Open AccessThe Influence of Workplace Comfort towards Job Satisfaction among Private Bank Employees
Author(s) -
V.M. Suryaprakash*,
Dr.M.Hema Mary
Publication year - 2019
Publication title -
international journal of recent technology and engineering
Language(s) - English
Resource type - Journals
ISSN - 2277-3878
DOI - 10.35940/ijrte.c5368.098319
Subject(s) - salary , promotion (chess) , job satisfaction , work (physics) , private sector , business , simple random sample , stratified sampling , job rotation , sample (material) , psychology , marketing , sitting , job performance , job attitude , demographic economics , applied psychology , social psychology , engineering , environmental health , political science , economics , economic growth , medicine , population , law , chemistry , pathology , chromatography , mechanical engineering , politics
Comfort’ is one of the most sought for factors to keep one’s life stress-free. This holds good for workplace comfort too, as both the genders are equally employed now a days. Especially in a busy sector like banking, where long hours of sitting and compulsion to stay alert, the need for comfort level relatively takes a higher order of importance. This study is attempted to analyse the level of comfort the private bank employees experience at workplace, which ultimately impacts their job satisfaction beyond monetary benefits. The aim of this study is to analyse the relationship of comfort level at workplace towards employee job satisfaction, the factors that impact employee comfort at workplace and to suggest measures to effect a stress-free comfortable workplace for private bank employees. A sample size of 70 has been employed using simple random sampling method and the results thus sought are analysed and interpreted statistically. The results thus derive that there is a significant relationship between gender and job rotation practices; Age and work timing; Age and Promotion practices; Designation and work timing; designation and training and development practices. It is also derived that educational qualification, number of dependents and gender have significant difference with respect to salary; that age, number of dependents and designation have significant difference with respect to Training and development practices in private banking sector.