IMPACT OF AUTONOMY AND WORKLIFE BALANCE ON THE JOB SATISFACTION AND TURNOVER INTENTIONS OF EMPLOYEES WORKING IN PRIVATE BANKS

IN PESHAWAR

1.1 INTRODUCTION SIGNIFICANCE OF THE STUDY 1.2 RESEARCH - OBJECTIVES: The objective of this research is to contribute towards a contemporary issue of human resource management that is job satisfaction in Peshawar. The major objective of this research is to examine: The relationship between autonomy and worklife balance with the job satisfactionof employees working in private banks in Peshawar. The relationship between autonomy and worklife balance with Retention intention of the employees working in private banks in Peshawar

Limitations of study limitation of our study is related to sample size selection for analysis. A more comprehensive analysis and generalizebility of results demand that sample size should not be specific to financial industry but it should also incorporate multidimensional industrial sample also.

2.0 LITERATURE REVIEW JOB SATISFACTION

job satisfaction has been an important in foretelling employee reduced turnover ,and stability of a system as well as motivation of the employees. motivation is mainly defined as the employees readiness and willingness to put and maintain more effort towards the achievement of the organizational goals, then Systems which are well functioning should help to raise factors such as satisfaction and morale of the employees,which then predicts the factor of a motivation.

(Mathauer et al, 2006). "Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs" (Spector, 1997, p. 2). This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction. Examination of these facet conditions is often useful for a more careful examination of

employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits." (Williams) Williams, J. (2004). Job satisfaction and organizational commitment, a Sloan Work and Family Encyclopedia entry. Retrieved May 10, 2007, from the Sloan Work and Family Research Network website: http://wfnetwork.bc.edu/encyclopedia_entry.php?id=244&area=academics. Job satisfaction is defined as how people feel about their jobs and different aspects of their jobs. It is the extent to which people like or dislike their jobs (Spector, 1997, p. 2). Job satisfaction is typically measured in degrees and can be examined from multiple viewpoints using multiple constructs or categories. For instance, one can be satisfied with certain elements of a job, feel neutral about some, and be dissatisfied with others. Elements of a job can also have differing degrees of importance, which can cause those elements to be weighted differently in assessing overall job satisfaction (Spector, 1997). Thierry and Koopmann-Iawma (1984) have several perspectives on job satisfaction. They posit that job satisfaction may be the result of a behavioral cycle reflecting the individuals way of aiming at attractive outcomes. Job satisfaction may refer to the individuals understanding of the degree of attractiveness of both positive and negative outcomes to be achieved or avoided in the future. Job satisfaction and dissatisfaction may have certain effects; for example, dissatisfaction may be associated with absenteeism, poor health, turnover, and complaints. Spector, P. (1997). Job satisfaction: Application, assessment, causes and consequences. Thousand Oaks CA: Sage. Thierry, H. K., & Koopmann-Iawma, A. M. (1984). Motivation and satisfaction. In P. Drenth, H. Thierry, P. Willems, & C. deWolff (Eds.), Handbook of work and organizational psychology (pp. 131175). New York: Wiley.

Autonomy:The concept autonomy has its roots in political, bioethical and moral attitude. Having this background, it represents the capacity to make an unforced and informed decision by a rational individual. In the literature of political and moral philosophy, autonomy is considered as a foundation for determination of moral responsibility for an individuals actions. This term also refers to state of the self-governing of the people (Smith, 1993). Smith DK (1993). The Wisdom of Teams. Boston, MA: Harvard University Press. Garrido et al. (2005) conducted the research to discover the factors that determine the job satisfaction of sales managers. The effect of HRM practices is analyzed by using the model which was already employed by an empirical study on Spanish industrial firms. The study concludes that human resource management practices based on compensation type, compensation level and job design in terms of autonomy and resources are the essential determinants of sales managers job satisfaction.

According to the job charecteristics model job autonomy is the level of freedom and will to which and individual can plan his work timing, make his own decission &choose his own ways to perform tasks.(Morgeson & Humphrey ,2006) REFRENCE: Morgeson ,F.P.,& Humphry S.E.(2006).The work design questionnaire(WDQ):Developing and validating a comprehensive measure for assessing job design and the nature of work.Journal of Applied Psychology,91,1321-1339. According to SDT if the work environment permits and promots work autonomy, it allows the individual to participate positively in organizational activities. Job autonomy enhances and increase the motivation and job satisfaction of the employee.(Cameriono & Manson Sarquis ,2010;Camerino,Conway, & Lusignani,2005). REFRENCE: Camerino,D.,& Mansano Sarquis,L.M.(2010)Nurses working conditions,health and well being in Europe(Nurses Early Exit Study).Professional Infermeristicne,63,53-61. Cameriono,D.,Conway,P.M.,& Lusignani,M.(2005).Condizioni di lavoro infermieistico e intenzione di cambiare:risultati dello studio europeo NEXT in Italia.Giornale Italiano di Scienze Infermieristiche,1,1225. Garrido et al. (2005) studied the factors that determine the job satisfaction of sales managers. The study concludes that human resource management practices based compensation type, compensation level and job design in terms of autonomy and resources are the essential determinants of sales managers job satisfaction. Garrido JM, Perez P, Anton C (2005).Determinants of Sales Manager Job Satisfaction: An Analysis of Spanish Industrial Firms, Int. J. Hum. Res. Manage., pp. 1934-1954.

Ivancevich et al. (1997) defined job satisfaction as feeling and perception of a worker regarding his/her work and how he or she feels himself well in an organization. According to Davis and Newstrom (1999) job satisfaction is an experience which has various aspects. The most significant aspects are those which are relevant to working conditions and the nature of work. Low job autonomy, low job security, low wages and lack of expectation for promotion negatively affect job Electronic copy available at: http://ssrn.com/abstract=1750386 2158 Afr. J. Bus. Manage. satisfaction of employees (Guest, 2004 and Silla et al., 2005). Ivancevich J, Olelans M, Matterson M (1997). Organizational Behavior and Management, Sydney: Irwin.

H1 : There is a positive relationship between autonomy and job satisfaction.

Worklifebalance The term Work Life Conflict (WLC) used contradictory with Work Life Balance (WLB). Work life balance (WLB) isdefined as a state of equilibrium in which the demands of both a person's job and personal life are equal. (Lockwood 2003). Lockwood Nancy. R. (2003). Work/Life Balance: Challenges And Solution 2003 Quarterly Report HR Magazine June. The work life balance which is the equalibrium between a mans life at work and other non work activities has turned into important topic practitioner and educational debats. (Eikhof,Warhurst & Haunschild, 2007). Refrence : Eikhof,DR,Warhurst,C & Haunschild A .2007,Introduction:what work? What life ?what balance? Criticle reflection on the work life balance dabate, Employee Relations, vol.29,no.4,pp.325-33. Work-Life Balance is related with the management of work and life i.e work for pay and other essential activities of life related to family friends and entertainment etc.The work life balance is a hot issue globally and discussed and debated in institution of higher studies. (Mohd Noor, Stanton & Young, 2009). REFRENCE: Dundas,K 2008, Work-Life Balance:There is no one-size-fits-allSolution, in K ORourke(ed), Managing Matters. Graduate college of Management, Southern Cross University,New South Wales,vol.summer (3),pp.7-8 Mohd Noor,K, Stanton,P & Young, S 2009, Work-Life Balance and job satisfaction:A study among Academics in Malaysian Higher Education Institutions, Paper presented to the 14th asia Pacific Management Conference 2009,Surabaya,Indonesia.

Burke (2000) found that the employees are more satisfied and committed to their job if organizations are supportive of work life balance. It is also found from the previous research that that organizational values supporting work-life balance have important work and personal consequences for men. Such organizational values were present, managerial and professional men reported greater job satisfaction and family satisfaction, generally higher life satisfaction and more positive emotional and physical wellbeing (Burke 2000; Jayaweera, 2005;). Jobs related responsibilities became a hindrance in performing household responsibilities; this tussle resulted in the job dissatisfaction (Oswald, 2002). Satisfaction with the HR practices, such as family friendly policies reduced the interference of work in the family and thus increases job satisfaction (Kinnie, Hutchinson, Purcell, Rayton , 2005).

Hypothesis 2 Job satisfaction is found to be negatively correlated with work to family interference.

Burke, R.J. and Green Glass, E.R. (1999). Work-Family Congruence and Work-Family Concerns Among Nursing Staff. Canadian Journal of Nursing Leadership, Vol. 12, No. 2, pp. 21-9. Kinnie Nicholas, Hutchinson Sue, Purcell John, Rayton Bruce and Swart Juani. (2005). Satisfaction with HR practices and commitment to the organization: why one size does not fit all. Human Resource Management Journal, Vol. 5, No. 4, P. 9-29.

Turnover Intention :Turnover is referred as an individuals estimated probability that they will stay an employing organization (Cotton and Tuttle, 1986). Meanwhile Tett and Meyer (1993) defined turnover intentions as conscious willfulness to seek for other alternatives in other organization.
Mellor, Moore and Loquet (2004) define employee turnover as the individual who may be thinking about quitting a job. The theory of reasoned action suggested that intention was a psychological precursor to the actual behavior act (Ajzen & Fishbein, 1980).This means that an individuals intention to perform or not to perform a behavioral act is the immediate determinant of action. Based on this notion an individual who nurtures the thought of quitting his present profession is more likely todo so if the right condition exists, or if the adverse condition that warranted the thought of intent persists (Ajzen & Fishbein, 1980).

Firth, L., Mellor, D.J., Moore, K.A. & Loquet, L. (2004). How can managers reduce employee intention toquit? Journal of Managerial Psychology. 19: 170-187. Fishbein, M. and Ajzen, I. 1975). Belief, attitude, intention and behavior: An introduction to theory and research. Reading, MA: Addison Wesley. Fisher, A. (2000). Inspiring the burned-out computer programmer. Fortune, 334. Cotton, J and Tuttle, J (1986). Employee turnover: A meta-analysis and review with implication for research. Academy of Management Review, 11 (1), 55-70. Meyer, J.P. and Allen, N.J. (1997). Commitment in the workplace: Theory, research and application. Thousand Oaks, CA : Sage Publications.

The premise of motivation theory based on intrinsic and extrinsic motivation has posed some questions. This is because according to Amabile (1997) extrinsic motivation may continue synergistically with intrinsic motivation. Further, Amabile (1997) have identified three factors that could influence positive synergy or intrinsic motivation: firstly, the persons initial motivational state; secondly, the type of extrinsic motivation used and thirdly, the timing of the extrinsic motivation. Intrinsic motivation includes rewards, recognition and feedback. Zetlin (2001) stated that reward, recognition and feedback

are among strategies used in retaining talent of IT professional in organization. In addition, according to Zetlin (2001) workplace is also identified as factor that affected high creativity among IT staff. Workplace orientations according to Amabile (1997) include : a) organizational encouragement (a culture that fosters, appreciates and fairly rewards creativity, has mechanisms that support innovation and has a shared vision and active flow of ideas); b) supervisory encouragement (a manager serves as a positive model, sets appropriate goals and supports and values both the work group and individual contributions); c) work group supports (characterized by skills diversity, honest communication, openness to innovative ideas, constructive challenge and mutual trust, support and commitment); d) challenging work (focusing on challenging tasks and important projects and freedom (autonomy and control over ones work, although had smallest effect on creativity) . Amabile, M. (1997). Motivating creativity in organizations: On doing what you love and loving what you do. Calofornia Management Review, 40, 39-58. Zetlin, M. (2001). Model employers. Computerworld, 40-45.

H3 There's a significant relationship between autonomy and turnover intention

looking at the definition of work life balance Blunsdon, et al., stated that work-life balance means that an individual can manage both work and other aspects of their life, such as the domestic or family sphere, without a conflict or without the opposition of one domain to the other [4]. Turnover intention is defined as an employee's decision to leave an organization voluntarily [6].
4. Blunsdon, B., Blyton, P., Reed, K., & Dastmalchian, A. (2006). Work, life and thework-life issue. In A. Dastmalchian, B. Blunsdon, K. Reed, & P. Blyton, Work-life integration, international perspectives on the balancing of multiple roles (pp. 1-16). New York: Palgrave Macmillan. [6] Dougherty, T. W., Bluedorn, A. C., & Keon, T. L. (1985). Precursors of employee turnover: A multiple sample casual analyses. Journal

Intrusion of work into private life for doctors has substantially influenced the work related attitudes. Work life balance has important consequences for employee attitudes towards their organizations as well as for the lives of employees. The belief that organization cares about employee well being has a positive impact both for employee and the employers, that are employee satisfaction, and the organizational commitment and intention to remain with the organization [26].
[26] Dora, S., and Marks, A., (2004) Work- Life Balance and the Software workers, Human Resource Management Journal, 14 (2), 54 74.

H4 work life balance has a significant relationship with turnover intention

3.0 Data description 3.1 Sample size: - The sample size of this particular study will be the private banks operating in Peshawar. The sample size of the study consists of 15 private banks in Peshawar. 3.2 Data sources:-The source of data for this study is primary data which will be acquired through questionnaire from the employees at different management levels; working at various branches in Peshawar .however the information adopted by the questionnaire will be used for the interpretation of the results. The data for the research will be obtained from respondents of the private banks in Peshawar only.

3.3 Research Variables DEPENDENT VARIABLES (define) 1. JOB SATISFICTION 2. RETENTION INTENTION INDEPENDENT VARIABLES (define) 1. AUTONOMY 2. WORKLIFE BALANCE

3.4 THEORETICAL FRAMEWORK The relationship between dependent variable (job satisfaction) and independent variables (autonomy and worklife balance ) is illustrated in the schematic diagram as follows: Insert Figure 1.The relationship between dependent variable (retention intention) and independent variables (autonomy and worklife balance) is illustrated in the schematic diagram as follows: Insert Figure 1.1

AUTONOMY

Job Satisfaction

Turnover Intention

WORKLIFE BALANCE

fig 1.1 Hypotheses H1 There is a significant relationship between autonomy and job satisfaction. H2There is significant relationship between work life balance and job satisfaction. H3There is significant relationship between autonomy and retention intention. H4 There is significant relationship between autonomy and turnover intention.

Methodology The research methodology adapted here would be a quantitative research method. The data to be collected would be all the primary data collected using a structured questionnaire, through Survey method. With prior permission and approval from the supervisor the questionnairewould be finalized and survey would be carried out. This study will follow descriptive statistics and multiple regression models. To examine the validity of a questionnaire, this study will use alpha cronbach test.