Abstract
This work identifies the factors that measure job satisfaction of faculty members at two selected and major universities in Malaysia, using ten major factors corresponding to job satisfaction using the Herzberg Two-factor Theory to determine how these selected factors are related to job satisfaction of Malaysian faculty members. The conclusions drawn from this study are that the major sources of job satisfaction for Malaysian faculty members are shown to be policy, administration, and salary. The relevant sources of dissatisfaction are personal achievement, personal growth, interpersonal relations, recognition, responsibility, supervision, the work itself, and the overall working conditions. This study has a number of practical implications for institutional administrators, because if the educational institution has no instrument designed to measure faculty perceptions of their jobs and work, these administrators could elect to use the same instrument that investigates the areas of job satisfaction to gain similar results.
Highlights
April, 2009 environment (Cohen, 1974)
The study draws 10 major factors corresponding to job satisfaction and dissatisfaction in the Herzberg Two-factor Theory to determine whether or these selected factors are related to job satisfaction of Malaysian University faculty members
This study shows that all motivator factors are related to job dissatisfaction, while some of the hygiene factors, lead to job satisfaction
Summary
The relationship between the individual and the factors determining job satisfaction has been extensively researched in developed countries. The literature indicates that job satisfaction is a prerequisite to an educator’s long tenure and performance, and overall institutional effectiveness (Wood, 1976) For these reasons it seems wise to identify factors that affect job satisfaction of faculty members within an educational institution, and to positively use these results as part of an ongoing management program. The third section discusses the research methods used to examine both the fundamentals of human needs and the architectural framework proposed by Herzberg’s theory (2000), and the fourth section discusses the preliminary findings and the role of the factors that drive employee morale and establishes a facility that successfully merges the relationship between job satisfaction and productivity. The fifth section presents conclusions regarding the practical significance of the research results with that of the literature, and establishes the potential business impact of these findings to job satisfaction within both the Malaysian Universities studied
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