Research Proposal

A RESEARCH PROPOSAL FOR THE STUDY OF JOB SATISFACTION AMONG INTERNATIONAL CIVIL SERVANTS AT THE UNITED NATIONS SECRETARIAT IN NEW YORK

Concern exists in many quarters over the independence and integrity of the international civil service at the United Nations (Reymond and Mailick, 1986, pp. 135143). Political interference in both the staffing processes of the international civil service, and in the discharge by members of the service of the responsibilities assigned to the United Nations secretariats has a direct and debilitating impact on the effectiveness of the international civil service. Such political interference also has a similar indirect effect as a source of job dissatisfaction among international civil servants.

In many respects, the level of job satisfaction among international civil servants at the United Nations Secretariat in New York is the manifestation of individual reactions to jobrelated factors and organizationrelated factors that are present in almost any organization where people work. Autonomy in work, participation in decisions, interpersonal relations, and so forth affect the level of job satisfaction in any organization (Gattiker and Larwood, 1988, pp. 569591). Political pressures, impermanence in employment status, inconsistent qualification standards, and other factors that characterize the international civil service at the United Nations, however, tend to exacerbate the effects of the jobre

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reate strong disincentives for performance. This motivation model provided the basis for an assumption upon which the research that will be performed for the proposed study will be based, to the effect that (1) an absence of job dissatisfaction could not be interpreted as an indication of job satisfaction, (2) an absence of job satisfaction could not be interpreted as an indication of job dissatisfaction, and (3) job satisfaction and job dissatisfaction can exist concurrently. MacBride (1984, pp. 124) found that jobrelated stress outcomes are associated with both taskrelated stressors (which derive from specific duties required of those performing specific jobs), and contextrelated stressors (which derive from factors associated with an organizational environment). This stress model led to another assumption upon which the research that will be performed for the proposed study will be based, to the effect that both jobrelated and organizationallyrelated factors can affect both job satisfaction and job dissatisfaction. Job satisfaction is a complex factor, and the level of job satisfaction among a group of individuals is the product of the interaction of a variety of other factors. Job satisfaction has been strongly l

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