Abstract
While job satisfaction is a major concern in today’s organizations, there is little empirical research concerningQuantity Surveyors in public sector in Nigeria. Primary data were sourced through survey of Quantity Surveyorsin various ministries and parastatals by adopting Job Satisfaction Questionnaire used by previous researchers toelicit information under the two headings for general satisfaction scale to indicate their satisfaction ordissatisfaction with research variables along a five-point scale. The data were subjected to descriptive statistics,this paper examined the the major variables affecting job satisfaction amongst Quantity surveyors working inNigerian public sectors at federal level. The research revealed that Quantity Surveyors in public service are moresatisfied with their when adequate recognition is given and opportunities for advancement are encouraged. Theresult of the correlation also showed that strong positive relationship existed between adequate recognitionopportunities and feeling of accomplishment derived from the job with the r-value of 85%. The researchrecommended that advancement opportunity in career progression and professional development such asin-house training should be encouraged to improve quality service delivery and also practice of job developmentand job enrichment in the workplace which is vital tool to satisfy employees and make them happy should begiven adequate attention.
Highlights
Since 1959 when Herzberg, Mauser and Snyderman carried out a study on the “motivation to work”; they came up with the development of the “Two-Factor Theory of job satisfaction”
The main aim of this paper is to identify the major variables affecting job satisfaction amongst Quantity surveyors working in Nigerian public sectors at federal level and the specific objectives include; to investigate the impact of job satisfaction on Quantity Surveyors performance; the motivating factors that enhances organisational commitment, the relationship that exists between job satisfaction and organisational commitment on the satisfaction derived from work
Well structured questionnaire previously used by Bright (2008) and Moynihan and Pandey (2007) which identified job satisfaction and job/organisational commitment was used for the data collection and the survey involved a random selection of potential participants from the available Quantity Surveyors in the study area
Summary
Since 1959 when Herzberg, Mauser and Snyderman carried out a study on the “motivation to work”; they came up with the development of the “Two-Factor Theory of job satisfaction”. The developed theory was based on interview of over two hundred professionals accountants and engineers in Pittsburgh and Pennsylvania to determine the factors responsible for job satisfaction and dissatisfaction (Herzberg et al, 1959). This was later researched further to explore factors responsible for job dissatisfaction Herzberg (1987) and Herzberg (2003). McKee-Ryan, Schriesheim, Carson, (2002) and Kreitner & Kinicki, (2007) argued that it is little wonder that over 12,000-job satisfaction studies were published by the early 1990s, the concept has been increasingly sophisticated and challenged. The concept of job satisfaction is very abstract and complex, even opined to be indescribable and mythical (Malik, 2011)
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