Examining the factors that influence job satisfaction levels of employees in the Office of the Premier, KwaZulu-Natal.

Abstract

Employee job satisfaction is very critical for organisational performance and eventually, success. This study aimed to critically analyse the factors affecting job satisfaction on employee performance. The main objective of the study was to establish the extent of job satisfaction levels in the office of the KwaZulu-Natal Premier, as well as the factors influencing job satisfaction and how these factors affect performance in their various job roles. The study employed the qualitative research techniques to fulfil the objectives indicated above. In this view, interviews were done with ten purposively sampled participants from the management of the organisation, in order to get an in-depth understanding of the factors influencing job satisfaction, as well as how these impact on employee performance. The findings of the study indicated that the salaries given to the employees do not match their job roles, the promotional opportunities are very rare in this organisation, despite efforts by the employees to upgrade themselves academically, decision-making processes are a bit more centralized, communication is top-down, while some manager-subordinate relationships are strained. The participants also pointed that performance management systems take place, but they are not so effective, their daily experiences within the organisation are often dissatisfying, highlighting the poor working environments which include small office space, lack of privacy, as well as lack of parking space. Essentially, all of the employees showed lack of organisational commitment when they expressed intentions to leave the organisation, should better opportunities come by. As part of recommendations, it was suggested that the employer should seriously consider the issues raised by the employees, as they increase one’s dissatisfaction with their jobs and the more the employees are not satisfied, the less productive they become, and this negatively affects organisational output.