A study on job satisfaction of extension personnel in agricultural extension service systems in Telangana

Introduction

Job satisfaction is an important determinant of the motivation, commitment, work performance, and effectiveness of extension personnel in delivering agricultural extension services. It reflects the extent to which individuals derive satisfaction from various aspects of their work environment, responsibilities, recognition, and professional opportunities. Previous studies conducted among agricultural scientists and extension personnel have generally reported a moderate or medium level of job satisfaction. Rohan (2018) [1] , while studying the utilization pattern of information and communication technologies among scientists, observed that job satisfaction among the respondents was predominantly at a medium level, with relatively fewer respondents reporting high or low satisfaction. Similarly, Obabire et al. (2019) [2] , in their assessment of job satisfaction among extension workers, found that most respondents exhibited a moderate level of job satisfaction. In contrast, James (2020) [3] , in a study on social media for agricultural development, reported a comparatively higher proportion of KVK scientists with high job satisfaction, while medium and low levels were also observed. Sarnaik et al. (2020) [4] , in their study on farmers' perception towards the effectiveness of extension services, found that most Subject Matter Specialists were satisfied with their jobs, while some reported extreme satisfaction or dissatisfaction. Kshatriya (2020) [5] , in a study on job perception, job performance, job satisfaction, and job stress among extension personnel, also reported that job satisfaction was predominantly at a medium level. These findings indicate that job satisfaction among extension personnel varies across organizational and work contexts, highlighting the need to examine the factors influencing their satisfaction within different agricultural extension service systems.

Methodology

The Telangana state was purposively selected for the study, the three agro climatic zones of state i.e., North, South and Central zones were considered. One district from each zone, thus a total of three districts were selected randomly for the study. i.e., Rangareddy, Warangal and Karimnagar. Under public extension service systems, Krishi Vigyan Kendra, District Agricultural Advisory and Transfer of Technology Centres and State Department of Agriculture, in case of private extension system, Corteva, Syngenta and Bioseed companies and in case of NGO extension service system, Centre for Sustainable Agriculture (CSA), Modern Architects of Rural India (MARI), Sankalp and Sarvodaya were selected purposively. Ten extension personnel from State Department of Agriculture i.e., Mandal Agricultural Officers (5) and Agricultural Extension Officer (5) from each district were selected by using simple random sampling method. In Rangareddy district, there are 27 mandals, 27 MAOs, 88 AEOs. In Karimnagar district, there are 16 mandals, 16 MAOs and 79 AEOs. In Warangal district, there are 13 mandals, 13 MAOs and 59 AEOs. The extension personnel (MAOs & AEOs) were randomly selected from the list of one to respective totals and selected using random number generator. Thus constitute thirty (30) extension personnel from State Department of Agriculture for the study. Seven extension personnel were selected from KVKs (5) and DAATTCs (2), So a total of twenty-one extension personnel were included from KVKs and DAATTCs. Thus, constitute fifty-one extension personnel from public extension service system. Five extension personnel from the list of one to respective totals were selected from each private extension service system. Thus, a total of forty-five (45) extension personnel from private extension service systems. Five extension personnel were selected from the list of one to respective totals from each NGO extension service system. Thus constitute thirty (30) extension personnel from NGO extension service system. The data from the extension personnel on job satisfaction was collected with the help of closed-ended questionnaire. Data collected was analyzed and interpretations were drawn based on results.

Results and Discussion

The data was collected from the extension personnel on job satisfaction were analyzed, interpreted, and accordingly the following results and conclusion were drawn. The results presented in table 1. revealed that majority of extension personnel from public extension service system i.e. 43.14 per cent of extension personnel had medium level of job satisfaction, followed by 31.37 per cent of extension personnel had low level of job satisfaction and 25.49 per cent of extension personnel had high level of job satisfaction.

The reasons for majority of extension personnel of public extension service systems were having medium to high level of job satisfaction were because of their salary, job security, praise and recognition for good work, guidance and encouragement from superiors, opportunity for self-development, freedom for flexibility in their work. Majority of extension personnel from private extension service system i.e. 46.67 per cent of extension personnel had medium level of job satisfaction, followed by 31.11 per cent of extension personnel had high level of job satisfaction and 22.22 per cent of extension personnel had low level of job satisfaction. The reasons for majority of extension personnel of private extension service systems were having medium to high level of job satisfaction were because of their salary, job security, facilities such personal car for all territory managers, success meet for the sale of their products in different areas, support from the superiors to complete trainings and new product introduction. Majority of extension personnel from NGO extension service system i.e. 40.00 per cent had medium level of job satisfaction, followed by 33.33 per cent of extension personnel had high level of job satisfaction and 26.67 per cent of extension personnel had low level of job satisfaction. The reasons for majority of extension personnel of NGO extension service systems were having medium to high level of job satisfaction were because of praise and recognition for good work, opportunity with team spirit, freedom to pursue original ideas, freedom for flexibility in work.

Acknowledgement

Acknowledgement I sincerely express my deepest gratitude to my Major Advisor and Chairperson of the Advisory Committee, Dr. B. Savitha, Professor & Head, Department of Agricultural Extension Education, College of Agriculture, Rajendranagar, Hyderabad, for her invaluable guidance, insightful suggestions, and unwavering support. Her wisdom, meticulous supervision, and constant encouragement have been instrumental throughout my study and research journey. I consider it a privilege to express my sincere gratitude and deep respect to Dr. M. Jagan Mohan Reddy, Director, Extension Education International Journal of Agriculture Extension and Social Development https://www.extensionjournal.com

References

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