Job Satisfaction at Social Affairs Offices in the Southern West Bank As Perceived by Female Employees Themselves

As the title indicates, this study sought to identify the level of job satisfaction of female employees at the social affairs offices in the Southern West Bank as they perceived it. The study also aimed at determining the role of the academic qualification, age, marital status, place of living and salary variables in the degree of job satisfaction of these female employees in these government- run social affairs offices. To these two ends, the researcher used the descriptive method and developed a (45) items questionnaire distributed among six domains. The instrument used in the study was tested for validity and reliability. The population of the study (83) female employees, included all female employees working in the social affairs offices in the Southern West Bank. The sample of the study was purposefully chosen. After data collection and analysis, it was found that the total score of job satisfaction of female employees in the social affairs offices was (3.20), while the standard deviation was (0.59). This indicates that level of job satisfaction of the female employees was moderate. It was also found that there was a disparity in this score. It was high in the domain of relationships with colleagues, with work management, and local community. In contrast, the score averaged in the domains of nature of work, and its circumstances, incentives, promotions and salary. Furthermore, no statistically significant differences were found at (α ≤0.05) between the averages of job satisfaction domains which could be attributed to variables of academic qualification, age, place of living, marital status. However, there were statistically significant differences in the relationship with the local community. These differences were in favor of females who were single. There were also no statistically significant differences at (α ≤0.05) between the job satisfaction domains of female employees at social affairs offices in the Southern West Bank which could be attributed to variables of monthly income in shekels, in the domains of relationship with work management, with colleagues, and with the local community. However, there were statistically significant differences in the averages of responses in the domains of incentives, promotions, nature and conditions of work, salary, and total score of job satisfaction domains. In the light of these study results, the researcher recommends the following: • Giving greater importance to financial incentives( salary) • Spelling out the rules of promotion and taking into consideration competency and efficacy in promotion away from favoritism and connection when it comes to promotion. • Creating a conducive environment (cleanliness, ventilation, etc.) for the female employees to raise their levels of satisfaction.