The Explorer Islamabad: Journal of Social Sciences

ISSN (E): 2411-0132, ISSN (P): 2411-5487

Vol-1, Issue (7):264-267
www.theexplorerpak.org

FACTORS EFFECTING THE JOB SATISFACTION OF PUNJAB POLICE PERSONNEL IN

DISTRICT SARGODHA
Muhammad Shahzad1, Sammer Fatima1, Farooq Abdullah2, Farhan Riaz1, Shazia Mehmood1
Department 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
Lashari003@gmail.com
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 wellstructured 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

264

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
SA
A
D
SD

Total

SA

25

13

39

25

15

42

11

19

39

SD

16

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
SA
A
D
SD

Total

265

SA

17

23

22

20

49

24

SD

10

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
SA
A
D
SD

Total

SA

38

15

57

13

19

33

18

SD

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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Brunetto, Y., and R. Farr-Wharton

266

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2015The Explorer Islamabad Journal of Social Sciences-Pakistan

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