1959(0Nline) 2348 – 9367 (Print) an Internationally Indexed Peer Reviewed & Refereed Journal

International Research Journal of Management Science & Technology ISSN 2250 – 1959(0nline) 2348 – 9367 (Print) An Internationally Indexed Peer Reviewed & Refereed Journal

Shri Param Hans Education & Research Foundation Trust

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

Analytical study based on the authority delegation status provide more satisfaction of bank employees with special reference to Rohtak Annu Research Scholar Department of Commerce Maharshi Dayanand University Rohtak (Haryana) ABSTRACT The banking system in Haryana generally and Rohtak particularly are the same as the Indian banking system. However, Haryana is one of the most developed States of India, in the scenario of economic, industry, agriculture and other allied activities. Haryana enjoys the status of one of the most developed and growing state in terms of per capita income, industrial output, consumption pattern, and Urbanization. The present study is designed to find Job Satisfaction, in a particular region, Rohtak district of Haryana. Sometimes referred to as a systematic literature review or meta-analysis, this type is a critical survey that attempts to "evaluate and interpret all available research evidence relevant to a particular question" (Glasziou, 2001) Introduction Banking regulation act, 1949 provided the guidelines to regulate the banking system in India, which timely amended for a suitable framework for regulating the banking companies in India. It also covers cooperative banks and commercial banking activities. Importantly, the RBI regulate the banking business through; Licensing, exercise control over shareholding and voting rights of shareholders and supervising them other important factions. The following figure show the function of banks in India.

The Banking regulating act define the banks as; "banking" means the accepting, for the purpose of lending or investment, of deposits of money from the public, repayable on demand or otherwise, and withdrawal by cheque, draft, order or otherwise.

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

The act defines; "banking company" means any company which transacts the business of banking (in India). Further, it gives Explanation, any company which is engaged in the manufacture of goods or carries on any trade and which accepts deposits of money from the public merely for the purpose of financing its business as such manufacturer or trader shall not be deemed to transact the business of banking within the meaning of this clause. Second clause defines; "banking policy", means any policy which is specified from time to time by the Reserve Bank in the interest of the banking system or in the interest of monetary stability or sound economic growth, having due regard to the interests of the depositors, the volume of deposits and other resources of the bank and the need for equitable allocation and the efficient use of these deposits and resources. Clouse third defines the "branch" or "branch office" in relation to a banking company, means any branch or branch office, whether called a pay office or sub-pay office or by any other name, at which deposits are received, cheques cashed or money lent, and for the purposes of section 35 includes anyplace of business where any other form of business referred to in subsection one and six. This study regarding the State Bank of India, in the regulation, "State Bank of India" means the State Bank of India constituted under section 3 of the State Bank of India Act, 1955 (23of 1955) Banking System in Rohtak The banking system in Rohtak district is the main concern in the main city Rohtak. The Rohtak rural area divides into the five blocks Rohtak, Meham, Kalanuar, Lakhan Majara, and Sampla. In blocks give the particular cluster of villages for the financial inclusion and banking facilities. In five blocks

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

more than fifty banks working for respective village or cluster of villages. However, it is not bounding on the public and banks the working only within the cluster, they are free to access facility in any bank city or any other cluster village bank. Haryana Gramin Bank also a government bank, in Haryana HBG sponsored by the Panjab National Bank. Our study is the concern with the particular bank, State Bank of India in the Rohtak district. With a merger of five associate's banks of SBI in the SBI bank on 1st April 2017, functioning and operation area increased. Block Village Bank

Sampla Ismalia SBI (SBOP, Hassangarh SBOP PNB, HGB) Kharawar UCO Dattaur PNB Paksma HGB

Lakhan Chiri PNB Majra Bainsi PNB (Panjab & Kharainti PNB Sind)

Kalanuar Lahili HGB (UCO, PNB) Nigana PNB Khanuar SBI Meham Mokhra PNB (PNB, SBI, Madina OBC SBOP, Sisar Khas SBOP OBC) Seman OBC Nidana SBOP Kharkda HGB Girawd HGB Farmana HGB

Rohtak Baland HGB (All Major Sunaria PNB National Kharnota HGB banks) Rithal PNB Jassia HGB Khadwali HGB Kansala PNB Sanghi SBI Bohar SBI Ladhot DENA Asthal Bohar Canara Bank Barhamanwas OBC

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

So, it is crystal clear banking system in the district operating in the three areas, urban city Rohtak, semi-urban block cities and the rural branches in villages. Job satisfaction also depends upon such factors. For the smooth functioning of operations, SBI provides many benefits to its employees on the revenge of work. Review of literature Literature reviews are generally conducted in one of two ways: As a preliminary review before a larger study in order to critically evaluate the current literature and justify why further study and research is required. In this case, the researcher must "systematically search, critique and combine the literature to demonstrate a gap in the existing research base" while demonstrating "their understanding of both the research and the methods previously used to investigate the area" (Aveyard, 2010). Nguyen et al., (2003) the researcher investigates the impact of perceived job autonomy on job satisfaction. They use the fifth sweep of the national educational longitudinal study (1988-2000), which contain personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. They found that the highly significant determinant of five separate domains of job satisfaction (pay, fringe benefits, promotion prospects, job security and importance/challenge of work) Concluded that job satisfaction is the result of promotion opportunities in the organization. Teseema and Soeters (2006) concluded that there is a positive relationship between promotion practices and perceived performance of the employee. If organizations want to accelerate the performance of employees in the organization, fair promotional opportunities should be given to employees (Park et al., 2003). Felfe et. al. (2008)26 saw work motivation as the creation of work circumstances that influence workers to perform a certain activity or task of their own free will, in order to reach the goals of the organization, and simultaneously satisfy their own needs. Bajpai and Srivastava (2004) conducted a study of the two public and two private banks. This study identified the factor of satisfaction and dissatisfaction of employees. Satisfaction lead by the secure job environment, welfare policies, and job stability increased the degree of job satisfaction. Dissatisfaction lead by layoff threats, quick turnover, fewer welfare schemes, less scope for vertical growth. Kevin James Flint (2013) this study has demonstrated that life after service is the period when considerable identity changes occur, or at least where the issues become visible for the first time, and thus this is perhaps where some of the resources could be better directed. He stated that more work is required before a concrete assumption can be made, but at the very least the lens of identity, now used for the first time in this setting, has provided a fresh perspective on service transitions and where change happens. This is not to suggest that prior planning or preparation for leaving the service. The Army expects its incumbents to be inculcated with its durable dispositions and this insistence becomes apparent at service departure. The key conclusions made by the study were that Ex-service personnel have to adjust and modify their identity to fit the new civilian environment. The adjustment can be painful, emancipating and it can be sudden to the individual. Stress and risk at the point of service departure have been normalized. Greater visibility of the civilian world is essential in order to make the best career choices and thus, the better use of public money. Some military jobs have greater transferability than others do; therefore, some military career functions need greater transitional assistance than others. A predictability matrix would assist practitioners' and service

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

leaver's assessment of the resettlement spectrum, pictorially defining how easy or difficult the transition may be for the individual. S.V.Ramesh and.S.Gomathi et. al (2017) The study identify the level of satisfaction and the problems faced by the bank employees. Factor analysis results state that medical development and rewards are mostly influenced by satisfaction level. The rank analysis states that respondents were given priority to problems like low wages, work stress, training, transport, infrastructure facilities, and knowledge. A lot of facilities are being provided by the banks of its employees, they also the employees are expecting some sort of additional welfare facilities from the management. The study stated that employees are not satisfied with the workshops conducted by the bank. Further, they suggested that considerable attention could be paid to have a quality workshop with necessary guidance. The banks could provide some motivational schemes to their employees especially to the high performer. Hence, it is suggested that the bank could recognize the high performer with rewards and awards. Wickramasinghe, V. and Perera, L. (2010) identified, some of these needs which become the sources of life satisfaction are: Friends, Successful relationships, Family (provide a sense of identity and belonging), Feeling that you are needed and loved, Purpose in life (a difficult one but so important), having choices and options, having achievable goals, doing what you enjoy, having the possibility to express yourself creatively and emotionally, feeling that you have a value (this is your self-esteem), being understood and accepted for who you are. The study investigated the influence of perceived organizational support (POS), employee engagement and organization citizenship behavior (OCB) on quality performance of ISO 9001:2000 certified manufacturing firms in Sri Lanka. A random sample of 255 shop-floor employees that fulfilled the selection criteria set for the study responded. Structural equation modeling was used for the data analysis. The researcher found that OCB-1 mediates the relationship between POS and quality performance as well as employee engagement and quality performance. Findings suggest that neither POS nor employee engagement operates as an antecedent to OCB that immediately benefit the organization in general (OCB-0). Research methodology Methodology to investigate the opinion regarding the level of job satisfaction demographically In this proposed study, responses collected through questionnaire will be coded, tabulated and will be analyzed with the help of statistical and analytical packages like SPSS and Microsoft Excel. In some cases, a simple statistic like average and percentage was applied. Further, cross tabulation and Chi- square test were applied to test the difference in the opinion of the respondents demographically The objective of the study The present study highlighted the following specific objectives:

 To identify that the union activities in the bank are cordial  To examine the authority delegated to do the work is good enough to complete the job.

Formulation of hypotheses In synchronization with the above-mentioned objectives, the study intends to test the following null hypotheses on demographic characteristics and impact of job satisfaction on performance (H0s): H01: union activities has no significant differences at all H02: delegated authority as no impact the performance of the employees

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

Data analysis and interpretation Today, in every sphere it is of uttermost attention that employees remain happy and also give their best to the banking work. But they can give their best only when they are auspicious with the bank and if they are, then they become spirited towards their work. This creates a productive or favorable environment in the bank but if it is not then both the quantity and quality of his output will suffer. To assess the satisfaction level of employees, it is required to know all the factors which affect satisfaction level and dissatisfaction of the employees' job satisfaction. So, it is necessary to check employees' satisfaction level and also to spot the dissatisfaction factors so that if there is any inconsistency this can be ended by picking a protective umbrella. The objective of the study: The objective of the study to examine the impact of job satisfaction on performance and provide suggestions to improve the level of job satisfaction. The methodology of the study: The study based on the reviews of different persons, authors about to find out the various factors influencing job satisfaction. Table 1.1 represents the data that the authority delegated to do the work is good enough to complete the job then find out that out of 220 respondents five male respondents strongly agree, 63 male respondents and 16 female respondents give respondents agree, 71 male respondents and 16 female respondents give response neutral, 38 male respondents and seven female respondents give response disagree and four male respondents and zero female respondents are strongly disagree. P value is significant in the case of gender then rejects the null hypothesis. When the respondents categories on the basis of age group then find out that out of 220 respondents one respondent has the age of 21 to 30 years and four respondents has the age of 31 to 40 years are strongly agree, 21 respondents have the age of 21 to 30 years, 50 respondents have the age of two to 40 years, four respondents have the age of 41 to 50 years and four respondents has the age of 51 to 60 years are agree. 18 respondents have the age of 21 to 30 years, 63 respondents have the age of 31 to 40 years, five respondents has the age of 41 to 50 years and one respondent has the age of 51 to 60 years were neutral. 17 respondents have the age 21 to 30 years and 21 respondents have the age of 31 to 40 years, seven respondents have the age of 41 to 50 years and zero respondents has the age of 51 to 60 years are disagree. Zero respondents have the age of 21 to 30 years and four respondents have the age of 31 to 40 years are strongly disagreeing. Majority of the respondents is highest in neutral belongs to the age of 31 to 40 years. P value is insignificance in the case of age then rejects the null hypothesis. When the respondent's divided on the basis of the marital status then find out that three of the married respondents, one of the unmarried respondents and one of the widow respondents strongly agree. 62 of the married respondents and 17 of the unmarried respondents are agreeing. 76 of the married respondents, nine of the unmarried respondents, one of the widow respondent and one of the separated/divorced respondents are neutral, 39 of the married respondents, four of the unmarried respondents, one of the widow respondents and one of the separated/divorced respondents disagree, four of the married respondents are strongly disagree. Majority of the respondents is highest in case of married is neutral. P value is insignificance in the case of marital then rejects the null hypothesis.

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

Table 1.1 Authority delegated to do the work is good enough to complete the job Strongly Agree Neutral Disagree Strongly Categories agree disagree

Male 5 63 71 38 4

Female 0 16 16 7 0 2 Gender Chi-square test  = 0.652, df = 4, p-value = 2.457 21 – 30 1 21 18 17 0

31 – 40 4 50 63 21 4 41 – 50 0 4 5 7 0 51 – 60 0 4 1 0 0

Age (Years) Age Chi-square test = 0.097, df = 12, p-value = 18.651 Married 3 62 76 39 4 Unmarried 1 17 9 4 0 Widow 1 0 1 1 0 Widower 0 0 1 0 0 Separated/Divorced 0 0 0 1 0

Marital status Marital Chi-square test = 0.054 , df = 16, p-value = 25.975

Table 1.2 represents the data that the union activities in the bank are cordial then find out that out of 220 respondents six of the male respondents and two of the female respondents are strongly agree, 65 of the male respondents and 10 of the female respondents give response agree, 64 of the male respondents and 16 of the female respondents give response neutral, 44 of the male respondents and nine female respondents give response disagree and two of the male respondents and two of the female respondents gives response strongly disagree. P value is insignificance in the case of gender then rejects the null hypothesis. When the respondent's categories on the basis of age group then find out that out of 220 respondents two respondents belongs the age of 21 to 30 years and five respondents belong to the age of 31 to 40 years are strongly agree. 28 respondents belong to the age of 21 to 30 years, 39 respondents belong to the age of 31 to 40 years, five respondents belong to the age of 41 to 50 years and three respondents belong to the age of 51 to 60 years are agree. 18 respondents belong to the age of 21 to 30 years, 57 respondents belong to the age of 31 to 40 years, four respondents belong to the age of 41 to 50 years, and one respondent belongs to the age of 51 to 60 years gives response neutral. eight respondents belong to the age 21 to 30 years 38 respondents belong to the age of 31 to 40 years, six respondents belong to the age of 41 to 50 years and one respondent belong to the age of 51 to 60 years gives response disagree. One respondent belong to the age of 21 to 30 years and three respondents belong to the age of 31 to 40 years are gives response strongly disagreeing. Majority of the respondents is highest in neutral belongs to the age of 31 to 40 years. P value is insignificance in the case of age then rejects the null hypotheses.

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IRJMST Vol 9 Issue 6 [Year 2018] ISSN 2250 – 1959 (0nline) 2348 – 9367 (Print)

Table 1.2 Union activities in the bank and Employees cordial relations Strongly Agree Neutral Disagree Strongly Categories agree disagree

Male 6 65 64 44 2

Female 2 10 16 9 2 2 Gender Chi-square test  = 0.349, df = 4, p-value = 4.443 21 – 30 2 28 18 8 1

31 – 40 5 39 57 38 3 41 – 50 1 5 4 6 0 51 – 60 0 3 1 1 0

Age (Years) Age Chi-square test = 0.336, df = 12, p-value = 13.464 Findings and conclusion Under this research, paper bank highlighted the various factors of job satisfaction. Main focused is to be given on the authority delegated to do the work is good enough to complete the job and union activities in the bank are cordial because the employees take a decision he jobs his/her self behalf then the working condition automatically converts into a good and confident. Define the issues related to the challenging work nature in the job and personal relationship with the public then employees gain out of the job is much appealing. Under this research paper, the researcher also defines the organizational policies towards work environment are positive or not. Authority delegated to do the work is good enough to complete the job. References

1. Bimla N. Patel "India and International Law: Introduction (Volume 2)" Martinus Nijhoff: Leiden 2008, pp 42018. 2. The Banking Regulation Act, 1949 [Act No. 10 of 1949] [As modified up to January 7, 2013] p. 9 Retrieved fromhttps://rbidocs.rbi.org.in/rdocs/Publications/PDFs/BANKI15122014.pdf 3. http://rohtak.nic.in/pdf/service.pdf, access on 20/04/2018. 4. Bajpai, N., & Srivastava, D. (2004), "Sectorial comparison of factors influencing job satisfaction in the Indian banking sector". Singapore Management Review, 26(2), pp 89-99. 5. Nguyen A, Taylor J, Bradley S (2003). Relative Pay and Job Satisfaction. Some New Evidence, MPRA Papers. 6. Dr.S.V.Ramesh, Dr.S.Gomathi and E.Vinitha Priyaa (2017) A study on employee's job Satisfaction Among Selected Public Sector Banks in Coimbatore City, JARVIE Vol-3 Issue-2 pp 2353-2356 7. Wickramasinghe, V. and Perera, L. (2010) Graduates', University Lecturers' and Employers' Perceptions towards Employability Skills. Education & Training, 52, 226-244.

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