JOB SATISFACTION OF EMPLOYEES IN THE MUNICIPAL POLICE (MILITIA) OF THE REPUBLIC OF SERBIA

Aleksandar Manić; Saška Manić; Srđan Novaković; Darjan Karabašević

doi:10.5937/Oditor2203001M

Authors

Aleksandar Manić City Administration of the City of Zaječar, Department for Inspection Affairs and Communal Police, R. Serbia Author
Saška Manić Klinik am Park Bad Steben Author
Srđan Novaković Fakultet za primenjeni menadžment, ekonomiju i finansije Beograd, Univerzitet Privredna akademija u Novom Sadu, R. Srbija Author
Darjan Karabašević , Faculty of Applied Management, Economics and Finance Belgrade, University of the Academy of Economics in Novi Sad, R. Serbia Author

DOI:

https://doi.org/10.5937/Oditor2203001M

Keywords:

communal police, job satisfaction, motivation

Abstract

The research was designed as a cross-sectional study in two time periods (2014 and 2019) on a selected sample in 12 cities of the Republic of Serbia. It aims to find out about the level of job satisfaction of employees in the municipal police (Official Gazette of the RS, No. 51/2009) - militia (Official Gazette of the RS, No. 49/2019). In order to obtain valid results from the respondents, the measurement of the degree of satisfaction was carried out by means of an anonymous standardized questionnaire for measuring job satisfaction - Job Satisfaction Survey (JSS). The collected data were processed by Descriptive statistical analysis (Macura, Kovačević, 2018), determined is medium value, relationships and connections with categorical by division on the subscales and total scales For pleasure by work: dissatisfied, ambivalent and satisfied. T test of independent samples performed is a comparison of mean values on the job satisfaction scale and all its subscales. Standard multiple regression analysis of certain is mutual and influence and statistics the significance of the set variables on Employee Job Satisfaction. The results showed a statistically significant influence between the subscales on the job satisfaction scale, where the greatest influence on employee dissatisfaction in 2014 was the salary, promotion, benefits, rewards and the very nature of the job. The greatest influence on employee ambivalence was satisfaction with work procedures and satisfaction with communications in 2014, while in 2019 the greatest influence on employee ambivalence was satisfaction with co-workers, rewards, the very nature of work and communication.

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