Job Satisfaction: A Study on the Civil Service Field of Administration
Satisfaction at work is especially vital in a developing nation like Bangladesh, where the Bangladesh Civil Service (BCS) officers are the country's most valuable and significant human resource. Despite obstacles, the government of Bangladesh has made significant efforts in recent years to encourage and influence public employees, notably BCS (administration) cadre officers, to increase their efficiency and activity in service delivery to the public. This research examines the relationship between Bangladesh Cadre Service officer job satisfaction and exogenous (such as working conditions) and endogenous (such as internal rewards and recognition for outstanding performance and creative problem solving) organizational factors. As an administrator in the Bangladesh Civil Service, this study is not only fascinating but also pertinent to my own. Not only did this study draw on my personal experiences and insights, but also a variety of current theoretical frameworks and models to give you the most in-depth look at the topic possible.
Both quantitative and qualitative strategies were used in this study's investigation. From these areas, 106 Bangladesh Cadre Service officers have randomly been selected. We examined the survey responses using SPSS-25 and SmartPLS-4.
The result of this study indicates that the Bangladesh Cadre Service officer, who is now working at the field level, is moderately satisfied. Analysis indicates that transfer and posting, work and working environment and promotion and recognition are significant predictors of Job Satisfaction except for the other two variables-salary and training and career planning. This study also showed some other factors that have a strong significant relationship with the overall job satisfaction of Bangladeshi field-level civil servants.
Policymakers may use this study's findings to enhance compensation strategies and strike a better balance between extrinsic and intrinsic incentives by better comprehending the effect of pay, promotion and recognition on work satisfaction.