impact of job satisfaction on employees retention TV.pdf

THE IMPACT OF THE JOB SATISFACTION ON EMPLOYEE

RETENTION AT INDEPENDENT TELEVISION LTD.

By,

Kazi Golam Mostafa

0921410

An Internship Report Presented in Partial Fulfillment of the Requirement

for the

Degree Bachelor of Business Administration

Independent University, Bangladesh

November, 2012

THE IMPACT OF THE JOB SATISFACTION ON EMPLOYEE

RETENTION AT INDEPENDENT TELEVISION LTD.

By,

Kazi Golam Mostafa

0921410

Has been approved

November 2012

Mohammed Sohel Islam

School of Business

Independent University Bangladesh

LETTER OF TRANSMITTAL

November, 2012

Mohammed Sohel Islam

Lecturer, School Of Business

Independent University Bangladesh

Sub: Submission of the Internship Report

Dear Sir

With due respect, I, Kazi Golam Mostafa, ID:0921410, would like to

inform you that, it is a great pleasure for me to submit the advanced

working report on the impact of job satisfaction on employee retention in Independent Television Ltd, as an internship report for the degree Bachelor of Business Administration.

In this report, I have tried to implement my academic experiences in the

practical field with due sincerity and would like to thank you for your

cooperation. Despite many limitations I have tried my level best to

address the major and in depth issues in making this paper accurate and

reliable. If you have any further enquiry concerning any additional

information I would be very pleased to clarify that.

I, therefore, hope that you will be kind enough to accept this report as

fulfillment of the requirement for the course BBA-499.

Thanking you.

Sincerely yours,

Kazi Golam Mostafa

Id: 0921410

ACKNOWLEDGEMENT

Definitely all praises be to Allah. So, first of all, I express my deep gratitude to the

Almighty Allah who created and nurture us in this transitory world. I also have to

put my heartfelt respect and gratitude for His kindness and help that were provided

to me to complete my assigned report on the topic the impact of the job satisfaction

on employee retention at Independent Television Ltd.

I would like to take the opportunity to thank all of those marvelous people who

have contributed to this report. At first, I express thank my heartiest gratitude to

my Supervisor Mr. Mohammed Sohel Islam, Lecturer of Business School, IUB,

for his kind cooperation in preparing this report. I would like to thank Mr.

Mahbubur Rahman, Head of the HR of Independent Television Limited, for

giving me opportunity to work as an intern. I am grateful to Head of the News

Department Mr. Khaled Muhiuddin for his supervision and continuous support to

do my internship. It would be injustice if I do not express my gratitude to Mr

Jahiduzzaman National Desk incharge; Mr Waseq billah, Senior Broadcast

Journalist without their support it was impossible for me make such report.

I am also indebted to all of officers and staffs of ITV and for giving time and

advice to know and learn all activities of the Organization and prepare this report.

During the preparation of the project work I have came to the very supportive

touch of different individuals (respondents & seniors from ITV) who lend their

ideas, time and caring guidance to amplify the reports contents. To be honest to

myself I must say that without their help it would be very hard for me to prepare

such report. I am thankful to them with all of my feelings.

Last of all I would like to express my thanks to the authors, researchers, article

writers whose books and articles I consulted and friends who helped me in every

stage of the report by Providing valuable information and suggestion in respect to

prepare this report.

i

TABLE OF CONTENT

Topic Page

Executive Summary 1

Introduction 2

ITV Vision, Mission and Goal 2

Programes of ITV: 4

Experience in ITV News Section 7

Research Proposal 11

Problem statement 11

Purpose of Research 12

Literature Review: 13

Framework 19

Chosen variables: 20

Theorized causal connections of the variable: 20

Research questions: 21

hypothesis 22

Research Methodology 22

The research design 22

Survey Procedures 23

ii

Sampling 23

Sample Size 23

Survey Instrument 23

Data collection 23

Data Analysis procedure 24

Significance of the Study 31

Limitation 31

Recommendation 32

Conclusion 33

Reference 34

Appendix 38

Executive Summary

Time changes every frequently and the changes affect the way of looking at our

life, culture, lifestyle, thoughts, education, career and prospects etc in every way.

The way we used to talk, think a few years back, we do not anymore. There was a

time when one of the most sought after profession was being a doctor or an

engineer for the youngsters as well as their guardians. Subsequently with the

alteration of time and technology we witness a change in the future planning and

choice and choice of the career of the students. at the moment of working in

digital media has become one of the most popular professions. Keeping this train

to change, there are some digital TV channels now in Bangladesh and one of their

prime concern is to covering news from every possible field from inside and

outside the country. A massive part of the people are working on these TV

channels now in Bangladesh and taking challenges to get authentic news from core

of the incidents. A presenters presents news in a very organized way. All sorts of

news are been brought together and presented to the audience. Do people get

actually get all these news as organized as they see on TV? How's it possible to

cover news and important incidents of the country or outside the country? How do

they get news of every single division of country in these very few hours? Do we

think ever about these things? Not really. These questions led me to choose a

digital TV channel- Independent Television Ltd to do my internship. I chose to

work in the news section of Independent Television (ITV) because of my

fascination in news world. I worked in the individual desk on ITV newsroom with

respective responsible people. I worked in the news section of ITV for three

months and tried to enrich my knowledge on how actually a news room in a digital

TV channels work. There are lots of things that matched with my academic

knowledge and there were things again that added new perspectives to my acquired

academic knowledge.

My report would be on this experience- "how a news room structured and how it

operates" and the impact of job satisfaction on employee retention in Independent

Television Ltd.

This study attempts to evaluate job satisfaction of the employees of the

Independent Television Ltd. It also investigates the impacts of Reward &

Recognitions, Customer focus, Organizational culture, Organizational Trust and

Team work on the attitudes toward job Satisfaction. The result shows that salary,

efficiency in work, fringe supervision, and co-worker relation are the most

important factors contributing to job satisfaction.

Using a sample of 30 employees in Organization, this study traced the Independent

TV to the job satisfaction of employees at the workplace through the quality of life

factors of job involvement and sense of competence. Results indicated that

personal, job, and organizational climate factors influenced the ego investment or

job involvement of people in their jobs, which in turn influenced the intra psychic

reward of sense of competence that they experienced, which then directly

influenced employees' job satisfaction and employee retention. Implications of

these findings for managers are discussed.

Introduction

Independent Television is a 24 hour news channel in Bangladesh. It is a sister

concern of Beximco Group, a large business group in Bangladesh. Independent TV

obtained license from Bangladesh Government in March 2010 and started its first

transmission on 10 October, 2010 with the first MPEG-4 technology in

Bangladesh. This TV Channel has a group of sincere editors and reporters who are

committed to bring the latest Bangladesh News and World News to viewers.

ITV Vision, Mission and Goal

Mission:

Independent Television seeks to be Bangladeshs number one 24-hour news

channel, where viewers will find a full spectrum of news and analysis

Vision:

Independent Television intends to set the world class standards in Bangladesh's

broadcast industry, putting people high on the agenda

Goal:

Independent Television will carry news, break news and make news through

investigative reporting in a way that is not done before in the country.

Technologically superior at home and in South Asia, the channel will be a hub of

journalistic professionals.

Technology Brief On Independent Television:

Independent Television offers viewers newsgathering capabilities using the best of

breed broadcast technology for a 24-hour news channel. The channel is unique

amongst broadcasters in Asia due to its completely tapeless and highly automated

news infrastructure designed for fast news workflows. The news centre is designed

around Avid iNEWS and Interplay for Production Asset Management. The news

studios are fitted with Sony HD cameras and the largest video wall in Bangladesh

a Barco DLP wall of size 62, which is fed by graphics systems from VizRT.

Also unique is channels highly secure IT domain environment with well-

documented security policies that is tightly integrated with news production

systems. The use of custom software that forms the TV's intranet allows for the

cleanest and fastest journalist workflows - whether it involves taking breaking

news to air or displaying the latest stock exchange index position.

Independent Television has one of the best live news networks. Geared with a state

of the art OB van, a DSNG Flyaway unit, over 30 live fibre injection points the

channel aims to offer its viewers live news reportage from the ground, 24 hours a

day.

The channel is one of the few broadcasters in the region with a traffic management

system that handles OAP and advertisement scheduling with spot booking and

invoicing tightly coupled to the Beximco group's financial systems. The system

offers advertisers a transparent report of their commercial activity on the channel

and links it to the invoices raised.

With the launch of Independent Television, the Beximco group has realized its

vision of having highly advanced technology and efficient workflows, giving it an

advantage over the competition and pioneering new methods of working in

Bangladeshs television industry.

Downlink Parameter:

Satellite: Apstar 2R

Orbital Position: 76.5 East

Downlink Frequency: 4113 MHz

Symbol Rate: 3696 KSPS

FEC: 3/4

Polarisation: H Pole

Video Coding Format: MPEG-4

Some Of the programes of ITV:

RAAT 9 TAI BANGLADESH:

Independent Televisions primetime flagship news and current affairs show that

addresses all aspects of news. The show features discussions on the days biggest

stories and presents a 360 degree perspective on issues that matter. The aim is to be

the voice of the people and discuss issues that affect them. The show also presents

the days other big national and international stories on politics, sports and

entertainment. Sometimes big international news and happenings of the sub

continent are also discussed by an expert panel.

AJKER BANGLADESH:

Ajker Bangladesh is a Dhaka-based interactive talk show that targets current issues

and brings in the personalities involved at the crux.

TALASH:

Independent Television's exclusive reporting programme Talash which boldly

highlights prevalent crimes and corruptions in the country.

PURBO PASCHIM:

The daily international news bulletin that features the biggest news from the world

over. The show presents a good mix of hard news stories as well as lighter reports

put together with inputs from Reuters and APTN. Special reports from the Middle

East and other Islamic countries are also covered in detail.

BYAPSHAPATIR SHARADIN:

A 30-minute round up of the days business news in Bangladesh and the world.

The stories are packaged, giving an in-depth perspective to viewers.

RANGOMONCHO:

The daily entertainment show that features all stories from the realm of glitz and

glamour. The show brings you the best in entertainment including film, television,

music releases, film premiers, fashion show, cultural concert, celebrity news, views

and interviews.

MAATHER TAAP:

A half-hour sports show that showcases the latest from regional, national and

international arenas. The show covers interviews, highlights and forecasts by top

sporting pundits and seasoned journalists, who analyse and debate the biggest

stories of the day.

JATO KHELA:

The daily sports show, which encapsulates the latest sporting action and news of

the day. Packed with stories on results and performances, interviews and

controversies, the nightly show is the one stop for all sports news. Jato Khela gives

a peek into the next day and wraps the sporting action of the day gone by.

INDEPENDENT SHONGBAD:

A general news bulletin that features news updates as and when they happen.

Independent Television keeps the viewers updated about the latest happenings and

all the important events that make headlines. The show presents all news in a

nutshell and gives the news hunting viewer a complete picture of the day.

Other than those programe mentioned above, ITV has some popular programs like

"RAJDHANIR BAIRE, RAJNITIR VETORE" , "SHANTIR BANI", 'LIFE',

"ASHAR BANGLADESH", "EI SHOPTAHER HOLLYWOOD", "BIG

PICTURE", "SHOMOGRO BANGLADESH" etc.

ITV at a glance

Name of the Institution Independent Television Ltd

Date of incorporation 10th Aug 2010

Commencement of operation 28th July 2011

Industry television industry

Target customers Public of the Bangladesh

Chairman Salman F. Rahman

Managing director Nazmul Hasan Papon

Web address www.independent24.com

With the current capacity, Independent TV employs approximately 2,000

employees. As a worker friendly organization ITV is committed to pay at least

forty percent more wages than the legal government requirement and thus, helps

the employees to have a better lifestyle. Moreover, annual profit sharing scheme

with the workers is also put into action and thus the organization celebrates its

success with employees and makes them feel like owners of the company.

Experience in ITV News Section

As a Part of my learning process I worked as an intern in the digital news section

of ITV for three months to gain practical knowledge about how actually a

newsroom in a digital TV channel works. I divided my total internship period into

two parts and worked individually in two areas; National Desk and International

Desk.

National Desk:

National desk of a digital media is concerned about the local news of the country/ I

worked at National Desk from the 1st month to middle of the second months of my

internship.

All day long news comes in the national desk mail address from the 64 districts of

the Bangladesh in a form of documents and video footages. We have more than

100 correspondents all over the country who only work for us. They call us and tell

the news instantly so that we can give scroll news at the bottom of the TV screen.

After that they send us the news in the form of script and video. We show it to

chief news editor or senior broadcast editor. They decide whether it should be

telecast or not. After that we prepare it as a presentation.

Like other news if the documents require enough footage and interviews then they

decide that news to be OOV (Out of Vision) or package. When we dont get any

video, we use GFX (Graphics and map). The language of the news should be easy

listening. The news writer will have to be conscious while adding any new or

complex word in the news. Otherwise the audience wouldnt be able to grab the

news. So the language must be easy and flexible.

International Desk:

International news is foreign news occupies an important position in a newsroom.

There is an individual desk to meet up all the tasks and to prepare structured news.

International news refers to information concerning the affair of other nation.

International desk in a digital media deals with the entire significant phenomenon

over the worldwide happening around in each and every split second.

We get information about thousands of international news from divers wire

services like ATPN, BBC, CNN, NDTV, DAWN etc. we take the videos from

their websites. My task at foreign desk was to get every updates of news of each

single minute then edit it as a draft. Then main editors check it if any mistakes are

occurred and after reediting they approve it to be telecasted. The editors in

International desk used to look in to four most significant websites for the most

Update. Those are ATPN, BBC, DAWN and NDTV as mentioned before. Our

work is to find out the most relevant issues for news, which will grab the attention

of Bangladeshi audience most, which was quite tough though. There is more than

thousand of news coming in every 5 minutes in the websites that we used to

follow.

Presentation of News

News can be presented in four ways. That are-

OOV (Out of Vision): It is a kind of presenting news consisting of map,still

pictures, graphics or footage of the incidents and so on. The news presenter

remains outside of the screen and read the news. At the same time a Video footage

related to the news is shown. An OOV is about 60 to 75 words long or 26-30

seconds.

OOV Sink: Its another form of OOV along with significant interviews of

correlated people. Sink is something to support anyones word whether by video or

audio footage. Usually renown and significant persons sink are shown in OOV

Sink.

In Vision/PHONO: when any breaking news turns out but there is no time to make

any OOV of Package and news is very important, editors pass the very raw news to

the news presenter directly. In this situation the news presenter remains in front of

the camera and read that raw or very recent crucial news to the audience. Its

known as in vision. And if a reporter is present at the news spot the broadcast

station tries to communicate with the reporters live and they talk to give more

ongoing information about the incident, mostly when the news is bring broadcast at

the same time. These types of way of presenting news are known as phono or

studio.

Package: It is a kind of news with more detail. The length of the news is about

more than 150 words or 100-120 seconds with Voxpop and sink depends on the

importance of the video or audio footage. It includes most recent and significant

happening in the country or outside the country. This is the most important

category in the broadcast criterion. Mostly presenters start the news with two or

three important sentence and then reporters start their package and they describe

each and every important information. Presenter are out of vision and reporters

continue with their own voice and sometimes at the end of the package they show

themselves by giving PTC (Piece to Camera) where reporter is visible and

concludes the package with an overall opinion. For international news ptc is not

important.

There is a word and time limitation of news. For the international news section the

time is 10 minutes and for the National news (including loca sports and business

news) it is 30 to 50 minutes depends on the news hour.

RULES I used to follow at ITV:

-Arrive on time, ready to work according to their schedules.

-Be genuinely interested in and participate in the work of the news room

-Be prepared to ask questions.

-Be observant and volunteer to assist and not always wait to be asked to help.

-Be aggressive, not passive in helping and participating.

-Be knowledgeable and comfortable working on computers especially with

Microsoft Word.

-Be flexible and willing to work under tight deadlines and sometimes stressful

conditions.

-Be able to speak clearly and communicate well with staff and the general public.

-Be prepared to work of six days a week or 48 hours at ITV.

- To have an interest in assigned beat and or willingness to learn about that beat.

Be prepared to make beat calls, check e-mails, and go on line to research stories

-To read daily newspapers concentrating on stories in their assigned beat

-Be inquisitive and able to courteously converse over the phone with the general

public

-Have basic writing skill

\

Research Proposal

Problem Statement

In any organization employees are the key important factor to compete and retain

in a market. But since 2010,employees of ITV switching to other place. ITV hired

a consultant to investigate the reason behind it. Consultant identifies the problems

of job satisfaction which is terribly responsible for employee turnover. The

consultant found form the literature review (Egan et al., 2004, p. 20) that a job

through is a constant learning process, receives increasing attention in our time.

Because of the rapid-changing economy it is imperative to advance skills to keep

the job. There for motivation and the willing to transfer knowledge are crucial

factors. Concerning the authors the surroundings and culture of an organization

affect the types and numbers of learning-related events and employee job

satisfaction as well as employee motivation to transmit newly acquired knowledge

to the workplace. Lee-Kelley et al. (2007) carried out a research that analyses the

correlation between learning organization theory and the opportunity to keep

knowledge employees. It was assumed that learning is related with job satisfaction

and turnover. In accordance with Egan et al. (2004), they also claim that the

significance of knowledge in our society increases especially in domains where

knowledge is essential. It is important to retain skilled and well trained workers to

make sure to preserve high quality within the company. Employees, who are

motivated to learn at their workplace, get challenged and are able to see the

benefits of their existing knowledge which is of great value. In the current research

the researcher investigates the relationship between job satisfaction and employee

retention.

Proposed Research Topic:

In context of my purpose, I intend to conduct an analysis to determine methods of

enhancing the level of employee satisfaction by assessing the linkages of employee

satisfaction with a number of variables.

Purpose of research:

The primary purpose of this research is to fulfill the requirements of my internship.

A secondary purpose is that this research would also help me and the management

of the company to get more insights into their workplace scenario which might also

help them to improve their satisfaction. The research will be focused on showing

how different variables related to job environment will influence the degree of job

satisfaction as well as Employee retention. The research will also highlight how

their interactions will be enabled and constrained by social and cultural influences.

Such a research would help to provide insights into the importance of the factors,

whose presence can help to make a difference in the working environment and

hence help to positively influence productivity and satisfaction. The purpose of this

study was basically to investigate the hypothesized causal connections among the

independent variables, the intervening variables and job satisfaction.

The idea was that given the fact that involvement, sense of competence and job

satisfaction are psychological and attitudinal factors operating in employees at the

work setting, we should have a better handle on what the relationships among this

quality of work life variables are. This would help us to enhance organizationally

favorable outcomes by manipulating the significant variables in the work setting.

This study conforms to these conditions and hence the results are interpretable. It is

important to note that work ethic had significant paths to both job involvement and

sense of competence. Work ethic, which is a deep-rooted value orientation in

individuals to engage themselves in work in a disciplined manner, induces the

employees to get ego-involved in their jobs and helps them to develop a sense of

competence as well. Thus individuals with good work ethic values are valuable

assets to the organization.

More importantly, the findings of this study provide support to the theory that if

one wants to increase the job satisfaction of individuals at the work place, just

making them get deeply involved in their jobs will not directly help them to

increase the satisfactions they experience from the work place. Variety also has a

direct to job satisfaction in addition to its direct influence on both job involvement

and sense of competence. Stress, likewise, has a direct (negative) to job satisfaction

in addition to its negative influence on sense of competence. This implies, that

apart from making their work more interesting, and reducing their stress,

employees should also be facilitated to have success experiences in their jobs

which will progressively increase their confidence in their own competence. It is

by increasing their sense of competence that job satisfaction is directly

experienced. It has been found in previous studies that job satisfaction helps among

other things, the retention of personnel, decreases absenteeism and enhances

commitment. Apart from increasing job satisfaction, sense of competence has also

been shown to increase job performance.

The question then arises as to how managers can help employees experience

feelings of success in the job. By progressively increasing the challenges in the job,

by offering them risk support, by praising them or rewarding them whenever a

rather difficult job gets done well, employees can be made to not only experience

psychological success but can also be motivated to try harder since success builds

itself on previous success experiences. Progressively increasing the level of

complexity in employees' work will give them opportunities to get deeply involved

in and experience frequent successes on the job. That is, by encouraging

employees to try new and difficult tasks without undue fear of punishment (risk

support), managers will be motivating employees to attempt to do more

challenging work. Once successful in such tasks, employees will increase their

level of confidence in their own competence and experience high levels of job

satisfaction and even improve their job performance.

Literature Review:

Job Satisfaction

Investigated by several disciplines such as psychology, sociology, economics and

management sciences, job satisfaction is a frequently studied subject in work and

organizational literature. This is mainly due to the fact that many experts believe

that job satisfaction trends can affect labor market behavior and influence work

productivity, work effort, employee absenteeism and staff turnover. Moreover, job

satisfaction is considered a strong predictor of overall individual well-being (Diaz-

Serrano and Cabral Vieira, 2005), as well as a good predictor of intentions or

decisions of employees to leave a job (Gazioglu and Tansel, 2002). Beyond the

research literature and studies, job satisfaction is also important in everyday life.

Organizations have significant effects on the people who work for them and some

of those effects are reflected in how people feel about their work (Spector, 1997).

This makes job satisfaction an issue of substantial importance for both employers

and employees. As many studies suggest, employers benefit from satisfied

employees as they are more likely to profit from lower staff turnover and higher

productivity if their employees experience a high level of job satisfaction.

However, employees should also be happy in their work, given the amount of time

they have to devote to

it throughout their working lives (Nguyen, Taylor and Bradley, 2003a). The

following passage summarizes the importance of job satisfaction for both

employers and their workers: Job satisfaction is important in its own right as a part

of social welfare, and this (simple) taxonomy [of a good job] allows a start to be

made on such questions as In what respects are older workers jobs better than

those of younger workers? (And vice versa), Who has the good jobs? and Are

good jobs being replaced by bad jobs? In addition, measures of job quality seem

to be useful predictors of future labor market behavior. Workers decisions about

whether to work or not, what kind of job to accept or stay in, and how hard to work

are all likely to depend in part upon the workers subjective evaluation of their

work, in other words on their job satisfaction. (Clark, 1998)

Job satisfaction has been defined in several different ways and a definitive

designation for the term is unlikely to materialize. A simple or general way to

define it therefore is as an attitudinal variable: Job satisfaction is simply how

people feel about their jobs and different aspects of their jobs. It is the extent to

which people like (satisfaction) or dislike (dissatisfaction) their jobs. (Spector,

1997)

An alternative approach is that proposed by Sousa-Poza and Sousa-Poza, based on

the assumption that there are basic and universal human needs, and that, if an

individuals needs are fulfilled in their current situation, then that individual will be

happy. This framework postulates that job satisfaction depends on the balance

between work-role inputs - such as education, working time, effort - and work-role

outputs - wages, fringe benefits, status, working conditions, intrinsic aspects of the

job. If work-role outputs (pleasures) increase relative to work-role inputs

(pains), then job satisfaction will increase (Sousa-Poza and Sousa-Poza, 2000).

Other theorists (e.g. Rose, 2001) have viewed job satisfaction as a bi-dimensional

concept consisting of intrinsic and extrinsic satisfaction dimensions. Intrinsic

sources of satisfaction depend on the individual characteristics of the person, such

as the ability to use initiative, relations with supervisors, or the work that the

person actually performs; these are symbolic or qualitative facets of the job.

Extrinsic sources of satisfaction are situational and depend on the environment,

such as pay, promotion, or job security; these are financial and other material

rewards or advantages of a job. Both extrinsic and intrinsic job facets should be

represented, as equally as possible, in a composite measure of overall job

satisfaction.

Since job involvement, sense of competence, and job satisfaction have been

identified as three quality of work life indices, the framework developed for the

study attempted to trace the causal connection among these variables so that

managers and researchers can have an idea of which variables will be most

important to deal with and manipulate in the work setting. Job satisfaction which is

an index of the affective responses of employees to the work setting, has been a

variable of interest to administrators and researchers alike, for a long time.

In addition to the intrinsic desirability of having employees at the workplace who

are satisfied, administrators have also been concerned about the job involvement of

employees which enhances the goal commitment and reduces the turnover of

employees (Jauch and Sekaran, 1978). Job satisfaction, which has been studied

extensively, is a function of several important variables - especially the

characteristics of the job itself (Hackman and Oldham, 1975), and the

organizational climate (Litwin and Stringer, 1968). Job characteristics have been

shown in many studies to influence the job satisfaction of employees (see for

instance, the extensive review by Rabinowitz and Hall, 1977). Various

organizational climate factors such as communication, participation in decision-

making, and stress have also been examined as to their relationship to job

satisfaction and found to be significant predictors. While two-way communication

(Bateman, 1977; Price, 1972) and participation in making job-related decisions

(Patchen, 1970; White and Ruh, 1973) have a positive effect on job satisfaction,

stress has a negative relationship, in the sense that the greater the amount of stress

experienced by employees, the lesser is the extent of job satisfaction experienced

by them (Bhagat, 1982; Lyons, 1971).

In addition, the work ethic value of individuals has been shown to influence job

satisfaction through the intervening variable of job involvement (Kanungo, Misra

and Dayal, 1975). The relationship between job involvement and job satisfaction

and between sense of competence and job satisfaction has been documented by

several researchers as further discussed below.

Job involvement has been conceptualized as the identification of the individual

with the job and as a psychological self-investment of the individual in the work as

a means of seeking some expression of the self at work (Lodahl and Kejner, 1965).

Job involvement has been found to be related to the job characteristics of skill

variety, task identity, task significance, autonomy, and feedback from the work

itself (Hackman and Oldham, 1975; Rabinowitz and Hall, 1977). Job involvement

has also been investigated in the context of its relationship with the individual

difference variable of Protestant Ethic, a term which signifies the belief 'Work hard

and you will get ahead. You are responsible for your destiny' (Hulin and Blood,

1968). It has been found that endorsement of the protestant ethic value and job

involvements are significantly positively correlated (Rabinowitz, 1975; Ruh and

White, 1974).

Similarly, job involvement has also been found to be positively correlated to

participation in decision-making (Patchen, 1970; Ruh and White, 1974; Siegel and

Ruh, 1973), communication (Patchen, 1970; Sekaran, 1977), sense of competence

(Sekaran, 1977; Sekaran and Wagner, 1980), and to job satisfaction (Schuler,

1975; Schwyhart and Smith, 1972; Weissenberg and Gruenfeld, 1968). Job

involvement is, however, negatively related to stress (Lyons, 1971; Sekaran, 1977).

Job involvement is also related to sense of competence, which reflects the

confidence employees have in their own perceived competence at work through the

mastery of their work environment (Lorsch and Morse, 1974; Sekaran, 1977;

Wagner, 1976). In sum, job involvement is related to job characteristics, the

individual difference variable of work ethic, and the organizational variables of

communication, participation in decision-making, and stress. It also influences

sense of competence and job satisfaction.

While job involvement denotes the extent of an individual's identification with the

job, sense of competence is described as the intra psychic rewards that individuals

experience because of a sense of mastery they have gained over their environment.

The term sense of competence was first coined by White (1959). White referred to

competence as an organism's capacity to interact effectively with its environment.

White postulated that people have an exploratory motive and a need for effectance

i.e. a need to interact with and make an impact on the environment. White stated

that the fitness to interact with the environment is slowly attained through

prolonged feats of learning but the effectance motivation wanes when a situation

has been explored to the point that it no longer presents new possibilities to attain

efficacy. White compared the need for effectance to Angyal's (1941) definition of

life as a 'process of expansion'. White (1960, 1963) defined competence as the

cumulative result of the whole history of transactions with the environment, and

described sense of competence as the subjective side of one's actual competence.

Lorsch and Morse (1974) applied the concept of sense of competence to the work

setting and, like White, defined it as the confidence that one feels in one's own

competence. They further described it as the intrapsychic feelings of reward that

individuals experience when they have successfully explored, interacted with, and

mastered their work environment. The job characteristics, organizational climate,

and work ethic variables that are related to job involvement are also related to

sense of competence (see for instance, Lorsch and Morse, 1974; Sekaran, 1977;

Sekaran and Wagner, 1980; Tharenou and Harker, 1983; Wagner, 1976).

This distinction, as described by Rose, relates to the double meaning of the word

job: the work tasks performed and the post occupied by the person performing

those tasks. The meaning of job as a post or appointment is of primary

importance. Every job is an instance of the employment relationship, embodying a

contract (substantive or implied) to exchange an ability to work (labor, provide

service, exercise ingenuity, direct efforts of others, etc) for rewards (both material

and symbolic). True, performing work tasks provides a stream of experiences,

technical and social, that can energies psychosocial responses; any resulting data

summarizing these reactions are indispensable. However, such data must not be

weighted higher than those concerning experience of the overt (or ostensible)

contractual terms - above all, those concerning pay and job security. (Rose, 2001)

Employee retention

Retention is a complex concept and there is no single recipe for keeping employees

with a company. In literature, retention has been viewed as an obligation to

continue to do business or exchange with a particular company on an ongoing

basis (Zineldin, 2000). A more detailed and recent definition for the concept of

retention is customer liking, identification, commitment, trust, readiness to

recommend, and repurchase intentions, with the first four being emotionalcognitive

retention constructs, and the last two being behavioral intentions ( Stauss et al.,

2001). Studies have also indicated that retention is driven by several key factors,

which ought to be managed congruently: organizational culture, communication,

strategy, pay and benefits, flexible work schedule and career development systems

(Logan, 2000). Increasing numbers of organization mergers and acquisitions have

left employees feeling displeased from the companies that they work and haunted

by concerns of overall job security. As a result, employees are now making

strategic career moves to guarantee employment that satisfy their need for security.

On the other hand, employers have a need to keep their stuff from leaving or going

to work for other companies. In fact, companies that offer employee development

programs are finding success with retaining workers (Logan, 2000). This is true

because of the great expenses associated with hiring and retraining new employees.

The adage, good help is hard to find, is even truer these days than ever before

because the job market is becoming Increasingly tight (Eskildesen & Nussler,

2000). In fact, literature on employee retention shows that wooing existing

employees through employee development or talent management programmers

costs less than acquiring new talents, as organizations know their employees; their

wants & desires; while the initial cost of attracting the new employees has already

been expended

(Davidow & Uttal, 1989). The literature on employee retention clearly explains

that satisfied employees who are happy with their jobs are more devoted for doing

a good job and look forward to improve their organizational customers

satisfaction (Denton 2000).Employees who are satisfied have higher intentions of

persisting with their organization, which results in a decreased turnover rate

(Mobley et al., 1979). Abundant studies have hypothesized and empirically

validated the link between satisfaction and behavioral intentions and behaviors

such as

employees retention (Anderson & Sullivan, 1993). Further, numerous studies

explain the importance of high employees involvement and how it could enhance

their retention (Arthur

1994).

In summary, the literature defines retention as continuing relation between

employees and their organization.

Framework:

To conduct my advanced working report, I applied research techniques to extract

information to meet my purposes and also make use of basic survey techniques

such as questionnaires. Among the established research techniques I used

exploratory research method.

Conceptual framework of employee job satisfaction and employee

retention:

Figure: Job satisfaction of ITV

JOB SATISFACTION

Employee Retention

Chosen variables:

To measure the degree of workers satisfaction I used quite a handful of common

workplace variables; those are Job Satisfaction and employee retention. In my

context, I believe that these will help me to achieve my objectives.

Theorized causal connections of the variable:

Employees usually join the organization bringing with them their work values. As

they interface with the work and the organizational environment, they find

themselves challenged (or not) and 'turned on' (or alienated) by their job and

organizational factors. Based on their experiences, individuals then make some

deliberate choices as to the extent to which they want to get involved in their jobs

and invest themselves in work. That is, based on how employees perceive their job

and work environment, they could get minimally to highly involve in their jobs.

There is thus, a time gap between their interfaces with the work environment and

their ego-involvement in their jobs. No one completely identifies with the job or

invests the self in the work before assessing what the job entails and how

conducive the work environment is. When people get involved in their jobs, they

spend greater amounts of time and energy at the work place. That is, the more the

employees engage in work behavior because of job involvement, the greater will

be their interactions with and explorations in the work environment. As employees

explore their work environment, have success experiences, and gain mastery at

work, they develop a sense of competence or confidence in their own competence.

Because of this psychological success feeling, they are likely to get even more

involved in their work in anticipation of experiencing greater successes and more

mastery. In essence, job involvement will lead to a sense of competence, and

greater sense of competence will lead to further job involvement or ego-investment

in the job. Thus, the two variables job involvement and sense of competence will

mutually reinforce each other.

Not being alienated from the job (i.e. being job-involved to some extent at least) is

a necessary precondition for deriving job satisfaction i.e. satisfaction from the

work itself and employee retention.

Likewise, individuals who feel inept in their job (no sense of competence) are not

likely to derive job satisfaction. It is not lack of job satisfaction that makes them

inept, but it is the ineptness that makes them dissatisfied with the job. Thus, to

experience satisfactions at the work place, it is necessary for individuals to be job-

involved and feel a sense of competence at work. Based on the above rationale, we

can theorize that job characteristics, organizational climate factors, and work ethic

will directly influence both job involvement and sense of competence, and that job

satisfaction will be experienced through the two intervening variables job

involvement and sense of competence. While job involvement and sense of

competence will mutually influence each other, it is sense of competence that will

directly lead to job satisfaction, not job involvement. The reason is that one can get

very involved in the job and keep plodding along without necessarily experiencing

job satisfaction. In other words, for some 'work is work ship' and they will continue

to invest time and effort on the job.

However, if one has success experiences on the job and derives a sense of

psychological success by feeling confident that he or she is making a significant

impact on the work environment and gaining mastery over the job, the individual

will derive satisfaction. In effect, the theory postulated here is that the job,

organizational climate, and work ethic variables will have a direct influence on

both job involvement and sense of competence, and sense of competence will lead

directly to job satisfaction.

Research questions:

This study proposes to investigate the following research questions:

Is there a significant relationship between job satisfaction and employee

retention in Independent Television LTD?

Is there any significant relationship between reward & recognition and job

satisfaction in the context of Independent Television LTD?

Is there any significant relationship between Organizational trust and job

satisfaction in the context of Independent Television LTD?

Hypothesis:

Employee retention has positive relationship with job satisfactions. The

relation is neutral.

Relationship between reward & recognition and job satisfaction in the

context of Independent Television LTD is significant.

Relationship between teamwork and job satisfaction in the context of

Independent Television LTD is significant

Participation in decision making is positive relationship with job

satisfaction. This relationship is depends organization climate.

Research Methodology:

The research design: Methods and procedure The Graphical representation of the Proposed Framework is shown in the research.

It represented the outline and constitution of the casual relationships among the set

of variables.

Moreover the questions and hypothesis which are described above supports this

figure. This section discussed the methods that were used and the purpose of the

study is the measure the correlations among the variables.

The study explored the casual relationship between job satisfaction and employee

retention. work ethic, stress, participation in decision making, communication, skill

variety, autonomy, task identity and task feedback are the independent variable,

job involvement, sense of competence is intervening variable and job satisfaction

is the dependent variable in the context of the Independent Television ltd. A

research that studies the relationship between two or more variables is known as

Co- relational Study. I will use co-relational approach to find out the appropriate

answers to the research questions and to test the hypothesis.

Survey Procedures

To collect the information required to use purposive sampling which is the purest

form of judgment sampling where every person has an equal chance of getting

selected. This helped to collect the information that is required know the

employees job satisfaction.

Sampling

To investigate the research questions for study and selected participants from each

employee different gender, income and age group. It was to maintain a balance

between these. Each employee participated voluntarily. A formal letter was given

to each of them prior to the survey for notification. The participants had the

freedom to withdraw from participation at any time if they were reluctant. Due to

budget and time constrains the study was conducted only on the main office of

independent television ltd.

Sample Size

Information was collected from 30 respondent employees. Questionnaires were

based on some questions were provided to each respondent to know their opinion.

A scale of 1-5 described the opinion of the respondent regarding the independent

variables and dependent variable.

Survey Instrument

The instrument that was used in the study to collect data is the questionnaire

survey. The questionnaire survey was used instead of conducting a personal

interview due to time constrains. The questionnaire survey was provided to the 30

respondents employee.

Structured of questionnaires were used to collect the data. In the question the main

objects is employee job satisfaction.

Data collection

Data collected from primary sources and secondary to explore research questions.

To collect data from the primary sources, use the questionnaire survey method.

This method is used in surveys to collect data from primary sources. Here,

distribute the questionnaire among the all employees. Through this method, the

researcher will be able to collect large amounts of information within short time

and lower cost.

So secondary sources of data will be available for the study. But for supporting the

literature review the researchers will use secondary data. Therefore, primary and

secondary data is required to study the research questions and literature review.

Data Analysis procedure

First of all, Pearsons Co relational analysis will be used to find out whether any

relationship exists between the independent and dependent variables. A Co

relational analysis is the statistical tool that can be used to describe the degree to

which one variable is linearly related to another (Levin & Rubin, 1998).

Since the proposed study is a correlational study, after collecting the data the

researchers will use a correlational matrix to identify whether the relationships

exist between the measured variables or not. The researchers are interested in

finding out whether the conceptually newer measured variables add anything to the

dependent variables compared to older variables. Stevens (1996) stated that if an

investigator wishes to determine whether some conceptually newer measures add

anything to the dependent variables compared to older, it is appropriate to use

stepwise regression. Moreover, the effort to screen out redundant variables during

the model building process and to provide a model in which all variables,

individually and collectively, provide a meaningful contribution toward the

explanation of the response variable (dependent variable) can be accomplished by

using a stepwise regression analysis option (Mendenhall, Reinmuth, & Beaver,

1989).

Hence, stepwise regression will be the most effective tool to analyze the data

to find out whether the conceptually newer measured variables add anything to the

dependent variables compared to older variables.

For the current study, the Statistical Package for Social Science (SPSS)

software version11.5 will be utilized by the researchers as a statistical data analysis

tool as it offers greater feasibility in data analysis and visualization.

Gender of the participants

Gender Number of Participants Percentage

Male 19 63.3%

Female 11 36.7%

The survey was done on 19 male (63.3%) and 11 female (36.7%)

Age of the participants

Age Number Percentage

20-30 20 66.7%

30-40 8 26.7%

40 above 2 6.7%

In the survey it was found that 20 employees (66.7%) are between the age of 20-30

years of age. 8 (26.7 %) of them are between the age of 31-40 years of age. Lastly

only 2 (6.7%) of them are above 40 years of age.

Level of Employee Satisfaction and Gender

Gender Total

The Entire

Environment of

ITV is very

Good

Male Female

Strongly disagree 1 0 1

Disagree 0 1 1

Neither Disagree

nor agree

1 0 1

Agree 5 1 6

Strongly Agree 12 9 21

Total 19 11 30

The purpose of doing this correlation between the levels of employee is

satisfaction and gender is to project that which gender is more satisfied in the

organization. 1 male was strongly disagreeing about this statement. One woman

was disagreeing. One male was neutral. 5 men and 1 woman were agreed, and

lastly 12 male and 9female were strongly agreed with the statement. So we can say

that ITV is very good with their employee.

Level of Employee Satisfaction and Age

Age Total

The Entire

Environment of

ITV is very

Good

20-30 30-40 40 bove

Strongly

disagree

0 1 0 1

Disagree 1 0 0 1

Neither

Disagree nor

agree

1 0 1

Agree 4 2 0 6

Strongly

Agree

14 5 2 21

Total 20 8 2 30

In this statement, we can see that older and experienced employees are more

satisfied with the organization.

Level of Satisfaction of Leaves

Leave (No of respondants)

Counts

of

Response Annual

Leave

Medical

Leave

Leave

without

pay

Compensatory

Day off

Maternity

Leave

Paternity

Leave

Level

Strongly

Disagreed

1 1 3 5

Disagreed 1 3 2 1 3 10

Neither

Agreed

nor

Disagreed

1 1 11 17 5 35

Agreed 10 8 10 6 7 5 46

Strongly

Agreed

19 20 5 3 2 3 52

From the table an overall picture of the level of employee satisfaction regarding

leave can be seen. Digits marked in Blue are the total counts of responses, which

show that the employees are satisfied with the rules and regulations and duration of

all leaves. However, a good amount of employees are somewhat satisfied with the

leaves. Fortunately a very few number of employees are dissatisfied with the

aspects of leaves. In case of Annual leave the maximum employees are happy

with the rules and durations. However, a wealthy amount of employees are

somewhat satisfied, but no one seems to be dissatisfied with the leave.

Most employees seem to be perfectly satisfied with Medical leave. In fact the

highest amount of employees responded positively in case of this leave. However

one employee seems to be somewhat dissatisfied.

In case of leave without pay and compensatory day-off most of the employees are

neutral. The reason behind this is that some of them did not experience these leaves

and some of them did not know that the company is offering these leaves.

In case of Maternity leave most female employees are somewhat satisfied, but a

very few were dissatisfied because the organization has not yet implemented the

maternity leave of 6 months as declared by the Government. But it has been heard

that very soon the company will offer maternity leave for duration as declared by

the Government.

The result of paternity leave was very much fluctuating. Most male employees

were somewhat satisfactory and neutral. In the quantitative question as mentioned

earlier most men said that the paternity leave should be extended so that they can

fulfill their responsibility while the baby birth.

Level of Satisfaction of the Entire Environment of ITV. Factor That Link

Mostly to Employee Satisfaction

Factor That Link Mostly to Employee Satisfaction

Total

Leaves Salary Working

environment

Reward

The Entire

Environment

of ITV is

satisfactory

Strongly

disagree

0 1 0 0 1

disagree 0 0 0 1 1

neutral 0 1 0 0 1

Agree 2 4 0 0 6

Strongly

agree

1 16 4 0 21

Total 3 22 4 1 30

Job satisfaction is very influential for employee retention

As the dependent variable of the research is Employee Satisfaction it was very

essential to know the level of employee satisfaction regarding the entire

environment of ITV. 70% of the employees are satisfied with the environment of

Job satisfaction is very influential for employee retention

Strongly Disagreed

Disagreed

Neither Disagreed nor agreed

Agreed

Strongly agreed

ITV. However, this information is not enough to draw conclusion therefore further

analysis of data needs to be conducted.

Relation between job satisfaction and employee retention in context of ITV

Gender Total

I will not leave

ITV even if I get

more salary on

other org

Male Female

Strongly disagree 1 0 1

Disagree 0 1 1

Neither Disagree

nor agree

1 0 1

Agree 5 1 6

Strongly Agree 12 9 21

Total 19 11 30

This statement strongly recommends that employee retention is significantly relay

on Job satisfaction. As we see most of the employee of ITV are saying that salary

is not a big factor for them. They are satisfied with the working environment of

ITV.

Here 70% of the employees are very satisfied with the job and Itv. So our

hypothesis about the relation between job satisfaction and Employee retention has

come true.

Possible Employee turnover

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Significance of the Study

The present study is significant in many aspects. Data from previous studies was

taken to show the relationship on the measured variables. Previous data attempted

to show the relationship between independent variable and dependent variable in

other parts of the Television industries. The Proposed study was done on the

context of Bangladesh which attempts to investigate whether correlations exist

between independent variable and dependent variable.

The research will reveal whether company gets a dependent advantage (employee

job satisfaction) based on factors such as independent and intervening advantage.

A further issue will be addressed by this study, whether employee job satisfaction

helps the company in the long run. Developing countries like Bangladesh are

growing to quality in Television industries.

In such circumstances companies are improved employee job satisfaction. Most of

these companies will treat this as something that can prevent them from growing or

improved. This study is attempted to change the negative attitude towards

employee satisfaction because employee satisfaction based on companies position.

Therefore the company should attempt make improved work environment, task

feedback, task identity, participation in decision making , communication, skill

variety, sense of competence and job involvement etc.

Limitation

To fulfill this task completely, I couldnt get enough time. Thats why I couldnt

gather more information & some of this information was necessary. Besides, there

were many new and complicated terms. So, I had to face problems to complete the

project. However, I have tried my best to complete the task well. The present study

was not out of limitations. But as an intern it was a great opportunity for me to

know the activities of Bangladeshi private tv channels especially Independent

television Limited (ITV). Some restraints are disclosed bellow:

The main constraint of the study is insufficiency of information, which was

required for the study. There are various information the employee can't provide

due to security and other corporate obligations.

They didnt give me almost any information about their organization.

Due to time limitations many of the aspects could not be discussed in the present

report.

Since the personals were very busy, they could provide me very little time.

I carried out such a study for the first time, so in experience is one of the main

constraints of the study.

Sample size was small for this survey. It should be more than 100.

As I worked in MS access I couldnt get the result of mean, T-test, sample test,

Correlation, anova, menova etc.

I faced some problem at work in the beginning of my internship, as my major was

Marketing and the work was all about journalism. So it took a while to cope up

with the working environment. But the point is I made it. I could empress my

superior with my enthusiasm, work interest, good behavior, politeness, and with

my intelligence.

Recommendation: Independent Television Limited is one of the largest Private Television channel in

Bangladesh. Independent Television Limited has earned the reputation of top News

telecasting operation in Bangladesh. It is persistent in detection of service

innovation and improvement. In spite of this from the analysis and observation of

the whole process during the internship period, following recommendations have

been invent in order to smooth operation of employees job satisfaction.

In context of job Satisfaction in Independent Television Limited, I came up with

some recommendation which may help to overcome job dissatisfaction and

employee turnover and those are:

Intrinsic and extrinsic reward

Intrinsic reward is such a reward which is not visible and motivate employee

through recognition of their work, provide leave, career guidance and so on. And

extrinsic reward is such kind of reward which is visible or monetary reward like

benefits, compensation, pay for performance motivate employees of an

organization. After surveying employees of the Independent Television Limited I

found out that employees job satisfaction, Workplace learning is affected by this

type of reward because the reward provided by the organization is not reach the

employees expectancy.

Sufficient feedback will become a learning process for employee of an

organization. So it would be effective enough to improvise improvement.

Encourage for Creative Work

When employer encourage employee to perform creative work it creates an

environment where employees tend to provide creative and useful work.

Change the viewpoint towards employee

Employee supposes to be a warrior of an organization. Every organization has

several missions and after fulfilling those missions they achieve their goals. But

reaching an organizational goals required expected outcome which ensured by

employees or human resources of an organization. So Independent Television

Limited has to be positive in viewpoint towards its employees for better outcomes.

Job rotation

Placing employees into another department as an intern is suppose to be effective

steps to improvise workplace learning. In that case it creates synergic effect which

is very important for an organization.

Training

Independent Television Limited can organize a training program for trained up

their employee which is also a process of learning related to their job. In context of

Employee Retention in Independent Television Limited, I came up with some

recommendation which may helps to retain employee and avoid turnover

Encourage Employee Decision

Encourage employee decision refers to the decision-making is the extent to which

employers allow or encourage employees to share or participate in organizational

decision making.

If an employer encourages employees to make decision, it helps to improve

employees creativity, organizational citizenship behavior as well as employee

workplace learning which imply to sustain employees in an organization. And

Independent Television Limited may appear that kind of strategy to protect

employee turnover.

Conclusion From the practical accomplishment and execution during the whole period of the

practical orientation in Independent Television Limited I have reached a firm and

concrete conclusion in a very confident way. The realization will be in harmony

with most of the news telecasting thinking. Independent Television Limited is the

fastest growing private News channel in the country. The Channel is already at the

top slot in terms of credible and quality news to the audience and value addition for

the shareholders because, despite difficult circumstances, the channel closed the

year of 2011 with a number of achievements. Presently the channel has been

functioning with a network of total 5 countries. Like all other commercial

channels, it has some entertaining programs as well. Those will help to grab young

audience.

Research Timeline

2012 September Research Proposal Writing

2012 October Literature Review

2012 October Development of conceptual frame work

2012 November Data collection procedure

2012 November Data analysis and interpretation of the findings

2012 22nd

November Final drafts of complete manuscript

2012 29th

November April Submission of research paper

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Websites:

http://www.independent24.com

http://www.facebook.com/tv.independent24

http://en.wikipedia.org/wiki/Independent_Television_%28Bangladesh%

29

Appendix

Questionnaire survey

of

Employees job satisfaction Independent Television Ltd (ITV)

This research is conducted for academic purposes only. Your

information will be kept confidential.

Personal Information

1. Male Female 2. Age: 2635 3645 46 and above 4. Number of years........................ 3. Income per month: 2000025000 Taka 2600030000 Taka 35000above

Name Questionnaire Strongly disagree

Disagree

Neither agree or disagree

Agree, Strongly agree

Independent variable

Work ethics

Every employee is expected to strictly follow the dress code failing which the matter will be brought to the notice of the company management. Which is very good.

Job satisfaction

Every employee is satisfied to ITVs salary structure. This salary structure is follows to standard rate

Every employee gets every type of compensation like bonus, increment.

ITVs gives promotion/ incentive to employees.

ITVs gives every types of leave and leave procedure are same for all employees.

Stress ITV gives a stress free working environment.

Participation in decision making

Employee could be participated directly or indirectly in decision making.

Communication

The company management emphasizes on pleasant and workplace that provides every employee with enthusiasm and dynamism In their work.

Skill variety Employees work will give them opportunities to get deeply involved in and experience frequent successes on the job.

Autonomy ITVs autonomy taps the extent of freedom, independence and discretion that the employee has in scheduling and

performing the job.

Task identity

Employees get reward their best performance

Task feedback

Manager can help, when employees decrease their task level of confidence in their own competence and experience.

Job involvement

The challenges in the job, by offering them risk support, by praising them or rewarding them whenever a rather difficult job gets done well.

Sense of competence

The employees act in a professional manner and extend the highest courtesy to co workers, visitors, audiences, vendors, and clients.

Dependent variable

Employee retention

Satisfied employees dont leave the organization.

Documents

impact of job satisfaction on employees retention TV.pdf