Factors leading to employee job dissatisfaction: A case of Kinondoni district,
| dc.contributor.author | Mwaisela,Flora A | |
| dc.date.accessioned | 2024-10-08T11:05:21Z | |
| dc.date.available | 2024-10-08T11:05:21Z | |
| dc.date.issued | 2013 | |
| dc.description | Dissertation report submitted to Mzumbe University Business School in partial fulfillment of the requirement for the award of degree of Masters of Business Administration (MBA-CM) of Mzumbe University | |
| dc.description.abstract | This study investigated the factors which lead to employees’ job dissatisfaction in Tanzania Local Government Authority. The study was conducted in Kinondoni Municipality in Dar es salaam region. A sample of 82 respondents was used in this study. Purposive sampling was applied in selecting of the departments and simple random sampling in selection of respondents from each department. Data were collected using questionnaire, interview and documentary review. Statistical packages for social sciences were employed in data analysis. It was revealed from the study that majority of employees in Kinondoni Municipality are dissatisfied with their jobs. The factors responsible for job dissatisfaction are insufficient salary and allowances, unsatisfactory working environment relation, few opportunities for career development, poor physical working environment, nature of supervision and low valuing and utilization of employees’ skills. The study also revealed that job dissatisfaction has consequences to employees’ intentions to leave the job in the municipality as well as poor services delivery. Pulling factors for intention to leave the job revealed to be high salary and attractive allowance, good working environment and achievements appreciated as well as availability of opportunities for growth. The recommendations given out to KMC is to improve management-employees relations, improve physical working environment, give weight to all types of communication (top down, bottom up as well as horizontal communication) and insisting on employee and management meetings. It is also suggested that KMC should be transparent in procedures involved in promotion, training and nature of supervision should be friendly. | |
| dc.description.sponsorship | Private | |
| dc.identifier.citation | APA | |
| dc.identifier.uri | https://scholar.mzumbe.ac.tz/handle/123456789/1413 | |
| dc.language.iso | en | |
| dc.publisher | Mzumbe University | |
| dc.subject | Job dissatisfaction | |
| dc.subject | Job satisfaction | |
| dc.subject | Employee satisfaction | |
| dc.title | Factors leading to employee job dissatisfaction: A case of Kinondoni district, | |
| dc.type | Thesis |