Abstract
Abstract: The purpose of the present study was to investigate the effect of the personnel, interpersonal and organizational factors in job satisfaction among trainers of public Vocational Training Institutes in the city of Thessaloniki. Sample consisted of 300 adults’ trainers with a mean age of 40.3 years. Job’s satisfaction was used as an independent variable while as dependent variables personnel(age, sex, educational level, marital status, number of children, educational level, profession and teaching experience), interpersonal (relationships with trainees, relationships with co-educators, relationship with the administration, personal development and professionalism) and organizational factors (salary, building structure and working conditions) were used. Statistical analysis included the use of correlation and regression analysis. Results showed that from the dependent variables only age (r=.342), years of working experience in Vocational Training Institutes (r=.296), relationship with the administration (r=.699) and working conditions (r=.690) had a significant relationship with adults’ trainers’ job satisfaction (p<0.01). Furthermore regression analysis showed that relationship with the manager had the biggest prediction of trainers’ total job satisfaction at a percentage of 48.6% (r=.699, p<0.01), working conditions can predict trainers’ job satisfaction at a percentage of 47.7% (r=.690) and age and teaching experience can predict trainers’ total job satisfaction at a percentage of 20% (r=.014, p<0.05). In conclusion adults’ trainers’ total job satisfaction in Vocational Training Institutes in Greece, is influenced mostly by interpersonal (relationship with the administration) and organizational factors (working conditions).Keywords: Administration, working conditions, teaching experience, vocational education, adults
Highlights
Over the past two decades inter culturalism and multiculturalism at world level, the movement of people and labor (Haque & Kim, 1995), globalization of markets and economic activities, as well as the rapid changes and developments in all businesses regardless of size, industry or activity, result in the creation of an international and global competition between companies and countries with the aim of improving service quality and reduce labor costs (Sirgy, Lee, Miller, & Littlefield, 2004; Tsai, 2007)
The purpose of the present study was to investigate the effect of personnel interpersonal and organizational factors on adults’ trainer’s job satisfaction working at public Vocational Training Institutes in Greece
Results of the present study showed that of the relationship between personnel, interpersonal and organizational factors with adults’ trainer’s job satisfaction were significant for few of the variables
Summary
Over the past two decades inter culturalism and multiculturalism at world level, the movement of people and labor (Haque & Kim, 1995), globalization of markets and economic activities, as well as the rapid changes and developments in all businesses regardless of size, industry or activity, result in the creation of an international and global competition between companies and countries with the aim of improving service quality and reduce labor costs (Sirgy, Lee, Miller, & Littlefield, 2004; Tsai, 2007). Human factor and employee have become a significant business’s variables in recent years, resulting rights to work and working conditions, to be considered as a key point for the viability, growth and profitability of the private and public economy (Jackson, 2002).In today's global economy and business sector, more companies are beginning to give importance and gravity field to human factor, employee and its needs, creating policies to increase the level of satisfaction, making job satisfaction a critical and important variable to increase business’s profit and improving quality of services to customers (Harter, Schmidt, & Hayes, 2002). Most of the theories tried to explain job satisfaction, have a strong connection with human motives, such as Maslow’s hierarchy needs theory, Herzberg’s motivator-hygiene theory, Job Characteristics model and the Dispositional Approach (Hackman & Oldham, 1975; Herzberg, 1966; Judge & Lanen, 2001; Maslow, 1995)
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