Job Satisfaction and Work Engagement: A Study among Teachers Working in Self Financing Colleges (original) (raw)
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Quality of work life and employee engagement of school teachers of Assam
International journal of health sciences
Quality of Work Life and Employee Engagement are important aspects in an organisation. These two aspects to a large extent determine the efficiency and involvement of the employees in an organisation which in turn affects an organisation’s effectiveness. In recent times a lot of initiatives are also undertaken by organisations in order to enhance quality of work life and employee engagement amongst their employees for better functioning of organisations. Despite this, there is a dearth of research work in the said area specially among school teachers of Assam. Therefore, this paper aims at studying the relation between quality of work life and employee engagement of the secondary school teachers teaching in private and state government schools of Assam. A sample of 40 private and 40 state government school teachers (N=80) have been taken for the study. Quantitative analysis has been done in order to analyse the data obtained for the study.
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Human resource management have been dealing in the employee motivation, training, development, employee safety and wellness and many similar strategic policies to manage and maintain a healthy work culture and environment. Employee engagement is the ability of the organization in involving the employee with the organization in such a manner that the employee commits and dedicates himself/herself to the organization and brings zeal within every time he comes to the work place. Employee engagement is less studied and discussed upon. Even if it is studied or explored, it would be only for consulting firms or humongous MNC’ and not educational institutions which form the radical of development or for that matter the beginning of any technologically advanced business empire either started by a qualified entrepreneur or has hired qualified team of managers and team leaders. Institutes often assume achievement of customer satisfaction through employee satisfaction and employee satisfaction is again misunderstood as satisfaction of personal needs of employees only. This paper is an empirical study on the employee engagement with a focus on the teaching staff who are in direct contact with the customer i.e. the students and knows the microscopic detail of the target customer. Employee engagement being a two way communication and commitment among the organization and the employees working there in should be based on belief, conviction, honesty, sincerity, and solidarity. The study aims at identifying the level of employee engagement in educational institutions with a view for the improved business outcomes, further to know whether the actions taken by organization are consistent with the values of the teaching staff. During the survey appropriate ratios of male and female samples were covered. The results displayed that the teaching staff desires to learn for self and for the customer i.e. the student and also yearns to be engaged in management but management is not cooperative enough for the development of teaching staff and also to cope the millennial generation as the current generation is popularly known with students of high level intelligent quotient (IQ) and multifarious attitudes. It is further found out that though management is willing to know about the needs the student but not the teaching staff
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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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Despite the growing relevance of employee engagement since 1990's, organizations still struggle to keep the employees engaged. High level of engagement results into multiple enriching effects on organizations. Previous studies have highlighted the significance of both personal and organizational resources in engaging employees. This paper aims to determine the level of work engagement of university teachers in India and to examine whether demographic factors influence work engagement. Demographic factors included gender, age, years of experience, designation, employment status, educational qualification, and marital status. Data collected from 282 university teachers were statistically analyzed. The finding of the study revealed the above-average level of engagement among university teachers. Results showed that the work engagement level differed significantly with age, employment status, designation, and marital status. However, no significant difference in work engagement was found based on gender, educational qualifications, and years of experience. The study contributes to the scant literature on work engagement and its relationship with demographic variables in a non-western setting.
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This report presents the results of a comprehensive Employee Job Satisfaction and Engagement Survey conducted among a randomly selected group of 47 employees representing a diverse range of multinational corporations (MNCs) in India. The primary objective of this employee survey was to gain insights into the factors influencing overall employee satisfaction and engagement within the workplace. By uncovering these influential factors, this survey serves as a valuable resource for understanding employee preferences and shedding light on critical areas that organizations should consider when formulating strategies for organizational improvement.
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In this paper attempted to analyse Employee engagement of teaching faculty members in higher educational institutions. Dynamic work place environments require employee work engagement. Employee engagement refers to the degree to which employees are focused on and present in their roles. In today's competitive framework of work place environment employees may reach their cognitive and motivational limits and this may strain employees' attentiveness and engagement. This paper reviews research studies on employee engagement and performance link. Work Culture of today in Educational Institutions requires active engagement of teachers which affects their performance.
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This study examines the role gaps of teachers and lecturers as educators who implement innovation based on the achievement target of educational objectives. However, the engagement of teachers and lecturers still becomes a constraint. So, the implementation of teachers' and lecturers' professionalism need to be studied so that the purpose of shaping students' achievement can be achieved well. Factors that may affect the engagement of teachers and lecturers, such as leadership, work environment, and compensation can be analyzed specifically to produce research that can be useful and provide inputs for increased engagement of teachers and lecturer. The research was conducted by using survey method and quantitative data analysis techniques, sample size of 60 respondent's teachers and s who have been certified in Kuningan Regency. Based on the result of research, it is found that factors, leadership, work environment and compensation have positive and significant effect on teacher and lecturer's engagement so that the quality of education will run well, student achievement can be achieved starting from the improvement of teachers and lecturer's engagement.