scholarly journals Relationship between Tertiary Institutions’ Policy Statements (Appointments and Promotion) Implementations and Academic Staff Job Satisfaction in Adamawa State, Nigeria

2018 ◽  
Vol 6 (5) ◽  
Author(s):  
Kwaji Tizhe Takwate
Keyword(s):  
Job Satisfaction ◽  
School Administrators ◽  
Academic Staff ◽  
Policy Statement ◽  
Strict Adherence ◽  
Tertiary Institutions ◽  
Promotion Policy ◽  
Academic Qualification ◽  
Significant Difference ◽  
Policy Statements

This study determined the relationship between tertiary institutions’ policy statements (appointment and promotion) implementations and academic staff job satisfaction in Adamawa State, Nigeria. Descriptive survey research design was adopted for the study. The total population for the study was 787 comprising 119 school administrators and 668 academic staff. The entire school administrators (119) and 250 academic staff was proportionately sampled for the study. Personnel Appointment and Promotion Policy Statement Questionnaire (PAPPSQ) and Academic Staff Job Satisfaction Questionnaire (ASJSQ) were used for data collection. The reliability coefficient of the research instruments are 0.94 and 0.92 respectively. Means, Standard Deviation and z-test was used to answer research question and test the null hypotheses respectively. Strict adherence to the implementation of institutional appointment and promotion policy statements by school management was rated low and high respectively by the respondents. The study revealed that school administrators and academic staff are dissatisfied with the implementation of these policies. A significant difference was found between the perceptions of the respondents on the implementation of these policies by the tertiary institutions. Based on these findings, it was recommended among others that minimum qualification of first degree or its equivalent for appointment as an academic staff should be maintained and indicated in every vacancy advertisements by all state owned tertiary institutions in Adamawa state, staff should be promoted based on either research publications, time-in-rank or academic qualification as when due and monitoring teams should be set up by the institutions governing bodies to ensure strict adherence to implementation of all policy statements.

Addressing Career Obstacles within a Changing Higher Education Work Environment: Perspectives of Academics

2009 ◽  
Vol 39 (3) ◽  
pp. 376-385 ◽  
Author(s):  
Cobus Pienaar ◽  
Coen Bester
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Performance Management ◽  
Academic Staff ◽  
Point Of View ◽  
Tertiary Institutions ◽  
Staff Members ◽  
General Management ◽  
Effective Performance ◽  
Specific Career

Many changes have occurred in Higher Education Institutions (HEI), which contribute to high levels of work stress among academic staff members and that impact on job satisfaction, job involvement and job engagement. Owing to these changes, academics attached to tertiary institutions are being confronted with specific career obstacles that impact negatively on their job satisfaction and productivity. Our purpose in this study was to determine, from the academic's point of view, the role that HEIs can play to address these obstacles. In terms of positive psychology, persons should not only become aware of their problems, but also come up with alternative solutions on how to address them. A sample of 93 academics from one university, representing the early, middle, and late career stages was selected. The data were obtained by means of the Delphi technique in order to enable respondents to reveal fully what they were experiencing. Respondents were requested to suggest specific actions that could be taken to address the career obstacles academics are confronted with. The most important solutions were related to better remuneration, more effective management of role overload, more effective performance management, more training and development opportunities, more support regarding individual career management, more effective general management, more support regarding research outputs, elimination of discrimination practices, transformation initiatives, encouraging of entrepreneurship, improvement of equipment and working conditions, creation of job security, and promotion of networking.

scholarly journals Health Implications of Work-Related Stress among Academic Staff of Tertiary Institutions in Katsina State

2018 ◽  
Vol 1 (1) ◽  
pp. 52
Author(s):  
Mustapha H. Kurfi ◽  
Abubakar I. Hassan ◽  
Justin N. Ezenkiri
Keyword(s):  
Academic Staff ◽  
The State ◽  
Teaching Staff ◽  
Work Related Stress ◽  
Tertiary Institutions ◽  
Health Implications ◽  
Work Related ◽  
Health Implication ◽  
Significant Difference ◽  
Related Stress

<em>This study investigated the health implications of work-related stress among academic staff of tertiary institutions in Katsina State, Nigeria. This research adopts a descriptive survey design. The population of this study is 2,036 academic staff from thirteen institutions. A sample of 328 academic staff was drawn, using proportionate stratified sampling technique. A self-developed questionnaire (HIWRS-Q) with reliability of 0.75 was used. Chi-square and t-test were used to test the hypotheses at 0.05 level of significance. Findings of this study revealed that 105 (32%) of the respondents do not experienced health implications of work-related stress while, 223 (68%) of the respondents experienced health implications of work-related stress. Also, there is significant health implication of work-related stress among academic staff (P=0.001&lt;0.05). There is significant difference in the health implication of work-related stress among academic staff based on institutional ownership (P=0.023&lt;0.05). There is no significant difference in the work-related stress between male and female teaching staff (P=0.650&gt;0.05). It is recommended among others that the State government should improve on the working environment and conditions of academic staff to be health-friendly, health enhancing conditions for achieving academic excellence, and sustainable productivity in the State.</em>

Job Satisfaction Among Academic Staff in Fisheries Faculties at Turkish Universities

2011 ◽  
Vol 39 (10) ◽  
pp. 1395-1402 ◽  
Author(s):  
Hulya Saygi ◽  
Tolga Tolon ◽  
Hatice Tekogul
Keyword(s):  
Job Satisfaction ◽  
Personal Information ◽  
Academic Staff ◽  
The Internet ◽  
Pay Satisfaction ◽  
Validity And Reliability ◽  
Satisfaction Questionnaire ◽  
Fishing Sector ◽  
Significant Difference ◽  
Preliminary Research

We assessed the confidence of academics in their careers in fisheries faculties at Turkish universities and developed a scale based on the Job Satisfaction Questionnaire (Cellucci & DeVries, 1978) to classify their attitudes in order to evaluate level of job satisfaction. A survey and a personal information form were made available via the Internet to academics employed in various faculties of fisheries in Turkish universities. Testing for validity and reliability showed that the trust attitudes of academics could be examined with 5 factors: satisfaction with supervisors, satisfaction with coworkers, satisfaction with pay, satisfaction with promotion, and satisfaction with work itself. Results showed that coworkers and promotions were considered more important than the pay. The most important factor in job satisfaction was coworkers, with working as a team and sharing also rated as important. There was no significant difference in the rating of the factors according to gender. These findings are important as preliminary research in the fishing sector.

scholarly journals Worker participation and job satisfaction amongst academic and administrative staff at a South African university

2015 ◽  
Vol 4 (1) ◽  
pp. 47-56
Author(s):  
Thuli Ngonyama ◽  
Shaun Ruggunan
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Academic Staff ◽  
Empirical Work ◽  
Administrative Staff ◽  
Services Sector ◽  
Worker Participation ◽  
Significant Difference ◽  
The Impact ◽  
The Relationship

The aim of the study was twofold. Firstly it investigated the relationship between worker participation and job satisfaction amongst academic staff and administrative staff at a South African university. Secondly it investigated if there is a statistically significant difference between worker participation levels of academic and non-academic staff. Most empirical work on worker participation has focused on workers in the industrial and manufacturing sectors of the economy, with limited focus on worker participation in the services sector. This study aims to address this gap through this exploratory study of the impact of worker participation on job satisfaction at a South African University.

scholarly journals THE REALITY OF APPLYING THE QUALITY INDICATORS OF ACADIMC STAFF IN LIBYAN UNIVERSITIES: THE FACULTY OF ARTS, THE UNIVERSITY OF TRIPOLI, AS A MODEL

2021 ◽  
Vol 03 (02) ◽  
pp. 141-151
Author(s):  
Faiza Salem GRIFA
Keyword(s):  
Quality Indicators ◽  
Academic Staff ◽  
Faculty Members ◽  
Validity And Reliability ◽  
Academic Degree ◽  
Academic Qualification ◽  
Significant Difference ◽  
Analytical Research ◽  
The University

The study aimed to identify the reality of applying indicators of academic staff’s quality in Libyan universities. Furthermore, the study attempted to know the obstacles that prevent the application of it. Moreover, the study aimed to explore whether there is a difference in estimating the degree of importance of these obstacles according to: academic degree, academic qualification, and experience years. A descriptive and analytical research design was adopted. To answer the study questions, a questionnaire was developed and its validity and reliability were assured. The study sample (N=50) was drawn from academic staff at Tripoli University, Faculty of Arts. Results related to the first dimension showed that all indicators of this dimension were weak), which indicates a low availability of indicators to achieve the quality of the faculty academic members. With regard to the second dimension, the results showed that all indicators of this dimension were high, which indicates however, the level of availability of obstacles to the application of quality indicators for faculty members was high. The findings also indicated that there was no significant difference in estimating the degree of importance of obstacles to the application of quality indicators of faculty academic members according to: academic degree, academic qualification, and years of experience.

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 How do Pay and Promotion influence Job Satisfaction in Tertiary Institutions? Perspectives of Academic Staff in Northern Region of Ghana

2021 ◽  
Author(s):  
alhassan abdul mumin
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Academic Staff ◽  
Positive Influence ◽  
Northern Region ◽  
Essential Elements ◽  
Sub Saharan Africa ◽  
Educational Institutions ◽  
Annual Review ◽  
Tertiary Institutions

<div>Remuneration and promotion of employees are essential elements in public and private organisational structures. However, there is very little information about how these elements can influence job satisfaction of employees in educational institutions, especially at the tertiary level in many parts of Sub-Saharan Africa, particularly Ghana. This study was undertaken to examine the perspectives of lecturers about how pay and promotion influence job satisfaction in tertiary institutions in Ghana. The study used a mixed method approach for the data collection and analysis. Survey questionnaires and interview protocols were used for the data collection involving 270 participants selected from five tertiary institutions in the Northern Region of Ghana. A logistic regression was used to establish the relationship between academic staff pay and promotion and job satisfaction. The key findings from the study indicated that pay and promotion independently have significant positive influence on job satisfaction of academic staff in tertiary institutions in Ghana. Policy geared towards annual review of salaries and effective promotion system of academic staff of higher educational institutions are important strategies to help generate the desired job satisfaction.</div>

scholarly journals Comparative Assessment of Awareness and Knowledge of Impact of Energy Use Behaviour among Nigerian Higher Education Institutions Residence Students

2020 ◽  
pp. 1-19
Author(s):  
Olanipekun E. A. ◽  
Iyiola C. O.
Keyword(s):  
Energy Use ◽  
College Of Education ◽  
Demographic Characteristics ◽  
Tertiary Institutions ◽  
Academic Qualification ◽  
Significant Difference ◽  
Southwest Nigeria ◽  
Using Data ◽  
Almost All ◽  
Higher Institutions

The aim of this study was to understand and compare residence students’ awareness and knowledge of the impacts of their reported energy use practices, and to explore their attitudes and reported behaviour regarding energy saving using data collected from three different higher institutions in Southwest, Nigeria namely Obafemi Awolowo University (OAU), Ile-Ife, Rufus Giwa Polytechnic (RUGIPO), Owo and Adeyemi College of Education, (ACE), Ondo. The findings revealed that there is a significant difference between the three tertiary institutions regarding their level of awareness with RUGIPO having the highest and ACE having the lowest awareness level (F = 3.571, p = 0.002). The research also found that ACE exhibits the highest scores for almost all aspects of energy use behaviour. The correlation analysis shows a significant correlation between level of awareness and energy use behaviour (R =0.897**, p=0.001).The result shows no significant difference between the level of awareness and socio-demographic characteristics of respondents except gender in RUGIPO (F = 7.654, p = 0.007). The result shows no significant difference between the energy use behaviour and socio-demographic characteristics of respondents except age  = 23.407, p = 0.000) and academic qualification  = 28.232, p = 0.000) for turning off light when not needed.

scholarly journals Knowledge management awareness assessment in Nigerian tertiary institutions

F1000Research ◽  
2019 ◽  
Vol 8 ◽  
pp. 608
Author(s):  
Afolakemi Simbo Ogunbanwo ◽  
Julius Olatunji Okesola ◽  
Sheryl Buckley
Keyword(s):  
Knowledge Management ◽  
Academic Staff ◽  
Demographic Data ◽  
Current Status ◽  
Survey Method ◽  
Chi Square ◽  
Tertiary Institutions ◽  
Bivariate Correlation ◽  
Significant Difference ◽  
Awareness Level

Background: Knowledge management (KM) is a recipe for increasing performance and promoting innovation in tertiary institutions. However, some scholars argue that the Nigerian educational sector is yet to fully appreciate the importance of KM as their KM awareness level is still low. Since measurement is the basic foundation to accomplish success, this paper assesses the KM awareness level in tertiary institutions of south-west Nigeria. Methods: The study applied a survey method using a closed ended questionnaire administered to 50 participants from each of the 10 institutions measured by Likert scaling. Employing SPSS for data analysis, frequency count and percentage score were adopted to analyse the demographic data, and the research hypotheses were analysed with chi square test, Pearson chi square and bivariate correlation (Pearson) analysis. Results: A positive relationship between awareness, current status and level of familiarity was noted. KM awareness level in the institutions is high even though there is a significant difference between the public and private universities, as well as between the students and academic staff. Conclusions: Since an increase in the awareness level increases both current status and level of familiarity which often account for KM success, it is recommend that KM awareness level should continuously be improved upon in Nigerian tertiary institutions.

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.

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