JOB SATISFACTION AMONG UNIVERSITY ACADEMIC STAFF IN VARIOUS COUNTRIES

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CHAPTER 2 THEORETICAL FRAMEWORK FOR THE STUDY

 INTRODUCTION

Human power is the major resource of organizations through which the goals of individuals and organizations are achieved. In public and non-profit agencies, the greatest expenses and the greatest assets are employees and they rely on the professionalism and competence of their employees to provide some type of service (Pynes, 2009). Satisfied employees are committed to their jobs and their performance is likely to be high. A satisfied employee is more productive and able to achieve his or her work creatively (Sarwar and Khalid, 2011). Therefore, knowledge and application of job satisfaction theories is important for leaders to motivate their employees. Regarding this, Gibson, Ivancevich, Donnelly and Konopaske, (2012:6) stated ―The effectiveness of any organization is influenced greatly by human behavior. People are a resource common to all organizations”.
The pertinent goal of this chapter is to examine important information about job satisfaction and its relationship with the different variables. Thus, this chapter will provide a theoretical framework for the study that includes a comprehensive discussion of the concept ‗job satisfaction‘. Various theories on job satisfaction that guide the study will be explored. To this end, seminal works of different scholars on job satisfaction that are still influential in the world will be given due attention in this part of the literature to lay the foundation of this study.

THE CONCEPT OF JOB SATISFACTION

Job satisfaction has been the subject of many researchers in the past and recent years. Consequently there are different definitions and given the diversified studies and subsequent findings, there is no one and commonly agreed upon definition of job satisfaction to date.
Regarding this Brown (2008:19) states ―Even though many researchers define job satisfaction, the definitions vary‖. Moreover, Aziri (2011) states that despite its wide usage in scientific research, as well as in everyday life, there is still no general agreement reached regarding what job satisfaction is all about. Some of the definitions given by different scholars are indicated below.
Porter, Lawler and Hackman (1975) defined job satisfaction as a feeling about a job that is determined by the discrepancy between the valued outcomes that an individual actually receives and the valued outcomes that the individual feels he or she should receive from the workplace. The most cited definition is that of Locke. Locke (1976:1300) defined job satisfaction as ―A pleasurable or positive emotional state, resulting from the appraisal of one’s job experiences”. Job satisfaction is an indication of happiness of a person with his or her job. Thus, emphasising the factors that produce a positive attitude to work is important to the improvement of job performance.
Grunberg (1979) suggested that job satisfaction be defined as a cluster of feelings that an individual worker has toward his or her job. The cluster of feelings includes feelings about all aspects of a job, such as the nature of work, pay, responsibilities, and work environment. According to him, individuals are regarded as satisfied with their job when the cluster of feelings experienced by an individual leads to a positive feeling overall.
Vroom (1995:4) indicates the similarity of the concepts of ‗job satisfaction‘ and ‗job attitudes‘ where he explains as follows:
The terms job satisfaction and job attitudes are usually used interchangeably. Both refer to affective orientations on the part of individuals toward work roles that they are presently occupying. Positive attitudes toward the job are conceptually equivalent to job satisfaction and negative attitudes toward the job are equivalent to job dissatisfaction.
According to Spector (1996), job satisfaction is a tendency toward the job and requires affective, cognitive and behavioural constituents about different job related features such as pay, promotion, work tasks, co-workers, supervisors, and other related variables.
In another source, Spector (1997) defines job satisfaction as the psychological exposure of people toward their work. Brief (1998:86) defines job satisfaction as ―An internal state that is expressed by affectively and/or cognitively evaluating an experienced job with some degree of favour or disfavour.‖
Castle (2006) perceived job satisfaction as a conduciveness or unhelpfulness with which workers view their work. Okpara (2006) pointed out that job satisfaction deals with an individual‘s formative emotional reaction to a particular job, and it is an emotional response to a job that results from the employee‘s comparison of real results with those that are aspired, expected or claimed.
According to Brown (2008), job satisfaction from an employee‘s perspective is a necessary result in itself. Similarly, from an organisational and managerial perspective, job satisfaction is necessary for its impact on absence from work, leave of the organization, and citizenship, which reveal itself in helping colleague and stakeholders to be more cooperative.
In conclusion, job satisfaction is employee‘s passionate engagement with a particular job. It is an emotional response to a job that comes as a result of an employee’s comparison of real result with those that are aspired.

THEORIES OF JOBSATISFACTION

 Introduction

Job satisfaction of academic staff is the main focus of this study. Therefore, in the following part a few theories of and approaches to job satisfaction will be discussed to develop the conceptual framework which is a lens through which the researcher will look at the issue of the study. The Theoretical Framework is the basis of understanding the foundation of cases under study. Therefore, it is of paramount importance to review theories that are related to the issues under investigation. In relation to this, Griffin (1990:67) states as follows:
Theories are the scientific tools that are used to explain the factors of job satisfaction and how these factors interact in the cognitive and physical processes of job-satisfaction on the basis of existing facts.
In 1935 Hoppock conducted a study of job satisfaction which is considered to be the first scientific study of job satisfaction. Hoppock demonstrated a statistical relationship between job satisfaction and the sum of physiological, psychological and environmental circumstances (Ying-Feng & Ling-Show, 2004). Since then, several studies have been carried out to find out why some employees are feeling happy in their work and life while others are not. To this end, like the definitions given to job satisfaction by different scholars, there are different theories of job satisfaction coined by various pioneers and researchers as a result of intensive study.
Scholars use different approaches to categorise the theories of job satisfaction. Job satisfaction theories are commonly grouped either according to the nature of theories or their chronological appearance. According to their nature, theories of job satisfaction fall into two major categories, namely Content Theories and Process Theories (Shajahan & Shajahan, 2004). “This division of job satisfaction theories is acknowledged across the literature” (Saif, Nawaz, Jan, & Khan, 2012:1382).
Content theories are also called ‗needs-based theories‘. The theories suggest that internal states within individuals energise and direct their behaviour. These internal states are referred to as drives, needs or motives. According to Shajahan and Shajahan (2004), content Theories include Maslow‘s Needs Hierarchy, Herzberg‘s Two Factor Theory, Theory X and Theory Y, Alderfer‘s ERG Theory, and McClelland‘s Theory of needs.
Process Theories also called ‗Cognitive Theories‘ involve conscious mental operations such as reflections, faiths and virtues that people use to choose their behaviour at work (Beck, 1983). Process theories include Equity Theory, Expectancy Theory, Self-Efficacy Theory, Value Theory, Job Characteristic Theory and Reinforcement Theory.
This division of job satisfaction is used to acquire a genuine knowledge that affects the perceptions of academic staff in universities of their jobs. Each of these Theories will now be discussed in more detail.

CHAPTER 1  BACKGROUND AND OVERVIEW OF THE STUDY
1.1 INTRODUCTION TO THE STUDY
1.2 BACKGROUND OF THE STUDY
1.3 THE RESEARCH PROBLEM
1.4 AIM AND OBJECTIVESOF THE STUDY
1.5 RESEARCH METHODOLOGY
1.6 RELIABILITY AND VALIDITY OF THE RESEARCH
1.7 ETHICAL ISSUES TO BE CONSIDERED IN THE STUDY
1.8 CHAPTER DIVISION
1.9 DEFINITION OF KEY CONCEPTS
1.10 SUMMARY
CHAPTER 2  THEORETICAL FRAMEWORK FOR THE STUDY
2.1 INTRODUCTION
2.2 THE CONCEPT OF JOB SATISFACTION
2.3 THEORIES OF JOBSATISFACTION *
2.4 SUMMARY
CHAPTER 3  JOB SATISFACTION AMONG UNIVERSITY ACADEMIC STAFF IN VARIOUS COUNTRIES
3.1 INTRODUCTION
3.2 FACTORS THAT AFFECT JOB SATISFACTION IN THE WORKING FORCE IN GENERAL AND IN UNIVERSITIES IN PARTICULAR
3.3 FACTORS RELATING TO JOB SATISFACTION AMONG ACADEMIC STAFF IN A FEW SELECTED COUNTRIES
3.4 FACTORS RELATING TO JOB DISSATISFACTION OF ACADEMIC STAFF IN A FEW SELECTED COUNTRIES
3.5 THE RELATION OF DEMOGRAPHIC FACTORS AND JOB SATISFACTION
3.6 POSSIBLE FACTORS AFFECTING JOB SATISFACTION AMONG UNIVERSITY ACADEMIC STAFF IN ETHIOPIA
3.7 SUMMARY
CHAPTER 4  RESEARCH METHODOLOGY
4.1 INTRODUCTION
4.2 RESEARCH DESIGN
4.3 POPULATION AND SAMPLING
4.4 ETHICAL CONSIDERATIONS
4.5 THE DATA COLLECTION INSTRUMENT AND VARIABLES
4.6 VALIDITY, RELIABILITY, OBJECTIVITY AND GENERALIZABILITY
4.7 THE PILOT STUDY
4.8 DATA COLLECTION PROCEDURE
4.9 DATA ANALYSIS AND PRESENTATION
4.10 SUMMARY
CHAPTER 5  PRESENTATION AND DISCUSSION OF THE RESEARCH RESULTS
5.1 INTRODUCTION
5.2 ANALYSIS OF THE BIOGRAPHICAL DATA OF THE RESPONDENTS
5.3 RESEARCH QUESTION 1: WHAT IS THE LEVEL OF JOB SATISFACTION AMONG ACADEMIC STAFF WITH REGARD TO VARIOUS ASPECTS OF THEIR JOB?
5.4 RESEARCH QUESTION 2: WHAT ARE THE DIFFERENCES IN LEVEL OF JOB SATISFACTION BETWEEN ACADEMIC STAFF WITH REGARD TO DEMOGRAPHIC FACTORS?
5.5 RESEARCH QUESTION 3: WHAT ARE THE CORRELATIONS BETWEEN THE DIFFERENT FACTORS THAT AFFECT JOB SATISFACTION?
5.6 RESEARCH QUESTION 4: WHAT IS THE LEVEL OF OVERALL JOB SATISFACTION OF ACADEMIC STAFF?
5.7 RESEARCH QUESTION 5: WHICH ASPECTS OF THEIR JOBS GAVE ACADEMIC STAFF THE LEAST JOB SATISFACTION?
5.8 RESEARCH QUESTION 6: WHAT CAN BE INTRODUCED TO IMPROVE JOB SATISFACTION AMONG ACADEMIC STAFF IN ETHIOPIAN PUBLIC UNIVERSITIES?
5.9 OTHER OPINIONS OF RESPONDENTS FROM THE OPEN ENDED QUESTIONS
5.10 DISCUSSION OF THE RESEARCH FINDINGS
5.11 CONCLUSION
CHAPTER 6  SUMMARY, FINDINGS, RECOMMENDATIONS, CONTRIBUTIONS AND LIMITATIONS OF THE STUDY
6.1 INTRODUCTION
6.2 SUMMARY OF THE STUDY
6.3 RESEARCH FINDINGS
6.4 RECOMMENDATIONS
6.5 THE CONTRIBUTION OF THE STUDY
6.6 RECOMMENDATIONS FOR FURTHER STUDY
6.7 LIMITATIONS OF THE STUDY
6.8 SUMMARY
REFERENCE
ANNEXES
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