Question

I have to do a thesis: Assessing the factors affecting the working motivation of officers in state administrative agencies

Can you give me:

1. What are factors affecting the working motivation of officers in state administrative agencies?

2. Can you give me a research model following these factors? (Eg. quality = ? + ?1* Reliability + ?2* Assurance + ?3* Tangibility + ?4* Empathy + ?5* Responsiveness)

and what factors are dependent and independent?

Answer 1

1-1-The procedures that the Uganda Police Forces follow when promoting its Officers are varied and one needs a thorough assessment whenever a critique in this matter is made. Laurie (1996: 717) contends that, morale has been recognized to be of paramount importance to the Forces and that one of the tenets of morale is promotion at the workplace.
The Uganda Police Forces has a configuration that includes a Police council and Police Authority that are responsible for the promotions of the Police Officers. These include the minister of internal affairs, Attorney General, Inspector General of Police, deputy Inspector General of Police, among others. The council and the Authority promote Police
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Officers as it deems fit but in particular, they normally consider the following procedures as per the Police Act Cap.303 sections 9 and 11.
Academic qualifications are of paramount importance in as afar as promotions in the Police Forces are concerned. For example, for any Bachelors’ Degree holder qualifies to be a cadet Assistant Superintendent of Police liable to confirmation after a probation of six months service in the forces.
Related to the above is the issue of the results of any standard professional examinations as stipulated from time to time by the Police Authority and the Police Council and following the classified reports and approval by one’s superior is also another essential tool for promotion in the Uganda Police Forces.
Also, when there are vacancies in the Uganda Police Forces then, the Council and the Authority can take a resolution to promote.

2:-1.Tangibles: - The appearance of physical facilities, equipment, appearance of personnel and communication material. 2. Reliability: - The ability to perform the promised service dependably and accurately. 3. Responsiveness: - The willingness to help customers and provide prompt service. 4. Assurance: - The knowledge and courtesy of employees and their ability to inspire trust and confidence. 5.Empathy: - The caring, individualized attention the hospital provides to its patients.H1: there is no significant relationship between responsiveness as service quality dimension and overall patient satisfaction on Durrës hospital
H2: there is no significant relationship between reliability as service quality dimension and overall patient satisfaction on Durrës hospital.
H3: there is no significant relationship between assurance as service quality dimension and overall patient satisfaction on Durrës hospital. The value of Sig. = 0.000 < 0.05, confirms the interdependency of these two variables. We reject the Ho, because there is a relatively strong and positive relation, according to the value of rxy = 0.611

H4: there is no significant relationship between tangible as service quality dimension and overall patient satisfaction on Durrës hospital. These two variables depend on each-other. Sig. (2-sided) = 0.000 < 0.05, falls Ho and rxy = 0.502 shows a positive correlation and relatively strong

H5: there is no significant relationship between empathy as service quality dimension and overall patient satisfaction on Durrës hospital.