Factors Influencing Employees’ Job Satisfaction: a Case of Amboseli-tsavo Game Scouts Association, Kajiado County, Kenya

Abstract

People management is an important aspect of organizational processes. Ensuring that employees in a firm are satisfied with their working environment and conditions is key in the productivity and reputation of an organization. Most studies have been done in organizations to determine the level of satisfaction of employees to enhance their efficiency. Very little information is known about the level of satisfaction among employees in ATGSA in spite of it having been in force for over 10 years and mandated to protect the natural resources in Amboseli ecosystem, which are key to the pastoral livelihoods in the ecosystem. This study was therefore, to evaluate factors affecting employees‟ job satisfaction among the employees with specific consideration in the Amboseli-Tsavo Game Scouts Association (ATGSA) based at Kajiado County, Kenya. The specific objectives of the study were to establish how remuneration package influence employees‟ job satisfaction in ATGSA, the effect of working environment on job satisfaction, examine how fairness influence employees‟ job satisfaction, investigate the influence of promotion on employees‟ job satisfaction, and determine how job security affects employees‟ job satisfaction among employees in ATGSA. Out of the target population of 362 members, only 195 individuals were used as respondents to this study. Simple random sampling technique was used to identify the respondents who were interviewed using an open and closed ended questionnaire. Drop and pick later technique was also used. The closed ended response questionnaire used a five point likert scale. The results of this study showed that few individuals (11%) strongly agree on level of satisfaction with the remuneration package, and strongly agree (53%) on the working physical environment. In addition, 55% strongly agree with satisfaction level on comfort with their responsibilities in the organization with only 26% strongly disagreeing on promotion procedures. From the summary of findings, the study concludes that the respondents are not satisfied with their remuneration package and this lowers the morale of workers in the workforce. The study also concludes that working environment greatly influences the level of employee job satisfaction in ATGSA and that working environment affect employees‟ job satisfaction. On fairness and equity, the study concludes that fairness in service highly influence job satisfaction in ATGSA. On promotion, the study concludes that promotion influences employees‟ job satisfaction in ATGSA and that it affects employees‟ level of commitment. The study also concludes that job security influence employees‟ job satisfaction in ATGSA. From the summary of findings and conclusions in this chapter, the study established that majority of the staff members were male compared to females. This study therefore recommends that there should be gender equity in recruitment in all levels within the organization. The study established that majority of the Scouts are satisfied with the current working environment. This study therefore recommends that the same standards should be maintained or improved further. The study established that a higher number of the ATGSA staffs are currently happy about the recruitment procedures but a significant proportion is not happy about the ranking procedure. This study therefore recommends a more inclusive, transparent and participatory ranking system. The study established that ATGSA staffs were neutral on whether job security affected their job satisfaction. This study therefore recommends serious engagement of the staffs in relation to their job security.