This is an exploratory research based on primary data collected from 100 samples selected conveniently and experience survey. The study attempts to find out the influence of the important factors from the satisfaction of NGO employees through factor analysis. Employee’s job satisfaction is essential to face the dynamic and ever-increasing challenges of maintaining productivity of the organization by keeping their workforce constantly engaged and motivated. Study has chosen education service provider NGO’s employees from a range of middle to top executive level especially at Dhaka Metropolitan areas. Findings reveal that the job satisfaction of NGO employees in Bangladesh is decreasing at present time due to unfavorable working conditions, poor salary, excessive work pressure, harassment during field work, lack of job security and absence of increment and pension benefits. Finally, the study recommends that to reduce the job dissatisfaction in NGO sector especially in education service providing sector, the authority of NGOs and regulatory authority of Bangladesh government should take proper initiative.
Keywords: Employee Satisfaction, NGO Sector, Job Dissatisfaction, Job Security, Income Security, Compensation and Benefits
Khadiza RahmanSenior Lecturer, Department of Business Administration, Stamford University
Bangladesh. Email: [email protected]
Ayesha SaimoonAssistant Professor, Department of Business Administration, Bangladesh
Islami University. Email: [email protected]
References
Mollica, R. F., Poole, C., Son, L., Murray, C. C., & Tor, S. (1997). Effects of war trauma
on Cambodian refugee adolescents' functional health and mental health
status. Journal of the American Academy of Child & Adolescent Psychiatry.Vol. 36(8), 1098-1106
Morse, N.C. (1939). Satisfaction in the white collar job Ann Arbor. USA: University of
Michigan, Institute for Social Survey Research Center
Naile, I. & Selesho, J. (2014). The Role of Leadership in Employee Motivation. Mediterranean Journal of Social Sciences.Vol. 5. Pp.175-182.
10.5901/mjss.2014.v5n3p175.
Nguyen, M., & Prentice, C. (2014). Engaging and retaining customers with AI and
employee service. Journal of Retailing and Consumer Services .Vol. 56.
September 2020.
Park, B. (1998). Teacher Empowerment and Job Satisfaction on Teachers’ Lives and
Student Achievement in U.S High Schools. Doctoral Dissertation. USA: The
university of Wisconsin- Madison
Robins, S. P . (1997). Organizational Behavior. New York, USA: Prentice Hall.
Roethlisberger, F.J. and Dickson, W.J. (1939). Management and the worker.Cambridge:
Harvard university press
Rosen, R.A.H. and Rosen, R.A.A. (1955). Modification in job satisfaction surveys. Journal of Organizational Behavior and Human Performance.Vol. 4(4)
Rubel, M. R. B & Kee, D. M. (2013). Inside the Ready-Made Garment (RMG) Industry:
The Role of Perceived Support on Employee Performance.Middle-East Journal
of Scientific Research,18 (7), 1023-1034, 8,303-314.
Shabnam, S. Sarker, A. R. (2012). Impact of CSR and Internal Marketing on Employee
Job Satisfaction and Organizational Commitment: A Case Study from ExportOriented SMEs in Bangladesh.World Journal of Social Sciences, 2(7): 24-36
Syed, A. & Akhtar, N. (2014). The Influence of Work Life Balance and Job Satisfaction
on Organizational Commitment of Healthcare Employees. International Journal
of Human Resource Studies.4. 10.5296/ijhrs.v4i2.5667.
Trevor, C. (2001). Interactions among actual ease-of-movement determinants and job
satisfaction in prediction of voluntary turnover. Acad. Manage Journal.
Vol.44(6). Pp.621-638.
Vroom, V. H. (1964). Work and motivation. USA, New York: Wiley
World Bank Report, USA. (2007). Bangladesh: Strategy for SUS. Dhaka, Bangladesh:World Bank Publications
This work is licensed under a Creative Commons Attribution 4.0 International License
