A Study on Job Satisfaction of Faculty Members

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Pearson and Seiler (1983) found in their research on 336 faculty members from 24 universities in Unites States, predictors for job satisfaction were tenure, teaching load, gender, institution type as in private or public, and age. Salary and ranking on the other hand surprising did not play a big role in influencing perceived job satisfaction. In comparison, it was found that those in professional colleges reported higher job satisfaction than those in general college. Those who reported higher job satisfaction were those with higher salaries, lower teaching loads, and speedier promotion rate. The researchers further explain the possibilities to why lecturers from professional colleges reported higher satisfaction was because of the job security

job satisfaction will be examined. This study will take place in nine elementary schools, two

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

After accompanied a research about employees’ job dissatisfaction in general companies and for Delta Company, I have recognized some proofs based on questionnaire and articles. There is a level of job satisfaction for each individual and each job performed. These problems happen when people are not happy with their jobs. This research will support or help the company to increase their employees’ satisfaction level of their job. As we found employees’ were dissatisfied in almost all areas, while a few of employees satisfied ratios were approximately of employees’ dissatisfaction ratios, but still less than employees’ dissatisfaction.

Job satisfaction of employees can be pointed out in terms of individual or groups of employee. For instance, an employees’ performance can be measured by individualistic means, by the management. Similarly, the job satisfaction that an entire department has over their responsibilities in an organization can be measured, as well. At this point, one has to also note that, although the terms, job satisfaction, employee attitude and morale has been utilized with almost similar meaning, it is not all similar in effect. As in, employee attitude that is favourable would ensure the presence of job satisfaction for employees, which in turn works on boosting employee

The purpose of this report is to summarize the methodologies and design used by various groups of research authors in the study of relationships between intrinsic, extrinsic, demographic factors that will impact the levels of job satisfaction and dissatisfaction in employees of various sectors of an organization. This report will contain information about the sample and research procedure. In addition, this report will look at the instruments involved, how the data is analyzed and last but not least, the solutions and recommendations at the summary of this report. Several surveys are available about different organization found from the research authors, for example, ‘Impact of Demographic Variables on Job-Satisfaction of the Academicians in Universities of NWFP, Pakistan (Saif-ud-Din et al. 2010)’, ‘Are United States Business Journalists Happy? A Survey of Business Journalists ' Job Satisfaction and Related Demographic and Career Factors’ by (Hu 2005)’, ‘Organizational commitment, job satisfaction and job characteristics of managers: Examining the relationships across selected demographic variables (Schneider 2003)’, and similar studies done by (Mpeka 2003) on the relevant topic.

Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

What is job satisfaction? Use the research literature to evaluate the claim that, ‘a satisfied worker is a productive worker’.

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,

Job satisfaction is simply how people feel about their jobs and different aspects of their jobs. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the past, job satisfaction was approached by some researchers from the perspective of need fulfilment – that is, whether or not the job met the employee’s physical and psychological needs for the things provided by work (Cote S., and Morgan LM, 2002).