Development of a Conceptual Framework Regarding the Factors Affecting Academics in Higher Education’s Job Dissatisfaction

Abstract

This paper presents a conceptual framework regarding the factors affecting academic job dissatisfaction in higher education, derived from an in-depth survey of the related literature. The aim of this study was achieved by identifying the factors that affect university academics' job dissatisfaction. The main result of this study is the development of a framework, derived from the existing literature, of factors affecting university academics' job dissatisfaction. The findings help to articulate issues related to university academics' job dissatisfaction and in this way contribute to the development of programs designed to address the relevant issues.

Leadership skill, leadership style and job commitment among academic staff of Nigerian universities: the moderating effects of employee's attitude and work environment

“…That is, leadership style can only lead to the lecturers' research commitment if there is positive attitude among them, such as interest. This supported Abdulsalam and Mawoli (2012), who argued that motivation could be induced by an employer, and Basak (2014) and Job (2013), who concluded that personal interest was more crucial to research than environment factors.…”

“…Abdulsalam and Mawoli (2012) argued further that motivation could be induced by the employer or could reside within the employee. Basak (2014) concluded that, though environment factors such as lack of research facilities, difficulty in accessing research grant and scarcity of graduate research assistant could hinder research, personal interest was a more crucial factor. Cherian and Jacob (2013) also concluded that self-belief influences motivation, which leads to employee's job performance.…”

“…Globally, one of the major criteria used in ranking universities is the quality of their academic staff members especially in terms of teaching, research and community or consultancy service, although research output seems to have a higher weight (Basak, 2014;Igbojekwe et al, 2015) due to its worldwide impact on humanity. For example, in Igbojekwe et al (2015, p.631), teaching had a weight of 15, while research and publication had 30 each.…”

“…Incidentally, this is also a global requirement for academic staff members of universities as shown in various studies. For example, several studies reported that the major duties of academic staff of universities are teaching, research (Abdulsalam and Mawoli, 2012;Basak, 2014;Okiki, 2013) and community service (Gbenu, 2013;Igbojekwe et al, 2015). The moderating effects of employee's attitude (interest, ability and self-confidence) and work environment (task characteristics and infrastructure) on the relationship between leadership skill and leadership style, and employee's job commitment were also examined in this study.…”