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The Explorer Islamabad: Journal of Social Sciences ISSN (E): 2411-0132, ISSN (P): 2411-5487 Vol-1, Issue (7):264-267 www.theexplorerpak.org

The Explorer Islamabad: Journal of Social Sciences ISSN (E): 2411-0132, ISSN (P): 2411-5487 Vol-1, Issue (7):264-267

FACTORS EFFECTING THE JOB SATISFACTION OF PUNJAB POLICE PERSONNEL IN DISTRICT SARGODHA

Muhammad Shahzad 1 , Sammer Fatima 1 , Farooq Abdullah 2 , Farhan Riaz 1 , Shazia Mehmood 1 1 Department of Sociology, PMAS University of Arid Agriculture Rawalpindi, 2 Department of Sociology and Rural Development, University of Azad Jammu and Kashmir

Corresponding Author:

Muhammad Shahzad

Department of Sociology, PMAS UAAR

Abstract: Job satisfaction is an affable emotional state of an employee which results from his/her job experiences. Satisfied employees create a more positive working environment for organizations. The major objectives of the study were to explore different factors like salary, promotion, management support, availability of the resources and working conditions effecting job satisfaction of Punjab police personnel. The research was quantitative in nature and it has focused the job satisfaction level of Punjab police employees in district Sargodha. A well- structured questionnaire was used as a tool for data collection. The study’s sampling frame was Punjab police department of district Sargodha. Multistage sampling was used as research technique and a sample of 150 respondents were selected. The findings of this research indicate that the employees were satisfied with their jobs, because they were getting handsome salary packages, fair chances of promotion and all the resources required for their job. It was also concluded that employees were not satisfied with their high-ups.

Key Words: Job satisfaction, Salary, Promotion opportunities, Managerial control

INTRODUCTION

Job satisfaction plays a vital role in life of a man,

influence the emotional adjustment of the employees. It includes the promotion

because it effects the personal and social adjustment of the individual. Inversely the job

opportunities, level of salary according to the work performance of the employees and

dissatisfaction badly effects on the physical and

provision

of

facilities

from

the

organization

mental health of the individual. The relationship

(Brunetto and Farr-Wharton 2003).

 

and association between job satisfaction and

Job

satisfaction

is

defined

as

the

different

employee's work performance has always been a

facilities possessed by the worker on his work.

topic of discussion in human resource

Every

employee

has

different

level

of

these

management literature. A satisfied worker positively affects the organization while a

attitudes. These arrogances are closely related to the work environment of the organization. The

dissatisfied worker creates damage in an organizational setup. The organizations should make a setup to minimize the dissatisfaction level

provision of the wages, work hours in the organization, promotion opportunities, managerial control by the high ups of the

of the employees. The reward system in

workers, these

attitudes

positively

as

well

as

organizational setup is most effective

negatively affect the satisfaction and

mechanism. Performance management system

dissatisfaction

level

 

of

the

employees.

Job

should be based on ideological underpinnings and a holistic context by strengthening the

satisfaction is a tenacious actual state which has risen in the worker as a purpose of the apparent

linkages among the key components such as

features of

his

job

in relation

to

his

frame of

performance planning, performance execution, performance judgment, credit and reward, and

reference (Sinha and Agarwal 1970). Numerous studies have been conducted to assess

performance improvement on a continuous basis.

the job satisfaction of employees in human

When the workers seem dissatisfied with the

resource

management.

The

studies

associated

work, there are some outside factors which

with

the

police

personnel

consists

interesting

264

results. It was concluded from the study that the leave taken by the police employees and the promotion opportunities are negatively associated. The police officers indicated that they have to perform different types of tasks when they are on duty, so they are specially trained for that type of tasks. The main factor which plays an important role in job satisfaction of the employees is the managerial control, which is positively as well as negatively associated with the work performance, if the employees are treated and supervised in a mannered way, it enhances the job satisfaction of the employees (Brough and Frame 2004). Herzberg added a theory about job satisfaction. He has given a two tailed motivational theory. The theory is based on the occurrence of one type of job features or rewards leads towards the job satisfaction (i.e., motivators), the other set of job features stops the job dissatisfaction (i.e., hygiene factors). Motivational factors are those which compel an individual to work, basically it is an inner force which forces a worker to fulfill the goals of the organization. On the other side the hygiene factors only stop the dissatisfaction. The job satisfaction and dissatisfaction never consist the continuity to increase in one set and decrease in other set but these are dependent on psychological phenomena. Herzberg argued that higher and lower-order needs operate independently. Fulfillment of these lower-order

needs is essential to employees’ retention but

cannot lead to satisfaction or motivation.

Satisfaction can only come from the fulfillment of higher-order needs (Mausner and Snyderman

1959).

Salary is the most important factor which enhances job satisfaction of the employee because it guarantees the need fulfillment of the employee. All the benefits are closely associated with the incentives given in the form of salary

(Luthans 2001). The salary and other incentives are utmost important for the variable of job satisfaction (Waskiewicz 1999). The promotion in job accompanies rewards and positively linked with the job satisfaction (Luthans 2001). The managerial control and supervision is also closely linked with job satisfaction. There are numerous studies which indicate that the attitude of the employee is associated to the supervision provided to them (DeMato 2001).

MATERIALS AND METHODS

The universe of the present study comprised of the employees of Punjab police of District Sargodha. Sampling frame was inclusive of 27 police stations of District Sargodha. Multistage sampling was used for the collection of data. In first step, 10 police stations were selected out of 27 police stations and then in second step 15 respondents were taken randomly for collection of data from each police station. Thus a sample of one hundred and fifty respondents (150) was drawn by using simple random sampling techniques. Structured questionnaire was used as tool for data collection. The questionnaire was constructed according to the objectives and variables of the study and then (SPSS) was used

for the data analyses.

RESULTS

Table.1: The Association between “I am Satisfied with my job” and “Sufficient Income Keeps me Away from Leaving my Job

Salary

Job satisfaction level of

Total

 

employees

 

SA

A

D

SD

SA

 

13

1

  • 25 39

0

 

A

 

15

1

  • 25 42

1

 

N

  • 3 1

 

0

0

4

D

  • 3 6

 

11

19

39

SD

  • 0 3

 

16

7

26

Total

56

38

29

27

150

Chi square value = 112.938 Df= 12 P value=

0.000**

** = Highly significant Above table shows the results from cross tabulation of the variables; I am satisfied with my joband sufficient income keeps me away from leaving my job, concluded that the relationship between the two variables is highly significant and the alternative hypothesis is accepted because the p-value is .000. This table signifies that there is an association between the two variables (job satisfaction and salary/pay).

Table.2: The Association between “There is an Adequate Appraisal for my pPerformance” and “I am Satisfied with my Job

Managerial

Job satisfaction level of

Total

control

 

employees

 

SA

A

D

SD

265

SA

17

4

1

1

23

A

22

20

6

1

49

N

1

2

2

0

5

D

6

7

7

4

24

SD

 
  • 10 21

5

13

 

49

Total

 
  • 56 27

38

29

 

150

Chi square value = 58.957 Df= 12

0.000**

P value=

** = Highly significant Above table shows the results from cross

tabulation of the variables I am satisfied with my

job

and

adequate

means

of

appraisal

of

performance”, concluded that the relationship between the two variables is highly significant and the alternative hypothesis is accepted

because the p-value is .000. This table signifies that there is an association between the two

variables (job satisfaction control).

and managerial

Table.3: The Association between I am Satisfied with my Joband Chances for Promotion on my Job

Promotion

Job satisfaction level of

Total

Opportunities

 

employees

 

SA

A

D

SD

SA

38

   
  • 3 1

  • 15 57

 

A

13

 
  • 0 1

  • 19 33

 

N

 
  • 1 2

 
  • 0 0

3

D

 
  • 1 1

 
  • 9 7

18

SD

  • 3 1

   
  • 17 18

39

Total

56

38

 
  • 29 27

150

Chi square value = 121.546 Df= 12 P value=

0.000**

** = Highly significant Above table shows the results from cross tabulation of the variables “Job satisfaction” and chances for promotion in job, concluded that the relationship between the two variables is highly significant and the alternative hypothesis is accepted because the p-value is .000. This table signifies that there is an association between the two variables (job satisfaction and chances of promotion).

DISCUSSION

Job satisfaction has a great impact over an individual’s behavior. Present era is highly

materialistic and money oriented. Thus, everyone wants a job to fulfill the basic household needs

and amenities of life. The relationship between

job satisfaction and employee's performance has always been discussed in literature of human

resource management. The employee who is satisfied with his job always performs well in organization while a worker who is not satisfied

with his job didn’t perform well, he damages the

organizational setup. Job satisfaction is further linked with the quality of life, as well as strongly associated with the familial life. Workers that are dissatisfied do not perform because of mental

stress hence weakening their status of employees. The police personnel investigated in present study indicated that salary is closely associated with the job satisfaction because the workers who receive lower pays cannot afford the family expenses. The employees of the present study were satisfied with their salaries. Another factor which is also closely associated with the job satisfaction is the promotion opportunities. A worker, who is properly

promoted, is happier and more loyal to his organization. The police men were looking satisfied with the promotion opportunities given

to them. The supervision also affects the job satisfaction level. The respondents of the present study

revealed that they are not satisfied with the mechanism of managerial control. Their high ups

are not very fair with them.

CONCLUSION

The study concludes that job salary, promotion opportunities, managerial support, availability of the resources and working conditions collectively are responsible for the job satisfaction of an individual.

REFERENCES

Brough, Paula, and Rachael Frame

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Brunetto, Y., and R. Farr-Wharton

266

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Government

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DeMato, Doris S. 2001 Job Satisfaction among Elementary School Counselors in Virginia:

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Luthans, F.

2001

Job

Satisfaction,

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Organizational

Mausner, Bernard, and Barbara Bloch Snyderman

1959

The

Motivation

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Sinha, Durganand, and Umesh Narain Agarwala

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of

Indian White-collar

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Waskiewicz, Stanley Peter

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Satisfaction of Secondary School Assistant Principals. Virginia Polytechnic Institute and State University, USA.

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