Job Satisfaction in Civil Services With Special Reference

8/2/2019 Job Satisfaction in Civil Services With Special Reference

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Presented By:-

Swechha Vyas


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Job satisfaction is any combination of psychological, physiologicaland environment circumstances that causes a person truthfully tosay Iam satisfied with my job

(According to R. Hop pock)

Common features of job satisfaction are:-

It is a pleasurable emotional state.

It is a resultant of many specific attitude and

It is a global concept.

The effect of job-satisfaction on psychosomatic health establishing

and maintaining the legitimacy of an organization existence andpurpose and lubricating social inter action within and off theorganization.


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Some of the determinants of job satisfaction in public administration are as

follows:-

Hygiene factors Motivating factors

Job security Opportunities for personal growth

and development

Satisfactory working conditions Opportunity to learn

Satisfactory working comparisons Status, prestige and value of the

job

Easy and routine work Informal dynamics and challenges

Fixed working hours Incentivesness and creativenessAdequate leadership Recognition of the work

Delegation of authority Appropriate performance

evaluation system


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To know the perception and opinion of the officers about the nature of their

job

To have a knowledge about the relationships among various groups i.e.

superiors, colleagues, citizens and politicians in their services

To know their view on job incentives, creativeness in the job, job

initiatives, job challenges and recognition of hard and good work done by

the officers of RAS and RPS officers.

To know their feelings about administrative arrangement and requirements,

decision making progarmmes and delegation of authority for quick

disposal of work in RAS and RPS officers

To examine various factors which influence job satisfaction of RAS and

RPS officers directly or indirectly


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The problem has been indicated in the research would be satisfied by

collecting data, information and empirical evidences based on field studies

and personal interviews.

The study will be confined to the Rajasthan Administrative Service

officers only, posted at all the districts of Rajasthan State.

For the purpose of collection of the desired information the questionnaires

has been constructed having several questions regarding research problem.

The total sample size for the study is

25- RAS officers

11- RPS officers


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The analysis is done on the following basis:-

a) On the basis of the background of the respondents

b) On the basis of the internal organizational factors which

affect the job satisfaction

c) On the basis of external organizational factors

For the data analysis , factor analysis technique is used to

analyze the data to find out the major factors which

influence the officers job satisfaction in relation to their

demographics


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The findings are based on majorly two types of variables related toindividual and organizational variables.

Thus the36 independent variables selected for the study

To quantify the result mean and standard deviation test are applied to have

a rank order of different variables.

Through this we find the ranking order in which the factors most influenceor least influence the officers job satisfaction.

The response regarding various factors were cross classified on the basis of

5 control factors that is age, area of residence, education , length of service,

pay scale.


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In accordance to the demographic profile of the respondents only 2/5 of theofficers in the sample hail from big cities whereas most of them come fromsmall towns (39 %) or villages (21%).

The educational background of the officers in the sample shows that theyare highly qualified persons.

Family background shows that even their fathers had undergoneconsiderable education.

There are 4 factors which highly influence the job satisfaction in the RASand RPS officers that is :-

1. Cooperation from coworkers

2. Working methods3. Services provided by the department

4. Transfer policies of the department


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11 factors belong to the low level of satisfaction. These were: delegationof authority, responsibilities on the job, safety on the job, D.A and

another allowances, incentives and fringe benefits, transportation and

recreational facilities.

21 factors belonged to the category of moderate level of satisfaction.

These were: disciplinary policy, cooperation from authorities, role of

authorities in problem solving, behavior of authorities, ability utilization at

the job, training policy, chances of development, achievements on the job,

participation in management, promotion policy, role of ministers and

politicians, provided government facilities, retirement benefits, workingconditions, recognition of the job in the community, appointment and

recruitment policy


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The major implication of the findings that the level of job

satisfaction (or dissatisfaction) is a function of the experience of a

person with the organization and not that of his background and

personality.

Job prestige has emerged as the important determinant of jobsatisfaction. Recognition and appreciation is also one of the factors

which are one of the dimensions of organizational climate.

The theoretical significance of job satisfaction lies in the fact that

both personal and organizational factors have been found to interact

in influencing the feeling of job satisfaction.


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The scope of the study is limited to a specific region which doesntinclude the whole cadre strength of the RAS and RPS officers.

Due to the busy schedule of the officers some were not able to be

the part of our sample

Officers are not willing to spend time to fill the questionnaire andare not willing to give the accurate responses.

The significance of the social sciences study will be applied to the

human beings and human nature is variable so we are not able to

find out the accurate results. It depend on the perception of the

individuals.


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Abbas, M, Job satisfaction and work motivation among workers in selectindustrial undertaking in Hyderabad, PhD Thesis, Osmania University,

1978

Argyrols, C, Integrating the individual and the organization, New York,

Wiley, 1964

Heckman, J.R. & Oldham. G.R, Motivation through the design of work:

Test of a theory, (Technical report No.6), Connecticut Yale University,

1974.

Herzberg, F. & Mausner, B & Syndermann, The Motivation to Work,

New York, Wiley, 1959

Hop Pock, R. Job satisfaction, New York, Harper, 1935

Maslow Abraham Motivation and Personality, Harper and Row, New

York, pp 91-92, 1970

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Job Satisfaction in Civil Services With Special Reference

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