Effects of work environment on job satisfaction : a case of employees in banking industry in Kenya
The purpose of this study was to establish the effect of Work Environment on Job Satisfaction in the Banking Industry in Kenya. The main objective of this research was to establish the relationship between job satisfaction and work environment, and the extent to which work environment contribute to job satisfaction of employees in banking industry in Kenya. Specific objectives were; (l) to establish the effects of stressful competition on job satisfaction, (2) to identify the effect of role ambiguity on employee satisfaction, (3) to analyse how role conflict affects job satisfaction and (4) to gauge the role of organizational climate onjob satisfaction. This study was conducted between September 2013 to December 2013 within the Kenyan Banking industry. The study utilised stratified random sampling and selected 5 respondents from each bank using convenience sampling method. The major finding of the study was that Stressful Competition, Role Ambiguity, Role Conflict and Organizational climate affects job satisfaction strongly and positively by determining staff retention, quality of workmanship, work attendance rates and employee trust levels in the banks. Some ofthe recommendations from this study were; In order to maximize retention of bank staff, managers should avoid Stressful competition, Role ambiguity, Role conflict and Organizational climate at the work place since this study found out that it produces undesirable effects on the employees. For the interest of quality of workmanship displayed by the employees, managers should minimize the impact of negative work environment at the work place. This way the work quality produced by the employees would be superior compared to when role ambiguity is present in a work role. Organizational Climate in the work environment should be developed so as to work for employees as opposed to one which makes employees dissatisfied with work. Negative organizational climate produces unattractive results in employees like staff turnover, poor quality of workmanship, employee absenteeism and employee loss of trust in the company. These results can occasion great loss to a company if not mitigated or reversed altogether.