Participative Job Satisfaction

widely conceived that factors that influence an employee 's organizational commitment most include ethically related elements such as fairness at work, utmost care and concern for employees, trust level on employees, and goodwill of the organization. To conduct the research, a regression analysis was done to study the effects of these determinants on the various dimensions of job satisfaction. The results indicated that overall, both the forms - implicit and explicit institutionalization of ethics tended to have a positive impact on the dimensions of job satisfaction. However, it was found that implicit ethics institutionalization influenced job satisfaction and its determinants in a more significant manner.

There is a growing

It is widely believed that participative management improves employees’ job satisfaction. Public companies have also turned to strategic planning to enhance government performance and accountability . A study was conducted to explore the relationship between participative management in the context of the strategic planning and job satisfaction whose key findings were : it demonstrated that a participative strategic planning process positively affects employee job satisfaction which results in reduced absenteeism and turnover, the study 's findings suggest that employee participation in strategic planning contributes to organizational effectiveness. It also indicated that individuals who participate in strategic decision-making processes are able to influence their work environments in the widest possible ways. Hence, strategic planning procedures in agencies should include the employee as a key stakeholder who is necessary to successful implementation of the strategic plan. More generally, employees ' clear understanding of the objectives of the strategic plan and their role within it affect the success of strategic planning. Effective communications between employer and employees should be given a lot of emphasis to facilitate better planning in particular and job satisfaction

Here, by organization size we mean the number of employees at any geographical location. To understand this relationship, we need to understand that it is affected by intervening variables such as organizational structure, leadership, and worker needs and expectations. It is pretty obvious that when organization grows, there is a change in its structure and leadership. An empirical study was used to test the premise that as organization grows in size, there is increased job dissatisfaction. The studies took this premise further and proved that there is indeed is an inverse relation between organization size and job satisfaction. One very interesting finding was that this effect was more pronounced in manufacturing firms (vis-à-vis non-manufacturing firms).This is quite likely since manufacturing processes are more complex and as size increases, there is greater specialization, division of labor and complexity. The study was conducted over a five year period and an indicator of job satisfaction (e.g.: absenteeism) was measured against organization size to arrive at this conclusion. One more thing in favor of small firms was that there existed friendlier and closer relationships between management and