Job Satisfaction: A Study Among Public and Private University Teachers of Bangladesh

Rahman, Md. Sadekur; Parveen, Rumana

doi:10.2139/ssrn.1155303

Cited by 12 publications

(12 citation statements)

References 8 publications

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“…At levels of job satisfaction according to gender, significant difference between job satisfaction points and internal and external job satisfactions which are sub-dimensions wasn't found. In literature, job satisfaction levels didn't display difference according to gender and there are studies that show parallelism with this research (Kurçer, 2005;Ibn Rahman & Parveen, 2008;Tözün, Çulhacı & Ünsal, 2008;Ward & Sloane, 2000;Türkçapar, 2012;Yazıcı & Altun, 2013;Özmutlu, Tekin, Yüksek, Mutlu & Eraslan, 2013;Yeşilyurt & Koçak, 2014). However; there are studies, results of which don't match up with ours (Tack & Patitu, 1992;Özdevecioğlu, 2003;Hult, Callister & Sullivan, 2005;Liu & Ramsay;.…”

Section: Discussionsupporting

confidence: 72%

Job Satisfaction Level Of Government Employees: The General Directorate Of Sport And Sports Federations Sample

Kalfa

Tufan

Karaman

2016

ESJ

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The purpose of this study is to determine the job satisfaction levels of employees of sports federation and general directorate of sport, and to analyze according to some variables. "Minnesota Job Satisfaction Questionnaire" was used to determine the job satisfaction levels of employees. Since the data didn't fulfill the parametric assumptions, nonparametric Kruskall-Wallis and Man-Whitney U tests were used on the analysis according to job satisfaction levels. According to results of analysis, 98.8% of employees' job satisfaction levels are medium and high. It was revealed that there is a statistically significant difference between employees' general job satisfaction, internal and external sub-dimension points according to age groups, marital status, situation of selecting their jobs willingly and educational level. As a result; it was seen in terms of general job satisfaction and internal satisfaction that internal satisfaction levels of employees who are 40 or more in comparison with employees who are between 22-40 age groups, internal satisfaction levels of employees whose marital status are married in comparison with employees whose marital status are single, general satisfaction and internal satisfaction levels of employees who selected their job willingly and general, internal and external satisfaction levels of employees whose education levels are associate degree in comparison with employees whose education levels are bachelor's degree and postgraduate are higher.

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Section: Discussionsupporting

confidence: 72%

Job Satisfaction Level Of Government Employees: The General Directorate Of Sport And Sports Federations Sample

Kalfa

Tufan

Karaman

2016

ESJ

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“…In recent studies, researchers identified career growth as a significant factor for job satisfaction of academics [ 24 , 31 , 49 ]. Similarly, Rahman and Parveen [ 50 ] reported that academics of both public and private universities in Bangladesh show dissatisfaction when they lack the opportunity of fair promotion. It is important to note that the rules and policies for promotion in all the public universities are alike and structured by the government.…”

Section: Introductionmentioning

confidence: 99%

“…Among them, we examined eight independent factors for academics’ job satisfaction. The selected factors comprise of compensation package [ 16 – 18 ], supervisory support [ 29 , 24 – 26 ], job security [ 3 , 33 , 34 , 39 ], training and development opportunities [ 34 , 41 – 44 ], team cohesion [ 24 , 31 , 47 , 48 ], career growth [ 41 , 49 , 50 ], working condition [ 1 , 31 , 48 ], and organizational culture and policy [ 1 , 10 , 52 , 54 ]. Fig.…”

Section: Introductionmentioning

confidence: 99%

Determinants of Academics' Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh

2015

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The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics’ job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics’ job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics’ job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics’ job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices.

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“…Also, it should be highlighted that despite the scholars being motivated by the work itself, the work conditions aroused less motivation (Castillo and Cano 2004). The satisfaction related to the organizational factors is very much divided among aspects that raise sympathies such as the relationships among colleagues, as opposed to others that do not, such as the opportunities for promotions (Zaman et al 2014). Among the factors that cause dissatisfaction (Munyengabe et al 2017;Schulze 2006), we found the workload and level of stress, research-related aspects such as the lack of time to conduct research, time spent on administrative work or working conditions, and opportunity for advancement.…”

Section: Discussionmentioning

confidence: 99%

“…The results showed that, on the one hand, the professors tended to be satisfied if their salary reflected their market value and if they maintained good relationships with their colleagues and perceived that they were respected. On the other hand, on the levels of satisfaction, there were differences according to gender (Bataineh 2014;Rahman and Parveen 2006), age (Guo and Wang 2017;Pan et al 2015), the professional category (Qayyum Ch 2013), or the area of knowledge (Sabharwal and Corley 2009).…”

Section: Introductionmentioning

confidence: 99%

Structural Equation Models on the Satisfaction and Motivation for Retirement of Spanish University Professors

2020

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Research on the motives behind a university professor’s decision to retire is scarce. In the present work, we have tried to define and delimit the aspects of the university professor’s satisfaction that have an influence on their motivation to retire. Nine hundred and one Spanish university professors answered the Inventory “Questionnaire for Active, Retired and Emeritus University Professors.” In the analysis, three structural equations were estimated. The overall sample, as well as the professional status subsamples—active or not active—were taken into account. Significant differences were found according to the work status. Three dimensions explained the satisfaction: economic, professional, and relational. The satisfaction of the professors in each of them had an influence on their decision to retire. Work conditions created by the European Higher Education Area (EHEA) and work conditions due to the educational and/or university laws determined the economic satisfaction to a greater degree. The possibilities of being part of professional networks or teams, and of publishing and disseminating knowledge, have a considerable impact on professional satisfaction. Relational satisfaction was notable for predicting the motivation to retire. Relationships with colleagues had an effect on the relational satisfaction. Policies for improving the satisfaction of the university professors could help delay the exit of talented professors, who are part of the human capital of the universities.

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Job Satisfaction: A Study Among Public and Private University Teachers of Bangladesh

Cited by 12 publications

References 8 publications

Job Satisfaction Level Of Government Employees: The General Directorate Of Sport And Sports Federations Sample

Job Satisfaction Level Of Government Employees: The General Directorate Of Sport And Sports Federations Sample

Determinants of Academics' Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh

Structural Equation Models on the Satisfaction and Motivation for Retirement of Spanish University Professors

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