Business Education Lecturers’ Job Satisfaction As A Correlate Of Their Teaching Effectiveness In Tertiary Institutions In Delta State (original) (raw)
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The main purpose of this study was to assess the level of job satisfaction among lecturers in College of Education, Akwanga. Nasarawa State. The study was guided by five research questions. Descriptive research design was adopted by the study. The population for the study consisted of 279 lecturers during the 2014/2015 academic session from the six schools of the college. A sample size of the population was taken from each school using simple random sampling technique to arrive at a sample size of 167 lecturers. A structured questionnaire divided into five sections was used for data collection. The questionnaire was face validated by five experts, three in the department of Industrial Technical Education and two in from the career unit the Faculty of Vocational Teachers Education all from the University of Nigeria Nsukka. A reliability coefficient of 0.78 was obtained from Cronbach Alpha reliability technique to ascertain the internal consistency of the questionnaire items. The questionnaires were administered by the researchers. Mean and standard deviation were utilized to analyze the data collected, while T-test statistics was used to test the hypothesis at 0.05 level of significant. Findings of the study revealed that regular salary payment, promotion opportunities, work environment, attainment of work goals, opportunity to growth and development among others are the determinants of job satisfaction of college of education lecturers. It was recommended that the college management should fulfill their financial obligations and make provisions for adequate facilities as this will improve lecturers' commitment to work and job satisfaction for optimal performance.
Journal of Education and Practice, 2015
The study sought to compare factors influencing male and female lecturers' Job satisfaction. Cross-sectional survey designs employing both quantitative and qualitative approaches were adopted for the study. Simple random sampling was used to select 163 lecturers from the four oldest public universities in Ghana. Organisational Commitment questionnaire and the Job Satisfaction questionnaire which is unknown were adopted for data collection. Also, an open ended questionnaire was used based on the research questions. The open-ended questions were used to buttress the large quantitative responses to ascertain the validity of the responses given. Findings revealed that there was no significant sex difference in job satisfaction and organizational commitment among the lecturers. Correlational analysis also revealed that job satisfaction correlated significantly with organizational commitment (i.e. commitment to occupation, commitment to school and relationship with lecturers). On the contrary, 'commitment to teaching' did not significantly correlate with job satisfaction. Interestingly, this problem of construct validity was confirmed when the qualitative response to whether the lecturers in our study sample were satisfied with their jobs elicited positive responses. Multiple regression analysis revealed that both Commitment to school and Commitment to teaching predicted job satisfaction. Findings were therefore discussed in relation to the recommendations and limitations given in this study. a comparative and micro analyses of the sex differences within these positions were not attempted. Such an approach could have shed more light on sex differences within the lecturing positions and job commitment and satisfaction. 3. The problem of construct validity of the 'Commitment to Teaching' subscale which caused the discrepancy between participants' responses from the quantitative and qualitative data could have been avoided if the factor analysis performed on this subscale had been more effective.
Correlates of Job Satisfaction among Lecturers in Public Universities in Ogun State
Organisations desire that job satisfaction is high among employees which is a precondition for increasing productivity, responsiveness, and dedication to duty. The study investigates the degree to which salary factor, promotion opportunity and sense of belonging relate with job satisfaction among lecturers in public universities in Ogun State. Simple random sampling technique was used to gather data from 270 lecturers in three selected universities (Tai Solarin University of Education, Olabisi Onabanjo University and Federal University of Agriculture Abeokuta) in Ogun State. Salary Factor Scale, Promotion Opportunity Scale, Sense of Belonging Scale, and Job Satisfaction Scale were used for data collection. Data were analysed using descriptive statistics, Pearson Product Moment Correlation, and Multiple regression analysis at 0.05 level of significance. The results of data analysis show a significant relationship between salary factor and promotion opportunity (r= .18), salary factor and job satisfaction (r= .27), and promotion opportunity and job satisfaction (r= .34). The three predictors accounted for 16% of the variance in lecturers' job satisfaction. It was concluded that salary factor promotion opportunity and sense of belonging relate both individually and collectively to job satisfaction among lecturers in such a way that when these factors are given proper attention by the policy makers and university management, it will cause the level of job satisfaction among lecturers to increase. Therefore, it was recommended that: alongside a better remuneration package, lecturers in public universities should be provided with equal opportunity to attend seminars and conferences so as to expand their horizon; financial support should be accorded lecturers going to conferences and seminars without preferential treatment; the university management should create a work environment that fosters trust, friendship, strong collaboration, and respect between management and lecturers and among lecturers.
IJSSER, 2024
Research to analyze factors affecting job satisfaction of lecturers at Ho Chi Minh City University of Economics with the aim of aiming at educational work and teaching effectiveness at schools. universities in general and Ho Chi Minh City University of Economics in particular. To ensure accurate research based on data survey, it is carried out through Cronbach'alpha reliability test, exploratory factor analysis (EFA) model, multivariate regression analysis, and analysis. Variance. With the need to promote modern education, it is necessary to strengthen the organization of accreditation of factors affecting teacher satisfaction divided into 6 factors: nature of work, salary, bonus and allowances, relationships with colleagues, attention from leaders, training and promotion opportunities, working environment and conditions.
EFFECT OF JOB SATISFACTION ON JOB PERFORMANCE OF UNIVERSITY LECTURERS IN SOUTH-EAST, NIGERIA
Though the previous scholars has made progress in understanding the relationship between job satisfaction and employees performance, majority of this studies were concentrated in foreign countries as well focused on non-academic staff. This study therefore determined the effect of job satisfaction on job performance of university lecturers in southEast of Nigeria. Specifically, the study ascertained the significant effect of responsibility, and career advancement on job performance of the academic staff of public universities in SouthEast , Nigeria. The research questions and hypotheses were formulated in line with the objectives of the study. Survey research design was adopted for the study. A sample size of one thousand, seven hundred and eighty (1,780) Academic Staff was derived from population of 9,269 Academic Staff of Public Universities in SouthEast States of Nigeria. Data were collected though the questionnaires distributed among academic staff of SouthEast States of Nigerian public universities, and analyzed using five point likert's scale. The study employed regression analysis and Pearson coefficient correlation to test the formulated hypotheses with aid of SPSS version 20.0. Based on the data analyzed, the following findings were summarized that responsibility, career advancement, has positive significant effect on the job performance of the academic staff of public universities in SouthEast , Nigeria. Based on the findings, the study recommended amongst others that Academic staff should be empowered through meaningful responsibilities in terms of job enlargement, job enrichment and authority that come with it. This will enhance academic staff job satisfaction as they will derive a sense of accountability and authority over their work and that of others. This is expected to trigger better performance among academic staff as they feel empowered and accountable in their job.
2020
This paper focused on the assessment of the management of business teacher education in colleges of education in the South East zone of Nigeria. Two research questions were generated and two hypotheses were formulated to guide the study. The stu dy adopted a survey research design. The study area is South East Nigeria. The population of the study comprised 132 lecturers from the seven federal and state owned Colleges of Education in the South East zone. The whole population was studied because it is manageable. A four - point scale questionnaire was developed by the researcher to enable her collect data for the study. One hundred and thirty two (132) copies of the instrument were printed after validation and subsequently distributed to the 132 respondents used for the study. All the132 copies were personally administered to the respondents, completed, retrieve by hand and were used in the analysis. The items with regards to the research questions were analyzed using mean and standar...
Convergence Chronicles, 2024
This study investigates the impact of workplace environment, internal communication, and remuneration on lecturers' job satisfaction in Ghana's private universities. Recognizing job satisfaction as a critical component of organizational human resource strategies, this research explores the key factors that influence lecturers' job satisfaction, aiming to provide insights for enhancing employee engagement and performance. The study adopts a survey research design, gathering primary data through a structured 40-item questionnaire distributed to a randomly selected sample of 94 lecturers from five private universities in Ghana. Secondary data were sourced from books, journals, and organizational reports. Statistical analyses, including Cronbach's Alpha for reliability, correlation, and regression analysis, were conducted using SPSS version 21.0. The findings reveal a strong positive correlation between job satisfaction and the three independent variables: workplace environment, internal communication, and remuneration. Internal communication emerged as the most significant factor, with a regression coefficient indicating that a 1% increase in internal communication leads to a 99.9% improvement in job satisfaction. Remuneration followed closely, suggesting that a 1% increase in remuneration results in a 96.6% rise in job satisfaction. The workplace environment also significantly influenced job satisfaction, with a 1% improvement leading to a 3.5% increase in satisfaction levels. The study concludes that effective internal communication, competitive remuneration, and a conducive workplace environment are essential for enhancing job satisfaction among lecturers in private universities. These findings underscore the importance of developing comprehensive human resource strategies that address these key areas to foster a motivated and committed academic workforce. The study recommends the implementation of regular job satisfaction assessments and enhancing non-financial benefits to improve lecturer performance and retention further. Future research should include more public and private universities to provide a broader understanding of the factors influencing job satisfaction in the Ghanaian higher education sector.
Gender Influence on Job Satisfaction and Job Commitment among Colleges of Education Lecturers
Journal of Education and Practice, 2015
This study examines gender influence on job satisfaction and job commitment among Colleges of Education lecturers. The descriptive survey research design was adopted. The sample consisted of thirty male and thirty female lecturers from Osun State College of Education, Ila-Orangun. Questionnaire was the instrument used to collect data. Two null hypotheses were postulated and the data collected were analyzed using t – testing at 0.05 level of significant difference on job commitment among Colleges of Education lecturers based on gender. It was therefore recommended that equal employment opportunity should be given to both male and female lecturers. Keywords : Lecturing, Gender, Job Satisfaction, Job Commitment.
Determinants of Job Satisfaction and Its Implications for the Lecturers Performance
Jurnal Pendidikan Ekonomi Dan Bisnis (JPEB), 2021
The purpose of this research is to examine the positive effects of leadership style, work environment, and organizational climate on lecturer performance through Pamulang University’s job satisfaction. Researchers used the quantitative research method in this study. The data was collected by using questionnaires distributed through surveys. Proportional random sampling was used, earning 135 samples, and partial least squares (PLS) were used for statistical analysis. The results show that leadership style, work environment, and organizational climate have an impact on job satisfaction. Job satisfaction affects the performance of lecturers. Leadership style, work environment, and organizational atmosphere will also affect the performance of lecturers. Job satisfaction can mediate the influence of leadership style, work environment, and organizational climate on lecturer performance. This research is expected to be a recommendation for Pamulang University on how to improve lecturer per...
The Influence of Gender on Job Satisfaction of Teachers in Ile-Ife, Osun State, Nigeria
2018
The study examined the influence of gender on job satisfaction of teachers in Ile-Ife Osun State. The study adopted a survey research design. The population consisted of all public and private secondary school teachers in IIe-Ife, Osun State. The sample size for the study comprised 200 teachers randomly selected from ten secondary schools in four Local Government Areas (LGAs) in the state. The instrument used for the study was a 45 items scale titled Teachers’ Job Satisfaction scale (TJSS), which was patterned after the Likert format where 4=Strongly Agree, 3=Agree, 2=Disagree and 1=Strongly Disagree. The instrument had two sections A and B. Section A contains items on demographic information while section B contains 45 items which was self-developed to ascertain the level of Teachers’ Job Satisfaction. The instrument was validated by tests and measurement experts, Cronbach’s Alpha and split-half reliability test was used to determine it reliability which resulted to 0.80 and 0.89 r...