THE IMPACT OF WORKPLCE LEARNING AND JOB SATISFACTION ON EMPLOYEE RETENTION AT PUBALI BANK LTD

Abstract

PBL survive and thrive in such a competitive banking world, two important requirements are development of appropriate financial infrastructure by the central bank and development of “professionalism” in the sense of developing an appropriate manpower structure and its expertise and experience.PBL has contributed in the economy of the country through their dedicated services, business partnership and customer care over the last fifty years. They have seen enormous changes over the period and have continued to keep on adopting to changes their journey ahead. They has been widely acclaimed by the business communicate from small entrepreneurs to large traders and industrial conglomerates. PBL conducts all types of commercial banking activities. The bank involve in most of the areas of commercial banking operation. PBL has acted as the lead arranger in raising term loan for a number of projects under syndicate finance and also participate in some case under such financing arrangement. They also providing personal credit, service related to local and foreign remittances and several other products.PBL entered the market at a time when economic policy environment of the country is poised for higher levels of business activities and growth. The prevailing macroeconomic management and government’s determination to carry on reforms in the banking sector provide a supporting and encouraging environment. But since 2008 to 2012 Pubali Bank found that there are several problem which may responsible for employee turnover which mostly happen in general Banking and others department as well. And the fact which may affect Pubali Bank is my research study. The purpose of this study was to investigate the impact of organizational culture and measures of job satisfaction as applied to executives of private banks. Another purpose of this study was to determine whether perceptions of different employees are different about organizational culture and job satisfaction or not. Based of the previous relevant research studies 7 factors were identified for both organizational culture and job satisfaction. This study operationally defined culture in terms of supervisor support, communication, rules and policies and rewards & benefits. The data were collected through the distribution of a standardized questionnaire among 130 employees through a stratified random sampling. Validity of the scale was ensured using factor analysis. Data was analyzed using correlation and regression analysis. Data was collected through personally administered questionnaires based of 13 questions from the 7 branches of banks under consideration. 10 questions were related to organizational culture and the 03 questions were used to investigate the impact of organizational culture on job satisfaction. Where multiple Regression analysis was used to testing the impact of 7 factors of organizational culture of job satisfaction. The result shows that as cultural factors-supportiveness, reward system, compatibility, security, and privacy, leadership style, subordinate attitude and communication structure make a significant impact on job satisfaction. It must be needed for all organizations to give emphasis on reward system because it is very effective way for increasing employee’s satisfaction level.