Factors That Affect Job Satisfaction in Faith Based Organizations: A Case Study of the Nairobi Chapel

Abstract

The general objective of this study was to identify the factors that affect job satisfaction at the Nairobi Chapel. The sty.tly was guided by three specific objectives as follows: To I examine the intrinsic factoi that affect employee job satisfaction at the Nairobi Chapel; to investigate the extent t/which extrinsic factors affect employee job satisfaction at the ! Nairobi Chapel and to identi fy other personal characteristic factors that affect an employee's job satisfaction at the Nairobi Chapel.For the research methodology, the study used the descriptive research design. The population for the study was the 161 employees of the Nairobi Chapel. Stratified random sampling technique was used to determi ne the sample size for the study. A sample size of 49 members was obtained from the population. A structured questionnaire based on the three specific objectives was used to collect the primary data. The questionnaire contained both open-ended and close-ended questions which gave both qualitative and quantitative data. The questionnaires were self-administered by the researcher. Once collected, the questionnaires were edited for completeness and the data was analyzed using the Statistical Package for Social Sciences (SPSS) computer package and Excel. The data was interpreted using descriptive statistics through frequencies, percentages and correlation analysis. The research findings were presented in form of tables and figures.With regard to intrinsic factors that affect job satisfaction, majority of the respondents indicated that they had good attitude towards their work and hence were more satisfied. Most respondents agreed that there are good career prospects in Nairobi Chapel. Majority of the respondents were of the opinion that thei r job was challenging enough and that also translated to many having a great sense of achievement from their work. In addition to that, the respondents strongly agreed that they were appreciated and recognized if they accomplished their tasks and met their targets.The major findings on the extrinsic factors that affect job satisfaction showed that majority of the respondents indicated that the work conditions at the Nairobi Chapel were moderately conducive. Majority of the respondents further indicated that their supervisors did not micro-manage them which enables the employees to be more independent. It was clear from the research findings that majority of the respondents were neutral on their job security. Lack of job security destabilizes employees and can lead to low job satisfaction. Majority of the respondents indicated that they had good working relationships with their co-workers. Majority of the respondents were further categorical that they would rather have more salary than fringe benefits. The research findings revealed that majority of the employees were not satisfied with the salaries offered.Other personal characteristic factors that affect job satisfaction ranged from personality, gender, age, education levels and work experience. From the findings, it was evident that the issues of gender, age, level of education and the work experience do not adversely affect job satisfaction. The only factor that affects job satisfaction under this category is the personality trait. In this study, the Melancholic (introverted) respondents were found to have a greater job satisfaction than the other personalities.The study concluded that both intrinsic and extrinsic factors have a significant effect on employee job satisfaction. With regards to the intrinsic factors that affect job satisfaction, the study concluded that there was a strong relationshi p between job satisfaction and good attitude towards work. In addition to that, the employees had a high sense of achievement and they knew that they added value to the organizati on. The conclusions from the extrinsic factors were that faith-based organizations are different from any other organization; which may be attributed to the calling into ministry. This was evidenced by the findings that the employees were unwilling to leave Nairobi Chapel for a better paying job in another organization despite the low pay, low job security and inadequate fringe benefits.The recommendations from the research were that although Nairobi Chapel does well in offering in-house training for the employees, there is need for more sponsorships for external training. This will equip the employees with the necessary skills and the expertise to perform their duties more effectively and efficiently, which will in turn increase their job satisfaction. It was also recommended that the management of faith based organizations should consider improving salaries and fringe benefits to its employees. Finally, there was need to come up with a promotion policy for faith based organizations which will promote equality and fairness.