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|Title:||Identification, Analysis, and Implications of Factors Related to the Job Satisfaction and Motivation of Agricultural Extension Field Staff in Trinidad|
|Department / Program:||Education|
|Degree Granting Institution:||University of Illinois at Urbana-Champaign|
|Abstract:||The study was concerned with the identification, analysis, and implications of factors related to the job satisfaction and motivation of extension field staff in Trinidad. Job, job environment, and background factors were investigated.
A self-administered questionnaire developed by the researcher was used to collect data. The study population consisted of all extension field staff in Trinidad. The 141 completed questionnaires collected represented a response rate of 90.9%. Statistical procedures involved the calculation of frequencies, means, and standard deviations on items relating to job and job environment factors. Stepwise multiple regression analysis was used to test the significance of relationships between the background variables and (a) overall job satisfaction and (b) satisfaction with various job facets.
The findings indicated that there was substantial dissatisfaction with the facets (a) promotion and (b) salary and fringe benefits. Regarding the work itself, respondents found aspects which allowed them to interact with farmers and provide needed assistance, highly satisfying. Dissatisfying aspects relate to logistical factors which impeded staff in their efforts to improve farmers' standard of living. Substantial satisfaction was expressed with the accomplishment and co-workers job facets.
Important job incentives included (a) adequate salary, allowances, and opportunities for promotion, (b) personal satisfaction derived from the job, and (c) respect of and recognition from farmers and supervisors. Incentives perceived to be significantly affected by how hard the employee worked were (a) amount of personal satisfaction and (b) amount of respect from farmers.
Several background variables were found to be significantly related (p < .05) to overall job satisfaction and satisfaction with the various job facets. However, except for satisfaction with competency, the contributions of such variables to the variances in overall job satisfaction and satisfaction with the various facets, were generally low (less than 35%).
The findings suggest that the situation as regards financial rewards and promotional opportunities needs to be closely examined with a view to developing recommendations that are reasonable from the viewpoints of both management and staff. Effective work programming, stronger backup support, and appropriate training will also help considerably in improving the morale and motivation of the extension staff.
Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1983.
|Date Available in IDEALS:||2014-12-15|