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 Job Satisfaction among College Student Volunteers

2016 ◽  
Vol 12 (9) ◽  
pp. 139 ◽  
Author(s):  
A. Nazilah ◽  
I. Rozmi ◽  
I. Fauziah
Keyword(s):  
Job Satisfaction ◽  
College Student ◽  
Developed Countries ◽  
Peninsular Malaysia ◽  
Job Descriptive Index ◽  
Student Volunteers ◽  
Multistage Sampling ◽  
High Level ◽  
Opportunities For Promotion ◽  
Overall Job Satisfaction

<p class="a"><span lang="EN-US">Job Satisfaction is an important element to attract college student’s involvement in volunteer clubs</span><span lang="EN-US">. </span><span lang="EN-US">Most studies have looked at job satisfaction of employees and volunteers in developed countries and few studies of job satisfaction done for volunteers in developing countries. </span><span lang="EN-US">This study aims to survey job satisfaction among college student volunteers in Malaysia. </span><span lang="EN-US">A cross </span><span class="txt"><span lang="EN-US">sectional </span></span><span lang="EN-US">survey was conducted among 310 college student volunteers from four regions of peninsular Malaysia. The participants </span><span class="txt"><span lang="EN-US">were selected using stratified multistage sampling.</span></span><span lang="EN-US"> Job satisfaction was measured using </span><span class="txt"><span lang="EN-US">Job Descriptive Index (JDI).</span></span><span lang="EN-US">R</span><span class="txt"><span lang="EN-US">esults of the study revealed that</span></span><span lang="EN-US"> job satisfaction in terms of colleague, leader/leadership, tasks, opportunities for promotion and overall job satisfaction were from moderate to high level. Mean for job satisfaction toward colleague was 43.16 (s.d = 6.63), leader/leadership 41.45 (s.d = 10.19), tasks 41.04 (s.d = 6.07), opportunities for promotion 33.26 (s.d = 10.88) and overall job satisfaction 158.90 (s.d = 25.55). Job satisfaction toward colleague was the highest mean meanwhile opportunities for promotion was the lowest. The implication of college student volunteer’s systems and </span><span class="txt"><span lang="EN-US">practices are discussed. </span></span></p>

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.

WORK ENVIRONMENT AND JOB SATISFACTION OF THE ACADEMIC STAFF IN THE HIGHER EDUCATION

2019 ◽  
Author(s):  
Ilze Kacane ◽  
Alena Fedorova ◽  
Olga Koropets ◽  
Edoardo Bartoli
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Work Environment ◽  
Academic Staff

scholarly journals Pay, Promotion, Work, Supervision, and Coworker as Dimensions of Academicians Job Satisfaction at Public Research Universities in Klang Valley, Malaysia

2021 ◽  
Vol 17 ◽  
pp. 55-60
Author(s):  
Aida Mehrad
Keyword(s):  
Job Satisfaction ◽  
Research Universities ◽  
Cross Sectional Study ◽  
Public Research ◽  
Cross Sectional ◽  
Job Descriptive Index ◽  
Klang Valley ◽  
Main Factors ◽  
High Level ◽  
Public Research Universities

Recognizing and evaluating effective and principal factors that have been affected by academicians' feelings and satisfaction are imperative. This cross-sectional study aims to examine coworker's influence, pay, promotion, supervision, and work on academicians' job satisfaction at university. Job Descriptive Index (JDI) measured these factors, which comprised 72 items and proposed by Brodke et al. (2009) amongst 440 academicians who worked in public research universities in Klang Valley, Malaysia. Descriptive Statistics analyzed the achieved data.  This study has illustrated that most academicians revealed a high level of satisfaction toward their pay, coworker, promotion, supervision, and work; their universities support them regarding the main factors of work and organizational structure. Based on these consequences, the universities and any other academic institutes have to the consciousness of these five main factors to improve and enhance academicians job satisfaction, leading to high outcomes and performance at the workplace.

scholarly journals PENGARUH KEPEMIMPINAN DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA PEGAWAI DINAS KEBUDAYAAN DAN PARIWISATA KABUPATEN INDRAMAYU

2019 ◽  
Vol 5 (2) ◽  
pp. 62-71
Author(s):  
Dias Alfaris ◽  
Sumardi Hr ◽  
Suranta
Keyword(s):  
Job Satisfaction ◽  
Correlation Analysis ◽  
Data Processing ◽  
Work Environment ◽  
Work Satisfaction ◽  
Multiple Correlation ◽  
Multiple Correlation Analysis ◽  
Positive Effect ◽  
Descriptive Method

Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh Kepemimpinan dan Lingkungan Kerja Terhadap Kepuasan Kerja di Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu. Peneltian ini menggunakan metode deskriptif asosiatif. Data pada penelitian ini diperoleh dengan observasi, wawancara, dan menggunakan angket pernyataan yang dibagikan kepada 56 responden dan semuanya merupakan Pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu. Pemrosesan data dianalisis menggunakan analisis Korelasi berganda. Hasil dari penelitian menunjukan bahwa Kepuasan Kerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu termasuk ke dalam kategori Sangat Puas. Kepemimpinan pimpinan Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu termasuk kedalam kategori Sangat Baik. Lingkungan Kerja di Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu termasuk kedalam kategori Baik. Kepemimpinan berpengaruh langsung dan positif terhadap Kepuasan kerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu dengan kategori Sedang. Lingkungan Kerja berpengaruh langsung dan positif terhadap Kepuaasan kerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu dengan kategori Rendah. Kepemimpinan dan Lingkungan Kerja secara bersamaan berpengaruh langsung dan positif terhadap Kepuasan Kerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Indramayu dengan kategori Sedang. This study aims to determine how much influence the Leadership and Work Environment on Job Satisfaction in the Culture and Tourism Office of Indramayu Regency. This research uses associative descriptive method. The data in this study were obtained by observation, interviews, and using a statement questionnaire that was distributed to 56 respondents and all of them were employees of the Culture and Tourism Office of Indramayu Regency. Data processing was analyzed using multiple correlation analysis. The results of the study showed that the Job Satisfaction of Indramayu Regency Culture and Tourism Department employees was included in the category Very Satisfied. The leadership of the Indramayu Regency Culture and Tourism Office belongs to the category of Very Good. The Work Environment in the Culture and Tourism Office of Indramayu Regency is included in the Good category. Leadership has a direct and positive effect on the job satisfaction of Indramayu Regency Culture and Tourism Department employees with the Medium category. The Work Environment has a direct and positive effect on the work satisfaction of Indramayu Regency Culture and Tourism Department employees with the Low category. Leadership and the Work Environment simultaneously have a direct and positive effect on the Job Satisfaction of Indramayu Regency Culture and Tourism Department employees in the Medium category.

scholarly journals Job Satisfaction in Public Horticulture

HortScience ◽  
1995 ◽  
Vol 30 (4) ◽  
pp. 902B-902
Author(s):  
Patrick S. Larkin
Keyword(s):  
Job Satisfaction ◽  
American Association ◽  
Botanic Gardens ◽  
Demographic Information ◽  
Atlantic Region ◽  
Public Horticulture ◽  
Job Management ◽  
Job Descriptive Index ◽  
Opportunities For Promotion

Much has been written about how job satisfaction may or may not affect production, morale, and quality of work. However, most job satisfaction studies have been conducted in the area of manufacturing and management, but none have been conducted in the field of public horticulture. Job satisfaction was examined in 245 employees from 30 public horticulture institutions in the mid-Atlantic region of the American Association of Botanic Gardens and Arboreta (AABGA) using the Job Descriptive Index (JDI) and Job in General (JIG). Our purpose was to determine if differences in job satisfaction existed based on an individual' s job (management, horticulture, or other), sex, or other demographic information. In general, public horticulture employees reported satisfaction with work on their current job, supervision of co-workers, and their jobs in general, but showed dissatisfaction with their opportunities for promotion. They were ambivalent about their current pay. However, significant differences (P < 0.05) were seen between the sexes on satisfaction with current pay and among management, horticulture, and other staff on work on current job, current pay, opportunities for promotion, and co-workers.

How Technical Communicators Feel about Their Occupation: Facets, Attitudes, and Implications for the Future of the Profession

1995 ◽  
Vol 25 (3) ◽  
pp. 303-320 ◽  
Author(s):  
Alice I. Philbin ◽  
Ann Marie Ryan ◽  
Lisa Friedel
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Reliability And Validity ◽  
Affective States ◽  
Male And Female ◽  
Job Descriptive Index ◽  
Technical Communicators ◽  
National Norms ◽  
Opportunities For Promotion ◽  
Satisfaction Measures

To study the affective states of technical communicators, we administered a survey to examine three areas: first, the traditional facets or aspects of job satisfaction; second, any possible differences between male and female technical communicators in job satisfaction; and third, any influences on job satisfaction such as job stress that might be unique to the technical communication profession. To ensure the reliability and validity of the measures, the survey included the Job Descriptive Index (JDI), the most widely used measure of job satisfaction in the world. The sample from the Society for Technical Communication's (STC's) membership list yielded 323 usable responses. Our analyses included: a comparison of our subjects' responses to national norms for all occupations, an examination of male and female differences on satisfaction measures, and the use of various appropriate statistical procedures to select only the most significant results for discussion. The results indicate that technical communicators are satisfied with their compensation and opportunities for promotion, but they are dissatisfied with the work itself, their supervision, and their co-workers. No significant gender differences occurred. Implications are discussed.

Machiavellianism and Job Satisfaction of Retailing Executives in a Specialty Store Chain

1989 ◽  
Vol 64 (1) ◽  
pp. 107-112 ◽  
Author(s):  
Myron Gable ◽  
Martin T. Topol
Keyword(s):  
Job Satisfaction ◽  
Significant Finding ◽  
Regression Analyses ◽  
Significant Relation ◽  
Entire Sample ◽  
Men And Women ◽  
Job Descriptive Index ◽  
Specialty Store ◽  
Opportunities For Promotion

The Mach TV scale and the Job Descriptive Index were administered to 60 managers of specialty stores. Female store managers scored significantly higher on the Mac IV scale, and no significant differences were observed between men and women on the five subscales of the Job Descriptive Index. A significant relation for women was observed between Machiavellianism and satisfaction with opportunities for promotion. This was the only significant finding of 15 regression analyses examining the relations between Machiavellianism and job satisfaction for the entire sample, for men and for women.

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