Employee Engagement and Job Satisfaction Among Part-Time and Full-Time Faculty Members : A Comparative Study in School of Business And Management Institut Teknologi Bandung (original) (raw)
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APPROVED: ______________________________ ROBIN A. DELOS REYES, PHD Style Reader __________________ Date i ACKNOWLEDGEMENT The conceptualization, implementation, and subsequent completion of this research would not have been possible without the assistance and support of individuals who have shared their time, effort, diligence, and expertise to the pursuit of this study. This section is dedicated to these individuals, in recognition of their valuable contributions to this project. This acknowledgement also serves as an expression of my sincerest gratitude to the people instrumental to the completion my research. First and foremost, I would like to express my sincere gratitude to my adviser, mentor, and friend, Mr. Gerald James Y. Ebal for sharing his expertise and extensive knowledge and skill, for his support of my graduate studies and research engagements, for his patience and enthusiasm, for constantly challenging me to strive for better in both professional and personal endeavors, His guidance thought the whole process of conducting this research has facilitated its completion and success. For that I am truly grateful. I could not have imagined having a better advisor and mentor. I would also like to show gratitude to the members of the panel which include; Dr. Robert V. Panaguiton, Dean of the School of Liberal Arts, Mr. John Mayo M. Enriquez, Assistant to the President for Social Development, Dr. Rey E Remotin, faculty of the Social Science Dept School of Liberal Arts, coordinated by Mr. Jayson V. Sabdilon, Chairperson of the Department of Psychology. School of Liberal Arts. Their contributions have helped develop and shape the direction the present study has taken. Their guidance has provided an avenue to refine and highlight value of the paper I would also express my deep gratitude to the inurement validators. Dr. Mendiola "Joy" Teng-Calleja and Pinky Rose S. Hartshorn of the Ateneo de Manila University, ii Center for Organization Research and Development and Mr. Maynard R. Bagtasos, dean of the chool of Management and Accountancy of the Ateneo de Zamboanga University. Their diligence and expertise have been instrumental in the development of the questionnaire; the tool by which the data for this was gathered from. I would like to recognize and express my sincere gratitude to my editor, Dr. Robin A De Los Reyes. His time, diligence, and expertise in conducting the initial and second editing, as well as the style reading has been instrumental in refining the structure and language which this paper delivered. A special thanks and recognitions, also to my consulting statistician, Ms. Daisy M. ABSTRACT This quantitative-exploratory research investigated employee non-engagement, a situationally passive state of detached psychological commitment, among faculty members of a small market university to illustrate features of the provincial Filipino academic work setting. Its underlying dimensions were identified via Exploratory Factor Analysis on responses from a researcher-constructed 50-item, self-report survey administered to randomly selected university faculty members (n=113) of the Ateneo de Zamboanga University. Despite having skewed data, factorability assumptions were met (Correlations > 03 for all 50 items, KMO > 0.08 and Barlett's sign, p < .001). A three-factor solution, explaining 50.63% of the variance, was chosen from the eigenvalues and scree plot.
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The study determined the demographic profile, employee engagement, and job performance of Saint Francis Xavier College of Agusan del Sur employees in three areas of operations for employee engagement and four areas of operations for job performance, using a descriptive-correlation approach. The survey was administered to 36 non-teaching and 64 teaching professionals for the 2020-2021 academic year. Overall, both teaching and non-teaching respondents agreed with 2.70 mean values, demonstrating that respondents are involved in terms of reward and recognition, as well as perceived supervisor support, but not in terms of turn-over intention, which requires intervention. On the other hand, significant difference between the variables on the level of employee engagement as perceived by the two groups of respondents, the computed t and p-Value accept the null hypothesis, which means that the difference is not significant. The results indicate that non-teaching employees are unsatisfied wit...
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The current study aims to investigate the extent of job satisfaction contribution to employee engagement. Employee engagement has been found as being important to employee productivity and organization performance. Participants were 110 employees of a private property company in Makassar, Indonesia. A self-administered questionnaire was used to measure job satisfaction and employee engagement. Simple multiple regression showed that Job satisfaction was significantly predicted employee engagement (R 2 = .561, p<.05) Additionally, multiple regression highlighted factors of job satisfaction such as operating conditions, coworkers, nature of works, and communication significantly contributed to employee engagement whereas promotion, pay benefit, and reward were found to be insignificant. These results suggest that increasing job satisfaction can potentially leverage employee engagement. However, only three out of seven factors of job satisfaction contributed significant effect to the employee engagement. Future research is needed to test whether these findings can be found in other company with the same type of business and other types of business.
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Employees are an important part of any organization. They play an important role as workforce providers and expertise in creating value and are one of the primary sources needed in every production process. Therefore, every organization needs reliable workforce support that can help reach their vision and mission. This includes the BINUS BUSINESS SCHOOL institution, which is trying to achieve its long term vision to become a “World-Class Knowledge Institution” by 2020. It is even more so by looking at the condition of the Indonesian upper educational industry that since early 2000 has been competing to provide new educational services to society, especially in the form of business school service. Therefore, it is crucial to maintain employee satisfaction along with their commitment and involvement in supporting the effort to achieve the long term target. The purpose of this research is to analyze the influence of employee satisfaction moderated by employee engagement towards employe...
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