Job Satisfaction of Employees at a Christian University

Schroder, Ralph

doi:10.1080/10656210802433467

Cited by 34 publications

(33 citation statements)

References 41 publications

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“…These results are in consistent with the literature by Furnham et al. Kavanaugh et al, Ng and Sorensen, Schroder [35][36][37]; whose works showed that the above employee demographic characteristics are strong predictors of turnover intentions. Males unlike females can easily adapt to new environment and they are also free from external pressures when they are young and are not married and given any undesirable situations they may found themselves, they may leave their current organization.…”

Section: Demographic Characteristics Of Respondentssupporting

confidence: 83%

Factors Influencing Employees? Retention in the Banking Industry of Ghana

Dwomoh¹,

Frempong²

2017

Review Pub Administration Manag

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It cost organizations twice to engage the services of new workers than to maintain the existing ones. The study looked at the factors influencing employees' retention by selecting eight factors after a comprehensive literature review and their significance in terms of helping banks in Ghana to retain their existing employees. The researchers adopted convenience sampling because of confidentiality and the busy nature of employees who work in banks to obtain the one hundred and six (106) employees for the study. The appropriate data collection instrument used was mainly questionnaires. The results of the Probit regression model adopted for the study based on the eight selected factors showed that employees retention in the banking industry of Ghana depends on how banks design and implement their compensation and reward systems to meet employees expectation, how they are able to deal with issues regarding work life balance, build good image and create favorable working environment, provide permanent jobs, ensure that the values and beliefs of these banks are aligned with that of their employees, ability of banks to ensure fairness in the management of their staff and encouraging managers and supervisors to develop good relations with subordinates. Based on the limitation of the research in terms of its scope, the study recommends for future research on how employee demographic characteristics influence employee retention in the Ghana's banking industry.

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Section: Demographic Characteristics Of Respondentssupporting

confidence: 83%

Factors Influencing Employees? Retention in the Banking Industry of Ghana

Dwomoh¹,

Frempong²

2017

Review Pub Administration Manag

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“…Terpstra and Honoree (2004) surveyed approximately 500 faculties across different disciplines from over 100 tertiary institutions in the United States and concluded that salary level was significantly related to job satisfaction. This notion is further supported by recent research (Ali & Akhter, 2009;Chimanikire, Mutandwa, Gadzirayi, Muzondo, & Mutandwa 2007;Noordin & Jusoff, 2009;Santhapparaj & Syed, 2005;Schroder, 2008).…”

Section: Job-related Variables and Job Satisfactionsupporting

confidence: 62%

“…Castillo and Cano (2004) asserted that academic qualifications had only negligible effect on the level of job satisfaction of faculty staff. However, Schroder (2008) and Eyupoglu and Saner (2009) reported that university employees with doctorates displayed significantly higher levels of job satisfaction than their counterparts with a master's or bachelor degree.…”

Section: Marital Statusmentioning

confidence: 91%

“…On the other hand, other studies (Castillo & Cano, 2004;Chimanikire et al, 2007;Santhapparaj & Syed, 2005) found the converse to be true. While some studies (Ali & Akhter, 2009;Noordin & Jusoff, 2009;Schroder, 2008;Ssesanga & Garrett, 2005;Stevens, 2005) conceded that both males and females displayed similar levels of overall job satisfaction but differed in specific areas.…”

Section: Supervisionmentioning

confidence: 93%

“…Several studies (Castillo & Cano, 2004;Schroder, 2008) reported no significant relationship between job satisfaction and length of employment. However, a study by Oshagbemi (2000a) revealed that overall job satisfaction of university teachers was significantly correlated with length of service in present university.…”

Section: Length Of Employmentmentioning

confidence: 96%

See 2 more Smart Citations

Lecturers' Satisfaction Levels Regarding Job-Related Variables in a Public Tertiary Institution in Singapore

Paul

Kheng

2012

Journal of Tropical Psychology

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The purpose of this study was to examine demographic effects on the satisfaction levels of lecturers from a Singapore public tertiary institution regarding job-related variables. The research findings indicated that demographic variables had an effect on the levels of satisfaction over specific job-related differentials. Satisfaction related to job stress levels increased significantly with being female, age, job position and length of employment; while satisfaction over salary levels rose significantly with being female and job position. Satisfaction with nature of the job was significantly affected positively with job position, academic qualification and length of employment; whereas satisfaction over supervision level decreased significantly with age, marital status, job position and length of employment. Satisfaction with organisational justice rose significantly with age, job position and length of employment, while satisfaction over communication was decreased significantly with age and years of service. These findings have practical implications for the management of the tertiary institution to reexamine their current institutional policies and make the necessary changes to enhance job satisfaction of the academics.

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The concept of the trichotomy of motivating factors in the workplace

Kozioł

2020

Cent Eur J Oper Res

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The paper presents key issues related to motivation in the workplace and its methodological aspects, giving special attention to an analysis of the classification of motivation factors. It describes the characteristics of major selected factors. The author proposes a new approach to factors based on the concept of the trichotomy of motivation factors in the workplace (work environment and work situations) which extends Herzberg's two-factor theory. The concept identifies three groups of factors: "motivators" which, when they occur, lead to satisfaction, "hygiene factors" which, when they do not occur, lead to dissatisfaction, and "demotivators" which, when they occur, lead to dissatisfaction. Their vectors of impact are totally different, although they occur simultaneously in the workplace. Therefore, the presented concept constitutes a methodological directive which suggests the extension of the research area by including an analysis of factors which reduce motivation to work.

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Job Satisfaction of Employees at a Christian University

Cited by 34 publications

References 41 publications

Factors Influencing Employees? Retention in the Banking Industry of Ghana

Factors Influencing Employees? Retention in the Banking Industry of Ghana

Lecturers' Satisfaction Levels Regarding Job-Related Variables in a Public Tertiary Institution in Singapore

The concept of the trichotomy of motivating factors in the workplace

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