Correlates of Job Satisfaction among Lecturers in Public Universities in Ogun State (original) (raw)
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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.
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.
Analyzing the Compensation and Its Effect on Lecturers’ Job Satisfaction
Utsaha, 2023
One factor that significantly affects job satisfaction among lecturers is compensation. Compensation is categorized into three dimensions, such as direct financial, indirect financial, and non-financial. This research is descriptive-verification type, and the approach used is explanatory survey. The objective of this research is to determine the effect of compensation on job satisfaction. The sampling technique used cluster sampling proportionally at five private colleges in Bogor, which led to a total sample size of 233 respondents, including Head Lectors, Lectors, and Assistant Lectors. Descriptive and quantitative analysis was conducted based on primary data obtained from field respondents, and hypothesis testing was conducted using SEM-Lisrel 8.8 method. The results indicated that the t-statistic value was greater than the t-value (t-statistic > 1.64), and the highest loading factor was found on the non-financial compensation variable (NFIN) which had a loading factor of 1.00 with a standard factor loading (SFL) of 0.5. It indicated that compensation has a positive and significant effect on job satisfaction of lecturers in private colleges in Bogor. From the 3 dimensions that affect lecturer compensation, the non-financial dimension is the dominant dimension in forming the compensation variable construct by contributing the highest standard loading factor value.
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.
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.
https://www.ijrrjournal.com/IJRR\_Vol.9\_Issue.9\_Sep2022/IJRR-Abstract22.html, 2022
The research objective is to analyze effect of remuneration and achievement motivation on lecturer performance in the Management Department, Faculty of Economics and Business, Universitas Pattimura, Ambon City. The type of approach that the researcher uses is a quantitative descriptive analysis approach with explanatory research. The population in this study are lecturers who active in the Management Department, Faculty of Economics and Business, Universitas Pattimura, Ambon City, amounting to 37 people. Determination of the number of samples used by the author in this study is based on the Slovin method as a measuring tool to calculate sample size because the number of known population is more than 37 respondents, so the author only takes a sample with the number of employees, which is 33 lecturers in the Management Department, Faculty of Economics and Business, Universitas Pattimura, Ambon City. The test in this study uses multiple linear regression analysis. The results of the study show that remuneration has a positive and significant effect on lecturer performance in the Management Department, Faculty of Economics and Business, Universitas Pattimura, Ambon City. Achievement motivation has a positive and significant effect on lecturer performance in the Management Department, Faculty of Economics and Business, Universitas Pattimura, Ambon City.
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.
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...
IAEME PUBLICATION, 2021
The study examined the effective human resources management and academic lecturers’ job satisfaction in higher institutions of learning: The University of Nigeria, Nsukka Experience. Descriptive survey design was used for the study. The population of the study was 3,264 academic lecturers from the University of Nigeria, Nsukka out of which 653 academic lecturers were randomly sampled for the study. The instrument for data collection was a structured questionnaire titled: Effective Human Resources Management and Academic Staff’s Job Satisfaction Questionnaire (EHRMASJSQ). The instrument was faced validated by three experts from the University of Nigeria, Nsukka. The reliability coefficient was calculated using Cronbach’s Alpha and was found to be 0.82. Data collected were analysis using mean and standard deviation to answer the research questions. The findings of the study revealed that they are many challenges of human resources management and academic lecturers’ job satisfaction in higher institutions of learning in Nigerian such as inadequate funding, violent trade unionism among staff, and ambiguity in policy interpretations, low productivity, and poor quality of work life, poor health and safety at work among others. Based on the findings, it was recommended among others that University management of higher institutions of learning should promote the professional growth of academic lecturers by recommending them for staff development programmes, conferences and workshops to update their knowledge through interactions with fellow professionals to enhance job satisfaction and improved performance.
Motivational Factors of Lecturers of Private Universities in Ghana
Oman Chapter of Arabian Journal of Business and Management Review, 2013
In this study, the primary objective was to ascertain what factors motivate lecturers of private universities in Ghana. It also sought to determine whether these employees perceive the motivating factors as readily available to them or not.The study examined the ranked importance of motivational factors of university lecturers.Using descriptive survey, data was collected and analysed in terms of descriptive statistics. Findings suggest high salary and personal development are the main motivating factors of university lecturers. Carefully designed reward systems that include high salary, opportunity for personal development, fringe benefits, and non-monetary compensation should be considered.