Abstract
This paper discusses findings of a study that has been launched to identify the level of job satisfaction of library professionals by generational cohorts. The aim of this study is to evaluate the level of job satisfaction among three generations (i.e. Baby Boomers, Generation X and Generation Y) of the professional staff of the university libraries of Sri Lanka in terms of five job satisfaction parameters namely; work, coworkers, compensation, promotion and supervision. The population of the current study consisted of 125 library professionals of 15 universities under University Grants Commission in Sri Lanka. A semi structured questionnaire was used as the main data collection instrument. The results of the study indicated that there are some differences and similarities of job satisfaction of university library professionals in perceptions associated with three generations. There is a significant difference of job satisfaction in perception of both work and supervision among three generations. Guidelines have been developed to enhance the level of job satisfaction of university library professionals. Job satisfaction of library professionals is essential and a fundamental determinant of the development and organization of the service.
Highlights
Job satisfaction has been correlated with enhanced job performance, positive work values, high levels of employee motivation and lower rates of absenteeism, turnover and burnout [1]
This study aims at identifying the level of job satisfaction of the university library professionals including all members of academic staff of the library
The results indicate that the Baby Boomers have a statistically significant larger average job satisfaction – work score than the Generation X group, p = 0.026
Summary
Job satisfaction has been correlated with enhanced job performance, positive work values, high levels of employee motivation and lower rates of absenteeism, turnover and burnout [1]. There are many motivational theories that evolved throughout the last 70 years These theories are important to build a better workforce of an organization. These include Maslow’s hierarchy of needs theory, Herzberg’s two factor theory, Discrepancy theories, Adams equity theory and McClelland's need theory, etc. In Herzberg’s two factor theory job satisfaction was associated with positive intrinsic sources related to the content of the job such as achievement, recognition, work itself, responsibility, and advancement which Herzberg termed motivators. Achievement is associated with an individual’s need to optimize their performance, affiliation is associated with relationships and power is associated with the ability to influence others directly or indirectly [6]
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