Levels of Job Satisfaction amongst Malaysian Academic Staff

Noordin, Fauziah; Jusoff, Kamaruzaman

doi:10.5539/ass.v5n5p122

Cited by 102 publications

(84 citation statements)

References 20 publications

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“…Individuals who agree that they are paid "what they are worth" in the market have a tendency to have more elevated amounts of job satisfaction than the individuals who do not agree. Noordin and Jusoff (2009), concentrated on the levels of job satisfaction among Malaysian scholarly staff, argue that the pay seems to speak to one of the precursor states based on general satisfaction. Moreover, in Lebanon the work of Zaraket and Halawi (2017) covered the effect of Human resource practices on employee performance in the Lebanese banking sector, where within the practices is compensation and benefits that reflect high significant impact on the employees' performance.…”

Section: Job Satisfactionmentioning

confidence: 99%

The Impact of Financial Reward on Job Satisfaction and Performance: Implications for Blue Collar Employees

Zaraket¹,

Saber²

2017

CUBR

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Job satisfaction has been tested and proven as one of the factors that connect employees to their organization.Additionally, job satisfaction leads to better employee performance. Hence, the main purpose of this study is to investigate the impact of financial rewards on job satisfaction and employee performance of the Blue Collar employees in the construction, contracting and printing industries in Lebanon. The data for this study were collected using self-administered questionnaires from 250 employees working in the construction contracting and printing sectors in Lebanon. The response rate was 52 percent (129 employees) after data screening; the data were analyzed using SPSS to describe the demographic profile of respondents and multiple linear regression analysis to test the relationship between variables. The hypotheses proposed to be tested through the research were verified. As expected, the results show a significant relationship between financial rewards and job satisfaction. Furthermore, job satisfaction bears positive relationship on employee performance. The organization should consider financial rewards as one of the factors in promoting job satisfaction that leads to employee performance among employees in the construction contracting and printing sectors.

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Section: Job Satisfactionmentioning

confidence: 99%

The Impact of Financial Reward on Job Satisfaction and Performance: Implications for Blue Collar Employees

Zaraket¹,

Saber²

2017

CUBR

View full text Add to dashboard Cite

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“…At the same time, for attaining school"s goals the school authorities mostly need teachers who are satisfied with their job (Noordin and Jusoff, 2009 comfort of the employee and it is important to the job related behavior and productivity, now a day, it is one of the most important topics to study on (Spector, 1997).…”

Section: Background Of the Studymentioning

confidence: 99%

Factors Those Influence the Job Satisfaction of School Teachers Who Work for Different Schools Situated in Sylhet City, Bangladesh

Arif¹

2017

IOSRJRME

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“…Interestingly, Noordin & Jusoff (2009) assumed that having a competent vision and mission statement may lead to a world class university, the university needs to have world class academic employees that are dedicated, competent, knowledgeable, and above all committed to the university and their career. But all these attributes may likely diminish if the employee or the members of the employee perceived that they are not experiencing motivation in the institution to results may be in doubt (Ezekwe & Onwe, 2014).…”

Section: Place Of Vision and Mission Statements Among Employeesmentioning

confidence: 99%

Creating Awareness on Vision and Mission Statements among Employee of Ebonyi State University, Nigeria: A Discourse

Ezekwe¹,

Egwu²

2016

Review Pub Administration Manag

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The research was carried out to investigate the place of awareness on vision and mission statements among employee of Ebonyi State University-Nigeria; focusing on the implementation and challenges facing the objectives of the cherished statements. A theoretical analysis was adopted to achieve the purpose of the study. The result of the findings indicates that employees in Ebonyi State University are not accustomed with vision and mission statements. The study recommends that the University principal Officers should engage in a campaign on the primary role of these statements and how each employee's activity may help reposition the organization and achieve greater performance and motivate members concerned. Keywords: Vision and Mission, non-awareness, performance, Motivation. INTRODUCTIONVision and mission statements have been considered by both practitioner and professional alike as a vital instrument for strategic management process especially public and private organizations (William, 2012). It is assumed that a good vision and mission statements drives strategy and reposition organization, motivate and infuse greater performance among employee. Similarly, significant number of universities in Nigeria have vision and mission statements which in order words maybe effective or dominant because the relevant stakeholders seems not to know or understand what the organization stands for both present and future. The situation as it may has created a gap and such need to be closed and create awareness among employee will go a long way to achieve the organizational goal, considering primary objective of the university like teaching, learning, research and community development.Consequently, the implication reveals that in an attempt to prepare and communicate the vision and mission statements it was left on the hands of the top management team and such, the employee in the Ebonyi State University were seen not recognized. The highlighted practice in the system has placed the employees in the institution instead measuring up to the goals and expectation are seen experiencing increase and decrease performance; employee job dissatisfaction and turnover presently has been observed. Thus, developing vision and mission statements are collective responsibility of the relevant stakeholders to enable the internal and external determine direction of the institution and such align to achieve the objective and philosophy. Supporting the argument Mullane (2002) believes that vision and mission statements are useful for every day operations, it is not antiquated documents that exhibited and placed at the strategic position of an institution and also has the power to motivate employee when the future and present of the institution is known and effort geared towards sustaining the dream.In related development articulated vision and mission statements are believed to motivate, shape behaviours, cultivate high levels of commitment and significantly affect positively on employee performance (Williams, 2012;Mullane, 2002). Studies...

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Levels of Job Satisfaction amongst Malaysian Academic Staff

Cited by 102 publications

References 20 publications

The Impact of Financial Reward on Job Satisfaction and Performance: Implications for Blue Collar Employees

The Impact of Financial Reward on Job Satisfaction and Performance: Implications for Blue Collar Employees

Factors Those Influence the Job Satisfaction of School Teachers Who Work for Different Schools Situated in Sylhet City, Bangladesh

Creating Awareness on Vision and Mission Statements among Employee of Ebonyi State University, Nigeria: A Discourse

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