Abstract:
This study investigated the impact of working conditions on job satisfaction among
judicial and non-judicial staff within Tanzania's court system, specifically at the High
Court of Arusha. The research was theoretically anchored in Herzberg’s Two Factor
Theory and Social Exchange Theory. A quantitative methodology was employed,
utilizing a deductive approach and a correlational, cross-sectional design. Data were
collected from 142 respondents selected through stratified random sampling, using a
structured questionnaire with Likert scale items. The analysis combined descriptive
statistics to profile the sample and variables, with inferential techniques including
Pearson correlation and multiple regression analysis.
Results indicate a significant satisfaction disparity: judicial staff reported high
satisfaction linked to fair compensation, adequate resources, and decision-making
participation. Non-judicial staff expressed moderate satisfaction, challenged by
remuneration inequity, feeling like second citizens in the Judiciary, excessive
workloads, inadequate supervisory support, limited recognition, and constrained
career advancement. Nevertheless, a significant positive correlation between
favorable working conditions and job satisfaction was confirmed for the entire
sample.
The study concludes that supportive, equitable, and well-resourced environments are
paramount for enhancing satisfaction, engagement, and retention. It recommends
differentiated human resource strategies, including transparent remuneration policies,
strengthened supervisory support, equitable resource access, inclusive decision
making, and targeted professional development programs
