Role of Job Designs in Determining Employees’ Work Motivation in Banking Sector of Multan City, Pakistan

Abstract

This article presents theoretical and empirical underpinnings between job designs and employees’ work motivation in banking sector of Multan city, Pakistan. The study adopted a cross-sectional survey research design in which 362 employees participated through simple random sampling technique. The findings of the study revealed that female employees are more motivated towards their jobs than male employees. Moreover, job characteristics and job rotation are high among senior bank employees having experience greater than 12 years. The study concluded that job enrichment is the highest influential factor in determining employees work motivation while quality of work life is negatively influencing their enthusiasm level towards job. In the wake of new technological transformations, academic insight into the current work would further guide the policy makers for designing the jobs for banking sector through decentralization of managerial powers, changing in accordance with the global trends, as well as applying autonomous, mastery oriented and purposely directed policies.

The determinants of job satisfaction and auditors' performance in the Saudi context

“…These results provide empirical evidence of Herzberg's two-factor theory, which claims that external factors possess a major effect on job satisfaction (Herzberg et al, 2017). This study's empirical findings complement those of Saat et al (2021), Sattar et al (2012) and Ruthankoon and Olu Ogunlana (2003), which found that company policies possess significant positive relationships with respect to job satisfaction. Moreover, the outcomes are persistent with Liu and Ren (2019) and Ruthankoon and Olu Ogunlana (2003).…”

“…Moreover, Saat et al (2021)'s research found that company policies possess significant positive relationships concerning job satisfaction, and company policy was a dominant external factor of motivation. Employee's job satisfaction is positively influenced by job policies, according to Sattar et al (2012). Using these arguments as a foundation, this study concluded that company policies have a positive significant relationship concerning job satisfaction; this research hypothesises that: H5.…”