Job satisfaction of South African quantity surveyors: an empirical study

Abstract

A web-based national questionnaire survey of the opinions of registered South African quantity surveyors was undertaken to establish their levels of job satisfaction. Issues explored included demographic factors; factors influencing job satisfaction; choice of career; gender and race in the workplace; and harassment and discrimination at work. Generally, it can be said that South African quantity surveyors like their jobs. Respondents tended to be poorly informed about career prospects when embarking on their careers and, although salary was a main driver in respect of career choice, many quantity surveyors 'drifted' into the career. However, most respondents claimed that they would choose the same career again. Important factors influencing job satisfaction for quantity surveyors were found to include: personal satisfaction in doing the work; a low degree of supervision; participating in decision-making; undertaking challenging and creative work; and receiving recognition for achievements. Not all motivators were present in the respondents' workplaces, particularly participation in decision making and receiving regular feedback on performance. Women quantity surveyors perceive the profession to be male dominated, especially with regard to attitudes towards maternity leave and flexible working hours. The findings provide a valuable basis for indicating how quantity surveying firms can create an environment more conducive to enhancing job satisfaction of professional staff.Job satisfaction, quantity surveyors, South Africa,

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“…Furthermore, Bowen in his survey of the opinions of registered South African quantity surveyors reported that most respondents claimed that they would choose the same career again (Bowen, et al, 2008). With respect to the practices and policies of the organization, construction companies are faced with the challenge of improving the job climate or environment; this concept is defined by Brunet as "the combination of relatively permanent qualities, attributes or properties of a work environment which are perceived, felt or experienced by the people who constitute the business organization and have an influence on its conduct" (Brunet, 2004).…”

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