scholarly journals Relationship of Job Satisfaction and Demographic Variables in Terengganu Public Universities

2018 ◽  
Vol 7 (4.34) ◽  
pp. 193
Author(s):  
Nur Amalyna Radzali ◽  
Norsuhaily Abu Bakar
Keyword(s):  
Job Satisfaction ◽  
Public Universities ◽  
Academic Staff ◽  
Associate Professor ◽  
Demographic Variables ◽  
Senior Lecturer ◽  
Head Of School ◽  
Service Period ◽  
Relationship Of ◽  
Head Of Department

The study on job satisfaction among academic staff at Public Universities in Terengganu is aimed at identifying the level and factors towards their job satisfaction while serving at public universities. This study involved 298 respondents voluntarily. The characteristics of the collected respondents' demographic variables are divided into 9 sections consisting of gender, age, level of education, position of status, service period, position, and other positions within the department. The involved respondents are based on the different levels of academic staff ranging from Assistant Lecturer, Lecturer, Senior Lecturer, Associate Professor, and Professor. Among these respondents were those holding various administrative posts such as Central Director, Dean, Deputy Dean and Head of Department or Head of School. All of the demographic information of these respondents are collected through a survey distributed to them. The results of this finding have been analysed in the form of tables based on the number and percentage of respondents. 

Leadership styles, job satisfaction and organizational commitment among academic staff in public universities

2020 ◽  
Vol 39 (2) ◽  
pp. 253-268 ◽  
Author(s):  
Rogers Mwesigwa ◽  
Immaculate Tusiime ◽  
Bob Ssekiziyivu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Leadership Styles ◽  
Public Universities ◽  
Academic Staff ◽  
Methodological Approach ◽  
The Body ◽  
Future Research ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between leadership styles and Organizational commitment among academic staff in Ugandan Public Universities, mediated by Job Satisfaction.Design/methodology/approachThe study was cross-sectional, quantitative, and used correlation and regression to test the hypothesis. A sample of 353 academic staff was drawn from five public universities in Uganda, of which a response rate of 66 percent was obtained.FindingsOrganizational commitment among academic staff in public universities in Uganda depends on the age of the academic staff, length of service, position level, leadership styles employed, and job satisfaction. Findings further show that job satisfaction partially mediates the relationship between leadership styles and organizational commitment.Research limitations/implicationsOnly a single research methodological approach was employed; thus, future research through interviews could be undertaken to triangulate.Practical implicationsIn order to boost the organizational commitment among academic staff in Ugandan Public Universities, managers should always endeavor to employ a blend of leadership styles that leads to job satisfaction and can add value to the employee-employer relationship.Originality/valueThis study contributes to the body of knowledge by finding further support on the relationship between leadership styles and organizational commitment among academic staff in Ugandan public universities. It further demonstrates that job satisfaction partially transmits the effect of leadership styles on organizational commitment in public universities in Uganda.

scholarly journals Factors and Job Satisfaction Dimension among Academic Staffs of Public Universities

2019 ◽  
Vol 8 (2S3) ◽  
pp. 427-430
Keyword(s):  
Job Satisfaction ◽  
Pilot Study ◽  
Correlation Analysis ◽  
Work Environment ◽  
Public Universities ◽  
Academic Staff ◽  
Job Descriptive Index ◽  
Two Factors ◽  
High Level ◽  
Opportunities For Promotion

The dimensions of job satisfaction varies from one individual to another. The objective of this study was to identify the level of work control among academic staffs at public universities. This study used a questionnaire approach which is divided into 2 parts; Part A focuses the level of job satisfaction which were designed by the researcher and section B consists of the factors of job satisfaction translated from the Job Descriptive Index (JDI) developed by Smith, Kendall and Hulin in 1969 based on the Herzberg Two Factors Theory. The results of the pilot study showed that the instrument is very convenient to use and the reliability of the questionnaire accuracy was .85 for job satisfaction accuracy and .93 for Job Descriptive Index (JDI). The results showed that the level of job satisfaction of academic staffs are at a high level, namely (mean = 3.83, SP = 0.572). The results of correlation analysis showed a correlation between the work environment (r = 0708, p <0.01), promotion (r = 0.500, p <0.01), salary (r = 0.345, p <0.01), supervisors (r = 0.454, p <0.01) and colleagues (r = 0529, p <0.01) with job satisfaction among academic staffs at public universities. In summary, it appears that the work environment, opportunities for promotion and colleagues affect the job satisfaction of academic staff at the UA

scholarly journals An Investigation of Turkish Academics' Job Satisfaction, Role Stress and Intention to Leave

2021 ◽  
Vol 10 (3) ◽  
pp. 340-355
Author(s):  
Altan Doğan ◽  
Rıza Demir ◽  
Erman Türkmen
Keyword(s):  
Job Satisfaction ◽  
Role Ambiguity ◽  
Academic Staff ◽  
Intention To Leave ◽  
Role Stress ◽  
Demographic Variables ◽  
Role Conflicts ◽  
Number Of Children ◽  
Number Of Publications ◽  
The University

Like any other professional group, academic staff always faces various problems and difficulties while performing their duties. Revealing academics' current problems to solve them and ensuring that they are able to work efficiently and peacefully requires extensive research. Therefore, this study investigated the problems of academic staff working at Turkish universities and aimed to determine the current levels of job satisfaction, intention to leave, and role stress formed by role ambiguity and role conflict. The study also aimed to find out whether job satisfaction, role stress, and intention to leave differ according to academics' demographic characteristics. The gender, age, marital status, number of children, academic title, academic seniority, seniority at the university, type of university, field of study, department, administrative role, conducting academic studies abroad, teaching at different universities, average number of weekly courses in the last 3 years, and number of publications in the last 3 years were the demographic variables investigated in the study. The research was conducted on 3578 academics across Turkey. The results showed that academics' level of job satisfaction and role conflicts were moderate, their level of role ambiguity and intention to leave were low, and their level of role stress was low to moderate. It was also found that job satisfaction, role stress, and the intention to leave differed by some demographic variables.

scholarly journals Relationship Between Flexible Working Arrangements and Job Satisfaction Mediated by Work-Life Balance: Evidence From Public Sector Universities’ Employees of Pakistan

2019 ◽  
Vol 10 (1) ◽  
pp. 104
Author(s):  
Maha Aziz-Ur-Rehman ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Public Universities ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working ◽  
Employees Satisfaction ◽  
Increase Productivity ◽  
Relationship Of ◽  
The Relationship

The research focused on relationship between flexible working arrangements, work-life balance and job satisfaction in Karachi’s public universities. To investigate the null hypothesis that there is no relationship between these variables. Research design is descriptive as we determine the association between dependent and independent variables. Independent variable is flexible working arrangements which include: flexi-time, contractual working, work shifts and telecommuting, that are provided to employees to improve their productivity and maintain work-life balance. A structured questionnaire is designed to collect approximately 200-sample size via online and by university visits. Survey forms were distributed using random sampling method among more than nine different public universities of Karachi. The research is quantitative in nature and analyzed through CFA and SEM, using smart PLS. Findings show that flexible arrangements are significantly correlated with work-life balance. It also revealed that work-life balance is a strong mediator between flexible arrangements and job satisfaction. Importance of flexible arrangements within an organization is highlighted in the recommendations to improve employees’ satisfaction, their performance, work to family enrichment hence to increase productivity. Research included both quantitative and qualitative data and examined the relationship of flexible arrangements, work-life balance and job satisfaction from the view point of public universities.

scholarly journals An Assessment of the Staff Strength of the University for Development Studies in the Light of the Standards Recommended by the National Council of Tertiary Education for Teaching Staff in Ghana's Public Universities

2021 ◽  
Vol 8 (11) ◽  
Author(s):  
Bawah A. Kassima ◽  
Yussif Abdallah
Keyword(s):  
Public Universities ◽  
Tertiary Education ◽  
Associate Professor ◽  
Teaching Staff ◽  
Development Studies ◽  
National Council ◽  
University Management ◽  
Senior Lecturer ◽  
The University ◽  
Academic Year

The paper examines the staff strength of the University for Development Studies (UDS) in the light of the standard recommended by the National Council of Tertiary Education (NCTE) for staffing in Ghana's public universities, with an emphasis on Teaching Staff (TS). The study uses the University's 2020/2021 Academic Year payroll data, which was analyzed with Microsoft Excel 2016 for Windows. The study found that, apart from the Lecturer rank that had a staff surplus of 65, the rest of the ranks consisting of Professor, Associate Professor and Senior Lecturer ranks did not meet the recommended standard by NCTE.  The study also revealed that the number of female TS was much lower than that of their male counterparts for all ranks. The paper recommends that University Management should encourage all TS to publish more articles in reputable journals along with community service and teaching; in order to facilitate their promotion to higher ranks. The University should target candidates with final degrees for further recruitment in order to reduce the long waiting period required for staff with a master's degree to rise to higher ranks. 

scholarly journals Relationship of Job Satisfaction and Demographic Variables in Pars Ceram Factory Employees in Iran

2013 ◽  
Vol 84 ◽  
pp. 1795-1800 ◽  
Author(s):  
Shahnaz Tabatabaei ◽  
Saeed Ghaneh ◽  
Hadi Mohaddes ◽  
Maryam Mehran Khansari
Keyword(s):  
Job Satisfaction ◽  
Demographic Variables ◽  
Relationship Of

scholarly journals Employee Job Satisfaction in Nigerian Tertiary Institution: A Comparative Study of Academic Staff in Public and Private Universities

2017 ◽  
Vol 5 (4) ◽  
pp. 33-46
Keyword(s):  
Job Satisfaction ◽  
Public Universities ◽  
Academic Staff ◽  
Private Universities ◽  
Primary Data ◽  
Tertiary Institution ◽  
Public And Private ◽  
Significant Difference ◽  
Private And Public ◽  
The Difference

The paper examines the difference that exists in the level of job satisfaction between academic staff in private and public tertiary institutions in Nigeria. Centred on detailed review of literature, the hypothesis formulated for research is whether academic staff in public universities are more satisfied with their jobs compared to academic staff in private universities. The variables with which job satisfaction was measured are recognition, pay and working condition. The sample of the study comprise 120 academic staff – 88 members of staff from a public university and 32 academic staff from a private university within Kwara state, Nigeria. Questionnaires were used as the instrument with which primary data was collected. Independent ‘’t’’ test was performed to obtain the difference in job satisfaction between both sectors of tertiary institution. Also, oral interviews were arbitrarily conducted with 8 academic staff from both universities. The findings of the research indicate that a significant difference in job satisfaction exists between academic staff in private and public universities in Nigeria. The result also showed the following: 1. Academic staff in private universities have better working conditions 2. Academic staff in public universities have better payment package 3. Academic staff in private universities are more recognised for their job. Recommendations were offered by researcher to cater for the short-falls identified from the dichotomy in job satisfaction from both sectors 1. private-public interaction 2.To enhance job satisfaction of academic staff in private universities, Government should formulate policies that will cater for other incentives, such as enjoyed by academic staff in public universities.

scholarly journals The Relationship between Employees’ Training and their Performance in Public Universities in Pakistan

2016 ◽  
pp. 46-59
Author(s):  
Qurat-ul-Ain Talpur Et al.,
Keyword(s):  
Public Universities ◽  
Assistant Professor ◽  
Associate Professor ◽  
Faculty Members ◽  
Policy Implications ◽  
Future Research ◽  
Empirical Knowledge ◽  
Organizational Settings ◽  
Relationship Of ◽  
The Relationship

In this study, we investigated the relationship between the training of employees and their performance. Using the sample of 210 faculty members (lecturer, assistant professor, associate professor, and professor) serving in public sector universities of Pakistan, we explored the training (TRG), skill development (SD), and employees’ capability (EC) and found that these are positively and significantly related to the employees’ performance (EP). In other words, TRG, SD, and EC enhance the performance of employees as predicted. The current study has made a contribution to the empirical knowledge and elaborates various policy implications for stakeholders. Finally, we discussed the implications and future research that may increase our knowledge so as to understand the relationship of training and employees’ performance in organizational settings.

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