Gender Factor in Public Secondary School Teacher’s Job Satisfaction in Nakuru County, Kenya (Published)
The teaching profession in Kenya has witnessed various manifestations of teacher dissatisfaction more specifically in the last ten years. These include industrial disharmony, teacher turnover and disciplinary cases relating to teacher absenteeism and desertion of duty. Teachers’ job satisfaction has a direct impact on students’ achievement and their future careers. This implies that, while a satisfied teacher is less likely to desert his/her teaching responsibilities, a dissatisfied one has higher chances of being less committed to his/her students thereby minimizing their chances of making positive learning gains among learners. In view of the importance of teacher job satisfaction, this study investigated the influence of gender on job satisfaction among public secondary school teachers in Nakuru County, Kenya. Using ex-post facto research design, data was collected from 341 teachers through a self-delivered questionnaire. Validity of the research instrument was ascertained through a pilot study carried out in the neighbouring Nyandarua County. The internal and external reliability coefficients for the teachers’ questionnaire as estimated through Cronbach’s alpha coefficient and split-half technique stood at r= .945 and r= .905 respectively. Data was analyzed using t-test. The study found that gender had a statistically significant influence (p<.05) on teacher satisfaction, with the male teachers recording a higher satisfaction than their female counterparts. The study offers useful insights to the teacher managers in Kenya, specifically the Teacher Service Commission (TSC) and Boards of Management (BoMs) in secondary schools on how to address the needs of female teachers. This will go a long way in enhancing their level of job satisfaction.
Effect of Recruitment and Selection Practices on Job Satisfaction of Security Personnel in Public Secondary Schools in Baringo County, Kenya (Published)
Security officers are part of the non-teaching staff in schools and school managers expect them to be productive, dedicated, disciplined and committed to their work. Studies carried out in other countries have revealed that human resource management practices have profound effects on the job satisfaction of security personnel. Therefore, the purpose of this study was to examine the effect of human resource management practices on the job satisfaction of security personnel in public secondary schools in Baringo County, Kenya. This paper presents and discusses the research findings on the effect of recruitment and selection practices on job satisfaction of security personnel in public secondary schools in Baringo County. It targeted 508 security personnel and 169 principals in public secondary schools in Baringo County. Slovin’s formula was used to get the sample of 224 security personnel. Random sampling technique was used to select 10% of the school principals to participate in the study. A questionnaire and an interview guide were used to collect data. These research tools were validated and then tested for reliability. Cronbach Alpha was used to test reliability. The reliability of the instrument was 0.788, which was above the 0.70 threshold of acceptable reliability. Qualitative data was analysed thematically based on the objectives. Quantitative data was collected and analysed by use of both descriptive (means, percentages as well as frequencies) and inferential statistics. The inferential statistics comprised Pearson product moment correlation and multiple linear regression. The results from the research revealed that recruitment and selection practices (β2=0.322, p<0.05) had significant effect on security personnel’s job satisfaction. Therefore, recruitment and selection practices were found to be major predictors of job satisfaction. The researcher concluded that the Recruitment and selection practices were significant determinants of security personnel’s job satisfaction. It is therefore recommended that school Boards of Management should clarify the requisite skills and qualification for security personnel. They should advertise vacancies for security jobs and avoid recruiting personnel only from the school neighbourhood. They should ensure they select the right candidates for the right job.
The effect of HR practices on job loyalty through psychological empowerment and job satisfaction in Pt. X (Published)
In Indonesia, the growth of the number of construction companies is apparently not in line with the growth of experts. This study aims to analyze the effect of HR Practices on Job Loyalty through Psychological Empowerment and Job Satisfaction at PT. X. This study using quantitative methods with a sample used is 80 employees with the criteria have worked more than two years, have a minimum high school education, at the staff level. Data processing in this study uses SPSS 22.0. From the results of data processing it was found that HR Practices (Training and Reward) had a significant influence on Psychological Empowerment (Job Competence, Job Autonomy, Job Impact). Job Competence and Job Impact does not have a significant effect on Job Satisfaction. Job Autonomy has a significant influence on Job Satisfaction. Job Satisfaction has a significant effect on Job Loyalty.
Motivation as Predictor of Lecturers’ Job Satisfaction: Insight from Ghanaian Technical Universities (Published)
The purpose of the study was to examine the effect of motivation on job satisfaction of lecturers in the Technical Universities of Ghana. Two research hypotheses were formulated to direct the study. Descriptive survey design was used for the study. The accessible population comprised full-time lecturers and four Technical Universities. The Universities were selected through stratified random sampling technique. Purposive sampling technique was applied in selecting all the full-time lecturers. A sample of 400 lecturers was used for the study. Questionnaire was the main instrument used to elicit responses from the lecturers. The reliability coefficient of 0.74 was obtained from the pre-test. Pearson product moment correlation coefficient and linear multiple regression were used to analyze the data. The findings were discussed in relation to the literature. The study established statistically significant and positive relationship between motivation and job satisfaction of lecturers. Motivation was found to have statistically significant effects on lecturers’ job satisfaction. It was recommended among others that Management of the Universities should sustain the use of motivation for lecturers. Ministry of Education needs to accelerate its efforts to make pay reward and fringe benefits more attractive to motivate lecturers and increase their satisfaction level for lecturing.
Locus of Control and Marital Status as Predictor of Counsellors’ Job Satisfaction in Delta and Edo States (Published)
This study investigated locus of control and marital status as predictor of counsellors’ job satisfaction in Delta and Edo States. The study was guided by nine research questions and nine hypotheses were tested at 0.05 level of significance. The research design was predictive correlational survey. The population of the study is 359 practising guidance counsellors in all public secondary schools in Edo and Delta states. Delta state has 217 counsellors and Edo state 142 counsellors. The sample of the study was being made up of all practising counsellors in public secondary schools in Secondary schools in Edo and Delta States. Since the population of 359 is small and manageable, the entire population was studied. Two instruments were used to collect data for this study. These are Locus of Control (LOC) and Job Satisfaction Questionnaire (JSQ). The research adopted the three instruments for the study. The researcher and other research assistances administered the instruments through direct delivery method. The researcher with the help of 11 well-trained research assistants, distributed the questionnaire to the respondents and collected completed copies from them. Out of the 359 copies of the questionnaires distributed only 343 (95.5 %) copies were retrieved from the respondents. For data analyses, research question 1-9 was answered using a simple regression analysis. The null hypothesis were tested using simple and multiple analyses. Findings from the study revealed that, self-efficacy is a significant predictor of job satisfaction of secondary school counsellors in Delta and Edo States. It was recommended that since marital status and locus of control are jointly predictors of job satisfaction among secondary school counsellors. Hence, earnest efforts should be made by governments and counselling psychologists to enhance locus of control of counsellors for the purpose of transforming education in Nigeria. Counsellors with internal locus of control are more likely to create and promote conditions and interpersonal networks that nourish and sustain work satisfaction.
Minimum Wage Increment a Necessity: The Role of Wages and Work-Stress on Employee’s Job Satisfaction among Civil Servants in South Western Nigeria (Published)
Over the year, there is an increasing vehement vociferation on the increment of minimum wage among Civil Servants in South West Nigeria. As a result of this uprising, the purpose of this study was to investigate the role of wages and work stress and employee’s job satisfaction among South Western Nigerians Civil Servants in the South West region of Nigeria.
Survey research design was adopted for the study using cluster sampling technique, 212 (96 females, 116 males) with mean age of 41.82 and SD of 9.57 Civil Servants from three South Western State in Nigeria was considered for the study. The research instruments were Minnesota Satisfaction Questionnaire (MSQ) and National Institute of Occupational Safety (NIOS). Three hypotheses were formulated and tested with Pearson Product Moment Correlation and Multiple regression analysis. The result revealed that wages r(210) = .49, P < .01 had significant positive relationship with job satisfaction. Work stress r(210 = -.82, P < .01 had significant negative relationship with job satisfaction. Finally, the result of multiple regression indicated that R= .83, R2 = .68 f (2,209) = 144.26, P < .01 exerted a significant interaction influence on job satisfaction. It is therefore recommended that government should be orientated on how the increment in minimum wage and reduction in job stress can help foster employee’s job satisfaction which will in turn boost employee’s productivity.
Job satisfaction and the mechanism to develop the effectiveness of the performance of teachers in the schools of the Jordanian Ministry of Education (Published)
The study aimed at finding out the relationship between the factors of job satisfaction and improving the performance of teachers in the schools of the Directorate of Education in Jerash Governorate. The study tool consisted of a questionnaire consisting of five fields. The study sample consisted of (100) teachers. The study reached the following results: The most functional factors that contribute to the development of teachers’ performance effectiveness were: the integrity of the system and school discipline, the needs of professional teachers in the school schedule, the provision of security, safety, freedom and democracy to teachers, the use of diverse and modern methods of educational supervision.
A Comparison Of Job Satisfaction Scores Of Permanent And Contract Employees In Government And Private Schools & Colleges Of Peshawar (Published)
This study aimed to determine the difference in job satisfaction of permanent and contract employees working in government and private schools and colleges of Peshawar. Sample of 100 teachers were selected from both government and private schools. Generic Job satisfaction questionnaire was administered and results were analyzed through SPSS.The result shows that there is a significant difference in job satisfaction of private and government schools and colleges and also suggests that government employees are more satisfied than private employees.
The Effect of Learning Organization, Organizational Climate, and Work Motivation on Work Satisfaction And Teacher’s Performance of Teachers of the State High Schools in Kendari City, Indonesia (Published)
This study aims to analyze the effect of: 1) learning organizations on job satisfaction; 2) organizational climate on job satisfaction; 3) work motivation on job satisfaction; 4) learning organization on teacher’s performance; 5) work motivation on teacher’s performance; 6) organizational climate on teacher’s performance; and 7) job satisfaction on teacher’s performance. This research is a survey on 115 teachers with a proportional stratified random sampling. Probability sampling technique and structural equation modeling was used to test the hypothesis. The results of the research shows that learning organizations has a positive and significant effect on job satisfaction; learning organization has a positive and significant effect on teacher’s performance; organizational climate has a positive and significant effect on job satisfaction; organizational climate has a positive and significant effect on teacher’s performance; work motivation has a positive and significant effect on job satisfaction; work motivation has a positive and significant effect on teacher’s performance; and job satisfaction has a positive and significant effect on teacher’s performance. It is recommended to examine other variables that influence teacher’s performance improvement such as organizational culture and leadership style.
Research Productivity, h-index, of faculty is predicted on their job-satisfaction, persistence, optimism, self-discipline, motivation, and procrastination. Never has been a better answer than H-Index in the history of science to the question of how to quantify the cumulative productivity, accomplishments, impact, and relevance of a researcher’s scientific work. Multiple Prediction design of correlational research method was adopted in the investigation. Faculty in natural sciences in universities around the world constituted the population. A multistage random sample of 180 faculty, 30 from each continent 7 or 8 from each of 24 universities, and 4 universities from each of 6 continents made the sample. Results showed statistically significant 21 correlation coefficients among the seven variables. The six independent variables taken together, significantly predicted research productivity [F (6, 173) = 72.379, p < .01, R2 = .715]. Each of persistence, optimism, self-discipline, and procrastination unilaterally predicted research productivity significantly. Neither job-satisfaction nor motivation singlehandedly predicted research productivity. Multiple regression equation was created for the prediction of research productivity from the six independent variables. Predicted values and residuals for each participant were tabulated.
Keywords: Continents in the world, Correlational research method., Faculty, H-index; Multiple prediction, Job Satisfaction, Motivation, Optimism, Persistence, Procrastination, Research productivity, Research productivity h-index, Self-discipline
Teachers’ Perception of Job Satisfaction among Different Faculties in Northeast Normal University, China (Published)
Job satisfaction is one of the most critical factors for the performance of employees and ultimately for organizational or institutional performance; for the reason this was considered as the base for conducting this study. The purpose of the study is to describe the perception of the job satisfaction and the association of different factors with the level of job satisfaction among teachers in different faculties of Northeast Normal University. Five Point-Likert Scale Questionnaire is used to collect the data and SPSS is used for data analysis. Hypothesis development and testing is also conducted; to quantify the results. The results of the study are analyzed on the three (gender, age groups and faculties) demographic factors of the teacher to know the differences of job satisfaction among these demographic factors. This study is only limited the to eight faculties in Northeast Normal University; China.
This study is an empirical inquiry into the adoption and practice of metaphysical components such as leader mindfulness in management and its relationship with social realities such as employee work attitudes in African workplaces, specifically as it applies to Nigerian public agencies. As a cross sectional survey, data for the study was generated using structured questionnaire from two agencies located in Port Harcourt. A total of three hypotheses were postulated with analysis revealing significant correlations between leader mindfulness and the measures of employee work attitudes; Affective commitment, job involvement and job satisfaction; implying that the adoption and practice of leader mindfulness is a prerequisite for effectively attending to and addressing work-related issues and thus enhancing employee work attitudes. In conclusion, the findings of this study lend credence to its support for the adoption and practice of leader mindfulness in achieving a more sensitized and supportive work environment and thereby a more desirable expression of work attitudes from employees.
Job Satisfaction to Enhance a Commitment of Employees’ Organization at Dream Tour and Travel Company (Published)
A commitment of employees in an organization plays a very important role to bring the company successfull. Therefore, this research aims to analyze a job satisfaction to increase employee’s organization commitment at the Dream Tour and Travel Company. Variables are job satisfaction and organization commitment. Data was collected from 70 employees using organization commitment and job satisfaction scale, then analyzed by multiple regression analysis technique. The result of multiple regression analysis shows the value of significancy (p-value) was 0,000 at significant level p<0,05 means that job satisfaction can increase organization commitment. The categorization found out that job satisfaction and organization commitment were on medium level. The analysis reveals that job satisfaction can increase commitment organization. This paper may benefit staff of the company by encouraging more their jobs and may help them in their personal growth and development.
Motivational Factors Affecting the Staffs’ Job Satisfaction of the Public Organizations in Dong Nai Province (Published)
Nowadays, staffs’ job satisfaction is a key element of general satisfaction which gives employees energy to perform and continue his job adequately. Job satisfaction regulates the peace of mind, foster relaxation that leads to more enthusiasm and more innovative work. It gives the clear picture of completeness and accomplishment emanating from his work, a feeling which has nothing to do with money but a feeling of relief that the employee gets out of the work itself. The study results showed that there were 200 staffs related to the public organizations in Dong Nai province who interviewed and answered about 21 questions but 159 staffs processed. Data collected from July 2016 to November 2017 for the staffs of the public organizations in Dong Nai province. The paper had been analyzed KMO test, Cronbach’s Alpha and the result of KMO analysis which used for multiple regression analysis. Staffs’ responses of the public organizations measured through an adapted questionnaire on a 5-point Likert scale (Conventions: 1: Completely disagree, 2: Disagree, 3: Normal; 4: Agree; 5: completely agree). Hard copy and online questionnaire distributed among 1.000 the staffs of the public organizations in Dong Nai province. In addition, the exploratory factor analysis (EFA) results showed that there were five factors affecting the staffs’ job satisfaction of the public organizations in Dong Nai province with significance level 5 percent. The research results processed from SPSS 20.0 software
Training Of Human Resources and Job Satisfaction (Published)
This paper presents the results of a quantitative survey conducted in 278 primary school teachers (teachers and kindergarten teachers) in the prefecture of Ilias with the aim of exploring their views on the impact of training on job satisfaction. In addition, it was investigated whether these views differ according to gender, age, seniority, marital status, specifity (primary school teacher or kindergarten teacher), type of employment relationship (permanent, deputy) and service area (urban area, suburban area, rural area). Τhe research results showed that the majority of participants recognize the contribution of training to job satisfaction mainly indirectly. It is also worth mentioning that a great percentage of the respondents of the survey answer in a neutral way on several items of the questionnaire (neither agree nor disagree). These views appear to be statistically significantly different, on the basis of most predefined variables.
Labour Turnover and Productivity among Employees in Selected Brewing Firms in Southwestern Nigeria (Published)
The study identified the causes of labour turnover and its effect on productivity among employees in the brewing industry in Southwestern Nigeria. This was with a view to providing information for management policy makers on maintaining a constant workforce particularly of the skilled and exceptional workers for increased productivity. The method of data collection was questionnaire to elicit information on causes of labour turnover, and the resultant effects on employee’s productivity. Data were analysed using appropriate descriptive and inferential statistics such as analysis of variance (ANOVA). The results underscored the significant effect of training and career development, job satisfaction and family ties on labour turnover. The study concluded that there was significant effect of labour turnover on employees’ productivity with R square = 0.076, P = 0000 which shows that 7.6% of the variation in employees’ productivity in the brewing industry in Southwestern Nigeria was due to labour turnover.
Effect of Gender and Age Disposition on Job Satisfaction in Universities in Rift Valley Region Kenya (Published)
The success of any company lies in the job satisfaction of its employees. Job satisfaction in universities is believed to have varying effects on workers in different dimensions. Age and gender are among other factors that job satisfaction would be rated on. This paper therefore brings this to light by analysing the gender and age aspects and how the disposition of each would affect job satisfaction of Management, Deans and lecturers in Universities. The study focused on chartered Universities in the Rift Valley Region (RVR) of Kenya. A mixed methods design, convergent parallel mixed methods in particular, which involved both quantitative and qualitative research methods, was adopted for the study. The study targeted the management, Deans and lecturers in the chartered public and private universities in the Rift Valley Region of Kenya. The management and deans were purposively sampled while lecturers were randomly selected. The sample size therefore constituted 8 members of the management, 121 deans and 363 lecturers who participated in the study. The findings indicate that gender and age differences are significantly related to job satisfaction.
Relationship between Category of University and Lecturers’ Job Satisfaction in Universities in Kenya (Published)
Lecturers’ job satisfaction is considered an all round unit of an institution’s human resource strategies. The category of University (public or private) in which the lecturers belong may have an effect on their levels of job satisfaction. This paper analyses the relationship between category of university and lecturers’ job satisfaction in Universities in Kenya. A mixed methods design was adopted for the study which targeted academic staff of chartered public and private universities in the Rift Valley Region of Kenya. The sampling method employed was census, and a total of eight chartered universities (six public and two private) participated in the study. The participating universities were labelled 1, 2, 3, 4, 5, 6, 7 and 8, in order to conceal their identities. Descriptive statistics, the one-way analysis of variance (ANOVA) and the independent-samples t-test was employed in the study. The study found out that chartered public universities’ staff were more satisfied compared to those in the private universities.
The Influence of School Leadership on Teachers’ Job Satisfaction and Performance in Private Schools in Yei Town, South Sudan (Published)
Educational institutions have a significant impact on the future of a nation thus the school leadership are inevitably charged with the role of motivating and supporting teachers to enthusiastically work towards the realization of school objectives (educational objectives). This paper examines the influence of school leadership on teachers’ job satisfaction and performance. The study employed a survey design that was performed in private schools in Yei town, South Sudan. Simple random sampling technique was used to select the respondents. Ten private schools were selected in the town from which 10 head teachers were considered for the study and a random sample of 100 teachers from each of the 10 schools. Data collected was analysed using the Statistical Package for Social Science (SPSS) version 12.0. Regression analysis was performed to establish the relationships among the variables. Leadership was found to influence teachers’ job satisfaction and performance in their respective private primary schools.
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