Organization usually sees an average worker as the source of quality and productivity gains. Any organization that does not put the welfare of its employee first such organization is endangering its performance and productivity. The study examines the relationship between job satisfaction and employees’ performance and the relationship between job satisfaction and employees’ commitment. The sample size used for the study was drawn from the staff of MTN Nigeria. A structured questionnaires were then used to elicit data from these staff. The chi-square was used to analyse the elicited data and the study findings revealed that job satisfaction has significance influence on both employee performance and employees’ commitment. Thus, the study recommends that organisations should intensify efforts in the area of non-financial rewards as a mean of influencing greater performance from the employees as well as getting the employees to be committed the organisation
Employee Job Satisfaction in Nigerian Tertiary Institution: A comparative study of Academic Staff in Public and Private Universities (Published)
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.
Impact of Working Environment and Training & Development on Organization Performance through Mediating Role of Employee Engagement and Job Satisfaction (Published)
In today’s challenging and competitive environment organizations and institutes are making continuous effort to improve the performances of their employees. To investigate this notion this study has used a deductive approach with a cross-sectional research design & self-completion survey instrument. This approach has been used to collect data from 300 respondents. Structure Equation Modeling (SEM) technique has been used for analysis and result generation. Employee engagement and job satisfaction are found to act as mediator between working environment, training & development and organization performance. Working environment, training & development, employee engagement and job satisfaction appear to be effective ways in developing a strong relationship with organization performance. The present study could facilitate and provide a guidelines to consider implementation of practical applications regarding enhancing the employee engagement. This study suggests that employee engagement and satisfaction play the mediating role between working environment, training & development and organization performance
Over the last few years, corporate social responsibility (CSR) has become an essential issue for academics as well as for businesses in a similar way. These days, many organizations deem CSR as a primary corporate tactic for attaining a long-lasting competitive advantage. Also, organizations are benefited through CSR practices by satisfying their various stakeholders including employees. Hence, this study makes an effort to discover the impact of CSR on employee’s job satisfaction in MNCs, Bangladesh. Four dimensions of Carroll’s (1979) CSR such as economic, legal, ethical and philanthropic responsibilities of CSR are considered as the IV’s and employee job satisfaction as the DV of this study. Stakeholder theory has been used as a theoretical framework to provide guidance to this study. A structured questionnaire with 7 points Likert scale was used to collect the primary data by conducting the survey. The sample size was 120 and the respondents were selected on a convenient basis from MNCs, Chittagong city. Data were analysed using SPSS software (version: 17). The result of the study showed that philanthropic, ethical and legal responsibility of CSR significantly and positively influenced employee job satisfaction where economic CSR was showing the negative relationship with employee job satisfaction. In general, employee job satisfaction is positively affiliated with organisation’s CSR practices in Bangladesh’s MNCs.
Job Satisfaction as Correlates of Career Commitment of Librarians In Selected Universities In Ekiti And Ondo State, Nigeria (Published)
The study was designed to investigate the correlation between job satisfaction and career commitment of librarians in six selected university libraries in Ekiti and Ondo States, Nigeria. The study adopted a descriptive survey research method and utilized questionnaire to generate data for the study. Total enumeration technique was used to cover a study population of fifty four (54) librarians working in the six universities selected in Ekiti and Ondo state, Nigeria. Three research questions were presented for the study, and two hypotheses were tested at 0.05 level of significance. Data collected were analyzed using simple percentage, Pearson Product Moment Correlation and regression. The study revealed that there is a significant relationship between job satisfaction and career commitment of the librarians working in universities in Ekiti and Ondo State, Nigeria. Also, there was a significant difference between career commitment of librarians working in private universities and those working in public universities in Ekiti and Ondo State, Nigeria. The study recommended that the university administrators should make available all the necessary equipments to facilitate librarians’ duties and improve their job performance and also provide conducive working environment for them. The university manage should organize training on the job to improve their performance and librarians should be well remunerated and recognised. All these will make them to be satisfied with their job and be highly committed to their career.
Influence of Recognition, Rewards, Remuneration, Compensation and Benefits on the Lecturers’ Job Satisfaction in Kenyan Universities (Published)
To have in place quality staff that can make meaningful contribution, certain supportive incentives and measures are necessary. This paper examines the influence of such supportive incentives on the lecturers’ job satisfaction in Kenyan Universities. A study that targeted 2,773 members of university management and lecturers in the chartered public and private universities within Rift Valley Region of Kenya was undertaken. The study used a sample of 605 participants and employed convergent parallel mixed methods design. Purposive sampling was also used to select information-rich cases. Questionnaires, interview and document analysis guides were used for data collection. Descriptive statistics, Pearson correlation coefficient, independent-samples t-test, One-way ANOVA and regression coefficients, with the use of the Statistical Package for Social Science (SPSS) version 20 were used. The study identified job satisfaction elements like fair promotions, assignment of additional responsibility as a result of outstanding work, among others. However, potential sources of job dissatisfaction included: lack of competitive rates; lack of adequacy of pay commensurate to work done; dissatisfaction with salary, among others. The author recommends that universities should work towards raising the level of job satisfaction through supportive incentives.
Management Training and Development: A Leadership Strategy to Performance Management and Job Satisfaction in Kenyan Universities (Published)
Kenya’s university lecturers are generally highly educated. Their capacity to carry out their mandate effectively and their recognition as essential assets to society and world – class institutions depend on their training, experience, commitment and quality of their productivity (Republic of Kenya, 2007). Specific mechanisms ought to be put in place to address the lecturers’ wellbeing, to ensure their motivation, retention and productivity. The author of this paper opines that university management is tasked with the responsibility of facilitating their staff training and development in order to bridge any existing gaps or shortcomings and sharpen their skills. The rationale for training in the work context being to better hone the abilities or skills of the individual and satisfy the short and long term manpower requirements of the organisation. This paper thus focuses on management training and development as a strategic tool to performance management and job satisfaction among Kenyan universities. The study employed convergent parallel mixed methods design with census, random and systematic sampling techniques to select the respondents. Purposive sampling was also used to select information-rich cases. A target population of 2,773 members of university management and lecturers in the chartered public and private universities with their main campuses in Rift Valley Region of Kenya was considered from which a sample of 605 participants was obtained. Questionnaires, interview and document analysis guides were used for data collection. Qualitative data was thematically analysed while quantitative data was analysed using descriptive statistics, Pearson correlation coefficient, independent-samples t-test, One-way ANOVA and regression coefficients, with the use of the Statistical Package for Social Science (SPSS) version 20. The study found that training and development exhibited the strong association with lecturers’ job satisfaction and performance management in the selected Kenyan Universities. For attainment of higher levels of job satisfaction and performance, the study recommended enhancement of training and development programmes in the Universities.
Exploring the Relationship between HR Practices and Organizational Commitment in Egyptian Organizations: The Mediating Effect of Job Satisfaction (Published)
Organizational commitment is regarded as the strongest motivator for all employees` positive outcomes. HR practices aim at directing the organization towards positive individual and organizational outcomes. HR practices influence organizational performance through satisfying employees` needs, which is argued to generate favourable HRM outcomes such as, job satisfaction and organizational commitment. Despite the concern with studying the positive impact of HR practices, few studies have explained the reasons behind these outcomes. The present study aims at exploring the impact of HR practices on employees` organizational commitment. The study investigates whether job satisfaction mediates the relationship between HR practice and organizational commitment. The study was conducted at the three public foreign trade companies in Egypt. Questionnaires were used for data collection (N=362). Findings provide evidence that job satisfaction mediates the relationship between HR practices and organizational commitment. HR practices and organizational commitment were found to affect the three types of commitment (affective, continuance, and commitment). Also, the study provides evidence that demographic factors cause differences in employees` perceptions of HR practices, job satisfaction, and organizational commitment.
Burnout and the Job Satisfaction of Extension Studies Personnel in Kenya’s Christian Higher Education (Published)
This paper is an excerpt of my dissertation whose purpose was to explore the relationships among spirituality, work conditions, and job satisfaction of extension studies personnel in Kenya’s Christian higher education. The study employed a mixed method approach to answer questions on the perceptions of administrators and faculty of extension studies of the impact of spirituality and work conditions on their job satisfaction. This paper therefore sought to establish the extent to which those perceptions are impacted by the personnel’s sense of burnout? Further the author relates the burnout effect of administrators and faculty workers to job satisfaction based on a number of burnout sub scales, among them; Emotional Exhaustion, Depersonalization and Personal Accomplishment. Data was collected, using a survey instrument, from 146 administrators and faculty of extension studies from 6 selected Christian universities in Kenya. Statistical tests carried out using the Statistical Package for the Social Sciences (SPSS), included ANOVA/Kruskall Wallis, Tukey HSD/Mann-Whiteny U, t test, univariate, and regression analysis. The findings from descriptive statistics indicated that extension studies personnel had somewhat high levels of emotional burnout and depersonalization. However, they had scored high on personal accomplishment at their work. Administration faculty had higher mean ranks of burnout (U = 672.00, z = -2.48, p < .017, r = -.26) compared to their counterparts who had no administrative duties. However, the effect size was small. The results also indicated that global job satisfaction was more significantly and negatively correlated to emotional exhaustion (r2 = .13) than to depersonalization (r2 = .04), but was positively correlated to personal accomplishment (r2 = .08). Similarly, work satisfaction was more significantly and negatively related to emotional exhaustion (r2 = .10) than to depersonalization (r2 = .08), but was positively correlated to personal accomplishment (r2 = .03). Satisfaction with salary, coworkers, and supervisors were all significantly and negatively related to emotional exhaustion (r2 = .07, r2 = .09, and r2 = .04 respectively). These findings are important for both personnel and stakeholders of higher education institutions’ in burnout prevention and enhancement of job satisfaction.
The Relationship between Spirituality and Job Satisfaction of Distance Education Personnel in Kenya’s Christian Higher Education Institutions (Published)
This paper is an excerpt of a dissertation research whose purpose was to explore the relation of spirituality, work conditions and the job satisfaction of extensions study personnel in Kenya’s Christian higher education institutions. The paper however focuses on the relationship between spirituality, work conditions and job satisfaction. A mixed method approach to the study was employed. The perceptions of administrators and faculty of extension studies on the impact of spirituality and work conditions on their job satisfaction are sought. The study used the quantitative paradigm. Data was collected, using a survey instrument, from 146 administrators and faculty of extension studies from six selected Christian universities in Kenya. The causal-comparative design was applied and data were analyzed using the SPSS version 19. Overall, this study found that faculty members reported higher satisfaction with work itself compared to administrators (U = 792.50, z = -3.09, p < .01, r = -.31). Global job satisfaction scores were positively and significantly correlated to awareness of God scores (r = .28). There were differences in spirituality and job satisfaction related to some demographic factors such as gender, level of education, and years of as a Christian. Women had higher scores in awareness of God (U =1148.50, z = -3.41, p < .05, r = -.21) and integration of spirituality with work (U = 948.50, z = -2.21, p < .01, r = -.32) than men. Those with undergraduate level of education had higher scores in their emotional instability in their relationship with God (t = 2.254, p < .05, r = -21) compared to those with graduate level of education. Those who were Christians for less than 35 years had higher scores in their instability in their relationship with God (scores (U = 1098.00, z = -2.79, p < .01, r = -.26). Moreover, faculty and administrators reported differences in some aspects of spirituality. In relation to level of work involvement, faculty members reported higher grandiosity scores (U = 929.50, z = -2.42, p < .017, r = -.24) than administrators. In relation to job rank, administrators reported higher scores in the disappointment with God subscale (U = 1033.00, z = -2.595, p < .01, r = -.24) than faculty members. Findings of the study are useful to faculty members, administrators and Christian higher education leaders in Kenya for enhancing the spirituality and job satisfaction of distance education personnel.
Marital Stress and Extraversion Personality as Predicators of Job Satisfaction among Married Women Teachers in Nsukka, Nigeria (Published)
The paper investigated marital stress and extraversion personality as predictors of job satisfaction among married women teachers in Nsukka, Nigeria. Two hundred married women teachers participated in the study. Three inventories including marital stress inventory (MSI), BFI sub-scale on extraversion personality and Minnesota satisfaction questionnaire (MSQ) were used for collection of data. Multiple regression analysis was employed to analyse the data. Two null hypotheses were tested: 1. Marital stress will not significantly predict job satisfaction was upheld (t = 0.037, p > 0.05) and 2. Extraversion personality will not significantly predict job satisfaction among married women teachers was rejected (t = 5.027, p < 0.05). Findings, implications, suggestion for further research and recommendations were made. Such recommendations are that government should imitate programmes like orientation and counselling sections that will encourage teachers to work on their personality dispositions to enable them achieve greater satisfaction, motivation and productivity in their workplace
The Perceptions of Distance Education Personnel of the Relationship between Work Conditions and Their Job Satisfaction in Kenya’s Christian Higher Education (Published)
The study originally based on a doctoral exploration, sought to establish the relationships among spirituality, working conditions and job satisfaction of extension studies personnel in Kenya’s Christian higher education. The study employed a mixed method approach to answer the questions raised by the researcher. This paper thus reports the findings on one of the research questions: What are the perceptions of administrators and faculty of extension studies of the impact of work conditions on their job satisfaction? Data was collected using a survey instrument comprised of the Job Satisfaction Survey (JSS) and the Job Descriptive Index (JDI), from 146 administrators and faculty of extension studies from 6 selected Christian universities in Kenya. Statistical tests were carried out using the Statistical Package for the Social Sciences (SPSS), including ANOVA/Kruskall Wallis, and Tukey HSD/Mann-Whiteny U applying a Benferroni adjustment to the p value. In regard to demographic profiles, work conditions, and job satisfaction, the findings of this study indicated significant differences between faculty personnel and administrators’ perceptions of their global job satisfaction, and work itself. Work evaluation mean scores were based on level of education, job rank, level of work involvement, and monthly salary. Moreover, there were significant difference between faculty and administrative responsibilities in regard to satisfaction through work itself and satisfaction through promotion opportunities. Faculty without administrative responsibilities reported higher scores of satisfaction in the two scales.
Job Satisfaction in North East Nigeria: A Descriptive Study on Government Sector Employees (Published)
The paper deals with the attitudinal elements of job satisfaction among government employees of North Eastern Nigeria. Job satisfaction is a key issue worldwide as it affects the productivity and overall growth of an organization. To investigate the effects of myriads factors of job satisfaction and various other independent variables on overall job satisfaction of employees, the study drew participants through convenience sampling. The results were analyzed through statistical procedures like Cronbach’s Alpha, Simple regression, Pearson correlations (bivariate) and K independent samples median test along with simple means, standard deviation and percentages. Organizational prestige emerged as the most satisfying aspect among the participants, while except age, education and gender played no role in job satisfaction among the employees of this region.
Whereas there is a theoretical nexus between job satisfaction and attitude to work, this paper examined the nature of this relationship and it’s influence on Akwa Ibom State civil service. It was necessary to carry out this research because cases of habitual late arrival at work by all grades of personnel, truancy, loitering, missing and delays in processing of files, absenteeism from duty post, greasing of elbows to curry favour, have been reported in the service which raises concern on the ability of government to deliver effective and timely services to the public. Survey data was collected from 214 respondents through simple random sampling method of five ministries drawn systematically. Hypotheses were tested using Pearson’s Product Moment Correlation. The result of the analysis showed a positive relationship between job satisfaction and attitude to work in Akwa Ibom State civil service implying that a happier civil servant is a productive worker. The adoption of the New Public Management postulations built on the principles of Management by Objectives (MBO) which favours a horizontal structure where all employees are involved at least in some ways in the decision-making process that involves their work was recommended..
This paper aimed to investigate the relation between organizational culture and job satisfaction of faculty members. Accordingly, 358 individuals were selected among whole faculty members of Islamic Azad University of Fars province as sample using cluster sampling. The instruments of measuring in this research were organizational culture assessment questionnaire of Cameron and Quinn (2006) and job satisfaction questionnaire which was applied after determining its validity and reliability. The findings showed that among four types of organizational culture, hierarchical organizational culture was not related to job satisfaction significantly and three types of adhocracy, clan and market organizational culture were related to job satisfaction positively. The correlation between adhocracy organizational culture and job satisfaction of faculty members was stronger. Simultaneous regression analysis indicated that two types of adhocracy and market organizational culture could predict job satisfaction. These two cultures together explained 29.6% of criterion variable variance. Adhocracy organizational culture showed a greater share.
THE EFFECT OF JOB SATISAFACTION ON ORGANISATIONAL COMMITMENT AMONG NON-ACADEMIC STAFF OF TERTIARY INSTITUTIONS IN EKITI STATE (Published)
The study examines the effect of job satisfaction on organisational commitment among non-academic staffs of tertiary institutions in Ekiti State, with the main focus to determine the influence job satisfaction has on affective commitment and continuance commitment. 343 non-academic personnel are drawn from three (3) tertiary institutions into the sample and questionnaires distributed among them. 326 questionnaires are duly returned and analysed using Simple Percentage, Regression Analysis, and Analysis of Variance (ANOVA) methods. The findings indicate that pay/salary, job security, supervision, job enrichment and job challenges lead to job satisfaction. It also reveals that job satisfaction has significant positive influence on both affective commitment and continuance commitment; however, job satisfaction exerts a greater influence on continuance commitment. The study suggests that job satisfaction plays a vital role on organisational commitment among non-academic staff of tertiary institutions.
STUDYING THE RELATION BETWEEN SELF-LEADERSHIP WITH JOB SATISFACTION AND PERFORMANCE IMPROVEMENT (Published)
Purpose: Customer satisfaction in modern organizations requires employees’ job satisfaction that can be led to performance improvement in the organization. In this regard, self-leadership and strengthening of it among the employees and managers can facilitate this issue. Purpose of the present paper was to study the relation between self-leadership with job satisfaction and performance improvement. Methodology: Ninety two employees of the Economic Affairs and Finance Organization in Kermanshah province were studied for data collection among whom eighty seven were prepared to respond to research questions. The applied tools included standard questionnaire of self-leadership, job satisfaction and performance improvement and statistical techniques such as t-value test, confirmatory factor analysis and structural equations using SPSS and Smart PLS software were utilized for data analysis. Findings: The results revealed that self-leadership has a positive and significant effect on job satisfaction and performance improvement (p< 0.05). Also behavior-oriented and natural reward strategies have a significant relation with job satisfaction while the relation between constructive thinking strategy and job satisfaction is not significant. Similarly the significant relation between job satisfaction and each component of performance improvement has been confirmed. Hence, it is recommended to managers to help employees utilize self-leadership as an incentive for job satisfaction and thus performance improvement by trying towards self-direction and spontaneity so that organizations act better in adapting with dynamic environments and remain stable in the competitive world.
IMPACT OF JOB SATISFACTION ON EMPLOYEE TURNOVER-AN EMPIRICAL STUDY OF AUTONOMOUS MEDICAL INSTITUTIONS OF PAKISTAN (Published)
The Health sector in the Pakistan is facing many problems to provide the Health facilities to the masses spread over the country. The most challenging problem is the shortage of Doctor’s as compared to the population. Most of the professional Doctor’s prefers to serve in the abroad instead to serve in Pakistan. There are the many determinants of turnover in the Health Department. The objective of this study is to investigate the factors such as Pay, Promotion, Job Safety and Security, Nature of the Work that effect the job satisfaction level and that are the cause of turnover of employee’s in the Autonomous Medical Health Institutions in the Pakistan. The factors of job satisfaction are such as Pay, Promotion, Job Safety and Security, Nature of the Work. The sample of the research is consist of 200 doctors, nurses, administrative and accounts staff working in Autonomous Medical Health institutions in the Punjab. Out of total 270 Questionnaires distributed in the Autonomous Medical Institutions of the Punjab 200 were received back and used for analysis. For data analysis/results the SPSS 20.0 is used.
The tannery industry is one of the major raw material and finished good supplier industries which have a significant impact on economy of Bangladesh. The main objective of this study is to evaluate the factors which are responsible for influencing employees’ job satisfaction. The analysis of this study revealed that salary and incentive are the most important factors for influencing job satisfaction of employees. Salary is most important, but working condition, supervisor supports, appraisal technique, work training, grievance handling, safety provision, and work life balance are crucial factors for determining employees’ job satisfaction. This paper draws relationship among various factors and presents a conclusion with a suggestion for improving employees’ job satisfaction level.
Today we are living in a global economy. Computer based information system has changed the scenario of business. SHRIS is a system that has completely re-engineered the management style. Managers are termed as knowledge workers today. SHRIS has brought revolutionary changes in performing different strategic human resources tasks like recruitment and selection, training and development and it leads to job satisfaction, employee empowerment and promotions ,business process reengineering, more involvement in decision making. The main aim of this research is to highlight the impact of Human resources information system and strategic Human resources Management on organizational performance. Human resources information system has a strong relationship and positive impact on various strategic human resources management decisions whereas organizational performance depends on Strategic Human resources management.
Keywords: Business Process Re-engineering, Employee empowerment, Human resources information system, Job Satisfaction, Recruitment & selection, Strategic Human resources information system, Strategic Management, employee promotions, training and development