Exploring the factors that impact job satisfaction among employees working in Lebanese NGOs

Abstract

Purpose - This research aims to explore the various factors that impact the job satisfaction of employees working in NGOs operating across the Lebanese territory. Moreover, this thesis will study the relationship between demographics, salary, promotion opportunities, relationship with colleagues, relationship with supervisors, work environment, meaningfulness, and job autonomy with job satisfaction. The purpose is for these findings to be useful for business owners and organizational leaders in understanding how to make sure that all the previously listed aspects work to improve the job satisfaction levels of their employees. Design/methodology/approach - This study is initiated by presenting one main research question. It quantitatively tests eight hypotheses through a sample including 416 employees working for four NGOs operating in Lebanon while employing a deductive approach. Findings - The results provide organizational leaders with empirical proof that demographics, salary, promotion opportunities, relationship with supervisors, meaningfulness, salary, and job autonomy positively affect worker’s job satisfaction causing them to enjoy the assigned tasks and hence be more productive. This can help the upper management to find ways to keep their subordinates delighted and therefore ensure increased profits for their organization. Research limitations/implications During the course of any study, many limitations might take place such as time and data constraints. Throughout this research, it was very challenging to get employees to fill out the online questionnaire. These factors create pressure first of all in regards to finishing the research within the allowed time frame as well as being able to collect enough data. This study offers quantitative empirical evidence that age, relationship with supervisors, autonomy, meaningfulness, promotion, and salary significantly affect the job satisfaction of employees working in NGOs that are operating in Lebanon. These findings are pertinent and in line with previous works of literature on job satisfaction. Therefore, managers and business leaders must focus on the factors that promote satisfaction among workers. This can be done by building a healthy relationship with their subordinates through flexible downward communication, promoting autonomy in the performed tasks, endorsing meaningfulness for employees, and offering good pay. Additionally, providing all the mentioned factors for employees, may support their well-being, ensure organizational commitment and employee retention. Organizations that support their employees guarantee the highest job satisfaction levels, contribute to increasing consequently their job performance, and hence ensure outstanding organizational performance. Practical implications- The findings show that job satisfaction varies according to age. As for the independent variables: demographics, salary, promotion, relationship with supervisors, meaningfulness, salary, and autonomy were positively correlated with job satisfaction while there were no correlations found between work environment and relationship with colleagues with job satisfaction. Theoretical implications - This study acts as a predecessor to job satisfaction within NGOs operating across the Lebanese territory, a field that is poorly studied and researched academically. Therefore this study acts as a path to a new research topic where other researchers can deeply assess other factors within Lebanese NGOs.