Antecedents and consequences of job satisfaction of Group 'A' officers of CPWD

Abstract

With development of technology, the aspirations of the people have increased manifold. People now expect a high level of comfort and convenience in the built up environments and simultaneously want aesthetic appeal. Growth of the economy has made it financially viable to have such type of modern structures in India. This has created a necessity among the engineers to continuously upgrade their knowledge and skills to deliver built up environments with the latest features, at the highest quality, at a minimum cost and at the greatest speed. It is, therefore, important that the engineers take Individual Initiative and make personal efforts to face the challenges of creation of modern assets for the society. Central Public Works Department (CPWD) is an engineering department of the central government and is responsible for creation of various types of assets for government. This study is an effort to assess the level of Job Satisfaction amongst the senior engineers of CPWD and find its causes and consequences. This, in turn, will enable in finding out the factors causing demotivation among the senior engineers of the department and assess the possible solutions that are feasible within the framework of government rules and regulations. This study was conducted after collecting the responses from the target group through self-administered questionnaires. The questionnaires were sent to 600 officers and 225 officers responded to the same. The statistical analysis was done using SPSS 18 software. The results show that the Organizational Politics as well as Distributive and Informational Justice are influencing most of the dimensions of Job Satisfaction. The Job Satisfaction in terms of Communication, Nature of Work and Fringe Benefits is influencing Organizational Identification . The Nature of Work and Communication dimensions are influencing Affective Organizational Commitment . Nature of Work and Communication emerge as the most important dimensions affecting Individual Initiative, loyalty and Personal Industry of Group A officers of the department. Recommendations in the form of change in policy for promotions, transparent transfer and posting policy, early disposal of HR issues, open communication with top management and the officers, training and exposure, succession planning etc. are suggested on the basis of the results of the study and simultaneously considering the government functioning of the department.