Kuala Lumpur Evaluation of Learning for Performance Improvement International Conference, The Royale Chulan, Kuala Lumpur, Malaysia, 5-6 December 2012 Job Satisfaction Levels among Academic Staff at Kolej Profesional MARA, Seri Iskandar, Perak, Malaysia Norulhuda Awang a aUniversiti Malaysia Kelantan Kuala Lumpur Campus, Bukit Jalil Malaysia Abstract The education gives specific roles to the development of the future nation. Therefore, in general the role of lecturers is really essential in generating a quality graduate who will in turn brings up the nation ahead since the educated graduates are the assets of one country.
This paper intended to ascertain the impact of job satisfaction of Kolej Profesional MARA, Seri Iskandar academic staff on their commitment towards academic activities. Besides that, it also investigated specifically factors contributing to job satisfaction, namely promotional opportunities, management style, working environment, workload, and relationship with colleagues. Overall, the findings of this paper indicate that satisfied academic staff will be committed to their job, with job satisfaction, it was hoped that the productivity as well as students performance will increase.
Lower job satisfaction create unpleasant scenario where at a situation lack of presence in class and high absenteeism and this will lead to demotivated students at the same time lower students performance. This paper contributes to the management and practical implications of the college in relations to employee satisfactions. © 2012 Published by Elsevier Ltd. Selection and peer-review under responsibility of Global Entrepreneurship Research & Innovation Center (GERIC), Universiti Malaysia Kelantan, Malaysia Key words: job satisfaction, promotional, management style, workload, Malaysia 1. Introduction
The Term Paper on The Relationship Of Engagement And Job Satisfaction In Working Samples
The present study explored the factor structure of engagement and its relationship with job satisfaction. The authors hypothesize that work engagement comprises 3 constructs: vigor, dedication, and absorption. Using structural equation modeling, the authors analyze data from 3 archival data sets to determine the factor structure of engagement. In addition, they examine the hypothesis that ...
Education is one of the most important institutional organisation of a nation. It oversees issues on national agenda. Its effective running depends firmly on its coordination in the direction of societal expectation. Successful educational programs lie on the important contributions of effort, involvement, and most importantly on the overall teacher (academic staff) professionalisation. Academic staff job satisfaction, commitment, and retention are crucial to effective schools (academic institutions).
A positive and healthy university climate translates into increased academic staff job satisfaction.
A healthy university climate will not only increase the job satisfaction of academic staff but it will at the same time improve the learning environment and increase the productivity of the university. In addition, it becomes significant to job satisfaction because commonly held visions and beliefs, coupled with a positive environment, carry with them energy for success. Job satisfaction has been an important topic over the years (Akfopure et al. , 2006).
It is of importance as job satisfaction is believed to contribute to job performance as well as work commitment.
An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. Thus, it is of utmost importance for employers to know the factors that can affect their employees’ job satisfaction level since it would affect the performance of the organization as well. Many studies have been done to account for factors that affect job satisfaction. Among the factors are job autonomy, working environment and management styles. Karim (2008) broadly categorized the factors into work and worker related variables.
The Dissertation on A Study on Job Satisfaction Level on Employee’s Performance at JUPEM Negeri Sembilan
... financial satisfaction factors, physical, social satisfaction and psychological satisfaction also affects job satisfaction. Lack or loss of motivation also affects the ... affecting the job satisfaction. Thus, the author would like to provide following recommendations both for the academic ... receive.” -P. Robbins Job satisfaction defines as “The amount of over all positive affect (or feeling) that ...
Due to its importance, many research have been done pertaining to job satisfaction in various professions such as library (Karim, 2008), construction (Jaafar et al, 2006) and education (Huda et al, 2004; Chimanikire et al, 2007; Santhapparaj and Alam, 2005).
There is also a lack of consistent definition for job satisfaction. Job satisfaction has been defined as a single global concept that refers to the overall satisfaction levels (Ying & Ahmad, 2009) or as a multiple dimensional concept that refers to the psychological or sociological factors.
Multiple dimensional concepts have been applied to discover how employees are affected by for example, the intrinsic and extrinsic elements of their jobs (Ssesanga & Garret, 2005; Lacy & Sheehan,1997).
Other researchers prefer to define job satisfaction as the willingness to perform a task (Mertler, 2002), or how people feel about their jobs (George & Jones, 1996; Mertle, 2001) or “a global feeling about the job…” in order to find out which part of the job produces satisfaction or dissatisfaction (Spector, 1977).
Henne and Locke (1985) defined job satisfaction as a pleasurable or positive emotional state that one derives from their job experience. Similarly, job satisfaction is defined as a situation when an employee begins to compare the actual job outcome to the desired job outcome which is the result of an affectionate reaction to a given job situation (Kusku, 2003; Rad & Yarmohammadin, 2006).
Generally, academic researchers would prefer to define job satisfaction based on the dual theory of Herzberg et al. (Lacy & Sheehan, 1997; Ssesanga & Garret, 2005; Rad & Yarmohammadin, 2006).
As such, job satisfaction studies were based on the notion that the academicians’ source of satisfaction comes from the intrinsic factors which are related to job content and extrinsic factors that are associated with the working environment. Job satisfaction is a worker’s sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s efforts.
The Research paper on Link Between Job Satisfaction and Job Performance
... prior studies which say that job performance should affect job satisfaction only to the extent that people are ... job) feeling about his job. There are two major aspects of job satisfaction called facet satisfaction and overall satisfaction (Johns & Saks, 2005). According to Dunham (1984) job satisfaction ... of employee productivity, International journal of academic research, Vol 3, No 4, Pakistan ...
Job satisfaction further implies enthusiasm and happiness with one’s work. Job satisfaction is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfilment (Kaliski,2007).
The term job satisfactions refer to the attitude and feelings people have about their work. Positive and favourable attitudes towards the job indicate job satisfaction. Negative and unfavourable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006).
Job satisfaction is the collection of feeling and beliefs that people have about their current job. People’s levels of degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction. People also can have attitudes about various aspects of their jobs such as the kind of work they do, their co-workers, supervisors or subordinates and their pay (George et al. , 2008).
We consider that job satisfaction represents a feeling that appears as a result of the perception that the job enables the material and psychological needs (Aziri, 2008).
2. Literature Review
In Malaysia, a study conducted by Noordin and Jusoff (2009) in public universities reported that academicians were moderately satisfied with their careers. Salary seems to have a significant effect on their level of job satisfaction. Nasurdin and Ramayah (2007) and Yew (2007) reported that job satisfaction among the Malaysian workforce was derived particularly from extrinsic factors such as salaries, promotion and supervision which are linked positively to commitment to the organisation. Wong and Heng (2009) recently attempted to study job satisfaction of the academic staff in two Malaysian universities.
This case study was conducted on a hundred (100) faculty members of both the private and public universities. They did not include some of the job aspects that were important, such as research and teaching. In their study, they concluded that the source of job satisfaction came from policies implemented, administration and the salary scheme. The source of dissatisfaction came from personal achievement, growth, interpersonal relationships, recognition, responsibilities, supervision, the work itself and working conditions.
The Term Paper on Job Satisfaction Levels Of Employees Of A Multinational Organisation
... job satisfaction through various attempts to increase motivation. Several research studies have been done in the field of work motivation and satisfaction ... from the University of South Florida. The following factors were included in the Job Satisfaction Survey questionnaire: ... of job satisfaction, i. e. motivation and "hygiene." The hygiene issues that it covers are supervision, salary, interpersonal ...
In another study by Santhapparaj and Alam (2005) there were indications that the academic staff in three private universities in Malaysia were satisfied with their salaries, promotions, working conditions and support given for research. Saad, Samah and Juhdi (2008) who carried out a study in a private university found that the academic staffs was moderately satisfied with the health programmes, working environment, flexible hours, relationship with peers and superiors and the opportunity to be independent.
The academic staff indicated low satisfaction in areas concerning salaries, facilities, work load, opportunities, equitable performance appraisals, opportunity for advancement, job security and recognition. This study partially supports Hertzberg’s theory and due to the nature of the sample, it cannot be generalised to the industry.
