Vol.

14 (2013) PJLIS
Job Satisfaction Among Public and Private University/Degree Awarding Institution
Librarians of Lahore: A Comparative Study
Moeen Hyder

Syeda Hina Batool

Department of Library & Information Scence, University of the Punjab, Lahore, Pakistan. Email: hina.dlis@pu.edu.pk

It is a comparative study regarding job satisfaction province found that they are not satisfied with some
among librarians who are serving in public aspects of job satisfaction for example supervision,
(government) and private sector universities/degree benefits, promotion, service structure, promotion policies
awarding institutes in Lahore. Questionnaires were and professional development (Khan & Ahmad, 2013).
used to collect data from librarians serving in ten HEC However, there is lack of comparative studies on job
(Higher Education Commission) recognized public satisfaction in local context. Therefore, the present study
and private sector universities/institutes in Lahore. aims to compare the levels of job satisfaction among
The eight components of job satisfaction were public and private universities and degree awarding
measures derived through literature: physical institutions in Lahore, Pakistan.
environment & ICT infrastructure, personal growth,
organizational culture, social prestige, salary, rewards, Research Questions
promotion and nature of work. The study attempts to answer the following research
The study observed that librarians serving in public questions:
sector universities were more satisfied as compared to 1. Up to what extent the librarians of universities
the librarians working in private sector universities. and degree awarding institutions of Lahore are
While for some aspects, like promotion, private sector satisfied with different aspects of job
universities provided greater opportunities to satisfaction?
librarians, as there is a lack of promotional 2. Do the librarians of both sectors i.e. public and
infrastructure in public sector universities of Lahore. private universities and degree awarding
The study suggested that authorities in librarianship institutions of Lahore have the same level of Job
should formulate policies regarding job satisfaction satisfaction?
such as proper reward system or work incentives, 3. What are the main factors of job satisfaction
encouraging working environment particularly in among librarians of universities and degree
public sector, and a proper career infrastructure etc. awarding institutions of Lahore?

Keywords: Job satisfaction; Public; Private; Universities; Literature Review

Librarians; Lahore Numerous studies have been conducted to measure the job
satisfaction of employees in different organizations and
institutions, and a considerable literature exists on this
Background topic.
There are number of articles and books defining job Kaya (1995) found that job satisfaction level of librarians
satisfaction, however job satisfaction is simply a feeling in developing countries was “lower” than that of
towards job and its different aspects (Leysen & Boydston, developed countries and is related to the need of
2009). The topic of librarian’s job satisfaction has been a information in society. The major reasons behind this
key researched area in LIS studies (Leysen & Boydston were “lack of need for information” and the society did
2009; Karim, 2008; Landry, 2002; Edem & Lawal, 1999). not give indispensable value to the information experts
Different studies focused on different aspects of job and to the librarians.
satisfaction and some of them aimed at overall job The need of information in a society determines the status
satisfaction of librarians. Many studies compared and of librarians there. That’s the reason information need in
correlated different facets with job satisfaction for developed countries improved the status of the librarian,
example demographic variables, working in different while it is vice versa in developing countries. In any
library units and job status along with professional output. library, effective services can only be provided through
All of these and other studies concluded that job human resources and level of job satisfaction definitely
satisfaction is positively correlated with librarians’ effects the excellence of the services delivered. According
professional output. to Kaya participation in decision making process, job
Many surveys have been conducted to highlight staffing security, proper working conditions and equality between
patterns, job market, LIS employment, participative authority and responsibility are also the major factors
management and job descriptions of university librarians towards job satisfaction.
in Pakistan. One recently conducted survey on university Bello (1996) conducted survey and found that the image
librarians’ job satisfaction in one of the Pakistan’s of the librarianship in Nigeria was not so impressive and
PAKISTAN JOURNAL OF LIBRARY AND INFORMATION SCIENCE 16
Vol. 14 (2013) PJLIS
the social status of the librarians was still a big question job satisfaction, three ranked high than others i.e.
mark. Generally the society was unfamiliar with this Coworkers, Supervision and Nature of work. In a similar
profession and hence do not acknowledge the profession study Ullah (2012) investigated the relationship between
of librarianship. Society believed as traditionally that work motivation and job satisfaction of male college
librarians are just care taker of the books. Literature librarians.
review of the study disclosed that people do not want to The study found significant association between work
adopt librarianship as a profession from the start of their motivation and job satisfaction. Literature review
life career. It will be adopted only in case of when there is concludes that job satisfaction is significantly associated
no alternative left or as a result of influence or experience. with Nature of work, Fair treatment, Coworkers and status
Leckie and Brett (1997) surveyed Canadian university of librarians in society.
librarians regarding job satisfaction, which was basically a The above literature review has covered available studies
replication of a 1993 American study. This study that have been carried out to study the level of job
discovered the association between the involvement of satisfaction of librarians. The area of job satisfaction of
librarians in university affairs, decision making, library librarians is very important and should be highlighted in
planning and other professional activities, and local situations. Batool (2011) suggested in her research
administration, faculty/academic status and job while measuring participative management perceptions of
satisfaction. The study findings pointed out that university librarians that there is a need to explore
faculty/academic-status librarians were unsatisfied with administrative practices in libraries and compare both
their salary and workload. public and private sectors in Pakistan. Studies found
Overall findings suggested that the intrinsic facets of commitment levels of librarians and important facets of
librarianship such as creativity, challenges or relationship job satisfaction. However, the comparison of both sectors
with the users, were the elements of the work that i.e. public and private was needed to highlight the
librarians pointed out most satisfying. Similar study situation in detail. The present study tried to cover the
conducted in Canada (Quebec) and reported that working possible aspects of job satisfaction among public and
librarians working were mostly satisfied with their job but private university librarians.
showed dissatisfaction regarding salaries and promotion
opportunities (Sierpe, 1999) Methodology
In 2004 Togia, Koustelios, and Tsigilis used the ESI In order to collect data about job satisfaction level among
(Employee Satisfaction Inventory) scale and examined job public and private university librarians of Lahore, the
satisfaction among Greek academic librarians and found survey methodology with questionnaires was used.
that they were more satisfied with, “supervision”, Previous studies (Leckie & Brett, 1997; Kuzyk, 2008;
“working conditions”, “job itself” and they were less Kenney, 2009; Adio & Popoola, 2010) successfully used
satisfied with “promotion” and “pay”. These discoveries survey questionnaires to measure the job satisfaction
are in accordance with earlier studies and particularly levels of librarians. For this purpose, a questionnaire was
valuable for “providing a comparative and comprehensive developed which was divided into eight sections, named,
understanding of job satisfaction in the library profession” physical environment & ICT infrastructure, personal
(p. 373). growth, organizational culture, social prestige, salary,
Some of the studies (Kuzyk, 2008; Topper, 2008; Leysen promotion, nature of work and demographic profile
& Boydston, 2009) found that librarians were satisfied respectively. To measure the job satisfaction level on
and recommended librarianship to others as career in seven main facets of job satisfaction five-point Likert
future. Kuzyk (2008) carried out job satisfaction survey in scale, as mentioned below, was used in the instrument:
public libraries in which he reported that 70% of the 1 Strongly Disagree, 2 Disagree, 3 Neither Agree nor
respondents were either “very satisfied” or “satisfied” Disagree, 4 Agree, and 5 Strongly Agree.
with their jobs. Respondents with greatest experience in
the field of librarianship were inclined to express the
Population/Sampling Frame
highest level of satisfaction and 87% of all public library
Population of the study was the professional librarians
respondents reported that they would like to recommend it
serving in HEC (Higher Education Commission)
as a career.
recognized public and private sector universities and
Leysen and Boydston (2009) survey of job satisfaction
degree awarding institutes of Lahore. In Lahore there are
explored different aspects of satisfaction for example
large number of HEC recognized universities and degree
“opportunities to learn new skills”, “good relationships
awarding institutes. It was decided to carry out the study
with coworkers”, “involvement in decision making” and
on those universities/institutes where large numbers of
“benefits package”.
professionals are working at present. Among private
Most of the studies (Awan & Mahmood, 2010; Pervin,
universities of Lahore, one of the university belonged to
2012; Ullah, 2012) with reference to Pakistan found job
federal capital, Islamabad, was included in the sample as
commitment and satisfaction in relationship with
its large campus was situated in Lahore. A sample of five
leadership style and organizational culture. Awan, and
public and five private sector universities/institutes were
Mahmood (2010) found that commitment of librarians in
selected from twelve public and sixteen private sector
achievement culture is higher than the bureaucratic
universities/institutes respectively. The
culture. Relationship between job satisfaction and
universities/institutes which had less professional
organizational commitment of female college librarians
librarians were excluded.
was studied by Pervin, L. (2012). Among nine aspects of

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Vol. 14 (2013) PJLIS
The total number of librarians working in ten The length of the professional librarians varies with nine
universities/institutes was 84, out of them seven were on (13%) having the experience of 6-10 years and four (6%)
long leave/study leave and two were not available at the up to 16 to 20 years.
time of distribution of questionnaires. Therefore 75
librarians were finally approached for the distribution of Range of Salary
the questionnaires.
Table 1
Survey Response Distribution of Librarians by Range of their Salaries (N =
The questionnaires were personally administered by the 69)
researcher. Phone calls and personal visits were made in Sr. # Range of Salary (Rupees) Freq. (%)
order to get high response rate. Out of 75 respondents, 71
1. Up to 10, 000 - 0
participants were responded and all were usable. From the
public sector universities/institutes 38(97%) out of 39 2. Above 10, 000 to 20, 000 21 30
librarians and from the private sector 3. Above 20, 000 to 30, 000 16 23
universities/institutes 33(92%) out of 36 librarians 4. Above 30, 000 to 40, 000 12 17
returned the questionnaires. The overall response rate was 5. Above 40, 000 to 50, 000 8 12
71(95%) out of 75 respondents which was excellent, 6. More than 50, 000 12 17
however the results of this study could not be generalized. Note: Percentages have been rounded

Findings and Discussions Table 1 indicates that significant numbers of respondents

The purpose of this study was to explore facets and to 21(30%) were getting the salary above 10, 000 to 20, 000
compare the job satisfaction level of librarians serving in rupees. Out of 69 respondents, 16(23%) respondents were
public and private universities/institutes of Lahore. The getting above 20, 000 to 30, 000 rupees and 12(17%) of
questionnaire consisting of 50 statements was used .The the respondents were being paid above 30, 000 to 40, 000
inferential statistics and t-test was applied to analyze the rupees, which is the same percentage of the respondents
data. who were being paid more than 50, 000 rupees. Only
eight (12%) of the respondents were earning above 40,
Demographic Information 000 to 50, 000 rupees.
Out of 71 librarians, 48(68%) were male and 23(32%) It seems that the universities/institutes offer salary
were female in both sectors. These statistics show the package to the librarians more than Rs.10,000/- even to
male dominance in the profession. Twenty one (30%) the newly appointed or less experienced candidates, as
respondents were of the age 26-30 years. Also the there was no respondent (0%) who was getting less than
significant numbers of the respondents 16(23%) were of or up to 10, 000 rupees.
the age up to 25 years. This shows that the majority of
librarians serving in the university/institutes libraries of Physical Environment & ICT Infrastructure
Lahore were young. The length of the age group of The first facet of job satisfaction was physical
professional librarians varies with 12(17%) of the age 31- environment numerous studies have proved that the
35 years, five (7%) were of the age 36-40 years, eight healthy physical environment is one of the important
(11%) were of the age 41-45 years. components for the employees’ job satisfaction. Three
Majority of the librarians 50(73%) have professional statements constructed in order to explore the physical
experience less than 5 years or up to 5 years in the environment of the institutions and six statements
institution in which they were serving. Only three (4%) of constructed to investigate whether the libraries have well
the librarians have more than 20 years’ experience of the equipped with the modern ICT infrastructure or not (Table
same organization. The professional librarians have 2).
experience of 11-15 years have the same percentage of 4
as of the librarians have experience more than 20 years.

Table 2
Respondents’ Opinions about Physical Environment & ICT Infrastructure
SA A NO D SD
Sr. # Statements N
(%) (%) (%) (%) (%)
1 I work in a noise-free environment. 71 25 (35) 32 (45) 6 (9) 7 (10) 1 (1)
2 The size of my office provides me enough 71 22 (31) 35 (49) 4 (6) 9 (13) 1 (1)
space to work comfortably.
3 The furniture is comfortable and its design 70 16 (23) 36 (51) 9 (13) 6 (9) 3 (4)
provides natural body posture to avoid
discomfort.
4 My office is equipped with modern ICT tools. 71 17 (24) 37 (52) 11 (16) 6 (9) 0

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Vol. 14 (2013) PJLIS
5 The digital equipment of the institution works 71 12 (17) 43 (61) 12 (17) 4 (6) 0
fast in order to work effectively and
efficiently.
6 My library holds the e-databases or e- 71 29 (41) 36 (51) 4 (6) 2 (3) 0
collection to facilitate the users.
7 I am satisfied with the speed of internet. 70 16 (23) 41 (59) 9 (13) 2 (3) 2 (3)

8 The telephonic service is reliable in my 70 16 (23) 41 (59) 10 (14) 3 (4) 2 (3)

library.
9 The institution provides the opportunities to 71 13 (18) 40 (56) 11 (16) 6 (9) 1 (1)
exercise the emerging ICT skills.
Note: Percentages have been rounded

The results showed that the majority of the Regarding ICT infrastructure, the results showed that
respondents (n=57, 80%) agreed that they were (n=54, 76%) respondents were working in the
working in a noise-free environment. Regarding the offices those equipped with modern ICT tools. A
size of the office that it provides enough space to majority (n=55, 77%) of the respondents agreed that
work comfortably, most of respondents (n=57, 80%) the digital equipment of the institution works fast. A
agreed with this statement. Fifty-two (74%) large majority (n=65, 92%) of the respondents
respondents indicated that their furniture is agreed that their institution holds e-collection to
comfortable and ergonomic enough to avoid facilitate the users while only two (3%) disagreed; it
discomfort. may be because study was limited to HEC
The results clearly indicated that most of the recognized universities and HEC provided
librarians, in general, were working in a favorable subscribed e-databases to various universities.
physical environment. But this clearly contradicted
with the study conducted by the psychologist Saddiq Personal Growth
(2006) that librarians were not satisfied and most Another very important job satisfaction component
unhappy with their place of work, often their jobs derived from the literature was personal growth. The
were repetitive, very simple or straightforward, data related to this section is presented in Table 3.
which meant their job was not demanding or it was
unchallenging.

Table 3
Participants’ Opinions about Personal Growth
SA A NO D SD
Sr. # Statements N
(%) (%) (%) (%) (%)
1 The institution provides me the 71 21 (30) 30 (42) 10 (14) 8 (11) 2 (3)
opportunities and facilitates me for
further professional education.
2 The institution often conducts short 71 17 (24) 30 (42) 11 (16) 11 (16) 2 (3)
training courses.
3 The institution often conducts 71 13 (18) 25 (35) 16 (23) 15 (21) 2 (3)
workshops on career advancement
for its professionals.
4 The institution offers me the 71 21 (30) 33 (47) 10 (14) 5 (7) 2 (3)
opportunity to attend
workshops/seminars/training
courses.
5 It will be easy for me to leave the 70 9 (13) 28 (40) 24 (34) 9 (13) 0
organization for some better
opportunities.
Note: Percentages have been rounded

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Vol. 14 (2013) PJLIS
Table 4
Respondents’ Opinions about Organizational Culture
SA A NO D SD
Sr. # Statements N
(%) (%) (%) (%) (%)
1 I am encouraged to float my ideas to 71 9 (13) 42 (59) 15 (21) 5 (7) 0
upper management.
2 I am only answerable to my 71 16 (23) 39 (55) 8 (11) 7 (10) 1 (1)
immediate boss.
3 My work and knowledge is 71 7 (10) 45 (63) 14 (20) 4 (6) 1 (1)
appreciated by the top management.
4 I get credit for my new ideas, rather 71 7 (10) 34 (48) 22 (31) 5 (7) 3 (4)
than other staff members.
5 The institution views its 71 12 (17) 40 (56) 15 (21) 2 (3) 2 (3)
professionals as asset.
6 Delays are often observed in decision 70 2 (3) 29 (41) 30 (43) 8 (11) 1 (1)
making process from the higher
authorities when new ideas are given
to them.
7 Policies of my institution are 70 6 (9) 41 (59) 18 (26) 5 (7) 0
evaluated on yearly basis and are
revised as needed.
8 I feel secure about my job. 68 15 (22) 29 (43) 15 (22) 6 (9) 3 (4)

9 My participation in the institutional 69 3 (4) 36 (52) 19 (28) 11 (16) 0

meetings is considered indispensible.
10 My initiatives are valued and 71 5 (7) 42 (59) 17 (24) 7 (10) 0
appreciated by the institution.
11 There is a balance between my 71 7 (10) 50 (70) 9 (13) 4 (6) 1
authority and responsibility. (1)
12 I am given due respect in the 71 16 (23) 44 (62) 9 (13) 1 (1) 1 (1)
organization.
Note: Percentages have been rounded

The results showed that the majority of the Organizational Culture

respondents 51(72%) agreed that their institution Organizational culture is also very important element
provides them the opportunities and facilitates for that contributes towards overall job satisfaction.
further professional education while 10(14%) Twelve statements were formulated regarding the
disagreed. organizational culture element of job satisfaction.
In response to the statement that institution often The data relating to these statements are reported in
conducts workshops on career advancement for its the Table 4.
professionals, thirty-eight (54%) participants agreed A large majority of the respondents 51(72%) agreed
while 17(24%) disagreed. The results for the that they are encouraged to float their ideas to upper
statement that whether the respondents will leave the management. Fifty-five (78%) of the respondents
organization for some better opportunities are acknowledged that they were only answerable to
interesting because 37(53%) showed their consent their immediate boss. At the same time most (n=52,
that they will leave while it is more interesting that 73%) of the respondents believed that their work and
few respondents nine (13%) will not leave the knowledge is appreciated by the top management
organization even they will have some better while only five (7%) of the respondents did not
opportunities. This shows that in spite of having believe so.
good working conditions and personal growth A majority of the respondents (n=41, 58%) felt that
opportunities respondents still wanted to leave for they get credit for their new ideas in contrast to the
better opportunities. other staff members while eight (11%) did not agree.
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Vol. 14 (2013) PJLIS
Table 5
Respondents’ Opinion about Social Prestige
Sr. # Statements N SA A NO D SD
(%) (%) (%) (%) (%)
1 I am satisfied with the social status 71 7 (10) 26 (37) 15 (21) 19 (27) 4 (6)
of the librarian in general.
2 I am satisfied with the social status 70 9 (13) 37 (53) 9 (13) 13 (19) 2 (3)
of the librarian in my institution.
3 I think that working as a librarian in 70 10 (14) 28 (40) 15 (21) 15 (21) 2 (3)
a government sector has better
social status than private sector.
4 I suggest my friends/relatives to 71 2 (3) 27 (38) 24 (34) 13 (18) 5 (7)
choose this profession.
5 I would like to encourage my 71 0 17 (24) 28 (39) 17 (24) 9 (13)
son/daughter to be a professional
librarian.
6 I would like to refer my friend(s) to 71 7 (10) 37 (52) 16 (23) 9 (13) 2 (3)
apply for the position of a librarian
in my institution.
7 I am satisfied while working with 70 11 (16) 38 (54) 16 (23) 4 (6) 1 (1)
the current institution.
8 Job pride is the most important 71 15 (21) 46 (65) 8 (11) 1 (1) 1 (1)
factor for job satisfaction.
Note: Percentages have been rounded

This study contradicted with the previous study librarians is lower in developing countries and they
conducted by Batool, S.H. (2011) who reported that are not satisfied with it.
33(87%) respondents felt that they were not given It was found that the majority of the respondents
the due credit for their work. (n=38, 54%) considered that working as a librarian
A majority of the respondents (n=44, 65%) believed in a government sector has better social status than
that they feel secure about their job while nine (13%) private sector .Twenty-nine (41%) of the participants
did not believe so. It is found that (n= 39, 57%) of acknowledged that they would like to suggest their
the respondents acknowledged that their friends/relative to choose the profession of a
participation in institutional meetings is considered librarian. The result of the statement under
indispensable while 11(16%) did not acknowledge consideration is very interesting if we compare it
this. with the previous statement that a number (n=26,
Social Prestige 37%) of participants disagreed that they would like
Social prestige is the most important element to encourage their sons/daughters to be a
towards job satisfaction. Eight statements were professional librarian while only 17(24%) of the
formulated for this component and the related data is respondents agreed.
presented in Table 5. Participants wanted to refer this profession to their
Interestingly thirty-three (47%) of the respondents friends/relatives but not to their sons/daughters. This
agreed that they were satisfied with the social status result showed clearly that how satisfy the librarians
of the librarian while 23(32%) did not agree with were with their profession.
this. Forty-six (66%) of the respondents believed that Salary
they were satisfied with the social status of the Salary is also a very strong component that
librarian in their institution while 15(21%) contributes towards overall job satisfaction. The
disagreed. These results contradict with the result of respondents’ opinions about salary are reported in
previous study Kaya (1995) that the social status of Table 6.

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Vol. 14 (2013) PJLIS
Table 6
Respondents’ Opinions about Salary
SA A NO D SD
Statements N
(%) (%) (%) (%) (%)
1. I am satisfied with my current salary package. 71 12 (17) 29 (41) 14 (20) 10 (14) 6 (9)

2. I get the annual increment well on time. 70 17 (24) 33 (47) 13 (19) 3 (4) 4 (6)

3. I am satisfied with the annual increments of my 71 13 (18) 23 (32) 17 (24) 14 (20) 4 (6)
salary.
Note: Percentages have been rounded

Table 7
Respondents’ Opinion about Promotion (N= 71)
SA A NO D SD
Statements
(%) (%) (%) (%) (%)
1. The institution has a clear policy about the library 1 (1) 30 (42) 17 (24) 20 (28) 3 (4)
professional’s promotion.
2. I am satisfied with the promotion structure of my 1 (1) 20 (28) 23 (32) 24 (34) 3 (4)
institution.
3. I got due promotions timely. 2 (3) 16 (23) 26 (37) 26 (37) 1 (1)
Note: Percentages have been rounded

It was found that 41(58%) of the respondents agreed with Nature of Work
the statement that they are satisfied with their current This is the last component derived from the literature used
salary package while 16(23%) disagreed. A majority of for this study. Four statements were constructed for this
the respondents 50(71%) believed to be agreed that they component and the related data are presented in Table 8.
got the annual increments well on time. A large majority of the participants 62(87%) agreed that
they perform variety of professional tasks. Forty-nine
Promotion (69%) respondents felt that they were free to try out their
The results for this component of job satisfaction are ideas at work in the library. It is interesting that more
interesting. Thirty-one (44%) of the participants agreed respondents 40(57%) disagreed that their job is repetitive
that the institution has a clear policy about the library and boring while only six (9%) were agreed that their job
professional’s promotion while 23(32%) disagreed. is repetitive and boring. A large majority of the
Twenty-seven (38%) of the respondents were not agreed respondents 62(87%) believed that their duties are clearly
with the promotion structure of their institution while 21 defined.
(30%) agreed. Again in this section of questionnaire most
of the respondents did not express their opinions in all the Independent sample t-test results
three statements however a majority of the individuals The independent sample t-test was applied to see the
26(37%) did not expressed their opinions regarding the difference in both the groups, private and public sector
statement of getting due promotions timely. universities/institutes with alpha level of 0.05 (Table 9).

Table 8
Respondents’ Opinion about Nature of Work
Statements N SA A NO D SD
(%) (%) (%) (%) (%)
1. I do variety of professional tasks. 71 14 (20) 48 (68) 7 (10) 2 (3) 0
2. I am free to try out my own ideas at work in the library. 71 14 (20) 35 (49) 13 (18) 6 (9) 3 (4)
3. My job is repetitive and boring. 70 0 6 (9) 24 (34) 34 (49) 6 (9)

4. My duties are clearly defined. 71 9 (13) 53 (75) 4 (6) 2 (3) 3 (4)

Note: Percentages have been rounded.

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Vol. 14 (2013) PJLIS
Table 9
Opinions about Job Satisfaction Aspects with T-Test
Job Satisfaction Aspects Public M Private M t-est Sig.
(2-tailed)
Physical Environment & ICT Infrastructure 3.82 4.09 1.90 .062

Personal Growth 3.69 3.69 .017 .987

Organizational Culture 3.71 3.68 .310 .759

Social Prestige 3.45 3.39 .440 .664

Salary 3.80 3.26 2.28 .026

Promotion 2.83 3.09 1.30 .201

Nature of Work 3.53 3.52 .023 .981

Table 10
Ranking of Job Satisfaction aspects for Public and Private Sector Universities/Degree awarding institutes

Public sector Universities/ Private sector Universities/

Degree awarding institutes Degree awarding institutes
(N=38) (N=33)
Rank Aspects M SD Rank Aspects M SD
1 Physical environment & ICT 3.82 .67 1 Physical environment & ICT 4.09 .52
infrastructure infrastructure
2 Salary 3.80 1.01 2 Personal growth 3.69 .70
3 Organizational culture 3.71 .46 3 Organizational culture 3.68 .52
4 Personal growth 3.69 .85 4 Nature of work 3.52 .50
5 Nature of work 3.53 .42 5 Social prestige 3.39 .56
6 Social prestige 3.45 .64 6 Salary 3.26 .99
7 Promotion 2.83 .90 7 Promotion 3.09 .78
Scale 1= Strongly disagree, 2= Disagree, 3=Neither agree nor disagree, 4= Agree, 5=Strongly Agree

The t-test results revealed that in general there was no Ranking of Job Satisfaction aspects for Public/Private
significant difference in the various six aspects of job sector Universities/Degree awarding institutes
satisfaction except salary (Table 9). It seems from the Raking of seven aspects of job satisfaction (Table 10) in
statistics that librarians working in both groups have same public sector shows that participants are more satisfied
level of job satisfaction regarding the six aspects of job with physical environment & ICT infrastructure with
satisfaction. mean 3.82 and salary with mean 3.80. In Pakistan public
As far as salary is concerned, the seventh component of sector librarians’ promotions are based on experience of
job satisfaction used in study, surprisingly there is employees or annual reports. Librarians felt
significant difference (p<.05, p=.026) of opinions among dissatisfaction with these procedures and want change in
both the groups of librarians in public and private sector promotion strategies.
universities/institutes. Ranking in private sector universities/institutes (Table 10)
Results showed that public sector librarians are more shows that librarians are very satisfied with their physical
satisfied with their salary packages than private sector environment & ICT infrastructure with mean 4.06. Here
librarians. The results are interesting in such a way that the personal growth aspect is ranked at number two
normally private sector perceived to pay higher their (M=3.62), whereas it was ranked at number four in public
employees than public sector. It may be because some sector. The aspect of promotion is ranked very low by
private sector universities/institutes offer young librarians both sector librarians. The study contradicts the general
low salaries as they intend to fill the librarian seat of their concept that private sector offers good salaries to their
institute due to binding of hiring Librarian/s to be employees.
recognized from HEC (Higher Education Commission).
This can also be confirmed from the fact that majority of
the study participants were young.

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Vol. 14 (2013) PJLIS
Conclusion & Discussion professional staff (Unpublished MPhil
The analysis of data concludes that librarians working in dissertation). Department of Library & Information
both sectors were almost satisfied with the seven aspects Science, University of the Punjab, Lahore,
of job satisfaction discussed in the study. Majority of Pakistan.
them were young and earned more than 10,000/Rs. in a Bello, M. A. (1996). Choosing a career: Librarian.
month. A person is earning more than 10,000/Rs. in a Librarian Career Development. 4(4), 15-19.
month can maintain his/her lower middle class economic Retrieved from
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It can be concluded from statistics that librarians working eid=860297
in both sectors seem having the same level of job Edem, U.S. & Lawal,O. O. (1999). Job satisfaction and
satisfaction without having any significant difference publication output among librarians in Nigerian
regarding physical environment & ICT infrastructure, universities. Library Management, 20(1), 39-46.
personal growth, organizational culture, social prestige, Karim, N. (2008). Investigating the correlates and
promotion and nature of work. It seems from the results predictors of job satisfaction among Malaysian
that librarians are satisfied with the above mentioned academic librarians. Malaysian Journal of Library
components of job satisfaction in both sectors. & Information Science, 13(2), 69-88.
It can also be established from statistics that librarians Kaya, E. (1995). Job satisfaction of the librarians in the
working in public sector are more satisfied than private developing countries. Proceedings from 61st IFLA
sector librarians in terms of salaries. However, the public general conference. Retrieved from
sector librarians findings are in contrast with the previous http://archive.ifla.org/IV/ifla61/61-kaye.htm
study conducted by Khan & Ahmad (2013) that public Kenney, B. (2009). Happy days. School Library Journal.
sector university librarians are slightly satisfied (M=3.86) 55(1), 28-31.
with their pay or salaries. Khan, A. & Shamshad, A. (2013). Job satisfaction among
The results of the private sector university librarians are librarians in the universities of Khyber
confirmed the previous studies (Leysen & Boydston 2009; Pakhtunkhwa, Pakistan: A survey. Library
Karim, 2008; Edem & Lawal, 1999) findings that Philosophy & Practice. Retrieved from
librarians preferred organizational tenure, personal http://digitalcommons.unl.edu/cgi/viewcontent.cgi?
growth, environment and co-worker relationships for job article=2181&context=libphilprac
satisfaction. Although both sector librarians are satisfied Kuzyk, R. (2008). Job satisfaction: I love librarianship.
with their physical environment and ICT infrastructure, Library Journal. 133(4), 38-41. Retrieved from
the findings are different in this respect that previous http://www.libraryjournal.com
studies pointed out poor library infrastructure in the Landry, M. B. (2000). The effects of life satisfaction and
country. It may be because all participants belong to job satisfaction on reference librarians and their
university/degree awarding institution libraries which are work. Reference & User Services Quarterly, 40(2),
HEC recognized and the situation in these libraries is 166-177.
better than other institutes. Leckie, G. J. & Brett, J. (1997). Job satisfaction of
The findings of the study implicate that private sector Canadian university librarians: A national survey.
universities/institutes should devise and implement proper College & Research Libraries. 58(1), 31-47.
pay structure including annual increments and fringe Retrieved from
benefits. Promotion policies and procedures should be http://crl.acrl.org/content/58/1/31.full.pdf
revised and implemented in both sectors. Job satisfaction Leysen, J. M. & Boydston, J. M. K. (2009). Job
policies should be devised and revised regularly in both satisfaction among academic cataloger
sectors by competent authorities such as salary, promotion librarians. College & Research Libraries. 70(3),
and provision of career infrastructure. The statistical 273-297. Retrieved from
findings of the study can be used in devising job http://crl.acrl.org/content/70/3/273.full.pdf+html
descriptions, pay structures, professional development and Pervin, L. (2012). Relationship between job satisfaction
promotion strategies of university librarians in the and organizational commitment of female college
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