Influence of Demographic Factors and Pay Satisfaction on Career Satisfaction among Selected Employees in Redeemer’s University

Abstract

This study explores the influence of demographic factors and pay satisfaction and on career satisfaction among selected employees of Redeemer's University, Osun State, Nigeria. The study adopted a cross sectional survey research design and simple random sampling technique were used to select two hundred and twelve (212) participants (M=97 males; F= 115 females) among both academic and non-academic staffs. The Biodata form, Pay Satisfaction Scale (PSS) and Career Satisfaction Scale (CSS) were used to collect data which were further analyzed through independent t-test. The results hence revealed that there were significant differences in career satisfaction of participants among the variables of marital status (t = 1.96 p<0.05), designation (t = 2.64 p<0.05) and pay satisfaction (t = 6.41 p<0.05). While there were no significant differences in the variables of gender (t = 0.78 p>0.05) and age (t = 1.74 p>0.05). The implication of these findings substantiates the importance of creating a conducive working environment and an equity reward system in order to improve employees' career satisfaction.

Voicing Is Not Icing! The Role of Career Empowerment in Fostering Voice Behavior Through Career Security: A Time-Lagged Three-Wave Study

“…Psychological empowerment has long been studied as a key enabler of several career-related positive outcomes in the career management discipline such as career competencies (Kong et al, 2016) and career satisfaction (Arogundade & Arogundade, 2015). Despite this positive utility of psychological empowerment, its scope remains limited to the employees' current jobs and workplace phenomenon (Grabarski, 2021).…”

Predictive Influence of Career Growth on Work Stress of Electrical/Electronic Trade Teachers

“…Dessler (2008), in his study, reported that public employees attributed the dissatisfaction with their careers to low benefits and salaries. Arogundade and Aremu (2017) claimed that salaries and bonuses help individuals to meet certain universal needs and, therefore, income, at least at lower levels, is an antecedent to career satisfaction and subjective well-being. Kim and Garman (2004) and Taylor and Vest (1992) believed that pay is an important reward used in motivating the behavior of employees at work.…”

“…Kim and Garman (2004) and Taylor and Vest (1992) believed that pay is an important reward used in motivating the behavior of employees at work. Evidences suggested that unsatisfactory pay may lead to work stress, decreased career satisfaction, decreased motivation and performance, increased absenteeism and turnover intentions, and more pay-related grievances and lawsuits among workers (Arogundade & Aremu, 2017; CEB, 2015; Hedge & Rineer, 2017). Usman et al (2013) stated that the extent of financially distressed employees in a particular workplace depends primarily on their incomes.…”

“…A study conducted by Rashmi et al (2013) found that 34% of the teachers say they feel stress always due to fewer chances of promotion in school. Studies reported that there is a direct and positive association between promotional opportunities and career satisfaction (Arogundade & Aremu, 2017; McCausland et al, 2005; Saari & Judge, 2004). In the same vein, Saari and Judge (2004) claimed that when employees perceived that there are high chances for promotion with a view to attain elevated career designations and higher ranks, they feel motivated to work harder to achieve organizational goals.…”