scholarly journals Leadership behavior of deans as a determinant of faculty job satisfaction and job commitment

2021 ◽  
Vol 12 (3) ◽  
pp. 58
Author(s):  
Naressia Seludo Ballena
Keyword(s):  
Job Satisfaction ◽  
Leadership Behavior ◽  
Faculty Members ◽  
Nursing Schools ◽  
National Capital Region ◽  
Job Commitment ◽  
Initiating Structure ◽  
Faculty Job Satisfaction ◽  
Behavior Description ◽  
School Classification

Background: Faculty job satisfaction and commitment contribute to the success of academic programs of a college. The main purpose of the study was to determine the relationship of leadership behavior of the deans of nursing colleges to the job satisfaction and job commitment of the faculty members.Methods: The study used a descriptive correlational design. Twenty deans and 100 faculty members from 20 nursing colleges in the National Capital Region, Philippines participated. Survey instruments used were the (1) modified Leader Behavior Description Questionnaire, (2) modified Minnesota Job Satisfaction Questionnaire, and (3) Job Commitment Questionnaire. Leadership behavior was measured based on the “initiating structure” and “consideration” dimensions.Results: Deans of nursing schools viewed their leadership behavior as “highly initiating” (M = 44.0, SD = 5.61) and “very highly considerate” (M = 50.1, SD = 4.99). Assessment of faculty members revealed congruent findings for the leadership dimensions of initiating structure (M = 46.6, SD = 3.83) and consideration (M = 49.9, SD = 2.66). Faculty members were generally “satisfied” (M = 4.20, SD = .25) and “committed” (M = 4.00, SD = .23) to their teaching job. Among the recently established colleges, the “initiating structure” dimension was highly positively correlated with job commitment of faculty members, r = .82, p < .05. There were no statistically significant relationships between the school classification, and the job satisfaction and job commitment of nursing faculty members.Conclusions: Measures must be instituted to improve the “initiating structure” behavior of deans of recently established nursing schools to increase job commitment of faculty members. Other factors associated with job satisfaction and job commitment should be explored.

scholarly journals GAYA KEPEMIMPINAN DAN KEPUSAN KERJA DI PERUM PERUMNAS REGIONAL III

2013 ◽  
Vol 2 (2) ◽  
pp. 125
Author(s):  
Lia Kusuma Pratiwi ◽  
Herwindo Haribowo
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Leadership Behavior ◽  
Initiating Structure ◽  
Job Satisfaction Survey ◽  
Ex Post ◽  
Ex Post Facto ◽  
The Difference ◽  
Behavior Description

Abstract The aim of this study is to know the difference of leadership styles and job satisfaction in PERUM PERUMNAS REGIONAL III. The research was held in PERUM PERUMNAS REGIONAL III, Jakarta on June – September 2013. This research used quantitative ex-post facto research method. Data were collected using scale of LBDQ XII (Leadership Behavior Description Questionnaire) and scale JSS (Job Satisfaction Survey), were assessed among 129 outpatients. Statistical analysis was done using the Analysis of Varians with SPSS version 17.00. The results of the study shows that on the interaction between initiating structure and consideration to job satisfaction significance at the level of 0,044. This shows that there are significant differences in the job satisfaction in terms of the interaction between initiating structure leadership style and consideration. Keyword : Initiang Structure, Consideration, Job Satisfaction

scholarly journals A Study Of Path-Goal Relations Between Leaders Of College Principals And Their Subordinates In Pakistan

2009 ◽  
Vol 6 (7) ◽  
Author(s):  
Riffat-un-Nisa Awan ◽  
Nayyar Raza Zaidi
Keyword(s):  
Job Satisfaction ◽  
Leadership Behavior ◽  
Personal Characteristics ◽  
Dependent Measure ◽  
Faculty Members ◽  
Task Structure ◽  
Length Of Service ◽  
Promotion Policy ◽  
Faculty Job Satisfaction ◽  
The Relationship

This study was designed to investigate the relationship among leadership behavior of degree college principals, selected organizational and personal characteristics, and faculty job satisfaction, acceptance of leader and job expectancies. The moderators included task structure, role ambiguity, stress, need for autonomy, need for achievement, perception about ability and locus of control. Responses were received from 854 college faculty members. Correlation analysis indicated that leadership styles were positively related to job expectancies and negatively related to acceptance of leader and job satisfaction. There were no differences between male and female respondents on any dependent measure. Majority was satisfied with their work on the job, supervision, coworkers and job in general and were dissatisfied with their pay and the promotion policy. Regression analysis indicated that only experience and length of service under current principal had significant affect on acceptance and satisfaction.

scholarly journals The Impact of Faculty Job Satisfaction on Applying Quality Systems in Najran University: An Applied Study on College of Administrative Sciences

2016 ◽  
Vol 6 (4) ◽  
pp. 74
Author(s):  
Khalid Hassan Elbashir ◽  
Aleem Alhaj Adam
Keyword(s):  
Social Sciences ◽  
Job Satisfaction ◽  
Work Environment ◽  
Analytical Method ◽  
Administrative Support ◽  
Faculty Members ◽  
Quality Systems ◽  
Applied Study ◽  
Faculty Job Satisfaction ◽  
The Impact

The current study is an attempt to investigate the impact of job satisfaction on the performance of faculty in the application of quality systems at the College of Administrative Sciences in Najran University, KSA. The study adopted the descriptive analytical method and the authors developed a questionnaire included four key elements of the internal work environment (Elshaweesh, 2007):  size of job burdens, financial and moral incentives, technical support, and administrative support. The study was applied to the faculty members of the four programs of College of Administrative Sciences. The authors utilized the Statistical Package for Social Sciences (S.P.S.S), where results have been shown and a number of recommendations have been made.

scholarly journals The Effects of Demographic, Internal and External University Environment Factors on Faculty Job Satisfaction in Vietnam

2016 ◽  
Vol 2 (2) ◽  
pp. 113
Author(s):  
Minh-Quang Duong
Keyword(s):  
Job Satisfaction ◽  
Faculty Members ◽  
Ho Chi Minh City ◽  
University Faculty ◽  
University Management ◽  
University Environment ◽  
Environment Factors ◽  
Faculty Job Satisfaction ◽  
Vietnamese Higher Education ◽  
National University

<p>University faculty members with higher job satisfaction are more productive, creative and positive attitude towards their job. Even less is known about university faculty job satisfaction in developing countries like Vietnam. This study examines the effects of demographic, internal and external university environment factors on faculty job satisfaction in Vietnamese higher education. The study investigated 200 faculty members working in the five member colleges of Vietnam National University of Ho Chi Minh City. The results showed that most respondents were satisfied with their jobs, and that faculty job satisfaction varied with age and discipline. The present study also found that job satisfaction was significantly influenced by demographic and internal and external university environment factors. The study’s implications for university management are also discussed.</p>

Leadership style and job satisfaction in higher education institutions

2016 ◽  
Vol 30 (1) ◽  
pp. 140-164 ◽  
Author(s):  
Raimonda Alonderiene ◽  
Modesta Majauskaite
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Faculty Members ◽  
Leadership Studies ◽  
Content Type ◽  
Faculty Job Satisfaction ◽  
The Impact ◽  
Practical Implications

Purpose – Although leadership is found to have impact on the followers’ attitudes and performance there is a gap in leadership studies in HEIs, especially having Lithuania in mind. The purpose of this paper is to study the impact of leadership style on job satisfaction of faculty in higher education institutions (HEI). Design/methodology/approach – In order to investigate before mentioned problem, the representative quantitative empirical research was conducted in 2013. It includes 72 faculty members and ten supervisors from Lithuanian public and private universities. The survey was conducted to check how leadership styles of supervisors influence faculty job satisfaction and compare the opinion of supervisors and subordinates. Findings – The empirical research revealed significant positive impact of leadership style on job satisfaction of faculty where servant leadership style has been found to have the highest positive significant impact on job satisfaction of faculty while controlling autocrat leadership style has the lowest impact. Research limitations/implications – There are several implications for further research. It can be expanded whether geographically (e.g. comparative analysis in different countries) or institutionally (e.g. in other educational institutions, such as schools or pre-schools). Practical implications – Practical implications reveal that supervisors have the power to increase the levels of job satisfaction of their faculty members, by defining their role as a leader, demonstrating certain leadership behaviors. Originality/value – This survey covers the area which lacks academic research, namely, the impact of leadership on HEI faculty. Previous leadership studies in HEI focus on particular leadership style demonstrated (van Ameijde, 2009), the impact of leadership on culture (Asmawi et al., 2013), organizational effectiveness (Siddique et al., 2011) and other factors. However, very few of them (one of the examples is the study of Webb, 2009 in USA) investigate the direct managers’ leadership style and faculty job satisfaction. Besides, the previous surveys have not covered as many leadership styles as this one does.

scholarly journals Co-workers' impact on attitudinal behavior of the faculty members of educational institutions of Nepal

2017 ◽  
Vol 3 (1) ◽  
pp. 1-11
Author(s):  
Amrit Kumar Sharma Gaire ◽  
Fatta Bahadur KC
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Significant Relationship ◽  
Faculty Members ◽  
Educational Institutions ◽  
Major Objective ◽  
Job Commitment ◽  
Significant Difference ◽  
The One ◽  
The Relationship

 This paper attempts to analyze the relationship between co-workers' behavior and its impact on attitudinal behavior of the faculty members. The co-worker's behavior such as team support and lack of team support are used as an independent dimension and employee attitudinal behavior such as job satisfaction, job performance and job commitment are used as a dependent variable. The major objective of this research was to identify the effect on attitudinal behavior of faculty members' of higher educational institutions of Nepal due to their co-worker's behavior. Pair t- test was used to examine between the current and expectation co-worker's behavior of faculty members in the working place. Similarly, the one way analysis of variance was also used to test the hypothesis. The sample size was 400 faculty members. The findings show that here is significant relationship between the current and expected perception of the faculty towards the co-workers’ behavior. Similarly, the findings of team support co-workers’ behavior has positive significant and with lack of team support co-workers’ behavior has negatively significant difference with attitudinal behavior of the faculty.

Job Satisfaction of School Superintendents as Related to Perceptions of Leader's Behavior

1978 ◽  
Vol 42 (1) ◽  
pp. 171-174 ◽  
Author(s):  
Sidney E. Brown ◽  
Joseph C. Bledsoe
Keyword(s):  
Job Satisfaction ◽  
Public School ◽  
Leader Behavior ◽  
School Superintendents ◽  
General Satisfaction ◽  
Public School Superintendents ◽  
Independent Variables ◽  
Initiating Structure ◽  
Situational Variables ◽  
Behavior Description

Four personal and situational variables and the Consideration and Initiating Structure variables of the Leader Behavior Description Questionnaire were used to predict three indices of Job Satisfaction of 136 Georgia public school superintendents. Method of selection and Consideration were reliable predictors, with appointed superintendents reporting more satisfaction than elected ones. Correlations were relatively low with variance accounted for by independent variables only .045, .103, and .062 for Intrinsic, Extrinsic, and General Satisfaction, respectively.

Demographic factors, compensation, job satisfaction and organizational commitment in private university: an analysis using SEM

2020 ◽  
Vol 11 (4) ◽  
pp. 407-436
Author(s):  
Mohammad Ali Ashraf
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Universities ◽  
Private Universities ◽  
Demographic Factors ◽  
Faculty Members ◽  
Content Type ◽  
Compensation Structure ◽  
Compensation Package ◽  
Faculty Job Satisfaction

Purpose The purpose of this paper is to examine the direct and indirect effects of demographic factors on employee compensation, job satisfaction and organizational commitment in private higher educational institutes in Bangladesh. Specifically, how do compensation structure and job satisfaction mediate in the link between demographic factors and organizational commitment? To answer this question, a theoretical framework using the theory of employee retention provided by Martin and Kaufman, as its basis was established. Design/methodology/approach Data (n = 515) were collected from faculty members of the private universities in Bangladesh. Structural equation modeling was used to analyze the data. Findings Findings indicate that though demographic factors have no direct impact on organizational commitment, they have indirect impacts on organizational commitment through the mediation of compensation structure and faculty job satisfaction. Besides, compensation structure also has a significant mediating role in the link between demographic structure and faculty job satisfaction. Research limitations/implications One possible drawback is the number of private universities from which the data were collected. In the sample used here, only 20 private universities were selected to conduct the survey. Besides, the study could not include public universities that are also a significant part and parcel of higher education in the country. So, if more private and public universities were taken into consideration to collect the data, the results might be improved. Thus, the usual cautions about overgeneralizing findings from this sample, to populations for which it is not strictly representative, apply. Practical implications From a practical perspective, as a cumulative body of work on organizational commitment, we will be better able to advise policymakers and educators on the elements they need to address to increase the longer engagement of the faculty members in their institutes. In this study, the one area of findings that may help policymakers and educators the most concerns compensation package that affects job satisfaction and organizational commitment. We found that demographic factors and compensation packages are the most important factors for the faculty members to impact on organizational commitment in this study. Social implications The social implication is that policymakers of the private universities can focus on fair justice in terms of demographic factors and compensation package for job satisfaction, motivation and organizational commitment of the faculty members in their universities. Originality/value The findings of the study are important for the policymakers of the higher education institutes.

A Component Factor Analysis of the Initiating Structure Scale of the Leadership Behavior Description Questionnaire, Form XII

1983 ◽  
Vol 52 (1) ◽  
pp. 71-77 ◽  
Author(s):  
Steven E. Markham ◽  
K. Dow Scott
Keyword(s):  
Factor Analysis ◽  
Correlation Matrix ◽  
Group Membership ◽  
Leadership Behavior ◽  
Unit Level ◽  
Initiating Structure ◽  
Component Factor ◽  
Questionnaire Form ◽  
Behavior Description

Responses of 175 persons in a workforce to the Initiating Structure scale of the Leadership Behavior Description Questionnaire, Form XII, were factor analyzed. The correlation matrix was recomputed for the supervisory unit level and for the residual scores of individuals after removal of the effects of group membership using the technique recommended by Dansereau, Alutto, Markham, and Dumas (1982). Comparisons of the component matrices indicated that using group-oriented leadership questions does not guarantee group-oriented results.

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