scholarly journals Academic Staff Retention As A Human Resource Factor: University Perspective

2014 ◽  
Vol 13 (2) ◽  
pp. 295 ◽  
Author(s):  
Jacob M. Selesho ◽  
Idah Naile
Keyword(s):  
Job Satisfaction ◽  
Retention Rate ◽  
Academic Staff ◽  
Academic Support ◽  
Academic Profession ◽  
Staff Retention ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Career Growth ◽  
Rule Out

The shortage of academic staff and the failure of universities to retain quality academic staff continue to be crucial to the changing prospects and potentials of knowledge formation and learning. This paper intends to examine factors that influence the poor retention rate of academic staff at selected universities in South Africa. The survey involved 80 academic staff lecturing at the selected institutions. The sample was chosen in such a way that more than 35 percent of the selected academic staff have worked at higher education institutions for more than 10 years. Prior to conducting the study, a provisional literature review was performed on recent research regarding reasons for academic staff quitting the profession or changing universities. The study attracted responses from 80 academic staff and the survey discovers job satisfaction as the main factor keeping academic staff in their profession. However, job satisfaction was also linked with career growth and academic development. The study could not rule out the probabilities of working conditions as a factor influencing retention. While these intrinsic factors play an important role, there were also extrinsic factors, as construed from the findings. Respondents considered an academic profession to be a meager paying job, with little opportunity for growth. However, it can be argued that salary is a concern, even though academic staff considers that the academic profession has a superior reputation in society. Nonetheless, many academics believe that the profession has a heavy workload, making it difficult to meet promotion requirements and poor mentoring and capacity development, which would benefit from academic support, unambiguous promotion guidelines and clear, homogenous salary packages.

scholarly journals Academic Staff Retention in Private Higher Education Institute - Case Study of Private Colleges in Kuala Lumpur

2018 ◽  
Vol 7 (3) ◽  
pp. 52 ◽  
Author(s):  
Melissa Wane Manogharan ◽  
Thinagaran Thivaharan
Keyword(s):  
Retention Rate ◽  
Academic Staff ◽  
Work Load ◽  
Private Higher Education ◽  
Small Colleges ◽  
Staff Retention ◽  
High Turnover ◽  
Intrinsic Factors ◽  
Higher Institution

This case study attempts to identify the reasons for high turnover of academic staff in private higher institutions especially in small colleges. Three small colleges that shared almost the same type of background were being selected to participate in this study. The academic coordinator from these three institutions was interviewed. This case study has been adapted into qualitative method in order to discover any new elements that are able to explain the lower retention rate among academic staff in private college. The findings indicate that there are several factors that spearhead to failure in retaining academic staff in private higher institution including task and work load, conflict of role, underpaid, and other intrinsic factors. In addition, this study has drawn some suggestions to small colleges to retain academic staff and to Malaysian Quality Accreditation to monitor and regulate turnover rate of academic staff in small colleges. 

scholarly journals Job Satisfaction Among Academicians in Nepal: The Influence of Institutional Sector and Demographic Factors

2021 ◽  
Vol 2 (2) ◽  
pp. 94-104
Author(s):  
Bal Ram Chapagain
Keyword(s):  
Job Satisfaction ◽  
Demographic Factors ◽  
Teaching Experience ◽  
Educational Institutions ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Academic Qualification ◽  
The Status ◽  
Institutional Sector ◽  
Satisfaction Measures

Considering the importance of job satisfaction in teaching, and the ongoing debate regarding the influence of various factors on job satisfaction, this study identifies the status of job satisfaction and examines the influence of institutional sector and demographic factors on job satisfaction among Nepalese academicians. The study sample comprised 156 academicians from different higher-level educational institutions in Nepal, and the data were collected through structured questionnaires. Descriptive statistics, independent-samples t-test, and one-way ANOVA test were used to analyze the data. Results showed that Nepalese academicians are moderately satisfied with their job, in which intrinsic factors appear stronger than extrinsic factors. The findings also demonstrated that the institutional sector, in favor of public institutions, and academic qualification influence job satisfaction but gender, age, and teaching experience do not influence job satisfaction of academicians. Widespread sampling framework, all-inclusive job satisfaction measures, and remarkable findings have made the study unique and potent.

scholarly journals CONSEQUENCES OF SOCIALISM IN EMPLOYEE'S ATTITUDES

2003 ◽  
Vol 4 (1) ◽  
pp. 45-52 ◽  
Author(s):  
Ruth Alas
Keyword(s):  
Job Satisfaction ◽  
Empirical Data ◽  
Trade Unions ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Satisfaction Of Needs

This paper compares people from former socialist countries with those of non‐socialist countries according to their attitudes toward society, trade unions, work and the organisations they work for ‐ based on empirical data from 15 countries. Results indicate that intrinsic factors of job satisfaction in the traditional capitalist countries have a greater correlation with feelings toward the company and general job satisfaction than extrinsic factors. The opposite is true of former socialist countries. Countries with a socialist past have to deal with the satisfaction of needs at a lower level than traditional capitalist countries and this consequently influences attitudes and expectations toward society, trade unions, organisations and work.

scholarly journals Job Satisfaction Of Hospital Nursing Staff

2005 ◽  
Vol 3 (3) ◽  
Author(s):  
Charlotte Pietersen
Keyword(s):  
Job Satisfaction ◽  
Nursing Staff ◽  
Organizational Support ◽  
Financial Stability ◽  
Future Research ◽  
Staff Retention ◽  
Health Care Managers ◽  
Extrinsic Factors ◽  
Retention Management ◽  
Hospital Nursing

Health care managers realize that job satisfaction impacts on nursing staff retention. This study examined the job satisfaction of nursing staff (N = 109) at a government hospital. Just more than half of the respondents were generally satisfied. Feelings that nursing is worthwhile and satisfying, and financial stability at the hospital could promote staff retention. Specific intrinsic - (promotion), and extrinsic factors (routinization, working conditions, pay, interaction with supervisors, and organizational support) could impact negatively on retention. Management should use these findings as a basis for staff consultation, developmental strategies, and interventions. Future research on other nursing populations is recommended.

scholarly journals The Relationship Between Job Satisfaction and the Congruence of Desired and Perceived Job Attributes: An Exploratory Study of IT Professionals

2021 ◽  
Vol 66 (2) ◽  
pp. 56-73
Author(s):  
Loredana Mihalca
Keyword(s):  
Job Satisfaction ◽  
It Professionals ◽  
Extrinsic Factors ◽  
Job Attributes ◽  
Intrinsic Factors ◽  
Employee Job Satisfaction ◽  
Congruence Theory ◽  
Hygiene Theory ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract The main purpose of this study was to investigate whether employee job satisfaction is associated with the congruence between desired and perceived job attributes. The desired and perceived levels of 30 job attributes were measured on employees from a large Information Technology (IT) company based in Romania. Results indicate that employees who experience congruence between desired and perceived job attributes have higher levels of overall job satisfaction, confirming the assumptions of the value congruence theory. In addition, the results of this study show that employee job satisfaction is associated with both intrinsic and extrinsic factors i.e., job attributes. This indicates that extrinsic factors can also be a source of job satisfaction, the same as intrinsic factors, which is contrary to what Herzberg's motivation-hygiene theory assumes.

scholarly journals The Role of Work Motivation and Job Satisfaction in Creating Employee Performance (Study on Permanent Lecturers of STIE Indonesia Banking School)

2017 ◽  
Vol 9 (1) ◽  
pp. 24
Author(s):  
Santi Rimadias ◽  
Ossi Ferli ◽  
Fajar Hertingkir
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Performance Study ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Positive Effect

This research aims to determine the role of work motivation (intrinsic and extrinsic factors) and job satisfaction as an employee performance maker on STIE Indonesia Banking School permanent lecturers. The population in this study were all STIE Indonesia Banking School permanent lecturers in 2015. We conducted a survey and the respondents was taken from STIE Indonesia Banking School permanent lecturers for 31 respondents. We used questionnaire method to collect information from the respondents. Data were analyzed using Partial Least Square (PLS) with Smart PLS 3.0 software. The results showed that intrinsic factors and extrinsic factors has a positive effect on job satisfaction, furthermore intrinsic factors has a positive effect on employee performance. Whereas extrinsic factors and job satisfaction has no effect on employee performance.

scholarly journals Dissection of Herzberg’s Two-Factor Theory to Predict Job Satisfaction: Empirical Evidence from the Telecommunication Industry of Pakistan

2019 ◽  
Vol 8 (2) ◽  
pp. 85-128
Author(s):  
Seeham Yousaf
Keyword(s):  
Job Satisfaction ◽  
Employee Motivation ◽  
Telecommunication Industry ◽  
Work Behaviors ◽  
Business Managers ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Business Units ◽  
Two Factors ◽  
Relationship Of

Herzberg’s motivation theory is one of the most widely studied motivation theories. This theory isalsoknown as the two-factor ordual-factor theory. Thepremise ofFrederick Herzberg’s theory is that the concept of motivationis dividedintotwo aspects:hygiene and motivators.There is no denying of the fact that the theory of Herzberg of employee motivation is very pertinent in explaining the work behaviors of organizational employees. Nevertheless, this theory attracts substantial criticism from its critics who strongly contended that there is no need to revive the original theory as it lacks substantial influence in explaining employee motivation.Taking this notion forward, this study aims to testthe fundamental factors that are of six hygiene factors (extrinsic factors),and five motivators (intrinsic factors) that affectthejob satisfaction offront line employees(FLEs).In doing so, this study moves beyond the dichotomy of these two factors and examine the pertinence of underlying factors that can directly influence the employee job satisfaction. The FLEsare the faces that represent organizations,as they directly interact with the customers at their business units. The study analyzesthe data by applyinga structured equationmodel on a survey sample of 284employees,constituting of business managers and executives in both metropolitan and non-metropolitan areas in telecommunication industry of Pakistan.This research reveals positive and direct relationship of five of the underlying factors (money, relationship with peers, relationship with supervisors, work itself and recognition) with job satisfaction.

Job Satisfaction among Newsworkers: The Influence of Professionalism, Perceptions of Organizational Structure, and Social Attributes

1995 ◽  
Vol 72 (3) ◽  
pp. 682-697 ◽  
Author(s):  
George Pollard
Keyword(s):  
Job Satisfaction ◽  
Social Responsibility ◽  
Organizational Structure ◽  
National Sample ◽  
Job Security ◽  
Meaning Of Work ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Ethical Performance ◽  
And Control

Organizations stress routinized activities that contribute to profitability. Professionalism stresses ethical performance that contributes to social responsibility. When the organization prevails, autonomy, authority, and control, the hallmarks of professionalism, weaken. This leads to a decrease in the intrinsic meaning of work and, ultimately, less job satisfaction. Using a stratified random national sample, these assumptions were explored among Canadian newsworkers. More professionalism, a less formal and smaller organization, media sector, and several social attributes lead to more job satisfaction. Newspaper workers were most satisfied due to a combination of intrinsic factors, such as autonomy, authority, and control of work, and extrinsic factors, such as job security and income.

scholarly journals Effect of Motivational Factors on Job Satisfaction of Administrative Staff in Telecom Sector of Pakistan

2018 ◽  
Vol 2 (1) ◽  
pp. 61
Author(s):  
Xuezhou Wen ◽  
Rehan Sohail Butt ◽  
Rabnawaz Khan ◽  
Majid Murad ◽  
Sheikh Farhan Ashraf ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Human Resource Development ◽  
Professional Growth ◽  
Linear Regression Analysis ◽  
Motivational Factors ◽  
Administrative Staff ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Telecom Sector

The present study discussed the motivational factors of Herzberg two factor theories in the perspective of the administrative staff of the telecom sector of Pakistan. The study investigates whether these motivational (intrinsic) factors and hygiene (extrinsic) factors affect the job satisfaction of administrative staff and their influence on telecommunication sectors. The motivational (intrinsic) factors i.e. recognition, the job itself, responsibility, professional growth. Hygiene (extrinsic) factors i.e. senior management, the role of supervisor, good relation with coworkers. The study also revealed some other factors of human resource development career development, responsibility, compensation and benefits and working atmosphere which are associated with the job satisfaction of administrative staff in the telecom sector in Pakistan.This paper is more inclined towards an exploratory study, were to explore the more important of the topic; the study used a convenience sampling technique to collect data from the administrative staff of telecom sector of Pakistan. The final sample consisted of 150 respondents who are currently working in the telecom sector. Descriptive statistics, correlational and linear regression analysis was used to test hypotheses.The output of this study is revealed that of telecom motivation factor intrinsic positive significant impact on job satisfaction, compensation and benefits has an impact on job satisfaction, the career development is also associated with the job satisfaction of administrative staff, responsibility of work is positively associated with the job satisfaction of telecom.

scholarly journals Job Satisfaction among Senior and Junior Academic Staff: A Technological Assessment from Malaysia

2019 ◽  
Vol 8 (9) ◽  
pp. 318-320
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Quantitative Research ◽  
School Effectiveness ◽  
Academic Staff ◽  
Related Factor ◽  
Staff Retention ◽  
Highly Educated ◽  
Technological Assessment ◽  
Structured Questionnaire

The academic profession is one of the most ambivalent among the highly educated occupations (Morey 1992). Academic staff job satisfaction and academic staff retention is two related factor which has an effect on school effectiveness (Noordin and Jusoff, 2009). The present study investigates the different ways in which junior and senior academicians view the relation between job satisfaction and the organizational climate in an academic institution in Malaysia. This study adopts a quantitative research methodology. The data was collected through a structured questionnaire circulated among 168 lecturers follows the technique of stratified random sampling. The study suggests that there is a difference in the way senior and junior academics perceive on the organizational climate and gives several recommendations in this regard

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