The purpose of this paper is to determine the factors influencing job satisfaction among civil servants at the Corporate Services Department (CSD), Ministry of Education, Skills and Development (MoESD) in Botswana with particular focus on the impact of training opportunities, career progression opportunities and motivation of the civil servants. The specific objectives of the study are: To determine the influence of training opportunities on job satisfaction of civil servants at CSD, MoESD. To determine the influence of career progression opportunities on job satisfaction of civil servants at CSD, MoESD. To determine the influence of motivation on job satisfaction of civil servants at CSD, MoESD. These research objectives were achieved in the study by answering the following research questions: To what extent do training opportunities influence job satisfaction of civil servants at CSD, MoESD? To what extent do career progression opportunities influence job satisfaction of civil servants at CSD, MoESD? How does motivation influence job satisfaction of civil servants at CSD, MoESD? The research questions were answered by statistically testing the corresponding null hypothesis: Training opportunities have no significant influence on job satisfaction of civil servants at CSD, MoESD. Career progression opportunities do not significantly influence on job satisfaction of civil servants at CSD, MoESD. Motivation has no significant influence on job satisfaction of civil servants at CSD, MoESD.
The research was a case study design with quantitative approach. Quantitative data were collected using a closed-ended questionnaire. The study focused on the staff at CSD, MoESD, in Gaborone Botswana. The target population included 262 civil servants in the Corporate Services Department (CSD) of the at Ministry of Education, Skills and Development (MoESD). Random sampling was used to draw the sample from the population. The sample size for this study was 160 respondents representing the entire population at MoESD. A closed ended questionnaire was used to collect the data from the respondents. The questionnaire was designed with Likert scale to quantitatively measure the independent variables (training opportunities, career progression and motivation) and the dependent variable (job satisfaction). The data were statistically analysed using SPSS version 25 to test the hypothesis by conducting multiple linear regression to determine the direction and strength between the dependent variables and each of the independent variables.
The results from multiple linear regression show that only motivation of employees has a positive influence on their job satisfaction. The study concludes that contrary to the findings of many previous researchers who reported that job satisfaction is influenced by training and career progression opportunities, the two factors have no statistically significant influence on job satisfaction at the CSD. The study recommends that the senior staff at CSD should focus on motivating employees to boost their job satisfaction. The study contributes to the available literature and knowledge on factors which influence job satisfaction of employees in public service, most especially the influence of motivation, training opportunities and career progression opportunities.
This study provides valuable insights into the relationship between training opportunities, career progression opportunities, motivation and job satisfaction of civil servants. The study contributes to the existing literature on the topic by focusing on the context of Botswana and specifically on the CSD, MoESD. The findings of this study can be used by policymakers, managers and human resource practitioners in Botswana to improve the job satisfaction of civil servants, which can ultimately lead to better service delivery and increased productivity.
Furthermore, the study may inspire further research on the topic in Botswana and other similar contexts.

The purpose of this paper is to determine the factors influencing job satisfaction among civil servants at the Corporate Services Department (CSD), Ministry of Education, Skills and Development (MoESD) in Botswana with particular focus on the impact of training opportunities, career progression opportunities and motivation of the civil servants. The specific objectives of the study are: To determine the influence of training opportunities on job satisfaction of civil servants at CSD, MoESD. To determine the influence of career progression opportunities on job satisfaction of civil servants at CSD, MoESD. To determine the influence of motivation on job satisfaction of civil servants at CSD, MoESD. These research objectives were achieved in the study by answering the following research questions: To what extent do training opportunities influence job satisfaction of civil servants at CSD, MoESD? To what extent do career progression opportunities influence job satisfaction of civil servants at CSD, MoESD? How does motivation influence job satisfaction of civil servants at CSD, MoESD? The research questions were answered by statistically testing the corresponding null hypothesis: Training opportunities have no significant influence on job satisfaction of civil servants at CSD, MoESD. Career progression opportunities do not significantly influence on job satisfaction of civil servants at CSD, MoESD. Motivation has no significant influence on job satisfaction of civil servants at CSD, MoESD.
The research was a case study design with quantitative approach. Quantitative data were collected using a closed-ended questionnaire. The study focused on the staff at CSD, MoESD, in Gaborone Botswana. The target population included 262 civil servants in the Corporate Services Department (CSD) of the at Ministry of Education, Skills and Development (MoESD). Random sampling was used to draw the sample from the population. The sample size for this study was 160 respondents representing the entire population at MoESD. A closed ended questionnaire was used to collect the data from the respondents. The questionnaire was designed with Likert scale to quantitatively measure the independent variables (training opportunities, career progression and motivation) and the dependent variable (job satisfaction). The data were statistically analysed using SPSS version 25 to test the hypothesis by conducting multiple linear regression to determine the direction and strength between the dependent variables and each of the independent variables.
The results from multiple linear regression show that only motivation of employees has a positive influence on their job satisfaction. The study concludes that contrary to the findings of many previous researchers who reported that job satisfaction is influenced by training and career progression opportunities, the two factors have no statistically significant influence on job satisfaction at the CSD. The study recommends that the senior staff at CSD should focus on motivating employees to boost their job satisfaction. The study contributes to the available literature and knowledge on factors which influence job satisfaction of employees in public service, most especially the influence of motivation, training opportunities and career progression opportunities.
This study provides valuable insights into the relationship between training opportunities, career progression opportunities, motivation and job satisfaction of civil servants. The study contributes to the existing literature on the topic by focusing on the context of Botswana and specifically on the CSD, MoESD. The findings of this study can be used by policymakers, managers and human resource practitioners in Botswana to improve the job satisfaction of civil servants, which can ultimately lead to better service delivery and increased productivity.
Furthermore, the study may inspire further research on the topic in Botswana and other similar contexts.