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The broad objective of this study was to determine factors affecting job satisfaction among academic professionals in tertiary institutions of Zimbabwe against the backdrop of high brain drain in the sector. A total of eighty respondents were selected randomly from departmental lists and interviewed using structured questionnaires. Key informants s...
Context in source publication
Context 1
... 29% of respond- ents who indicated that their skills were highly utilized were satisfied with their jobs whilst 71% were not. Both variables were however, not significant at the 5% level, indicating no significant association with overall job satisfaction (Tables 3 and 4). The implications of these findings are discussed under the binary logistic regres- sion model results. ...
Citations
... Teachers were found to be most motivated by the "work itself" element and least motivated by the "working conditions." A study by Chimanikire et al. (2007) sought to identify the variables influencing academic professionals' job satisfaction in Zimbabwe's postsecondary institutions. Their findings indicated that a higher percentage of the workforce was not happy in their positions, and that low pay, a heavy workload, and a lack of loan options were the main causes of this discontent. ...
It has empirically been proved that teacher job satisfaction is an
important measure of school efficacy which enhances student
achievement. The objective of this study is to identify and compare
different factors that contribute to the levels of job satisfaction
among the private and public sector university employees. A sample
size of 158, conveniently selected, included teachers of private sector
universities and public sector universities, located in Islamabad and
Rawalpindi. Descriptive statistics, t-test, and One Way Variance
Analysis (ANOVA) were used to analyze the data. It is concluded that
public sector university teachers are more satisfied with the factors of
autonomy, social status, recognition, social service, ability utilization,
achievement, job security and relationship with their colleagues
where as private sector university teachers are more satisfied with
aspects of variety, responsibility, creativity, advancement, university
policies, working conditions and compensation policies of their job.
Significant mean difference was found between the overall job
satisfaction of public and private sector university teachers; however
private sector teachers are more satisfied with the overall job
satisfaction. The mean difference among all the factors affecting job
satisfaction of public and private sector university teachers is
significant except those of the variety and achievement factors and
factor concerning the relationship with their supervisor. Job security is
the most important factor contributing to job satisfaction for publicsector teachers, whereas compensation is the most important factor
for university teachers in the private sector. This suggests that, despite
higher pay, private sector teachers lack the job security that public
sector teachers have because of their permanent positions. To
improve job satisfaction, private universities should consider
implementing policies that provide permanent employment for their
faculty. On the other hand, public universities should increase their
compensation packages.
... housing stands and cars" [5]. In Nigeria, a high rate of job dissatisfaction was found among doctors at the University of Benin Teaching Hospital in a study reported in the year 2003, and the main cause of stress was their inability to meet personal needs [6]. ...
... Data Analysis: Data was formed into tables and analysed using The Statistical Package for Social Sciences (SPSS) version 20.0. Work stress was evaluated using four categories [academic workload (5), work environment (2), studentrelated issue (3), and research and career development (9)]. Each was rated on a scale of 1-5, using average minimum score of 4 and maximum of 20. ...
Background: Services rendered in exchange for reward or payment may be referred to as a job. Different rewards exist for different services; however, some services are associated with varying levels of discomfort, deprivations or denials which the individual may perceive as stress. The aim of this study was to evaluate the relationship between job stress and job satisfaction among members of staff in a new medical university in the year 2020/2021. Materials and Methods: A cross-sectional analytical study was conducted among total population of members of staff in a private medical university, using a pretested questionnaire. Data was analysed using The Statistical Package for Social Sciences (SPSS) version 20.0. Results: A total of one hundred and twenty-eight (128) respondents were involved in the study. There were 52 (40.6%) lecturers. The cumulative mean score for academic workload, work environment, student-related issues, and research and career development was 10.84. There was unwillingness among a variable number of staff (between 19 (14.8%) and 71 (55.5%)) to comment on job satisfaction. Fewer respondents strongly agreed with positive items of assessment for job satisfaction. A statistically significant inverse difference was found between job stress and job satisfaction. Conclusion: Although varied degrees of work stress were recorded among the university staff, the cumulative average stress score was high. Fewer respondents strongly agreed with positive items of assessment for job satisfaction, and a few staff were unwilling to provide responses on job satisfaction. Efforts should be intensified to reduce stress among staff with the goal of improving job satisfaction.
... The study adopts secondary data such as internet sources, case study, literature review, conference papers and blogs for references. rewards associated with creative expression, storytelling, and the impact their work can have on society (Chimanikire, P., et al., (2007). However, challenges such as tight deadlines, irregular working hours, and the pressure to stay abreast of rapidly evolving industry trends can contribute to stress and job dissatisfaction. ...
The study delves into the intricate relationship between work-life balance and job satisfaction among media industry professionals. As these individuals navigate the demands of an ever-evolving landscape, understanding the impact of work-life balance on their overall job satisfaction becomes essential for both employers and employees. The study adopts secondary data such as internet sources, case study, literature review, conference papers and blogs for references. The objectives of the study is to understand the job satisfactory of the media employees and also to study the media employee's work-life balance and to assess the work life balance with employee job performance. Study also identifies challenges such as tight deadlines, irregular working hours, and the pressure to stay abreast of rapidly evolving industry trends can contribute to stress and job dissatisfaction. Cultivating a supportive workplace culture that recognizes the importance of downtime and values employee well-being is essential. By addressing these factors, media organizations can contribute to a healthier work-life equilibrium for their employees.
... So many definitions have emerged that address several aspects of the concept of job satisfaction. For example, P. Chimanikire et al. [2] identified it as "the quality of work-life that workers go through, and the situation that can be strengthened through the social responsibility programmes implemented by the employer". ...
Introduction. The level of job satisfaction and attitudes of special education teachers towards working with children with disabilities significantly impact the attitudes of trained student teachers. Positive and satisfied special education teachers serve as role models, inspiring and influencing student teachers in a positive way. On the other hand, if special education teachers are dissatisfied or hold negative attitudes, it can discourage student teachers from pursuing a career in special education. Therefore, promoting job satisfaction and positive attitudes among special education teachers is crucial for fostering a supportive environment that encourages student teachers to embrace the challenges and rewards of working with children with disabilities.
Aim. The present study aimed to measure the level of job satisfaction of special education teachers, their attitudes towards working with children with disabilities, and its effect on trained student teachers’ attitudes.
Methodology and research methods. The authors developed a questionnaire to measure the level of job satisfaction, and a scale to measure the attitudes towards working with children with disabilities in the sample, validity and reliability were verified. The study sample consisted of 71 special education teachers and 71 teacher students who “receive their training with special education teachers”. The degree to which student teachers’ attitudes are affected by teachers’ satisfaction and their attitudes towards working with children with disabilities was determined using multiple linear regression analysis.
Results. The means and standard deviations were extracted to analyse the results of the study, which appeared at an average level of performance on the “attitudes” scale, as the averages ranged from 2.49 to 4.20 and with arithmetic mean as a whole 3.49.
Stepwise regression method adopted in the study introduced predicted variables into the regression equation stepwise, resulting in two statistically significant predictive models at the significance level α ≤ 0.05. The first model, involving teacher job satisfaction and student teacher attitudes towards working with children with disabilities, explained 7% of the total variance. The second model, which also considered teachers’ attitudes, explained a substantially larger portion of the variance, accounting for 64% of the total explained variance of the predictive model for student teachers’ attitudes towards working with children with disabilities.
Scientific novelty. The findings highlight the significant influence of teacher job satisfaction and attitudes on student teachers’ attitudes. The study contributes to understanding of the factors shaping student teachers’ perspectives and underscores the importance of promoting job satisfaction and positive attitudes among special education teachers to foster a supportive learning environment.
Practical significance of this study is that it provides valuable insights for the field of special education and teacher training. By examining the job satisfaction and attitudes of special education teachers towards working with children with disabilities and their impact on student teachers, the study informs educational practices and policies. Promoting job satisfaction and positive attitudes among special education teachers is crucial for creating a supportive environment and enhancing teacher training programmes. This knowledge can guide the development of strategies to improve the preparation of future educators and enhance the quality of special education services for children with disabilities. Overall, the study findings contribute to the field and have practical implications for improving educational experiences and outcomes.
... Whilst several factors such as the inimical macro-economic environment could explain the loss of human resources in the country, job satisfaction is often identified as one of the factors that influence the decision to quit [1]. Job satisfaction has been considered as an attitudinal variable that unveils the extent to which an individual likes his job, and it directly correlates with job performance [2]. For some decades studies have shown inconsistent evidence about the factors that are more dominant in employees' satisfaction, while some studies suggest the dominance of extrinsic rewards [3,4]. ...
... Maximum eigenvalue belongs to the first factor and it is equal to 58.86 while factor 2 comprised 10.50 of the variances and together the first two factors explained 69.36% of the total variance (Table 3). In the case of the variables, 1,2,4,5,6,7,8,9,15 and 18 have high factor weight for the first factor see (Table 4), the variables, therefore, clarify the content of the first factor which explains the rotation of 58.8% of the total variance. Considering the content of this variable the first factor should be called employee benefit and career development. ...
... Moreover, Employees who have satisfaction with their workplaces show positive attitudes in their homes (Chimanikire et al., 2007). Moreover, it contributes to the establishment of a psychologically healthy society. ...
It is important to have a satisfied workforce in an organization to build up a successful organization. Hence, the study aims to identify the factors that affect job satisfaction among graduate employees in Sri Lanka's manufacturing industry. The sample population of the study was all the graduate employees of the main five sub-sectors in Sri Lanka's manufacturing Industry. The sample (n=156) was selected from the sample population by using the stratified sampling method. Primary data was collected through a questionnaire. Initially, the study applied factor analysis and chi-squared test to derive the objective of the study. The factor analysis revealed five factors that influence job satisfaction among graduate employees. They are1-Company Policies and Supervision, 2-Working Conditions, 3-Work Itself, 4-Recognition and Advancement, 5-Job Security, and Human Relationships. Additionally, the chi-square test is used to identify the demographic factors that affect the employees' job satisfaction. The results showed that the degree obtained by the employees had a significant impact on their job satisfaction.
... Job satisfaction in higher education institutions has been examined for decades (Rhodes et al., 2007). However, many studies on the job satisfaction of academic employees in higher education have been done in developed countries rather than developing countries so far (Amarasena et al., 2015;Chimanikire et al., 2007;Mgaiwa, 2021;Seyal & Afzaal, 2013;Ssesanga & Garrett, 2005;Tlaiss & Mendelson, 2014;Zembylas & Papanastasiou, 2006). In Ethiopia, few studies have been conducted on job satisfaction among academic staff in public higher educational institutions. ...
... However, it was not inclusive in its implementation. Similarly, previous studies in some selected Ethiopian public universities (Damtae, 2019), the National University of Lesotho (Moloantoa & Dorasamy, 2017), Zimbabwean higher education institutions (Chimanikire et al., 2007), and two Ugandan universities (Ssesanga & Garrett, 2005) reported job dissatisfaction among academic employees. ...
Job satisfaction plays a significant role in the success of higher educational institutions. It boosts the skills and abilities of academic employees. However, there are few studies on academic employees’ job satisfaction in higher education institutions in developing countries, including Ethiopia. Previous studies also did not examine and discuss comparing job satisfaction among academic employees between private and public sector universities in Ethiopia in general and Addis Ababa in particular. Therefore, this study aimed to compare the job satisfaction of academic employees between private and public sector universities in Addis Ababa. A quantitative research approach with a descriptive survey research design was used. Full-time academic employees were the study population.The study used a self-administered structured questionnaire to collect data from 319 respondents selected by a proportional stratified random sampling method in private and public universities. The data were analyzed by mean, one sample t-test, and independent samples t-test at p < 0.05. The findings of this study indicated that academic employees in higher education institutions in Addis Ababa were dissatisfied with their jobs, except for the work itself. Concerning the employment sector, this study also showed that academic employees were satisfied with pay and supervision in private universities. Academic employees in public universities, however, were satisfied with job security. Based on the findings, this study recommended further research relevant to the issue under investigation to provide directions for policy amendment and implications for practice.
... According to the SDT view, the opinions of those higher up in the organizational hierarchy (such as the company's management) may hurt employees' job satisfaction. In a similar vein, proponents of SDT (Fehr and Gächter, 2000;Chimanikire et al., 2007;Riccardi, 2021) say that energizing employees from the outside may not result in the required internalization of responsibilities and that this might lead to a decline in job satisfaction when the ideas of others are put into practice. ...
Background:
Satisfaction at work is especially vital in a developing nation like Bangladesh, where the Bangladesh Civil Service (BCS) officers are the country's most valuable and significant human resource. Despite obstacles, the government of Bangladesh has made significant efforts in recent years to encourage and influence public employees, notably BCS (administration) cadre officers, to increase their efficiency and activity in service delivery to the public. This research examines the relationship between Bangladesh Cadre Service officer job satisfaction and exogenous (such as working conditions) and endogenous (such as internal rewards and recognition for outstanding performance and creative problem solving) organizational factors. As an administrator in the Bangladesh Civil Service, this study is not only fascinating but also pertinent to my own. Not only did this study draw on my personal experiences and insights, but also a variety of current theoretical frameworks and models to give you the most in-depth look at the topic possible.
Methods:
Both quantitative and qualitative strategies were used in this study's investigation. From these areas, 106 Bangladesh Cadre Service officers have randomly been selected. We examined the survey responses using SPSS-25 and SmartPLS-4.
Results:
The result of this study indicates that the Bangladesh Cadre Service officer, who is now working at the field level, is moderately satisfied. Analysis indicates that transfer and posting, work and working environment and promotion and recognition are significant predictors of Job Satisfaction except for the other two variables-salary and training and career planning. This study also showed some other factors that have a strong significant relationship with the overall job satisfaction of Bangladeshi field-level civil servants.
Conclusions:
Policymakers may use this study's findings to enhance compensation strategies and
strike a better balance between extrinsic and intrinsic incentives by better comprehending the effect of pay, promotion and recognition on work satisfaction.
... The common aspect of research on various occupational groups is that insufficient wages affect job satisfaction negatively (Abdulla, 2009, Carlan, 2007, Chimanikire et al., 2007, Guis, 2014, Harrington et al., 2001, Martin & Schinke, 1998, Ololube, 2006, Papanastasiou & Zembylas, 2005, Schweitzer et al., 2013. The common aspect of research on job satisfaction in the aviation industry is like the results in other industries (Nahar et al., 2017, Jou et al., 2013, Blyton et al., 2001. ...
Aviation is a high cost sector dependent on quality, risk and sectoral developments. Aviation businesses include not only flight activities, but can also be expressed with a broad-spectrum organizational structure such as passenger, ground, and airport ramp services. The activities that make up the most important part of the aviation industry, such as the wishes and demands of the passengers or the conditions of the passengers requiring special care, are carried out. Customer satisfaction is the main vision of aviation enterprises struggling under global competition. In addition, security, one of the basic principles of aviation, should not be ignored. For this reason, it can be said that aviation workers work under a multidimensional pressure. It is evaluated that both the various demands of the people receiving the service, the sectoral safety procedures, and the constant physiological effects (pressure, high noise, etc.) affect the compassion fatigue and job satisfaction of aviation employees. In this study, it is aimed to investigate the compassion fatigue and job satisfaction levels of airport employees. Although there are studies on job satisfaction in the aviation industry, there are no studies on compassion fatigue. Therefore, this study is a first in this field. This research applied to 653 employees working at 62 airports operated in Turkey. According to the results of the research, a difference was found between compassion fatigue and the education, age, duty, and income status of aviation workers. It can be stated that the factors that reduce job satisfaction are an important factor in triggering compassion fatigue.
... Thirdly, organizations should develop a recovery plan and ensure employee happiness throughout the process. According to earlier research (Chimanikire et al., 2007;Isaacs et al., 2020;Jarupathirun & De Gennaro, 2018;Mehrad, 2020;Ren et al., 2020), employee happiness as a strategic reflection of a business can increase a company's dependability, safety, and corporate citizenship. ...
The importance of small and medium-sized enterprises (SMEs) are important in a nation's economic development. In the middle of the COVID-19 pandemic, this study seeks to analyze the employment happiness of employees in various SME enterprises through the mediation of corporate initiatives. It focuses on the elements of job satisfaction and their effects on employees' total job satisfaction, as well as the mediation effect of satisfaction with organizational Covid-19 responses. The conclusion indicates that job security, a relationship with the supervisor, benefits opportunities, and working circumstances are the most influential elements contributing to job satisfaction. However,all aspects except job security influence satisfaction with organizational answers to Covid-19. The outcome also indicates the moderating effect of organizational reactions to the Covid-19 epidemic on promotion possibilities and employee satisfaction. For SMEs, the nature of business operations, the workplace culture, and the level of job satisfaction have undergone a major change. Therefore, the purpose of this study was primarily to evaluate the impact of factors such as working conditions, salary and advancement, job security, fairness, and relationships with coworkers and supervisors on job satisfaction. This study provides a complete analysis of the job satisfaction indices of the pharmaceutical industry, the elements producing discontent, and recommendations for their improvement.
Keywords: SMEs, Covid-19, Employee satisfaction, Organizational Response.
