3. Research Methodology
This section addresses the methods used in the research study. It consists of two parts. Theoretical Framework, which comprise of research model/ schematic diagram and hypothesis formulation and research design, which consists of population and sample of study, sampling technique, research question and response rate.
3.1 Purpose/ Aim of research study:
People prefer work that is challenging and invigorating over work that is predictable and custom. Job satisfaction is an important building block from organizations perspective. So, organizations should have conscientiousness to provide employees with jobs that are exigent and intrinsically gratifying.
A satisfied employee offer greater return in shape of high organizational performance, whether female employees are satisfied with their jobs or not is a topic of great debate. The aspire of this study is to analyses the discernment of female employees about their working environment in banking sector and telecommunication sector, their level of satisfaction and determines other factors that increase their judgment of working.
The main objectives of this study are:
· To describe the extent of satisfaction of female employees with their supervisors, working conditions, co workers and also with various other facets of job satisfaction.
· To determine the work related preferences of female employees.
· To identify those factors which contribute to increase the level of satisfaction of female employees.
· To measure the satisfaction level of employees on various factors and gives suggestions for improving the same.
3.2 Theoretical Framework:
3.2.1 Research Design:
From the above prose following research prose can be formed:
| Job satisfaction |
| Work itself |
| Reward & Recognition |
| Pay |
| Promotion |
| Supervisors |
| Co workers |
| Innovative culture |
| Organizational Commitment |
| Organizational citizenship behavior |
| Employee Performance |
3.2.2 Hypothesis formulation:
H 1 :Adverse working conditions significantly decrease the level of satisfaction.
H 2 :There exist positive relationship between fairness in pay and job satisfaction.
H 3 : Reward and recognition are directly related to job satisfaction.
H 4: Loyalty to supervisor has direct relationship with job satisfaction.
H 5: Female employees are satisfied with their co workers.
H 6 : Promotional opportunities and employees satisfaction are significantly related.
H 7 : Innovative culture increase the level of job satisfaction.
H 8 : Job satisfaction is significantly related to Organizational commitment.
H 9 : Job satisfaction is positively correlated with organizational citizenship behavior.
H 101 : Job satisfaction is directly correlated with employee performance.
3.3 Research Design:
3.3.1 Population, sample size and sampling technique of study:
In this research endeavor Multi- Stage sampling technique has been used. This technique is used to identify and select best and accurate sample for study. For first stage simple random sampling technique was used and afterward stratified random sampling practice was used to congregate the data.
In Pakistan, there is 1800 Tele call centers (dunya.com) and 55 Banks (dunya.com), these banks are categorized as follows:
· Public sector Bank 4
· Specialized Bank 4
· Private Banks 20
· Islamic Banks 5
· Foreign Banks 7
· Micro Finance Banks 7
· Development financial institution 8
The target population was telecommunication sector and banking sector of Pakistan. Female sample size of 400 has been assorted from WLL (wireless local loop), cellular companies and landline companies of telecommunication industry. On the other hand banking sector includes Local Public Bank, Local Private Bank, Foreign Banks, which are further segregated into Islamic Banks and Conventional Banks.
Sampling in banking sector and telecommunication sector:
In first stage stratified random sampling was used. Banks were divided in 7 stratas, from these strartas, 4 stratas (Public sector banks, PVT Banks, Islamic banks, and foreign banks) were selected. Then 2 branches for each bank were selected using simple random sampling. 200 questionnaires were distributed in these selected branches. There were eight branches in total. Similarly, telecommunication companies were divided in 3 stratas, from these stratas, 2 stratas (Local PVT, and Foreign companies) were selected. Then 5 branches for each company were selected using simple random sampling. Remaining 200 questionnaires were distributed in these selected branches and there were 10 branches in total.
3.3.2 Survey Method: (mail, interview, and questionnaire)
Survey technique has been used as a source of data collection for many times in management sciences. As this study is basically a primary research, the same approach was followed because secondary data about level of employee satisfaction in this field is hardly available. Due to budget and time constraints mailed survey was used for data collection but the response rate from this process was very slow. To cope up these dilemma connections were made with management of banks and telecommunication companies to assist us in data acquisition. As a result, response rate was getting faster and proficient
3.3.3 Response rate:
For existing research work, information concerning satisfaction level of female employees was collected from the targeted population. The female respondents were requested to respond to all questions to best of their knowledge.
As, target population was banking and telecommunication sector, one obstacle being faced during data collection process was the fewer number of female employees in these organizations. Best efforts were made to approach on the job female staff to get their responses.
Out of total sample size of 400, 365 of female employees responded back. About 40% of females are working in banking sector, as 200 questionnaires were circulated in banking sector out of which 188 responded back. Similarly, 60% females are in telecommunication sector of Pakistan, 200 questionnaires were dispersed among these female staff out of which 177 responded back. The overall response rate was 91.25% which was good representative for sample. Personal information of those respondents will be kept private and confidential.
After data compilation, SPSS 16.0 was used for data analysis.
3.3.4 Description of Instrument:
For data collection purpose questionnaire was developed.
Questionnaire include questions relating to satisfaction with pay, promotion, reward, work, supervisor, coworkers, organizational culture and also the effect of job satisfaction on organizational commitment, organizational citizenship behavior and employee performance.
Elements of questionnaire along with their references are shown below:
| Elements of questionnaire | Authors | Year |
| Pay | Heneman | 1985 |
| OCB | Podsakoff | 1990 |
| Innovative culture | Coulter | |
| Supervisors | Scarpello | 1987 |
| Organizational commitment | Mowday | 1979 |
| Promotional opportunities | Cook, Weiss | 1967, 1981 |
| Co workers | Cook, Tsui | 1981, 1992 |
| Working conditions | Cook | 1981 |
| Recognition | Weiss | 1967 |
| Perceived employee performance | Self constructed | - |
| Job satisfaction | Cook | 1981 |
The elements of innovative culture were self constructed while operationally defining from Management book of Robbins Coulter was:
As all these scales were customized according to the study needs, so reliability was required to be checked for all scales. The overall reliability of questionnaire was 0.897, detail of Reliability analysis and Factor analysis is given in table 4.1(page no)
3.3.5 Questionnaire:
The data collection was through questionnaire consisting of vital six elements of job satisfaction, organizational culture and effects of job satisfaction on organizational commitment, organizational citizenship behavior and employee performance. The questionnaire was devised depending upon the extensive literature review.
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