Non-financial Rewards and Job Satisfaction among State University Academics of Sri Lanka

Abstract

Studies on non-financial rewards are scarce among state university academics of Sri Lanka. Therefore, we aim to describe the association between nonfinancial rewards and job satisfaction. An online survey was conducted to collect data on demography, non-financial reward, and job satisfaction. Binary logistic regression was performed to determine the significant association between variables of interest and job satisfaction (P <0.05). A total of 4675 emails were sent and 309 entries were included in the final analysis. Overall, 54.4% scored ≥75 out of 100 for job satisfaction. Recognition by the university for the contribution to the university [OR = 3.3 (95% CI 1.5-7.2)], responsibilities held as a teacher in the university [OR = 6.5 (95% CI 1.8-23.6)] and involvement of the academic in decision-making by the university management [OR = 2.4 (95% CI 1.0-5.5)] were the non-financial rewards significantly associated with job satisfaction. Thus, authorities could focus on enhancing such rewards.

The Influence of Work-Life Balance on Job Satisfaction of Employees in Merchandising Enterprises in the City of Mati

“…Multiple regression analysis showed that of the two variables affecting work-life balance, management support is the one that has the greatest influence on job satisfaction. Furthermore, [64] found a positive relationship between work-life balance and job satisfaction of millennials while the study of [65] also established a statistically positive and significant correlation between work-life balance and job satisfaction with Pearson's r of 0.843***. The correlation coefficient value is at 0.000, lower than the expected significance level of 0.05.…”

Non-Financial Rewards Towards Academic Job Satisfaction in State Universities in Sri Lanka

“…According to Herzberg's two-factor theory, nonfinancial factors were identified as critically influential aspects of job satisfaction by intrinsic and extrinsic motivators. Further, several scholars confirmed that there is a significant impact of nonfinancial rewards on job satisfaction which will lead to employee motivation and enhance organizational performance (Wijayathunga and Rathish, 2023;Pushpasiri and Ratnayaka, 2018;Hickenlooper et al, 2022;Amarasena, Ajward and Haque, 2015;Maduwansha and Peiris, 2021).…”

“…According to Herzberg, hygiene factors include company policies, supervision, interpersonal relations, work conditions, salary, status, and job security, while motivation factors include achievement, recognition, responsibility, advancement and growth. Several studies have been developed as per Herzberg's motivationhygiene theory including Wijayathunga and Rathish (2023), Aziri (2011), and Maduwansha and Peiris (2021).…”

“…The employee satisfaction of higher educational institutes is considered a significant factor (Kusku, 2003 as cited in Amarasena, 2020) as their satisfaction and career advancement, employee recognition will enhance organizational productivity and ensure its stability (Wijayathunga & Rathish, 2023). Amarasena et al (2015) examined the job satisfaction of faculty staff and the findings illustrated that the goals and objectives of state universities could not be achieved if there is a lower degree of job satisfaction (Eyupoglu and Saner, 2009 as cited in Amarasena et al, 2015).…”

Analyzing the Compensation and Its Effect on Lecturers’ Job Satisfaction

“…In addition, time flexibility allows lecturers to organize schedules effectively (Tahrima Ferdous & French, 2022). A supportive work environment, both mentally and physically, can provide comfort, freedom to innovate, and increase work motivation (Wijayathunga & Rathish, 2023). In general, it can be stated that compensation is the various things given by universities to lecturers as a reward for their work to fulfill their welfare (Hilmy, 2023).…”