Job satisfaction of university library professionals in Rajshahi study

Research Monograph
On
Job Satisfaction of University Library Professionals: A
Study on Public University Libraries in Rajshahi Division
This research monograph submitted to the Department of
Information Science and Library Management, University of
Rajshahi, as a partial fulfillment of the requirements for B.S.S.
(honors) part- iv examination.
By
Md. Rezwanul Haque
Exam Roll no: 13013460
Registration no: 0135
Session: 2012-13
Department of Information Science and Library Management
Faculty of Social Science
Rajshahi University
Rajshahi-6205

Job Satisfaction of University Library Professionals: A Study on
Public University Libraries in Rajshahi Division
This research monograph submitted to the Department of Information
Science and Library Management, University of Rajshahi, as a partial
fulfillment of the requirements for B.S.S. (honors) part- iv examination.
Supervised by - Submitted by -
Dr. Partha Biplab Roy Md. Rezwanul Haque
Associate Professor Exam Roll no: 13013460
Department of Information Science Registration no: 0135
and Library Management Session: 2012-13
Rajshahi University Department of
Information
Rajshahi-6205 Science and Library
Management
Rajshahi-6205

TABLE OF CONTENTS
Page No.
Preface....................................................................................................i
Acknowledgement................................................................................. ii
Abstract................................................................................................ iii
List of table’s.........................................................................................v
Chapter-1: Introduction.....................................................................1-2
1.1 General Introduction
1.2 Aims and objectives of the study
1.3 Methodology of the study
1.4 Scopeand limitations of the study
Chapter-2: Job Satisfaction................................................................3-6
2.1 Conceptof job satisfaction
2.2 Importance of job satisfaction
2.3 Factors affecting job satisfaction
Chapter-3: Library and librarianship, and job satisfactionoflibrary
professionals of Bangladesh ...............................................................7-9
3.1 The library and librarianship in Bangladesh
3.2 Job satisfaction of library professionals of Bangladesh
Chapter-4: Description of RUCL and RUETCL............................ 10-13
4.1 Historical background of RUCL
4.2 Library profile with institute
43 Historical background of RUETCL
4.4 RUET: at a glance
Cnapter-5: Survey findings of the study ........................................ 14-22
Ckapter-6: Problems and Recommendations................................. 23-25
6.1 Problems
6.2 Recommendations
Chapter-": Conclusion ....................................................................... 26
A: Bibliography
B: Questionnaire

List of Tables
Table-l: Current designations, first designation and years of Page No.
experience.............................................................................14
Tabel-2:Professional qualification.............................................................15
Tabel-3:Qualification other then LIS.........................................................16
Tabel-4:Sufficient of the salary to bear the family's
expenditure..........................................................................16
Tabel-5:Satisfaction with the present salary in relation to their experience
......................................................................................................................17
Table-6:Gain promotion in due time or not....................................17
Table-7: Role of the departmental head in case of the promotion of the
staffs..............................................................................................................17
Table-8:Evaluation and behavior to the staffs by the authority.............18
Table-9:Awareness about the rules and policies of their library............18
Table-10:How of library policies................................................19
Table-11:Facilities getting by the staffs........................................19
Table-12:Training facilities for carrier development and on IT.............20
TaMe-13:How of working environment........................................20
Table-14:Office time table is appropriate or not..............................21
Table-15:Relation with co-workers.............................................21
Table-16:Satisfaction rate with job security....................................21
Table -17
: Social value getting through the profession.........................22
Table -18: Satisfaction rate with the job..........................................22

INTRODUCTION
1.1 GeneralIntroduction:
Job satisfaction: A worker's sense of achievement and success is generally
perceived to do directly link to productivity. So job satisfaction is one of the
criteria of satisfaction for a healthy organizational structure in an
organization. Library profession is a service oriented profession; an
effective service at the libraries depends on the human sources. Job
satisfaction of the library professionals who has an important place in the
information society, may affect the quality of the service they render. In a
developing country like Bangladesh however there is little or no information
on the status of job satisfaction among University library professionals
because there is a dearth of published literature on the subject. The level of
job satisfaction among University library professionals presumed low as
well as other profession.
• This study investigates on 21 library employees of two University
libraries. The status and level of article sought to assess the status and level
of Job satisfaction among University library employees of Bangladesh based
on the variable such as — pay, promotion, social status, co-worker, length
of service as a professional library employees etc.,
1.2 Aims and objectives of the study:
The aim of the study is to find out the following basic objectives:
 To trace out the details of job of the professionals.
 To find out the present situation of the library professionals.
 To know the present status of job satisfaction of the library
professionals. To identify the problems faced by the library
professionals.
 To frame a statement for the betterment of the professionals and to
improve the situation.

1.3 Methodologyof the study:
The prerequisite to complete an effective research is to ensure sufficient and
reliable data or information. The research process goes through different
methodologies used to collect data. The following methods were used for
collecting data: Questioner technique: I prepared a questionnaire which was
highly relevant and appropriate on my topic and distributed it among the
library professionals.
 Personal interview: I have collected information from the library staff
& officers of library by formal and informal interview.
 Personal observations: I have personally observed the library
professionals on the basis of the preplanned objectives.
 Informal discussion: I have collected information through informal
discussion with the library professionals.
 Literature search: Relevant literatures on the topic published in home
and abroad were searched for secondary information to write the
monograph. The types of literature were searched Like documents,
dissertation, monograph, journals on Library and Information
Science, research reports, and some vital information have taken from
Internet.
1.4 Scope and limitations of the study:
The study investigates current situation of the library professionals and their
job in public university. This study deals with twenty specific job
environment plus general job satisfaction. The specific job factors are social
Status, library policies, authority, moral values, pay, job security, working
conditions, co-workers achievement, promotions etc. The study in its scope
has covered only two university libraries. It is not possible for me to take
other university libraries of Bangladesh, because of enough time and
insufficient money. Because time has been fixed from the department and
no financial help has provided from the department for this impose, which

has created another problem. In spite of the above Eliminations, I have
hardly tried to find out an excellent output.
2.1 CONCEPTOF JOB SATISFACTION:
Job satisfaction is a pleasurable or positive emotional state of a job. It has
usually considered a general attitude which is the result of many specific
attitudes in three areas, namely specific job factors, individual job
characteristics and group relationships outside the job. Job satisfaction can
be constructed axiomatically as positive in-tuneless in the job situation, the
extent of which is dependent on the degree of harmony between a person's
expectation and their fulfillment in reality. It is the composite interacting
and interdependent effect of several factors on-the-job and off-the-
job.(Gurg; 1999.) The concept of job satisfaction has numerous definitions.
Some of these definitions may be listed as follows:
According to Vroom, "Job satisfaction is the reaction of the workers against
the role they play in their work." Similarly, Blum and Naylor define- " job
satisfaction, a general attitude of the workers constituted by their approach
towards the wages, working conditions control, promotion related with the
job, social relations in the work, recognition of the talent and some similar
variables, personal characteristics and group relations apart from the work
life".
Dawise and Lofquist defined, "job satisfaction as the result of the workers
appraisal of the degree to which the work environment fulfills the inviduals
needs."

Above all these definitions, we can say the job satisfaction as the sum of all
negative and positive aspects related to the individuals salary, his/her
physical and emotional working conditions, the level of success or
achievement of activity, relation with their colleagues and administrative
body. Overall job satisfaction could differ from individual aspects of job but
individual elements do not result in the job satisfaction.
2.2 IMPORTANCE OF JOB SATISFACTION:
The importance of job satisfaction cannot be translated into reality. In this
tough business environment characterized by global competition human
resource is the single most important asset in an organization. On closer
analysis, "job satisfaction to be of great significance in the functioning of an
organization (Morse;1953). It serves to reduce behavioral pollutions such as
strike, lock-out, slow-down, sabotage etc. in the work environment and
improves the quality of life. The satisfaction of job is a key element or
certain condition of establishing a healthy organizational environment in an
organization. When people cannot meet their expectations with regard to
their jobs become dissatisfied. Thus, this dissatisfaction affects the
organization for which he works (Ebrukay; 1995).
Job satisfaction is very important for a person's motivation and contribution
to production. Job satisfaction may diminish irregular attendance at work,
replacement of workers within a cycle or even the rate of accidents (Khan
173 :94).
In the context of library and information organization job satisfaction is
most ii tact factor because this is a self-actualize service.

2.3 FACTORS AFFECTING JOB SATISFACTION:
Job satisfaction is a less visible emotional response to a job situation. It is
depends by how well out comes or rewards meet or exceed individual
employee expectations. It represents several related attitudes and has some
distinct dimensions, namely:
1. Pay/ Wage: Salaries and wages are an important factor in job
satisfaction as they help to meet basic and upper level needs of staff.
The later often have a tendency to see pay as a reflection of how
management views their contribution to the organization and to
compare their remuneration and the degree to which this is viewed a
equitable vis-à-vis that of their co-workers.
2. Promotion prospect:How far chases of climbing the professional
ladder in the organization exist and under what conditions also has a
direct impact on the level of job satisfaction. Whenever opportunities
for advance element seem bleak, extra effort at work will not yield
any personal benefit.
3. Nature of work: The nature of the tasks to be accomplished daily is a
main source of job satisfaction i.e., whether they are boring,
interesting, challenging provide opportunities for learning and offers
status and some degree of autonomy. Job design plays a crucial role
in this context.
4. Nature and type of supervision: An employee centered supervisory
style displaying personal interest in the subordinate's performance and
welfare. providing regular feedback and trying to solve his problems
at work Encouraging participation in decision making and problem
solving are likely to lead to higher job satisfaction.

5. Colleagues/ Co-workers: Being surrounding by friendly and
supportive team members help contribute to improve the work
environment and make the job more enjoyable. On the contrary, if
colleagues are difficult to get along with, it might have a negative
impact on job satisfaction (Luthans, F: 1998).
6. Operating procedures: It's include that managerial policies,
procedures, rules, perceived red tape. It is recommended that
managerial attitudes, approaches and policies be directed towards
organizing and motivating the efforts of individuals by creating the
appropriate type of work climate that will enable them to achieve
their personal/desired goals and a scene of satisfaction from their
work.
7. Benefits: Benefits mean security needs and different type of facilities
i.e., pension, health insurance, vacation and other fringe benefits.
8. Working condition: The workers usually compare their working
conditions with the conditions of the society, under the variable of
social condition. If the social conditions are worse than the
individual's working conditions, then this will result in satisfaction of
the individual as the learners dream themselves relatively in good
position.
9. k has been proved that job satisfaction and devotion to the job
affected each other reciprocally and they have great impact upon
performance. Insufficient pry or wages, inability to select qualified
workers for the job, lack of operating procedures, lack of job
definition, all affect job satisfaction rely (Ebrukaya; 1995).

3.1 THE LIBRARY AND LIBRARIANSHIP IN BANGLADESH:
The leading problem of Bangladesh is the economic problem. Culture
strongly ties with traditions, ethnic pressure, and lack of motivation factors
hindering the economic development (Harrison; 1987)
In Bangladesh where the people struggle for food, clothing and shelter, it is
very important to motivate the works on the lowest level of needs for
survival and security. In Bangladesh the problem of unemployment is
caused by the population growth. With the increase in the number of
unemployed people, income gap increases. Though Bangladesh is a
developing country, so majority of Bangladesh people work for food only
with no social security rights, health insurance, retirement, benefit and so
on.
These few but most important problems we pointed out in connection with
Bangladesh are also affecting the librarianship negatively.
The most significant of the factors affecting libraries and information
centers are economical, technical, socio-political, cultural and
demographical ones (Martin; 1991).
There have been many problems which were brought out with the transition
period from industrial society to information society. Librarians have been
facing many problems in Bangladesh. Among them is lack of adequate
Wilding, physical conditions, financial sources, bibliographical control,
qualified personnel, cooperation between different libraries' etc. In addition,
caries in developing countries are usually not well-managed and very few -
computers are in use (Celik; 1990.)

As information is not deemed as an economical source in Bangladesh yet,
there is neither a national information policy which regulates the efficient
use of this nor an effective attempt in this direction (Tk. D; 1995). In
Bangladesh national information policies have yet to be established.
Because of this deficiency, standards regarding various libraries could not
be staged and put into practice. Libraries are influenced by the political,
social, economic etc. condition of the society in which they exist.
Due to the economic problems in Bangladesh, budgets of the library are
quite insufficient. Libraries have to fight with the reductions made by the
local governments in their budgets.
There are no standards in libraries regarding the personnel to be employed;
otherwise there is no planning in the construction of the library buildings
and no standards regarding this issue.
Collection is not sufficient and policies of expanding collection are not
determined strictly. Government change is a great problem in the library
sector of Bangladesh.
Intensive population and big families create an education problem. Majority
of the population are not well-educated. As libraries are also a part of the
education, they are negatively affected by this situation. Because of the
insufficient education, the number of library users is fewer and they need
more assistance. Most users in developing countries do not know how to use
libraries effectively. The problem of literacy of Bangladesh affects the usage
of libraries (Ebru Kaya; 1995).

3.2 JOB SATISFACTION OF LIBRARY PROFESSIONALS OF
BANGLADESH:
Job satisfaction naturally depends on the economic, social and cultural
conditions of a country. Existing over population and economic problems of
Bangladesh affects the budget of the libraries. In parallel, wages and status
are low. A librarian, who doesn't get sufficient wage, faces the problem of
maintaining his/her family life. This problem puts the professionals into the
dissatisfaction on his job. The status of librarians in Bangladesh is not
clearly and similarly defined. Promotion depends not on the objective
criteria but the personal choices of the administrators.
Especially the social facilities (transportation services, consumer
cooperatives, cash boxes etc.) are insufficient because of the economic
conditions. This also affects the job satisfaction negatively.
Low wage and lack of status and social security affect motivation. One
cannot talk about job satisfaction where there is no motivation.
Technological development is limited in the developing countries. In
addition to this, routine and manual works exist extensively. That is to say,
works depending on physical power occupy a great part of the job market in
Bangladesh. This is also affects the job satisfaction negatively.

4.1 HISTORICAL BACKGROUND OF RUCL:
Rajshahi University Central Library (RUCL) started its functioning in 1955
in a rented house of BB Academy, a high school established in 1998. For
three years library remind there saving with all the existing teaching staff /
departments. By the end of 1958 when physics and chemistry departments
were opened, a part of the library was transferred to the campus and housed
in a room in the Physics Building. Gradually, as more departments were
shifted to campus, it raised the need to make room for growing number of
books and students. Motihar kuthi an old historic building, was use for the
branch library purpose from October, 1960 to April, 1962 due to the
shortage of accommodation, Motihar kuthi was vacated and part of the
library was again shifted to a room in the first of physics building while the
other part was transfer to a finished hostel. The library ultimately got its
own house in November 1963. Now the entire collection is in the campus.
4.2 LIBRARY PROFILE WITH INSTITUTE
Name of the Library : Rajshahi University Central Library
Year of Establishment : 1955
Location : Own Building
Total Collection : 4,25,619
Capacity of Users : 792
Total Manpower Strength: 100
Areas : 54,500 sft.
No. of Rooms : 15

Special Service : Reference, Lending, Photocopying, Indexing
Milling Address : P.O. Rajshahi University, P.S. Motihar
Dist. Rajshahi, Phone: 750041-9
Name of the Institute : University of Rajshahi.
Year of Establishment : 1953
Type of Institute : Self-governed
No. of Department : 47
No. of Teachers : Almost 1100
No. of Students : Almst 29000
Mailing Address : P.O. Rajshahi University, P.S. Motihar
Dist. Rajshahi, Phone: 750041-9
www.ru.ac.bd.com

4.3 HISTORIACAL BACKGROUND OF RUETCL:
In 1964, during the rule of former Pakistan, Rajshahi Engineering College
was established. Then the college started its educational functions but it had
no own library building. At that time the college library began its functions
on the 1st floor of the administrative building of the college with a number
of 1876 collections. In 1966, two storied library building of the college built
up and it was named by Central Library of Engineering College Rajshahi.
Its three branches as Rental Library also opened. Later on, the basic
principles of library science were slowly adopted in this service, reference
services; the college library was started moved as a full-fledged library. In
the mean while daily newspapers, educational journals and including
seminar proceeding, conference reports were collected in the library and it
opened a journal section.
In 1986, Rajshahi Engineering College was renamed Bangladesh Institute of
Technology (BIT) Rajshahi as an automated institution. This time the
library of the collegeis renamed as Central Library, BIT Rajshahi. At that
time, the Hbrary collections were 16116.
Though the library was an important part of an autonomous educational
institution but in that sense the library development was not remarkable. It is
sonowful that necessary allocation of budget and patronization of the
authority the library did not reach a standard status. The crisis of allocations
of budget and trained skill personnel were acute.
In2003 BIT Rajshahi became a full-fledged University. Naturally the
library’s name was changed again. It was named as RUET Central Library
(RUETCL). It is noted that, towards the end of BIT, the library got some

Development scheme to ensure for betted service and management. The
authority took some development program with the help of some skill
personnel’s which was note, worthy. This University has duly adopted its
library and its authority is cordially interested for its development. The
number of the update collection 26116.
4.4 RUET: AT A GLANCE:
Year of established : 1964
Turn in University : 1st September, 2003
Transfer to present Building : 1966
First Deputy Librarian : Md. Azizul Islam
Number of Units : Six (including various subunits)
Type of Shelf : Open and close shelf
Shelf Length : 1.5 k.m
Service Hour : 9 am to 5 pm
Total Collection : Book material: 25180 copy
Audiovisual Materials: 553
4.5 HISTORIACAL BACKGROUND OF RMCL:
Rajshahi Medical College is established in 1958 in Rajshahi. It was the
second such institution in Bangladesh after Dhaka Medical College. Around
1600 students from undergraduates and postgraduates are studied here. The
college is affiliated with Rajshahi University. Rajshahi Medical College
Library is an academic library which is established in 1958 to support its
students, teachers and researchers. The library has a collection of 23,825
copies of Books, 1200 Medical Journals, 150 copies of Thesis and Reports
and 40 Medical Dictionaries. The library is facilitated with a number of
computers with Internet connections.

4.4 RMCL: AT A GLANCE:
Year of established : 1958
Transfer to present Building : 1966
First Deputy Librarian : Md. Obaydur Rahman
Number of Units : Six (including various subunits)
Type of Shelf : Open and close shelf
Shelf Length : 1 k.m
Service Hour : 9 am to 5 pm
Total Collection : Book material: 23,825 copy
Audiovisual Materials: 534

Survey Findings of the Study
Data were collected on total 21 staffs of which 13 are of RUCL, 4 are of
RUETCL and 4 are of RMCL. Data regarding the job, specifically, about
the qualification, salary, experience, working environment, solvency, job
security, nature of job, benefit, rate of satisfaction, social value etc. were
collected from the aforesaid sample. Information about the mental condition
and demand of the library staffs were also collected when personal
interview to the staffs was undertaken. As we said a structured questionnaire
was used to collect data to know the rate of satisfaction on the job. The
survey findings are presented the tables below.
Designation, qualificationand years of experience of the population:
Table-1:Current designation, first designation and years of experience.
Current
designation
Number of
staff surveyed
First designation Years of
experience
Deputy librarian 2 assistant Librarian 23/10
Assistant Librarian 2 Junior
Librarian/Assistant
Librarian
17/7
Assistant
Registrar
7 Senior Assistant,
Junior Assistant,
Cataloguer, Book Sorter
etc.
32/20/19/
16/14/13/
10
Senior Assistant 3 Junior Assistant 9/3
Section Officer 1 Library Assistant 16
Cataloguer 1 Cataloguer 7
Library Assistant 1 Library Assistant 7
Book Sorter 3 Book Sorter 19/11/5
Genitor 1 Genitor 16
Total 21
The table shows the current designation of the population, number by
designation, their first designation and their job experience by year. Out of
libraries there are two Deputy Librarian; one in RUCL and one in RUETCL.
Both of them were recruited as Assistant Librarian. One of them has 23
years of experience and the other has 10 years of experience. Two assistant

librarian, one has 17 years of experience who was recruited as Junior
Librarian, other has 7 years of experience who was recruited as assistant
Librarian. Among the seven Assistant Registrars who have individually 32,
20, 19, 16, 14, 13 and 10 years of experience were recruited as senior
assistant, junior assistant, cataloguer, book sorter etc. Among the three
Senior Assistants all of them were recruited as Junior Assistant and two of
them have 9 years of experience and one has 3 years of experience. One
section officer was recruited as Library Assistant and has 16 years of
experience. One cataloguer who has 7 years of experience, one library
assistant who has 7 years of experience, three book sorter of which one has
19 years of experience, one has 11 and the rest one has 5 years of
experience.
Table-2: Professional qualification.
Qualification Number Percent
PhD 3 14.28
MPhil --
MA/MSS 1 4.76
BA/BSS(HONS) --
Diploma 5 23.80
Certificate Course 4 19.04
No professional degree 6 28.57
The table-2 is representing the academic qualification of the population.
Among the population, 14.28% have PhD degree. Here it is to say that the
PhD degree holders are doing the job at the top level and all of them are
deputy librarian. Only one person (4.76%) has Master Degree in Library and
Information Science. The second highest, 23.80% have diploma degree on
Library and Information Science and 19.04% have completed certificate
course on the discipline. Among the population 28.57% have no
professional degree at all. All of them are doing the clerical or office job.
None of the population has Bachelor and MPhil degree.

TabIe-3:Qualification other than LIS.
Qualification Number Percent
PhD 3 13.43
MPhil —
MA/MSSMSC/M. Com. 6 28.57
BA/BSS/BSC/B. Com. 9 42.85
HSC 2 9.52
SSC 1 4.76
Others-LLB 1 4.76
The table-3 shows the academic qualification on other discipline except LIS.
28.57% of the population has Master Degree of which maximum have MA
degree. On the other hand maximum 42.85% have Bachelor Degree and
among them a great number are BA. The rest 9.52% have completed only
HSC and 4.76% only SSC and they are doing lower level job. Among the
population one person have LLB degree other than LIS.
Salary:
Table-4: Sufficiency of the salary to bear the family's expenditure.
Variable Number of Respond Percentage
Sufficient 2 9.52
Little Sufficient 16 76.19
Not Sufficient 3 14.28
The table is showing that the salary they get by the job is not sufficient to
bear their family's expenditure. The 76.19% of the total think their salary is
meeting their minimum demand and 14.28% think that their salary is not
sufficient for their family. Only 9.52% say that they are solvent with their
salary (the respondents are of top level).
Table-5:Satisfaction with the present salary in relation to their experience.
Comment on Number of Percentage

Satisfaction Respond
Yes 8 38.09
No 13 61.90
The table representing the satisfaction rate in relation to their salary with
their experience. Maximum of the respondent, 61.90% think that their salary
is not appropriate according to their present experience. On the other hand
only 38.09 think that their salary is satisfactory according to their
experience.
Promotion:
Table-6: Gain promotion in due time or not.
Yes 10 47.61
No 10 47.61
Among the respondent, 47.61% said that they have gotten their promotion
timely and the equal percent said that they haven't gotten their promotion
timely.
TabIe-7: Role of the departmental head in case of the promotion of the
staffs.
Highly Satisfactory 1 4.76
Satisfactory 13 61.90
Slightly Satisfactory 1 4.76
Not Satisfactory 4 19.04
The table-7 is showing that 61.90 %(13) of the respondents are satisfied
with the role of the head for their promotion and 19.04 %(4) are not satisfied

Authority;
TabIe-8:Evaluation and behavior to the staffs by the authority.
Question Highly
Satisfactory
Satisfactory Slightly
Satisfactory
Not
Satisfactory
Satisfaction with the
behavior of your
authority.
2 14 -- 5
Evaluation of your
merits, experience
and expertise by the
authority.
-- 7 7 7
Table-8 is representing the respondents comment about their authority.
Among the respondents, 14(66.66%) are satisfied with the behavior of their
authority and 5(23.80%) are not satisfied. Only 2(9.52%) are highly
satisfied with the behavior of their authority.
Among the respondents 33.33% said that they are not satisfied with the
evaluation by the authority on their merit, experience and expertise. On the
other hand 33.33% are satisfied and the same percent are slightly satisfied.
Library Rules and Policies:
Table-9:Awareness about the rules and policies of their library.
Award of 8 38.09
Slightly Award of 12 57.14
Not Award of 0 0
Silent 1 4.76
The table is about the awareness of the respondents about the library's
policy and rules. Among the respondents 38.09% are clearly know the rules
and policies of the library and the highest number 57.14% are slightly award
of.

Table-10:How of library policies.
Excellent 4 19.04
Very Good 3 14.28
Good 8 38.09
Average 6 28.57
The table showing the respondents comments about the library's rules and
policies. The highest percent, 38.09% of them think that the library's rules
and policies are good, 14.28% think that are very good, and 19.04% think
that are excellent. Whereas 28.57% of them think that the library rules and
policies are average in quality.
Job Facilities:
Table-11:Facilities getting by the staffs.
Questions Enough Average Not enough
How do you get the facilities
in relation to your designation
and qualification?
14.28% 47.61% 38.09%
How do you get the IT
facilities for professional and
personal needed?
14.28% 42.82% 42.82%
In the above table it is seen that 14.28% of the respondents get enough job
facilities according to their designation and qualification and highest
47.82% get these average in quantity whereas 38.09% think that are not
enough.
On the other hand 42.85% of them think that they get average IT facilities
for their professional and personal need and the same think it is not enough.
Only 14.28% of them get enough IT facilities.

Training Facilities:
Table-12:Training facilities for carrier development and on IT.
Questions Yes No
Do you get the facilities of
necessary training for professional
upliftment?
61.90% 38.09%
Do you get the facilities of
necessary training after
installation of new technology?
28.57% 71.42%
The table shows that 61.90% of the respondents get necessary training
facility from the library for their professional upliftment whereas 38.09% of
them do not get this facility. The table also shows that 71.42% of them do
not get necessary training on new IT installed in the library and only
28.57% get the facilities.
Working Environment:
Table-13:How of working environment. »
The table shows the comment on the working environment of their library.
47.61% of them think that their working environment is satisfactory and
9.52% think it highly satisfactory. On the other hand 33.33% of the
respondents think it is slightly satisfactory and 9.52% think it not
satisfactory.

Office Time Table:
Table-14:Office time table is appropriate or not.
Variable Number of
Respond
Percentage
Yes 14 66.66
No 7 33.33
The table-14 showing that 66.66% of the respondents think that their office
time table is appropriate and 33.33% think it is not appropriate.
Colleagues:
Tabie-15:Relation with co-workers.
Variable Number of respond Percentage
Very Helpful 4 19.04
Helpful 16 76.19
Little Helpful 0 0
Not Helpful 1 4.76
In the table-15 it is seen that the highest 76.19% of the respondents think
that their colleagues are helpful and 19.04% think their colleagues are very
helpful.
Job security:
Table-16:Satisfaction rate with job security. .
Here we see that highest 52.38% of the respondents think that their job
security is satisfactory and 33.33% think it is slightly satisfactory. The
lowest 4.76% are highly satisfied with it and 9.52% are not satisfied.

SocialValue:
Table-17:Social value getting through the profession.
Satisfactory 0 0
The table-17 is representing the data on the social value of the profession.
Here it is seen that the highest 71.42% of the respondents think that they are
slightly satisfied of their social value get through the profession and 23.80%
thin it is not satisfactory.
Job Satisfaction:
Table-18:Satisfaction rate with the job.
The table is showing the data on the satisfaction of the respondents on their
job. The highest number of them (33.33%) said that they are slightly
satisfied with their job and the same are satisfied with. On the other hand the
second highest 23.80% said that they are not satisfied and only 9.52% are
highly satisfied with their job.

6.1 Problems:
Bangladesh is one of the developing countries of the world which is trying
to be a developed one. Like other institute library and information centers
are playing a n important role in this development campaign. The library
and information sector of Bangladesh has yet not been able to reach at the
level of the developed one.
Library and information science profession is the more neglected one in the
country. Although every sectors of the country has a library from the very
beginning, but the scenario has not yet change and the fate of the
professionals of this sector has also not changed as well. It is not a popular
profession like others. Recently the scenery is changing but it is very slow.
RUCL and RUETCL professionals are also not far from this situation. A lot
of problems are existing in this sector and the professionals also felling very
much dissatisfaction. During the investigation and from the data study, the
following causes are identified that are the reasons of dissatisfaction.
1. The salary that get by the professionals are lower than their qualification
and experience.
2. The salary is not sufficient to bear the needs of their family. For this
reason they live their life below the expectation.
3. The promotion process is slow and in most cases the library staffs face
negligence from the authority of the mother organization.
4. The job facilities like other jobs are not very much available.
5. The attitude of authority is not satisfactory.
6. The professionals do not get properevaluation of their expertise and
experience.
7. There is no sufficient facility of getting training on new service modes or
new technologies introduced in the library.
8. They do not get sufficient IT facilities for their career development.
9. Want of propercare by the government in this sector.

10. Professional dissimilarities are existing.
11. Social value of the profession is not satisfactory.
12. They are not satisfied with their job.
13. Library rules and policies are not very much up-to-date that is affecting
the job of the professionals.
14. In recruiting the staffs authority does not provide strict priority on
professional qualifications that always affecting the job.

6.2 Recommendations:
To increase the job satisfaction rate of the employees of the RUCL and
RUETCL the following steps have to be taken in consideration.
1. First of all the professional dissimilarities have to be removed.
2. The salary has to be increased basis of their qualification and
experience. Some allowances may be offered for their extra ordinary
expertise.
3. The authority should change their mentality and they should be fear
and liberal to their staff and personnel.
4. Different job facilities like, leaves, allowance, scholarship, quality
residence, etc. will have to be ensured.
5. Promotions of the employee have to be made easier and offered in
due time.
6. The relevant head should be careful to the employee.
7. Proper evaluation of the experience and expertise of the staff have to
be ensured.
8. Facilities for necessary training to increase their expertise in their
relevant field should be made available and ensured. They have to be
sent for training in die country or outside the country.
9. Especially training on IT is must for the professionals and the
authority has to be ensured the facilities.
10. Professional degree will be must to be eligible for the job.

Conclusion
Job satisfaction is the sense of fulfillment and pride felt by people who
enjoy their work and do it well. Job satisfaction is a most important factor in
the organization because works spend more of their working hours at work
than anywhere else. So if worker satisfied with their job, if not only fills
those 8 or 10 hours a day with joy, but it suffuses the rest of their life.
The level of job satisfaction in RUCL and RUETCL professionals is lower.
Most of the professionals are dissatisfied with their job. The main reasons
for this are lack sufficient job facilities, financial solvency and not giving
essential value to their expertise. The dissatisfaction rate of the supportive
worker is higher than the upper level. To remove this situation proper
environment, sufficient job facilities, timely promotion, proper evaluation,
handsome salary etc. have to be ensured.

Job satisfaction of university library professionals in Rajshahi study

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