Chances Of Promotion Research Articles

‘There is still some work to be done, but we’ve come a long way’: the changing position of women in technical television jobs

ABSTRACT Although there is a body of scholarship concerning women’s roles in the British media industries, few studies have analysed how women’s career paths within these industries have changed over time. This article addresses that omission. It draws on empirical research with 130 women working in the UK television industry, to provide insights into the changing nature of women’s roles across technical, production and editorial areas over the last forty years. Previous research and industry reports have shown women were concentrated in low status, low paid, feminised roles, with little chance of promotion. This study provides significant evidence of women’s career paths now being more varied and flexible, with improved opportunities in ‘quasi-technical’ areas within production. Women are now better represented across television production roles, although the same cannot be said for many location-based craft occupations such as camera, sound and lighting, where difficult to tackle, unmanageable gender inequalities remain.

INFLUENCE OF PROMOTION PROCEDURES AND REMUNERATION ON JOB SATISFACTION OF DEPUTY PRINCIPALS IN PUBLIC SECONDARY SCHOOLS IN TANA RIVER COUNTY, KENYA

Tana River being an Arid and Semi-Arid region has its own unique issues on the work force. The deputy principals work in this unique environment compared to their counterparts working in urban and other geographical regions.The purpose of this study was to determine the influence of promotion procedures and remuneration on deputy principals job satisfaction in public secondary schools in Tana River County. Herzbergs two factor theory guided this study. The target population consisted of 33 deputy principals and 3 TSC Sub-County Directors. Descriptive survey design and mixed research method approach was adopted in this research to gather both qualitative and quantitative data. Questionnaire and interview schedule were used to collect data. Stratified random sampling was used in selecting the 3 deputy principals for the pilot study and the 30 deputies were selected purposively for the main study. The 3 TSC Sub- County Director were included in the study. Reliability was ascertained by use of Cronbach alpha coefficient.The quantitative data obtained were subjected to descriptive statistics analysis. The statistical package for social sciences (SPSS version 22) was used to generate Frequency and percentages. Tables and graphs were used in data presentation Qualitative data were analyzed thematically.The study findings revealed that half of the deputy principals were satisfied with promotion policies with reference to fairness in promotion, promotion policies, current career guidelines and chances for future promotion however they were dissatisfied with the pay package.The recommendation made included improvement of the pay package for deputy principals. The research findings are significant to policy makers such as the Teachers Service Commission (TSC) and Ministry of Education (MOE) in formulation of policies in regard to promotion and remuneration of deputy principals.

From Power Balance to Dominant Faction in Xi Jinping's China

AbstractMany China watchers argue that Xi Jinping has concentrated power in his own hands in a manner unprecedented since the death of Mao Zedong and Deng Xiaoping. This article tests the extent of Xi's power consolidation by comparing the strength of his faction during his time in power to similar periods under his two immediate predecessors, Jiang Zemin and Hu Jintao. Furthermore, we investigate whether a dominant faction is emerging under Xi Jinping, replacing the power balancing between factions that was the norm throughout the reform era. Analysing factional affiliations of Chinese leaders in the top four ranks, we find that Xi has formed a dominant faction. Through statistical analysis of the promotion chances of provincial leaders, we find that Xi has been unusually successful when compared to previous leaders at promoting his clients. This suggests that Xi has boosted the power of his faction by elevating provincial leaders to an extent not seen since the death of Mao and Deng.

An investigation identifying which key performance indicators influence the chances of promotion to the elite leagues in professional European football

ABSTRACT Technical performances of teams competing in the professional second divisions of England, Germany and France were analysed over five seasons in order to determine which factors influence the chances of promotion to the elite leagues. A total of 11,032 team-match observations were analysed via a series of logistical regressions. The results revealed that teams with an overworked defensive unit that were frequently asked to make blocks, clearances and goalkeeper saves would have significantly reduced chances of promotion. Conversely, set-plays and in particular taking advantage of penalty kick opportunities significantly increased the odds of promotion by 37%. In addition, scoring goals from corner kicks were also revealed to significantly enhance the odds of promotion by 35%. With regard to open play, creating chances in the form of assists and through balls were revealed to significantly increase the odds of promotion by 28% and 14%, respectively. These results, therefore, indicate that lower league teams with ambitions of achieving promotion to the elite level should adopt a strategy which consists of frequent penetrative passing that leads to chance creation. Furthermore, teams hoping to achieve promotion should look to improve their efficiency from penalty kicks and corner kick set-plays.

Upward Ingratiation Outside the Workplace and Supervisor's Human Resource Decisions: Moderating Effect of Zhongyong Thinking.

Ingratiation is a common strategy for subordinates to deal with their supervisors in eastern and western societies. Based on the theory of impression management, this study focuses on the impact of upward ingratiation outside the workplace on supervisor’s human resource (HR) decisions in the Chinese context and the mechanism behind this impact. The data were collected from 252 supervisor-subordinate dyads in four manufacturing firms. The results demonstrate the following: first, supervisors hold a more favorable view of upward ingratiation outside the workplace; second, upward ingratiation outside the workplace has a positive effect on the supervisor’s chance of promotion and bonus allocation decisions, and leader-member exchange (LMX) plays a mediation role in this influence; third, Zhongyong thinking (ZYT) moderates the relationship between LMX and supervisor’s chance of promotion and bonus allocation decisions; and finally, ZYT moderates the indirect effect of ingratiation behavior outside the workplace on supervisor’s chance of promotion and bonus allocation decisions through LMX, and the mediated relationship is weakened when a supervisor has a higher level of ZYT. This is one of the first empirical studies, which examines the validity of subordinate’s upward ingratiation outside the workplace from the perspective of supervisor’s ZYT. This study plays an important role in highlighting the effect of ZYT on the ingratiation behavior.

Medical Students' Attitude and Perception Towards Basic Medical Science Subjects at Wollo University, Northeast Ethiopia.

IntroductionThe knowledge of basic medical science could help to remember a fact and be used to understand causal mechanisms of disease process that improve the accuracy of diagnostic formulations.ObjectiveTo assess the perception and attitude of medical students towards basic medical science subjects along with retention rate and clinical relevance in Wollo University.MethodsInstitutional-based cross-sectional study design was employed in Wollo University from September, 2020 to October, 2020. A pre-tested and structured self-administered questionnaire was used for data collection. All opinions were rated using a positive-point Likert scale, which ranges from “strongly disagree” to “strongly agree.” The data were entered and analyzed using SPSS version 20.ResultsA total of 153 students participated with a 100% response rate. Among them, 45 (29.4%), 38 (24.8%), 39 (25.5%), and 31 (20.3%) were PC-II, C-I, C-II, and Intern students, respectively. Ninety-six (62.7%) of medical students were very much interested in basic medical science subjects. But, 113 (73.9%) of them did not have plans to join the subjects as a future career. The main reasons in more than half 85 (55.7%) of the respondents were less financial growth followed by less chance of promotion 31 (20.3%). There were 66.7% of the students who considered anatomy as clinically relevant, whereas 53.6% and 47.1% considered physiology and biochemistry, respectively, to be clinically relevant. The number of students who could recall anatomy and physiology during relevant clinical discussions was 102 (66.7%) and 85 (55.6%), respectively. This percentage was relatively less for biochemistry (26.8%).ConclusionIn conclusion, medical students have a positive attitude towards basic medical science subjects. However, they are hesitant to join the field because it offers them less financial growth and few chances of promotion. Moreover, anatomy and physiology were highly relevant subjects during clinical practice. But, the retention rate of basic medical science knowledge during their clinical year was low.

Health and safety risks affecting part-time nursing students.

BackgroundProfessional nurses who are employed full-time can study their postgraduate programmes part-time to add to the basic qualification they obtained through relevant institutions of higher education like universities or colleges. Although there are advantages for part-time study such as improvement of qualifications, enhancement of personal development and increased chance of promotion, there are disadvantages as well, which includes keeping a job, attending to family and social responsibilities, time management to ensure that studying is done after work or in-between work and other activities, attending to assignments and complying with the requirements to acquire the qualification.AimThis study aimed to explore health and safety risks faced by nurses who work and study part-time.SettingThe study was conducted at a university in Gauteng province, South Africa. Nurses who undertake part-time studies at this university were the focus of study.MethodThe research design used in the study was an exploratory, quantitative method that was contextual in nature. Data were collected using a self-administered questionnaire that comprised of demographical and health and safety aspects. Data were analysed by means of descriptive statistics using the Statistics package for Social Sciences version 26.ResultsResearch findings indicated that students who study part-time experience health and safety risks such as fatigue (n = 86; 49%), stress (n = 95; 54%), sleep disorders (n = 60; 34%), poor eating habits (n = 123; 70%), abuse of caffeine (n = 91; 52%) and are prone to road accidents (n = 54; 31%).ConclusionNurses who work and study part-time need support from their employers and families. Employers should grant study leave as a way of support.

Greening the career incentive structure for local officials in China: Does less pollution increase the chances of promotion for Chinese local leaders?

Does it pay to be “greener” as a local official in China? In this paper, we examine the effect of local environment regulation outcomes, i.e., local pollution, on leaders’ chances of promotion. This is an important question because only when the Chinese cadre evaluation system rewards local officials’ green behaviors, these officials would move away from their past priority in promoting economic growth at all costs, so that the environmental crisis in China might be addressed. We collect party secretary data for Chinese counties between 2001 and 2014 to measure promotion patterns. We construct county-year SO2 and PM2.5 pollution measures using NASA satellite data. We adopt an instrumental variable approach to deal with potential endogeneity issues of the pollution variables: for both PM 2.5 and SO2, we use ventilation coefficient, i.e., the product of wind speed and mixing layer height, as the instrument. Our empirical analysis shows that for county party secretaries, those who are able to reduce air pollution are more likely to be promoted. We find similar results for county magistrates. However, we do not find evidence for this pollution-promotion link for prefecture and provincial party secretaries.

Turnover Intentions Among Hotel Employees in the Accra Metropolis of Ghana

The objective for this study was to analyze the factors which influenced turnover intentions of hotel employees in the Accra Metropolis of Ghana. The two-factor motivation theory of Frederick Herzberg was used as the lens to analyse employee turnover intentions in the hotel industry. A quantitative research method – encompassing the explanatory and simple random sampling approach – was used to collect the data from two hundred hotel employees in the Metropolis. Chi-square analysis and logistic regression were used to analyze the data. The study found that there was no significant relationship between the demographic features and turnover intentions of employees. Promotion chances were the best indicator of the turnover intentions of hotel employees. This implies job promotions are likely to reduce employees turnover among hotels in the Metropolis. The findings provides sufficient knowledge and information to scholars, policy makers and hotel managers that by providing opportunities for employees promotion, hotels can significantly reduce employees turnover in the future.

Factors associated with the number and timing of antenatal care visits among married women in Cameroon: evidence from the 2018 Cameroon Demographic and Health Survey.

Utilization of antenatal care (ANC) services, as part of reproductive health care, presents a lifesaving chance for health promotion and the early diagnosis and treatment of illnesses throughout pregnancy. This study examines the factors associated with the number and timing of ANC visits among married women in Cameroon using data from the 2018 Cameroon Demographic and Health Survey. The outcome variables were number of ANC visits, categorized as <8 visits or ≥8 visits, and the timing of first ANC visit, categorized as ≤3 months (early) or >3 months (late) (as per the new 2016 WHO recommendations). Descriptive statistics and binary logistic regression were used to analyse the data. Crude odds ratios (cOR) and adjusted odds ratios (aOR) and p-values with significance at <0.05 were used to interpret the results. The proportions of women who had ≥8 ANC visits and first ANC visit at ≤3 months gestation were 6.3% and 35.6% respectively. Women aged 35-39 at childbirth (aOR=3.99, 95% CI=1.30-12.23), middle wealth quintile women (aOR=3.22, 95% CI=1.01-10.27), women whose husbands had secondary (aOR=7.00, 95% CI=2.26-21.71) or higher (aOR=16.93, 95% CI=4.91-58.34) education were more likely to have ≥8 ANC visits. Early timing of first ANC visit was low among women with birth order 3-4 (aOR=0.63, 95% CI=0.46-0.85). Conversely, the likelihood of having early ANC visits was high among women whose pregnancies were intended (aOR=1.32, 95% CI=1.01-1.74), the richest women (aOR=3.89, 95% CI=2.30-6.57) and women whose husbands had secondary (aOR=2.41, 95% CI=1.70-3.64) or higher (aOR=3.12, 95% CI=2.40-7.46) education. The study highlights that age at childbirth, wealth, husband's educational attainment, birth order and pregnancy intention could influence the utilization of ANC services among married women in Cameroon. Hence, to improve attendance and early initiation of ANC, interventions should be targeted at empowering women financially and removing all financial barriers associated with accessing ANC, improving ANC education among women and encouraging male involvement in ANC education.

British teachers’ declining job quality: evidence from the Skills and Employment Survey

ABSTRACT I analyse trends in teachers’ job quality in Britain, using the framework of the European Foundation for Living and Working Conditions, with data from the British Skills and Employment Survey. The issue of increasing concern is not work hours, which have remained long but stable; rather, teachers are working considerably more intensively than in earlier years. Moreover, their task discretion, their participation in work organisation and their training have declined. Their working time has also become less flexible. While the chances of promotion have increased since 1992, wages fell after 2006. Three indicators of teachers’ work-related well-being – Warr’s scales of Enthusiasm and Contentment, and the frequency of end-of-day exhaustion – have worsened since 2006. The changes in job quality account in part for the changes in well-being. Poor job quality is potentially important for understanding the problem of declining teacher retention.

Analysis Management of Factors That Influence Job Satisfaction of Doctors in General the Royal Prima Hospital Medan

The doctor is one of the employees of a hospital that has a very important role. This can be understood because almost all the patients visiting to the hospital always wanted to meet with the doctor in an effort to find a cure or a consultation about her illness, so that the performance of the doctor will greatly affect the continuation of the organization of the hospital. This study aims to determine management factors that influence job satisfaction of doctors in Royal Prima Hospital Medan. This study uses a cross-sectional approach is a research to study the dynamics of the correlation between the independent variable and are tied with the way of approach, observation or data collection at once at some point (Point time approach). It is concluded that most of the doctors mempresepsikan better about the factors management which include: Clarity of medical services, decision-Making leader, the Responsiveness of the Leader, the Support of the leadership, the Cleanliness of the place of work, the Comfort of the place of work, Completeness of facilities and infrastructure, promotion opportunities. Most of the doctors are satisfied with the factors of management. There is a relationship factors management which includes clarity of medical services, fitness services, medical decision-making leader, leader support, responsiveness leader, the cleanliness of the place of work, the comfort of the place of work, completeness of facilities and infrastructure, and the chance of promotion on job satisfaction of doctors. There is the influence of the factors of management which includes the clarity of medical services, fitness services, medical decision-making leader, the responsiveness of the leader, the support leader, the cleanliness of the place of work, the comfort of the place of work, completeness of facilities and infrastructure and the chance of promotion on job satisfaction of doctors.

Promote Internally or Hire Externally? The Role of Trust, Reciprocity, and Performance Measurement Precision

Managers often face the choice between promoting an internal employee and hiring an external candidate. Using an incentivized experiment, we examine managers’ promote/hire decision and employees’ behavior before and after that decision in a setting in which the external candidate has superior ability. Consistent with theory on trust and reciprocity, results indicate that employees invest in costly effort to increase their chances of promotion, and managers reciprocate this effort by promoting them despite their inferior ability. Managers tend to anchor their promote/hire decision on employees’ early effort level rather than their sharp increase in effort immediately prior to that decision. Importantly, we predict and find that managers are more likely to promote internally rather than hire externally under a less precise performance measurement system. Results also suggest that promoted (non-promoted) employees who exerted high effort react more positively (negatively) to their managers’ promote/hire decision under a more precise system.

Effort and reward imbalance factors motivating Namibian professional nurses to participate in continuous professional development: A confirmatory factor analysis.

BackgroundTo improve professional development, it is important to understand the motivational factors behind nurses’ participation in specific types of continuous professional development activities. Effort–rewards imbalance (ERI) posits an imbalance between high efforts spent at work and low rewards sometimes received in turn. However, professional nurses have various ERIs that can influence their reasons to participate in continuous professional development activities.AimThe purpose of this article was to propose a model for selected ERI factors, which motivate professional nurses to participate in continuous professional development activities.SettingTwo hundred and forty-one professional nurses working in a public national referral hospital in Namibia participated in the study.MethodsSurvey data on professional nurses’ reasons and motivations to participate in the professional development activities were analysed using a literature-based framework on ERI and reasons for participation in continuous professional development. The survey data were analysed for reflective relationships of ERI and reasons for participation in continuous professional development activities. A confirmatory factor analysis method using IBM SPSS AMOS version 23 was used to develop and validate the effort–reward motives for a continuous professional development model.ResultsFour effort-reward imbalance factors were derived from sixteen CPD motives. The reflective factors were (1) extrinsic efforts, (2) intrinsic efforts, (3) reward motives, and (4) over-commitment motives. The four conceptual factors made up a second-order effort-reward motives factor for the nurses’ reasons to take part in continuous professional development activities.ConclusionsThe results of this study show that professional nurses consider taking part in continuous professional development activities in order to carry out their work better but not as a way to increase chances of promotion. The study also concluded that the older professional nurses tend to have higher intrinsic effrot motivation than their younger counterparts. Thus, nurses could use these findings to understand the reasons which motivate them to develop professionally.

Filibuster Change and Judicial Appointments

In this article, we consider the effects of filibuster change on judicial appointments, judicial voting, and opinion drafting. The filibuster effectively empowers a minority of 41 senators by requiring 60 votes to break off debate on a nomination. We develop a game‐theoretic model that explains that the elimination of the filibuster changed the relevant “pivotal senator,” whose support was necessary to secure a nomination. Freed of the power of the minority of senators, presidents ought to exercise freer rein in naming judicial nominees closer to their preferred ideology. Moreover, sitting judges who seek elevation to a higher court ought to alter their “signal” that they would be good candidates to match the preferences of the newly relevant pivotal senator. To test our hypotheses empirically, we use the 2013 elimination of the filibuster in the U.S. Senate for lower federal court judicial nominations as an exogenous shock. We explore how the change in the filibuster rule affected the characteristics of judges President Obama nominated to the federal courts. We find statistically significant shifts in the background characteristics of judges confirmed to the federal courts of appeals after the elimination of the filibuster. Compared to the earlier Obama appointees, these judges were more likely to be female, slightly younger, and to have previously clerked for a liberal judges, but less likely to be nonwhite. In addition, we find that there was a statistically significant increase in the confirmation of judges with liberal ideologies, as measured by their common space campaign finance scores. These liberal ideologies mapped onto actual votes in politically charged cases. Compared to Obama judges confirmed before the rule change, these judges were more likely to cast pro‐choice votes in abortion cases and anti‐death penalty votes in death penalty cases. We also find evidence that the elimination of the filibuster had a polarizing effect on sitting federal district judges, especially those with a greater chance of promotion to the courts of appeals. Using computational content analysis, we find that after the change in the filibuster rule, Democratic judges were more likely to use politically charged words signaling their very liberal ideological positions in abortion opinions and Republican judges were more likely to use words signaling their conservative views. These findings are useful in assessing the desirability of restoring the judicial filibuster, as well in assessing the debate over the retention of the legislative filibuster.

Contraceptive use among migrant adolescent girl head porters in Southern Ghana: Policy implications for sexual and reproductive health education and promotion

• Knowledge of contraceptives is high among migrant adolescent girls but usage is low. • High fertility among migrant adolescent girls is established. • There is an unmet need for family planning among migrant adolescent girls. • SES and other socio-demographic variables explain contraceptive use. • The study provides a chance for SRH education and promotion among migrant adolescent girls. This article examines the knowledge levels and experiences of contraceptive use among migrant, adolescent girl, head porters in Ghana, with the aim of igniting interest among relevant stakeholders for sexual and reproductive health education and promotion among migrant adolescent girls in Ghana. Through a quantitative cross-sectional research design, time-location and centres of aggregation sampling techniques were used to draw the study sample of 503 adolescents for a survey in the cities of Accra and Kumasi. Closed ended questionnaire were used to collect data. STATA version 14.0 software was used to analyse the data. Specifically, cross tabulation, chi-square test of association, and the Cramer’s V correlation coefficient and logistic regression techniques were used to evaluate relationships between selected variables. The findings illustrated high knowledge or awareness levels of contraceptives but low usage—78% of migrant adolescent girls had knowledge of contraceptives but only 13% used them. Only 14% of those who had had sexual intercourse, used a condom on each occasion of sexual encounter. Age, education, socio-economic status (SES) and ethnicity significantly predicted contraceptive use. Older adolescents 15–19 years (OR = 3.52, p < 0.05, CI = [0.02–0.82], those who attained Secondary/Technical (OR = 4.39p < 0.05, CI = [0.40–4.80], those who were not poor (OR = 4.60p < 0.05, CI = [1.49–14.19], and ethnicity (Gonjas) (OR = 4.35p < 0.05, CI = [1.33–14.21], significantly predicted the use of contraceptives among the adolescent girls. We recommend that the Ministries of Gender, Children and Social Protection and Education, must collaborate to enroll and retain migrant adolescent girls in Ghana’s Free Senior High School System. Additionally, the Ministries of Health and Gender, Children and Social Protection, must collaborate to establish safe and friendly adolescent youth centres in Ghana’s urban cities, specifically for migrant adolescent girls, to address their sexual and reproductive healthcare needs.

Running out of steam? A political incentive perspective of FDI inflows in China

Drawing on the sociological literature of state bureaucracy, we develop a political incentive perspective on FDI inflows. We argue that political term, as a core feature of career advancement in state bureaucracy, influences the incentives of newly appointed government officials and in turn their efforts toward achieving the state’s goal of attracting FDI. Due to the mandatory retirement age which limits the career advancement, officials in their first terms perceive that they have better chances of promotion and hence have stronger incentives to work toward advancement than those continuing to serve in the current position for the following term. We test this argument by examining Chinese city government leaders and FDI inflows in their cities from 2003 to 2010, using a difference-in-differences design. The results show that first-term leaders, who are newly appointed after political turnover, attract more FDI inflows than continuing leaders. The difference is smaller when the new leaders are close to retirement, but greater if they are appointed to cities with low prior GDP performance. This study offers a new perspective on intra-country FDI variations, and extends the literature on the role of political institutions by investigating the political incentives of government officials.

Era of digital revolution: Digital entrepreneurship and digital transformation in emerging economies

AbstractThe research paper reconnoiters the digital entrepreneurship and its influence on the business setting in developing economies (China India, Brazil, Russia, Mexico, Indonesia, Turkey, Thailand, South Africa and Malaysia). The empirical data was collected through 1,445 semi‐structured interviews with these economies' entrepreneurs. The research outcomes highlighted that entrepreneur's knowledge act as a sensitive social expectation and enhances support, even the non‐contributively factor of institutional trust. Findings demonstrated that administrative initiatives toward digitalization are pledged to consume invigorated entrepreneurship in all emerging economies consequently providing better chances for advancement and prevailing institutions requirements for further development in order to confirm the economic growth and supportable entrepreneurial situation.

Assessing the Nature of Job Satisfaction Level: A Study on Private Bank Employees in Bangladesh

The purpose of this study is to assess the nature of the job satisfaction level of private bank employees in Bangladesh. It used a semi-structured questionnaire which contains both pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. A Chi-square test was used to assess the relationship between independent and dependent variables. In this study, a significant inter-class relationship was observed between demographic characteristics namely sex, age, designation, salary, and family member, marital status, working environment, service period and family income, and job satisfaction indicators which are, participation in decision making, training facilities, autonomy in work, gender discrimination, working hour, chance of promotion, increase knowledge &amp; capacity, the practice of MBO and surprisingly availability of tools and resources had no significant relation with any demographic factors. Employees who work as an officer (93.3%, p&lt; .001) and withdraw salary 25,001-35,000 (88.2%, p&lt; .000) cannot participate in decision making. But who works in the participative environment (83.9%, p&lt; .000) get a proper training facility. Employees with &lt;30-year age (83.3%, p&lt; .016) cannot practice autonomy. Unmarried workers (53.8%, p&lt; .006) face gender discrimination. Employees who work in an Autonomous environment (76.0%, p&lt; .00001) do not get enough working hours. Employees with 30-35-year age (80.8%), p&lt; .002) do not get a proper promotion. Male (98.0%, p&lt; .001) report the organization increases its capacity and knowledge. Employees work in an autonomous environment (88.0%, p&lt; .002) report that organization practices MBO. This study also shows that female employees are more satisfied than males. The overall situation can be improved by guaranteeing employees participation in decision making, regular training, providing appropriate increments and promotion, redesigning working hours and environment, and removing gender discrimination. Further Study is recommended.

Factors Affecting Teachers Job Satisfaction in Case of Wachemo University

This study was design to assess factors that affect teachers&amp;rsquo; job satisfaction in Wachemo University. To meet this objective, the researcher drew 768 in teachers in male are 663 and the rest of female are 105 in number. In order to make the study the researcher was select 54 males and 34 female&amp;rsquo;s teachers to determine sample size by using simple random sampling method. The main objective of this study was to assess and explore the factors that contribute to job satisfaction. The basic research question of this paper was first, what factors affect the teachers&amp;rsquo; job satisfaction in working place second, what is negative the job satisfaction of teachers in working place Third, what mechanism are helps to reduce the existence of specific factors. So, the data collected is through questionnaire and interview. Finally, the collected data were analyzed by using table and percentage. The result revealed that the major work related factors that affect teachers&amp;rsquo; job satisfaction were salary stressful job, overtime work without payment, relationship with top management opportunities for advancement, chance for promotion, and availability of teaching learning materials and rules and regulation of the campus. The study suggested that it is advisable to the concerned bodies especially the management organ of Wachemo University should give on attention to those factors and should plan different strategies to improve teachers&amp;rsquo; job satisfaction and there must be motivational and incentive strategies to strengthen and motivated teachers and to bring job satisfaction.