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 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 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 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 Exploring Association Between Emotional Intelligence And Job Satisfaction Of Subject Specialists

2021 ◽  
Vol 58 (1) ◽  
pp. 3965-3982
Author(s):  
Dr. Farah Deeba, Amna Saleem, Shabnam Noor
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Teaching Experience ◽  
Demographic Variables ◽  
Satisfaction Scale ◽  
Intelligence Scale ◽  
Academic Qualification ◽  
Independent Variable ◽  
The Mean ◽  
Skewness And Kurtosis

The purpose of the present study was to explore the association between emotional intelligence and job satisfaction of subject specialists of public higher secondary schools of district Lahore. For this purpose, a five-point Likert type scale, an emotional intelligence scale, and a Job Satisfaction Scale was used to measure emotional intelligence and job satisfaction respectively. The demographic variables were gender, locality, subject, academic qualification, age, and teaching experience whose percentages were calculated. Each scale was split into four components of each variable and then percentage responses mean, standard deviation, skewness, and kurtosis were applied to study the statistics of these variables. The mean score of financial matters was the lowest and that of understanding was the highest. The zero value of skewness and kurtosis showed that the data was normal. Furthermore, an independent sample t-test was applied to find the comparison of two variables based on gender discipline, marital status, and locality. ANOVA was used to find out the comparison of more than two variables academic qualification, age, and teaching experience. Correlation between the two variables the Emotional Intelligence and Job Satisfaction was calculated by using Pearson’s coefficient which showed that there was a positive significant strong correlation between these two variables. Further regression analysis was done to find the description of the effect. There was a significant effect of emotional intelligence on job satisfaction. Independent variable managing was the best predictor of job satisfaction.

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 EXPLANATION OF INTRINSIC AND EXTRINSIC JOB SATISFACTION VIA MIRROR MODEL

2017 ◽  
Vol 5 (3) ◽  
pp. 627-639 ◽  
Author(s):  
Çetin BEKTAŞ
Keyword(s):  
Job Satisfaction ◽  
Extrinsic Motivation ◽  
Working Environment ◽  
Psychological State ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Fundamental Factor ◽  
Positive Effects ◽  
Effectiveness And Efficiency ◽  
The Individual

One of the most important issues focused by managers is to ensure effectiveness and efficiency of human resources in organizations. How can effectiveness and efficiency be achieved in an organization? Answer of this question relies heavily on job satisfaction of personnel. Job satisfaction refers to the general attitude developed by the individual towards her/his job. For this reason, job satisfaction cannot be seen but felt. This feeling depends also on working environment and environmental conditions. As an abstract concept, job satisfaction consists of many components. However, more simply, factors ensuring job satisfaction are basically divided into two groups; namely, intrinsic and extrinsic job satisfaction factors. Intrinsic factors refer to the attitude of the individual towards her/his job while the extrinsic factors refer to the factors related to the working environment. When combined, these two factor groups ensure individual to get job satisfaction. These two fundamental factor groups reflect both physiological and psychological state of the individual.  Job satisfaction is associated with not only financial gains but also the socio-psychological gains brought by the job. In addition, colleagues and superiors of the personnel play an important role in personnel satisfaction. Achievement of job satisfaction will be reflected to the organization as positive outputs. In the light of the literature review, effects/reflections of intrinsic and extrinsic job satisfaction on/to the organization are explained via mirror model. As is known, mirror reflects any image directly back to it. As shown in the model, intrinsic and extrinsic motivation factors have positive effects on the organization. In other words, these factors have positive reflections on the organization. These positive outputs and reflections generally emerge as a sense of organizational citizenship, high motivation and increase in organizational learning and job satisfaction. 

Motivasi dan kepuasan kerja pegawai puskesmas BLUD dan non-BLUD Kabupaten Semarang

2018 ◽  
Vol 2 (3) ◽  
pp. 111
Author(s):  
Aswindar Adhi Gumilang ◽  
Tri Pitara Mahanggoro ◽  
Qurrotul Aini
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Financial Management ◽  
Work Motivation ◽  
P Value ◽  
The Public ◽  
The Status ◽  
The Difference ◽  
Demand For Health ◽  
Public Demand

The public demand for health service professionalism and transparent financial management made some Puskesmas in Semarang regency changed the status of public health center to BLUD. The implementation of Puskesmas BLUD and non-BLUD requires resources that it can work well in order to meet the expectations of the community. The aim of this study is to know the difference of work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD. Method of this research is a comparative descriptive with a quantitative approach. The object of this research are work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD Semarang regency. This Research showed that Sig value. (P-value) work motivation variable was 0.019 smaller than α value (0.05). It showed that there was a difference of work motivation of employees in Puskemas BLUD and non-BLUD. Sig value (P-value) variable of job satisfaction was 0.020 smaller than α value (0.05). It showed that there was a difference of job satisfaction of BLUD and non-BLUD. The average of non-BLUD employees motivation were 76.59 smaller than the average of BLUD employees were 78.25. The average of job satisfaction of BLUD employees were 129.20 bigger than the average of non-BLUD employee were 124.26. Job satisfaction of employees in Puskesmas BLUD was higher than non-BLUD employees.

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