The response was measured through
progress of employees. They said the employee in finding a scale of 5 (1=strongly disagree, 2=disagree, 3=uncertain,
their true place in the work place and not simply the next 4=agree, 5=strongly agree). This research is based entirely
rung on the ladder [19]. On the basis of the present on the responses received from the selected population of
research and keeping in mind the prior studies, it can be Pakistan’s telecom industry which was chosen for the
hypothesized that: survey.
On the basis of prior studies, the present study
impact on job satisfaction in the telecom sector of
sources were used to collect data. Surveys were the
200 respondents. PTCL (Pakistan Telecom Authority),
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1480
Data Analysis Method: In order to measure the relation
between variables (dependent and independent) multiple
regression and correlation were applied to the findings
though the sample. Descriptively the data was both
analyzed and tabulated. And then this final tabulated
information was used to measure the satisfaction as well
as dissatisfaction of employees. Firstly, the correlation
model was applied to the work conditions, supervisor
relationship, employee or co-worker relationship,
promotion, pay, fairness, job security and satisfaction.
Then to all independent variables regression model was
applied, so that their relationship with dependent variable
job satisfaction might be better understood. Since we
have six independent variables, multiple regression model
was used as a measure for their relationship.
Y= + X + X + X + X + X + X +e
0 1 1 2 2 3 3 4 4 5 5 6 6
Y = Job satisfaction (dependent variable)
= Constant
0
X = Working environment
1
X = Pay & promotion
2
X = Job security
3
X = Relationship with co-workers
4
X = Relationship with supervisor
5
X = Level of fairness
6
With the help of the above given equation, the
effects of independent variables on the dependent
variable of job satisfaction were measured.
RESULTS AND DISCUSSION
Reliability: Table 1 shows that instrument used in this
study was reliable with cronbach’s alpha value of 1
st
independent variable (working conditions) 0.734, with
cronbach’s alpha value of 2nd independent variable
(pay & promotion) 0.796, with cronbach’s alpha value of
3rd independent variable (relationship with supervisor)
0.704, with cronbach’s alpha value of 4th independent
variable (job security) 0.715, with cronbach’s alpha value
of 5th independent variable (fairness) 0.826 and with
cronbach’s alpha value of 6th independent variable
(relationship with coworkers) 0.891.
Correlation: Table 2 shows that association between all
variables is positive. Significant relationship is also found
among many variables. Working condition has a positive
Table 1: Reliability coefficients
Scale Cronbach alpha coefficient No. of items
Work conditions 0.735 3
Pay & promotion 0.796 3
Relationship with supervisor 0.704 3
Job security 0.715 3
Fairness 0.826 5
Relationship with supervisor 0.891 2
and strong correlation with pay & promotion, relationship
with supervisor, fairness and job satisfaction at 0.05
significant level. Pay & promotion has a positive and
strong correlation with job security, relationship with
coworkers and job satisfaction at 0.05 significant level.
Job security has a positive and strong correlation with
pay & promotion and job satisfaction at 0.05 significant
level. Fairness has a positive and strong correlation with
job satisfaction at 0.05 significant level.
Regression: Regression table measures the amount of
total variation in dependent variable due to the
independent variable. Table 3 shows the value of
Adjusted R is 0.500. This value indicates that there is
2
almost 50% variation in dependent variable (job
satisfaction) due to a one unit change in independent
variables. The Durbin-Watson value is 2.090 that is
significant and must be approximate 2. Table 3 shows the
F value is 34.150 at 0.000 significant level which shows
that the model is good as its value is less than 0.05.
Moving on the beta value of independent variable
(working condition) is 0.041 with t value 2.810 and
significant level of .008. The beta value of independent
variable (pay & promotion) is 0.327 with t value 5.389 and
significant level of .000. The beta value of independent
variable (job security) is 0.827 with t value 13.861 and
significant level of .000. The beta value of independent
variable (fairness) is 0.157 with t value 3.241 and
significant level of .013.This beta value indicates the
amount of change in the dependent variable (job
satisfaction) due to changes in independent variables
(work condition, pay & promotion, relationship with
supervisor, relationship with coworkers, level of fairness
and job security). Work condition, relationship with
supervisor and fairness has significant but weak impact
on job satisfaction. Pay & promotion and job security has
positive and strong impact on job satisfaction of
employees. Relationship with co-workers has not any
significant impact on job satisfaction of employees.
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1481
Table 2: Pearson’s coefficient of correlation matrix for key variables in the study
Variables WC P&P RS JS Fairness RC J. Sati
WC 1.00
P&P 0.002 1.00
RS 0.012 0.267** 1.00
JS 0.756** 0.000 0.062 1.00
Fairness 0.021 0.276** 0.051 0.674** 1.00
RC 0.581** 0.006 0.686** 0.561** 0.460** 1.00
J. Sati 0.000 0.010 0.054 0.000 0.000 0.765** 1.00
** Correlation is significant at the 0.01 level (2-tailed), N = 200, WC= Work conditions, P&P= Pay & promotion, RS=Relationship with supervisor, JS=
Job security, RC= Relationship with coworkers, J.Sati= Job Satisfaction
Table 3: Multiple-regression of independent variables on employee performance
Independent variables Standard error Beta value t-value P
Work condition 0.042 0.041 2.810 0.008
Pay & promotion 0.040 0.327 5.389 0.000
Relationship with Supervisor 0.059 0.050 0.989 0.324
Job security 0.039 0.827 13.861 0.000
Fairness 0.042 0.157 3.241 0.013
Relationship with coworkers 0.021 -0.007 -0.136 0.892
N=200, Adjusted R Square = 0.500, F = 34.150, Durbin-Watson= 2.090, overall model significance = 0.05 level
CONCLUSION Healthy work environment and relations motivate the
If the employees are satisfied, the service quality will of their performance. Identifying the elements that play
improve and so will the employee satisfaction. In such a the most important roles in making up the physical
situation it is only wise for policy makers and managers to environment of a workplace and defining them is the need
turn their focus and attention to their employees, so that of the hour. In this particular sector, fairness is expected
they are satisfied. The aim of this study was to test all the of the supervisors of all employees. Fairness on the team
possible factors that can affect telecom sector employees lead’s part would inculcate a positive attitude in the minds
in job satisfaction. Through the results it was inferred that of employees, motivating them to work hard. Keeping in
the factors affecting job satisfaction were very well mind this fact, we can consider fairness the key to job
explained and in order to make business better great care satisfaction. The best services can only be achieved
and attention should be given to the employees. From the through satisfied employees and so in short, an
results that were obtained it can be said that the key organization’s performance, to quite a big extent, depends
factors that contribute to employee satisfaction are on fairness.
promoting, pay, fairness and working conditions. The
importance of money in this case should not be REFERENCES
underestimated. Everybody needs money. All employees
work so that they can earn money. The main purpose 1. Kabir, M.M., 2011. Factors Affecting Employee Job
behind all of this is nothing but money. So, money and Satisfaction of Pharmaceutical Sector., Australian
compensation play an important role in the job Journal of Business and Management Research,
satisfaction of the employees. The service quality, 11(4).
organizational performance and job satisfaction can all be 2. E. 2. Spector, Industrial and Organizational
increased if the employees are given good salaries. Good Psychology, (2 edition ed.), Ed. New York, USA:
pays are great motivators. Working conditions have also John Wiley & Sons., 2000.
proven to be a strong influence on the job satisfaction of 3. Spector, P., 1997. Job Satisfaction: Application,
employees. The physical design too, to some extent Assessment, Causes and Consequences., 12 ed.:
affects the job satisfaction of employees. In telecom Sage.
sector, work greatly depends on the relationship between 4. Weins-Tuers, T.H., 2000. How did we get here from
employees and the environment; hence they consider a there? Movement into temporary employment,
part of the working conditions that affect job satisfaction. Journal of Economic, pp: 303-312.
employees to do good, consequently increasing the level
nd
th
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1482
5. Champion-Hughes, 2011. Totally Integrated 19. Brown, G., et al., 2008. The impact of supervisory
Employee Benefits.," Public Personnel Management, adaptive selling and supervisory feedback on
30(3): 15. salesperson performance," Index Marketing
6. Herzberg, B.M.F., 1959. The motivation to work.. New Management, pp: 447-454.
York: Wiley & Sons. 20. Hytter, A., 2008 Dark Side Leaders, Work
7. Maslow, A., 1954. Motivation and Personality.. New Environment and Employee Health. [Online].
York: Harper & Row. HYPERLINK Växjö University, Studies in Leadership,
8. Reilly, C., 1991. Organizational Behavior, Annual Entrepreneurship and Organization: hvxu.se/ehv/
Review of Psychology, pp: 427-458. forskning/hofreseminarier/2008/080514%20DarkSid
9. Ellickson, K.M.C., 2002. Determinants of job e%20Final%20version.pdf-" Växjö University,
satisfaction of municipal government employees., Studies in Leadership, Entrepreneurship and
Public Personnel Management, pp: 343-358. Or gani zat i on: hvxu. se/ ehv/ forskni ng/
10. Hussami, M.A., 2008. A Study of nurses' job hofreseminarier/2008/080514%20DarkSide%20Final
satisfaction: The relationship to organizational %20version.pdf-
commitment, perceived organizational support, 21. Denton, Z., 2005. Effects of Work and Work
transactional leadership, transformational leadership Environment on Homecare Workers’ Job
and level of education., European jornal of Science Satisfaction, Stress, Physical Health and Retention.,
and Research, pp: 286-295. Canadian Health Service Research foundation,
11. Willem, E.T., 2007. Impact of organizational pp: 25.
structure on nurses' job satisfaction: a Questionnaire 22. Ruvio, Z.A., 1996. Job insecurity among Israeli
survey., International Journal of Nursing Studies, school teachers: Sectoral profiles and organizational
pp: 1011-1020. implications., Journal of Educational Administration,
12. Johns, X., 2000. Job Scope and Stress: Can Job pp: 521-539.
Scope Be Too High?," Academy of Management 23. Huang, X., et al., 2008. Whose side are you on?
Journal, pp: 1288-1309. Relational norms based siding among Dutch and
13. Lane, K.A., et al., 2010. A study of nurse faculty job Chinese employees., Journal of Occupational and
satisfaction in community colleges in Florida., Organizational Psychology, pp: 713-731.
European Journal of Managemnt and Research, 24. Williams, E., 2004. Mentoring and transformational
pp: 16-26. leadership: The role of supervisory career mentoring,
14. Zobal, C., 1998. The ideal team compensation system Job and Vocational Behavior, pp: 448-468.
– an overview., Team Performance Management, 25. Noor, M.S., 2009. Determinants of Employee
pp: 235-249. Retention in Telecom Sector of Pakistan, CBRC,
15. Kathawala, Y., et al., 1990. Preference between Salary pp: 18.
or Job Security Increase.," International Journal of 26. Kabiru Jinjiri Ringim, 2013. Understanding of
Manpower, pp: 711-722. Account Holder in Conventional Bank Toward
16. Chiu, et al., 2002. Retaining and motivating Islamic Banking Products, Middle-East Journal of
employees, Compensation preferences in Hong Kong Scientific Research, 15(2): 176-183.
and China., Personal Review, pp: 402-431. 27. Muhammad Azam, Sallahuddin Hassan and
17. Politics, J., 2001. The relationship of various Khairuzzaman, 2013. Corruption, Workers
Leadership Styles to Knowledge Management., Remittances, Fdi and Economic Growth in Five South
Leadership and Organization Development Journal, and South East Asian Countries. A Panel Data
pp: 354-364. Approach Middle-East Journal of Scientific Research,
18. Friedlander, A.N.F., 1969. Multiple Impacts of 15(2): 184-190.
Organization Climate and Individual Values System 28. Sibghatullah Nasir, 2013. Microfinance in India
upon Job Satisfaction., Personal Psychology, Contemporary Issues and Challenges. Middle-East
pp: 177-183. Journal of Scientific Research, 15(2): 191-199.
doc_714856916.pdf
Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one's environment of job is an important part of life as Job Satisfaction influences one's general life satisfaction.
Middle-East Journal of Scientific Research 16 (11): 1476-1482, 2013
ISSN 1990-9233
© IDOSI Publications, 2013
DOI: 10.5829/idosi.mejsr.2013.16.11.12075
Corresponding Author: Rashid Saeed, COMSATS Institute of Information Technology, Sahiwal, Pakistan.
1476
Factors Influencing Job Satisfaction of Employees in Telecom Sector of Pakistan
Rashid Saeed, Rab Nawaz Lodhi, Anam Iqbal, Hafiza Hafsa Nayyab,
Shireen Mussawar and Somia Yaseen
COMSATS Institute of Information Technology,
Sahiwal, Pakistan
Abstract: The telecom industry plays an important role in the underpinning of a country’s economy. This study
is aimed at getting a clearer view of the level of satisfaction of the employees in various telecom companies.
The main concerns are the relative importance and need of different job satisfaction factors and how they
contribute to the overall satisfaction of the employees. The results deduced represent employee relations,
salary, fringe supervision and efficiency as the most important factors influencing job satisfaction. All telecom
companies Ufone, Zong, Telenor, Warid telecom, Pakistan Telecommunication and Mobilink were visited to
collected data. Data was quantitatively collected through close-ended questionnaires with a sample size of
200 telecom sector employees. Data was analyzed through correlation and multiple regression using SPSS
software and results were significant. The overall job satisfaction of the employees in the telecom sector is at
the positive level. Hence, this research was mainly undertaken to investigate on the significance of factors such
as working conditions, pay and promotion, job security, fairness, relationship with co-workers and supervisors
in affecting the job satisfaction. This paper presents a comprehensive diagnosis of job satisfaction indices of
telecom sector, the factors causing the dissatisfaction & suggestions to improve them.
Key words: Job Satisfaction Job Dissatisfaction Employees Influencing factors Telecom sector
Pakistan
INTRODUCTION developed is not the simplest thing and functions
Job satisfaction is considered to be the measure of strategies available that can prove fruitful but the choice
an employee satisfaction or contention with their work. should be made by the individual organization
This term is relatively new. This is said because not so depending on what human resource strategy they
long ago, jobs offered to a person were often only think right in order to fulfill their objectives and
compatible with the person’s parent’s profession. A requirements. A research like this has not been carried out
number of factors tend to affect a person’s level of job in Pakistan’s telecom sector before this. The aim is to
satisfaction. A few of these factors are the salary and discover the factor that influences job satisfaction the
benefits, the nature of the job, the environment, working most in Pakistan and the factors that can help improve
conditions and leadership. Concerned with job it, specifically in the telecom industry of Pakistan.
satisfaction is job design and job enrichment, job rotation Especially, demographic and environmental factors are
and job enlargement are all performance methods. given the most importance.
Other things that influence job satisfaction are the style Therefore, the intent of this research is to examine the
of management as well as the culture, empowerment, factors that influence job satisfaction of employees in
employee involvement and work groups with the liberty telecom sector in Pakistan. The research is quantified in
to work autonomously. The easies and the most used way its nature with a sample size of 200 employees from all
of measuring job satisfaction are using scales that record telecom companies. The respective data are analyzed with
the employees' reactions and response to their job. descriptive statistics, correlation and multiple regression.
This implies that the achievement of job satisfaction And the respective results are interpreted and the
in order to have the commitment of the organization conclusion is drawn on the basis of the data analysis.
according to individual firms [1]. There are many
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1477
Background of the Study: An important side of an To determine the relationship of job security with Job
organization is people management. This concept was satisfaction level of employees in the telecom sector
derived from the idea that the Human resources and the of Pakistan.
organization are both synonymous to each other. An To determine the relationship of co-workers with Job
organization with good management would consider its satisfaction level of employees in the telecom sector
employees its assets and the primary source and portal to of Pakistan.
productivity and financial gains. These organizations give To determine the relationship of supervisor with Job
more importance to employees instead of capital. To make satisfaction level of employees in the telecom sector
sure that their goals are achieved these companies foster of Pakistan.
an environment of commitment and cooperation with the To determine the relationship of level of fairness with
help of strong policies. If the Human resource department Job satisfaction level of employees in the telecom
is satisfied, the employees will be satisfied. And these sector of Pakistan.
motivated employees then work with better loyalty and To provide general recommendations to practitioners.
pay the company back with a good productivity and low
turnover rate. Literature Review: This particular topic of job
Although, the antecedents and consequences or satisfaction interests both the people who work for or are
results have explored quite a few times [2]. This topic in associated with organizations and the people who study
the telecom industry has not been taken up. The results them. Various components of job satisfaction have been
gathered from the previous studies cannot be applied to researched in order to measure their importance in job
this sector. satisfaction. This kind of research is also aimed at figuring
The best way to gain job satisfaction, however, is to out how different components influence the productivity
make use of wage in order to join motivation and job of employees. Different motivating factors include
satisfaction to organizational commitment [3]. Knowing achievement, performance, recognition, promotion and
that this would not be enough to bring about the kind of things related to the job and personal development. While
job satisfaction we need, other things came up that motivating factors contribute to job satisfaction for the
included training and skills development for employees employees, protective factors contribute in dissatisfying
[4]. This could be applied through the very important them [6].
principle of continuous learning for the organization. But It is explained that the existence of satisfaction
this only covers a part of the Human Resource through the idea of maintained classified needs. These
management. In order to get an overall holistic view, we include all kinds of needs; physiological (resting,
need a different approach that targets and covers fair drinking, eating, etc.), the need to and for love
wages, employment conditions, benefits, to support (cooperative environment, friendship etc.), security
motivation and satisfaction which would in turn increase (health insurance, pension etc.), self esteem (to be given
organizational commitment [5]. importance, self-confidence, recognition etc.) and finally
Problem Statement: Based on the above discussion, the Similarly, reference [8] defines this phenomenon in
study aims to identify the impact of working environment, terms of the feeling that the worker has for his work.
pay and promotion, job security, relationship with Different people have given different views about job
co-workers, relationship with supervisor and level of satisfaction over the years. Reference [9] defines job
fairness on job satisfaction of employees in the telecom satisfaction in terms of the employees’ liking for their
sector of Pakistan. work.
Objective of the Study satisfaction a lot is the expectation that an employee has
The Objective of the Study Is: from that kind of a job [10]. Things that very seriously
To determine the relationship of working convenience costs and social, organizational and personal
environment with Job satisfaction level of employees reward [11]. Job satisfaction is no simple phenomenon.
in the telecom sector of Pakistan. It is a complex deal with multiple facets [12]. Many things
To determine the relationship of pay & promotion influence it, such as salary, the working environment,
with Job satisfaction level of employees in the communication, autonomy and organizational commitment
telecom sector of Pakistan. [13].
the need of self actualization (ability development etc.) [7].
Other than the job itself, the thing that affects job
increase the magnitude of job satisfaction are lower
Working environment
Pay & promotion
Job security
Relationship with co-
workers
Relationship with
supervisor
Level of fairness
Job satisfaction
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1478
Compensation is interpreted by different people
differently. The different terms used in this paper are
reward, compensation and wages [14]. For automobile
industry, salary was found to be the most important factor
contributing to job satisfaction [15]. For retention and for
turnover, compensation has proved to be a very important
and valuable tool. Also, it acts as a major motivation for
employees who want to stay committed to the
organization in turn enhancing the attraction as well as Independent Variables Dependent Variables
the retention [16]. The role of leadership in the process of Fig. 1: Research model
knowledge acquisition was examined with the help of a
survey that was carried out on 227 people who have been Working Environment and Job Satisfaction: Various
involved in this kind of knowledge acquisition [17]. studies in the past have tried to explain how the work
The results deduced from this survey showed that environment in different areas plays an important role.
leadership styles including encouragement for Reference [20] concluded that work environment has only
participation and human interaction positively reflect on really been discussed by people from the industrial
knowledge acquisition. Reference [18] sowed though their perspective, meaning that the focus has primarily been on
study that friendly relationship among staff members and the physical sides such as noise, heavy lifts, toxic
good management result in job satisfaction. Similarly, substances and their exposure etc. Reference [21]
reference [19] showed work conditions being defined by found out was that the environment also plays an
the employee’s work place, the work itself, the important role in the employee’s decisions of either
instruments used in that work, the rules of the staying with or leaving the organization. Through
organization and their policies. research in Pharmaceutical industry, in Bangladesh
Service quality is also a very important factor where reference [1] also found that working environment played
job satisfaction is concerned. It was also brought to an important role in the employee’s job satisfaction.
limelight recently that service quality is in fact a Keeping in mind the findings of previous studies, the
component of satisfaction [16]. This idea surfaced current study hypothesized that:
because it has already been accepted that satisfaction is
made up of various other factors; for instance service H1: There exists a positive relationship between working
encounter satisfaction. So it can be said that when little environment and satisfaction in the telecom sector of
satisfaction is derived or received from each service Pakistan.
encounter, the employee is left completely satisfied with
the entire service. Many studies in the past have shown Pay and Promotion and Job Satisfaction: Another
that job satisfaction can very efficiently studied with important factor that affects job satisfaction is salary as
respect to the co-worker and supervisor behavior, shown by the survey conducted [13] in the automobile
promotion and salary or pay, organizational and other industry. That particular survey aimed at describing the
such work related factors. In some of the studies different job characteristics and how they were ranked by
employees were satisfied, in others they were not. the employees. The results, not so surprisingly, showed
This study’s objective is to determine and enlist the that the number one factor for job satisfaction was found
various factors that contribute to job satisfaction for to be compensation and number for motivation was
employees of telecom industry in Pakistan. salary. For retention and turnover, compensation is a very
Theoretical Framework: Figure 1 show that the is committed to the organization and enhances either
independent variables including working environment, attraction or retention [14]. When given to an employee
pay and promotion, job security, relationship with for his services, it shows the employee that they are
co-workers, relationship with supervisor and level of important for the organization and that their existence
fairness may affect the dependent variable hob matters [16]. Keeping the previous studies in mind, the
satisfaction in the telecom sector, Pakistan. present study hypothesized that:
important tool. It also tends to motivate an employee who
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1479
H2: Pay & promotion enhances job satisfaction of H4: Supervisor’s supports increase the job satisfaction of
employees in the telecom sector of Pakistan. employees in the telecom sector of Pakistan.
Job Security and Job Satisfaction: It can be said and Level of Fairness and Job Satisfaction: According to
argued that if the employees are satisfied and content reference [25], there exists a good and positive
with the job security they will automatically be committed relationship between fairness of work policies, insurance
to and loyal to their organizations. This hypothesis and policies and working hours and job satisfaction. Through
idea finds its roots in literatures such as [13], [21]. An a course of action based on work-life principle, a respond
employee who is satisfied with his job security tends to can find itself on a better position to be able to cater to
perform better than the one who is not. This hypothesis the demands of customers for better service accessibility
also finds its roots in popular literature of [22]. In the [26-28]. Through this, the organization can also reach
context of these previously held studies in the present tactics to work with the revolutionized ways that will end
one, it can be hypothesized that: up satisfying both the employers and the employees [5].
H3: Increased job security has a positive impact on job hypothesized that:
satisfaction of employees in the
telecom sector of Pakistan. H5: Increased level of fairness has a significant
Relationship with Co-workers and Job Satisfaction: Pakistan.
Many studies reveal that relationship with co-workers
is the fifth strongest determinant of job satisfaction. MATERIALS AND METHODS
This finding reflects the importance that social relations
in the workplace can have on employee job satisfaction. In the study to identify and to classify all the aspects
This result is in line with the extant research in collectivist and factors contributing in the job satisfaction of
cultures where employees are reported to put a strong employees of telecom industry in Pakistan, the research
emphasis on cooperative and collegial work [23]. On the methodology employed is given as follows:
basis of prior studies, the present study hypothesized
that: Data Collection Method: Both primary and secondary
H3: A positive correlation exists between relationship sources of primary research and secondary research was
with co-workers & job satisfaction in the carried out through different publications, books, articles,
telecom sector of Pakistan. research studies and web sites. The sample consisted of
Relationship with Supervisor and Job Satisfaction: Ufone, Mobilnk, Zong, Warid and Telenor were all
According to referene [10], employees want supervisors selected as the sources of primary data. The researchers
who have a bond with them and who trust them, visited each of these companies to talk to the officials
understand them and show fairness. If the supervisor is about job satisfaction. The middle and upper level
abusive the worker is left with no choice but to be employees of all departments were given the
dissatisfied with their job. According to reference [24] questionnaires. Over 4 weeks the data were collected.
supervisors play such an important role in jobs that it This process had its pros that consisted of first and
would not be wrong to say that employees leave their foremost confidentiality and in following people who do
bosses, not their jobs. Often outside the formal process of not return the survey questionnaires when expected and
evaluation, the supervisor gets a chance to discuss the require reminding. The response was measured through
progress of employees. They said the employee in finding a scale of 5 (1=strongly disagree, 2=disagree, 3=uncertain,
their true place in the work place and not simply the next 4=agree, 5=strongly agree). This research is based entirely
rung on the ladder [19]. On the basis of the present on the responses received from the selected population of
research and keeping in mind the prior studies, it can be Pakistan’s telecom industry which was chosen for the
hypothesized that: survey.
On the basis of prior studies, the present study
impact on job satisfaction in the telecom sector of
sources were used to collect data. Surveys were the
200 respondents. PTCL (Pakistan Telecom Authority),
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1480
Data Analysis Method: In order to measure the relation
between variables (dependent and independent) multiple
regression and correlation were applied to the findings
though the sample. Descriptively the data was both
analyzed and tabulated. And then this final tabulated
information was used to measure the satisfaction as well
as dissatisfaction of employees. Firstly, the correlation
model was applied to the work conditions, supervisor
relationship, employee or co-worker relationship,
promotion, pay, fairness, job security and satisfaction.
Then to all independent variables regression model was
applied, so that their relationship with dependent variable
job satisfaction might be better understood. Since we
have six independent variables, multiple regression model
was used as a measure for their relationship.
Y= + X + X + X + X + X + X +e
0 1 1 2 2 3 3 4 4 5 5 6 6
Y = Job satisfaction (dependent variable)
= Constant
0
X = Working environment
1
X = Pay & promotion
2
X = Job security
3
X = Relationship with co-workers
4
X = Relationship with supervisor
5
X = Level of fairness
6
With the help of the above given equation, the
effects of independent variables on the dependent
variable of job satisfaction were measured.
RESULTS AND DISCUSSION
Reliability: Table 1 shows that instrument used in this
study was reliable with cronbach’s alpha value of 1
st
independent variable (working conditions) 0.734, with
cronbach’s alpha value of 2nd independent variable
(pay & promotion) 0.796, with cronbach’s alpha value of
3rd independent variable (relationship with supervisor)
0.704, with cronbach’s alpha value of 4th independent
variable (job security) 0.715, with cronbach’s alpha value
of 5th independent variable (fairness) 0.826 and with
cronbach’s alpha value of 6th independent variable
(relationship with coworkers) 0.891.
Correlation: Table 2 shows that association between all
variables is positive. Significant relationship is also found
among many variables. Working condition has a positive
Table 1: Reliability coefficients
Scale Cronbach alpha coefficient No. of items
Work conditions 0.735 3
Pay & promotion 0.796 3
Relationship with supervisor 0.704 3
Job security 0.715 3
Fairness 0.826 5
Relationship with supervisor 0.891 2
and strong correlation with pay & promotion, relationship
with supervisor, fairness and job satisfaction at 0.05
significant level. Pay & promotion has a positive and
strong correlation with job security, relationship with
coworkers and job satisfaction at 0.05 significant level.
Job security has a positive and strong correlation with
pay & promotion and job satisfaction at 0.05 significant
level. Fairness has a positive and strong correlation with
job satisfaction at 0.05 significant level.
Regression: Regression table measures the amount of
total variation in dependent variable due to the
independent variable. Table 3 shows the value of
Adjusted R is 0.500. This value indicates that there is
2
almost 50% variation in dependent variable (job
satisfaction) due to a one unit change in independent
variables. The Durbin-Watson value is 2.090 that is
significant and must be approximate 2. Table 3 shows the
F value is 34.150 at 0.000 significant level which shows
that the model is good as its value is less than 0.05.
Moving on the beta value of independent variable
(working condition) is 0.041 with t value 2.810 and
significant level of .008. The beta value of independent
variable (pay & promotion) is 0.327 with t value 5.389 and
significant level of .000. The beta value of independent
variable (job security) is 0.827 with t value 13.861 and
significant level of .000. The beta value of independent
variable (fairness) is 0.157 with t value 3.241 and
significant level of .013.This beta value indicates the
amount of change in the dependent variable (job
satisfaction) due to changes in independent variables
(work condition, pay & promotion, relationship with
supervisor, relationship with coworkers, level of fairness
and job security). Work condition, relationship with
supervisor and fairness has significant but weak impact
on job satisfaction. Pay & promotion and job security has
positive and strong impact on job satisfaction of
employees. Relationship with co-workers has not any
significant impact on job satisfaction of employees.
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1481
Table 2: Pearson’s coefficient of correlation matrix for key variables in the study
Variables WC P&P RS JS Fairness RC J. Sati
WC 1.00
P&P 0.002 1.00
RS 0.012 0.267** 1.00
JS 0.756** 0.000 0.062 1.00
Fairness 0.021 0.276** 0.051 0.674** 1.00
RC 0.581** 0.006 0.686** 0.561** 0.460** 1.00
J. Sati 0.000 0.010 0.054 0.000 0.000 0.765** 1.00
** Correlation is significant at the 0.01 level (2-tailed), N = 200, WC= Work conditions, P&P= Pay & promotion, RS=Relationship with supervisor, JS=
Job security, RC= Relationship with coworkers, J.Sati= Job Satisfaction
Table 3: Multiple-regression of independent variables on employee performance
Independent variables Standard error Beta value t-value P
Work condition 0.042 0.041 2.810 0.008
Pay & promotion 0.040 0.327 5.389 0.000
Relationship with Supervisor 0.059 0.050 0.989 0.324
Job security 0.039 0.827 13.861 0.000
Fairness 0.042 0.157 3.241 0.013
Relationship with coworkers 0.021 -0.007 -0.136 0.892
N=200, Adjusted R Square = 0.500, F = 34.150, Durbin-Watson= 2.090, overall model significance = 0.05 level
CONCLUSION Healthy work environment and relations motivate the
If the employees are satisfied, the service quality will of their performance. Identifying the elements that play
improve and so will the employee satisfaction. In such a the most important roles in making up the physical
situation it is only wise for policy makers and managers to environment of a workplace and defining them is the need
turn their focus and attention to their employees, so that of the hour. In this particular sector, fairness is expected
they are satisfied. The aim of this study was to test all the of the supervisors of all employees. Fairness on the team
possible factors that can affect telecom sector employees lead’s part would inculcate a positive attitude in the minds
in job satisfaction. Through the results it was inferred that of employees, motivating them to work hard. Keeping in
the factors affecting job satisfaction were very well mind this fact, we can consider fairness the key to job
explained and in order to make business better great care satisfaction. The best services can only be achieved
and attention should be given to the employees. From the through satisfied employees and so in short, an
results that were obtained it can be said that the key organization’s performance, to quite a big extent, depends
factors that contribute to employee satisfaction are on fairness.
promoting, pay, fairness and working conditions. The
importance of money in this case should not be REFERENCES
underestimated. Everybody needs money. All employees
work so that they can earn money. The main purpose 1. Kabir, M.M., 2011. Factors Affecting Employee Job
behind all of this is nothing but money. So, money and Satisfaction of Pharmaceutical Sector., Australian
compensation play an important role in the job Journal of Business and Management Research,
satisfaction of the employees. The service quality, 11(4).
organizational performance and job satisfaction can all be 2. E. 2. Spector, Industrial and Organizational
increased if the employees are given good salaries. Good Psychology, (2 edition ed.), Ed. New York, USA:
pays are great motivators. Working conditions have also John Wiley & Sons., 2000.
proven to be a strong influence on the job satisfaction of 3. Spector, P., 1997. Job Satisfaction: Application,
employees. The physical design too, to some extent Assessment, Causes and Consequences., 12 ed.:
affects the job satisfaction of employees. In telecom Sage.
sector, work greatly depends on the relationship between 4. Weins-Tuers, T.H., 2000. How did we get here from
employees and the environment; hence they consider a there? Movement into temporary employment,
part of the working conditions that affect job satisfaction. Journal of Economic, pp: 303-312.
employees to do good, consequently increasing the level
nd
th
Middle-East J. Sci. Res., 16 (11): 1476-1482, 2013
1482
5. Champion-Hughes, 2011. Totally Integrated 19. Brown, G., et al., 2008. The impact of supervisory
Employee Benefits.," Public Personnel Management, adaptive selling and supervisory feedback on
30(3): 15. salesperson performance," Index Marketing
6. Herzberg, B.M.F., 1959. The motivation to work.. New Management, pp: 447-454.
York: Wiley & Sons. 20. Hytter, A., 2008 Dark Side Leaders, Work
7. Maslow, A., 1954. Motivation and Personality.. New Environment and Employee Health. [Online].
York: Harper & Row. HYPERLINK Växjö University, Studies in Leadership,
8. Reilly, C., 1991. Organizational Behavior, Annual Entrepreneurship and Organization: hvxu.se/ehv/
Review of Psychology, pp: 427-458. forskning/hofreseminarier/2008/080514%20DarkSid
9. Ellickson, K.M.C., 2002. Determinants of job e%20Final%20version.pdf-" Växjö University,
satisfaction of municipal government employees., Studies in Leadership, Entrepreneurship and
Public Personnel Management, pp: 343-358. Or gani zat i on: hvxu. se/ ehv/ forskni ng/
10. Hussami, M.A., 2008. A Study of nurses' job hofreseminarier/2008/080514%20DarkSide%20Final
satisfaction: The relationship to organizational %20version.pdf-
commitment, perceived organizational support, 21. Denton, Z., 2005. Effects of Work and Work
transactional leadership, transformational leadership Environment on Homecare Workers’ Job
and level of education., European jornal of Science Satisfaction, Stress, Physical Health and Retention.,
and Research, pp: 286-295. Canadian Health Service Research foundation,
11. Willem, E.T., 2007. Impact of organizational pp: 25.
structure on nurses' job satisfaction: a Questionnaire 22. Ruvio, Z.A., 1996. Job insecurity among Israeli
survey., International Journal of Nursing Studies, school teachers: Sectoral profiles and organizational
pp: 1011-1020. implications., Journal of Educational Administration,
12. Johns, X., 2000. Job Scope and Stress: Can Job pp: 521-539.
Scope Be Too High?," Academy of Management 23. Huang, X., et al., 2008. Whose side are you on?
Journal, pp: 1288-1309. Relational norms based siding among Dutch and
13. Lane, K.A., et al., 2010. A study of nurse faculty job Chinese employees., Journal of Occupational and
satisfaction in community colleges in Florida., Organizational Psychology, pp: 713-731.
European Journal of Managemnt and Research, 24. Williams, E., 2004. Mentoring and transformational
pp: 16-26. leadership: The role of supervisory career mentoring,
14. Zobal, C., 1998. The ideal team compensation system Job and Vocational Behavior, pp: 448-468.
– an overview., Team Performance Management, 25. Noor, M.S., 2009. Determinants of Employee
pp: 235-249. Retention in Telecom Sector of Pakistan, CBRC,
15. Kathawala, Y., et al., 1990. Preference between Salary pp: 18.
or Job Security Increase.," International Journal of 26. Kabiru Jinjiri Ringim, 2013. Understanding of
Manpower, pp: 711-722. Account Holder in Conventional Bank Toward
16. Chiu, et al., 2002. Retaining and motivating Islamic Banking Products, Middle-East Journal of
employees, Compensation preferences in Hong Kong Scientific Research, 15(2): 176-183.
and China., Personal Review, pp: 402-431. 27. Muhammad Azam, Sallahuddin Hassan and
17. Politics, J., 2001. The relationship of various Khairuzzaman, 2013. Corruption, Workers
Leadership Styles to Knowledge Management., Remittances, Fdi and Economic Growth in Five South
Leadership and Organization Development Journal, and South East Asian Countries. A Panel Data
pp: 354-364. Approach Middle-East Journal of Scientific Research,
18. Friedlander, A.N.F., 1969. Multiple Impacts of 15(2): 184-190.
Organization Climate and Individual Values System 28. Sibghatullah Nasir, 2013. Microfinance in India
upon Job Satisfaction., Personal Psychology, Contemporary Issues and Challenges. Middle-East
pp: 177-183. Journal of Scientific Research, 15(2): 191-199.
doc_714856916.pdf