Table of Contents 1. INTRODUCTION …………………………………………………………………………………………………………..
1
2. RESEARCH QUESTIONS ………………………………………………………………………………………………… 2 3. OBJECTIVES OF THE STUDY ………………………………………………………………………………………….. 2 ……………………………………………………………………… ……………………………………………………………………………………… ………………………………………… 2 4. THE SETTING …………………………
5. LITREATURE REVIEW……………………………………………………………………………………………………..4 1. BACK GROUND OF THE JOB SATISFACTION ………………………………………………………………4 2. SIGNIFICANCE OF JOB SATISFACTION ……………………………………………………………………….5
6. CONCEPTUAL FRAME WORK AND DEVELOPMENT OF HYPOTHESIS ……………………………….. 5 1. Development of Hypothesis………………………………………………………………………………………. 7
7.
RESEARCH METHODOLGY………………………… METHODOLGY…………………………………………………………………………… …………………………………………………………………… …………………
7
1. Data collection………………………………………………………………………………………………………... 7 i. Primary Data………………………………………………………………………………………………………… 7 ii. Secondary Data…………………………………………………………………………………………………….. 7 2. Research approach…………………………………………………………………………………………………… 7 3. Research instruments………………………………………………………………………………………………. 8 4. Operationalization Operationalization of variables………………………………………………………………………………… 8 ………………………………………………………………………………… ……………………………………………………………………………… ……………………………… 9 5. Resources………………………………… 6. Research procedure………………………………………………………………………………………………… 9 7. Sampling………………………………………………………………………………………………………………….. 9 i. Representative Sampling and Sample size…………………………………………………………….. 9 8.
ANALYSIS OF DATA…………………………………………… DATA…………………………………………………………………………………………… …………………………………………………………… ……………
10
9.
LIMITATIONS OF THE RESEAR CH……………………………………… CH…………………………………………………………………………………… …………………………………………… ..
10
10. SCHEDULE AND TIME
11.
PLANNING…………………………………………………………………………………….
10
BIBILIOGRAPHY………………………………………………………………………………………………………………
11
Appendix ………………………………………………………………………… …………………………………………………………………………………… ………………………………………… .. 12 1 questionnaire………………………………
INTRODUCTION: -
All over the world, it is simply realised that the job satisfaction reflects that an employee feels about his job. Most people in employment experience a degree of satisfaction or dissatisfaction with their job. Moreover, they tend to be more satisfied with some aspects of their job than the others. Job satisfaction is very important because it is directly or indirectly involved with personal and organizational well-being. In subject of organizational behaviour, mainly six outcomes could be identified in relation to the job satisfaction i.e. job performance, organizational citizenship behaviour, customer satisfaction, absenteeism, turnover and workforce deviance. The police force is involved in citizens’ affair s from birth to death in comparison to other organizations. However, very little or no attempt took to evaluate the job satisfaction of police officers. More than eighty five thousand police men are deployed in the country but not only government but also the department itself did not seriously care of job satisfaction. If the police department did not evaluate job satisfaction, the ultimate result would be the poor performance and the low productivity and these jeopardize the reputation of the police department. This study will be carried out among officers of inspectorate (body of inspectors) of Nugegoda police division. Nugegoda police division comprises 13 police stations and 1695 police officers belonging to various ranks working for respective police stations. The inspectorate (the body of Inspectors) consists of Chief Inspectors, Inspectors and Sub Inspectors. There are 190 officers altogether in police inspectorate. To the benefit of researching it is easy to use officers belonging to the inspectorate because they are considered as first level or operational level managers. On one hand since it is a huge number of officers, it is not practical to take all the police officers in Nugegoda police division as population and on the other hand, the education level and the experience of most police officers of inspectorate would assist to measure the criteria.
1
2) RESEARCH QUESTIONS: -
A pilot survey was conducted among ten police officers from inspectorate of Nugegoda police division before this. this.
That was conducted by using of survey method. They were given a
questionnaire based on five factors which led to job satisfaction. Those factors were Salaries and incentives, promotions, working condition and job security. By analysing the result it revealed that their job satisfaction of inspectorate of police officer was below the average. It implies that there is an issue of job satisfaction among them.
What are the factors that determine the satisfaction level of employees?
Are there any special factors that help to create job satisfaction especially for the police force?
What contributes most to the employee satisfaction?
What adjustments should be done to improve job satisfaction?
3) OBJECTIVES OF THE STUDY:STUDY:-
The main objective of this research is to ascertain the job satisfaction of police inspectorate. Specific objectives of study are as follows ►
To identify the factors those influence the job satisfaction of police inspectorate.
►
To assess the satisfaction level of inspectorate in Nugegoda po lice division
►
To ascertain the impact of job satisfaction to the N ugegoda
►
To offer alternative suggestions to improve the satisfaction level of police inspectorate.
4) THE SETTING
The Sri Lanka Police Service (commonly known as the Sri Lanka Police) is the civilian national police force of the Democratic Socialist Republic of Sri Lanka. The police force has manpower of approximately 85,000. It is responsible for enforcing criminal and traffic law, enhancing
2
public safety, maintaining order and keeping the peace throughout Sri Lanka. The professional head of the police is the Inspector General of Police who reports to the minister of defence, when the Police service in under the Ministry of Defence as it is currently. The current Inspector General of Police is N.K. Illangakoon. In recent years with the Sri Lankan civil war, the police service has become an integral part of maintaining of the nation's security, with primarily focusing on internal security. Many police officers have been killed in the line of duty mainly due to terrorist attacks. Specially trained commando/counter-terrorist unit named Special Task Force, are regularly deployed in joint operations with the armed forces for counter-terrorism operations, VVIP protection, and the police command structure in Northern and Eastern provinces is closely integrated with the other security organizations under the authority of the Joint Operations Command. The structure of the police lies in a hierarchical manner as other governmental organization. In the structure of police department mainly, two commands exist namely territorial and functional under the responsibility of the inspector general of the police.
Basic structure of the Sri Lanka police department
Nugegoda police division is under the command of the S/DIG Western province and it has an officer in charge, normally it is under the responsibility of a Superintendent of police or Senior Superintendent of police. Since the mobility of police officers is higher than the other organization, any police officers have a considerable chance to be randomly selected to the Nugegoda police division form any 3
area of the country. By considering the above fact, normally, we can generalise the result what we are getting for this research result.
5) LITERATURE REVIEW:1. Back ground of the job satisfaction
Job satisfaction is an imperative phenomenon which affects the organizational and personal happiness. Paul E Spector perceived that job satisfaction is simply how people feel about jobs and different aspects of their jobs. According to Paul E Spector, It is the extent to which people like (satisfaction) or dislike (dissatisfaction). (Paul E Spector, 1997:2). There are various definitions which point out different aspect of job satisfaction. “Job Satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience” (E. A.
Locke, 1976).There are so many definitions other than this and those defined by various scholars according to their perception.
Many researchers in the history pursued various models to find factors of job satisfaction and relationship between the factors and job job satisfaction. A few of important models are concisely described below and will be used to create a conceptual framework. Evans and Laseau (1950) found the following factors affecting job satisfaction in order of preference: 1. Income, 2. Interesting, and important job, 3. Pride in company, 4. Fellow workers, 5. Immediate boss, 6. Management,7. Working conditions, 8. Security, 9. Chance to get ahead, 10. Benefit plants, 11. Safety and medical facilities.
Edwin A. Locke’s Range of Affect Theory (1976) is the most famous job satisfaction model
which states that discrepancy between what employees has and what employee wants would determine the job satisfaction. Edwin A. Locke summarised previous studies of job satisfaction in four facets, rewards, other people, nature of work and organizational context. Dispositional theory is another well-known job satisfaction theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain
4
level of satisfaction, regardless of one’s job. The range of this significant theory was narrowed
by Timothy A. Judge in 1998 by proposing Core Self-evaluations Model. Fredrick Herzberg’s two factor theory (also known as Motivator Hygiene Theory) attempts to
explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively (Fredrick Herzberg, 1957). He found organisational environment factor is the most influential factor for the job satisfaction. In need fulfilment theory it is argued that a person is satisfied when he gets what he wants and he is dissatisfied when he does not get. Needs may be essential for personal achievement, social achievement & for influence. Overall, there does not seem clear consensus among academics what factor really affect job satisfaction level the most because those varied according to the person and the organization. In association with the literature review the flowing conceptual framework was crate to structure the research. 2. Significance of job satisfaction
Recent research indicates that employee satisfaction does not necessarily contribute directly to productivity. Satisfaction may be viewed as a passive attribute, while more proactive measures such as motivation levels and brand engagement are viewed as more closely linked to behavioural change, performance, and, ultimately, to bottom line performance. The following research illustrates this point: According to 2003 Institute for Employment Studies research, employee commitment had a higher correlation to customer satisfaction satisfaction than employee satisfaction. satisfaction. Of note is that employee commitment had twice the impact of employee satisfaction on customers’ future spending
intentions: a one-point increase in employee commitment led to a monthly increase of $200,000 in sales per store and reduced absenteeism. Employee productivity depends on the amount of time an individual is physically present at a job and also the degree to which he or she is “mentally present” or efficiently functioning while present at a job. Companies must address
5
both of these issues in order to maintain high worker productivity, and this may occur through a variety of strategies that focus on employee satisfaction, health, and morale. In a nutshell, job satisfaction has relationship between, Job performances, Organizational citizenship behaviour (OCB), customer satisfaction, absenteeism, turnover and workforce deviance according the revelation of various researches. It is essential to address the issue of job satisfaction to elevate the organization and to mark the forward momentum while alleviating the dissatisfaction. The dissatisfied-worker is really a hex in an organization due to his responses such as leaving the organization, raise their voices to improve the condition, being optimistic for improving, neglecting response and allow to exit ex it and increase in error rate.
6) CONCEPTUAL FRAME WORK AND DEVELOPMENT OF HYPOTHESIS:HYPOTHESIS:-
6
In this conceptual framework, there major factor variables and 23 first level indicators are identified. The relationship between the three variables and first level indicators is tabulated above. The questionnaire will be based on those first level indicators in relation to each factor. Each indicator contains two, three, or more questions. According to this conceptual framework, job satisfaction is the dependent variable here, and other factors are independent variables. Hypothesis testing will be carried out with respect to main three factors (second level) and job satisfaction would be conducted According to above conceptual framework four hypotheses are supposed to be generated. Hypothesis may be tested through correlation statistical tools. 1. Development of Hypothesis H 1. The more favourable organizational factors the more satisfaction of p olice officers will be. H 2. The more favourable environmental factors the more satisfaction of p olice officers will be.
mo re satisfaction of police officers will be. H 3. The more favourable personal factors the more H 4. The organizational factors affect the job satisfaction of police officers than the other factors.
7) RESEARCH METHODOLGY
1. Data collection: -. There are two type of data will be collected by for the purpose for the
research. These data types are mentioned below with its description. i. Primary Data Mainly survey method will be used in form of questionnaire for collecting primary data in this research. Hence it is supposed to be carefully constructed. ii. Secondary Data
Published Sources such as police annual reports, Journals, Government Reports, Newspapers and Magazines etc.
Unpublished Sources such as Company Internal reports prepare by them given to their analyst & trainees for investigation.
Websites like police.lk official site, some other sites are also searched to find data
2. Research approach
The most suitable approach for this type of study of attitudes is the survey method. Survey usually includes research instrument, sampling plans and contact methods. 7
3. Research instruments
The questionnaire is the research instrument adopted for collecting data in this research. The structured questionnaire consists of closed ended questions. Questions are fabricated and modified in association with Job satisfaction survey, Minnesota satisfaction questionnaire and job description index. index . Each question qu estion will contain five point Likert scale and according to them, those are rated. In this research survey method will be selected because it is very common and it is easy to analyse and interpret question are based up on indicators. A questionnaire consists of a set of questions presented to the respondent for getting their responses. The questionnaire prepared was short and to the point. In this survey, questionnaire was prepared within following parameters ►
Organizational factor
►
Work environmental factor
►
Personal factor
4. Operationalization of variables
Organizatio nal factors
Environmental factors
Personal factors
1. Salaries and incentives
1. Intimidation by others
1.Social 1. Social recognition
2. Promotions
2. Work group
2.Interest 2. Interest
3. Policies
3. Working conditions
3.Personal 3. Personal growth
4. Rewards
4. Safety
4.Personality 4. Personality
5. Code of discipline
5. Community support
5.Service 5. Service experience
6. Nature of works
6.Level 6. Level of education
7. Autonomy Autonomy 8. Job security8 9. Communication 10. Supervision 11. Welfare and compensation
Overall satisfaction
8
5. Resources
For this research, papers, pencils, a printer and a computer are essential resources. In addition to that SPSS static computer package is also needed.
6. Research procedure
In Nugegoda police division, there are 13 police stations and I would go and meet the subjects and share out those questionnaires after clarifying the research objectives. The questionnaires were distributed distributed to respondents and they may complete complete the questionnaire manually. At the beginning of each questionnaire, an overview was provided. Questionnaires are supposed to be collected in December
7. Sampling i. Representative Sampling and Sample size
In Nugegoda police division; there are 1695 police officers from various ranks for the police hierarchy. From 190 police officers from inspectorate, 50 police officers officers will be selected as a sample on judgmental sampling. Rank
Number
of
officers SSP/SP/ASP
8
C.I
11
I.P/W.IP
32
S.I/W.S.I
147
P.S/W.P.S/P.S.D
252
190
P.C/P.C.D/W.PC 1245 Total
1695
9
8) ANALYSIS OF DATA
The data collected would be tabulated and analysed in such a way to make interpretations. The following statistical tools are used in the study for the purpose of analysis.
Percentage analysis
Correlation coefficient
To perform practically those calculations SPSS computer statistical package will be used. For the purpose of analysis, tabulated data presentation and MS Excel bar charts would be presented
9) LIMITATIONS OF RESEARCH: -
There are some of the limitations, which affect affect the research. research.
These limitations limitations are: are:
Time and cost is major limitation, which may affect the stud y.
Some of the respondents reluctant to share information due to various reasons
The study conducted is limited to inspectorate of Nugegoda police division only. Because
.
the bigger sample the more reliability.
10) SCHEDULE AND TIME PLANNING:-
Action
t s u g u A
e b m e t p e S
r e b o t c O
r e b m e v o N
r e b m e c e D
y r a u n a J
y r a u r b e F
l i h r c r p a A M
Review and draft literature collection of primary data and secondary data Compile, pilot and review questionnaire
10
Administer questionnaire Final collection of questionnaire Analysing data Final writing of project report and submitting the research
11) BIBILIOGRAPHY 1.
Benson,B.L(2002). A case study of selected factors factors of job satisfaction satisfaction among Flint police officers officers
2.
Dantzker, M.L.(1994).Measuring Job Satisfaction in Police Departments and Policy Implications: An Examination of a Mid-Sized, Southern Police Department, AmericanJournal of Police 13: 77-101
3.
Ganguli,H.C (2001).Job satisfaction scales for effective management, manual for managers and social scientists.
4.
Grogan, William J. (2008). Job Satisfaction at the Marietta Police Department: A Comparative Analysis, Dissertations Theses Theses and Capstone Projects. Paper 11.
5.
Hertzberg, F. (1968).One More Time: How Do You Motivate Employees. Harvard Business Review, 46, 53-62.
6.
Key Findings Linking Employee Satisfaction with Productivity, Performance, and Customer Satisfaction, Retrieved Aug. 19, 2012 06:39.from, http://www.keepem.com/ http://www.keepem.com/doc_files/clc doc_files/clc_articl_on_productiv _articl_on_productivity.pdf ity.pdf
7.
Munir,N.S (2002). Job Job satisfaction satisfaction and Performance research data analysis analysis report .
8.
Police History, Retrieved Aug. 19, 2012 12:39.from http://www.police.lk/index.php/police-history http://www.police.lk/index.php/police-history
9.
Major Serhan,E.(2004). Major
determinants
of
job
satisfaction
among
mid-level
police
managers .
Louisville:University Louisville:University of Louisville. A study of bank employees. 10. Sinha,A.K(2005). A
11. Spector, P.E. (1997). Job Job Satisfaction Satisfaction . London: Sage. 12. Sri Lanka Police Service, Retrieved Aug. 19, 2012 05:39.from, http://en.wikipedia.org/wiki/Sri_Lanka _Police _Service, 13. Sukumar, M.(1999). Study on job satisfaction among the employees of state bank of India in Coimbatore city Coimbatore, Tamilnadu, India
14. Weiss,J.D,Davis,R.V and Engalnd,J.W (1967). Manual Manual for Minnesota Minnesota satisfaction questionnaire questionnaire 15. Zaleznik, A., Christensen, C. R., and Rusethl isberger F. J. (1958). Job Satisfaction Case Studies, Psychology and Industrial Case Studies . Harvard: Harvard Business School
11
Appendix A
Instructions: please take a couple of minutes and answer the following questions questions frankly. Your anonymity will be secured.
Part- 1
Age Group: (18-27), (28-37), (38-47), (48-59). (Underlined the preferred choice) Educational level: (G.C.E O/L), (G.C.E A/L), (graduate level). (Underlined the preferred other qualifications)
Sex:
________________________
Rank: _____________________________ Branch/section: ______________________ ________________________ __ Years of the Service: ______________________ Police station: _________________________ __________________________________ _________ Civil status______________________ status__________________________ ____ Relations in the police service __________________________ __________________________ Reasons for selecting the Police service for your employment 1__________________________ 2__________________________ Part -2 For the following questions, please check the box that best describes your assessments: Instruction Kindly follow the following categories: • Strongly agree : 5 • Agree : 4 • Neutral : 3 • Disagree : 2 • Strongly disagree: 1
12
ORGANIZATIONAL ORGANIZATIONAL FACTORS
Strongly
Agree
Neutral
Disagree
agree
Strongly
(score)
disagree
1. I am satisfied with my current wages and incentives and My salary is fair comparing to other staff in other similar organization with the same level of r esponsibility. 2. I have fair opportunities for promotions. 3. Departmental rules and regulation and its implementations make a good job difficult. 4. I do not believe that I am adequately rewarded by the department and it has quick procedures for granting reward 5. Code of discipline is encouraging higher professional standards of members of the police department. 6. My nature of work properly and formally defined. 7. I am satisfied with the autonomy granted me to perform my duties. 8. I have positive perception regarding the job security and no fear of dismissal in jeopardy. 9. I get all information about the events and affairs of the police department that have an effect on my work 10. My superiors fairly treat me and I have opportunities to contribute in taking decisions. 11. I am satisfied with the welfare and compensation provided by the department for my family and me
ENVIRONMENTAL FACTORS
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
12. I am illegally not intimidated by politicians or superiors. 13. My work group is very cooperative. 14. There is too much disagreement and fighting at work. 15. My working condition is conducive to work.
13
(score)
16. Health and safety of the members of police department is not highly considered by the higher authorities. 17. Police department is not well supported by the community. 18. Some of the duties have to be carried out may threat to the life of the police officers.
PERSONAL FACTORS
Strongly
Agree
Neutral
Disagree
agree
Strongly
(score)
disagree
19. I have respectable social recognition due to the job and the role. 20. I am interested with the duties vested in me. 21. I feel that working for the police department will lead to the kind of future I want. 22. Good personality has been accepted for working as a police officer 23. My Service experience has not been considered as an influential factor to take effective decision. 24. My level of education is considered for a vital aspect for promotions and deployments.
OVERALL SATISFACTION
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
25. Any friend of mine gets an offer o ffer from the police department I would say this is a good department for working or taking the job. 26. All in all, I am satisfied with my job.
14
(score)
I) If you have, any Additional Comments you can explain the reasons behind your answers to these questions. (If you have no additional comments; please draw an X across these lines. If you need more space, feel free to use the back of this page). --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------2) What are the appropriate measurements to be carried out to enhance your job satisfaction according to your opinion?(If you have no additional comments, please draw an X across t hese lines. If you need more space, feel free to use the back of this page). ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
3) What are the fac tors that you most dislike and like about your job in addition to above-mentioned facts? (It is not contradicted to what yo u have accepted above)
------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
15
-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
Organizatio nal factors
Environmental factors
Personal factors
1.
Salaries and incentives
1
1.
Intimidation by others
12
1. Social recognition
19
2.
Promotions
2
2.
Work group
13,14(R)
2. Interest
20
3.
Policies (R)
3
3.
Working conditions
15
3. Personal growth
21
4.
Rewards(R)
4
4.
Safety
16,18
4. Personality
22
5.
Code of discipline
5
5.
Community support
17
5. Service experience(R) experience(R)
23
6.
Nature of works
6
6. Level of education
24
7. Autonomy
7
8.
Job security16
8
9.
Communication
9
10. Supervision
10
11. Welfare and compensation
11
Overall satisfact ion
25,26
16
