Psychology
2013. Vol.4, No.6, 520-525
Published Online June 2013 in SciRes (http://www.scirp.org/journal/psych) http://dx.doi.org10.4236/psych.2013.46074
Copyright © 2013 SciRes.
520
The Relationship of Job Satisfaction, Job Stress, Mental Health of
Government and Non-Government Employees of Bangladesh
Lailun Nahar1*, Afroza Hossain2, Abdur Rahman1, Arunavo Bairagi1
1Department of Psychology, University of Chittagong, Chittagong, Bangladesh
2Department of Psychology, University of Dhaka, Dhaka, Bangladesh
Email: *lailun_psy@cu.ac.bd
Received March 10th, 2013; revised April 12th, 2013; accepted May 10th, 2013
Copyright © 2013 Lailun Nahar et al. This is an open access article distributed under the Creative Commons At-
tribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the
original work is properly cited.
The purpose of the present study was to investigate the relationship of job satisfaction, job stress and
mental health on government and non-government employees. It was believed that there will have a sig-
nificant difference between government and non-government employees in case of various job related
factors. These factors affect job performance of employees. In this context it was important to know how
job satisfaction, job stress and mental health differ in terms of types of jobs. Subjects in the study were
100 employees, 50 government and 50 non-government employees. Job Satisfaction Scale, Occupational
Stress Index and General Health Questionnaire were used as data collection tools. Data were analyzed by
using means, Pearson Product Moment Correlation and ANOVA test. The study found that there is a sig-
nificant positive correlation between job stress and types of job (r = .282, P < .01). Significant job stress
was found in case of non-government employees, because, they feel less job security and high work load.
Significant negative correlation was found between job satisfaction and sex (r = .204, P < .05).Female
employees were less satisfied than male employees with their lower level jobs having with a lower pay-
ment and as well as due to less social security.
Keywords: Job Satisfaction; Job Stress; Mental Health; Employees; Sex
Introduction
Work attitudes are attitudes that worker have regarding their
jobs. Work is a complete concept which has many characteris-
tics or facets. An employee may possess different attitudes
towards the different aspects of his/her job. Thus work attitudes
are multidimensional. Work in the present study is considered
in term of three dimensions; Job satisfaction, Job stress, Mental
health. Job satisfaction is an attitudinal variable that reflects
how people feel about their jobs overall as well as various as-
pects of them. Job satisfaction that refers to extent to which
people like or dislike their jobs. According to Locke (1976) job
satisfaction is a positive attitude resulting from the perception
of one’s job as fulfilling one’s needs. There are three important
dimensions of job satisfaction.
1) Job satisfaction is an emotional response to a job situation.
As such, it cannot be seen; it can only be informed; 2) How
well outcomes need or exceed expectations often determines
job satisfaction; 3) Job satisfaction represents several attitudes.
Job satisfaction is a person’s attitude towards the job. There are
certain patterns of relationship between age and job satisfaction.
Herzberg et al. (1957) have found that job satisfaction is high
for young employees immediately after their employment;
drops sharply after the first few years and then begin to climb
as the employees continue on their jobs. Several investigation
have shown that job satisfaction plays an important role to an
employee in terms of health and well-being (e.g., Kornhauser,
1965; Gardell, 1971; Singer & Rutenfranz, 1972; Caplan et al.,
1980; Keon & Mcdonald, 1982). A study done by Caplan et at.,
(1975) examining the relationship between job satisfaction and
employee’s health found significant negative correlation be-
tween job satisfaction and a number of psychoneurotic syn-
dromes: boredom, depression and anxiety. Another almost
similar study conducted by Khaleque (1981) indicated that
dissatisfied workers suffer from greater degree of stress and
strain as compared to the satisfied workers. The finding of the
sex investigations on sex differences in job satisfaction are
somewhat contradictory and permit no definite conclusion
about the relationship between sex and job satisfaction estab-
lished by the findings of Smith et al. (1969). There they also
showed that women are less satisfied than men because they are
usually placed on lower level jobs, which have a lower pay rate,
and which usually offer few promotional opportunities. In an
addition to the factors of wages and job levels there is the issue
of social norms concerning appropriate roles for men and
women.
Job stress in work place is not a new phenomenon, but it is a
great threat of employee’s health and well being than ever be-
fore. While technology has made aspects of many jobs easier, it
has also added to the anxieties of office, life thorough informa-
tion overload, heightened pressure for productivity and a
threatening sense of impermanence in the work place. Stress
can be termed as a dynamic and reciprocal relationship between
*Corresponding author.
L. NAHAR ET AL.
the person and environment. There is a clear connection be-
tween workplace stress and physical and emotional problems.
According to the early warning signs of job stress include:
headache, sleep disturbance, difficulty concentrating, Irritability,
low morale, poor relation with family and friend. Job stress
plays an important role in several types of ongoing health
problems, especially: cardiovascular disease, musculoskeletal
conditions, and physiological disorders. Job satisfaction has
been shown by Blegen (1993) to be closely affected by job
stress. In a meta-analysis of variables related to employees job
satisfaction, identified the variables of age, autonomy, com-
mitment, communication with peers & supervisors, education,
fairness, locus of control, professionalism, recognition, stress &
years of experience. His analysis found stress & commitment to
have the strongest relationship with job satisfaction. Irvine &
Evans (1995); also found a strong negative correlation between
stress & job satisfaction although not as strong as that found by
Blegen (1993).
Mental health at work refers to psychological wellbeing of
people working at any organization. In the past, occupational
health was concerned with safety and physical health of em-
ployees and little attention was paid to mental health aspect.
Mental health is a growing field which emphasizes assessment,
prevention and intervention to promote psychological well-
being of employees. Mental health refers to behaviors, attitudes
and feelings that represent an individual’s level of personal
effectiveness, success and satisfaction (Banks et al., 1980).
Several investigators have shown that job satisfaction plays an
important role on employee’s health & well being (Caplan,
1971; Keon & Mcdonald, 1982). Khaleque & Hossain (1994);
in their study indicated that there is significant influence of job
satisfaction on mental health.
We are living in a competitive society. In this competitive
society people engaged in different types of work, some are
engaged in government job and some are engaged in private job.
In these two sectors job environment, salary pattern, security of
job and shifting of job are different. As a result some employ-
ees find his job stressful, some can do their job easily and can
achieve success.
In case of government job in Bangladesh, working hour
starts at 9 am and ends at 5 pm. Friday and Saturday are gov-
ernment holidays. Here the employees have much more relaxa-
tion as they have to encounter no or less penalty for mistakes
and job avoidance. In addition here salary pattern is low though
job security is high. But transferred from one place to another
place is very harmful for their family life.
On the contrary in non government job working hours starts
from 9 am to 5 pm. Sometimes they have to engage in overtime
duty. In most cases non government job allow only a single day
as a holiday in a week. In non government job employees get
high salary but job is not much secured as government job.
Some find it stressful to do a lot of work but as salary is high
some prefer non government job.
Thus we can see that both kind of job have positive and
negative aspects. Government job is preferable as it is not so
much stressful and as job security is high on the other hand non
government job is preferable due to high salary pattern.
So the relationships of job satisfaction, job stress and mental
health on government and non government employee of Bang-
ladesh are important enough to study. It will help employees for
better understand the effect of government and non government
job on job satisfaction, job stress and mental health and to
choose the types of organization as their career.
Objectives of the Study
The prior objectives of this study were:
To see whether there is a relationship among job satisfaction,
job stress and mental health on Government and non-govern-
ment employee.
To see whether there is any difference of job satisfaction, job
stress and mental health on the basis of Government and non-
government employees.
To see whether there is any difference of job satisfaction, job
stress and mental health on the basis of gender.
Hypotheses
There would be a relationship of job satisfaction, job stress
and mental health on Government and Non Government em-
ployees.
Job satisfaction of Government employees would be higher
than Non Government employees.
Job stress of Non Government employees would be higher
than Government employees.
Mental health of Government employees would be higher
than Non Government employees.
Materials and Methods
Participants
The participants of the present study comprised 100 respon-
dents including 50 respondents of government and 50 respon-
dents of non government employees. In both cases 50% of re-
spondents were male and 50% were female employees. Re-
spondents were selected purposively as a sample. Marital status,
age, socio-economic status, income level were collected as
demographic information of the participants.
Instruments
Bengali Version of Job Satisfaction Scale
An adapted Bengali version of Job satisfaction scale (Rah-
man, 2003) originally developed by Warr et al. (1979) known
as Warr-Cook-Wall scale used for measuring job satisfaction.
The Bengali version was administered to 25 participants (20
males and 5 females) with a gap of 30 days. The test-retest reli-
ability Coefficient is 0.54 which is significant at .05 level. The
reliability Coefficient of Split-half (r = .87) and Cornbach’s
alpha (r = .85) are significant at .01 level (n-270) showing in-
ternal consistency. Good concurrent (r = .32) and congruent (r
= .54) validity were found. These results established that the
Bengali version of the Job satisfaction scale was reliable and
valid.
The scale contained fifteen statements about fifteen different
aspects of the job with a seven-point scale; in which higher
scores represent higher satisfaction. The original instrument
was designed for face-to-face interviews where respondents
were provided with the I’m extremely dissatisfied, I’m very
dissatisfied, I’m moderately dissatisfied, I’m not sure, I’m mod-
erately satisfied, I’m very satisfied and I’m extremely satisfied
choices. Scores from 1 to 7 were assigned accordingly. The
scores obtained by a subject in all the fifteen items are added
and the resulting total score is used as the index of job satisfac-
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L. NAHAR ET AL.
tion of the employee. The lowest and highest possible total
scores in this scale can be 15 and 105 respectively, with score
60 as the midpoint i.e. I’m not sure choice.
Occupational Stress Index
Job stress was measured by using the Occupational Stress
Index developed by Srivastava and Singh (198l). The scale
consists of 46 items with 5 alternative response (strongly dis-
agree to strongly agree) categories. Out of 46 items, 28 are
true-keyed and 18 false-keyed. The items related to almost all
relevant components of the job life which causes stress in some
way or the other such as role overload, role ambiguity, role
conflict, unreasonable group, and political pressure, responsi-
bility for persons, under participation, powerlessness, poor peer
relations, intrinsic impoverishment, low status, strenuous
working condition and unprofitability. The reliability index
ascertained by Split-half (odd-even) method and Cronbach’s
alpha coefficient for the scale were found to be .93 and .90
respectively.
The possible range of scores on this index is from 46 - 230,
with higher scores as indicative of high stress. For the present
study a Bangla version adapted by Rahman and Sorcar (1990)
of the index was used which was found to have high inter-judge
agreement. The responses were given weights of 1, 2, 3, 4 and 5,
respectively for strongly disagree, disagree, I am not sure, agree
and strongly agree. The scoring for the false-keyed items is
reversed.
General Health Questionnaire
Mental health of the respondents was measured using the
General Health Questionnaire (GHQ-12) developed by Gold-
berg (1972) and adapted in Bangali by Sorcar and Rahman
(1989). The original of the measure (Goldberg 1972) resulted in
a 60 items version (GHQ-60) with the best 30, 20 and 12 of
these items (GHQ-30, GHQ-20 and GHQ-12 respectively) be-
ing identified for use where respondents time is at a premium.
Each item consists of a question asking whether the respondent
has recently experienced a particular symptom or item of be-
havior rated on a four-point scale. The development studies
(Goldberg, 1972) showed that the full scale exhibited high in-
ternal consistency (r = .65) and good test-retest reliability (r
= .73) over a period of six months. All variables of the scale
also correlated highly with one another. The original and sub-
sequent empirical studies (summarized by Goldberg, 1978)
have provided evidence of the validity of the GHQ as shown by
its linear association with independent clinical assessments
(typically r = .70 or greater) and its sensitivity and specificity in
discriminating between mental patients (cases) and normal’s.
Banks et al. (1980) reported item—whole correlations and reli-
ability coefficients for three samples. The reliability of the
Bangali version was measured by parallel form method which
was found to be quite satisfactory (r = .65). The items could be
scored by following the GHQ method or the Likert method.
The present study followed the latter one. In Likert method
responses are given weights of 0, 1, 2 and 3 respectively for
“not at all”, “somewhat”, “to a considerable extent” and “to a
great extent”, with higher scores as indicative of better mental
health. The score ranges from 0 to 36.
Procedure
The researchers maintained the standard data collection pro-
cedures with a view to obtain data with maximum accuracy. At
first the concerned authorities of the Government and Non
Government office were contacted for their approval and coop-
eration in conducting the research. After being permitted to
conduct the research the employee of different levels involved
in different position were listed purposively. The selected persons
were then supplied with a set of questionnaires. The researchers
instructed the respondents to read each statement and express
their feelings by putting on tick mark () on the appropriate
point. They assured the respondents that it was purely an aca-
demic research and their confidentiality would be maintained.
After the questionnaires were filled in by the respondents were
collected by one of the investigators and checked for consistency.
Results
The statistical methods used to analyze obtained data are
mean, Pearson Product Moment Correlation and (2 × 2) analy-
sis of variance (ANOVA).
All statistical analyses were carried out using the statistical
program SPSS version 12.0 for windows.
Table 1 shows that there is a relationship of job satisfaction,
job stress and mental health on Government and Non Govern-
ment employees of Bangladesh. The relationship is positive but
not significant.
Table 2 shows that male job satisfaction mean was (72.58)
and female job satisfaction mean was (66.94), which mean
male job satisfaction was better than female.
The figures in Table 3 reveal that only the main effect for sex
is significant at .05 level (F = 4.331, df = l, 96, P < .05). That
means job satisfaction of the respondents differed by their sex.
Table 4 shows that government employees’ job stress mean
was (124.30) and non-government mean was (134.24). That
indicate Government employees job stress was lower than non-
government employees.
Table 5 indicates that the main effect of job stress for the
types of job was significant at (.0l) level significance (F = 8.651,
df = l, 96, P < .01). That means job stress of the respondents
differed by their types of job.
Table 6 shows that government employees’ mean is (14.78),
non-government employees’mean is (13.94). It also shows that
male employees’ mean is (14.78) and female employees’ mean
is (13.94).
Table 7 shows that there is no significant difference in men-
tal health on sex and types of job.
Table 8 indicates that types of job and job stress have a sig-
nificant positive correlation (r = .282). Mental Health and types
of job have a relationship but not significant.
Table 9 shows that sex and job satisfaction have significant
negative correlation (r = .204). Job stress and mental health
and sex have a negative relationship but not significant.
Discussion
The present study aims to investigate the relationship of job
satisfaction, job stress and mental health on Government and
Non Government employee of Bangladesh. The target popula-
tion of this study is Government and Non Government em-
ployees. The sample was comprised 100 (50 Government and
50 Non Government) employees. They were classified accord-
ing to their sex i.e. male and female.
The first hypothesis describing that there would be a rela-
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522
L. NAHAR ET AL.
tionship of job satisfaction, job stress and mental health on
Government and Non Government employees was proved by
this study and shown in Table 1. An earlier study done by Kha-
leque (1981) showed that dissatisfied workers suffer from greater
degree of stress and strain as compared to the satisfied workers.
A few more studies also have shown that job satisfaction has
significant effect on employees in terms of health and
well-being (e.g., Kornhauser, 1965; Gardell, 1971; Singer and
Rutenfranz, 1972; Caplan et al., 1980; Keon and McDonald,
1982). On a contrary a study examining the relationship be-
tween job satisfaction and employee’s health found significant
negative correlation between job satisfaction and a number of
Table 1.
Pearson product moment correlation among job satisfaction, job stress
and mental health.
Job Stress Mental Health
Job Satisfaction .064 .070
Table 2.
Mean and standard deviation according to job satisfaction for types of
job and sex.
Sex Types of Job Mean SD Total Mean
Government 70.12 10.014
Male
Non-Government 75.04 16.354
72.58
Government 69.40 10.712
Female
Non-Government 64.48 15.875
66.94
Government 69.76 10.363
Total
Non-Government 69.76 16.114
Table 3.
Summary of ANOVA on Job satisfaction in according to the types of
job and sex.
Sources Sum of Squares df MS F Sig.
Sex 795.240 1795.240 4.33 I*.040
Type of Job .000 1.000 .000 1.000
Sex* Type of Job 605.160 1605.160 3.296.073
Error 17627.840 96
Note: R Squared = .074 (Adjusted R Squared = .045); *P < .005.
Table 4.
Mean and standard deviation according to job stress for types of job
and sex.
Sex Types of job Mean SD Total Mean
Government 122.36 23.625
Male
Non-Government 138.56 13.109
130.46
Government 126.24 15.045
Female Non-Government 129.92 13.625 128.08
Government 124.30 19.701
Total Non-Government 134.24 13.934
Table 5.
Summary of ANOVA of job stress according to the types of job and
sex.
Source SS df MS F Sig.
Sex 141.610 1 141.610 .496 .483
Type of job 2470.090 1 2470.090 8.651** .004
Sex*Type of job979.690 1 979.690 3.43 1 .067
Error 27410.32096 245.524
Note: R Squared = .116 (Adjusted R Squared .088); **P < .0l.
Table 6.
Mean, standard deviation according to mental health for the types of
job and sex.
Sex Types of Job Mean SD Total Mean
Government 15.40 2.372
Male
Non-Government 14.16 3.749
14.78
Government 14.16 3.276
Female
Non-Government 13.72 3.600
13.94
Total Government
Non-Government
14.78
13.94
2.881
3.295
Table 7.
Summary of ANOVA of mental health according to the types of job
and sex.
Source SS df MS F Sig.
Sex 17.640 1 17.640 1.635.240
Types of job 17.640 1 17.640 1.635.240
Sex* Type of Job 4.000 1 4.000 .371 .544
Error 1035.760 96 10.789
Note: R Squared = .037 (Adjusted R Squared= .006); *P < .05 level.
Table 8.
Correlations between score of job satisfaction, job stress and mental
health on types of job.
Types of Job r
Job Satisfaction .000
Job Stress .282*
Mental Health .128
Note: *Correlation is significant at the .01 level.
Table 9.
Correlation between score of job satisfaction, job stress and mental
health on sex.
Sex r
Job Satisfaction .204*
Job Stress .068
Mental Health .128
Note: *Correlation is significant at the .05 level.
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L. NAHAR ET AL.
psycho-neurotic syndrome: boredom, depression and anxiety
(e,g., Caplan et al., 1975). On the other hand, there are many
studies that demonstrate a relationship between positive mental
health and job satisfaction, the implications being that job sat-
isfaction influences mental well-being e.g., Gechman and Wie-
ner (1975).
From the values of mean shown in Table 2 indicate that
there would be no difference of job satisfaction on Government
and Non Government employee, so the second hypothesis of
this study was not proved.
Table 3 shows that Job satisfaction of the respondents dif-
fered by their sex. From Table 2, it was found that Male job
satisfaction was better than female. In a previous study done by
Islam (1999); found that women less satisfied than men in their
jobs. He suggest that women are less satisfied than men be-
cause they are usually placed on lower level jobs, which have a
lower pay rate, and which usually offer few promotional op-
portunities. They faces many problems in their work place male
colleagues don’t want to cooperate with the most of the cases
they are being underestimated. In addition to the factors of
wages and job levels there is the issue of social norms concern-
ing appropriate roles for men and women, when males are em-
ployed in industry they are filling the role the society expects
from them. Contrarily women in industry are in a relatively
alien role. Moreover, a certain amount of role conflict encoun-
tered by employees, may affect their job satisfaction.
From Table 4, it is found that there is a difference in job
stress of Government and Non Government employee and this
difference is significant at .01 level of significance (see also
Table 5). This is because in case of non government job there
is a lack of job security. Gurin et al. (1960) found that concern
for job security occurred disproportionately among those em-
ployees who were dissatisfied. They will not get any incentives
like house rent, pension and provident fund etc facilities. As
most of the private organization want to maximize their profit
by creating pressure on the employee for their benefit which
creates mental pressure on employees. For extra earning men-
tality by doing overtime after tight work schedule (9 am to 5
pm) and also for competition in this stage, employees can’t
spend much time with their family, which in terms bring much
more job stress and job dissatisfaction in case of non govern-
ment employees.
On the other hand (see Table 6) though the mental health for
the Government employee is little bit higher than non-gov-
ernment employee and also by sex, these differences are not
significant at .05 level of significance (Table 7). So the 4th
hypothesis was not proved.
Table 8 indicates that types of job and job stress have a sig-
nificant positive relationship, at the .01 level. And Table 9
shows that sex and job satisfaction was significant negative
relationship. But job stress and mental health and sex was a
negative relationship, but not significant.
Limitations
In this study, the sample was drawn purposively as well as
sample size was small. As a result this sample is not enough to
represent the true status. That is why the findings cannot be
over generalized to all of the government and Non Government
employees of Bangladesh. In this sense, in order to increase
generalization of the study further higher order analysis could
be performed. Further research is needed to explore the relation
of other variables with job satisfaction, job stress and mental
health on the basis of types of jobs and gender.
Conclusion
The study has carried out to find the relationship of job sat-
isfaction, job stress and mental health on government and non-
government employees of Bangladesh. It was found that job
satisfaction among male employees was better than female em-
ployees. The reason found in this study, females are dominated
in many aspects by male employees in jobs. Non government
employees found to feel more job stress than government em-
ployees. There are many difference exist between government
and non government jobs including job security and others
facilities. Job satisfaction, job stress and mental health are im-
portant determinants of employee’s health and wellbeing. When
people are satisfied with their job, they are more productive and
tend to be healthier. When employees feel that the environment
at work is negative, they feel stressed. Stress has a large impact
on employee mental and physical health. So in today’s com-
petitive hiring market, it’s become important for all types of
organizations to enhance job related opportunities and ensure
that workers enjoy being on their job.
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