The Influence of Career Commitment and Workload on Academics’ Job Satisfaction: The Moderating Role of a Supportive Environment

Abstract

This paper serves to study the influences of career commitment and workload on job satisfaction among academics in higher education. We investigated whether a supportive environment is a significant moderator between workload and job satisfaction. For this cross-sectional study, the stratified random sampling method yielded 191 academics from five research universities in Malaysia. Partial least squares-structural equation modeling (PLS-SEM) showed that high levels of career commitment correspond with high levels of satisfaction at work of academics. Also, a greater workload diminishes job satisfaction among academics. The analysis of the interaction-moderation dynamics showed that a supportive environment reduces workload effects on academics’ job satisfaction. This study contributes to confirming the important roles of career commitment and workload in predicting job satisfaction. It also expands literature on the buffering role of a supportive environment in the interaction between workload and job satisfaction among academics.

A Closer Look on Lecturer’s Organizational Commitment and Job Satisfaction: A Survey on Selected University

“…The results of this study confirm that the delegated task load can reduce their level of job satisfaction towards the faculty. The findings of this study are in line with the findings of previous studies conducted by Janib et al (2022), Ekowati et al (2021), Harmen et al (2020), andTentama et al (2019) which have proven that task load has a negative effect on job satisfaction. According to Harmen et al (2020), injustices that arise as a result of disproportionate and unprofessional delegation of task loads can reduce work morale as well as increase work stress for individuals in an organization, which then has a direct effect on decreasing levels of satisfaction.…”

“…This is due to the inconvenience of the lecturers carrying out delegated tasks and then lowering their level of job motivation. As stated by Janib et al (2022) that the key factors that can increase the high motivation of individuals to continue to work and continue to contribute optimally to the organization are mental, emotional, and psychological factors of subordinates, in addition to factors professional (Janib et al 2022). In this regard, the level of job satisfaction as measured by the fulfi lment of professional, emotional, psychological and social aspects through treatments, clarity of organizational rules and procedures, or organizational support in accommodating the aspirations of lecturers in important meetings are important indicators to see how the level of job satisfaction grows and is strongly influenced by the organization's ability to establish organizational work rules and procedures effectively (Ekowati et al 2021).…”

“…The key factors that motivate individuals to continue working and continue to contribute optimally to the organization are mental, emotional, and psychological factors of employees, in addition to professional factors which in the context of higher education are lecturers and staffs (Janib et al 2022 ).…”

Pengaruh Perceived Covid-19 Threats Terhadap Job Stress Dan Job Satisfaction Dan Konsekuensinya Terhadap Turnover Intention Pada Karyawan Bank Xyz

“…Definisi lain dari job satisfaction juga diungkapkan oleh Liu et al, (2021) yang menyebutkan bahwa job satisfaction dapat digambarkan sebagai bagaimana individu organisasi merasa terlibat dan terpenuhi terkait dengan pekerjaan mereka. Job satisfaction adalah prioritas penting bagi semua manajer sumber daya manusia di tempat kerja di manapun, terkait dengan departemen dengan hasil kerja yang unik (Janib et al, 2022). Sehingga ini penting bahwa manajemen sumber daya manusia harus dapat menginvestasikan waktu dan usaha untuk memahami kebutuhan-kebutuhan dan harapanharapan pekerja mereka (Liu et al, 2021).…”

Performance appraisal and employee commitment: The mediating role of job satisfaction

“…Quality higher education, through the contributions of committed academic staff members (Capone et al, 2021), creates opportunities for people to contribute to the economy (Erlangga, 2022). Consequently, investigating how to improve the outcome of this sector will not only help improve a country's human capital capacity but also reduce socioeconomic inequalities (Janib et al, 2022).…”