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  1. Yangon University of Economics
  2. Department of Commerce

WORK-LIFE BALANC PRACTICES AND JOB SATISFACTION OF EMPLOYEES IN PRIVATE BANKS

http://hdl.handle.net/20.500.12678/0000001066
http://hdl.handle.net/20.500.12678/0000001066
5dde9c81-f046-4927-b84c-9d2d56e5b230
686cfa26-0065-4de6-a67a-344ce271d4cf
None
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MOE MOE MOE YE MYINT.pdf (366 Kb)
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Thesis
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Title
Title WORK-LIFE BALANC PRACTICES AND JOB SATISFACTION OF EMPLOYEES IN PRIVATE BANKS
Language en
Publication date 2019-11
Authors
MOE MOE YE MYINT
Description
The aim of this study was to identify work-life balance practices implemented by private banks in Myanmar and to analyze the relationship between work-life balance practices and job satisfaction of employees in private banks. There are (27) private banks in Myanmar. Among them, (5) private banks (18%) were randomly selected according to their size and complexity. The sample size is 160 employees which are randomly taken from the total population of employees of the selected banks. Data was analyzed and presented by the use of means, standard deviations, correlations and regression coefficients. It found out that private banks appreciate the role of work-life balance practices which are job design, flex time/work arrangement and fringe benefit plan. According to descriptive statistics, private banks mostly use job design in work-life balance practices, representing highest overall mean score. From the findings, work-life balance practices such as job design and fringe benefit plan have significant influence on job satisfaction of employees in private banks at 1% significance level. Flex time/work arrangement does not have a significant effect on job satisfaction of employees in private banks. Regarding with job design, employees agreed that supervisor provides them with constant feedback about their activity. Therefore, feedback from supervisor is the most important job characteristics to employee job satisfaction in private banks. In fringe benefit plan, employees also agree that hostel/ transportation provided by work mainly contribute to their job satisfaction. The study suggests that the formulation and implementation of work-life balance practices should be cascaded to the departmental levels. Existing practices should be enriched to ensure that they are comprehensive and suit the needs of employees.
Identifier https://ecor.yueco.edu.mm/handle/123456789/363
Journal articles
Yangon Univiersity of Economics
Conference papaers
Books/reports/chapters
Thesis/dissertations
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