Determinants of Job Satisfaction and Its Implications for the Lecturers Performance

Subarto, Subarto; Solihin, Dede; Qurbani, Derita

doi:10.21009/jpeb.009.2.7

Cited by 14 publications

(14 citation statements)

References 15 publications

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“…Another finding from Anwar,Chandrarin,Darsono,& Respati 18 shows that a transformative leader will encourage a better institution through knowledge transfer. Other studies also have found that job satisfaction can be explained through several things, one of which is the main one is leadership in the organization 19 .…”

Section: Resultsmentioning

confidence: 96%

Analysis of Factors Determining the Level of Job Satisfaction of Private College Lecturers in Banjarmasin

Zagladi

2022

paedagogia

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ABSTRACT Job satisfaction is a factor that really needs to be considered in various work organizations, including educational organizations, because job satisfaction has been shown to have many influences on various organizational outputs, especially on work performance. This study aims to determine the level of job satisfaction of private college lecturers and which factors have the greatest role in shaping lecturers’ job satisfaction in Banjarmasin City, South Kalimantan. Respondents in this study were 314 permanent lecturers in various private college that still active in Banjarmasin City. Job satisfaction was measured by 5 indicators, each described by a few items. Data analysed using Spearman’s Correlation to determine the correlation between every indicator to it’s total variable. The results of the study found that the most satisfying factor according to the lecturers was the work environment, while the factor that had the biggest role in shaping job satisfaction was workplace guidance, especially the role of leadership in directing and providing input to lecturers. It is hoped that through this research, lecturers' job satisfaction can be maintained and have a positive impact on various other organizational outputs.

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Section: Resultsmentioning

confidence: 96%

Analysis of Factors Determining the Level of Job Satisfaction of Private College Lecturers in Banjarmasin

Zagladi

2022

paedagogia

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“…As per discussed in the past literature, the work-related aspects involving teaching and learning, supervision of the postgraduate students, publication in reputable indexed journals, securing research grant and consultation are the one which closely related to the individual performance target or KPIs (Khan & Anwar, 2021;Basarudin et al, 2016;Masron et al, 2012). While non-work related issues include performing administrative tasks, working environment or culture and fulfilling the additional requirement such as the completion of PGDHELT are discussed as challenges for the newly appointed academic staffs (Mgaiwa, 2021;Subarto et al, 2021;Han et al, 2020;Sabagh et al, 2018). The in-depth interview had been conducted has clarified that the newly appointed academic staffs struggled to clearly gauge their individual performance benchmarks or KPIs.…”

Section: Discussionmentioning

confidence: 99%

“…Problem Statement is the the appointment of the new academic staff in the university is significant to allow new fresh ideas while injecting positive working culture within the university's environment (Ali et al, 2020). However, these new staffs could face with various issues and challenges in carrying their role as a lecturer, thus affecting their performance (Subarto, Solihin & Qurbani, 2021;Flux, Hassett & Callanan, 2020). According to Subarto et al (2021), from the external perspective, the issues pertaining to the working environment, the faculty's leadership as well the organizational culture are among the challenges faced by the university's academic staffs.…”

Section: Introductionmentioning

confidence: 99%

“…However, these new staffs could face with various issues and challenges in carrying their role as a lecturer, thus affecting their performance (Subarto, Solihin & Qurbani, 2021;Flux, Hassett & Callanan, 2020). According to Subarto et al (2021), from the external perspective, the issues pertaining to the working environment, the faculty's leadership as well the organizational culture are among the challenges faced by the university's academic staffs.…”

Section: Introductionmentioning

confidence: 99%

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The Challenges and Issues Faced by the New Appointed Academic Staffs of the University in the Emerging Market

Kamarudin¹,

Kamarruddin²,

Ramli³

et al. 2023

J. Professional Business Review

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Purpose: The aim of this research is to explore the issues and challenges faced by the new appointed academic staffs of a public university in Malaysia. Theoretical framework: The appointment of the new academic staffs in the university offers a whole new paradigm and dynamic while could be beneficial for the universities’ ecosystem entirely. Among the benefits are contributing new ideas and implementation for improvement as well as fostering positive attitude within the environment. However, the staffs could encounter with various issues and challenges at the entry stage which could deter his or her development further. Design/methodology/approach: A qualitative approach is employed in this research where the academic staffs with less than 3 years’ working experience were interviewed in order to understanding the obstacles faced. The data gathered is analyzed using NVivo12 software. Findings: The findings of this research revealed that issues pertaining Key Performance Indicators (KPIs), teaching and learning which involved unfamiliar subjects and issue surrounding online classes, difficulties in publication and research component due to lack in knowledge, skills and experience, allyship in academic working environment as well as juggling between the demanding workload of teaching and administrative works with completion of the Postgraduate Diploma in Higher Education Learning and Teaching (PGDHELT) course. Research, Practical & Social implications: This research offers some practical significances particularly to the university’s management and the newly appointed academic staffs on board. The identification of issue and challenges among newly appointed staffs is significant in finding solutions. Originality/value: As a practical implication, this research paper sheds new light for both the Ministry of Higher Education (MOHE) Malaysia and the university’s management to formulate a handful and effective training and development program to smoothen the transition process of the new appointed academic staffs into the academic world in the university.

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“…Job satisfaction theories include twofactor theory, theory of hierarchy of needs, existence, relatedness, growth theory, and learned needs theory (Valaei & Rezaei, 2016). The most researched area of organizational behavior is job satisfaction over the years (Ćulibrk et al, 2018;Jamal & Anwar, 2021;Loan, 2020;Scanlan & Still, 2019;Subarto et al, 2021). It's crucial to know how satisfied employees are at work for a variety of reasons, and the results of job satisfaction surveys have an impact on both employees and employers.…”

Section: Job Satisfactionmentioning

confidence: 99%

A Proposed Serial Multiple Mediation Model for Perceived Organizational Support and Organizational Commitment among Klang Valley Blue-Collar Manufacturing Employees

Tatt¹,

Hoo²,

Krishnan³

2022

IJARBSS

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Due to misperceptions about blue-collar jobs and increasing demand for blue-collar personnel, the manufacturing sector has the greatest turnover rate. Malaysia's manufacturing sector is likewise declining. Manufacturers face significant turnover expenses, including recruiting and training of blue-collar manufacturing personnel, due to high turnover intention and poor performance. The COVID-19 epidemic is exacerbating these long-standing issues. High organizational commitment is a requirement for keeping and boosting employee performance, therefore the present researcher may investigate it. Perceived organizational support influences organizational commitment, according to study. There aren't many studies on how perceived organizational support leads to organizational commitment, therefore the serial mediator is the key contribution of this study. There is a missing link in a causal connection if a researcher utilizes just one mediator, work-related stress or job satisfaction, to mediate the relationship between perceived organizational support and organizational commitment when work-related stress is a requirement of job satisfaction. This study examines organizational commitment using perceived organizational support as a predictor and work-related stress and job satisfaction as sequential mediators. This research uses the Job Demands-Resources Model as the underlying theory and the Person-Environmental Fit Model, Maslow's Hierarchy of Needs Theory, Hertzberg's Two Factors Theory, Social Exchange Theory, Personality Traits, and the Three Component Model of Commitment as supporting theories to justify serial mediating and moderating. Quantitative research was used. 385 manufacturing workers were chosen using multi-stage cluster sampling. Surveys gather data. This study uses Hayes Process Macros for SPSS to accept or reject hypotheses. This study contributes to the literature on characteristics that might increase organizational commitment to improve employee performance and reduce turnover intention. Researchers anticipate this research would assist firms develop good HR and commitment strategies.

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Determinants of Job Satisfaction and Its Implications for the Lecturers Performance

Cited by 14 publications

References 15 publications

Analysis of Factors Determining the Level of Job Satisfaction of Private College Lecturers in Banjarmasin

Analysis of Factors Determining the Level of Job Satisfaction of Private College Lecturers in Banjarmasin

The Challenges and Issues Faced by the New Appointed Academic Staffs of the University in the Emerging Market

A Proposed Serial Multiple Mediation Model for Perceived Organizational Support and Organizational Commitment among Klang Valley Blue-Collar Manufacturing Employees

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