Job satisfaction of the executive officer grade in the Hong Kong civil service

Pao Yue-kong Library Electronic Theses Database

Job satisfaction of the executive officer grade in the Hong Kong civil service

 

Author: Lau, Ping-kai Joseph
Title: Job satisfaction of the executive officer grade in the Hong Kong civil service
Degree: M.B.A.
Year: 1995
Subject: Government executives -- Job satisfaction -- China -- Hong Kong
Civil service -- China -- Hong Kong
Hong Kong (China) -- Officials and employees
Hong Kong Polytechnic University -- Dissertations
Department: Dept. of Management
Pages: xv, 133, [3] leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1555488
URI: http://theses.lib.polyu.edu.hk/handle/200/2594
Abstract: Job Satisfaction is an important factor in staff retention. Executive officers are middle level managers in the Hong Kong Civil Service who are fulfilling a vital role in the management of the civil service as well as in several key policy and operational areas. The Executive Officer Grade has been having problems with recruitment and retention since 1989. In the best interest of Hong Kong, a stable and contented Executive Officer grade should be maintained, in particular as 1997 approaches. The purpose of this study is to ascertain if Executive Officers are satisfied with their job and the degree of their satisfaction/dissatisfaction, what factors in their jobs contribute most to their satisfaction and what demographic variables are related to job satisfaction. This may help diagnose organizational weaknesses and shortcomings, and provide insights as to how these can be rectified and remedied. The research instrument is a survey questionnaire distributed to a random sample of 371 Executive Officers, spreading evenly across all ranks and representing 20 percent of the population. The response rate was 29.4 percent. The survey questionnaire contained twenty-six statements designed to capture information as to how the respondents feel about the various job aspects under five major dimensions, namely, work, people, organization, value and reward, primarily based on a review of the theoretical framework of the Content and Process Theories on Job Satisfaction. The questionnaire also had questions relating to demographic data of respondents : age, service, rank, education, marital status and gender. The study has several major conclusions. On the whole, Executive Officers are satisfied with their job. The People, Work and Value factors contribute most to their satisfaction. They are dissatisfied with Organization and Reward factors. They rank intrinsic elements, such as achievement and value, as most satisfying and extrinsic ones such as advancement and compensation, the least satisfying. None of the demographic variables are strong predictors of job satisfaction or dissatisfaction although it does seem that junior Executive Officers are the most dissatisfied among all. As with most self-reporting testing instruments, this study might be subject to inaccuracy in its results due to untruthful answers. Despite this limitation, the research findings does provide an indication of the job satisfaction level of Executive Officers and of those factors which contribute most to their satisfaction.

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