Factors Influencing Employees Job Satisfaction At The Kenya Institute Of Curriculum Development

Abstract

Job satisfaction is one of the most researched concepts in organizational behaviour because many researchers have linked it with enhanced job performance. The objectives of this study was to investigate the influence of working conditions, leadership, organizational behaviour and reward systems on the job satisfaction of employees in the Kenya Institute of Curriculum Development (KICD). The study used a cross sectional descriptive survey design where data was collected using questionnaires and analyzed to answer the stated research questions. The target population was 345 employees of KICD who form the universe population. A sample size of 182 respondents was used based on the Krejcie & Morgan table of determining sample size out. Data was collected using questionnaires, which were piloted to ensure that they were clearly structured and the questions had the same meaning to the respondents to avoid ambiguity. Out of the 182 questionnaires administered, 151 were filled and returned which gave a questionnaire return rate of 83%, which was considered adequate for the study. The data collected was analyzed using Statistical Package for Social Sciences (SPSS) and correlation analysis done using Pearson’s Product Moment Correlation. Correlation analysis between working conditions at the Kenya Institute of Curriculum Development and the employees’ job satisfaction revealed a strong positive linear relationship between employees’ working conditions and their job satisfaction. The employees were generally satisfied with their working conditions but dissatisfied that there are no sports facilities in the institute for use by staff. The study further revealed that there is a moderately strong positive linear relationship between the reward system at the Institute and employees’ job satisfaction and that pay, recognition and promotion opportunities were key determinants of the employees’ job satisfaction at KICD. Correlation analysis between supervisors’ leadership styles showed that there is a weak positive linear relationship between supervisors’ leadership styles and the employee’s job satisfaction. Similarly, the study also showed that there is a weak positive linear relationship between the organizational communication at the Institute and the employee’s job satisfaction. The study’s findings indicate that improving the employees’ working conditions and reward system at the Institute would increase their job satisfaction. In conclusion, the study established that the employees at the Kenya Institute of Curriculum Development are generally satisfied with their jobs. However, for the Institute to get the best from the employees, it should consider improving their job satisfaction, which by extension would increase their performance hence productivity