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Does Job Satisfaction Differ at Different Levels of Employees? Measurement of Job Satisfaction among the Levels of Sugar Industrial Employees

Author

Listed:
  • Md. Abu Issa Gazi

    (Faculty of Applied Science and Humanities, Universiti Malaysia Perlis, Perlis 02600, Malaysia
    School of Management, Jiujiang University, Jiujiang 332005, China)

  • Md. Aminul Islam

    (Faculty of Applied Science and Humanities, Universiti Malaysia Perlis, Perlis 02600, Malaysia)

  • Farid Ahammad Sobhani

    (School of Business and Economics, United International University, Dhaka 1212, Bangladesh)

  • Bablu Kumar Dhar

    (Department of International Trade and Economics, Yantai University, Yantai 264005, China)

Abstract

Purpose: The main purpose of the present study is to find comparative job satisfaction scores between different levels of employees (foremen and workers). Design/Methodology/Approach: Researcher has selected sugar industrial sector of Bangladesh as research ground. On the basis of stratified random sampling, 300 respondents have been selected from 5 (five) state-run sugar mills. This study is absolutely based on primary sources of information. To measure job satisfaction, the Job Satisfaction Index (JSI) developed by Brayfield and Rothe (1951) has been used in this study. This study conducted a face-to-face interview with a scheduled of questionnaire for data collection and the core value of workers satisfaction and dissatisfaction that they feel from working in different sugar mills in Bangladesh are placed here. Data were analyzed using SPSS (Statistical Package for Social Science). Findings: The research exposed that a pointedly higher percentage of the foreman was gratified with their existent job but not statistically significant. The study also revealed that some job-related factors have the significant contribution on job satisfaction than those of personal factors for both groups of respondents. Originality/ Value: This paper investigated the impact of job facets and personal factors on job satisfaction of the employees. This study used primary data sources. The study suggested that pay, recognition for good work, participation in decision making, promotion, and good relationship with colleagues were more important as determinants of job satisfaction, so superfluous prominence should be given on these for humanizing workplace pleasure of the workers and foremen of sugar industry.

Suggested Citation

  • Md. Abu Issa Gazi & Md. Aminul Islam & Farid Ahammad Sobhani & Bablu Kumar Dhar, 2022. "Does Job Satisfaction Differ at Different Levels of Employees? Measurement of Job Satisfaction among the Levels of Sugar Industrial Employees," Sustainability, MDPI, vol. 14(6), pages 1-17, March.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:6:p:3564-:d:773815
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    References listed on IDEAS

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    1. Shruti Traymbak & Pranab Kumar & A.N. Jha, 2017. "Moderating Role of Gender between Job Characteristics and Job Satisfaction: An Empirical Study of Software Industry Using Structural Equation Modeling," International Journal of Human Capital and Information Technology Professionals (IJHCITP), IGI Global, vol. 8(2), pages 59-71, April.
    2. Muhammad Asif Qureshi & Jawaid Ahmed Qureshi & Jalil Ahmed Thebo & Ghulam Mustafa Shaikh & Noor Ahmed Brohi & Shahzad Qaiser, 2019. "The nexus of employee’s commitment, job satisfaction, and job performance: An analysis of FMCG industries of Pakistan," Cogent Business & Management, Taylor & Francis Journals, vol. 6(1), pages 1654189-165, January.
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    4. Thomas Lange, 2021. "Job Satisfaction and Implications for Organizational Sustainability: A Resource Efficiency Perspective," Sustainability, MDPI, vol. 13(7), pages 1-17, March.
    5. Zaw Min Thant & Yongjin Chang, 2021. "Determinants of Public Employee Job Satisfaction in Myanmar: Focus on Herzberg’s Two Factor Theory," Public Organization Review, Springer, vol. 21(1), pages 157-175, March.
    6. Juan Yang & Bo Pu & Zhenzhong Guan, 2019. "Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment," Sustainability, MDPI, vol. 11(4), pages 1-15, February.
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    Cited by:

    1. Md. Abu Issa Gazi & Md. Aminul Islam & Jakhongir Shaturaev & Bablu Kumar Dhar, 2022. "Effects of Job Satisfaction on Job Performance of Sugar Industrial Workers: Empirical Evidence from Bangladesh," Sustainability, MDPI, vol. 14(21), pages 1-24, October.
    2. Deli Yuan & Md. Abu Issa Gazi & Md. Alinoor Rahman, 2022. "Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country," IJERPH, MDPI, vol. 19(24), pages 1-25, December.
    3. Bablu Kumar Dhar & Alessandro Stasi & Jesper Ole Döpping & Md Abu Issa Gazi & Jakhongir Shaturaev & Sabrina Maria Sarkar, 2022. "Mediating Role of Strategic Flexibility Between Leadership Styles on Strategic Execution: A Study on Bangladeshi Private Enterprises," Global Journal of Flexible Systems Management, Springer;Global Institute of Flexible Systems Management, vol. 23(3), pages 409-420, September.

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