This study investigated the nature of job commitment among bank managers in Dhaka City, focusing on how job type and job experience influence commitment levels. A cross-sectional survey design was used, with a purposive sample of 152 bank managers. Job commitment was measured using the Organizational Commitment Scale (Mowday, Steers, & Porter, 1979). Results from one-way ANOVA revealed significant differences in commitment based on job type (F = 114.340, p < .01) and job experience (F = 6.040, p < .01). Regression analysis further indicated that bank managers’ job type and job experience were modest but significant predictors, explaining 37.6% (R² = .376, p = .001), and 13.6% (R² = .136, p = .001) of the variance in job commitment scores, respectively. This study’s primary focus was on bank managers’ organizational commitment. Despite the fact that this idea has been extensively researched in many academic settings, no study has been conducted in Bangladeshi banking institutions as of yet. This study helps address that gap by identifying key structural and experiential predictors of commitment in a localized setting.
Keywords: Bank Manager, Job commitment, Job type, and Job experience