Job Satisfaction Of Lecturers Research Articles

PENGARUH MOTIVASI DAN KOMPENSASI TERHADAP KEPUASAN KERJA DOSEN DI UNIVERSITAS BINA BANGSA FAKULTAS EKONOMI DAN BISNIS

The purpose of this study was to know the effect of motivation on the job satisfaction of lecturers at Bina Bangsa University Faculty of Economics and Business, to know the effect of compensation on lecturer satisfaction at Bina Bangsa University Faculty of Economics and Business, and to know the effect of motivation and compensation together on lecturers satisfaction at Bina Bangsa University Faculty of Economics and Business. This research method used quantitative methods with multiple regression models. The populations of this study were 98 lecturers and the samples used in this study were all lecturers. The results showed that motivation had an effect on lecturers job satisfaction, compensation did not affect on lecturers job satisfaction, also motivation and compensation had an effect on the work satisfaction of lecturers together

PENGARUH MOTIVASI DAN KOMPENSASI TERHADAP KEPUASAN KERJA DOSEN DI UNIVERSITAS BINA BANGSA FAKULTAS EKONOMI DAN BISNIS

The purpose of this study was to know the effect of motivation on the job satisfaction of lecturers at Bina Bangsa University Faculty of Economics and Business, to know the effect of compensation on lecturer satisfaction at Bina Bangsa University Faculty of Economics and Business, and to know the effect of motivation and compensation together on lecturers satisfaction at Bina Bangsa University Faculty of Economics and Business. This research method used quantitative methods with multiple regression models. The populations of this study were 98 lecturers and the samples used in this study were all lecturers. The results showed that motivation had an effect on lecturers job satisfaction, compensation did not affect on lecturers job satisfaction, also motivation and compensation had an effect on the work satisfaction of lecturers together

MODEL KELELAHAN EMOSIONAL: ANTASEDEN DAN DAMPAKNYA TERHADAP KEPUASAN KERJA DAN KOMITMEN ORGANISASI DOSEN

The general objective of this research is formulating a model of emotional exhaustion, job satisfaction and organizational commitment of lecturers in private higher education institutions in Medan. The research was conducted at the Islamic University of Sumatera Utara, University of Muhammadiyah Sumatera Utara, Panca Budi University, Dharmawangsa University, Al-Azhar University, Muslim Nusantara University, Al Washliyah University, Prima Indonesia University, HKBP Nommensen University, Potensi Utama University, and Sari Mutiara University. This research is causality research with all permanent lecturers of private higher education institutions in Medan as a population. Data collection was using interviews and questionnaires. Structural Equation Model is the data analysis used in this research. The results showed that leadership has an effect on emotional exhaustion and organizational commitment of lecturers. Then, self-efficacy and emotional exhaustion respectively affect job satisfaction and organizational commitment of lecturers while job satisfaction only affects the organizational commitment of lecturers in private higher education institutions in Medan

Factors affecting job satisfaction of lecturers- evidence from Vietnamese universities

The quality of training is an important issue and is of special concern to universities. Lecturers has a pioneering role in innovation of higher education management since the quality of higher education is always associated with the quality of lecturers. Assessing job satisfaction of lecturers is a fundamental step for universities to improve quality and job satisfaction of lecturers as well as attract and retain qualified lecturers. This study aims at assessing job satisfaction of lecturers in Vietnamese universities. For the purpose of this study, quantitative research method was applied. The questionnaires were sent randomly to 131 lecturers from 48 universities in Vietnam via email and google doc. Then, data was analyzed by various tool including descriptive statistics, frequency, exploratory factor analysis and multiple regression analysis. The study examined four factors affecting lecturer job satisfaction include Facilities, Job Characteristics, Salaries and Fringe Benefits, Development Opportunities. Specifically, Job Characteristics have the strongest impact on lecturer job satisfaction while Salary and Fringe Benefits have the smallest impact on lecturer job satisfaction. The research on factors affecting job satisfaction of lecturers helps universities to develop appropriate policies in order to maintain and develop lecturers, as well as attract talents and prevent the “brain drain”.

“A Study on the Influence of Rewards on Job Satisfaction With Special Reference to Education Industry in Oman”

This research is an examination and a study on the influence of rewards on job satisfaction of lecturers at Shinas College of Technology (ShCT). In academic industry, rewards are one of the factors that affecting job satisfaction of the employees and this will lead to affect their performance in their jobs. So, when rewards are more the job satisfaction will be high and when rewards are less the job satisfaction will be less. On the other hand, the age will not affect the job satisfaction. Previous research reveals that Job satisfaction is very important to success the industry and the rewards are the main factors which affect job satisfaction. The main purpose of this study is to know the influence of rewards in job satisfaction among the lecturers in ShCT. Moreover, this research attempts to identify how much rewards affect the job satisfaction in ShCT. For this study used two types of data which are: primary data and secondary data. The sources of primary data is the response from lecturers at ShCT. It is collected through structured questionnaire and distributed such to 60 respondents. Secondary data, collected from internet, books, journals, articles etc.

Pengaruh Kepemimpinan Visioner Dan Motivasi Kerja Terhadap Kepuasan Kerja

The purpose of this research is to analyze the influence of leader’s visionary leadership and work motivation together towards lecturer job satisfaction in the Private Universities Hospitality Study Program in Bandung. The method used in this research is survey method with the level of explanation is associative. The Respondents in this research is using census with total of respondents are 57 respondents. The Data collection techniques are using literature study, study of documentation, and field studies using interviews and questionnaires. The Data analysis technique are using qualitative analysis and statistical analysis. Qualitative analysis includes scores of respondents, while the statistical analysis includes the path analysis. The result of this research shows that the influence of the leader’s visionary leadership and work motivation together towards is at 59,23%.

Researching on Factors Affecting Job Satisfaction of Lecturers in Universities of Ho Chi Minh City, Vietnam

Universities are increasingly relying on the demographically diverse workforce as the effect of globalization on competitiveness continues to exact pressure on availability of skilled lecturers. Developing a coherent human resource policy for motivating lecturers is a challenge facing universities’ leaders in Hochiminh City of Vietnam. The findings from this research indicated that professional development, salary, fringe benefit, superiors, colleagues, promotion, and work itself have a positive relationship with the lecturers’ job satisfaction, of which professional development has strongest impact and work itself has weakest influence on job satisfaction. The results also pointed out that there is a statistically significant correlation between job satisfaction and organizational commitment of the lecturers. Furthermore, the research revealed a significant relationship between job satisfaction and demographic factor. The results of the research can help universities in orienting strategic solutions for meeting the needs of lecturers, enabling them to be more dedicated and committed to the workplace of the universities.

ORGANIZATION CULTURE, COMPETENCY, COMPENSATION, JOB SATISFACTION AND LECTURER LOYALTY

The synergy between tourism education institutions with the government is important to equate the perception that tourism as an independent science is a pride and a challenge for tourism college, including the International Bali Institute of Tourism (STPBI), which organizes vocational education programs. The role of the lecturer becomes very important in this stage. The problems in this research are 1). Does the organizational culture, competence, and compensation affect the job satisfaction of lecturers at STPBI 2). Does the job satisfaction, organizational culture, competence, and compensation affect the loyalty of lecturers at STPBI. This research uses a quantitative approach with Partial Least Square (PLS) analysis tools. The result are, organizational culture, competence, and compensation have positive and significant impact on the job satisfaction of lecturers. Job satisfaction, organizational culture and compensation have positive and significant impact on lecturers' loyalty. However, competence has no significant effect on lecturer's loyalty.

Penguatan Peran Lingkungan Kerja dan Budaya Organisasi dalam Mengoptimalkan Kinerja Dosen Universitas Islam Negeri Alauddin Makassar melalui Kepuasan Kerja

This research aims to know and analyze influence of work environment and organizational culture on job satisfaction and performance of lecturers at UIN ALauddin Macassar. This research uses a explanatory research method, and the population is all the lecturers at UIN ALauddin Macassar. Samples in drag with saturated sample method wich are 65 people. Data analysis was done using structural equation model Structural Equation Modeling or (SEM). Results of the analysis show that the work environment and organizational culture influential positive and significant to job satisfaction and performance of lecturers.

LECTURER JOB SATISFACTION AFFECTED BY DISCIPLINE AND MOTIVATION MEDIATED BY ORGANIZATIONAL COMMITMENT

The research aims to examine and analyze the influence of discipline, motivation, and organizational commitment towards job satisfaction of lecturers in STKIP South Nias. Data was collected by distributing questionnaires to 64 lecturers of STKIP South Nias. A sampling technique used was probability sampling with simple random sampling method;data test technique was used in this research including validity, reliability test with. WhereasPathAnalysis was used to verify and to prove the research hypothesis. Analysis result demonstrated that discipline had a positive influence towardsorganizational commitment,motivation had a positive influence towardsorganizational commitment, the organizational commitment had a positive influence towards job satisfaction,as well as discipline and motivation, had a positive influence towards job satisfaction through organizational commitment.

The Effect of Compensation, Empowerment, Competency and Job Satisfaction toward Performance of Lecture in Wiralodra Universiti of Indramayu

The performance of UNWIR lecturers has not been fully in line with the expectations. Achievement of lecturer performance at UNWIR is quite good category. This study aims to determine the effects resulting from compensation, empowerment, competence on job satisfaction and compensation, empowerment, competence and job satisfaction on the performance of UNWIR lecturers. The method used in this study is quantitative associative that 104 respondents of UNWIR lecturers are assigned. The data was collected by using performance appraisal instrument by chairman of UNWIR and lecturer response instrument relating to the compensation, empowerment, competence and job satisfaction of UNWIR lecturer. Data processing were analyzed using path analysis by LISREL 9.30 software. The result showed that performance appraisal of lecturers of UNWIR by chairman of UNWIR is quite less / low category, response of lecturer on compensation received is sufficient, the empowerment done by UNWIR to the lecturer is enough and the competency assessment of each lecturer are respectively in the good category, the perceived job satisfaction Lecturers are in the category of satisfaction and overall there is a significant relationship between compensation, empowerment and competence on job satisfaction and there is a relationship between compensation, empowerment, competence and job satisfaction on performance..

The Impacts of Competence, Work Motivation, Job Satisfaction and Organizational Commitment on Lecturers’ Performance

<p>This study aims to examine and analyze the effect of the competence, motivation and job satisfaction and organizational commitment of lecturer’s performance. Research was conducted in private Islamic university in Makassar. The population in this research is the foundation of the entire faculty as many as 1,264 people using Slovin formula samples were obtained 176 respondents. Data were analyzed using the Structural Equation Model using AMOS aid 18. The results prove that the competence and no significant negative effect on lecturers commitment. The other variables effect shows that between work motivation and job satisfaction positive and significant impact on organizational commitment. At the end found that the competence, motivation, job satisfaction and organizational commitment has a positive significant effect on the lecturer’s performance.</p>

Pengaruh Komunikasi, Motivasi Kerja Dan Kompetensi Terhadap Kepuasan Kerja Serta Implikasinya Pada Kinerja Dosen Pada Perguruan Tinggi Pariwisata Swasta Di Jawa Barat

The background to this research is based upon the phenomenon that is where lectures performances is not optimal so that the students' quality not favorable. As for the main factor, is the despicable performance of lecturer job satisfaction is low. Based on the previous researches, low job satisfaction is often caused by non-optimal of communication, work motivation and competences of lecturers at the private tourism college in west java. This study aims to acknowledge and analyze the impact of communication, work motivation and competences on job satisfaction and its implication on lecturers' performance in West Java private tourism college. This study uses a descriptive and explanatory survey approach. In this study, the samples were 224 lecturers in west java private colleges. The research used path analysis to interpret and explain the data result. The research concludes that there is an influence of the communication on job satisfaction of 3, 6%. Furthermore, the effect of work motivation on job satisfaction was 20, 3% and the effect of competences on job satisfaction were 12, 9%. In overall, the influence of independent variables on the job satisfaction was 70%, while the remaining 30% was from the other factors which were not examined for this research.

THE INTERRELATIONSHIP BETWEEN FACULTY JOB SATISFACTION, SERVICE QUALITY AND STUDENT SATISFACTION: THE CASE OF VNU- INTERNATIONAL SCHOOL

This research attempts to evaluate the interrelationship between employee satisfaction, service quality, and customer satisfaction in an educational organization. Specifically, this study explores three major relationships: (1) the relationship between influential factors of job satisfaction and faculty satisfaction; (2) the relationship between faculty satisfaction and service quality; and (3) the relationship between service quality and customer satisfaction. The study uses data collected from the questionnaire survey with 167 responses. As a result, there is a positive relationship between employee satisfaction and service quality and in turn service quality has positive effect on student satisfaction. Three out of six variables relating to job satisfaction (including Salary and Fringe benefits, Recognition, and Communiation) have influential relationship with lecturer job satisfaction in the linear regression analysis. And all the five factors of training service quality have positive relationships with student satisfaction. The paper also gives some recommendations for the school to improve its policies and working environment to enhance lecturer job satisfaction as well as service quality and student satisfaction level.

Factors Affecting Lecturer Job Satisfaction: Case of Vietnam Universities

This paper studies factors affecting lecturer job satisfaction in some universities in Vietnam. The study uses data collected from the questionnaire survey with 167 responses. As a result, three out of six variables (including Salary and Fringe benefits, Recognition, and Communiation) have influential relationship with lecturer job satisfaction in the linear regression analysis. The paper also gives some recommendations for the universities to improve its policies and working environment to enhance lecturer job satisfaction level.

KEPUASAN KERJA DITINJAU DARI KOMUNIKASI INTERPERSONAL DAN BUDAYA ORGANISASI

ABSTRACT This research were aimed to find out the relationship between the interpersonal communication and organizational culture with the job satisfaction, the relationship between the interpersonal communication with the job satisfaction and the relationship between organizational culture with the job satisfaction of lecturer at Universitas Sarjanawita Tamansiswa Yogyakarta.The data were collected by using job satisfaction scales, interpersonal communication scales and organizational culture scales. The research was conducted at the Universitas Sarjanawita Tamansiswa Yogyakarta. The total number of the subjects were 58 that meet the criteria as a research subject.Data were analyzed by using multiple regression analysis and partial correlation analysis, by using SPSS version 17.0 statistical program as a tool. Theresult regression analysis showed : a) There were correlation between the interpersonal communication and the organizational culture with the job satisfaction. The result showed R=0,638 and Adjusted R Square (R²)=0,406, b) there were correlation positively between the interpersonal communication with job satisfaction. The result showed R partial=0,544 (p=0,000) and effective contribution=29,6% and c) there were correlation positively between organizational culture with job satisfaction. The result showed R partial=0,505 (p=0,000) and effective contribution=25,5%.Key words : Job Satisfaction, Interpersonal Communication, Organizational

ANALISIS REGRESI PENGARUH KEPUASAN KERJA DAN MOTIVASI TERHADAP KINERJA DOSEN UNIVERSITAS INDO GLOBAL MANDIRI PALEMBANG

Job satisfaction and work motivation of lecturers are the two factors that influence the lecturers performance. This study aimed to analyze: (a) the effect of job satisfaction on the lecturer performance, (b) the effect of work motivation on the lecturer performance, (c) the simultaneous effect between job satisfaction and motivation on the lecturers performance. This research is a descriptive study that describing job satisfaction, motivation, and performance of the UIGM Palembanglecturers. The approach used in this study is quantitative. The population are all of lecturers at UIGM Palembang which have characteristics: (1) Permanent lecturer, (2) Stay  in Palembang, and (3) Implement Tri Dharma Perguruan Tinggi. The sampling technique in this research is done by proportional random sampling. The entire population consist of 132 permanent lecturers spread across five faculties and one master program. The samples were taken some 40% of 132 is 52.8 rounded to 53.There are two independent variables and one dependent variable.  The independent variables that affect, include work motivation (X1) and job satisfaction (X2). The dependent variable is the variable that is affected, in this case the lecturer performance (Y). Type of instrument used to collect data from the field was in the form of a questionnaire with closed questions and readily available alternative answer used Likert Scale. For testing the validity of data was implemented the validity and reliability test. Prerequisite test analysis using multicolinierity, heteroscedasticity, normality and linearity test. Data analyst was using analysts descriptions, simple regression and multiple regression test. The calculations were using SPSS 20 windows 2007.Testing the hypothesis I resulted generate the regression equation Y = 0.901 + 0.431 X1. The regression coefficient for the variable job satisfaction was 0.431, t-test value 2.059 and p-value of 0.045. This means with 95% confidence, it can be stated that if the motivation to work held constant, job satisfaction effect on the lecturers performance significantly and positively. This shows that higher perception of lecturers satisfaction, the performance lecturers will be higher. Vice versa, the lower of the lecturer satisfaction, lecturer performance will be lower too.Testing the hypothesis II resulted in the regression equation Y = 0.901 + 0.454 X2. The regression coefficient for the work motivation variable was 0.454, t-test value 2.719 and p-value 0.009.  This means with 95% confidence, it can be stated that if the job satisfaction is considered fixed, the work motivation effect on the lecturers performance positively and significantly. This shows that the higher the perception of lecturer about work motivation, the higher of the lecturers performance. Conversely, the lower of the lecturer motivation, then the lower of performance lecturer.Based on the multiple regression analysis of the effect of job satisfaction and work motivation on lecturer performance resulted in the regression equation Y = 0.901 + 0.431 X1 + 0.454 X2 means the hypothesis that simultaneous job satisfaction and work motivation influence on the lecturers performance. The R2 = 0.236 means that the contribution of job satisfaction and motivation on the UIGM lecturer performance at 23.6%, while the remaining 66.4% influenced by other variables outside. Thus the higher motivation and lecturer job satisfaction, the lecturers performance will be higher as well, and vice versa.Improved lecturers performance can be optimized when there are salary increases, support funding in research and dedication to the community, keeping in touch, comfort, creation of healthy competition, fairly performance appraisal, giving opportunity to participate in scientific activities with financing from UIGM, and encourage lecturers to continue their education to a higher level. In addition, the lecturer needs to continue to be motivated to carry out research, and community service as their each field at a cost of foundations or grants from the Direktorat Jenderal Pendidikan Tinggi. Keywords : Work Motivation, Job Satisfaction, Lecturer Performance, Simple Regression Analysis, Multiple Regression Analysis.

Role of Religion: Implications of Personal Value and Corporate Culture on the Lecturer Job Satisfaction

The purpose this stud to examine the relationship between religion, corporate culture, personal values and lecturer job satisfaction in South Kalimantan. Data were obtained from a sample of 678 private college lecturer in South Kalimantan - Indonesia. There were five findings. First, religion does not influence the personal value. Second, corporate culture significantly influence personal value. Third, religion significantly influences lecturer job satisfaction. Fourth, corporate culture significantly influences lecturer job satisfaction and fifth, personal value significantly influences job satisfaction.

Factors influencing job satisfaction and loyalty of lecturers and officers from universities and colledges in Lam Dong province

The research was conducted with the aim of identifying factors influencing job satisfaction and employee loyalty and then suggesting some solutions for enhancing the loyalty of lecturers and officers from universities and colledges in Lam Dong Province. The research was carried out through two phases: preliminary study and official study based on the result of collecting 249 questionaires. The outcome of the study shows that there are three factors affecting the Job Satisfaction: Training and Individual Development, Working Conditions and Relationship with Leaders. Training and Individual Development is the most imfortant factor impacting job satisfaction of lecturers and officers working at universities and colledges in Lam Dong Province. Based on the result, some suggestions for improving the loyalty of lecturers and officers from universities and colledges in Lam Dong Province were mentioned.

Analysis of Head of Departments Leadership Styles: Implication for Improving Research University Management Practices

Being an international center of excellence in higher education is considered as a comprehensive goal of the Ministry of Higher Education in Malaysia. In satisfying this goal, Malaysian higher education institutions and specifically Research Universities (RUs) are in center of attention, as they play a crucial role in developing the community. Administrators’ leadership styles has influenced on lecturers’ job satisfaction and play essential role in materialization of research university's goals and vision. Utilizing a descriptive correlational design, this study aimed to determine head of departments’ leadership style and its correlation with lecturers’ job satisfaction. The target populations were the lecturers of three Malaysian RUs. The MLQ 5x and WFJSDS were used as the instruments of the study.Based on lecturers’ perception, the head of departments applied a combination of three distinct leadership styles in terms of transformational leadership (fairly often), transactional leadership (sometimes), and laissez-faire (once in a while). Among three discernable leadership styles, the transformational and the transactional leadership styles were positively and laissez-faire were negatively correlated with the lecturers’ job satisfaction. In terms of job satisfaction RUs’ lecturers were moderately satisfied. The study concludes that head of departments in RUs are encouraged to practice transformational leadership since multiple regression analysis revealed that it is a significant predictor of lecturer's job satisfaction.