Faculty job satisfaction across gender and discipline

Sabharwal, Meghna; Corley, Elizabeth A.

doi:10.1016/j.soscij.2009.04.015

Cited by 144 publications

(122 citation statements)

References 38 publications

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“…According to Gautam, Mandal, and Dalal (2006), Wong and Heng (2009), older faculty to be less satisfied with their jobs than their younger colleagues because of the novelty of their situation (Paul & Phua, 2011). A significant relationship between faculty job satisfaction and discipline were also discovered in this study and supported by the studies of Terpstra and Honoree (2004), Sabharwal and Corley (2009). There are several researches to discuss about the relationship between faculty job satisfaction and discipline based on different aspects.…”

Section: Discussionsupporting

confidence: 74%

The Effects of Demographic, Internal and External University Environment Factors on Faculty Job Satisfaction in Vietnam

Duong

2016

JEI

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University faculty members with higher job satisfaction are more productive, creative and positive attitude towards their job. Even less is known about university faculty job satisfaction in developing countries like Vietnam. This study examines the effects of demographic, internal and external university environment factors on faculty job satisfaction in Vietnamese higher education. The study investigated 200 faculty members working in the five member colleges of Vietnam National University of Ho Chi Minh City. The results showed that most respondents were satisfied with their jobs, and that faculty job satisfaction varied with age and discipline. The present study also found that job satisfaction was significantly influenced by demographic and internal and external university environment factors. The study's implications for university management are also discussed.

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Section: Discussionsupporting

confidence: 74%

The Effects of Demographic, Internal and External University Environment Factors on Faculty Job Satisfaction in Vietnam

Duong

2016

JEI

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“…For example, satisfaction varies by field of PhD (e.g., Moguérou 2002;Sabharwal and Corley 2009). Females tend to be more satisfied with their job than males, not because their jobs are better, but because the expectations they have of their jobs are lower (Clark 1997).…”

Section: Job Satisfactionmentioning

confidence: 99%

Temporary contracts: effect on job satisfaction and personal lives of recent PhD graduates

et al. 2016

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In this study, we assess the effects of temporary employment on job satisfaction and the personal lives of recent PhD graduates. Temporary employment is becoming increasingly prevalent in many sectors, but has been relatively common in academia, especially for early career scientists. Labor market theory shows temporary employment to have a conspicuous negative influence on the job satisfaction and well-being of employees, but also identifies groups that may be exempt from these negative influences, such as the highly educated. Here, we study the effect of temporary employment on the highest educated group in the labor force, PhD graduates. We present findings of a survey of 1133 respondents who obtained their PhD from one of five Dutch universities between 2008 and 2012. Compared to PhDs employed on a permanent contract, PhDs on a temporary contract are less satisfied with their terms of employment, especially if they have no prospect of permanence. Temporary contracts with no prospect of permanence also decrease satisfaction with job content. Conversely, self-employment increases satisfaction with job content. Educational level required for the job also influences job satisfaction to a large degree: working below PhD level negatively affects job satisfaction. Finally, the type of contract affects different aspects of the personal lives of PhDs, such as the ability to obtain a mortgage, the stability of family life, and the possibility to start a family. In conclusion, we show that the highest educated, i.e., PhD graduates are not exempt from the negative influences of temporary employment.Electronic supplementary material The online version of this article

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“…Factors such as autonomy, variety, role clarity, intellectual challenge, collegiality, contribution to society, respect from colleagues and managers, and the ability to gain self esteem from professional reputation, have been cited as particularly powerful sources of satisfaction for academics (e.g. Adriaenssens, De Prins, & Vloeberghs, 2006;Lacy & Sheehan, 1997;Miller et al, 2011;Sabharwal & Corley, 2009;Winefield et al, 2003;Zabarauskaite, 2010).…”

Section: Introductionmentioning

confidence: 99%

Effort–reward imbalance and overcommitment in UK academics: implications for mental health, satisfaction and retention

Kinman

2016

Journal of Higher Education Policy and Management

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Effort-reward imbalance and over-commitment in UK academics: implications for health, satisfaction and retention AbstractThis study utilises the effort-reward imbalance (ERI) model of job stress to predict several indices of wellbeing in UK academics: mental ill health, job satisfaction and leaving intentions. This model posits that: a) employees who believe that their efforts are not counterbalanced by sufficient rewards will experience impaired wellbeing and b) feelings of ERI are more frequent and damaging in employees who are over-committed to the job. A sample of 649 academic employees working in HEIs in the UK completed validated measures. Findings showed that academics who found their work more demanding, who perceived greater rewards and who were less over-committed typically reported poorer wellbeing across all measures. Rewards related to esteem/support and financial/status appeared to be particularly important in protecting academics from the negative impact of work-related efforts. Potential interventions are discussed that draw on the ERI framework to improve mental health, satisfaction and retention in the sector.

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Faculty job satisfaction across gender and discipline

Cited by 144 publications

References 38 publications

The Effects of Demographic, Internal and External University Environment Factors on Faculty Job Satisfaction in Vietnam

The Effects of Demographic, Internal and External University Environment Factors on Faculty Job Satisfaction in Vietnam

Temporary contracts: effect on job satisfaction and personal lives of recent PhD graduates

Effort–reward imbalance and overcommitment in UK academics: implications for mental health, satisfaction and retention

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