Job Satisfaction and Employee Productivity: Evidence from Selected Universities in South-East, Nigeria (Published)
The study examined the effect of job satisfaction on employee productivity of public universities in South-East, Nigeria. Survey research design was adopted for the study. Data were collected though the questionnaires distributed among academic staff of South-East States of Nigerian public universities, and analyzed using five point likert’s scale. Regression analysis was used to test the two formulated hypotheses with aid of SPSS version 20.0. Based on the analysis, the study found that working condition and salary have positive significant effect on the employee productivity of public universities in South-East, Nigeria. Based on the findings, the study recommended amongst others that there is need for the university authorities and government to create a pleasant and supportive working environment for academic staff in terms of provision of physical facilities like infrastructures, laboratories, ventilated classrooms, hostels, teaching facilitators and development of various training programs that will encourage academic achievement.
The study examined welfare management practices that affect teachers’ job performance by discussing variables such as working condition and fringe benefits. The study was guided by two research hypotheses. Descriptive survey design was adopted and the major instrument used in collecting data for the study was a questionnaire. A sample size of one hundred and sixty-five (165) teaching staff from the target population was drawn using simple random technique. Analysis of the responses revealed, inter alia, the following; (a) there was statistical significant and positive effect of working condition on teachers’ job performance, and (b) fringe benefit had statistically significant and positive effect on teachers’ job performance. It is recommended that school managements and the Ghana Education Service (GES) should ensure teachers enjoy family friendly policies, efficient and effective working conditions, and good and timely payments of fringe benefits.
The Effects of Working Conditions on Academic Staff Motivation at Africa University, Mutare, Zimbabwe (Published)
A cross-sectional study of the effects of working conditions on academic staff motivation at Africa University, Mutare, Zimbabwe was undertaken. Through stratified random sampling, a sample of 35 academic staff who represent the three categories lecturer, senior lecturer and professor was selected from a total of 74. A structured questionnaire was distributed to the participants and the study revealed that the working conditions were unfavorable. Motivation was downplayed by factors such as uncompetitive salaries, non-collegiality decision-making, opportunity in career development and academic freedom. This study recommends that Africa University should work towards minimizing hygiene factors and improving motivators if the institution wants to attract and retain experienced and competent academic staff.
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.
The aim of the research was to determine the relationship between rewards and work motivation of Public Sector College teachers of Pakistan. A Questionnaire was used to collect information from 200 respondents. It was composed of 37 items that measured rewards and overall motivation of academic staff. Rewards were measured using five dimensions namely: pay, working conditions, job security, work itself and recognition. Data analysis was done using correlations and regression techniques. Work itself and recognition had statistically strong positive and significant association with motivation of teachers. However weaker relationship was found with working conditions and pay. This study conducted upon college/university teachers can also be conducted upon school teachers and other sector organizations. Dimensions of rewards, other than the five, used in this study can also be taken to determine their association with motivation as well as impact of demographics on motivation.