Succession planning and employee commitment of non-academic senior staff of the University of Cape Coast: the moderating role of employee job satisfaction

2021 ◽  
Vol 4 (1) ◽  
pp. 34
Author(s):  
Felix Kwame Opoku ◽  
Millicent Serwaa Frimpong ◽  
Isaac Tetteh Kwao
Keyword(s):  
Job Satisfaction ◽  
Succession Planning ◽  
Employee Commitment ◽  
Cape Coast ◽  
Senior Staff ◽  
Employee Job Satisfaction ◽  
The University ◽  
Moderating Role

scholarly journals Demographic Determinants of Job Satisfaction among Non-Academic Senior Staff of University of Cape Coast, Ghana

2020 ◽  
pp. 75-88
Author(s):  
Samuel Yaw Ampofo ◽  
Ebenezer Prah
Keyword(s):  
Job Satisfaction ◽  
Work Experience ◽  
Cape Coast ◽  
Senior Staff ◽  
Minnesota Satisfaction Questionnaire ◽  
Academic Qualification ◽  
Multi Stage ◽  
Significant Difference ◽  
Sampling Procedures ◽  
The University

This paper investigated the demographic determinants of job satisfaction among non-academic senior staff (referred to as senior staff) of the University of Cape Coast, Ghana. By employing the descriptive design with a quantitative approach, we used a sample of 302 senior staff who were selected through multi-stage sampling procedures. An adapted version of the Minnesota Satisfaction Questionnaire was used to gather data. One-way between groups Analysis of Variance (ANOVA), and independent samples t-test were used to analyse the data. Findings revealed a statistically significant difference in the job satisfaction of senior staff concerning their years of working experience [F(2, 300) = 9.940, p< 0.001)], with senior staff who had 6-10 years of work experience being more satisfied with their jobs (Mean = 175.20). Again, the paper established a statistically significant difference in the job satisfaction of senior staff regarding their academic qualification [F(2, 300) = 8.357, p = 0.043], with senior staff who had second degree being more satisfied (Mean = 183.61). However, our results revealed no statistically significant difference in job satisfaction of senior staff concerning their gender [t (300) = -0.384, p = .701], and rank [F(2, 300) = -4.462, p = 0.061]. We concluded from the results that while some demographic variables (academic qualification and years of work experience) determine senior staff’s job satisfaction, others (gender and rank) do not. We therefore, recommend that managers and administrators of tertiary educational institutions should develop strategies to enhance working conditions that will ensure opportunities for further studies, higher responsibilities and promotion.

scholarly journals The Relationship between Employees Training and Job Satisfaction with Moderating Role of Organizational Culture. A Case of Banking Sector of KP, Pakistan

2020 ◽  
Vol 6 (3) ◽  
pp. 857-871
Author(s):  
Aziz Ullah ◽  
Amir Ishaque ◽  
Maaz Ud Din ◽  
Noreen Safdar
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Banking Sector ◽  
Interpersonal Relationship ◽  
Primary Data ◽  
Moderating Effects ◽  
Employee Job Satisfaction ◽  
The Relationship ◽  
Moderating Role

Employee job satisfaction has been widely acknowledged as one of the most important factors in the performance and productivity of the employees working in an organization. There are certain factors that contribute towards the job satisfaction of the employee’s and one such widely renowned factor is the training of the employees. The relationship between job satisfaction and the training of employees is further moderated by the organizational culture. This study analyzed the impacts of employees training on the level of their job satisfaction under the moderating effects of the organizational culture. Three different dimensions of satisfaction i.e. satisfaction with Pay, work itself and interpersonal relationship was analyzed in the study. Primary data was collected from as ample of 200 employees from different banks operating in Khyber Pakhtunkhwa, Pakistan. The data was analyzed using descriptive statistics, T-test and regression analysis techniques. The results of the study presented that Hierarchy and Adhocracy culture are the two most dominant cultures prevailing in the banking sector of Pakistan. The results further present that training has significant association with the level of job satisfaction of the employees with their, pay, work itself and interpersonal relationship. The results further established the moderating role of Adhocracy and Hierarchy Culture in determining the relationship between Training and job satisfaction of the employees.

Trade Union Membership and Job Satisfaction

1987 ◽  
Vol 17 (4) ◽  
pp. 160-164 ◽  
Author(s):  
Stephen D. Bluen ◽  
Caroline van Zwam
Keyword(s):  
Job Satisfaction ◽  
Union Membership ◽  
Research Priorities ◽  
Future Research ◽  
Non Union ◽  
Study Results ◽  
Worker Satisfaction ◽  
The Relationship ◽  
Moderating Role

The relationship between union membership and job satisfaction, and the moderating role of race and sex is considered in this study. Results show that both race and sex interact with union membership in predicting job satisfaction. A significant 2 × 2 × 2 (union membership × race × sex) interaction showed that white, non-unionized females were less satisfied with their work than black, non-unionized females. In addition, sex moderated the relationship between union membership and co-worker satisfaction: Whereas unionized males were more satisfied with their co-workers than unionized females, the opposite was true for the non-unionized subjects. Finally, union members and non-members differed regarding promotion opportunities: Union members were more satisfied with their promotion opportunities than non-union members. On the basis of the findings, implications and future research priorities are discussed.

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

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