Innovative Journal of Business and Management 5:5, September –October (2016) 102 – 110.

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INNOVATIVE JOURNAL OF BUSINESS AND MANAGEMENT

Journal homepage:http://www.innovativejournal.in/ijbm/index.php/ijbm

A STUDY ON AXIS BANK EMPLOYEES JOB SATISFACTION LEVELS IN ANDHRA

PRADESH
S. Jyothirmayi Reddy1, B. Venkateswara Reddy2, S. Durga Rao3

1 Academic Consultant, Department of Business Management, Vikrama Simhapuri University, Nellore.

2Principal, Department of MBA & MCA, Narayana Engineering College, Gudur.
3Professor in Marketing, Department of Management Studies, S. V. University, Tirupati.

ARTICLE INFO ABSTRACT

Corresponding Author:
S. Jyothirmayi Reddy
Academic Consultant, Department of
Business Management, Vikrama
Simhapuri University, Nellore..
jyothirmayereddy@gmail.com
Keywords: Job satisfaction, age,
work experience, pay, fringe benefits
etc.
DOI:http://dx.doi.org/10.15520/i
jbm.vol5.iss5.56.pp102-110
After the liberalization, privatisation and globalization, banking industry
has expanded its wings across the globe. Axis bank is one such bank
which is providing multi varied services to its customers. In the process of
satisfying their customer’s employees are undergoing lot of stress. This
stress is leading to dissatisfaction among employees. The researcher is
making an attempt to find out the job satisfaction levels of employees
associated with Axis bank. The major objectives of the study are 1. To find
out the impact of demographic variables like age, gender, designation and
work experience on the satisfaction levels of Axis bank employees and 2.
The factors influencing the job satisfaction. 250 employees from 12
branches in five major cities of Andhra Pradesh were surveyed.
Convenience sampling method was used to collect the data. A structured
questionnaire was administered to collect the data. ANOVA, Chi-square,
standard deviation and regression analysis were used to analyse the data.
From the analysis it was found that, demographic variables are having a
greater impact on the employee satisfaction levels. Factors like pay, Pay,
Promotion, Supervision etc. are having significant roles in deciding the
satisfaction levels.

©2016, IJBM, All Right Reserved

INTRODUCTION
Banking is a financial institution which acts as a connection
its wings to the nook and corner of the country. This
privatization has given birth to healthy competition
between public and private banks. Axis bank which is one
such bank which has made its entry as UTI bank and later
renamed as Axis bank. The bank offers varied products to
all types of customers. It has 2402 domestic branches,
12,922 ATM;s and 7 overseas branches. The current
employee strength is 42,230. Apart from the banking
products and services it is taking active part in delivering
its social responsibility by focusing in special concepts like
education, rural development, environmental protection
etc.
Review of Literature:
After describing the problems unique to bank
employees, this review demonstrates how job motivation
and job satisfaction have previously been tied to job
performance in order to justify the importance of
understanding this relationship. The need to re-examine
these variables is explored specifically within the banking
industry in order to ascertain methods of making
improvements to job performance among bank
employees. Elisaveta Gjorgji Sardz ˇoska•Thomas Li-
Ping Tang (2012) aimed to measure the job satisfaction
level where love for money, attitude, work environment
Author(s) agree that this article remain permanently open access under the terms of the
Creative Commons Attribution License 4.0 International License
and between customers having
other demographic surplus
variables are and deficitThe
involved. keyAfter the
capital.
words are money ethics - Intrinsic & extrinsic - approach
avoidance - cognitive - behavioural - relationship-
personal growth- & system maintenance. Carsten Horn &
Markus Rudolf (2012) conducted a research to analyze
the outcome of service quality in private banks. The
analysis is based on a unique dataset consisting of
customer relationship managers in 124 private banking
service providers in Germany, Switzerland, Austria,
Luxembourg, and Liechtenstein. The results showed that
an increase in service quality contributed in the
enhancement of both assets and profits for private
banking service providers. Fatima Bushra, Ahmad
Usman & Asvir Naveed (2011), conducted a survey by
collecting data from 133 employees of 3 banks to find out
the effect of transformational leadership on employee’s
job satisfaction and organizational commitment in
banking sector. It is found that Positive relationship exists
between transformational leadership and employee’s job
satisfaction. Positive relationship also exists between
transformational leadership and employee’s
organizational commitment. It was concluded that if
managers encourage employee’s innovative thinking,
spends time to teach and coach them, consider their
personal feelings before implementing a decision, help to
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 Reddy/A Study On Axis Bank Employees Job Satisfaction Levels In Andhra Pradesh

develop their strengths it will improve their emotional Sampling design :

levels and attachment towards their job and organization. • Sampling frame: Employees of 12 branches of
Statement of the problem: Axis Bank located at five major cities in Andhra
Any organization performs well when its employees are Pradesh.
dedicated and committed. This happens when the • Sampling unit: The respondents include clerical
management takes care of the employees. The employees & middle level management employees
can give their best to the organization only when they are • Size of the sample: The sample size is 250 Axis
happy with certain elements like career development, Bank employees.
good working environment, package, recognition etc. • Sampling method: Convenience sampling method
Need & Significance of the study: Contact method: Personal interview
It is observed that the banks are continuously involved in Statistical tools: Standard Deviation, ANOVA, Z-Test &
the process of recruitment and selection. This situation is Regression analysis are used to analyze the data
due to the high degree of employee turnover and Limitations:
expansion of banking services. These days the degree of • The study was limited to a few major cities in
dissatisfaction is increasing day-by-day among the Andhra Pradesh.
employees. Banking industry is one of the major service • The data was collected using a questionnaire and
industry which serves billions of people. The employees hence the limitations of the questionnaire are
are expected to experience high volumes of work load, inherent in the report.
high levels of work stress, prolonged working hours and • The study excludes the fourth class employees.
ambitious business targets. The study is also making an HYPOTHESES:
attempt to find out how these elements are given due HO1: The satisfaction level of Axis Bank employees is
importance by Axis bank employees. independent of their gender.
Objectives of the study: HO2: The satisfaction level of Axis Bank employees is
• To measure the satisfaction level of Axis Bank independent of their age.
employees with respect to gender, age, H03: The satisfaction level of Axis Bank employees is
designation and work experience. independent of their designation.
• To rank the various factors that affect job HO4: The satisfaction level of Axis Bank employees is
satisfaction of Axis Bank employees. independent of their work experience.
• To suggest strategies, based on the study, to H05: There is no significant relationship between
improve the satisfaction levels of Axis Bank various factors selected in the present study
employees. and the job satisfaction level of the Axis Bank employees
Research Methodology: Data Analysis / Discussions:
• Research design : Descriptive Profile of Axis Bank Respondents:
method is adapted. Data analysis consists of three concurrent flows of
• Data sources: Data was collected from two activities viz. data reduction, data display and a conclusion
sources viz. primary sources & secondary sources. drawing/verification part. First, the profile of axis bank
Secondary sources: Data was collected from respondents were analysed based on the frequency, mean
journals, magazines, news papers, web portals, and standard deviation of the responses recorded in the
company brochures, books etc. survey. To examine the profile of the respondents, the
Primary sources: Data was collected directly present study has considered gender, age, work
from Axis Bank employees in Andhra Pradesh by experience and designation. Distribution of respondents
using a structured questionnaire. based on their demographic characteristics, is shown in
• Research approach : Survey method the table 1.
• Research instrument : Structured
questionnaire
Table-1: Profile of the Respondents – Axis Bank(N = 250)
Demographics Characteristics Number Percentage
Male 197 78.8
Gender Female 53 21.2
Total 250 100
Less than 30 79 31.6
30 – 35 70 28.0
Age Group
36 – 40 54 21.6
(in years)
Above 40 47 18.8
Total 250 100
<5 64 25.6
Work Experience 5 – 10 98 39.2
(in years) > 10 88 35.2
Total 250 100
Clerk/Accountant/Cashier/Assistant 132 52.8
Field/Prob.Officer/Asst/Deputy/Reg
Designation 118 47.2
Manager
Total 250 100

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 Reddy/A Study On Axis Bank Employees Job Satisfaction Levels In Andhra Pradesh

Gender: The final sample (N=250) was composed of 197
males (78.8 %) and 53 females (21.2 %). This indicates the
growth of women employment in private banks
Age:
The age of the respondents was collected through an open
ended question. The frequencies recorded were grouped
and adjusted with the help of quartile technique as ‘less
than 30 years’, ’30 – 35 years’, ’36 – 40 years’ and ‘above 40
years’. 79 (31.6%) respondents are in age group of ‘less
than 30 years’, 70 (28.0 %) in ‘30 to 35 years’, 54 (20 %) in
‘36 – 40 years’, and 47 (18.8 %) in ‘above 40 years’.
Work Experience:
The work experience has been categorized in to three
groups: ‘less than 5 years’, ‘between 5 and 10 years’ and
‘above 10 years’. The sample collected revealed 64 (25.6%)
respondents from ‘less than 5 years’, 98 (39.2 %)
respondents from ‘5 to 10 years’ and 88 (35.2 %) from
above 10 years of work experience.
Designation:
The designation of the respondents was
categorized in to two groups based on their nature of work.
The first group reflects more or less clerical nature of jobs
comprising Clerks, Accountants, Cashiers and Assistants
working in the bank. The second category reflects the jobs
which have decision making authority such as Field
officers, Probationary Officers, and Assistant or Deputy or
Regional Managers. The sample collected comprises 132
(52.8 %) clerical cadre employees and 118 (47.2 %) officer
cadre employees from Axis bank.
Table 2 portrays the summary of all the scales used in the
study. From the table, it can be inferred that the most
important factor that employees look in their job is ‘pay’
(Mean = 4.21). In fact, every employee works for benefit or
livelihood. The second important factor is ‘nature of work’
(Mean = 4.17). The mean is low for ‘affective organizational
commitment’, which infers that employees have poor
emotional attachment with the bank and its goals. The ‘job
satisfaction’ is also exhibiting low mean when compared to
all the factors or antecedents of the job satisfaction that
were selected (Mean = 3.33), which infers that there are
still many other variables that have significant influence on
job satisfaction.

Table-2: Overall Job Satisfaction Score of Axis Bank Employees

No. of
S.No Code Factors Scaled Mean Std.Dev.
items
1 PY Pay 4 4.21 0.477
2 PR Promotion 3 4.08 0.566
3 SV Supervision 4 4.01 0.485
4 FB Fringe Benefits 3 4.09 0.526
5 CR Contingent Rewards 3 4.08 0.514
6 OC Operating Conditions 3 4.08 0.587
7 CW Co-Workers 3 4.12 0.521
8 NW Nature of Work 4 4.17 0.457
9 CO Communication 4 4.10 0.521
10 OP Organizational Politics 4 3.92 0.539
11 IH Interpersonal Helping 5 3.96 0.528
12 PI Personal Initiative 5 4.00 0.477
13 AOC Affective Organizational Commitment 5 3.85 0.589
14 SDT Social Desirability Test 5 4.01 0.483
15 JS JOB SATISFACTION 3 3.33 0.314
Hypothesis Testing:
The present study has framed six hypotheses based on the and job satisfaction. The last hypothesis examines the
literature survey conducted. The first four hypotheses difference in job satisfaction with respect to the type of
majorly focus on the significant relationships between bank i.e. public and private banks. The last hypothesis will
respondents’ profile and job satisfaction such as gender, be dealt in the chapter V which mainly focuses on
age, designation and work experience. The fifth hypothesis comparison between public and private banks. The first
is made to test the model of the study i.e. significant five hypotheses were tested based on the Axis bank
relationship between the factors considered in the study responses in this section.
HO1 : There is no significant difference in the satisfaction level of Axis bank employees with respect to
gender
This hypothesis examines the significant differences higher for male respondents (Mean = 3.35) than female
between male and female respondents with respect to their respondents (Mean = 3.27).
job satisfaction. Z test was employed to check this Table- 3: Gender and Job Satisfaction of Axis Bank
hypothesis by considering gender (male & female) as Employees
independent variable and the job satisfaction factors and Gender
the job satisfaction as dependent variable. Male Female Total
Table 3 displays the custom tabulation between gender and (N=197) (N=53) (N=250)
job satisfaction. It can be noted that male respondents have Mea Mea Mea
high mean scores when compared to female respondents S.D. S.D. S.D.
n n n
for all the factors of job satisfaction, except the contingency Pay 0.48 0.46 0.47
rewards where female respondents have a slightly higher 4.22 4.16 4.21
0 6 7
mean than male respondents. The job satisfaction mean is Promotion 0.53 0.66 0.56
4.11 3.97 4.08
6 1 6

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 Reddy/A Study On Axis Bank Employees Job Satisfaction Levels In Andhra Pradesh

Supervision 0.47 0.51 0.48 Supervision 0.766 0.444

4.03 3.97 4.01
7 4 5 Fringe Benefits 1.532 0.126
Fringe 0.51 0.55 0.52 Contingent Rewards -0.663 0.507
Benefits 4.12 3.99 4.09
6 7 6 Operating Conditions 1.704 0.089
Contingent 0.52 0.47 0.51
4.07 4.12 4.08 Co Workers 0.754 0.451
Rewards 5 6 4
Operating 0.57 0.61 0.58 Nature Of Work 2.442* 0.015
Conditions 4.11 3.95 4.08
6 5 7 Communication 1.258 0.208
Co Workers 0.49 0.62 0.52 Organizational Politics 1.554 0.120
4.13 4.06 4.12
0 6 1
Nature Of 0.44 0.48 0.45 Interpersonal Helping 1.172 0.241
Work 4.21 4.03 4.17
3 5 7
Personal Initiative 0.854 0.393
Communicati 0.48 0.64 0.52
on 4.12 4.00 4.10 Affective Organizational
0 8 1 0.876 0.381
Organization 0.52 0.59 0.53 Commitment
al Politics 3.95 3.81 3.92
0 8 9 Social Desirability Test 0.591 0.554
Interpersonal 0.49 0.63 0.52
Helping 3.99 3.88 3.96 JOB SATISFACTION 1.555 0.119
6 3 8
Personal 0.45 0.54 0.47 Note: * significant at 95% confidence level
4.02 3.95 4.00
Initiative 6 8 7 Hence Null Hypothesis is accepted (p>0.05) at 95%
Affective confidence level
Organization 0.58 0.59 0.58 HO2: There is no significant difference in the
3.86 3.78 3.85 satisfaction level of Axis bank employees
al 9 0 9
Commitment with respect to their age
Social To test the hypothesis, the analysis of variance (ANOVA)
0.45 0.56 0.48
Desirability 4.02 3.97 4.01 test was conducted to examine the differences between
8 8 3
Test different age groups of respondents with respect to their
JOB job satisfaction. Table 5 shows the custom tabulation of the
0.30 0.33 0.31
SATISFACTIO 3.35 3.27 3.33 variables considered for ANOVA test with their
7 9 5
N corresponding number of responses, means and standard
Table 4 presents the Z value test results conducted deviations.
between gender and the job satisfaction. Table displayed From the table 5 the job satisfaction mean of Axis bank
no significance across various factors that were considered sample is the highest for the age group ’30 - 35 years’
in the present study and the job satisfaction at 95% (M=3.42), whereas it is the lowest for the age group
confidence level. The only factor that showed statistical ‘below30 years’ (M=3.23). The mean values of all job
significance is ‘nature of work’ (p<0.05). The null factors considered in the present study were low for ‘below
hypothesis framed is thus accepted as p > 0.05 stating that 30 years’ including job satisfaction. The age group ‘between
there are no significant gender differences in job 30 and 35 years’ respondents have expressed high mean
satisfaction level of bank employees. values for pay, interpersonal helping, personal initiative,
Table-4: Z test Results between Gender and Job organizational commitment and social desirability. The age
Satisfaction of Axis Bank group ‘ 36 – 40 years’ respondents expressed high mean
Z test Results scores for promotion, contingent rewards, operating
Factor conditions, nature of work, communication and
Z Test Value Sig.
Pay 0.826 0.408 organizational politics. The age groups of ‘30-35’, ‘36-40’
Promotion 1.421 0.155 and above 40 years of Axis bank have expressed very near
means in many factors considered in the study.
Table -5: Age and Job Satisfaction of Axis Bank Employees
Age Groups < 30 30 – 35 36 – 40 > 40
(in years) (N=79) (N=70) (N=54) (N=47)
FACTORS Mean S.D. Mean S.D. Mean S.D. Mean S.D.
Pay 3.99 0.51 4.34 0.34 4.29 0.45 4.29 0.52
Promotion 3.94 0.61 4.09 0.55 4.22 0.42 4.16 0.63
Supervision 3.87 0.52 4.10 0.43 4.06 0.41 4.08 0.54
Fringe Benefits 3.95 0.51 4.09 0.52 4.19 0.55 4.22 0.50
Contingent Rewards 3.96 0.47 4.17 0.44 4.19 0.56 4.04 0.59
Operating Conditions 3.82 0.67 4.17 0.56 4.22 0.38 4.22 0.54
Co Workers 3.93 0.56 4.19 0.54 4.19 0.38 4.24 0.49
Nature Of Work 4.02 0.49 4.15 0.43 4.30 0.34 4.30 0.48
Communication 3.88 0.51 4.19 0.56 4.23 0.39 4.18 0.51
Organizational Politics 3.77 0.61 3.99 0.56 4.00 0.37 3.97 0.51
Interpersonal Helping 3.82 0.57 4.06 0.54 4.00 0.45 4.04 0.48

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Personal Initiative 3.89 0.54 4.10 0.43 4.01 0.41 4.04 0.49
Affective
Organizational 3.67 0.68 4.02 0.51 3.87 0.50 3.86 0.56
Commitment
Social Desirability Test 3.93 0.48 4.14 0.49 3.93 0.44 4.06 0.50
Job
3.23 0.33 3.42 0.31 3.39 0.28 3.30 0.28
Satisfaction Level
Thus, it can be inferred from the ANOVA test results that there are significant differences in job satisfaction with respect to the
age of the employee at 95% confidence level.
Hence the null hypothesis (H02) is rejected.
Table 6 presents the results of ANOVA analysis performed to examine the age differences with respect to job satisfaction.
The results amply demonstrate that there are significant age group variations in almost all the job factors and job
satisfaction (p<0.05) except the factor ‘interpersonal helping’.
Table-6: ANOVA Test Result between Age groups and Employee Job Satisfaction of Axis Bank
Sum of
df Mean Square F Sig.
Squares
Between Groups 5.593 3 1.864 8.983 .000
Pay Within Groups 51.050 246 .208
Total 56.642 249
Between Groups 2.853 3 .951 3.038 .030
Promotion Within Groups 76.994 246 .313
Total 79.847 249
Between Groups 2.541 3 .847 3.727 .012
Supervision Within Groups 55.910 246 .227
Total 58.451 249
Between Groups 2.909 3 .970 3.615 .014
Fringe Benefits Within Groups 65.975 246 .268
Total 68.884 249
Between Groups 2.386 3 .795 3.084 .028
Contingent Rewards Within Groups 63.461 246 .258
Total 65.847 249
Between Groups 7.903 3 2.634 8.309 .000
Operating Conditions Within Groups 77.994 246 .317
Total 85.897 249
Between Groups 4.167 3 1.389 5.383 .001
Co Workers Within Groups 63.469 246 .258
Total 67.636 249
Between Groups 3.525 3 1.175 5.960 .001
Nature Of Work Within Groups 48.500 246 .197
Total 52.025 249
Between Groups 5.525 3 1.842 7.286 .000
Communication Within Groups 62.185 246 .253
Total 67.710 249
Between Groups 2.708 3 .903 3.185 .025
Organizational Politics Within Groups 69.736 246 .283
Total 72.444 249
Between Groups 2.686 3 .895 3.299 .021
Interpersonal Helping Within Groups 66.764 246 .271
Total 69.450 249
Between Groups 1.727 3 .576 2.580 .044
Personal Initiative Within Groups 54.907 246 .223
Total 56.634 249
Between Groups 4.725 3 1.575 4.748 .003
Affective Organizational Commitment Within Groups 81.596 246 .332
Total 86.320 249
Between Groups 2.196 3 .732 3.227 .023
Social Desirability Test Within Groups 55.808 246 .227
Total 58.004 249
Between Groups 1.591 3 .530 5.647 .001
JOB SATISFACTION Within Groups 23.109 246 .094
Total 24.701 249

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HO3 : There is no significant difference in the satisfaction level of Axis bank employees with respect to their
designation
To examine the significant differences of job satisfaction across different designations, a two sample z test was employed.
Table 7 displays the group statistics for the hypothesis. From the table, it can be noted that the mean values of job
satisfaction and its factors are high in clerical cadre than officer cadre except for communication and nature of work. This
amply says that clerical cadre is slightly more satisfied with their jobs than the officer cadre.
Table-7: Designation and Job Satisfaction of Axis Bank Employees
DESIGNATION Clerical Cadre Officer Cadre
(N=132) (N=118)
FACTORS Mean Std. Dev Mean Std. Dev
Pay 4.22 0.471 4.19 0.485
Promotion 4.12 0.567 4.04 0.565
Supervision 4.04 0.466 3.99 0.505
Fringe Benefits 4.15 0.510 4.03 0.538
Contingent Rewards 4.12 0.515 4.04 0.512
Operating Conditions 4.12 0.550 4.03 0.626
Co Workers 4.18 0.510 4.04 0.525
Nature Of Work 4.15 0.467 4.19 0.447
Communication 4.08 0.584 4.12 0.443
Organizational Politics 3.96 0.543 3.87 0.534
Interpersonal Helping 4.07 0.540 3.85 0.493
Personal Initiative 4.12 0.407 3.87 0.516
Affective Organizational
3.93 0.627 3.75 0.531
Commitment
Social Desirability Test 4.07 0.511 3.94 0.440
Overall Satisfaction Level 3.37 0.33 3.29 0.29
A two sample z test was employed with designation as Contingent
1.2299 0.2187
independent variable and job satisfaction as dependent Rewards
variable. Table 8 portrays the test results conducted Operating
between designation and job satisfaction. From the table 1.2013 0.2296
Conditions
it can be noted that the job satisfaction has significant Co-Workers 2.1334* 0.0329
difference with respect to the employee designation. The Nature of Work -0.6916 0.4892
factors such as fringe benefits, co-workers, interpersonal Communication -0.6138 0.5393
helping, personal initiative, affective organizational Organizational
commitment and social desirability found statistical 1.3198 0.1869
Politics
significance at 95% confidence level. The remaining Interpersonal
factors were found to be statistically insignificant 3.3672* 0.0008
Helping
between cadres of jobs. The Job satisfaction found Personal
significant (p<0.05) and hence H03 is rejected (null 4.2190* 0.0001
Initiative
hypothesis) inferring that the job satisfaction is Affective
dependent of designation in Axis Bank. Organizational 2.4568* 0.014
Table-8: Z Test Result for Employee Job Satisfaction Commitment
between Clerks and Officers
Social
Factors Z Value Sig (2- Desirability 2.1610* 0.0307
tailed) Test
Pay 0.4949 0.6206 Overall Job
Promotion 1.1158 0.2645 2.0401* 0.0413
Satisfaction
Supervision 0.8104 0.4177 Note: * significant at 95% confidence level
Fringe Benefits 1.8043* 0.0712

HO4: There is no significant difference in the satisfaction level of Axis Bank employees with respect to their work
experience
To investigate the relationship between work experience
of employees and their job satisfaction, ANOVA test is
employed with work experience as independent variable
and job satisfaction as dependent variable. Table 9
tabulates the mean and standard deviation of different
work experience groups across various job factors and
job satisfaction
From the table, it can be observed that the data follows a
logical sequence i.e. low to high mean across low to high
experience. The table depicts that respondents having
more than ten years of experience exhibited high mean
values in all the factors including the job satisfaction,
whereas respondents having below five years of work
experience exhibited low mean values against all the job
factors and job satisfaction. The respondents whose
experience is between five and ten years exhibited
moderate mean in between the extreme mean values.

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Table-9: Work Experience and Job Satisfaction of Axis Bank Employees

EXPERIENCE < 5 years 5 – 10 years > 10 years Total
(in years) (N=64) (N=98) (N=88) (N=250)
FACTORS Mean S.D. Mean S.D. Mean S.D. Mean S.D.
Pay 4.01 0.47 4.24 0.48 4.32 0.44 4.21 0.48
Promotion 3.98 0.63 4.03 0.53 4.22 0.54 4.08 0.57
Supervision 3.88 0.55 4.03 0.40 4.10 0.50 4.01 0.48
Fringe Benefits 3.95 0.49 4.06 0.55 4.23 0.49 4.09 0.53
Contingent Rewards 4.00 0.42 4.05 0.54 4.18 0.54 4.08 0.51
Operating Conditions 3.85 0.66 4.06 0.59 4.26 0.46 4.08 0.59
Co Workers 4.03 0.49 4.06 0.59 4.25 0.43 4.12 0.52
Nature Of Work 4.08 0.51 4.13 0.43 4.29 0.42 4.17 0.46
Communication 3.93 0.55 4.07 0.52 4.25 0.45 4.10 0.52
Organizational Politics 3.80 0.53 3.90 0.58 4.03 0.48 3.92 0.54
Interpersonal Helping 3.81 0.53 3.96 0.55 4.08 0.47 3.96 0.53
Personal Initiative 3.94 0.42 3.98 0.51 4.07 0.47 4.00 0.48
Affective Organizational Commitment 3.75 0.61 3.82 0.59 3.94 0.56 3.85 0.59
Social Desirability Test 3.91 0.45 4.02 0.49 4.08 0.49 4.01 0.48
Job
3.26 0.31 3.35 0.33 3.37 0.29 3.33 0.31
Satisfaction Level
Table 10 portrays the ANOVA test results employed desirability found to be insignificant (p>0.05).The job
between work experience and job satisfaction. From the satisfaction displayed insignificant relationship with
table, it can be noted that the p values are less than 0.05 work experience, as p is above 0.05. Hence it can be
for the factors such as pay, promotion, supervision, inferred from the table that there is no statistical
fringe benefits, operating conditions, co-workers, nature significant difference between employees of different
of work, communication, organizational politics and experience levels and their job satisfaction levels, but the
interpersonal helping (p<0.05). On the other hand, the factors displayed mixed relationship with the work
factors such as contingent rewards, personal initiative, experience. Thus H04is accepted at 95% confidence level.
affective organizational commitment, and social
Table-10: ANOVA Test Result between work experience and Employee Job Satisfaction of Axis Bank
Sum of Mean
df F Sig.
Squares Square
Between Groups 3.830 2 1.915 8.956 .000
Pay Within Groups 52.813 247 .214
Total 56.642 249
Between Groups 2.482 2 1.241 3.962 .020
Promotion Within Groups 77.365 247 .313
Total 79.847 249
Between Groups 1.715 2 .857 3.732 .025
Supervision Within Groups 56.736 247 .230
Total 58.451 249
Between Groups 3.051 2 1.525 5.723 .004
Fringe Benefits Within Groups 65.833 247 .267
Total 68.884 249
Between Groups 1.336 2 .668 2.557 .080
Contingent Rewards Within Groups 64.511 247 .261
Total 65.847 249
Between Groups 6.334 2 3.167 9.831 .000
Operating Conditions Within Groups 79.564 247 .322
Total 85.897 249
Between Groups 2.342 2 1.171 4.429 .013
Co Workers Within Groups 65.294 247 .264
Total 67.636 249
Between Groups 1.942 2 .971 4.789 .009
Nature Of Work Within Groups 50.083 247 .203
Total 52.025 249
Between Groups 3.912 2 1.956 7.574 .001
Communication Within Groups 63.798 247 .258
Total 67.710 249
Between Groups 2.002 2 1.001 3.510 .031
Organizational Politics Within Groups 70.442 247 .285
Total 72.444 249
Interpersonal Helping Between Groups 2.644 2 1.322 4.889 .008

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Within Groups 66.806 247 .270

Total 69.450 249
Between Groups .688 2 .344 1.519 .221
Personal Initiative Within Groups 55.946 247 .227
Total 56.634 249
Between Groups 1.437 2 .718 2.090 .126
Affective Organizational
Within Groups 84.883 247 .344
Commitment
Total 86.320 249
Between Groups 1.013 2 .506 2.194 .114
Social Desirability Test Within Groups 56.991 247 .231
Total 58.004 249
Between Groups 0.508 2 0.254 2.594 0.077
JOB SATISFACTION Within Groups 24.192 247 .098
Total 24.701 249

HO5: There is no significant relationship between the various factors selected in the present study and job
satisfaction level of the Axis bank employees
The major objective of the study is to empirically
investigate the relationship between the various factors
such as pay, promotion, supervision, fringe benefits,
rewards, working environment, co-workers, nature of
work, communication, organizational politics,
interpersonal relationship, personal initiative,
organizational commitment, social desirability and job
satisfaction.
The linear regression analysis was performed to examine
the statistical significant relationship between the factors
considered and job satisfaction by ‘Enter’ method. Table
Table-11: Regression Model Testing – Model Summary& ANOVA Results – Axis Bank Sample
Model R R Square
1 .814 .662
Model Sum of Squares df
Regression 16.362 14
1 Residual 8.339 235
Total 24.701 249
Predictors: (Constant), Social Desirability Test,
Contingent Rewards, Co-Workers, Fringe Benefits,
Communication, Nature Of Work, Personal Initiative, Pay,
Supervision, Affective Organizational Commitment,
Promotion, Operating Conditions, Interpersonal Helping,
Organizational Politics.
Dependent Variable: Job Satisfaction
Thus, it can be stated that there is statistical significant
relationship between the factors considered in the
present study and the job satisfaction of the bank
employees.
Hence, H05 (i.e. null hypothesis) is rejected.
FINDINGS
• 78.8% of the bank staff are male. 59.6% of the
people are in the age category of up to 35 75.4 % of
the respondents are having more than 5yrs of
experience. The respondents are highly satisfied
with the factors pay (mean value: 4.21), nature of
work (mean value: 4.17) and co-workers (mean
value 4.12) and are least satisfied with the factors
effective organizational commitment (mean value:
3.85), organizational politics (mean value: 3.92),
interpersonal helping (mean value: 3.96).
• Male employees are more satisfied than female
employees.
11 shows that 66.2% of variance in job satisfaction is
explained by the model. Further it displays the ANOVA
Test results of the model tested by using the linear
regression analysis. The analysis of variance conducted by
considering job satisfaction as dependent variable (a) and
all the predictors considered as independent variable (b)
displayed significant value less than 0.000 (p<0.05) with F
value as 32.936. This shows that the model displayed
statistical significant relationship between the predictors’
i.e. independent variables and the job satisfaction i.e.
dependent variable.
Std. Error of the
Adjusted R Square
Estimate
.642 .18837
Mean
F Sig.
Square
1.169 32.936 .000
.035
• Employees who are in the age category of 30 – 35
yrs are highly satisfied where employees who are
are less than 30 yrs are less satisfied.
• The satisfaction level of the clerical level employees
is higher than the satisfaction level of officer cadre
employees.
• The satisfaction level of employees with above 10
yrs experience is higher than that of the employees
below 5 yrs experience.
SUGGESTIONS
• At least 1/3rd of the employees should be of female
category to bring diversity in bank operations.
• Respondents with less than 5 yrs of experience are
youngsters and can excel if they are made to work in
a competitive working environment.
• Better handling of organizational politics, effective
organizational commitment and interpersonal
helping enable the employees to have higher
satisfaction.
• The satisfaction level of female employees can be
improved by providing exclusive training and
development in handling organisational politics and
affective organisational commitment.
• The satisfaction level of officer cadre employees can
be ensured by providing performance based

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 Reddy/A Study On Axis Bank Employees Job Satisfaction Levels In Andhra Pradesh
incentives and by ensuring politics free
environment.
CONCLUSION
The study focussed on only on Axis bank sample by
employing appropriate statistical tools for each
hypothesis. Gender and work experience were found to
be having no significant relationship with job satisfaction
among Axis bank employees, whereas age and
designation were found to be significant with the job
satisfaction. The factors considered as the predictors of
job satisfaction in the present study were found to have
significant impact on job satisfaction.
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