Job Satisfaction Of Faculty Members Research Articles

Work-life balance and job satisfaction among faculty in selected nursing schools in Sulu

Balancing one’s life with all of the responsibilities they have and be able to find joy in it is one of the best things that one can have in life. However, the ideal concept of work and life balance is not achieved due to certain factors that have a great impact in real life experience. Using the quantitative descriptive method, this study aims to assess the work life balance and job satisfaction among faculty members selected from nursing schools in Sulu. The findings revealed that they have a positive view with regards to the concept of work life balance, but uncertain in terms of workload and leave policies. They also have a positive outcome with the concept of job satisfaction. Lastly, it was also found out that work life balance played a big role in improving the job satisfaction of faculty members in nursing schools. These findings suggest that school administrators shall formulate better policies and guidelines among faculty members in a way to strategize the assignment of workloads. Moreover, an open communication among faculty and other school officials shall happen to determine the expectations and set the standards that will meet the school’s improvement while not compromising the well being of the teaching force.

Influence of Psychological Capital on Job Fulfillment: An Examination Within the Academic Institutions of Odisha

Examining ways to enhance job satisfaction among employees is a priority for business leaders aiming to bolster their companies' competitive edge. This research delves into how Psychological Capital influences the job satisfaction of faculty members in selected private professional colleges in ODISHA. Historically, psychology has been linked with mental illness, but recent studies have refuted this association. Employees with a positive psychological mindset can contribute significantly to a company's advancement. The core components of employee Psychological Capital include hope, self-efficacy, resilience, and optimism. This study investigates the correlation between Psychological Capital and job satisfaction among faculty members, along with its effects. A sample of 136 respondents was surveyed, and data analysis employed Pearson correlation and multiple regression techniques. The findings reveal a meaningful connection between Psychological Capital and job satisfaction. Moreover, the study highlights that while not all components exert equal influence, self-efficacy and hope notably contribute positively to job satisfaction.Keywords: Psychological Capital, Job Satisfaction, Pearson correlation, multiple regression.

Motivating Factors Influencing Job Satisfaction Among Faculty Members in Junior Colleges, with reference to Hyderabad City

Purpose: Study investigates the motivating factors such as work environment, compensation, Professional development opportunities, work-life balance, and collegial relationships influencing the job satisfaction of faculty members in junior colleges. Methodology: The study employed a quantitative research design, surveying faculty members from various junior colleges in Hyderabad. A structured questionnaire, comprising Likert scale questions and open-ended items, assessed factors influencing job satisfaction. Stratified random sampling yielded a representative sample, and data were analysed using statistical techniques, revealing significant correlations between job satisfaction and work environment, compensation, professional development opportunities, work-life balance, administrative support, and collegial relationships. Findings: The research identified that work environment, professional development opportunities, and collegial relationships were the most influential factors positively affecting faculty job satisfaction, while compensation, administrative support, and work-life balance also played significant roles. Practical Implications: Colleges can enhance faculty job satisfaction by investing in conducive work environments, offering opportunities for professional growth, fostering positive collegial relationships, addressing compensation issues, and providing adequate administrative support and work-life balance. Originality: While previous studies focused on individual factors, this research comprehensively examines multiple determinants of job satisfaction among junior college faculty members in the unique context of Hyderabad. Social Implications: Improved job satisfaction can lead to more motivated faculty, positively impacting teaching quality and, consequently, students' educational experiences and outcomes. This research contributes to faculty well-being and, by extension, the quality of education provided by junior colleges in the region. Keywords: Work Environment, Compensation, Professional Development Opportunities, Collegial Relationships, Job Satisfaction

The Impact of the Work Environment and Services on the Degree of Job Satisfaction of Faculty Members A field Study at Nile Valley University – Sudan (2021 – 2022 AD)

تناولت الدراسة درجة الرضا الوظيفي لأعضاء هيئة التدريس بكلية الاقتصاد والعلوم الإدارية بجامعة وادي النيل عن بيئة العمل والخدمات التي تقدم لهم من قبل إدارة الجامعة، هدفت الدراسة إلى التعرف على أثر بيئة العمل والخدمات على درجة الرضا الوظيفي لأعضاء هيئة التدريس، تم اتباع المنهج الوصفي التحليلي وتم توزيع 50 استبانة على عينة الدراسة وقد تم الحصول على 50 استبانة أي بنسبة %100 توصل إلى عدد من النتائج من أهمها: أن إدارة الجامعة تتيح للعاملين المرونة الكافية والوصف الوظيفي لكل مسمى وظيفي، إدارة الجامعة. تتيح للعاملين الحرية في التعبير عن أفكارهم ومقترحاتهم. وبناءً على النتائج التي توصلت إليها الدراسة تم تقديم توصيات أهمها على إدارة الجامعة توفير المكان المناسب لطبيعة العمل وتوفير بيئة صحية للعمل. يجب على إدارة الجامعة إتاحة الفرصة للعاملين للمشاركة في التخطيط واتخاذ القرار.

Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines

This study determined the demographic profile of faculty members of State Universities and Colleges in Bicol, Philippines and assessed their job satisfaction. This also aimed to test if there is significant difference in the extent of the job satisfaction of faculty members with respect to their demographic profile when grouped according to gender, age, length of service, status of appointment and educational attainment. Descriptive method of researcher was utilized to realize the objectives of this study. Data were collected through the use of a modified survey questionnaire which was tested for validation and reliability using Cronbach’s value. To facilitate the analyses and interpretations of the data gathered, descriptive statistics (frequency count, ranking and percentage technique) and inferential statistics (one-way ANOVA) were used and made easier through the aid of the Statistical Packages for the Social Science (SPSS). As a result, it was concluded that State Universities and Colleges in the Province of Bicol Philippines (SUCs) are equally represented with new and senior faculty members in terms of number of years in service who have met and complied with the academic requirements of the Civil Service Commission and that most of them are permanent and with security of tenure in the College or University where they are in. Bicol SUC faculty members are highly satisfied with their job and it was found out that the extent of overall job satisfaction of the faculty members in Bicol SUCs does not differ with respect to their demographic profile.

Employee Satisfaction and its Impact on Faculty Members' Performance at Al Ain University of Science and Technology in the UAE

This study aims to determine the level of job satisfaction and examine factors affecting job satisfaction among Faculty members at Al Ain University of Science and Technology in the United Arab Emirates. A sample of 110 faculty members, responded to the study. Job satisfaction was measured by The Brayfield Rothe Job Satisfaction Index as modified by Warner and self-efficacy by the General Self-efficacy Scale. T-test analysis, Pearson correlation, one-way analysis of variance with Tukey post hoc and multiple regression analyses were employed. Results indicated that faculty members had a high level of job satisfaction. Moreover, results showed differences in the level of job satisfaction for men with higher academic ranks and more teaching experience. No significant difference in job satisfaction could be seen among married and bachelor faculty members. Therefore, this variable was excluded from the further analysis. The result of stepwise multiple linear regression showed that the independent variables (self-efficacy, gender, age, teaching experience, and academic rank) accounted for 46.7% of the variance in the job satisfaction of faculty members. Findings showed that higher self-efficacy aligned with high levels of job satisfaction hence self-efficacy emerged as the most significant predictor of job satisfaction. Recommendations include that higher education policymakers in the United Arab Emirates must focus attention on self-efficacy and its inclusion in recruitment review and training & development of faculty, as an effort to improve faculty members’ job satisfaction.

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Mediating Role of Job Embeddedness between Interruptions at Work and Job Satisfaction of Gritty Faculty Members

Purpose: The study has examined the job satisfaction of gritty faculty members working on Basic Pay Scale, in public sector universities of Pakistan. The construct is derived from motivational intensity theory in the context of Islamic Republic of Pakistan.
 Design/methodology/approach: A total of 289 gritty faculty members from Islamic Republic of Pakistan’s Public Sector Universities participated in this study by filling survey questionnaire. The survey questionnaire was adopted from different sources and tested for validity and reliability.
 Findings: The study found that interruptions at work have significantly positive relationship with job embeddedness and job satisfaction and most importantly the unique concept for mediating relationship of job embeddedness between interruptions at work and job satisfaction has been established in this study. The study further examined and found that self-efficacy, multitasking, social astuteness has significantly positive relationship with job satisfaction.
 Research limitations/implications: Results come at the convenience of the researchers from cross sectional study. The results might not have the generalizability for other countries. The application of the results requires intensive care for other universities and type of appointments in public and private universities of Pakistan and other countries of the world.
 Practical implications: The universities in public sector are required to define the job statues and flexible working hours for the faculty members working on basic pay scale to enhance the job satisfaction of faculty members.
 Originality: This study focused on mediating role of job embeddedness with interruptions at work, multitasking, self-efficacy, social astuteness, and job satisfaction of the gritty faculty members. Multitasking and interruptions at work are dimensions of information ergonomics in knowledge world. The concept of job embeddedness and ergonomics for gritty faculty members working on basic pay scale basis has not been examined intensively.

The effect of mentoring and self-esteem on job satisfaction: a comparative study between U.S.-born and foreign-born faculty

ABSTRACT The purpose of this study was to compare U.S.-born and foreign-born faculty members’ job satisfaction in research universities and investigate if mentoring and self-esteem affect job satisfaction of faculty members in U.S. institutions. From the data set obtained from 481 faculty members in 21 universities, this study identified there was no significant difference in job satisfaction between U.S.-born and foreign-born faculty members based on marital status, faculty ranking, and tenure status. However, the study results indicated that mentoring and self-esteem as a set was a significant predictor for faculty job satisfaction for both faculty groups. Based on this finding, implications for faculty development through mentoring programs are discussed.

ORGANISATIONAL CLIMATE AND JOB SATISFACTION OF FACULTY MEMBERS IN HIGHER EDUCATION:A STUDY ON BODOLAND UNIVERSITY, ASSAM, INDIA

Organisational climate is a process of quantifying the culture of an organisation. The word climate usually describes the practices involved in communication, conflict, leadership and rewards. Job satisfaction is the level of gratification a person feels regarding his or her job. This feeling is mainly based on an individuals perception of satisfaction. Organisational climate and job satisfaction are distinct but related constructs, and both appear to influence employees understanding of the work environment and their level of job satisfaction. The present study is undertaken with a view to study the relationship between Organisational climate and Job satisfaction of faculty members and also to examine different dimensions of Organisational climate and Job satisfaction in Bodoland University. For the study, an established assessment instrument on organisational climate is used as organisational climate survey instrument which includes organisational design, communication, leadership, teamwork, decision-Making, culture, job satisfaction and motivation (Instrument development by Allen and Mayer, 1991). The survey questionnaire consisted of a series of 35 items which was administrated to selected respondents. The respondents were required to indicate based on a 7 – point scale from strongly disagree to strongly agree. The findings indicate that there is moderate level of relationship between organisational climate and Job satisfaction.

Workplace Spirituality in State Universities and Colleges: Its Relation to the Work Well-Being and Job Satisfaction of Faculty Members

This study determined the relationship of workplace spirituality, work well-being, and job satisfaction among faculty members in state universities and colleges (SUCs) in Region XII, Philippines. The descriptive survey and correlational design were used employing quantitative data. The data were gathered through the questionnaire and administered to the 234 respondents. The gathered data were analyzed through frequency, percentage, weighted mean, and Pearson (r) Coefficient Correlation. The findings of the study revealed that faculty members agreed that their workplace spirituality has a “very high” positive correlation to work well-being (Ho₁). It was also found out that faculty members agreed that their workplace spirituality has a “very high” correlation to job satisfaction (Ho₂). Given the overall results, the study recommends sustaining the workplace spirituality of the faculty members to remain high in their work well-being and job satisfaction.

Compensation Practices on Job Satisfaction of Faculty Members in Private HEI in Saudi Arabia: Mediating Role of Talent Management

Purpose- The paper examined the role of compensation practices on job satisfaction of faculty members in private institutions of higher learning in Saudi Arabia. The paper also examined the mediating role of talent management in the relationship between compensation practices and job performance.Methodology/Approach- A descriptive research design method was applied in the study. The paper is focused on review of previous studies from online data bases and periodicals on the paper variables and resultant relationships. Literature acknowledged the effect of compensation practices on job satisfaction. The paper explained the importance of compensation practices on job satisfaction and the mediating role of talent management. Equity theory was used as the underpinning theory of this paper.Findings- The paper found that compensation practice mediated by talent management is important to increase job satisfaction of faculty members of newly established private institutions of higher learning particularly in Saudi Arabia.Implication/Contribution- The paper provides opportunity for scholars to test the proposed framework empirically. The paper can serve as guide for human resource personnel in newly established private institutions of learning in increasing faculty member’s job satisfactions. The paper adds to body of existing literature on compensation practices, job satisfaction and talent management with focus on newly established private institution of learning in Saudi Arabia.

The Moderating Effect of Managerial of Innovation on Leadership Styles and Job Satisfaction in Jordanian University Private

This study aimed to reveal the relationship between leadership styles of faculty deans in private universities with the job satisfaction of faculty members in Jordan. Two types of leadership styles were chosen, namely the autocratic leadership style and the free leadership style in the presence of a Moderating variable, which is the managerial of innovation of faculties deans in those universities. In those universities, the questionnaire was also distributed to the study sample in a random and systematic way, which consisted of (345) members. The study concluded that there is a negative relationship between the autocratic leadership style and the free leadership style and job satisfaction of the faculty members in the presence of a Moderating variable (managerial of innovation). Keywords: Leadership, Job Satisfaction, Autocratic Leadership Style, Free Leadership Style, Managerial of Innovation. This study aimed to reveal the relationship between leadership styles of faculty deans in private universities with the job satisfaction of faculty members in Jordan. Two types of leadership styles were chosen, namely the autocratic leadership style and the free leadership style in the presence of a Moderating variable, which is the managerial of innovation of faculties deans in those universities. In those universities, the questionnaire was also distributed to the study sample in a random and systematic way, which consisted of (345) members. The study concluded that there is a negative relationship between the autocratic leadership style and the free leadership style and job satisfaction of the faculty members in the presence of a Moderating variable (managerial of innovation).

The Relationship of the Democratic Leadership style with the Job Satisfaction of Faculty Members in Private Universities in Jordan

This paper aims to reveal the relationship of the democratic style of faculty deans with the job satisfaction of faculty members in private universities in Jordan. To achieve the goals of the study, the study instrument was developed to measure the job satisfaction of faculty members in those universities, and the questionnaire was distributed to the study sample in a random and systematic manner, which consists of (345) members. The study concluded that there is a positive relationship between the style of democratic leadership and the job satisfaction of the faculty members.

Exploration of Organizational Commitment and Job Satisfaction of Faculty Members in Private Higher Education

The principal objective of this research is to explore organizational commitment and its effect on job satisfaction styles in a sample of teaching staff working at Alturath University college within the Private Higher Education (PHE) at Baghdad, Iraq. The research sample included 37 faculty members working at different departments. The authors developed a questionnaire with (5-points) Likert scale, and used it as the main instrument to collect data from the sample studied. The questionnaire was subjected to a Cronbach alpha test to verify its internal validity. The statistical package SPSS v.10 was used to analyze and present the data obtained through the questionnaire. The data were also used to test the research hypothesis. According to the responses of the sample members, the statistical tests assisted the research hypothesis which states that there is a significant relationship and effect between organizational commitment and job satisfaction. In addition, the analysis revealed that there is a strong level of organizational commitment among the sample studied. The results obtained by this research can direct the administrations of the college in planning job loads, and in improving organizational commitment. Although this research is limited to one private colleges, but its results add a great value since it provide several lessons that private education can benefit from. This work could, also, be considered as an attempt to increase our knowledge about the educational system in general, and on the PHE in specific.

Factors predicting job satisfaction among faculty members of a Saudi higher education institution

PurposeThe purpose of this paper is to evaluate the level of job satisfaction among faculty members of the health sciences program at a Saudi higher education institution; and predict the influence of various factors on overall job satisfaction. However, this study is quite different since it intended to evaluate the level of job satisfaction of faculty members using a self-structured questionnaire and ascertained the various factors influencing the overall job satisfaction of Saudi academics.Design/methodology/approachAn exploratory study design was adopted and Academic Job Satisfaction (AJS) survey was administered to 943 faculty members of the health sciences program through an online system. A total of 850 faculty members responded to 47 items and one global rating item (overall job satisfaction) using a five-point ordinal scale.FindingsThe level of job satisfaction of health sciences’ faculty members on all dimensions of AJS is observed to be high (>3.5) except salary, which is shown as medium (2.5–3.49). Regression analysis indicates the factors other than Imam Abdulrahman Bin Faisal University (IAU) administrative policies and interpersonal relationships are significant predictors of overall job satisfaction; and salary is the most significant predictor of overall job satisfaction among health sciences’ faculty members.Originality/valueThis study adds a value to the existing literature by exploring the factors influencing job satisfaction of health sciences’ faculty members working in Saudi Universities. This would aid policy makers to focus on these factors, thereby improve and maintain job satisfaction among healthcare academics.

Influence of Demographic Factors on Job Satisfaction of University Faculties in Nepal

This study is intended to examine the influence of demographic factors on job satisfaction of university faculties. One hundred and six faculty members teaching areas of management in central department of Tribhuvan University and its constituent campuses were taken as the sample. The study used survey questionnaire (23 items) derived from long form Minnesota Satisfaction Questionnaire (MSQ) (1967). The statistical tools like independent sample t-test and ANOVA were applied to find the result. The result revealed that among eight demographic variables, monthly income seemed more important variable which had significant influence on six variables (social recognition, working environment, compensation, promotion recognition and union) of job satisfaction. Furthermore, designation seemed second important demographic variable which had significant influence on five variables of job satisfaction of faculty members. Limitations of the study are identified and recommendation for the future researchers are discussed.

Psychological aspects of motivation and job satisfaction of faculty members: the case of one state University in Kazakhstan

Psychological aspects of motivation and job satisfaction are integral parts of the effective and productive operations of any organization. In the context of higher education,it is one of the spheres, where satisfaction of faculty members, as well as appropriate motivational environment, has the paramount value for the effectiveness of a higher education institution and the quality of educational services. This research aims to explore the psychological aspects of motivation and job satisfaction of faculty members of one state university in Kazakhstan. Questionnaires concerning the job satisfaction level and motivation were distributed among 232 faculty members of one state university in Kazakhstan. The research findings show that the vast majority of participants have a relatively high level of job satisfaction, despite the existence of factors that negatively influence on the job satisfaction level, such as inappropriate work schedule, salary issues, and dealings with administration. At the same time, it becomes evident that favorable social and psychological climate, as well as relationships with colleagues can be considered as the most important components of psychological aspects of faculty members’ motivation. This study provides recommendations that can increase the job satisfaction level of faculty members and improve motivational environment in higher education institutions.

A Brief Review of Literature on the Study of Job Satisfaction of Faculty Members in Higher Educational Institutes in India and Abroad Based on Herzberg’s Two-Factor Theory

A Brief Review of Literature on the Study of Job Satisfaction of Faculty Members in Higher Educational Institutes in India and Abroad Based on Herzberg’s Two-Factor Theory

Job Satisfaction Level among Dental Faculty Members Based on Their Specialty

Background: Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job. It can be influenced by many factors such as nature of the work, salary, job opportunities, work environment, supervision, mental conditions, and job security. We aimed to compare satisfaction among academic members of dentistry faculty based on their specialty. Methods: 98 Faculty members of Shahid Beheshti dentistry school (n=114) were surveyed during 2016 to assess their job satisfaction level. We used two questionnaires, the first one assessed demographic and personal data (academic position, teaching experience) and the other questionnaire was for evaluating job satisfaction. Results: The level of satisfaction of our samples was moderate and the average score was 2.77±0.5. The nature of work that is maintaining an academic position plays the most important role in job satisfaction. Mental conditions and job security ranked moderate satisfaction. The opportunities for promotion and personal growth were ranked the most dissatisfied domains. There was. significant difference among academic members’ level of satisfaction, about salary (P≤0.02), nature of the work (P≤0.007) and physical condition (P≤0.001). Conclusion: In general, prosthodontists were the least and the dental material specialists were the most satisfied dental specialists among faculty members. To increase job satisfaction of faculty members and their maintenance in academic position we suggest considering resource allocation and strategies in a direction that provide equal opportunities for promotion and members flourish. Keywords: JOB SATISFACTION, DENTAL FACULTY