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The Explorer Islamabad: Journal of Social Sciences ISSN (E):
2411-0132, ISSN (P): 2411-5487 Vol-1, Issue (7):264-267
www.theexplorerpak.org
264
FACTORS EFFECTING THE JOB SATISFACTION OF PUNJAB POLICE
PERSONNEL IN DISTRICT SARGODHA
Muhammad Shahzad1, Sammer Fatima1, Farooq Abdullah2, Farhan
Riaz1, Shazia Mehmood1 1Department of Sociology, PMAS University of
Arid Agriculture Rawalpindi, 2Department of Sociology
and Rural Development, University of Azad Jammu and Kashmir
Corresponding Author: Muhammad Shahzad Department of Sociology,
PMAS UAAR [email protected] Abstract: Job satisfaction is an
affable emotional state of an employee which results from his/her
job experiences. Satisfied employees create a more positive working
environment for organizations. The major objectives of the study
were to explore different factors like salary, promotion,
management support, availability of the resources and working
conditions effecting job satisfaction of Punjab police personnel.
The research was quantitative in nature and it has focused the job
satisfaction level of Punjab police employees in district Sargodha.
A well-structured questionnaire was used as a tool for data
collection. The studys sampling frame was Punjab police department
of district Sargodha. Multistage sampling was used as research
technique and a sample of 150 respondents were selected. The
findings of this research indicate that the employees were
satisfied with their jobs, because they were getting handsome
salary packages, fair chances of promotion and all the resources
required for their job. It was also concluded that employees were
not satisfied with their high-ups.
Key Words: Job satisfaction, Salary, Promotion opportunities,
Managerial control
INTRODUCTION Job satisfaction plays a vital role in life of a
man, because it effects the personal and social adjustment of the
individual. Inversely the job dissatisfaction badly effects on the
physical and mental health of the individual. The relationship and
association between job satisfaction and employee's work
performance has always been a topic of discussion in human resource
management literature. A satisfied worker positively affects the
organization while a dissatisfied worker creates damage in an
organizational setup. The organizations should make a setup to
minimize the dissatisfaction level of the employees. The reward
system in organizational setup is most effective mechanism.
Performance management system should be based on ideological
underpinnings and a holistic context by strengthening the linkages
among the key components such as performance planning, performance
execution, performance judgment, credit and reward, and performance
improvement on a continuous basis. When the workers seem
dissatisfied with the work, there are some outside factors
which
influence the emotional adjustment of the employees. It includes
the promotion opportunities, level of salary according to the work
performance of the employees and provision of facilities from the
organization (Brunetto and Farr-Wharton 2003). Job satisfaction is
defined as the different facilities possessed by the worker on his
work. Every employee has different level of these attitudes. These
arrogances are closely related to the work environment of the
organization. The provision of the wages, work hours in the
organization, promotion opportunities, managerial control by the
high ups of the workers, these attitudes positively as well as
negatively affect the satisfaction and dissatisfaction level of the
employees. Job satisfaction is a tenacious actual state which has
risen in the worker as a purpose of the apparent features of his
job in relation to his frame of reference (Sinha and Agarwal 1970).
Numerous studies have been conducted to assess the job satisfaction
of employees in human resource management. The studies associated
with the police personnel consists interesting
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results. It was concluded from the study that the leave taken by
the police employees and the promotion opportunities are negatively
associated. The police officers indicated that they have to perform
different types of tasks when they are on duty, so they are
specially trained for that type of tasks. The main factor which
plays an important role in job satisfaction of the employees is the
managerial control, which is positively as well as negatively
associated with the work performance, if the employees are treated
and supervised in a mannered way, it enhances the job satisfaction
of the employees (Brough and Frame 2004). Herzberg added a theory
about job satisfaction. He has given a two tailed motivational
theory. The theory is based on the occurrence of one type of job
features or rewards leads towards the job satisfaction (i.e.,
motivators), the other set of job features stops the job
dissatisfaction (i.e., hygiene factors). Motivational factors are
those which compel an individual to work, basically it is an inner
force which forces a worker to fulfill the goals of the
organization. On the other side the hygiene factors only stop the
dissatisfaction. The job satisfaction and dissatisfaction never
consist the continuity to increase in one set and decrease in other
set but these are dependent on psychological phenomena. Herzberg
argued that higher and lower-order needs operate independently.
Fulfillment of these lower-order needs is essential to employees
retention but cannot lead to satisfaction or motivation.
Satisfaction can only come from the fulfillment of higher-order
needs (Mausner and Snyderman 1959). Salary is the most important
factor which enhances job satisfaction of the employee because it
guarantees the need fulfillment of the employee. All the benefits
are closely associated with the incentives given in the form of
salary (Luthans 2001). The salary and other incentives are utmost
important for the variable of job satisfaction (Waskiewicz 1999).
The promotion in job accompanies rewards and positively linked with
the job satisfaction (Luthans 2001). The managerial control and
supervision is also closely linked with job satisfaction. There are
numerous studies which indicate that the attitude of the employee
is associated to the supervision provided to them (DeMato
2001).
MATERIALS AND METHODS The universe of the present study
comprised of the employees of Punjab police of District Sargodha.
Sampling frame was inclusive of 27 police stations of District
Sargodha. Multistage sampling was used for the collection of data.
In first step, 10 police stations were selected out of 27 police
stations and then in second step 15 respondents were taken randomly
for collection of data from each police station. Thus a sample of
one hundred and fifty respondents (150) was drawn by using simple
random sampling techniques. Structured questionnaire was used as
tool for data collection. The questionnaire was constructed
according to the objectives and variables of the study and then
(SPSS) was used for the data analyses. RESULTS Table.1: The
Association between I am Satisfied with my job and Sufficient
Income Keeps me Away from Leaving my Job
Salary Job satisfaction level of employees
Total
SA A D SD
SA 25 13 1 0 39
A 25 15 1 1 42
N 3 1 0 0 4
D 3 6 11 19 39
SD 0 3 16 7 26
Total 56 38 29 27 150
Chi square value = 112.938 Df= 12 P value= 0.000** ** = Highly
significant Above table shows the results from cross tabulation of
the variables; I am satisfied with my job and sufficient income
keeps me away from leaving my job, concluded that the relationship
between the two variables is highly significant and the alternative
hypothesis is accepted because the p-value is .000. This table
signifies that there is an association between the two variables
(job satisfaction and salary/pay). Table.2: The Association between
There is an Adequate Appraisal for my pPerformance and I am
Satisfied with my Job
Managerial control
Job satisfaction level of employees
Total
SA A D SD
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SA 17 4 1 1 23
A 22 20 6 1 49
N 1 2 2 0 5
D 6 7 7 4 24
SD 10 5 13 21 49
Total 56 38 29 27 150
Chi square value = 58.957 Df= 12 P value= 0.000** ** = Highly
significant Above table shows the results from cross tabulation of
the variables I am satisfied with my job and adequate means of
appraisal of performance, concluded that the relationship between
the two variables is highly significant and the alternative
hypothesis is accepted because the p-value is .000. This table
signifies that there is an association between the two variables
(job satisfaction and managerial control). Table.3: The Association
between I am Satisfied with my Job and Chances for Promotion on my
Job
Promotion Opportunities
Job satisfaction level of employees
Total
SA A D SD
SA 38 15 3 1 57
A 13 19 0 1 33
N 1 2 0 0 3
D 1 1 9 7 18
SD 3 1 17 18 39
Total 56 38 29 27 150
Chi square value = 121.546 Df= 12 P value= 0.000** ** = Highly
significant Above table shows the results from cross tabulation of
the variables Job satisfaction and chances for promotion in job,
concluded that the relationship between the two variables is highly
significant and the alternative hypothesis is accepted because the
p-value is .000. This table signifies that there is an association
between the two variables (job satisfaction and chances of
promotion).
DISCUSSION Job satisfaction has a great impact over an
individuals behavior. Present era is highly materialistic and money
oriented. Thus, everyone wants a job to fulfill the basic household
needs and amenities of life. The relationship between job
satisfaction and employee's performance has always been discussed
in literature of human resource management. The employee who is
satisfied with his job always performs well in organization while a
worker who is not satisfied with his job didnt perform well, he
damages the organizational setup. Job satisfaction is further
linked with the quality of life, as well as strongly associated
with the familial life. Workers that are dissatisfied do not
perform because of mental stress hence weakening their status of
employees. The police personnel investigated in present study
indicated that salary is closely associated with the job
satisfaction because the workers who receive lower pays cannot
afford the family expenses. The employees of the present study were
satisfied with their salaries. Another factor which is also closely
associated with the job satisfaction is the promotion
opportunities. A worker, who is properly promoted, is happier and
more loyal to his organization. The police men were looking
satisfied with the promotion opportunities given to them. The
supervision also affects the job satisfaction level. The
respondents of the present study revealed that they are not
satisfied with the mechanism of managerial control. Their high ups
are not very fair with them. CONCLUSION The study concludes that
job salary, promotion opportunities, managerial support,
availability of the resources and working conditions collectively
are responsible for the job satisfaction of an individual.
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The Role of Social Support and Police Organisational Variables. New
Zealand Journal of Psychology 33 (1): 8-18.
Brunetto, Y., and R. Farr-Wharton
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Luthans, F.
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Mausner, Bernard, and Barbara Bloch Snyderman
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2015The Explorer Islamabad Journal of Social
Sciences-Pakistan
