Measuring the Motivating Potential Score of Academic Staff at the Lebanese International University (original) (raw)
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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 ...
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.
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...
… 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.
Academic and Administrative Staff Perception on Motivational Processes and Job Factors
The purpose of this study was to find out the relationship between personal and job factors and employees’ motivational processes of arousal, direction and persistence in Kigali Institute of Education (KIE), Rwanda. A correlational design was used to conduct this research and a questionnaire was administered to 151 employees from KIE, representing a population of 318 employees. Data collected were analyzed using Statistical Package for Social Sciences (SPSS). The findings showed that there is a significant relationship between employees’ motivational processes of arousal, direction and persistence and job factors. The exception was observed for the relationship between direction and task design which was not significant. The findings revealed that the difference between academic and administrative staff members in their perception of motivational processes of arousal, direction and persistence as well as personal and job factors was not significant. It was also observed that both ac...
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.
Research on humanities and social sciences, 2017
Academic staff and their job satisfaction, in general, is a widely discussed topic in human resources and organizational management. Much of the interest in this concept is base on the realism that a person with a higher level of job satisfaction would demonstrate a positive attitude toward his/her job than an individual who is miserable with his or her position. This paper examines job satisfaction of academic staff in various institutions in the Eastern region of Saudi Arabia as a means for continuous improvement in the understanding of the role played by academic staff in academic institutions. The principal objectives of the paper are to comprehend the nature of academic staff job satisfaction in the Eastern Province of Saudi Arabia. Job satisfaction questionnaire with 36 items obtained adopted from Spector (1997) for this paper. 45 questionnaires were mailed to various respondents of different universities and institutions in the province with 100% responses. The result shows v...
Factors influencing job satisfaction among academic staffs
International Journal of Evaluation and Research in Education (IJERE), 2020
The purpose of this study is to examine the relationship between pay and benefits, work environment, top management leadership, workload and job satisfaction among academic staffs in a private academic institution in Malaysia. Motivation-Hygiene Theory, Maslow's Needs Hierarchy theory and Leader-Member Exchange (LMX) theory were used to establish the theoretical framework of this study. Questionnaire survey method was employed to collect data which yielded 82 responses in this study. Statistical Package for Social Science (SPSS) was used to perform data analysis throughout the study. All study variables were found to have significant positive relationships with job satisfaction among academic staffs in the selected institution. Top management leadership was discovered to have the most significant relationship with job satisfaction. The findings of this research provide a clear message to the top management that leadership plays an important role in enhancing job satisfaction of the academic staffs. Hence, it is suggested that the institution management should adopt appropriate leadership style and establish effective strategies and policies that aim to increase job satisfaction and performance of the academic staffs.
A Study on Motivational Factors of the Faculty Members at University of Balochistan
2010
There were times when employees were considered to be another addition to enhance the production of services or goods. However, a lot has changed now. Motivating employees is a necessary step that every business owner should take to succeed. This is because motivation encourages better performance and productivity on the part of employees. And when this happens, the company has nothing to enjoy but benefits and profit. Hence, it is natural for owners, managers, and team leaders to look for ways to improve the morale of their workers. This study examined the ranked importance of motivational factors of employees at the University of Balochistan. It is the descriptive survey addressed eight motivating factors in the context of employee motivation theory. Findings suggest that living in safe area and good pay are key to higher employee motivation. Carefully designed reward systems that include job enlargement, job enrichment, promotions, monetary, and non-monetary compensation should b...