STUDY OF WORK PASSION, SATISFACTION AND MOBILITY IN RELATION TO AGE AND GENDER OF PROFESSIONALS IN THE CONSTRUCTION INDUSTRY

Abstract

Job passion, satisfaction and mobility are elements of human resource management that when understood and properly sustained, can enhance work performance by individuals and organizations. Hitherto, not much research has been done on the issue of ‘age’ in Singapore’s construction industry. This research focuses on identifying determinants of work passion, satisfaction and mobility and analyzing these aspects in relation to gender and age. The objectives include: examine the level of passion, satisfaction and occupational turnover of construction professionals; study factors that contribute to the aforementioned elements; and determine the differences within gender or age groups in relation to job satisfaction and turnover intentions. Based on the literature review, a self-administered questionnaire was designed for data collection.

Based on results gathered from 32 questionnaire responses, statistical analyses – One-sample T-test, correlation analysis and One-way ANOVA – were conducted with SPSS. Construction professionals have shown high work passion and satisfaction, coupled with low levels of turnover desire. Also, most job satisfaction determinants (assigned workload, opportunity for varied tasks, career advancements, working environment) were found to significantly correlate with passion. In terms of assigned workload, females experienced less satisfaction than their male counterparts. For work-life balance, middle-aged professionals derived less satisfaction than the young and senior, supporting the theory of satisfaction being U-shaped in age. In terms of job mobility, younger professionals harbored more occupational turnover intentions than their older counterparts, validating the mobility theories by past researchers.

Recommendations to employers on enhancing work passion and satisfaction and retaining talents include: assign manageable workload, inculcate a pleasant work environment, and provide more diversified tasks and advancement opportunities. Above-mentioned recommendations should be maximized whenever possible, especially for the females and middle-aged professionals found to derive less satisfaction, as well as younger professionals that tend to be more mobile.