Minimum Wage Increment a Necessity: The Role of Wages and Work-Stress on Employee’s Job Satisfaction among Civil Servants in South Western Nigeria (Published)
Over the year, there is an increasing vehement vociferation on the increment of minimum wage among Civil Servants in South West Nigeria. As a result of this uprising, the purpose of this study was to investigate the role of wages and work stress and employee’s job satisfaction among South Western Nigerians Civil Servants in the South West region of Nigeria.
Survey research design was adopted for the study using cluster sampling technique, 212 (96 females, 116 males) with mean age of 41.82 and SD of 9.57 Civil Servants from three South Western State in Nigeria was considered for the study. The research instruments were Minnesota Satisfaction Questionnaire (MSQ) and National Institute of Occupational Safety (NIOS). Three hypotheses were formulated and tested with Pearson Product Moment Correlation and Multiple regression analysis. The result revealed that wages r(210) = .49, P < .01 had significant positive relationship with job satisfaction. Work stress r(210 = -.82, P < .01 had significant negative relationship with job satisfaction. Finally, the result of multiple regression indicated that R= .83, R2 = .68 f (2,209) = 144.26, P < .01 exerted a significant interaction influence on job satisfaction. It is therefore recommended that government should be orientated on how the increment in minimum wage and reduction in job stress can help foster employee’s job satisfaction which will in turn boost employee’s productivity.
Keywords: Job Satisfaction, Minimum Wage, Motivation, Productivity and Work Stress
Relationship between Category of University and Lecturers’ Job Satisfaction in Universities in Kenya (Published)
Lecturers’ job satisfaction is considered an all round unit of an institution’s human resource strategies. The category of University (public or private) in which the lecturers belong may have an effect on their levels of job satisfaction. This paper analyses the relationship between category of university and lecturers’ job satisfaction in Universities in Kenya. A mixed methods design was adopted for the study which targeted academic staff of chartered public and private universities in the Rift Valley Region of Kenya. The sampling method employed was census, and a total of eight chartered universities (six public and two private) participated in the study. The participating universities were labelled 1, 2, 3, 4, 5, 6, 7 and 8, in order to conceal their identities. Descriptive statistics, the one-way analysis of variance (ANOVA) and the independent-samples t-test was employed in the study. The study found out that chartered public universities’ staff were more satisfied compared to those in the private universities.
Keywords: Job Satisfaction, Lecturers, Private Universities, Public Universities, University category
The Influence of School Leadership on Teachers’ Job Satisfaction and Performance in Private Schools in Yei Town, South Sudan (Published)
Educational institutions have a significant impact on the future of a nation thus the school leadership are inevitably charged with the role of motivating and supporting teachers to enthusiastically work towards the realization of school objectives (educational objectives). This paper examines the influence of school leadership on teachers’ job satisfaction and performance. The study employed a survey design that was performed in private schools in Yei town, South Sudan. Simple random sampling technique was used to select the respondents. Ten private schools were selected in the town from which 10 head teachers were considered for the study and a random sample of 100 teachers from each of the 10 schools. Data collected was analysed using the Statistical Package for Social Science (SPSS) version 12.0. Regression analysis was performed to establish the relationships among the variables. Leadership was found to influence teachers’ job satisfaction and performance in their respective private primary schools.
Keywords: Employee Commitment, Job Satisfaction, Leadership, Performance, Private Schools
Impact of Working Environment and Training & Development on Organization Performance through Mediating Role of Employee Engagement and Job Satisfaction (Published)
In today’s challenging and competitive environment organizations and institutes are making continuous effort to improve the performances of their employees. To investigate this notion this study has used a deductive approach with a cross-sectional research design & self-completion survey instrument. This approach has been used to collect data from 300 respondents. Structure Equation Modeling (SEM) technique has been used for analysis and result generation. Employee engagement and job satisfaction are found to act as mediator between working environment, training & development and organization performance. Working environment, training & development, employee engagement and job satisfaction appear to be effective ways in developing a strong relationship with organization performance. The present study could facilitate and provide a guidelines to consider implementation of practical applications regarding enhancing the employee engagement. This study suggests that employee engagement and satisfaction play the mediating role between working environment, training & development and organization performance
Keywords: Employee Engagement, Job Satisfaction, Organization performance, Training & Development, Working Environment
Burnout and the Job Satisfaction of Extension Studies Personnel in Kenya’s Christian Higher Education (Published)
This paper is an excerpt of my dissertation whose purpose was to explore the relationships among spirituality, work conditions, and job satisfaction of extension studies personnel in Kenya’s Christian higher education. The study employed a mixed method approach to answer questions on the perceptions of administrators and faculty of extension studies of the impact of spirituality and work conditions on their job satisfaction. This paper therefore sought to establish the extent to which those perceptions are impacted by the personnel’s sense of burnout? Further the author relates the burnout effect of administrators and faculty workers to job satisfaction based on a number of burnout sub scales, among them; Emotional Exhaustion, Depersonalization and Personal Accomplishment. Data was collected, using a survey instrument, from 146 administrators and faculty of extension studies from 6 selected Christian universities in Kenya. Statistical tests carried out using the Statistical Package for the Social Sciences (SPSS), included ANOVA/Kruskall Wallis, Tukey HSD/Mann-Whiteny U, t test, univariate, and regression analysis. The findings from descriptive statistics indicated that extension studies personnel had somewhat high levels of emotional burnout and depersonalization. However, they had scored high on personal accomplishment at their work. Administration faculty had higher mean ranks of burnout (U = 672.00, z = -2.48, p < .017, r = -.26) compared to their counterparts who had no administrative duties. However, the effect size was small. The results also indicated that global job satisfaction was more significantly and negatively correlated to emotional exhaustion (r2 = .13) than to depersonalization (r2 = .04), but was positively correlated to personal accomplishment (r2 = .08). Similarly, work satisfaction was more significantly and negatively related to emotional exhaustion (r2 = .10) than to depersonalization (r2 = .08), but was positively correlated to personal accomplishment (r2 = .03). Satisfaction with salary, coworkers, and supervisors were all significantly and negatively related to emotional exhaustion (r2 = .07, r2 = .09, and r2 = .04 respectively). These findings are important for both personnel and stakeholders of higher education institutions’ in burnout prevention and enhancement of job satisfaction.
Keywords: Burn Out, Christian Higher Education Institutions., Extension Studies Personnel, Job Satisfaction