CHAPTER 5

DISCUSSION AND CONCLUSION

5.1 Introduction

This chapter will discuss and summarize the findings of the study as a whole to determine the

extent to which the objectives of the study were achieved. In addition, this study compares with

previous studies related to role stressor and socio demographic that influence job satisfaction

among staff in Record and Pension Directorate. Further, some suggestions are made to enable

these role stressor and socio demographic to be used to meet the needs and requirements of the

consumer while simultaneously enhancing the job satisfaction among staff in Record and

Pension Directorate as well as expanding the department effectiveness. The purpose of the study

is to study the association between role stressor and socio demographic towards job satisfaction

among staff in Record and Pension Directorate. This study selected 135 staff in Record and

Pension Directorate of Angkatan Tentera Malaysia (ATM).

5.2 Discussion

The objective of this study is to the association between role stressor and socio demographic

towards job satisfaction among staff in Record and Pension Directorate. This study was taken in

Record and Pension Directorate of Angkatan Tentera Malaysia (ATM). The sample size

representative of the population in this study is 135 staff in Record and Pension Directorate of

Angkatan Tentera Malaysia (ATM).

1
Employee are generally the key individuals entrusted by the ATM and in the process of

absorption to address the internal elements of the department in the context of administration,

file organization, recording systems, allowance and pay claims and human resource aspects.

Whether or not this public servant is required to develop his personality through any form of

change and the direction of the department. This situation generally results in civil servants

having to deal with a variety of tasks that are more challenging, stressful and more complex than

those of other government departments. The issue of work stress is not new and many studies

have been carried out but the survey of the civil servant respondent pattern has been as small as

possible to address this issue.

Main purpose of the analysis is to identify the relationship between role stressors (role

ambiguity. role conflict. role overload) and job satisfaction among staff in Record and Pension

Directorate. This study investigated the relationship between these variables and the job

satisfaction. The result of the correlation matrix shows that there is negative relationship between

role stressors (role ambiguity. role conflict, role overload) and job satisfaction however the

results of the relationship between socio demographic (gender. age. income. years served.

rank/position and average worked per day) and job satisfaction is not significant.

These results were in line with the previous study which discussing on these variables. Overall

results of the study show that hypothesis resulted the significant and negative relationship occurs

between role of stressors and job satisfaction which role of stressor consist of role ambiguity.

Role conflict and role overload. While hypothesis 5 show there is no significant relationship

2
between socio demographic and job satisfaction which socio demographic consist of gender, age.

income. ycars served, rank/position and average worked per day.

This chapter will discuss the findings of the result, conclusion and some recommendations for

the study. The findings of this study focus on the four objectives of the study and thus confirm

the findings of this study. Some important points can be discussed about the role stressor and

socio demographic towards job satisfaction through this study.

5.2.1 The association between role ambiguity and job satisfaction among staff in Record

and Pension Directorate.

After conducting the correlation analysis, the findings in Table 4.2 show a strong negative

association r (135) = -.889; p = <.05 and significant association between role ambiguity and the

job satisfaction. This means that the role ambiguity score has a negative association with the

staff's job satisfaction score, the higher the staff's role ambiguity score, the lower the staff's job

satisfaction score. These results have implications that staffs with high role ambiguity are more

likely to have low job satisfaction. Therefore, the role ambiguity faced by staffs can be expected

from their level of job satisfaction.

First hypothesis tested for this study is to test the relationship between role ambiguity and job

satisfaction. Based on the results of correlation analysis between role ambiguity and job

3
satisfaction, HI accepted which conclude that there is strong negative relationship between role

ambiguity and job satisfaction. This conclude that when the level of stress for role ambiguity

increased, the level of job satisfaction among the staff decreased. In other word, if the staff feels

more uncertainty about their works. The result also support by previous study such as Naik

(2015), reveals that the studies on job stressors i.e. role ambiguity and role conflict have

negatively significant relationship with frontline employee role performance towards customers.

The presence of negative impact from job stressor on frontline employee towards customers

indicate that the organization must considered the effect of job stressors. White and Williams

(2010) indicates that training and education are important in maintaining competitive advantage.

5.2.2 The association between role conflict and job satisfaction among staff in Record and

Pension Directorate.

After conducting the correlation analysis, the findings in Table 4.2 show a strong negative

association r (135) = -.827; p = <.05 and significant association between role conflict and the job

satisfaction. This means that the role conflict score has a negative association with the staff's job

satisfaction score, the higher the staff's role conflict score, the lower the staff's job satisfaction

score. These results have implications that staffs with high role conflict are more likely to have

low job satisfaction. Therefore, the role conflict faced by staffs can be expected from their level

of job satisfaction.

4
Second hypothesis tested for this study is to test the relationship between role conflict and job

satisfaction. Based on the results of correlation analysis between role conflict and job

satisfaction. HI accepted which conclude that there is strong negative relationship between role

conflict and job satisfaction. This conclude that when the level of stress for role conflict

increased, the level of job satisfaction among the staff decreased. In other word. If the staff feels

incompatible with their job. Their satisfaction towards their job will be lesser. Malik et al.,

(2010) research on role overload and role conflict will most likely result in low role stress that in

turn will have positive consequences for both organization and employees.

5.2.3 The association between role overload and job satisfaction among staff in Record

and Pension Directorate.

After conducting the correlation analysis, the findings in Table 4.2 show a low negative

association r (135) = -.817; p = <.05 and significant association between role overload and the

job satisfaction. This means that the role overload score has a negative association with the staff's

job satisfaction score, the higher the staff's role overload score, the lower the staff's job

satisfaction score. These results have implications that staffs with high role overload are more

likely to have low job satisfaction. Therefore, the role overload faced by staffs can be expected

from their level of job satisfaction.

Third hypothesis tested for this study is to test the relationship between role overload and job

satisfaction. Based on the results of correlation analysis between role overload and job

5
satisfaction. HI accepted which conclude that there is strong negative relationship between role

overload and job satisfaction. It is conclude that when the level of stress for role conflict

increased. The level of job satisfaction among the staff decreased. In other word, if the staff feels

burden and overload with their job. Their satisfaction towards their job will be lesser. Several

studies have highlighted the deleterious consequences of high workloads or work overload. A

study of work stress among professionals found that work overload and that is one of the cause

of work stress (Bemana, 2013).

5.3.4 The association between socio demographic (gender, role conflict, income, years

served, rank/position and hours worked per day) and job satisfaction among staff in

Record and Pension Directorate.

After conducting the correlation analysis, the findings in Table 4.5 show the association between

six demographic variable and job satisfaction. Based on the findings above, there is no

association recorded for the relationship between gender and job satisfaction since this study

only participated by male respondents. Meanwhile, the income, there is weak and negative

association with the job satisfaction. The variables of age, years served, position and working

hours per day show a weak and positive association with the job satisfaction. All demographic

variables is not significantly associate with the job satisfaction. This finding has implications that

the staffs are likely to face less satisfied based on theory demographic background. Therefore,

the issue of job satisfaction among faced by the staff in Record and Pension Directorate can be

expected from their level of job satisfaction.

6
Last hypothesis tested towards the socio demographic which consist of gender, age. Income,

years served, rank/position and average worked per day and job satisfaction. T-test cannot be

done since there is only male answered the questionnaires and there is no comparison to be done.

While for age, income, years served, rank/position and average working hours per day. The

results show that the hypothesis has been rejected which conclude that there is no relationship

between demographic. i.e. gender, age, income, years served, rank/position and average worked

per day.

The findings of this study can conclude that there associations between the components of role

stressor (role ambiguity, role conflict, role overload) and demographic (age, income, position,

years server and working hours per day) towards job satisfaction except for gender since this

study only involve male respondents. At this point, it should be taken seriously to prevent this

problem. The main factor is the increased role stressor among the staffs due to excessive

workload. This occurs when the employee has to complete multiple tasks within a short period of

time. When looking at the percentage of staff in Record and Pension Directorate of Angkatan

Tentera Malaysia (ATM) it is a significant difference. These employees have to manage their

personal records with minimal membership strength. In addition, there are situations where they

are forced to do work outside of the job field which is considered difficult and difficult. The

work is often obtained from top officials and is considered current directives.

Job satisfaction is one of the main contributor for the performance among staff in an

organization. High level of job satisfaction among staff will lead to the successful of an

organization. For this study, first and fourth hypotheses related to the role of stressor i.e. role

7
ambiguity. role conflict and role overload and the results of these four test shows that there is a

strong negative relationship between role of stressors i.e. role ambiguity. role conflict and role

overload towards job satisfaction.

The major findings in this study is that the role of stressors i.e. role ambiguity. role conflict and

role overload. negatively influence the job satisfaction. Low perspective of role stressors i.e. role

ambiguity, role conflict and role overload. Would most likely result in high level of satisfaction

(Arneer. W., 2010). Thus, positive consequences for both employees and organizations.

Based on the findings in this study, there are few important points can be used to conclude. It is

important for employers to understand the needs of employees and provide what is the best for

them. Motivation is a key factor affecting the job stress. Employees who are highly motivation.

will feel happier and willingly to work for organizations. In order to enhance the satisfaction of

their jobs. employers or organizations should compensate them with equitable incentives. These

incentives should include monetary rewards. non-monetary rewards i.e. motivational. Key

decision making influence. career path publicity and career planning opportunity.

The level of job satisfaction is always influenced by the factors surrounding it. Performance

measurement needs to be monitored by continuous research to obtain high levels of satisfaction.

If the organization is able to improve its level of job satisfaction then the problem of

'absenteism', the discipline and rate of members leaving the service can be more systematically

8
controlled. It is clear that this study shows that factors of job satisfaction such as the job itself,

coworkers, salaries, promotions and supervision contribute to or influence the level of job

satisfaction of to staff in Record and Pension Directorate of Angkatan Tentera Malaysia (ATM).

Factors or variables of work, salary and supervision are major contributors to the level of job

satisfaction of to staff in Record and Pension Directorate of Angkatan Tentera Malaysia (ATM).

While the other two factors studied were co-workers and promotion did not have a significant or

significant effect on their job satisfaction. Based on previous studies, it is clear that the factors

studied are applicable to to staff in Record and Pension Directorate of Angkatan Tentera

Malaysia (ATM) although this career is very different compared to other occupations.

5.3 Research Limitations

i. The sample in this study is only limited to staff in Record and Pension Directorate of

Angkatan Tentera Malaysia (ATM), it would be better if the sample taken includes staff

from other department in ATM, so the results of the study can be generalized in a broader

scope.

ii. The data collection method uses a questionnaire, so it is very possible the data is

subjective, it would be better if the interview method was added so that the research

results obtained were more complete.

iii. This study only examined the effect of role stressor and socio demographics factors

toward job satisfaction only. There are other factors that can influence job satisfaction, for

example salary and benefits.

5.4 Suggestions

9
The following suggestions are very important for the parties concerned to help reduce the role

stressor faced by the in Record and Pension Directorate of Angkatan Tentera Malaysia (ATM).

5.4.1 Training and implementation of work culture

The work culture module should be introduced in every training and course organized by the

Staffs. It aims to expose to the staffs the rules, practices and culture that must be adopted while

serving in the Record and Pension Directorate. It is recommended that each Staffs who

commences serving in the Record and Pension Directorate should attend a basic course where

the objective is to inculcate a working culture in the Record and Pension Directorate, team spirit,

and enhance the competitiveness of the workforce. The basic course is necessary to provide a

clear picture and guidance in the day-to-day running of the office. Through this course should be

introduced about the vision, mission and function of the Record and Pension Directorate in

general to distinguish it from other government departments.

5.4.2 Office Infrastructure Improvements

Each organization, whether governmental or private, needs to have a suitable workplace to carry

out the activities or operations of an organization to achieve its objectives. Therefore, it is

proposed that the relevant parties need to approve additional provisions for development and

logistics of the Record and Pension Directorate’s staffs. Priority should be given to the

maintenance and maintenance of buildings. Maintenance of the building should include the

entire building namely toilets, wall office rooms, roofs, doors, windows, floors, furniture and

10
wiring. It is necessary to create a more conducive working environment and to facilitate the staff

working at the Record and Pension Directorate. To save costs and extend the life of a good

building, greatly is advisable to do this maintenance by switching to a new one without having to

repair the damaged one. In the short term this method is seen as more economical than carrying

out maintenance before damage occurs. But in the long run, it will not be profitable but will

increase maintenance costs.

5.4.3 Effective supervision

A supervisor plays an important role in implementing the operational strategies. They need to be

equipped with concepts and skills so that they can act as the 'losers' between management and

employees. In the day-to-day tasks and responsibilities, supervisors often face issues such as

communication, personal relationships, conflict and dissatisfaction. Therefore, it is recommended

that the supervisor be appointed to the position, they should be based on excellent annual work

performance. Based on these achievements, it shows the achievements that have been achieved

over the years. It should also be seen in terms of ability, academic and colleague relationships.

Every supervisor should have knowledge of supervision, as it will help them to decide whether a

supervisory approach is appropriate and effective in dealing with any situation. Supervisors also

need to prepare to be effective and efficient managers and leaders.

5.5 Conclusion

11
Overall, this study can help organizations use it as a reference in improving job satisfaction,

especially among staff in Record and Pension Directorate to plan any changes. All the findings,

conclusions, analysis and recommendations presented can be utilized by top management at the

Record and Pension Directorate ATM for proper planning.

12