Job satisfaction of female assistant professors in private colleges with reference to western Uttar Pradesh

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The present study examined the relationships of a set of independent variables (Age, Education, Types of College, Experience, Pattern of Remuneration, Marital Status, Type of Family, Size of Family) with job satisfaction among Female Assistant Professors of private colleges.

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Nội dung Text: Job satisfaction of female assistant professors in private colleges with reference to western Uttar Pradesh

International Journal of Management (IJM) Volume 7, Issue 7, November–December 2016, pp.406–417, Article ID: IJM_07_07_045 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=7&IType=7 Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication JOB SATISFACTION OF FEMALE ASSISTANT PROFESSORS IN PRIVATE COLLEGES WITH REFERENCE TO WESTERN UTTAR PRADESH Dr. Sandeep Kumar Assistant Professor, Department of Statistics, Hindu College, University of Delhi, Delhi, India Dr. Sushila Assistant Professor, Department of Sociology, Km. Mayawati Govt. Girls P.G. College, Badalpur, Noida, India ABSTRACT The present study examined the relationships of a set of independent variables (Age, Education, Types of College, Experience, Pattern of Remuneration, Marital Status, Type of Family, Size of Family) with job satisfaction among Female Assistant Professors of private colleges. The population in this study consists of 300 Female Assistant Professors from 28 colleges of Western Uttar Pradesh (Greater Noida, Ghaziabad and Meerut). The Female Assistant Professors occupational job satisfaction scale was used for data collection, while t- test, Chi-square test, Person’s coefficient of correlation and Likert’s scale are used for statistical analysis. According to the findings of the analysis .It has been found that most of the respondents are moderately satisfied with the factors influencing their job satisfaction and also that their personal factors have some influence on their job satisfaction level. Key words: Job Satisfaction, Female Assistant Professor, Marital Status, Qualification, Remuneration, Private Colleges Cite this Article: Dr. Sandeep Kumar and Dr. Sushila, Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh. International Journal of Management, 7(7), 2016, pp. 406–417. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=7&IType=7 1. INTRODUCTION “Job satisfaction is an attitude that individuals have about their jobs. Job satisfaction results from their perception of their jobs and degree to which there is a good fit between the individual and the organization.” (Ivancevich et al. 1997) It is one of the most researcher constructs in business science and organizational behavior for various reasons. First, job satisfaction is relevant for scholars interested in the subjective evaluation of work conditions (e.g. job characteristics. Schjoedt.2009).Second, job satisfaction is relevant for managers and researchers interested in organizational outcomes. Such as organizational commitment http://www.iaeme.com/IJM/index.asp 406 editor@iaeme.com
Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh (Rutherford et al. 2009; Tsai and Huang.2008; Yousef.2002);extra-role behavior (Bowling, 2010). Absenteeism (Tharenou. 1993), Sobtage chen and Spector, 1992) turnover or intentions to quit the job (e.g., DeConinck and Stilwell. 2004); Rutherford et al., 2009).Third, Job Satisfaction is assumed to have major implications as it is a multidisciplinary and everlasting relevant construct covering all professions, work, jobs and contexts. Despite some controversy concerning this issue (Cropanzano and Wright, 2001). Several studies recognize job satisfaction as a key factor influencing productivity (Judge at al., 2001: Ng et al., 2009; Schleicher et al., 2004) job satisfaction is an attitude that relates to overall attitudes towards life, or life satisfaction (Ilies et al., 2009) as well as to service quality (Hartline and Ferrel, 1996). Thousands of studies examine people’s attitudes to their work experience as well as to specific aspects of their jobs such as pay, supervision or autonomy (Spector, 1997). A person with a high level of job satisfaction invariably has positive attitudes towards his/her job; while a person dissatisfied has negative attitudes about his / her job. Conceptually, job satisfaction is a broad construct, regarding all or most of the characteristics of the job itself and the work environment, which employees find rewarding, fulfilling and satisfying, or frustrating and unsatisfying (Weiss. 2002). All these arguments coverage on the general and started assumption that global job satisfaction is associated with a complex set of interrelationships of tasks, roles, responsibilities, interactions, incentives and rewards (Bowling et al., 2008). Other researchers have examined the job satisfaction of university faculty. Blackbum, Horowitz, Edington, and Klos (1986) have found that job related stress is positively related to job related strain which then negatively impacts the health, life satisfaction, and job satisfaction of university faculty and administrators. Personal factors, social support systems and health fitness of faculty and administrators moderate the negative relationship between job strain, health, life satisfaction, and job satisfaction (Blackbum, Horowitz, Edington, and Klos, 1986). In addition, Sorcinelli and near (1989) found that the job satisfaction is positively related to faculty’s life satisfaction and their non-work satisfaction. A study of university academic staff by Pearson and Sciler (1983) focused on Herzberg (1959) notion of context elements of the job, investigating academics’ levels of satisfaction with the environment in which they work. They found that academics were generally more satisfied than dissatisfied with their work environment, but that there were high levels of dissatisfaction with compensation-related elements of the job (e.g., fringe benefits, pay, and performance criteria). Pearson and Sciler commented that higher order needs tend to dominate in a university setting, where academics generally have a high degree of control over content factors, including the process of teaching and molding minds. By contrast, academics generally have limited control over context factors, such as the university environment in which the teaching and research processes take place. Because academics have high degree of control over content elements perceptions of the job are particularly dependent on the degree of satisfaction with the context factors. A study by Moses (1986) tended to support the view that levels of dissatisfaction relate to context factors, she found, for example, that faculty was dissatisfied with the under valuing of teaching excellence in promotion decisions. She concluded that tenured and well-paid employment provides satisfaction of the lower-order needs, whereas prestigious and autonomous work enables academic staff to satisfy to a greater degree higher-order needs than is possible for the general population (e.g., esteem need the need for self-actualization). http://www.iaeme.com/IJM/index.asp 407 editor@iaeme.com
Dr. Sandeep Kumar and Dr. Sushila 2. PURPOSE OF THE STUDY The purpose of this descriptive co-relational study was to examine factors affecting job satisfaction of Female Assistant Professors of western Uttar Pradesh private colleges. In addition, this study sought to determine the overall satisfaction of faculty members. 3. OBJECTIVE OF THE STUDY To guide this study the following research objectives were formulated:- 1. Describe selected demographic characteristics of the Female Assistant Professors. 2. Describe the important determinates towards job satisfaction. 3. Describe the relationship between job satisfaction and selected demographic variables. 4. Describe the relationship between job satisfaction and selected determinants of job satisfaction. 5. Describe the suitable measures for improving job satisfaction and suggest these measures to Female Assistant Professors in private colleges. 4. METHODOLOGY Job satisfaction is a complex phenomenon involving various personal, organization and social aspects. In methodological portion an attempt to evaluate and explain the various methods and procedures followed in order to unable the researcher to answer the research questions. A detailed description of the methods and procedures followed in caring out the research is furnished under the following heads. 4.1. Research Design Exploratory curve descriptive research design has been used for conducting the study. The exploratory aspect has been concerned with collection of basic information regarding the job satisfaction of Female Assistant Professor. 4.2. Area of the Study The micro level study has been taken up to identify the job satisfaction of Female Assistant Professors in private colleges of Greater Noida, Ghaziabad and Meerut districts in Western Uttar Pradesh have been selected as a specified focused area of the study. 4.3. Sampling Procedure In the present study, a total number of 300 Female Assistant professors (i.e.100 from each area Greater Noida, Ghaziabad and Meerut Districts.) have been selected through purposive random sampling. Thus the purposive random sampling has been adopted for the investigation. 4.4. Techniques of Data Collection In the present study, the data have been collected with the help of interview, interview schedule/guide and questionnaire. 4.5. Tools and Techniques of Data Analysis Used (i) The mean and S.D. have been used to identify the average scores and most appropriate average towards level of job satisfaction of Female Assistant Professors. (ii) The Chi-square test for independence, to test whether two or more attributes are associated or not. (iii) The t-test, to test the significance variation in main scores. (iv) Percentages, Ranking technique and Spearmen’s rank correlation coefficient have also been used in the data analysis. http://www.iaeme.com/IJM/index.asp 408 editor@iaeme.com
Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh (v) Likert’s five point scale has been used to identify the overall job satisfaction. 5. ANALYSIS AND INTERPRETATION OF DATA The data collected through the well structured questionnaire is analyzed and interpretation made on the basis of such analysis is represented as below:- Table 1 Personal Background of the Respondents Course of Study Total Traditional Professional Number %age Age-Group Below 25 24 42 66 22.00% 25-34 96 88 184 61.33% 35 & above 32 18 50 16.67% Total 152 148 300 100% Educational Qualification Post Graduate (PG) 50 48 98 32.00% PG+NET 52 50 102 34.00% PHD 20 21 41 13.00% Ph.D + NET 30 33 63 21.00% Total 152 148 300 100% Types of Colleges Women’s 112 105 217 72.33% Co-educational 40 43 83 27.67% Total 152 148 300 100% Experience (In yrs.) 5 and Below 48 42 90 30.00% 6-10 73 67 140 46.67% More than 10 31 39 70 23.33% Total 152 148 300 100% Marital Status Married 86 77 163 54.33% Unmarried 47 54 101 33.67% Widow/Divorcee 19 17 36 12.00% Total 152 148 300 100% Types of Family Nuclear 97 102 199 66.33% Joint 55 46 101 33.67% Total 152 148 300 100% http://www.iaeme.com/IJM/index.asp 409 editor@iaeme.com
Dr. Sandeep Kumar and Dr. Sushila Size of Family 1-2 16 12 28 09.33% 3-5 124 128 252 84.00% More than 5 12 8 20 06.67% Total 152 148 300 100% Mode of Pay Fixed 101 105 206 68.66% Guest 8 15 23 07.67% Scale 43 28 71 23.60% Total 152 148 300 100% Personal Background of the Respondent 100 80 60 40 20 Series1 0 Series2 Series3 Series4 Figure 1 • It is inferred that, cut of 300 selected sample, 61.33% belongs to the age of 25-34 years of which majority are choosing traditional courses is their course of study and 22% pertains to the age of 25 years below of which majority are selecting their cause as professional. • It is inferred that the qualification of majority of the respondents in the sample is (PG+NET), and 32% are post graduate. • Out of 300 sample size, 72.33% of population is serving in women’s college and only 27.67% of population in co-educational colleges. • It is interested to note that 46.67% have put 6-10 years of teaching experience, 30% population falls within 5 % below years and 23.33% are having more than 10 years of teaching experience. • It is inferred that 54.33% population is married and 33.67% are unmarried. Only 12% population having status either widow or divorce. • 66.33% of families are nuclear type and 33.67% are having joint type of family. • 84% of respondents having 3-5 family members, 9.33% having 1-2 family members and 26.67% giving more than 5 family members. • It is inferred that 68.66% having fixed or (consolidated) amount o salary. • 23.6% are getting Assistant professor Scale salary and 7.67% are getting guest (or hourly base) salary. http://www.iaeme.com/IJM/index.asp 410 editor@iaeme.com
Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh Table 2 Respondent’s satisfaction towards the following factors No of respondent’s satisfaction towards Achievement Level Traditional Professional Total %age Low 28 21 49 16.33% Moderate 83 84 167 55.67% High 41 43 84 28.00% Total 152 148 300 100% No of respondent’s satisfaction towards Pay and Benefits Level Traditional Professional Total %age Low 21 24 45 15.00% Moderate 48 45 93 31.00% High 83 79 162 54.00% Total 152 148 300 100% No of respondent’s satisfaction towards Recognition Level Traditional Professional Total %age Low 26 15 41 13.67% Moderate 31 52 83 27.67% High 95 81 176 58.66% Total 152 148 300 100% No of respondent’s satisfaction towards Advancements Level Traditional Professional Total %age Low 10 22 32 10.67% Moderate 73 84 157 52.33% High 69 42 111 37.00% Total 152 148 300 100% No of respondent’s satisfaction towards Autonomy Level Traditional Professional Total %age Low 24 21 45 15.00% Moderate 81 74 155 51.67% High 47 53 100 33.33% Total 152 148 300 100% No of respondent’s satisfaction towards Work Environment Level Traditional Professional Total %age Low 27 24 51 17.00% Moderate 79 75 154 51.33% High 46 49 95 31.67% Total 152 148 300 100% http://www.iaeme.com/IJM/index.asp 411 editor@iaeme.com
Dr. Sandeep Kumar and Dr. Sushila Job Satisfaction Towards Factors LOW MODERATE HIGH 55.67 54 58.66 52.33 51 51.33 31 37 33.33 31.66 28 27.66 16.33 15 13.66 10.66 15 17 Figure 2 The Table-2 explains that 55.66% Assistant professors low moderate level of satisfaction with the achievements. 28% low high level of satisfaction with the achievements and only 16.33% respondents leave low level of job satisfaction. Around 54% respondents are highly satisfied with pay and benefits. They receive 31% respondents are moderately satisfied with pay and benefits and only 15% are low level o satisfaction with pay and benefits. Third, inferred as 58.66% respondents are highly satisfied with recognition in their organization. 27.66% respondents are moderately satisfied with recognition in their organization. And only 13.66% have low level of satisfaction with recognition in their organization. Fourth, inferred as 52.33% respondent have moderate level of satisfaction with advancements and 37% respondents have highly satisfied with advancements and only 10.66% respondents have low level of job satisfaction with advancements in their organization. Five, inferred as 51% respondents have moderate level of satisfaction with autonomy and 33.33% have highly satisfied with autonomy and only 15% have low level of satisfaction with autonomy. Sixth, inferred as 51.33% respondents have moderate level of satisfaction with work environment in their college and 31.66% respondents have highly satisfied with work environment and only 17% respondents have low level of satisfaction with work environment in their college. Table 3 Mean and S.D. Table Corresponding to Table-2 factors Measures Traditional Professional Total 1. Mean 3.315 3.270 3.293 S.D. 0.860 0.846 0.854 2. Mean 3.595 3.5203 3.550 S.D. 0.925 0.9741 0.940 3. Mean 3.780 3.763 3.771 S.D. 1.018 0.870 0.944 4. Mean 3.505 3.340 3.422 S.D. 0.890 0.972 0.931 5. Mean 3.129 3.278 3.203 S.D. 0.885 0.890 0.887 6. Mean 3.206 3.148 3.177 S.D. 0.872 0.974 0.873 http://www.iaeme.com/IJM/index.asp 412 editor@iaeme.com
Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh Mean and S.D. of Factors Mean S.D. 3.55 3.771 3.422 3.293 3.203 3.177 0.854 0.94 0.944 0.931 0.887 0.873 Figure 3 (1) It is inferred that the traditional course Female Assistant Professors have higher level of satisfaction with regards to achievement than the professional course Female Assistant Professors. But on comparing the standard deviation of the two categories, it is inferred that professional course Female Assistant Professors has the most representative mean. (2) It is inferred that the traditional course Female Assistant Professors have higher mean level of satisfaction with regards to pay and Benefits than the professional course female assistant professors. But and comparing the S.D. of letter is less so second is more consistent. (3) It is inferred that the traditional course Female Assistant Professors have little higher mean level of satisfaction with regards to Recognition then the professional course Female Assistant Professors. But second is more consistent as it has less S.D. than traditional. (4) It is inferred that the traditional course Female Assistant Professors have little higher mean level of satisfaction with regards to advancement than the professional course and also consistent as traditional course contains less S.D. than professional course. (5) It is inferred that the professional course Female Assistant Professors have higher mean level of satisfaction with regards to Autonomy than the traditional course and less consistent as it contains more S.D. than traditional course. (6) It is inferred that the traditional course Female Assistant Professor have higher mean level of satisfaction and more consistent with regards to work environment. 5.1. T-Test (I) Ho: The difference between the means of two categories of respondents with regard of their Achievements is not significant. Tcal = 0.087; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho. Conclusion: It is inferred that the difference in the mean score of the respondents in both traditional and professional (disciplines is not significant). (II) Ho: The difference between the means of two categories of respondents with regard to their Pay and Benefits is not significant. Tcal = 0.127; Ttab = T4 (0.025) = 2.77 Tcal < Ttab; hence, we may accept Ho. http://www.iaeme.com/IJM/index.asp 413 editor@iaeme.com
Dr. Sandeep Kumar and Dr. Sushila Conclusion: It is inferred that the difference in the mean Score of the respondents in both traditional and professional disciplines is not significant. (III) Ho: The difference between the means of two categories of respondents with regard to their Recognition is not significant. Tcal = 0.028; Ttab = T4 (0.05) = 2.77 Tcal < Ttab; hence, we may accept Ho. Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant. (IV) Ho: The difference between the means of two categories of respondents with regard to their Advancement is not significant. Tcal = 0.275; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho. Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant. (V) Ho: The difference between the means of two categories of respondents with regard to their Autonomy is not significant. Tcal = 0.288; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho. Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant. (VI) Ho: The difference between the means of two categories of respondents with regard to their Work Environment is not significant. Tcal = 0.207; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho. Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant. t-test of significance of correlation of mean scores:- Ho: Coefficients of correlation among the mean values of the traditional, professional course Female Assistant Professor and of their total are not significant. Table 4 Correlation Coefficient Value degree of freedom (v) = 13 Variable (r) Value (Calculated) (Tabulated) r12 0.967 13.09 2.160 r13 0.935 9.50 2.160 r23 0.860 5.734 2.160 The above Table-4 shows the correlation coefficient and testing of significance on the basis of ranking of 14 factors and arranges those rank wise 1 to 14 factors i.e. (Work place, Teaching Profession, Working Conditions, Supervision, Pay-Benefits, Work Group, Recognition, Responsibility, Inter-role-conflict, Advancement, Autonomy, Personal Satisfaction, Social Status, Miscellaneous factor). http://www.iaeme.com/IJM/index.asp 414 editor@iaeme.com
Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh 5.2. Likert’s Five Point Scale of Satisfaction Table 5 Level of Satisfaction No. of Likert’s Scale Score Respondents Highly Satisfied 65 5 325 Satisfied 212 4 848 Undecided Dissatisfied 18 3 54 Highly 5 3 15 Dissatisfied 0 1 0 Percentage of Satisfaction Level HIGHLY SATISFIED SATISFIED UNDECIDED DISSATISFIED HIGHLY DISSATISFIED 6% 1% 0% 22% 71% Figure 4 Likert’s five point scale, this is an ideal measure of job satisfaction of the respondents. It can be conclude that the respondents experience is neither too high nor too low. Thus the respondents are said to be moderately satisfied as per Likert’s five point scale of measure. 6. RECOMMENDATIONS The findings reported in this study make a valuable contribution to the awareness of understanding the concept of job satisfaction. However additional research is needed to further investigate the potential relationship and affect these variables and other variables have a job satisfaction. The following recommendations have been made to these colleges:- • The conditions of work need to be improved with adequate Laboratory, Library, with updated system software, books, journals, magazines, equipments etc. • The skills of the Female Assistant Professors need to be utilized effectively by providing opportunities for them to expose their talents. • The personality and skills of the Female Assistant Professors can be enlaced by frequently conduct of FDP/MDP/QIP/Workshops etc. • To reduce the mental stress, the proper counseling session and motivational lectures should be place so that stress free campus makes them happy & enthuses. • Performance of Female Assistant Professors should be test by secretly and in a positive & objective manner. http://www.iaeme.com/IJM/index.asp 415 editor@iaeme.com
Dr. Sandeep Kumar and Dr. Sushila • College should provide freedom and autonomy to Female Assistant Professor in the class and their research work. • College should provide the pay and benefits accordance to as per university norms. 7. CONCLUSION The present study conducted in Western Uttar Pradesh (Greater Noida, Ghaziabad and Meerut) has tried to identify the various factors influencing job satisfaction of the respondent Female Assistant Professor working in private colleges. The relationship between the personal factors of the respondent Female Assistant Professors and their job satisfaction levels has also been analyzed. It has been found that most of the respondent Female Assistant Professors are moderately satisfied with the factors influencing their job satisfaction and also that their personal factors merely influence their job satisfaction level. A satisfied worker is an asset to the organization. It can be concluded that measures need to be taken to increase the satisfaction level of the respondents, Female Assistant Professors in order to motivate them to perform better. REFERENCES [1] Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work, New York: John Wiley & Sons. [2] Moses, I. (1986), 'Promotion of academic staff. Higher Education 15, 33-37. [3] Pearson, D.A. and Seiler, R.E. (1983). 'Environmental satisfiers in academe'. Higher Education 12, 35- 47. [4] Sorcinelli, M.D. and Near, J.B. (1989). Relations between work and life away from work among university faculty. Journal of higher education, 60 (I): 59-81. [5] Bowling, N.A. (2010) Effects of job satisfaction and conscientiousness on extra-role behaviors. J Bus Psychol ; 25:119-30. [6] Cropanzano, R. Wright. T. (2001) When a "Happy" worker in really a "Productive" worker, a review and further refincment of the Happy - Productive worker thesis. Psychol J Pract Res ; 53:182-99. [7] DeConinck, J.B. Stilwell, C.D. (2004), Incorporating organizational justice, role status, pay satisfaction and supervisor satisfaction in a model of turnover intentions. J Bus Res; 57:225-31. [8] Hartline, M.D. Ferrell.O.C.(1996). The Management of customer-contact service employees; an empirical investigation. J Mark:60:52-70. [9] Judge. T.A., Thoresen, C.J., Bono, J.E. Patton, G.K. (2001). The job satisfaction-job performance relationship: a qualitative and quantitative review. Psychol Bull: 127:376-407. [10] Dr. R. Gopinath, Impact of HRD To Job Satisfaction with Special Reference To BSNL Employees In Three Different SSAS Using SEM Model. International Journal of Management (IJM), 7 (5), 2016, pp. 1–9 [11] Ng, T.W.H., Soresen, K.L., Yim F.H.K. (2009), does the job satisfaction - Job performance very across cultures? J Cross Cult Psychol: 1-36. [12] Rutherford, B., Boles, J., Hamwi, G.A., Madupalli, R., Rutherford, L.(2009). The role of seventh dimensions of job satisfaction in Sales person's attitudes and behaviours. J bus Res ; 62:1146-51. [13] Schjoedt, L.(2009). Entrepreneurial job characteristics: an examination of their effects on entrepreneurial satisfaction. Entrepreneurship theory pract: 33:619-44. [14] Schleicher, D.J., Watt, J.D. Greguras, G.J.(2004). Reexaming the job satisfaction - performance relationship: The complexity of attitudes. J.Appl Psychol: 89:165-77. [15] Spector, P.E.(1997) job satisfaction: application, assessment, causes and consequences. Thousand Oaks.CA:sage. http://www.iaeme.com/IJM/index.asp 416 editor@iaeme.com
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