Therefore, the purpose of this study is to focus on the job satisfaction of the employees of the state-owned bank Krung Thai Bank Public Company Limited (KTB) and investigate which factors influence employee satisfaction in the KTB organization. The research topic in this thematic article is to study and investigate the influencing factors that influence the job satisfaction of employees of Krung Thai Bank Public Company Limited. Employee job satisfaction is not the new concept model of every company and will be changed and adapted to meet individual needs and maintain the sustainability of human resources in every organization.
Therefore, the purpose of this research is to focus on the job satisfaction of the employees of the state-owned enterprise bank: Krung Thai Bank Public Company Limited (KTB) and investigate what influencing factors affect the job satisfaction of the employees in the KTB organization. This research will benefit the organization in the banking industry in Thailand to know the main factors that affect the job satisfaction of the employees in the organization and find the way to understand and improve the job satisfaction of the employees to solve the high turnover rate and to reduce the cost of training and recruitment. of the organization. In terms of internal factors, such as opportunities for advancement and growth, recognition, responsibility and achievement, drive job satisfaction or employee satisfaction.
Employee job satisfaction is very important because most people spend a large part of their lives in the workplace. Moreover, job satisfaction also has an impact on the general life of the employees, because a satisfied employee is a satisfied and happy person. The positive behavior of employees is the context in which employees have job satisfaction and they feel more responsibility, commitment and accountability to stay in the organization for a long time (Santhapparaja & Seyed Shah Alam, 2005).
It is clear that the factors influencing job satisfaction also have different levels (Han, Hsu and Lee, 2009; Hwang, 2005).
The Influencing Factors
- Compensations
- Benefits
- Career Path or Career Advancement
- Colleagues or Teamwork
- Leadership
In addition, the expectations or needs of each person are different, therefore the human resources of each organization should try to increase job satisfaction at different organizational levels according to their expectations in order to increase organizational performance (Gelens Dries, Hofmans and Pepermans, 2013; Hastie and Dawes, 2010). An employee benefit is defined as a form of compensation provided by the organization other than salary or wages. The hygiene factor will affect employees' work motivation and thus productivity (Hong, Yang, Wang, Chiou, Sun and Huang, 1995).
Promotion is a shift of employee to a job of higher meaning and higher compensation” (Lazear, Edward P.2000). Another definition of promotion is "the reassignment of an employee to a higher rank of position" (McCausland, W., Pouliakas, K. and Theodossiou, I. 2005). Career development planning is important both for the individuals and for the organization because it is not possible to plan for the career without identifying the needs of organization and competencies of employees, so organization needs cannot be satisfied without satisfying individual needs not (Lingham, 2000).
In addition, the purpose of career development is to improve the current performance of employees, take advantage of future jobs and fulfill their career goals. Career development is directly related to employee satisfaction in such a way that employees feel the value of their superiors and the organization as their goal. Thus, employees become more satisfied with their work and never want to leave the organization, and also the organization wants to retain its golden employees to achieve its goals and long-term goals of the company.
This is why the organization should invest in continuous employee career development programs to make both the employees and the organization successful (Duggan, 2011). The work environment can implicate social relationships in the workplace and also maintain relationships between co-workers, supervisors, and the organization. These are one of the most important factors affecting the level of employee satisfaction and motivation.
Effective human resource management and maintaining good work environment or culture effects not only the performance of employee and organization but also affects the growth. Employee job satisfaction and leadership style are the main elements that influence the organization's effectiveness (Kennerly 1989). Moreover, job satisfaction is a critical and important outcome of an effective leadership in an organization (Bass & Avolio, 1994).
RESEARCH METHODOLOGY
- Background of Krung Thai Bank (KTB)
- Research Design
- Data Collection Method
- Outline for Interview
- Management Level
- Staff Level
To answer the research question, the research will collect data using the qualitative method: face-to-face interviews with 11 KTB employees. The interviewees will be 3 employees at management level, 3 employees at supervisor level and 5 employees at staff level. This research will be conducted using 3 lists of questions with different staff levels: management level, supervisor level and staff level.
FINDINGS
- The Result of Employee Job Satisfaction in Management Level In terms of the attitude toward the company, all respondents in
- The Result of Employee Job Satisfaction in Supervisor Level
- The Result of Employee Job Satisfaction in Staff Level
- Summary
The respondents at this level are quite satisfied with their work and proud to work here. According to the interview, M1 who is the branch manager and has been working at KTB for 25 years and she shares that she decided to work with the company because of the security of the company. Moreover, M2 and M3 also inform that KTB is the stable company in their first perception and then they decided to work here.
M1 said: "I have chosen to work here for almost 25 years and it never disappoints me to work here." "Krung Thai Bank is my second home, I feel comfortable here and I am proud to work here." M3 said, "I started working here after graduation and I never had the idea of leaving this company, although I may choose to working in a bigger company, but I'm still here because I'm already happy here." All supervisor-level respondents are Krung Thai Bank employees who have worked with KTB for a short time.
Sometimes, I feel bored and unhappy if I have to work with the boss who lacks leadership principles and management teamwork. Respondents' perception of Krung Thai Bank is the state-owned enterprise bank which is more stable than private banks, so most of them have decided to work here because of the stability of Krung Thai Bank. I have worked with a private company and a government organization, but I decided to leave those jobs because the responsibilities are not balanced with my salary and the benefits, for example, a health program is quite weak in the private company, while the government organization offers good benefits but poor pay.
Therefore, I decided to find the state-owned enterprise organization to work with, and Krung Thai Bank is the first choice in my mind because I have seen this bank since I was a child. T2 said "I am the first jobber and I decided to work with Krung Thai Bank because my parents are former employees of KTB so they want me to work here. I plan that I will not work here for a long time , because I am quite dissatisfied with the salary, but I want to work here for 2 years for experience.
But I think the stability of KTB is my first perception when I decide to work here.” T5 said: “My degree is a degree in economics and I think I need to work with a company that is related to my degree, so I decided to work in banking. I chose Krung Thai bank because KTB bank is state owned and I think it will provide great benefits and salary compared to other banks in banking in Thailand.
Career Path Leadership
Then, the outcome of employee satisfaction at the staff level depends on the basic needs or hygiene factors that are compensation and benefit factors. Plus, employees at this level are fairly young and feel they have a lot of options to leave if they aren't satisfied with compensation and benefits.
Colleagues and Teamwork
Job Security Compensations
Moreover, the employees in this level are quite young and they think that they have many opportunities to leave if they are dissatisfied with compensation and.
Benefits
Management Level
Supervisor Level
Level
RECOMMENDATION
Practical Implication
Limitation
The influence of leadership styles on employee job satisfaction in public sector organizations in Malaysia.
APPENDICES
