Job Satisfaction among the Faculty Members of Nursing Colleges in Saudi Arabia

BACKGROUND Job satisfaction has a significant impact on the work behaviour of faculty members and their attitudes to their work. However, to the best of our knowledge, there are no recent studies on job satisfaction among the faculty members of nursing colleges in Saudi Arabia. The purpose of the current study was to explore the factors influencing job satisfaction among nursing department faculty members of nursing colleges in Saudi universities. METHODS This online survey was approved by Taif University under code (42 - 0085). A 35 - item (6 dimensions) five option Likert - type draft questionnaire on job satisfaction was distributed for online anonymous self-reporting by the faculty members of nursing colleges in Saudi universities (N = 116). RESULTS The general level of overall job satisfaction (OJS) of the faculty members of nursing colleges in Saudi universities on all dimensions of job satisfaction is observed to be low (OJS mean 1,28), while work itself and interpersonal relationships were high. The dimensions of job satisfaction were analysed by path coefficient and the significance test. First, for faculty member’s job satisfaction as a higher order factor consists of 6 first order factors: the influence of salary and welfare on job satisfaction is the greatest, with a path coefficient reaching .580. Next comes job competence, leader behaviour, interpersonal relationships, and the work itself. CONCLUSIONS A seven-factor job satisfaction model is advanced, including one high order factor (job satisfaction) and six first-order factors (salary and welfare, the work itself, leader behaviour, personal growth, interpersonal relationships and job competence) demonstrated good overall psychometric properties in terms of construct validity and internal consistency reliability in both the overall sample and its separately analysed subgroups. KEY WORDS Faculty Members, Job Satisfaction, Nursing Colleges, Quality of Higher Education, Saudi Arabia

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The influence factors of job satisfaction and its relationship with turnover intention: Taking early-career employees as an example

Anales de Psicología ◽

10.6018/analesps.33.3.238551 ◽

2017 ◽

Vol 33 (3) ◽

pp. 697 ◽

Cited By ~ 1

Author(s):

Xianyin Lee ◽

Boxu Yang ◽

Wendong Li

Keyword(s):

Job Satisfaction ◽

Factor Analysis ◽

Interpersonal Relationships ◽

Personal Growth ◽

Turnover Intention ◽

Structural Equation ◽

Influence Factors ◽

Early Career ◽

Work Behavior ◽

Path Coefficient

<p>Job satisfaction of early-career employees has a significant effect on employee work behavior and work attitude. This study investigated the influence factors of job satisfaction and its relationship with turnover intention. Early-career employees were selected as the research subject. Questionnaires were distributed and the stratified random sampling method was used to analyze the 418 samples collected. The dimensions of job satisfaction were analyzed by exploratory factor analysis and confirmatory factor analysis, and a structural equation model was constructed to discuss the relationship between job satisfaction and turnover intention. First, for early-career employees, job satisfaction as a higher order factor consists of 6 first-order factors; personal growth’s influence on job satisfaction is the greatest, with a path coefficient reaching .918. Next come salary and welfare, work itself, interpersonal relationships and leader behavior. Additionally, job competency has a minimal effect on job satisfaction; its path coefficient is only .214. Second, job satisfaction has a significantly negative effect on turnover intention, indicating that the job satisfaction structure of early-career employees has its unique characteristics because they focus more on personal growth and development space. Through improving job satisfaction, turnover behavior of early-career employees can be effectively controlled.</p>

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Degree of job satisfaction among faculty members in special education departments in the southern region of Saudi Arabia: درجة الرضا الوظيفي لدى أعضاء الهيئة التدريسية بأقسام التربية الخاصة في المنطقة الجنوبية من المملكة العربية السعودية

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم التربوية والنفسية ◽

10.26389/ajsrp.w020218 ◽

2018 ◽

Vol 2 (5) ◽

Author(s):

Wael Amin Al Ali

Keyword(s):

Job Satisfaction ◽

Special Education ◽

Saudi Arabia ◽

Faculty Members ◽

Southern Region ◽

Years Of Experience ◽

Kingdom Of Saudi Arabia ◽

First Semester ◽

Four Dimensions ◽

The University

The aim of this study is to reveal the degree of job satisfaction among faculty members in special education departments in the southern region of the Kingdom of Saudi Arabia and its relation to some variables. The study society is composed of faculty members in special education departments in the universities of the southern region of the Kingdom in the first semester of the year 2016/2017 and the sample reached (32) members. The researcher prepared a questionnaire consisting of (29) paragraphs distributed over (4) dimensions. The results of the study showed that the degree of job satisfaction of the faculty members on the tool as a whole was medium, and the degree was medium on the four dimensions of the tool. The results showed that there were no differences in the degree of job satisfaction according to the gender variable and the university variable. While there were differences in the degree of job satisfaction according to the variable years of experience.

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Extracurricular Activities Amongst Health Colleges Students at the Imam Abdulrahman Bin Faisal University

Global Journal of Health Science ◽

10.5539/gjhs.v10n7p105 ◽

2018 ◽

Vol 10 (7) ◽

pp. 105

Author(s):

Mohammed Taha Al-Hariri ◽

Abdulghani Al-Hattami

Keyword(s):

Saudi Arabia ◽

Student Affairs ◽

Extracurricular Activities ◽

Online Survey ◽

Cross Sectional Study ◽

Faculty Members ◽

Extracurricular Activity ◽

Sectional Study ◽

Cross Sectional ◽

Second Year

OBJECTIVES: To study the attitude of health colleges students about extracurricular activities.METHODS: A cross sectional study was conducted among 213 students, only 117 students responded. An online survey was sent to all students in the second-year health colleges at the Imam Abdulrahman Bin Faisal University (formally University of Dammam) in Saudi Arabia in 2015 (February-April). The survey consisted of two parts; Part I: Students participation in different activities, and Part II: consisted of questions about the barriers of participating in the extracurricular activities.RESULTS: The results showed that the participation percentage in extracurricular activities was low (9.6%). Students at the present study reported that the most common obstacle was the conflict with the classes. Students stated other factors such as; there were no incentive, not encouraged by faculty members to participate in extracurricular activities, no guidance for the activities and its objectives and that most of the activities are not attractive.CONCLUSION: Engagement in extracurricular activities among health colleges student at the Imam Abdulrahman Bin Faisal University was low. Obstacles should be addressed by the deanships of student affairs in order to enhance the involvement in extracurricular activity.

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Pengaruh Budaya Organisasi Terhadap Komitmen Organisasi yang di Mediasi Kepuasan Kerja

Jesya (Jurnal Ekonomi & Ekonomi Syariah) ◽

10.36778/jesya.v4i1.319 ◽

2020 ◽

Vol 4 (1) ◽

pp. 267-277

Author(s):

Sinta Sundari Heriyanti ◽

Richnie Zayanti

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Quantitative Methods ◽

Online Survey ◽

Sampling Technique ◽

Industrial Area ◽

Path Coefficient ◽

Business World ◽

The Relationship

For companies to have high competitiveness in the era of globalization, one of which needs to be considered in the field of human resources. This study focuses on organizational culture in implementing its performance through job satisfaction. In the current era of globalization, competitiveness between companies has been so complex that it is no longer possible for companies to ensure that companies continue to exist in the business world. The purpose of this study was to determine whether there is an influence of organizational culture on the organizational commitment that mediates job satisfaction. The object of research at PT Nipro Indonesia, Karawang industrial area. The research was conducted using quantitative methods. The number of samples obtained using a random sampling technique using the Slovin formula is 57 respondents. The data was collected using a google form in filling out an online survey. The data analysis method used was the R-square test, Bootstrap, Path Coefficient, and specific indirect effects. The results of this study indicate that organizational culture does not affect organizational commitment, organizational culture affects job satisfaction, job satisfaction affects organizational commitment, job satisfaction can have a positive effect in mediating the relationship between organizational culture and organizational commitment at PT Nipro Indonesia.

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Compensation Practices on Job Satisfaction of Faculty Members in Private HEI in Saudi Arabia: Mediating Role of Talent Management

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v10i4.17838 ◽

2020 ◽

Vol 10 (4) ◽

pp. 37

Author(s):

Zainab Bello ◽

Waleed Alhyasat

Keyword(s):

Job Satisfaction ◽

Saudi Arabia ◽

Talent Management ◽

Higher Learning ◽

Faculty Members ◽

Private Institutions ◽

Online Data ◽

Mediating Role ◽

Institutions Of Higher Learning

Purpose- The paper examined the role of compensation practices on job satisfaction of faculty members in private institutions of higher learning in Saudi Arabia. The paper also examined the mediating role of talent management in the relationship between compensation practices and job performance.Methodology/Approach- A descriptive research design method was applied in the study. The paper is focused on review of previous studies from online data bases and periodicals on the paper variables and resultant relationships. Literature acknowledged the effect of compensation practices on job satisfaction. The paper explained the importance of compensation practices on job satisfaction and the mediating role of talent management. Equity theory was used as the underpinning theory of this paper.Findings- The paper found that compensation practice mediated by talent management is important to increase job satisfaction of faculty members of newly established private institutions of higher learning particularly in Saudi Arabia.Implication/Contribution- The paper provides opportunity for scholars to test the proposed framework empirically. The paper can serve as guide for human resource personnel in newly established private institutions of learning in increasing faculty member’s job satisfactions. The paper adds to body of existing literature on compensation practices, job satisfaction and talent management with focus on newly established private institution of learning in Saudi Arabia.

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Challenging the Multidimensional Conception of Perceived Person-Environment Fit

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000622 ◽

2020 ◽

pp. 1-9

Author(s):

Julian M. Etzel ◽

Gabriel Nagy

Keyword(s):

Higher Education ◽

University Students ◽

Educational Outcomes ◽

Factor Model ◽

Higher Order ◽

Substantial Proportion ◽

Unique Variance ◽

First Order ◽

Person Environment Fit ◽

Order Factor

Abstract. In the current study, we examined the viability of a multidimensional conception of perceived person-environment (P-E) fit in higher education. We introduce an optimized 12-item measure that distinguishes between four content dimensions of perceived P-E fit: interest-contents (I-C) fit, needs-supplies (N-S) fit, demands-abilities (D-A) fit, and values-culture (V-C) fit. The central aim of our study was to examine whether the relationships between different P-E fit dimensions and educational outcomes can be accounted for by a higher-order factor that captures the shared features of the four fit dimensions. Relying on a large sample of university students in Germany, we found that students distinguish between the proposed fit dimensions. The respective first-order factors shared a substantial proportion of variance and conformed to a higher-order factor model. Using a newly developed factor extension procedure, we found that the relationships between the first-order factors and most outcomes were not fully accounted for by the higher-order factor. Rather, with the exception of V-C fit, all specific P-E fit factors that represent the first-order factors’ unique variance showed reliable and theoretically plausible relationships with different outcomes. These findings support the viability of a multidimensional conceptualization of P-E fit and the validity of our adapted instrument.

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Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/03/460 ◽

2018 ◽

Vol 9 (03) ◽

pp. 20553-20562

Author(s):

Putu Ayu Diah Juliarti ◽

Anak Agung Putu Agung ◽

I Nengah Sudja

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

High Performance ◽

Employee Performance ◽

Statistical Tests ◽

Path Coefficient ◽

Significant Positive Effect ◽

Organizational Goals ◽

Record Keeping ◽

Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

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