High Pay and Low Morale — Can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency?

1996 ◽  
Vol 25 (3) ◽  
pp. 333-341 ◽  
Author(s):  
William M. Leavitt
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Job Security ◽  
Opinion Survey ◽  
Career Anchors ◽  
Public Agency ◽  
Employee Job Satisfaction ◽  
Employee Opinion Survey

This article focuses on the unexpected relationship between high pay and low job satisfaction in one public sector agency. The results of an Employee Opinion Survey of agency employees are examined in light of the agency's position as a community pay leader. The author concludes that high pay will not alleviate problems of low employee job satisfaction. The use of career anchors is suggested as a means to increase employee job satisfaction and to maintain acceptable turnover levels even in the absence of high pay.

scholarly journals An Analysis of Factors Influencing Employee Job Satisfaction in a Public Sector

2019 ◽  
Vol 22 (3) ◽  
pp. 83-99
Author(s):  
Nemanja Lekić ◽  
Jelena Vapa–Tankosić ◽  
Jasmina Rajaković–Mijailović ◽  
Snežana Lekić
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Employee Job Satisfaction ◽  
Factors Influencing

scholarly journals Factors Affecting to Job Satisfaction of Banking Employees in Sri Lanka Special Reference Public and Private Banks in Anuradhapura District

2017 ◽  
Vol 5 (1) ◽  
pp. 62 ◽  
Author(s):  
Salinda Weerasinghe ◽  
Harshani Dedunu ◽  
Chiranthani Jayani
Keyword(s):  
Job Satisfaction ◽  
Sri Lanka ◽  
Special Reference ◽  
Banking Sector ◽  
Sampling Technique ◽  
Job Security ◽  
Regression Result ◽  
Factors Affecting ◽  
Employee Job Satisfaction ◽  
Private Banks

Employees are the backbone of any organization. They are the most precious and important asset among all the assets of any organization. Job satisfaction is a part of employee life satisfaction. So the employee job satisfaction becomes one of the top priority issues in the banking industry. Therefore, the study aims to identify the level of job satisfaction of banking employees’ in private and public banks in Sri Lanka with special reference to Anuradhapura District. All employees who are working in either public or private banks in Anuradhapura District were the population of the study and out of them 226 employees were selected as sample of the study based on stratified sampling technique. Data were processed through number of rigorous analysis to derive a robust conclusion. The findings of the study indicated higher level of job satisfaction in public sector banking employees than private sector employees in Sri Lanka. Further study regression result highlighted statistically significant impact of work itself, salary, job security and recognition on employee job satisfaction in baking sector Sri Lanka, however possibility of growth and working conditions no longer make significant impact on employee job satisfaction. Finally, study identified salary as a greatest explanatory variable of employee job satisfaction in banking sector Sri Lanka. Key words: Banking Sector, Job satisfaction, Salary, Job security

scholarly journals The Level of Employees Job Satisfaction in Public Sector Bank, With Special Reference to SBI Banks in Rayalaseema Division

2019 ◽  
Vol 8 (2) ◽  
pp. 227-229
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Banking Sector ◽  
Work Force ◽  
Public Sector Banks ◽  
Employee Job Satisfaction ◽  
Key Factor ◽  
Established Fact ◽  
The Relationship ◽  
Bank Employee

In any business organization job satisfaction is important key factor for reduction in employees. It is an established fact that the success of any organization depends on the satisfaction of its work force. Employees regarding their satisfaction, it is a widely believed that employees participation affects employees job satisfaction. The employees are productivity and they all can create competitive advantage for the organization. The present study investigates the relationship between employee participation and job satisfaction in banking sector. For the purpose of study the data was collected from SBI bank employee job satisfaction, public sector banks one of the leading Bank from SBI banks in Rayalaseema Division Andhra Pradesh. In their recent scenario especially after globalization, Customers attrition is very high especially public sector banks to private sector banks. One of the reasons for the higher attrition is the poor banking services. Hence every commercial bank attempts to make their employees satisfied in their job and tries to attract more customers.A satisfied and happy and hardworking employee is the biggest asset of any organization, including banking sector also.

Relationship between Leadership Styles and Job Satisfaction in Tanzania Public Sector

2021 ◽  
Vol 3 (4) ◽  
pp. 78-86
Author(s):  
Eliza Mwakasangula ◽  
Kelvin M Mwita
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Public Sector ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Mean Value ◽  
Employee Job Satisfaction ◽  
Transactional Leadership Style ◽  
Transformational Leadership Style ◽  
The Relationship

Tanzania public sector has been undergoing various reforms to improve public service delivery and employee satisfaction. The government has been trying to improve employee welfare and create conducive work environment for the public servants. Despite the efforts, job satisfaction levels of staff in the Tanzania public sector are generally low and unsatisfactory. The study examined the relationship between leadership styles and job satisfaction in Tanzania public sector. The study intended to achieve two specific objectives. The first objective was to examine the relationship between transformational leadership style and employee job satisfaction. The second objective was to examine the relationship between transactional leadership style and employee job satisfaction. The study used Morogoro Municipal Council as a case study from which data were collected by using a close ended questionnaire from 92 respondents. Descriptive and inferential statistics were employed. The study found that job satisfaction was average among the respondents with mean value of 3.04. Comparatively, transactional leadership mean value was higher (Mean=4.14) than that of transformational leadership (mean=3.28). Regression analysis showed that both transactional leadership style (β=0.585, p=0.000) and transformational leadership (β=0.032, p=0.001) were found to be significant predictors of job satisfaction. The results showed that transformational leadership style had a stronger relationship with job satisfaction than transformational leadership style.

scholarly journals Motivation and job satisfaction levels among medical and dental faculty members of Pakistan amidst the COVID-19 outbreak

Work ◽  
2021 ◽  
pp. 1-8
Author(s):  
Saqib Ali ◽  
Beenish Fatima Alam ◽  
Sara Noreen ◽  
Madiha Anwar ◽  
Sabeen Hashmat Qazi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Online Teaching ◽  
Employee Motivation ◽  
Job Security ◽  
College Faculty ◽  
Faculty Members ◽  
Public And Private ◽  
Public And Private Sector

BACKGROUND: The novel coronavirus (COVID-19) has affected economies all over the world. The ability of an organization to grow is heavily influenced by job satisfaction and employee motivation. OBJECTIVE: This study examines the factors affecting employee motivation and job satisfaction among medical and dental college faculty members in Pakistan, both in the private and public sector, during the COVID-19 pandemic. METHODS: Medical and dental college faculty in Pakistan comprised the sample for this multi-centric cross-sectional study. A questionnaire, which was modified from an existing study, was distributed electronically. A student’s independent t-test was applied to compare the mean scores of the responses from public and private sector employees. RESULTS: Of the 466 total respondents, 55 %were female and 45 %male. Public sector faculty reported receiving adequate resources and preferred online teaching. Both public and private sector faculty reported being satisfied with regular workshops and training. Private sector employees demonstrated more satisfaction with workplace safety measures. Public sector faculty highlighted the positive influence of job security and timely salary payments on productivity. CONCLUSION: Faculty members from both the public and private sector find working from home to be easier and better for handling one’s workload. Public sector faculty noted job security, timely salary payments, and an individual’s sense of achievement as sources of motivation. Private institutes are more lacking in ensuring their faculty feel content and satisfied. Measures should be undertaken to improve the level of motivation felt by faculty members, especially in the private sector.

scholarly journals The Effect of Empowerment and Compensation on Job Satisfaction of Academic Staff at Universitas Negeri Malang

2020 ◽  
Author(s):  
Dudung Ma’ruf Nuris ◽  
Cipto Wardoyo ◽  
Yogi Dwi Satrio
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Data Collection ◽  
Multiple Regression ◽  
Working Conditions ◽  
Quantitative Research ◽  
Academic Staff ◽  
Job Security ◽  
Employee Empowerment ◽  
Employee Job Satisfaction

Job satisfaction is not only determined by the amount of compensation provided, but can be influenced by other factors, namely employee empowerment. Salary, promotion, job security, working conditions, job independence, relationships with colleagues, relationships with superiors, and company characteristics. From this statement it can be described that in addition to compensation, empowerment is a factor that affects one’s job satisfaction. This research includes quantitative research with multiple regression. Data collection using a questionnaire and data analysis using multiple regression data analysis. The results showed that the effect of employee empowerment and compensation at Universitas Negeri Malang was quite significant. Empowerment of academic staff will be maximized if employees are given full trust to work, while providing maximum compensation according to employee expectations will result in employee job satisfaction. Keywords: empowerment, compensation, job satisfaction

Followership and job satisfaction in the public sector

2016 ◽  
Vol 29 (3) ◽  
pp. 218-237 ◽  
Author(s):  
Myung Jin ◽  
Bruce McDonald ◽  
Jaehee Park
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Empirical Study ◽  
Organizational Factors ◽  
Situational Factors ◽  
Content Type ◽  
Performance Orientation ◽  
Employee Job Satisfaction ◽  
And Performance ◽  
The Relationship

Purpose – The purpose of this paper is to explicate the role of followership behavior on employee job satisfaction as well as the conditions that may moderate its impact. Design/methodology/approach – This study uses a large n survey data from federal agencies and investigates an additive moderation model in which two situational factors, perceived supervisor support (PSS) and performance-oriented culture (POC), interact with followership behavior. Findings – Employees high on active followership perceived greater job satisfaction when PSS was high, rather than low. On the other hand, employees high on active followership perceived greater job satisfaction when POC was low, rather than high. Research limitations/implications – This is, to the knowledge, the first empirical study based on a cross-sectional survey that tests how the effects of active followership on employee job satisfaction may vary depending on the different types of situational factors. As such, more studies are needed to validate the causal directions of the findings. Practical implications – The present findings show that active engagement had greater association with job satisfaction when leader involvement was high and performance orientation was low. For highly engaged employees, leaders are encouraged to show higher degree of involvement in their work but with less emphasis on the performance orientation of the organization. Originality/value – This study contributes to the broader literature in public sector leadership in two ways. First, research on the relationship between followership and job satisfaction has been sparse. Second, and most importantly, this study is the first empirical study that tests the moderating roles of situational (organizational) factors on the relationship between followership and employee attitude (job satisfaction).

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