The effects of job satisfaction on work outcomes have been of interest to social scientists for decades. The interpretation of the general job satisfaction results was that petrol attendants are not engaged in work.
LIST OF TABLES
Table 4.9 Frequencies and Percentages of the companies' Shift Schedule 57
Table 4.19 Frequencies and Percentages of Responses on Supervisor's
Table 4.20 Frequencies and Percentages of Responses on Ability to Uphold
Frequencies and percentages of responses to wages 67 Frequencies and percentages of responses to opportunities for. Frequencies and percentages of responses to working conditions 69 Frequencies and percentages of responses to colleagues.
INTRODUCTION
- INTRODUCTION
- BACKGROUND AND CONTEXT
- MOTIVATION FOR THE STUDY
- VALUE OF THE STUDY
- PROBLEM STATEMENT
- RESEARCH QUESTIONS
- RESEARCH OBJECTIVES
- HYPOTHESES
- LIMITATIONS OF THE STUDY
- STRUCTURE OF THE STUDY
- CONCLUSION
To find out if there is a significant difference in the overall satisfaction of petrol station attendants belonging to different groups of biographical variables (gender, age, marital status and level of education). Although the oil company has a nationwide network of service stations, interpretation of the study results is limited to service stations in the greater Durban metropolitan area.
REVIEW OF LITERATURE ON JOB SATISFACTION
INTRODUCTION
JOB SATISFACTION DEFINED
THE NATURE OF JOB SATISFACTION
MEASUREMENT OF JOB SATISFACTION
The facet approach, on the other hand, focuses on different aspects of work, such as other people at work (superiors or colleagues), working conditions, etc. and the nature of the work itself. Smither argues that although it would seem logical that overall job satisfaction would derive from the level of satisfaction with job aspects, some researchers have suggested that a global approach would be more useful.
THEORIES OF MOTIVATION AND JOB SATISFACTION
- Evaluation of Equity Theory
- The Job Characteristics Model
Statt (2004) refers to the theories of motivation as attempts to explain causes and sources of job satisfaction. This theory uses a straightforward approach to look for the causes of job satisfaction in the characteristics of the job itself (Start, 2004).
ANTECEDENTS OF JOB SATISFACTION
- Co-Worker or the Work Group
- Education Level
Moving towards greater flexibility can have marked effects on job satisfaction and performance (Mullins, 2005). The Hawthorne researchers are seen by Spector (2003) as pioneers of the dispositional approach to job satisfaction.
CONSEQUENCES OF JOB SATISFACTION AND DISSATISFACTION People's reaction to job satisfaction and dissatisfaction may manifest itself in a variety of
Farrell and Stamm (1988) cited in Spector (2003) showed that the relationship between job satisfaction and absenteeism is inconsistent and quite small. Job satisfaction and job performance are correlated, but only because of another variable (C) that affects them both.
3- ^'ZZZZZ^L^
CONCLUSION
Job satisfaction was closely related to motivation, although the scientists note that the nature of their relationship is unknown. In general, job satisfaction theories explain how an individual's needs, values, and expectations influence work to produce job satisfaction and dissatisfaction (process theories), although there is agreement that a complete understanding of job satisfaction is beyond the scope of the theories. This chapter shows that job satisfaction can be significantly influenced by various factors other than work itself.
Both job and context factors must therefore be taken into account. with an understanding of job satisfaction. It is clear how much social scientists want to relate job satisfaction with aspects of economic importance, i.e. productivity/performance, absenteeism and turnover. The assumption that low job satisfaction means high absenteeism has produced inconsistent results, with the majority challenging the assumption.
RESEARCH METHODOLOGY
- INTRODUCTION
- RESEARCH DESIGN
- SAMPLING DESIGN
- Sampling Techniques
- PROCEDURE FOR APPROVAL TO PARTICIPATE IN THE STUDY
- MEASURING INSTRUMENT
- Section A: Demographic Variables
- Section B: Minnesota Satisfaction Questionnaire (MSQ)
- The Translated (Zulu) Version of the MSQ
- DATA COLLECTION
- DATA ANALYSIS
- CONCLUSION
In this design, each member of the population has an equal chance of being included in the sample. The specification of the researcher and the nature of the population determine the size of the probability sample. The researcher therefore decided on a convenience sample based on the elements of the population that are available and willing to participate in the research.
Details of the researcher and project supervisor were included in the letter. Job satisfaction of petrol workers was measured by a short translated (Zulu) form of the MSQ (Appendix 6). The original English version of the MSQ (Appendix 7) was designed by Weiss, Dawis, England, and Lofquist (1967).
PRESENTATION OF RESULTS
INTRODUCTION
DESCRIPTIVE STATISTICS
- General Job Satisfaction Results
However, their satisfaction level was moderate as shown by the mean score (M=3.4438) in Table 4.13. Although the majority of the sample was satisfied or very satisfied, the minimum and maximum scores in Table 4.13 show that some respondents were also dissatisfied or very dissatisfied. However, the sample's satisfaction level regarding this item was moderate, as shown by the mean score (M=3.2647) in Table 4.13.
The minimum and maximum scores in Table 4.13 also indicate the existence of differences in satisfaction with social status. The sample reflected the level of satisfaction with this item as can be seen from the mean score (M=3.5799) in Table 4.13. The mean score (M=1.6529) for this item as shown in table 4.13 reflects high levels of dissatisfaction.
RELIABILITY ANALYSIS
- Cronbach's Alpha
The descriptive statistics for the general satisfaction of the sample are presented in Table 4.34 below which indicates the mean score, standard deviation, minimum and maximum scores. The sample had a small standard deviation indicating low variability of the data set and as such a homogeneous distribution of scores.
INFERENTIAL ANALYSIS
Ho: there is no significant difference between age groups regarding overall job satisfaction. Hello: There is a big difference in overall job satisfaction between age groups. The results of the ANOVA test are shown in Table 4.38 Table 438 General job satisfaction by age.
The results of the ANOVA test are shown in Table 4.41 under Table 4.41: General Job Satisfaction by Marital Status. Hello: there is a significant difference between the educational status groups with regard to general job satisfaction. The results of the ANOVA test are shown in Table 4.43 below Table 4.43: General job satisfaction by educational status.
CONCLUSION
The LSD results clearly show that job satisfaction differs between those with matric and higher qualifications and those with educational qualifications below matric, and it was shown that respondents with low educational qualifications were moderately satisfied with their jobs, while those with matric and higher qualifications showed say they are moderately satisfied with their jobs. moderately dissatisfied with their jobs. The average score results indicate that the higher the educational qualifications of the respondents, the lower their job satisfaction. The LSD test does not indicate differences in the level of satisfaction between those with matric and those with qualifications higher than matric.
DISCUSSION OF RESULTS
- INTRODUCTION
- DESCRIPTIVE STATISTICS RESULTS
- Sources of Satisfaction
- Sources of neutral feelings
- Sources of Dissatisfaction
- INFERENTIAL STATISTICS RESULTS
- Age and Job Satisfaction
- Marital Status and Job Satisfaction
- Educational Status and Job Satisfaction
- CONCLUSION
A total of 58.3% of the sample indicated moderate dissatisfaction with the way their job provides permanent employment. The results of the twenty MSQ facets yielded neutral feelings (neither satisfied nor dissatisfied) of overall satisfaction for the sample. It could be that petrol attendants were not sincere with their answers due to the nature of their relationship with their employers.
The results of the average scores indicate that single people are moderately dissatisfied with their jobs, while the married people were found to be moderately satisfied. The neutrality of the results was seen to have been affected by the lack of extreme responses to the various job facets. The interpretation of the lack of extreme reactions was that petrol attendants are not job involved, therefore their emotions are not strongly influenced by their job experiences.
RECOMMENDATIONS AND CONCLUSION
- INTRODUCTION
- RECOMMENDATIONS FOR FUTURE RESEARCH The following recommendations are suggested for future research
- RECOMMENDATIONS RELEVANT TO THE STUDY
- The Role of the Oil Company
- CONCLUSION
The most profound outcome of job involvement may be related to the ability of gas station attendants to serve customers with minimal incidents. Judging by the results of the study, it is hard to believe that petrol attendants are not motivated by the wages they earn. It is noted that some petrol attendants are willing to work long hours in an effort to make ends meet.
The results of this study have shed some light on certain important factors relating to job satisfaction with particular reference to the petrol attendants. Some of the factors that led to job dissatisfaction among petrol attendants are what Herzberg et al. An improvement in the unsatisfactory factors will greatly contribute to the general satisfaction of the petrol attendants.
BIBLIOGRAPHY
An examination of conflicting findings on the relationship between job satisfaction and absenteeism: a meta-analysis. Request for permission to conduct an Academic Study for your petrol workers in your country. Job satisfaction is seen to be an indicator of a person's psychological well-being or mental health, and some psychological authors believe that a person who is unhappy at work is unlikely to be happy in general.
This belief indicates the possibility that job satisfaction affects one's life satisfaction, probably due to the amount of time one spends at work. This project therefore aims to measure the level of job satisfaction of Petrol Attendants, a construct considered to be related to performance, absenteeism and turnover. To make recommendations on the factors that have been found to contribute to dissatisfaction among petrol attendants.
Benefits of the Study
APPROVAL LETTER
DEALER'S SIGNATURE DATE
Ukubamba iqhaza kule nhlolovo kuzodalula (kwembule) futhi kubonise umsebenzi wakho owanelisayo futhi kusize umqashi wakho enze ngcono isimo, ngokwenza ngcono lezo zici azibheka njengezingagculisi. Labo ababambe iqhaza kulolu cwaningo bazovezwa emsakazweni noma ephephandabeni, umphumela walolu cwaningo uzogcinwa endaweni ephephile futhi usatshalaliswe ngemuva konyaka. Ukuhlanganyela kwakho kulolu cwaningo kungokuzithandela futhi ababambiqhaza banemvume yokukhishwa ohlwini lwababambe iqhaza ocwaningweni nganoma yisiphi isikhathi.
Ngeke kube nenzuzo noma ukulahlekelwa kwakho ngoba uma ubamba iqhaza kulolu cwaningo ngeke uthole ukwelashwa okungcono kunabanye. Ukubamba iqhaza kulolu cwaningo kwenzeka kanye futhi akukubophezeli ukuthi ubambe iqhaza ocwaningweni oluzayo. Ngeke kube nenzuzo yezezimali noma izindleko kuwe ngenxa yokubamba iqhaza ocwaningweni futhi ngeke uthole impatho ekhethekile ngokubamba iqhaza kulolu cwaningo.
DECLARATION
SIGNATURE OF PARTICIPANT: DATE
Questionnaire - Demographics: Zulu Version
Isigaba A
Imilando yabantu abahlukene
Qaphela lokhu
Ubulili Owesilisa
Imininingwane yokushada Ongashadile
Izinga lemfundo onalo
Umholo/umvuzo ngesonto (singakafakwa ngokunjalo kungakabanjwa lutho)
Ulwazi onalo lokusebenza egaraji Izinyanga eziyisithupha kumbe
Questionnaire- Demographics: English Version
NOTE
Sex Male
Marital Status Single
Dependants None
Educational Qualifications Sub A - Sub B
How much is your basic weekly wages (without overtime and before deductions?
Working Experience as Petrol Attendant in years 1
Minnesota Satisfaction Questionnaire ~ Zulu Version
Isigaba B Uhla lwemibuzo yokweneliseka (Minnesota)
Minnesota Satisfaction Questionnaire - ENGLISH VERSION SECTION B MINNESOTA SATISFACTION QUESTIONNAIRE
Decide how satisfied you feel with the aspect of your job described in the statement. If you feel your job is giving you more than you expected, check the box below. If you feel that your job is giving you what you expected, tick the box below.
If you feel that your job gives you less than you expected, check the box below. If you feel that your work gives you much less than expected, check the box below. Remember to keep the statement in mind when deciding how satisfied you feel about that aspect of your job.
Be frank and honest. Give a true picture of your feeling about your present job
The purpose of this questionnaire is to give you the opportunity to tell us what you think about your current job, what you are satisfied with and what you are not satisfied with. Based on your answers and those of people like you, we hope to gain a better understanding of what people like and don't like about their work. If you can't decide whether or not the job is giving you what you expected, check the box under "N" (Neither satisfied nor dissatisfied).
Being able to be busy all the time e the ability to work alone 011 job e the opportunity to do different things from time to time e the ability to be someone in the community e the way my boss treats his workers e the competence of my superior in making decisions g being able to do things, which do not conflict with my conscience e the way my work provides permanent employment e the opportunity to do things for other people.
UNIVERSITY OF
VAZULU-NATA!
