Sabow, H (2011) The impact of organisational culture on the dimensions of pay satisfaction in private and public construction firms in Libya. PhD thesis, University of Salford, UK.
Abstract
This research concentrates mainly on the impact of organisational culture on the dimensions of pay satisfaction in the construction industry in Libya, specifically with regard to Consultant Engineering Firms (CEF) in both the private and public sectors in Libya. The study primarily aims to establish a framework for this impact, which may result in applying sound Human Resource Management (HRM) policies in individual firms and in CEF in the both sectors. Historical reviews of the literature and of models of pay satisfaction found a void in the investigation of the impact of organisational culture on pay satisfaction namely in the context of the Middle East in general and Libya in particular. On this basis, this study presents the theories in the literature on pay satisfaction from 1930 through to the present date. It is generally agreed that pay dissatisfaction is one of the first causes of anxiety for those concerned with decreasing productivity phenomena. It also has negative consequences on the national economy. The negative consequences caused by pay dissatisfaction have also been argued to lead to lower motivation levels and performance. Based on the data on the dimensions of pay satisfaction (pay levels, pay benefits, pay rises and pay structure), this study examines targeted hypotheses concerning the link between organisational culture, demographic characteristics and the dimensions of pay satisfaction. Using a Pay Satisfaction Questionnaire (PSQ), 219 engineers working in the construction industry in both the private and public sectors participated in the study. The data obtained were used to analyse the impact of demographic characteristics and organisational culture consent on the dimensions of pay satisfaction. It is evident that demographic characteristics affect engineers in the private sector more than engineers working the public sector. Generally, engineers in the private sector are very satisfied with the salaries and wages policies in their sector. On the other hand, engineers in the public sector show dissatisfaction regarding their payments, due to the problems caused by the Law No 15 /1981 in Libya. Accordingly, engineers in this sector claim that there is a need for a reconsideration of the law and for establishing a schedule consistent with the current circumstances. Furthermore, the study has not been able to find any improvement in the policies pertaining to the salary system adopted by Libyan public construction firms. The study has identified organisational culture as a decisive factor that is influenced by pay satisfaction. Moreover, the study has found that all the types of organisational culture (clan culture; adhocracy culture, hierarchy culture, and market culture) have an impact on all the dimensions of pay satisfaction in Libyan private construction firms. On the other hand, only the dimension ofclan culturehas an impact on the dimensions of pay satisfaction in Libyan public construction firms. After studying organisational culture on pay satisfaction, the study recommends establishing a national research centre for salaries and wages in Libya to oversee all aspects of salaries and wages' laws as well as helping to establish plans for the future.
| Item Type: | Thesis (Doctoral) |
|---|---|
| Uncontrolled Keywords: | construction firms; human resource management; Libya; motivation; organisational culture; productivity; wages |
| Index terms: | satisfaction, research centre, public sector, engineer, productivity, private sector, national economy, investigation, public construction, construction industry, dimension, Middle East, wages, construction firm, motivation, human resource management, engineering firm, anxiety, questionnaire, Libya, organizational culture |
| Subjects: | data collection methods, profession, mental health and wellbeing, project delivery, health monitoring assessment and metrics, firms, management, administrative law, industry analysis, sociology, construction type, organization, economic analysis, psychology, Geography, physical geography and landforms, business economics, building construction |
| Topics: | Human Resources, Organizational Design, Research Practice, Business Strategy, Construction Technology, Roles and Professions, Legal Issues, Geographical Context, Project Management, Engineering Principles, Health and Safety |
| Descriptive scope: | 4 PCTA |
N.B. Descriptive scope is a count of how many of the five facets of empirical research are indicated by the words used in title, abstract and keywords. It is not intended as a judgement on the research; merely a count of the kind of word we would expect to indicate Phenomenon, Concepts, Theoretical framing, Empirical techniques, Analytical techniques. If all five are present, then a code of “5 PCTEA” will indicate this. If you feel the coding for this record is questionable, we welcome discussion around the terms we matched or the way we categorized them. The facet you would expect may not be coded, or a facet may be coded inappropriately. This can also bear on a larger question, of which facets should be treated as defining in construction management research. Please get in touch, and we will look at it. More details here