Abstract
Recognizing and evaluating effective and principal factors that have been affected by academicians' feelings and satisfaction are imperative. This cross-sectional study aims to examine coworker's influence, pay, promotion, supervision, and work on academicians' job satisfaction at university. Job Descriptive Index (JDI) measured these factors, which comprised 72 items and proposed by Brodke et al. (2009) amongst 440 academicians who worked in public research universities in Klang Valley, Malaysia. Descriptive Statistics analyzed the achieved data. This study has illustrated that most academicians revealed a high level of satisfaction toward their pay, coworker, promotion, supervision, and work; their universities support them regarding the main factors of work and organizational structure. Based on these consequences, the universities and any other academic institutes have to the consciousness of these five main factors to improve and enhance academicians job satisfaction, leading to high outcomes and performance at the workplace.
Highlights
As a cultural and educational workplace, the university plays a considerable role in academicians; providing a convenient situation is important
Santhapparaj and Alam (2005) focused on academicians who engaged at Malaysian private universities and clarified that external factors such as salary and promotion have a considerable role in job satisfaction
The present study focused on academicians that worked at public research universities (UPM, UKM, and UM) in Klang Valley, Malaysia
Summary
As a cultural and educational workplace, the university plays a considerable role in academicians; providing a convenient situation is important. There are numerous factors, such as promotion opportunities and income, which lead to several job satisfaction levels, impacting staff performance at universities in Malaysia (Noraani, 2013) Based on this point of view, Yeop Yunus and Ishak (2012); Dhanapal et al (2013) explained that distinguishing operative factors can be valuable for staff and university. Low job satisfaction will raise major modifications in performance, behavior, reaction, and the staff feeling at university (Akintayo & Babalola, 2012; Ayodele & Olorunsola, 2012) Based on this description, Santhapparaj and Alam (2005) focused on academicians who engaged at Malaysian private universities and clarified that external factors such as salary and promotion have a considerable role in job satisfaction. A seminal study in this area is Luddy (2005), which concentrated on salary, promotion, coworker, the work itself, and supervision that change job satisfaction level https://rajpub.com/index.php/jssr among the staff of Western Cap in Africa. In Malaysia, Noordin and Jusoff (2009) focused on job satisfaction levels that were impacted by socio-demographic factors among academicians at universities
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