Athens Institute for Education and Research ATINER ATINER ' s Conference Paper Series IND 2015-1611 (original) (raw)
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Measuring the Motivating Potential Score of Academic Staff at the Lebanese International University
Athens Journal of Mediterranean Studies
Ever since jobs have been found, motivation remains one of the most important contributors to performance. To measure employees' perceptions of their jobs, in the mid 1970's Hackman and Oldham developed the Job Diagnostic Survey based on the Job Characteristics Theory (JCT). The JCT remains one of the most suitable and widely accepted theories in the field of organizational behavior since it provides a model to perform work design through a set of implementing principles for enriching jobs. The model was tested for the first time ever in a Lebanese university by conducting the standard job diagnostic survey on 294 academic faculty members who work at the Lebanese International University (LIU), Lebanon's largest private university. A standardized scale that assesses the motivating potential score of the job was used and the scores of different academic staff occupying various jobs across several schools varied significantly on all the job characteristics.
2013
3 Abstract: Faculty members played a vital role in training proficient manpower in Iran and thus their working quality and job satisfaction were variables which must be highly considered. In this regard, with the aim of studying the effects of motivational factors on job satisfaction of faculty members of district four of Islamic Azad University in Iran, three-hundred twenty eight persons were selected as the statistical population based on class sampling method and by proportion of number of faculty members in each university branch. Demographic questionnaire; Allport, Vernon and Lindsey's, standardized questionnaire to study values; Smith, Kendal and Hussein's, job satisfaction standardized scale was utilized for data gathering as research tools and semi-structured interview were given to be sure of the results of questionnaires in the preliminary stage. Results obtained from simultaneous multi-variable regression analysis revealed that the priorities of motivational facto...
Job Motivation and Job Satisfaction among Academic Staff in Higher Education
Bulgarian Comparative Education Society, 2017
Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased academic staff’s job satisfaction and better job motivation. According to this, the main purpose of this research was to investigate the possible relationship between job motivation and job satisfaction among academic staff. The Job Satisfaction Survey (JSS) and Job Motivation Questionnaire (JMQ) were administered to a sample of 100 (50 males and 50 females) university employees. The results indicated that the academic staff was highly motivated with their job. At the same time the results showed that academicians were more satisfied with their salary, co-workers, promotion, operating procedures and supervision, but dissatisfied with fringe ...
The Influence of Job Motivation on Job Satisfaction: A Case Study of Polytechnic Academic Staff
Malaysian Journal of Social Sciences and Humanities (MJSSH)
Job motivation plays a vital role in determining job satisfaction levels. In the Malaysian Polytechnic context, limited studies have investigated the influence of job motivation on job satisfaction among academic staff. Therefore, this study aims is to examine the influence of job motivation on job satisfaction among polytechnic academic staff. This study employs quantitative research and single-cross sectional study. The data is gathered using the survey method. The result of multiple regression analysis shows that job motivation significantly and positively influences job satisfaction. More specifically, intrinsic and extrinsic motivation show a significant and positive influence on job satisfaction. It implies that improving job motivation in terms of intrinsic and extrinsic motivation is critically important to increase job satisfaction among polytechnic academic staff. Therefore, this study will contribute to polytechnic management as an indicator in the decision-making process...
Academic job satisfaction questionnaire: Construction and validation in Saudi Arabia
Background: Colleges and universities are becoming increasingly accountable for teaching outcomes in order to meet rigorous accreditation standards. Job satisfaction (JS) seems more difficult to measure in the academic field in view of the complexity of roles, duties and responsibilities. Objectives: To compile and determine the psychometric properties of a proposed Academic Job Satisfaction Questionnaire (AJSQ) suitable for university faculty, and amenable to future upgrading. Materials and Methods: A 46-item five-option Likert-type draft questionnaire on JS was distributed for anonymous self-reporting by all the academic staff of five colleges in University of Dammam (n=340). The outcome measures were (1) factor analysis of the questionnaire items, (2) intra-factor α-Coefficient of Internal Consistency Reliability, (3) inter-factor correlations, (4) comparison of psychometric properties in separately analyzed main faculty subgroups. Results: The response rate was 72.9 percent. Factor analysis extracted eight factors which conjointly explained 60.3 percent of the variance in JS. These factors, in descending order of eigenvalue, were labeled "Authority", "Supervision", "Policies and Facilities", "My Work Itself", "Interpersonal Relationships", "Commitment", "Salary" and "Workload". Cronbach's-α ranged from 0.90 in "Supervision" to 0.63 in "Salary" and "Workload". All inter-factor correlations were positive and significant, ranging from 0.65 to 0.23. The psychometric properties of the instrument in separately analyzed subgroups divided by sex, nationality, college and clinical duties produced fairly comparable findings. Conclusion: The AJSQ demonstrated good overall psychometric properties in terms of construct validity and internal consistency reliability in both the overall sample and its separately analyzed subgroups. Recommendation: To replicate these findings in larger multicenter samples of academic staff.
… Journal of Business …, 2010
Motivational factors play an important role in increasing employee job satisfaction. Satisfied employees in return can help in improving organizational performance. The objective of following research is to analyze the effects of motivational factors on job satisfaction of employees. This is an exploratory study based on primary data. The primary data has been collected from non-academic staff of University of the Punjab, which is one of the biggest universities of Pakistan. The study of Herzberg et al. (1959) has been widely validated and well renowned among research community. This theory tests hygiene and motivator factors and impact of personal and job characteristics on work perceptions and job satisfaction. Structural equation modeling technique has been applied to test hypothesis, SPSS 16.0 has also been adopted for basic analysis purposes. The results are being questionable to verify Herzberg's theory. The study concludes that intrinsic motivational factors are having significant relationship with employee job satisfaction, whereas hygiene International Journal of Business and Management March, 2010 71 (extrinsic) factors are not having any significant relationship with employee job satisfaction. Moreover, significant difference was observed between gender, qualification, experience, job characteristics and job satisfaction. This study offers useful information as it provides both, the practical implications for professionals working on authoritative posts within Public Sector University set up in Pakistan, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context.
This study attempts to explore some of the factors motivating the job performance amongst academic and non-academic staff of Usmanu Danfodiyo University, Sokoto. The objectives of the study include to examine the contributions of the motivational factors in enhancing job performance amongst academic and non-academic staff of Usmanu Danfodiyo University; and to assess the effectiveness of the motivational factors made available by the University management to motivate the academic and non-academic staff for improved job performance. The theoretical framework used in the study was Maslow’s Hierarchy of Needs Theory which assumes that people are motivated by a desire to satisfy certain needs which appear in a form of ranking or hierarchy, ascending from the lowest to the highest and concluded that those needs which come first must be satisfied to some extent before their is motivation to satisfy higher needs. A sample of 204 academic staff and 118 non-academic staff was taken using a combination of stratified and proportionate probability sampling methods. Questionnaire was used to collect the data from the respondents and the data was analyzed using tables, frequencies, percentages and cross tables. Qualitative data was also collected from five stakeholders of the University using In-depth Interview. The hypotheses of the study were tested using chi – square. The study found the factors motivating the academic and non-academic staff of the University to include salary and fringe benefits, job security, promotion, increased responsibility and opportunities for personal growth. The study also found that there is a significant relationship on some of the motivation factors in motivation towards improved job performance amongst the two staff categories of the University. The rate at which some of the factors are used to motivate each of the staff categories was also found to differ. The study, however, found that there is no significant relationship on the level of motivation between academic and non-academic staff. Based on the findings of the study, recommendations were made such as the need for the University to take into consideration the category to which a staff belongs in the allocation of rewards and incentives. It was also recommended that the University should consult and consider the recommendations of the staff in the planning of the University’s activities. The need for improved conducive working and learning environment was also stressed.
Journal of Business Theory and Practice
The study aimed to assess Job Satisfaction (JS) among teaching staff in private vocational and technical education institutions in Mount Lebanon, Lebanon. The study is descriptive and analytic, using a sample of 200 teachers from 13 schools and institutes chosen according to the coordinated random method. A questionnaire created and validated by Warr, Cook, and Wall is adopted to measure job satisfaction. This questionnaire includes personal information like job status, educational level, number of years of work, monthly income, age, gender, and social status. Using a seven-level Likert scale, it also contains 15 items to measure various dimensions of job satisfaction (internal and external factors). Results show a low overall mean of 4.69 out of 7 with a standard deviation of 1.15 for job satisfaction, based on data analysis using the SPSS program. Also, the majority of respondents are not satisfied with the wage received (the overall mean of job satisfaction=3.83, with a standard ...
Journal of Social Sciences and Humanities University of Karachi, 2019
The key resource for the achievement of institutional objectives and enhancement of high quality education are teachers. Well motivated and satisfied teachers cultivate the successful education system in the country. Thus, the present study attempts to observe the impact of motivation and experience on job satisfaction of teachers through the perspective of Herzberg's ideology of employee motivation and job satisfaction by conducting the comparative study of both public and private sector universities in Karachi. The sample was purposively drawn from 300 teachers and the data was analyzed by using partial least squares-Structural Equation Modeling (SEM). Additionally, significant differences were found in the job satisfaction and motivation level among private and public university teachers. The presented findings embrace the implications for higher education institutions and HR practitioners.
Work Satisfaction Aspects in Academics: An Empirical Study
World Applied Sciences Journal
This study examines the factors are associated with the job satisfaction and determine the extent and importance of factors affecting individually on job satisfaction and explaining overall job satisfaction. The aim of the study is to analyze the levels and important determinations of job satisfaction in the higher education institutions. This is cross sectional study; data collected by using simple random sampling technique and self-administered questionnaires from 462 respondents. From the analysis of the data, results suggest that the salary and incentives, nature of the work and scheduled flexibility are only marginally related to the satisfaction. Our findings also suggest that there are positive and negative relations between supervision, working conditions, personal development and culture of the organization are present in the paper. This sample size is limited and survey is conduct from few institutions. In this study we examined few variables which are associated with job ...