Organizational climate and job satisfaction in the Royal Hong Kong Police

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Organizational climate and job satisfaction in the Royal Hong Kong Police

 

Author: Chiu, Wai-yin Winnie
Title: Organizational climate and job satisfaction in the Royal Hong Kong Police
Degree: M.B.A.
Year: 1994
Subject: Royal Hong Kong Police
Job satisfaction -- China -- Hong Kong -- Case studies
Employee Motivation -- China -- Hong Kong -- Case studies
Hong Kong Polytechnic -- Dissertations
Department: Dept. of Management
Pages: ix, 62, [18] leaves ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1152539
URI: http://theses.lib.polyu.edu.hk/handle/200/3583
Abstract: The objective of this project is to study the relationship between organisational climate and job satisfaction within the Royal Hong Kong Police (RHKP) with a view to use organisational climate as an intervening construct to improve organisational performance. The research is based on a survey on Police Constables working in the Uniform Branch (UB) and Criminal Investigation Department (CID) using a questionnaire derived from Litwin and Stringer's (1968) measure of nine organizational climate dimensions and Rusbult and Farrell's (1983) measure of global job satisfaction. The organisational sub-climates and perceived job satisfaction in UB and CID are compared to identify any significant difference between the two settings. The survey reveals that 58.7% of the respondents is either dissatisfied or very dissatisfied with their job. Nonetheless, only 7.3% of the respondents indicate that there is less than 50% chance that they will stay in the job in the next six months. It appears that whilst a lot of officers are dissatisfied with their job, they cannot afford to leave. The survey does not reveal any significant difference of job satisfaction between UB and CID officers. Among the organisational climate dimensions, there are significant differences in reward, risk and warmth between UB and CID. Five of the organisational climate dimensions : responsibility, risk, warmth, standard and conflict account for a significant proportion of variance of job satisfaction. Regression analysis using the nine climate scales as independent variables and job satisfaction as the dependent variables yields a significant regression equation. The findings indicate a weak positive linear relationship between the organisation climate dimensions and job satisfaction. However, the coefficient of determination is quite low. Only 22% of the total variation of job satisfaction is explained by the regression line. The findings are consistent with previous empirical studies that organisational climate variables can be used as a intervening construct to enhance employee motivation and job satisfaction. It is recommended that a more achievement oriented climate be created in CID while a more affiliation oriented climate be created in UB. Finally, to create a more appropriate climate for risk in UB, individual leadership style may have to be adjusted.

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