Abstract:

The purpose of this study was twofold. First, to determine the extent to which employees in public universities are allowed to participate in decision making; and secondly, to establish the extent to which participation in decision making affects the level of job satisfaction of employees in private universities. The study adopted a descriptive survey research design. The population of the study was all non-management members of academic staff at the school of Business, University of Nairobi. With this small level of population, the sample design was a census survey.  Primary data was used for the study. A structured questionnaire was prepared and distributed to all selected respondents. Averages and percentages were used in the analysis. The correlation coefficient was used to measure the degree of correlation between the dependent and independent variables. Pearson correlation coefficients were applied in testing for the relationship between participation in decision making and job satisfaction. Distribution tables, charts and /or graphs were used to present the data.  The findings of the study showed there is a fairly high level of satisfaction among respondents on aspects relating to participation in decision-making at the SOB, although dissatisfaction was evidenced in a number of factors, especially staff not being consulted when chairpersons make important decisions for the department and generally the chair not having regular meeting with staff to discuss ways of improvements. The findings indicate that a majority of the respondents expressed high levels of satisfaction in regard to the number of hours worked each week, work relations and flexibility in scheduling of work. Average satisfaction was rated in pay, use of skills and abilities, and opportunities to utilize talent. The respondents expressed low levels of satisfaction in regard to the promotion potential, location of work, and the amount paid in vacation time or sick leave offered. However, the overall mean score in regard to general working conditions generally above average. Job satisfaction was related to the factors of rewards, work environment, leadership, administrative supervision, and aspects of the job itself. The findings indicate that a significantly strong positive correlation was found to exist between job satisfaction and participation in decision-making (r=0.888). The findings indicate also a positively strong correlation between participation in decision-making and job satisfaction in relation to general working conditions (r=0.640); pay and promotion potential (r=0.703); use of skills and abilities (r=0.895); job design (r=0.750); and job feedback (r=0.632). The findings indicate that the level of job satisfaction for workers at the SOB increases proportionately with an increase in their level of participation in decision-making.