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Table of Contents1. INTRODUCTION………………………………………………………………………………………………………….. 1
2. RESEARCH QUESTIONS………………………………………………………………………………………………… 2
3. OBJECTIVES OF THE STUDY………………………………………………………………………………………….. 2
4. THE SETTING………………………………………………………………………………………………………………… 2
5. LITREATURE REVIEW……………………………………………………………………………………………………..4
1. BACK GROUND OF THE JOB SATISFACTION………………………………………………………………42. SIGNIFICANCE OF JOB SATISFACTION……………………………………………………………………….5
6. CONCEPTUAL FRAME WORK AND DEVELOPMENT OF HYPOTHESIS……………………………….. 51. Development of Hypothesis………………………………………………………………………………………. 7
7. RESEARCH METHODOLGY……………………………………………………………………………………………… 7
1. Data collection………………………………………………………………………………………………………... 7i. Primary Data………………………………………………………………………………………………………… 7ii. Secondary Data…………………………………………………………………………………………………….. 7
2. Research approach…………………………………………………………………………………………………… 73. Research instruments………………………………………………………………………………………………. 84. Operationalization of variables………………………………………………………………………………… 85. Resources………………………………………………………………………………………………………………… 96. Research procedure………………………………………………………………………………………………… 97. Sampling………………………………………………………………………………………………………………….. 9
i. Representative Sampling and Sample size…………………………………………………………….. 9
8. ANALYSIS OF DATA………………………………………………………………………………………………………… 10
9. LIMITATIONS OF THE RESEARCH…………………………………………………………………………………….. 10
10. SCHEDULE AND TIME PLANNING……………………………………………………………………………………. 10
11. BIBILIOGRAPHY……………………………………………………………………………………………………………… 11
Appendix
1 questionnaire…………………………………………………………………………………………………………………….. 12
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’ affairs 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.
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2) RESEARCH QUESTIONS: -
A pilot survey was conducted among ten police officers from inspectorate of Nugegoda police
division before 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:-
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 police division
► To ascertain the impact of job satisfaction to the Nugegoda
► 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
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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.
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
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Basic structure of the Sri Lanka police department
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 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
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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 than employee 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
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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 and increase in error rate.
6) CONCEPTUAL FRAME WORK AND DEVELOPMENT OF HYPOTHESIS:-
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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 police officers will be.
H 2. The more favourable environmental factors the more satisfaction of police officers will be.
H 3. The more favourable personal factors the more satisfaction of police officers will be.
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.
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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. Each question 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
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4. Operationalization of variables
Organizational factors
Environmental factors
Personal factors
1. Salaries and incentives
1. Intimidation by others
1. Social recognition
2. Promotions
2. Work group 2. Interest
3. Policies 3. Working conditions
3. Personal growth
4. Rewards 4. Safety 4. Personality
5. Code of discipline
5. Community support
5. Service experience
6. Nature of works
6. Level of education
7. Autonomy8. Job
security89. Communic
ation10. Supervisio
n11. Welfare
and compensation
Overall satisfaction
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 to respondents and they may 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 will be selected as a
sample on judgmental sampling.
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Rank Number of
officers
SSP/SP/ASP 8
C.I 11 190I.P/W.IP 32
S.I/W.S.I 147
P.S/W.P.S/P.S.D 252
P.C/P.C.D/
W.PC
1245
Total 1695
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 the research. These limitations are:
Time and cost is major limitation, which may affect the study.
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
August
Septemb
October
Novembe
Decembe
January
February
March
April
Review and draft literature
collection of primary data and secondary data
Compile, pilot and review questionnaire
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Administer questionnaire
Final collection of questionnaire
Analysing data
Final writing of project reportand submitting the research
11) BIBILIOGRAPHY
1. Benson,B.L(2002). A case study of selected factors of job satisfaction among Flint police 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 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/doc_files/clc_articl_on_productivity.pdf
7. Munir,N.S (2002).Job satisfaction and Performance research data analysis report.
8. Police History, Retrieved Aug. 19, 2012 12:39.from http://www.police.lk/index.php/police-history
9. Serhan,E.(2004).Major determinants of job satisfaction among mid-level police managers.
Louisville:University of Louisville.
10. Sinha,A.K(2005).A study of bank employees.
11. Spector, P.E. (1997).Job 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 for Minnesota satisfaction 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
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Appendix A
Job Satisfaction Survey of Inspectorate of Nugegoda Police Division
Instructions: please take a couple of minutes and answer the following questions frankly. Your anonymity will be secured.
Part- 1
General Information
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__________________________
Relations in the police service __________________________Reasons for selecting the Police service for your employment1__________________________2__________________________
Part -2For the following questions, please check the box that best describes your assessments:InstructionRating scale of survey:Kindly follow the following categories:• Strongly agree : 5• Agree : 4• Neutral : 3• Disagree : 2• Strongly disagree: 1
12
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ORGANIZATIONAL FACTORS Strongly agree
Agree Neutral Disagree Strongly disagree
(score)
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 responsibility.
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
(score)
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.
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
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 these lines. If you need more space, feel free to use the back of this page).
------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
3) What are the factors that you most dislike and like about your job in addition to above-mentioned facts? (It is not contradicted to what you have accepted above)
-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
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------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
Organizational 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)
23
6. Nature of works
6 6. Level of education
24
7. Autonomy 78. Job security15 89. Communication 9
10. Supervision 1011. Welfare
and compensation
11
Overall satisfaction
25,26
15
