The Connection Between Personal And Institutional Factors And Female Faculty Satisfaction Essay

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CHAPTER TWO LITERATURE REVIEW 2.1 Introduction This chapter gives a review of existing literature on the Connection Between Personal and Institutional Factors and Female Faculty Satisfaction. The main sections included are: theoretical framework, a review of related studies with a view of exposing research gaps and the conceptual framework. 2.2. Theoretical Literature 2.2.1 Motivator-Hygiene Theory Herzberg’s motivator-hygiene theory suggests that job satisfaction and dissatisfaction are not two opposite ends of the same continuum, but instead are two separate and, at times, even unrelated concepts. ‘Motivating’ factors like pay and benefits, recognition and achievement need to be met in order for an employee to be satisfied with work. On the other hand, ‘hygiene’ factors like; working conditions, company policies and structure, job security, interaction with colleagues and quality of management, are associated with job dissatisfaction. Because both the hygiene and motivational factors are viewed as independent, it is possible that employees are neither satisfied nor dissatisfied. This theory postulates that when hygiene factors are low the employee is dissatisfied, but when these factors are high it means the employee is not dissatisfied, but not necessarily satisfied. Whether or not an employee is satisfied is dependent on the motivator factors. Moreover, it is thought that when motivators are met the employee is thought to be satisfied. This separation may aid in

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