IMPACT OF STAFF’S WORKING CONDITIONS ON JOB SATISFACTION BETWEEN JUDICIAL AND NON-JUDICIAL STAFF IN TANZANIA COURTS

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