Dissertations (Masters)-HRM-SOPAM

Permanent URI for this collectionhttp://192.168.30.20:4000/handle/123456789/174

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Subject: search.filters.subject.Employee satisfaction

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    Factors for employees' job satisfaction in the public sector:The case study of immigration department Zanzibar
    (Mzumbe University, 2015) Kombo, Juma M
    This study examined factors for employees' job satisfaction in the public sector. A case study of Immigration Department Zanzibar. The study addressed the following objectives. i) To identify the factors employees finds most satisfying at their workplace. ii) To determine factors employees consider as undermining their job satisfaction at their places of work. The associated questions are: i) what factors employees find most satisfying in their job and why. ii) What factors employees consider to be dissatisfying in their job and why. The population of the study consisted of Immigration employees in Zanzibar. The study involved a sample of 85 respondents, including 71 questionnaire respondents who were randomly selected and 14 interview respondents that were selected purposefully. Three methods were used to collect data to address the research objectives. These included a questionnaire and interview for primary data and document review for secondary data. The data collected were analyzed by using qualitative and quantitative methods. The qualitative data were analyzed whereby themes emerging from interviews and documentary transcripts were documented and their meanings assigned to a view to answer research questions. Direct quotes were also presented to preserve the originality of data. The Quantitative data were analyzed by means of descriptive statistic derived by using SPSS and respective results were presented and summarized in the relevant tables. Key findings with regard to the first objective of the study show that the factors employees consider satisfying in their job were job and non-job related. Employee relationship with co-workers was highly identified. Regarding the second research objective, the findings revealed that factors for employee's dissatisfaction were an unclear system of promotion, favoritism, poor compensation for overtime, lack of employees' participation in decision making and unsystematic job rotation. The study concludes that, the factors for employee's job satisfaction are both job and non-job related factors. However, the findings show that non job related factors were most important for employee's job satisfaction. Thus the findings challenge Herzberg's' suggestion that non job related factors are not important for employees job satisfaction.
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    The determinants of employee Job satisfaction: The case of agriculture extension officers in Wanging’ombe district council,
    (Mzumbe University, 2015) Mbungu, Bernard Elias
    This study aimed at assessing the Determinants of Employee Job Satisfaction of Agricultural Extension Officers in WDC of Njombe Region. The objective of this study was to explore the determinants of employee job satisfaction of Agricultural extension Officers, and to show how such satisfaction influence the Agricultural extension officers‟ performance of their tasks. The research design used in this study was case study in which qualitative and quantitative information were collected. Both probability and non-probability sampling techniques were used. In probability sampling the simple random sampling and stratified sampling techniques were used. In non-probability sampling, the purposive sampling technique was used to get the sample size. The data collection tools employed in this study were the interview, questionnaire and documentary review. These tools were used for the purpose of obtaining information from respondents in order to get relevant and accurate information. Qualitative method was used in data collection and analysis so as to allow the reporting of summary results in descriptive terms to be given with a specific degree of confidence. Tables were used in presenting the collected and analysed data. Moreover, the study revealed that Agricultural Extension Officers in WDC were not satisfied with the job due lack of both extrinsic and intrinsic motivation factors. This was reported to happen because of delayed salaries and untimely promotion of employees at work. The findings of the study also assert that, WDC have challengeable working environment to its employees in terms of social services (such as transport means, electricity, marketing place, safe and clean water and remoteness of most of the villages to mention but a few). Finally, the study revealed that working environment has been affecting negatively job satisfaction of agricultural extension officers in WDC. The study recommend that WDC should mobilise enough fund for motivating employees, the central government should prepare a separate reward policy for agricultural extension officers instead of having one reward policy for all public servants since nature of work differs from one profession to another and agricultural extension officers should be willing to work in all villages in Wanging’ombe district despite of difficulty working environment since vii farmers in every village need their service to improve agriculture. Further studies are needed to find out the best ways for improving working environment for agricultural extension officers in rural areas. Also, it is recommended that a broader study may be conducted to include other districts from other parts of Tanzania to have wider understanding about determinants of employee job satisfaction of agriculture extension officers.