This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
This document discusses a study on the effect of management knowledge and leadership style on employee job satisfaction at Madrasah Aliyah Negeri in Riau Islands Province, Indonesia. The study found that management knowledge and leadership style have a positive and significant impact on employee job satisfaction both partially and simultaneously. However, there are also other factors that influence employee job satisfaction beyond these two variables. The study concludes that improving management knowledge and leadership style will enhance employee job satisfaction at the schools.
Linking Professional Business Education with Job Performance and career progr...Dr. Syed Kashan Ali Shah
A published research paper on Linking Professional Business Education with Job Performance and career progression: A stakeholder satisfaction perspective
Democratic Leadership Styles and Industrial Relations Atmosphere of Some Sele...ijtsrd
This paper examined how democratic leadership style impacts on industrial relations atmosphere of some selected oil servicing firms in Port Harcourt. In line with the purpose of this paper as stated, the population of this study comprises of 761employees of some selected oil servicing firms in Port Harcourt. Taro Yamene sample size determination formula was used to determine the sample size. The objective of this study is to assess the relationship between democratic leadership styles and its impacts on industrial relations atmosphere. Questionnaire were the major instruments used in gathering primary data which were analyzed using regression analyses. The study found that democratic leadership style can achieve improvement along the terms of industrial relation atmosphere with more emphases on industrial harmony, if leaders are able to improve on the level of industrial relations peace or unity within the oil servicing firms in port Harcourt, we recommends that in order for firms to maintain their attractiveness in the industry, they must have be conscious the different leadership style available and be sure in applying it in different situation as things transpires within the industry. Ake, Okechukwu "Democratic Leadership Styles and Industrial Relations Atmosphere of Some Selected Oil Servicing Firms in Port Harcourt" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47616.pdf Paper URL : https://www.ijtsrd.com/management/management-development/47616/democratic-leadership-styles-and-industrial-relations-atmosphere-of-some-selected-oil-servicing-firms-in-port-harcourt/ake-okechukwu
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
This document discusses a study on the effect of management knowledge and leadership style on employee job satisfaction at Madrasah Aliyah Negeri in Riau Islands Province, Indonesia. The study found that management knowledge and leadership style have a positive and significant impact on employee job satisfaction both partially and simultaneously. However, there are also other factors that influence employee job satisfaction beyond these two variables. The study concludes that improving management knowledge and leadership style will enhance employee job satisfaction at the schools.
Linking Professional Business Education with Job Performance and career progr...Dr. Syed Kashan Ali Shah
A published research paper on Linking Professional Business Education with Job Performance and career progression: A stakeholder satisfaction perspective
Democratic Leadership Styles and Industrial Relations Atmosphere of Some Sele...ijtsrd
This paper examined how democratic leadership style impacts on industrial relations atmosphere of some selected oil servicing firms in Port Harcourt. In line with the purpose of this paper as stated, the population of this study comprises of 761employees of some selected oil servicing firms in Port Harcourt. Taro Yamene sample size determination formula was used to determine the sample size. The objective of this study is to assess the relationship between democratic leadership styles and its impacts on industrial relations atmosphere. Questionnaire were the major instruments used in gathering primary data which were analyzed using regression analyses. The study found that democratic leadership style can achieve improvement along the terms of industrial relation atmosphere with more emphases on industrial harmony, if leaders are able to improve on the level of industrial relations peace or unity within the oil servicing firms in port Harcourt, we recommends that in order for firms to maintain their attractiveness in the industry, they must have be conscious the different leadership style available and be sure in applying it in different situation as things transpires within the industry. Ake, Okechukwu "Democratic Leadership Styles and Industrial Relations Atmosphere of Some Selected Oil Servicing Firms in Port Harcourt" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47616.pdf Paper URL : https://www.ijtsrd.com/management/management-development/47616/democratic-leadership-styles-and-industrial-relations-atmosphere-of-some-selected-oil-servicing-firms-in-port-harcourt/ake-okechukwu
This document discusses a study on applying total quality management (TQM) principles in higher education. It aims to examine the need for continuous quality improvement, components of TQM, and challenges of implementing TQM in higher education. The study was conducted by reviewing existing literature using historical, analytical, and empirical approaches. It provides background on TQM and discusses definitions of TQM. The introduction also outlines two phases for introducing TQM in an organization: defining what TQM is, and implementing it. The objectives and research methodology of the study are then stated.
The document examines the influence of supervisor support, colleague support, and work autonomy on job performance among staff members at two public universities in Saudi Arabia. It reports on a study that surveyed 195 staff members and analyzed responses from 134. Structural equation modeling showed that supervisor support did not significantly correlate with job performance, while colleague support and work autonomy both had significant positive relationships with job performance. The findings suggest that in the Saudi context, colleague support and work autonomy may be more important for boosting job performance than supervisor support.
This document summarizes a research study that examined the influence of distributed leadership on job stress among educators in technical and vocational education. The study found that distributed leadership and job stress were at moderate levels. Distributed leadership was shown to have an inverse and significant influence on job stress, indicating that distributed leadership helps reduce job stress. The study aims to help identify suitable leadership styles for technical and vocational education that can make educators more committed and satisfied with their roles.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
Insights Into Work Family Conflict among Working Mothers Does Occupation Stat...YogeshIJTSRD
Working mothers provide a remarkable contribution to the development of our countrys economy. There are many changes in womens lives in the modern era. the present life of Working mothers is extremely challenging. The work family conflict has now evolved as an essential and universal problem for working mothers in todays world. This study set out to research significant differences in work family conflict across the occupation status of working mothers. The sample comprises 210 working mothers from the north Kerala region. Data was collected through a field survey by using a structured questionnaire. Collected data has been analyzed by using various statistical tools like one way ANOVA and Bonferroni Post hoc test. The research has revealed that the occupation status of working mothers had a significant difference in work family conflict. The Research also revealed that the working mothers in the private sector have a greater work family conflict than others. This result validates earlier research findings, where the occupation status had a significant influence on work family conflict among working mothers. Vishnu P K | Dr. Anil P V | Vyshak P K "Insights Into Work-Family Conflict among Working Mothers: Does Occupation Status Matter?" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd43909.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/43909/insights-into-workfamily-conflict-among-working-mothers-does-occupation-status-matter/vishnu-p-k
Examining the Effect of Role Conflict and Job Stress on Turnover Intention am...inventionjournals
The study aims to trace the impact of role conflict and job stress on Turnover intention of teachers working in the private schools in Vellore district. ‘Turnover intention’ is defined as an employee’s intention to voluntarily change the jobs or companies. Employee’s opinion on the role conflict and job stress on the Turnover intentions is analyzed through the various test methods. The selected research design is descriptive in nature and the sample size is 150 teachers. The universe of the study confines to teachers working in the private schools in Vellore district. Convenient sampling method is used for this study. Primary data is collected using the structured questionnaire and Secondary data are collected through the manuscripts of previous research works, journals, websites, etc. The purpose of the study is to evaluate the effects of role conflict and job stress on the turnover intention.
The Role of Constitutionalism, Relationship and Co-operation in Teacher’s Liv...inventionjournals
Constitutionalism as a dimension of the Quality of Work-life has been of paramount importance for the researchers mostly in the public sector institutions of Jammu and Kashmir because all the universities are public funded and therefore run by the Government. For the assessment of various parameters, the perception of the Teachers towards constitutionalism, and Relationship and Co-operation were measured by using a structured questionnaire prepared in light of the model developed by Parshuram in 1988. However, the dimensions were further refined and critically examined to further explore new insights in research in quality of work-life. The sample was taken from the four sate run universities of Jammu and Kashmir to address the problems pertaining to higher education system. However, the history of constitutionalism incited a new thinking generally and its impact on several countries in particular. Moreover, the attainment of competitive advantage by any institution is linked to its interrelation between employees and employers, colleagues and bosses at work.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
This study examines the role of training in building employee commitment in the banking sector in Uganda. It investigates the relationships between training and employee commitment, training and job satisfaction, and job satisfaction and employee commitment. The findings reveal positive relationships between all three variables. Regression analysis shows that the predictor variables explain 29.7% of the variance in employee commitment. Mediation analysis finds that job satisfaction partially mediates the relationship between training and employee commitment, as the direct relationship decreases but remains significant when controlling for job satisfaction. The study contributes to understanding how training impacts employee commitment in the Ugandan banking context.
Work Life Balance and Job Satisfaction among Educators of Higher Education In...YogeshIJTSRD
The relationship between work life balance and job satisfaction was investigated in this study. It was also planned to look into the influence of certain demographic factors in predicting work satisfaction. The WLB scale developed and standardized by Unnimaya P.S. 2018 on the target sample was used in this study and for the job satisfaction, the model developed by Singh 1990 was used. The Sample involved50 Educators from 5 different Higher Education Institutions of Dimapur District. Results showed that all study variables positively and significantly correlated with each other. Results further showed that selected demographic factors were significantly expected the level of WLB. It is assumed that this research would be useful for creating high performance in a higher academic setting. Mrs. D. Shobana | Dr. I. Siddiq "Work-Life Balance and Job Satisfaction among Educators of Higher Education Institutions in Dimapur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd43860.pdf Paper URL: https://www.ijtsrd.com/management/consumer-behaviour/43860/worklife-balance-and-job-satisfaction-among-educators-of-higher-education-institutions-in-dimapur-district/mrs-d-shobana
Impact of service quality, corporate social responsibility, organisation stab...IJSRED
1. The document examines how service quality, corporate social responsibility, organizational stability, and student engagement impact student loyalty in higher education institutions in Malaysia.
2. It defines the key constructs of student loyalty, engagement, corporate social responsibility, and organizational stability. Student loyalty is commitment to re-enroll, engagement refers to active participation in academics, and corporate social responsibility is a business model where organizations are socially accountable.
3. The study aims to determine if service quality, corporate social responsibility, and organizational stability predict student loyalty through engagement, and if satisfaction moderates these impacts.
11.predicting job satisfaction among the academicians of universities in kpk,...Alexander Decker
This document discusses a study that aimed to predict job satisfaction among academics in universities in Khyber Pakhtunkhwa, Pakistan. The study collected data from 218 university teachers about their satisfaction with different job factors. Multiple regression analysis was then used to determine how well positive outcomes like involvement and commitment, and negative outcomes like absenteeism and turnover, could be explained by the job satisfaction factors. Prior literature identifies the most common predictors of job satisfaction as work, pay, work environment, promotion, supervision, and coworkers. The researchers aimed to empirically measure attitudes using these factors of job satisfaction to predict positive and negative consequences among university teachers in Khyber Pakhtunkhwa.
Changing and Leading Staff Members of Higher Education in Rural DistrictDr. N. Asokan
1. The document discusses leading and changing the staff culture at Mount Zion College of Engineering and Technology in Pudukottai, Tamil Nadu, India.
2. It describes how both internal and external environmental factors required changes to the college's operations and staff culture. Staff members initially resisted changes and focused only on their individual roles.
3. The authors led change efforts by developing a vision, educating staff on why change was needed, and holding weekly meetings for dialogue and discussion. This helped staff better understand and accept the changes. The goal was to develop a culture of lifelong learning, teamwork, and adaptability to environmental changes.
This document discusses developing staff competencies at an engineering college in rural Tamil Nadu, India. It notes the need for staff development due to changes in the external environment like increased competition, and internal changes like management and financial issues. The college faces challenges in recruiting and developing teaching staff due to its rural location. Staff are expected to meet minimum requirements like teaching subjects, assessing students, and supporting student activities. However, ongoing training and development is needed to help staff and the college adapt to ongoing changes in higher education.
The Entrepreneurial Intentions among the Undergraduates Involved in Business ...ijtsrd
Universities play a major role in producing entrepreneurs. Until recently, fostering innovations and new product development through entrepreneurship has not been regarded as a primary task of universities. Although the graduates are given the education on entrepreneurship, it is reported that they have less willingness to start their own business. Lack of entrepreneurial intentions among the undergraduates impact adversely for the economic development of the country as entrepreneurship is a major source of employment generation and economic development. Thus, scholars emphasize more on investigating the factors stimulating the interest of undergraduates to become an entrepreneur. On the above backdrop, present study was undertaken to understand the factors affecting the entrepreneurial intentions of the undergraduates involved in Business Administration and Entrepreneurship courses in Sri Lankan Universities. D G M P M Gamage | R H G W P K Henegedara ""The Entrepreneurial Intentions among the Undergraduates Involved in Business Administration and Entrepreneurship Courses in Sri Lanka"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25175.pdf
Paper URL: https://www.ijtsrd.com/management/business-administration/25175/the-entrepreneurial-intentions-among-the-undergraduates-involved-in-business-administration-and-entrepreneurship-courses-in-sri-lanka/d-g-m-p-m-gamage
Job Stress and Presenteeism among Nurses in Tertiary Level Hospitals in Pakis...Lachman Das Malhi
Presenteeism among nurses is the decision to attend work while sick. It is a vital issue for nurse administrators and managers. The unusual circumstances of the health work atmosphere leads to the creation of job stress that further results in negative consequences- such as decreased productivity and poor quality care services to patients for organizations. This research explores the levels of job stress and presenteeism and the relationship between overall job stress and overall presenteeism perceived by nurses in tertiary level hospitals in Pakistan.
Job satisfaction is determined by how well a job meets or exceeds employees' expectations. It is influenced by both individual factors like personality and work values as well as situational factors under the employer's control. High job satisfaction is associated with better performance, more positive coworker relationships, higher customer satisfaction, lower absenteeism and turnover. Dissatisfied employees may express themselves through leaving their job, constructively addressing issues, passively waiting for change, or allowing work conditions to deteriorate.
How does a work environment affect job performance of nursesIAEME Publication
This document discusses how the work environment affects the job performance of nurses. It begins by outlining some key objectives of studying this topic, including analyzing the effects of work environment on nurse job performance and suggesting benefits of a positive work environment. It then describes several essential elements of a cordial work environment for nurses, such as effective communication, nurse involvement in decision making, appropriate staffing levels, recognition of nurse contributions, and ensuring workplace safety. Maintaining a positive work environment with these elements is important for nurse satisfaction, retention, and high quality patient care.
This document discusses job satisfaction. It defines job satisfaction as how much an employee likes or dislikes their job. It discusses ways to measure job satisfaction, such as single ratings or summation of scores. Key dimensions that influence satisfaction are listed as empowerment, job fulfillment, payment, work group, security, and work facilitation. Tips are provided for building job satisfaction, such as understanding your strengths, setting challenges, minimizing boredom, maintaining a positive attitude, and balancing work and life. The document also discusses the relationships between satisfaction, productivity, absenteeism, and turnover. Overall, people are generally satisfied with their jobs but tend to be less satisfied with pay and promotion opportunities.
This document discusses a study on applying total quality management (TQM) principles in higher education. It aims to examine the need for continuous quality improvement, components of TQM, and challenges of implementing TQM in higher education. The study was conducted by reviewing existing literature using historical, analytical, and empirical approaches. It provides background on TQM and discusses definitions of TQM. The introduction also outlines two phases for introducing TQM in an organization: defining what TQM is, and implementing it. The objectives and research methodology of the study are then stated.
The document examines the influence of supervisor support, colleague support, and work autonomy on job performance among staff members at two public universities in Saudi Arabia. It reports on a study that surveyed 195 staff members and analyzed responses from 134. Structural equation modeling showed that supervisor support did not significantly correlate with job performance, while colleague support and work autonomy both had significant positive relationships with job performance. The findings suggest that in the Saudi context, colleague support and work autonomy may be more important for boosting job performance than supervisor support.
This document summarizes a research study that examined the influence of distributed leadership on job stress among educators in technical and vocational education. The study found that distributed leadership and job stress were at moderate levels. Distributed leadership was shown to have an inverse and significant influence on job stress, indicating that distributed leadership helps reduce job stress. The study aims to help identify suitable leadership styles for technical and vocational education that can make educators more committed and satisfied with their roles.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
Insights Into Work Family Conflict among Working Mothers Does Occupation Stat...YogeshIJTSRD
Working mothers provide a remarkable contribution to the development of our countrys economy. There are many changes in womens lives in the modern era. the present life of Working mothers is extremely challenging. The work family conflict has now evolved as an essential and universal problem for working mothers in todays world. This study set out to research significant differences in work family conflict across the occupation status of working mothers. The sample comprises 210 working mothers from the north Kerala region. Data was collected through a field survey by using a structured questionnaire. Collected data has been analyzed by using various statistical tools like one way ANOVA and Bonferroni Post hoc test. The research has revealed that the occupation status of working mothers had a significant difference in work family conflict. The Research also revealed that the working mothers in the private sector have a greater work family conflict than others. This result validates earlier research findings, where the occupation status had a significant influence on work family conflict among working mothers. Vishnu P K | Dr. Anil P V | Vyshak P K "Insights Into Work-Family Conflict among Working Mothers: Does Occupation Status Matter?" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd43909.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/43909/insights-into-workfamily-conflict-among-working-mothers-does-occupation-status-matter/vishnu-p-k
Examining the Effect of Role Conflict and Job Stress on Turnover Intention am...inventionjournals
The study aims to trace the impact of role conflict and job stress on Turnover intention of teachers working in the private schools in Vellore district. ‘Turnover intention’ is defined as an employee’s intention to voluntarily change the jobs or companies. Employee’s opinion on the role conflict and job stress on the Turnover intentions is analyzed through the various test methods. The selected research design is descriptive in nature and the sample size is 150 teachers. The universe of the study confines to teachers working in the private schools in Vellore district. Convenient sampling method is used for this study. Primary data is collected using the structured questionnaire and Secondary data are collected through the manuscripts of previous research works, journals, websites, etc. The purpose of the study is to evaluate the effects of role conflict and job stress on the turnover intention.
The Role of Constitutionalism, Relationship and Co-operation in Teacher’s Liv...inventionjournals
Constitutionalism as a dimension of the Quality of Work-life has been of paramount importance for the researchers mostly in the public sector institutions of Jammu and Kashmir because all the universities are public funded and therefore run by the Government. For the assessment of various parameters, the perception of the Teachers towards constitutionalism, and Relationship and Co-operation were measured by using a structured questionnaire prepared in light of the model developed by Parshuram in 1988. However, the dimensions were further refined and critically examined to further explore new insights in research in quality of work-life. The sample was taken from the four sate run universities of Jammu and Kashmir to address the problems pertaining to higher education system. However, the history of constitutionalism incited a new thinking generally and its impact on several countries in particular. Moreover, the attainment of competitive advantage by any institution is linked to its interrelation between employees and employers, colleagues and bosses at work.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
This study examines the role of training in building employee commitment in the banking sector in Uganda. It investigates the relationships between training and employee commitment, training and job satisfaction, and job satisfaction and employee commitment. The findings reveal positive relationships between all three variables. Regression analysis shows that the predictor variables explain 29.7% of the variance in employee commitment. Mediation analysis finds that job satisfaction partially mediates the relationship between training and employee commitment, as the direct relationship decreases but remains significant when controlling for job satisfaction. The study contributes to understanding how training impacts employee commitment in the Ugandan banking context.
Work Life Balance and Job Satisfaction among Educators of Higher Education In...YogeshIJTSRD
The relationship between work life balance and job satisfaction was investigated in this study. It was also planned to look into the influence of certain demographic factors in predicting work satisfaction. The WLB scale developed and standardized by Unnimaya P.S. 2018 on the target sample was used in this study and for the job satisfaction, the model developed by Singh 1990 was used. The Sample involved50 Educators from 5 different Higher Education Institutions of Dimapur District. Results showed that all study variables positively and significantly correlated with each other. Results further showed that selected demographic factors were significantly expected the level of WLB. It is assumed that this research would be useful for creating high performance in a higher academic setting. Mrs. D. Shobana | Dr. I. Siddiq "Work-Life Balance and Job Satisfaction among Educators of Higher Education Institutions in Dimapur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd43860.pdf Paper URL: https://www.ijtsrd.com/management/consumer-behaviour/43860/worklife-balance-and-job-satisfaction-among-educators-of-higher-education-institutions-in-dimapur-district/mrs-d-shobana
Impact of service quality, corporate social responsibility, organisation stab...IJSRED
1. The document examines how service quality, corporate social responsibility, organizational stability, and student engagement impact student loyalty in higher education institutions in Malaysia.
2. It defines the key constructs of student loyalty, engagement, corporate social responsibility, and organizational stability. Student loyalty is commitment to re-enroll, engagement refers to active participation in academics, and corporate social responsibility is a business model where organizations are socially accountable.
3. The study aims to determine if service quality, corporate social responsibility, and organizational stability predict student loyalty through engagement, and if satisfaction moderates these impacts.
11.predicting job satisfaction among the academicians of universities in kpk,...Alexander Decker
This document discusses a study that aimed to predict job satisfaction among academics in universities in Khyber Pakhtunkhwa, Pakistan. The study collected data from 218 university teachers about their satisfaction with different job factors. Multiple regression analysis was then used to determine how well positive outcomes like involvement and commitment, and negative outcomes like absenteeism and turnover, could be explained by the job satisfaction factors. Prior literature identifies the most common predictors of job satisfaction as work, pay, work environment, promotion, supervision, and coworkers. The researchers aimed to empirically measure attitudes using these factors of job satisfaction to predict positive and negative consequences among university teachers in Khyber Pakhtunkhwa.
Changing and Leading Staff Members of Higher Education in Rural DistrictDr. N. Asokan
1. The document discusses leading and changing the staff culture at Mount Zion College of Engineering and Technology in Pudukottai, Tamil Nadu, India.
2. It describes how both internal and external environmental factors required changes to the college's operations and staff culture. Staff members initially resisted changes and focused only on their individual roles.
3. The authors led change efforts by developing a vision, educating staff on why change was needed, and holding weekly meetings for dialogue and discussion. This helped staff better understand and accept the changes. The goal was to develop a culture of lifelong learning, teamwork, and adaptability to environmental changes.
This document discusses developing staff competencies at an engineering college in rural Tamil Nadu, India. It notes the need for staff development due to changes in the external environment like increased competition, and internal changes like management and financial issues. The college faces challenges in recruiting and developing teaching staff due to its rural location. Staff are expected to meet minimum requirements like teaching subjects, assessing students, and supporting student activities. However, ongoing training and development is needed to help staff and the college adapt to ongoing changes in higher education.
The Entrepreneurial Intentions among the Undergraduates Involved in Business ...ijtsrd
Universities play a major role in producing entrepreneurs. Until recently, fostering innovations and new product development through entrepreneurship has not been regarded as a primary task of universities. Although the graduates are given the education on entrepreneurship, it is reported that they have less willingness to start their own business. Lack of entrepreneurial intentions among the undergraduates impact adversely for the economic development of the country as entrepreneurship is a major source of employment generation and economic development. Thus, scholars emphasize more on investigating the factors stimulating the interest of undergraduates to become an entrepreneur. On the above backdrop, present study was undertaken to understand the factors affecting the entrepreneurial intentions of the undergraduates involved in Business Administration and Entrepreneurship courses in Sri Lankan Universities. D G M P M Gamage | R H G W P K Henegedara ""The Entrepreneurial Intentions among the Undergraduates Involved in Business Administration and Entrepreneurship Courses in Sri Lanka"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25175.pdf
Paper URL: https://www.ijtsrd.com/management/business-administration/25175/the-entrepreneurial-intentions-among-the-undergraduates-involved-in-business-administration-and-entrepreneurship-courses-in-sri-lanka/d-g-m-p-m-gamage
Job Stress and Presenteeism among Nurses in Tertiary Level Hospitals in Pakis...Lachman Das Malhi
Presenteeism among nurses is the decision to attend work while sick. It is a vital issue for nurse administrators and managers. The unusual circumstances of the health work atmosphere leads to the creation of job stress that further results in negative consequences- such as decreased productivity and poor quality care services to patients for organizations. This research explores the levels of job stress and presenteeism and the relationship between overall job stress and overall presenteeism perceived by nurses in tertiary level hospitals in Pakistan.
Job satisfaction is determined by how well a job meets or exceeds employees' expectations. It is influenced by both individual factors like personality and work values as well as situational factors under the employer's control. High job satisfaction is associated with better performance, more positive coworker relationships, higher customer satisfaction, lower absenteeism and turnover. Dissatisfied employees may express themselves through leaving their job, constructively addressing issues, passively waiting for change, or allowing work conditions to deteriorate.
How does a work environment affect job performance of nursesIAEME Publication
This document discusses how the work environment affects the job performance of nurses. It begins by outlining some key objectives of studying this topic, including analyzing the effects of work environment on nurse job performance and suggesting benefits of a positive work environment. It then describes several essential elements of a cordial work environment for nurses, such as effective communication, nurse involvement in decision making, appropriate staffing levels, recognition of nurse contributions, and ensuring workplace safety. Maintaining a positive work environment with these elements is important for nurse satisfaction, retention, and high quality patient care.
This document discusses job satisfaction. It defines job satisfaction as how much an employee likes or dislikes their job. It discusses ways to measure job satisfaction, such as single ratings or summation of scores. Key dimensions that influence satisfaction are listed as empowerment, job fulfillment, payment, work group, security, and work facilitation. Tips are provided for building job satisfaction, such as understanding your strengths, setting challenges, minimizing boredom, maintaining a positive attitude, and balancing work and life. The document also discusses the relationships between satisfaction, productivity, absenteeism, and turnover. Overall, people are generally satisfied with their jobs but tend to be less satisfied with pay and promotion opportunities.
Factors Mediating Relationship Between Quality of work life and employees ret...AKSHAY KHATRI
The document discusses factors that mediate the relationship between quality of work life and employee retention. It reviews literature showing connections between quality of work life, job satisfaction, and employee retention. Gaps in previous research are identified, such as focusing only on certain industries or locations. The research objectives are outlined as studying the effects of quality of work life, leadership style, and competency on retention. Job satisfaction, involvement, and commitment are proposed as mediating variables. Hypotheses predict relationships between the independent and dependent variables.
JOB SATISFACTION OF NURSES AND THEIR PRODUCTIVITYMD DILNAWAZ
This document discusses a study on job satisfaction among nurses and its relationship to productivity. It begins with an introduction explaining the importance of job satisfaction in predicting worker motivation and retention. The objectives of the study are then outlined as determining nurses' level of job satisfaction, measuring the relationship between satisfaction and productivity, and identifying factors influencing satisfaction. The methodology section notes that a questionnaire and interviews were used to collect data from nurse participants. Most of the document consists of tables displaying nurses' responses about different aspects of their jobs and levels of satisfaction in various areas. These include work environment, autonomy, relationships, recognition, promotion opportunities, supervision, pay, and factors like staffing and development. The references cited research on the topics of employment and the influence
The document summarizes a study on job satisfaction and related factors among hospital nurses in XYZ Hospital. A questionnaire was distributed to 30 nurses across different departments to collect data on job satisfaction, organizational commitment, occupational stress, and professional commitment. Key findings include: 40% of nurses were dissatisfied or unsure about physical work conditions; 60% were dissatisfied or unsure about their immediate manager; only 6.7% were satisfied with pay; 73% were dissatisfied with attention to their suggestions; and 50% lacked job security. Overall job satisfaction was 3.6 and stress was 2.5. Nurses identified strongly with their profession but had concerns about manager support, workload, and staff shortages.
The document discusses various types of evaluation including self-evaluation, peer evaluation, and patient satisfaction. It provides definitions for these terms and describes their purposes. Evaluation is defined as making a judgement about the value or worth of something based on evidence and criteria.
Tata steel - EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFEsnehilYadav
This document summarizes a student project on employee satisfaction and quality of work life at Tata Steel. The project includes sections on company profile, vision/mission, research methodology, data analysis/interpretations, and conclusions. A survey was conducted of 50 Tata Steel employees across various departments to understand satisfaction with facilities, safety, training, salary, and work-life balance. Charts show most employees are satisfied overall, though some areas like training could be improved.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
Jakob Nielsen developed the method of 'Heuristic Evaluation' to help identify problems with an interface. This presentation explains the 10 rules of thumb or heuristics with examples.
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
QUALITY OF WORK-LIFE ON EMPLOYEE RETENTION AND JOB SATISFACTION: THE MODERATI...IAEME Publication
Purpose: A work-life balance leads employees’ texture towards job satisfaction for they can well-work whereas in the institutions; consequently they do not require to be hampered by outside problems. In the recent competitive world, among the companies, it is aggregate along with the global economic growth. This study intended to discover the impact of quality of work-life on employee retention and job satisfaction with the moderation of job performance. Methods: This study has 383 as a sample by using a simple random sample technique. A structured measurement scale was used. The researcher framed the conceptual framework with the support of literature. Basic analysis was tested and multiple linear regression was used to validate the constructed hypotheses. Findings: The result found that there is an impact of quality of work-life on employee retention and job satisfaction among the faculty members in higher education institutions. Job performance plays a moderation role in the relationship among the variables. Quality of the work-life and employee retention leads to better satisfaction among the employees.
International Journal of Business and Management Invention (IJBMI)inventionjournals
This study analyzed the effects of organizational culture, job satisfaction, and organizational commitment on lecturer performance at merged private universities in East Java, Indonesia. Data was collected through questionnaires from 325 lecturers and analyzed using Partial Least Square. The findings showed that a strong organizational culture and high job satisfaction did not directly improve performance. However, organizational culture increased organizational commitment, which directly and indirectly improved lecturer performance. Specifically, 3 of the 6 proposed hypotheses were accepted: that strong organizational culture increases organizational commitment; and that high organizational commitment and job satisfaction improve lecturer performance.
A STUDY OF JOB SATISFACTION AMONG NON PHD FACULTY IN UNIVERSITIESKarla Adamson
This document summarizes a study on job satisfaction among non-PhD faculty members in universities in Sindh, Pakistan. It utilized Herzberg's two-factor theory of job satisfaction. 125 non-PhD faculty members participated in a survey with an 83% response rate. The results showed that most respondents were male, below 30 years old, married, and had over 5 years of experience. Correlation analysis found that motivator factors like promotion, advancement, and development were significantly related to job satisfaction. Hygiene factors like relationships, policies, and compensation also impacted satisfaction. Overall, the study found job satisfaction among non-PhD faculty to be very low, and recommended universities focus on motivators and hygiene factors
A COMPARATIVE SURVEY OF THE IMPACT OF TRAINING AND DEVELOPMENT ON QUALITY OF ...IAEME Publication
Quality of Work Life (QWL) of employees in any organization plays a very vital role in shaping of both the employees and the organization. The objective of this research is to highlight the prominence of training and development programmes adopted in manufacturing industries encompassing the private and public sectors and the impact that it exerts on the quality of work life of employees in these sectors.
This document summarizes a study that examined the relationship between job satisfaction (intrinsic and extrinsic) and organizational citizenship behavior (OCBI and OCBO) among employees at higher learning institutions in Malaysia. The study reviewed literature on OCB and job satisfaction, and developed hypotheses that intrinsic and extrinsic job satisfaction would both positively correlate with OCBI and OCBO. Surveys of employees were conducted to measure the variables and analyze their relationships. The findings and implications for understanding how job satisfaction impacts extra-role behaviors in educational organizations were then discussed.
The document discusses a study on the quality of work life among academicians in select engineering colleges in Coimbatore, India. It aims to measure the determinants of quality of work life and provide suggestions to improve it. A survey was conducted among 632 academicians using a questionnaire focusing on six dimensions of quality of work life. The results found that over half the respondents were below 30 years old and most had postgraduate degrees. Most were male, married, and assistant professors earning below Rs. 40,000 per month. The study analyzed the demographics and perceptions around factors like job satisfaction, working conditions, work-life balance, career prospects, training, and recognition to understand quality of work life.
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
Factors affecting job satisfaction level of academic staff in pakistanAlexander Decker
This document summarizes a study that analyzed factors affecting job satisfaction levels of academic staff at the Islamia University of Bahawalpur in Pakistan. It investigated the impact of pay, job security, coworkers, and promotion opportunities on satisfaction. The study found that pay had the largest impact on satisfaction, followed by job security, promotion opportunities, and coworkers had the smallest impact. The document provides background on job satisfaction and reviews literature on factors that can influence satisfaction, such as salary, job security, working conditions, relationships with coworkers, and promotion opportunities.
Job Matching Experiences of Cotabato State University (CSU) Public Administra...CCSSenatorAbogadoAj
This document discusses a study examining the job matching experiences of Cotabato State University (CSU) public administration students. It utilized a descriptive survey approach including questionnaires, interviews, and observations. The study aimed to determine the effects of job matching and its experiences on students, and identify the importance of finding a job. It demonstrated that CSU worked hard to make students more competitive, skilled, and successful professionals.
How Can the Work Environment Affects the Lecturers' CreativityAJHSSR Journal
ABSTRACT : Lecturer creativity is a personal trait that is reflected in the lecturer's ability to create something
new, process something that already exists to be more innovative or combine various things to be more useful.
This research is oriented to examine and analyze the dimensions of the work environment, namely the
dimensions of the physical environment (internal), non-physical environment (internal), and physical
environment (external) and non-physical environment (external) in 101 lecturers at the College of Sciences.
Economics (STIE) in Makassar City, South Sulawesi Province (Indonesia). Hypothesis testing with the support
of partial least squares structural equation modeling (PLS-SEM) with Smart PLS 3 software. The research
findings provide evidence that the work environment in the dimensions of the physical environment (external)
felt by the lecturers and the Non-physical environment (internal) perceived by the lecturers make a real (strong)
contribution to improving lecturer creativity towards an increasing direction. conditions Different shown in the
dimensions of the Non-physical environment (external) and Physical environment (internal) cannot increase
lecturer creativity in a high direction due to harmonization of relationships with fellow lecturers and/or students,
although it has been well established but has not been able to improve the ability of lecturers to generate and
implement new ideas.
KEYWORDS : Environment, external, internal, non-physical, physical
This study examines the impact of Total Quality Management (TQM) practices on employee performance in higher education institutions in Pakistan. A survey was administered to 240 employees across public and private universities. The study found that TQM practices positively influence employee performance indirectly through job satisfaction and affective commitment. Both job satisfaction and affective commitment were found to partially mediate the relationship between TQM practices and employee performance. The findings suggest that implementing TQM can improve employee attitudes and performance in universities.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
A Study on Quality of Work Life in Kiran Global Chems Private Limited at Kara...Arul Edison
In modern era, it has been observed that stress management has become the generous concepts in the skilled surroundings. It is also seen that working proficiency has degraded to some extent as professionals are unable to maintain a balance between lifestyle and career. This difference has made organizations to formulate such policies that lead to better job security, which results in job involvement moreover employee satisfaction. This degree of satisfaction has been referred to as QUALITY OF WORK LIFE. Quality of work life is a process in an organization that enables the members at all levels to contribute aggressively and successfully in shaping organizational environment, methods and outcomes. This study focuses on the subjective matter of QWL i.e. the key elements like salary/wages, job security, job involvement, employee satisfaction etc.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
QUALITY OF WORK LIFE (QWL) OF ACADEMIC STAFF IN PRIVATE UNIVERSITIES IN NORTH...IAEME Publication
One of the challenges facing private universities in Nigeria is the inability to
retain highly competence academic staff. Heavy workloads, lack of adequate
resources and an unfavourable work environment, all affects efficiency and
productivity of the academic staff. The poor QWL can cause high stress levels, which
may have detrimental effects on family life and the wellbeing of academic staff. Based
on the above assertions, this study therefore examined QWL of academic staff in
private universities, north central Nigeria. Theoretically, this study adopted the self
and organizational theories. A sample size of 245 academic staff was purposively
selected for the study. Development and Validation Scale was used to measure QWL
among the selected academic staff.The finding indicates that, there was a disparity in
terms of the academic staff socio-demographic features and QWL.The study
concludes that in today era QWL is an important factor in determining academic staff
satisfaction in private universities in north central Nigeria and if it is undermined it
can affect the academic staff level of satisfaction adversely.
QUALITY OF WORK LIFE (QWL) OF ACADEMIC STAFF IN PRIVATE UNIVERSITIES IN NORTH...IAEME Publication
One of the challenges facing private universities in Nigeria is the inability to retain highly competence academic staff. Heavy workloads, lack of adequate resources and an unfavourable work environment, all affects efficiency and productivity of the academic staff. The poor QWL can cause high stress levels, which may have detrimental effects on family life and the wellbeing of academic staff. Based on the above assertions, this study therefore examined QWL of academic staff in private universities, north central Nigeria. Theoretically, this study adopted the self and organizational theories. A sample size of 245 academic staff was purposively selected for the study. Development and Validation Scale was used to measure QWL among the selected academic staff.The finding indicates that, there was a disparity in terms of the academic staff socio-demographic features and QWL.The study concludes that in today era QWL is an important factor in determining academic staff satisfaction in private universities in north central Nigeria and if it is undermined it can affect the academic staff level of satisfaction adversely.
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
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BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
Interrelations between quality of work life dimensions and faculty member job satisfaction in the private universities of bangladesh
1. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol 4, No.2, 2012
Interrelations between Quality of Work Life Dimensions and
Faculty Member Job Satisfaction in the Private Universities of
Bangladesh
Ayesha Tabassum1*
1. Assistant Professor, Faculty of Business Administration, Eastern University, House No. 15/2, Road
No. 03, Dhanmondi, Dhaka-1205, Bangladesh.
* E-mail of the corresponding author: tabassum105@yahoo.com
The research is financed by Eastern University Bangladesh.
Abstract
In Bangladesh “Quality of Work Life (QWL)” is still a new concept to emerge, though four decades have
passed since the phrase was first introduced. No initiative was taken to identify QWL in the private
universities of Bangladesh in terms of the dimensions of QWL and their relationship with job satisfaction.
Thus the study aims to investigate the interrelation between QWL dimensions and job satisfaction of
faculty members in the private universities of Bangladesh through quantitative survey on 72 full-time
faculty members. The survey is conducted based on a structured questionnaire designed with 5-point
Likert-scale questionnaire. The sample includes 11 private universities. The correlation analysis reveals that
all the dimensions of QWL are positively correlated with the job satisfaction of faculty members, which
indicates that enhancement in the dimensions of QWL can lead to increased amount of job satisfaction in
the private universities of Bangladesh.
Keywords: Quality of work life, job satisfaction, private university, faculty members.
1. Introduction
The private university sector plays an important role in developing human resources and the economy of
Bangladesh. Due to the massive destructions during the liberation war in 1971, the overall socio-economic
conditions of the new born nation were in a huge turmoil. In addition, massive destruction of the
institutional infrastructure, high growth rate of population, natural disasters, political instability all these
made the situation of a new nation even worst. The huge impacts of these conditions had a profound impact
on every socio-economic aspects of the new country including the education system (Joarder & Sharif
2011). So the government of Bangladesh put in a constant effort to booster the country’s higher education
sector. With the opening up of the private universities in 1992, the number of private universities reached a
total of 54 (UGC 2008). Bangladesh in this regard, has been very successful nation in terms of expanding
of higher education in the private sector within short span of time (Joarder & Sharif 2011). According to a
survey in 2002, nearly 20,000 students got admission for their higher education in the private universities in
Bangladesh. The number has dramatically increased to 1,24,267 students in 2006 (Mannan 2009).
Around 4,821 full time faculty members are working in the 51 private universities of Bangladesh (UGC,
2008). Though such a large number of human resources are employed in this sector, it failed to gain
recognition as sustainable employment provider (Hasan, Chowdhury & Alam 2008), as faculty turnover is
high is these private universities (Akhter, Muniruddin & Sogra 2008). In fact the faulty turnover rate in the
private universities is much higher in compared to the public universities of Bangladesh (Mannan 2009).
Akhter, Muniruddin and Sogra (2008) also explored the reasons for leaving the jobs; lack of opportunities
for career development, lack of flexibility & freedom, lower compensation, discrimination in rewards and
benefits, conflict between management and faculty members, lack of academic and research environment,
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Vol 4, No.2, 2012
limited opportunity in job designing, etc. All these factors are essentially related with Quality of work life
(QWL), as QWL deals with both the intrinsic and extrinsic aspects of jobs.
According to Straw and Heckscher (1984), QWL is a philosophy, a set of principles, which holds that people
are the most important resource in the organization as they are trustworthy, responsible and capable of
making valuable contribution and they should be treated with dignity and respect. QWL encompasses mode
of wages payment, working conditions, working time, health hazards issue, financial and non-financial
benefits and management behavior towards employees (Islam & Siengthai 2009). According to Gadon
(1984), QWL programs have two objectives: (a) to enhance productivity and (b) to increase the satisfaction of
employees.
Thus QWL provides healthier, satisfied and productive employees, which in turn provides efficient and
profitable organization (Sadique 2003). Most organizations today view QWL as important, but do not
formally link it to any of their strategic or business plans (Periman 2006), which affects the employee job
satisfaction and retention (Havlovic 1991, Newaz, Ali & Akhter 2007). This scenario has created an urge to
the private university policy makers to identify the underlying situations and reasons and brought them into
consideration the QWL issue. Due to the importance of this sector, it is a necessity to evaluate the QWL of the
faculty members of private universities. Because if employees feel that QWL is not adequate, they may leave
the job and seek a better QWL. It has been further envisaged that faculty members play the key role in
manipulating their services through providing better education and building the nation, as Hasan, Chowdhury
and Alam (2008) mentioned that faculty turnover has an imperative effect on the ultimate education system.
It is accepted that the organization with good human resources practices can lead to a high QWL for the
employees, which ultimately lowers the intention of leaving the jobs. As ensuring QWL can ensure the
employee job satisfaction and retention, the primary concern of the study is to examine the interrelation
between QWL dimensions and job satisfaction of faulty members in the private universities of Bangladesh.
2. Objectives of the Study
The objectives of the study are as follows:
• To identify the critical factors of QWL in the private university sector of Bangladesh.
• To investigate which factors affect overall perception of QWL and job satisfaction of the faculty
members.
• To find out the interrelationships between the dimensions of QWL and faculty member job satisfaction
in the private universities of Bangladesh.
3. Literature Review
3.1 QWL and its Dimensions
The evolution of QWL began in late 1960s emphasizing the human dimensions of work that was focused
on the quality of the relationship between the worker and the working environment (Rose et al 2006). QWL
is a concept of behavioral science, and the term was first introduced by Davis at the Forty-Third American
Assembly on the Changing World of Work at Columbia University's Arden House. The selected participants
assembled there concluded in their final remarks that “improving the place, the organization, and the nature
of work can lead to better work performance and a better quality of life in the society” (Gadon 1984, Wyatt
& Wah 2001, Sadique 2003, Rose et al. 2006, Islam & Siengthai 2009). Since the phrase was found the
method of defining QWL varied and encompassed several different perspectives (Loscocco & Roschelle
1991). Robbins (1989) defined QWL as "a process by which an organization responds to employee needs
by developing mechanisms to allow them to share fully in making the decisions that design their lives at
work”. According to Feuer (1989) QWL can be described as the way an individual perceives and evaluates
the characteristics intrinsic to his/ her past experience, education, race and culture. Lau and Bruce (1998)
defined QWL as the workplace strategies, operations and environment that promote and maintain employee
satisfaction with an aim to improving working conditions for employees and organizational effectiveness
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for employers.
It is difficult to best conceptualize the QWL elements (Seashore 1975). Walton (1975) proposed eight major
conceptual categories relating to QWL as (1) adequate and fair compensation, (2) safe and healthy working
conditions, (3) immediate opportunity to use and develop human capacities, (4) opportunity for continued
growth and security, (5) social integration in the work organization, (6) constitutionalism in the work
organization, (7) work and total life space and (8) social relevance of work life. According to Gadon (1984),
QWL efforts include the areas of personal and professional development, work redesign, team building,
work scheduling, and total organizational change. The key elements of QWL include job security, job
satisfaction, better reward system, employee benefits, employee involvement and organizational
performance (Havlovic 1991). According to Lau and Bruce (1998), QWL is a dynamic multidimensional
construct that currently includes such concepts as job security, reward systems, training and career
advancements opportunities, and participation in decision making. Arts, Kerksta and Zee (2001) focused on
the following factors: job satisfaction, involvement in work performance, motivation, efficiency,
productivity, health, safety and welfare at work, stress, work load, burn-out etc. According to Saraji and
Dargahi (2006), QWL refers to the things an employer does that add to the lives of employees. Those
“things” are some combination of benefits explicit and implied tangible and intangible that make
somewhere a good place to work. According to Royuela, Tamayo and Suriñach (2007), European
Commission (EC) proposed ten dimensions for QWL, which are (1) intrinsic job quality, (2) skills, life-long
learning and career development, (3) gender equality (4) health and safety at work, (5) flexibility and
security, (6) inclusion and access to the labor market, (7) inclusion and access to the labor market, (8) social
dialogue and worker involvement, (9) diversity and non-discrimination, and (10) overall work performance.
Skinner and Ivancevich (2008) urged that QWL is associated with adequate and fair compensation, safe &
healthy working conditions, opportunities to develop human capacities, opportunities for continuous
growth and job security, more flexible work scheduling and job assignment, careful attention to job design
and workflow, better union-management cooperation, and less structural supervision and development of
effective work teams. According to Sadique (2003), a high QWL exists when democratic management
practices are prevailing in an organization and all the managers, employees, workers, union leaders share
organizational responsibility. QWL is defined as the favorable condition and environment of employees
benefit, employees’ welfare and management attitudes towards operational workers as well as employees in
general (Islam & Siengthai 2009).
3.2 QWL and Job Satisfaction
Walton (1975) mentioned, “dissatisfaction with working life is a problem which affects almost all workers
at one time or another, regardless of position or status. The frustration, boredom, and anger common to
employees disenchanted with their work life can be costly to both individual and organization.” Thus, QWL
stimulates the employee job satisfaction (Ruzevicius 2007) and is essential for improving organizational
and operational productivity (Sink & Tuttle 1989). Employees who are provided a high QWL, are more
productive, and effective (Janes & Wisnom 2010), because QWL programs can improve employee morale
and organizational effectiveness (Hanlon & Gladstein 1984). Pay, benefits, supervisory style - these
extrinsic determinants of QWL play a major role for job satisfaction (Lewis et al 2001). Moreover, QWL
has direct impact on human outcomes and it significantly reduces absenteeism, minor accidents, grievances,
and quits (Havlovic 1991). It is found that employee turnover can be minimized with better QWL (Newaz,
Ali & Akhter 2007) as a high QWL is essential for organizations to continue to attract and retain employees
(Saraji & Dargahi 2006). Thus it can be said that QWL can develop jobs and working conditions that are
excellent for people as well as for the economic health of the organization (Kanagalakshmi & Devei 2003).
In fact, individual’s quality of working life directly influences the quality of life value (Ruzevicius 2007) as
the factors of QWL could be defined as physical and psychological results of the work which affect the
employee (Arts, Kerksta & Zee 2001). According to Dargahi and Yazdi (2007), QWL incentives may be the
most powerful type of reward managers can offer. Managers who help employees to improve their QWL at
home as well as at work reap rewards in loyalty, productivity and retention.
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3.3 Private Higher Education Industry in Bangladesh
Since the birth of Bangladesh, with the ever-increasing population, the demand for higher education has
increased by many-folds. After liberation war, the four higher education institutions along with the twenty
seven newly established public universities were insufficient to fulfill this demand (Uddin 2006). In order
to address this rising demand, establishments of new higher educational institutions from private sector
were also essential. The private universities in Bangladesh is actually an entirely new phenomenon dating
back only to 1992 with the formation of "Private universities Act 1992" (Mannan 2009). The primary
objectives of the private universities were to create more opportunities for higher education within the
country along with public universities, as well as, partially prevent the outflow of foreign currency by the
students going abroad for higher studies. From the inception, higher education in the private sector has been
well accepted, and within a short span of time, 54 private universities have been in operations since 2008,
where over 6000 full-time faculty members are working which reflects the tremendous growth of private
universities in Bangladesh (UGC 2008). According to Joarder and Sharif (2011) higher education in the
private sector has made tremendous growth in terms of establishments. The authors observed that in terms
of number of students’ enrolment between public and private universities, the private universities are
enjoying the superior position between them. The growth rate of students’ enrolment is high at the private
universities as compared to public universities during the year 2006 to 2008 (Joarder & Sharif 2011). Thus,
the authors concluded that it is clear that the importance of private universities in Bangladesh, and these
institutions are playing significant roles in the development of human resources in the country.
4. Hypotheses Development
As mentioned earlier in the literature review that the constructs of QWL have a significant impact on
employee job satisfaction (Janes & Wisnom 2010; Lewis et al 2001; Hanlon & Gladstein 1984; Walton 1975)
it can be assumed that there is a positive relationship between criteria and indicators of QWL and job
satisfaction. The criteria and indicators are adapted from Walton’s (1975) theory of QWL.
Thus the development of hypotheses can be as follows.
Hypotheses 1 (H1a): There is a significant positive correlation between adequate and fair compensation and
job satisfaction of faculty members in the private universities of Bangladesh.
Hypotheses 2 (H2a): There is a significant positive correlation between safe and healthy working condition
and job satisfaction of faculty members in the private universities of Bangladesh.
Hypotheses 3 (H3a): There is a significant positive correlation between opportunity for continued growth and
security and job satisfaction of faculty members in the private universities of Bangladesh.
Hypotheses 4 (H4a): There is a significant positive correlation between opportunity to use and develop human
capacities and job satisfaction of faculty members in the private universities of Bangladesh.
Hypotheses 5 (H5a): There is a significant positive correlation between social integration in the work
organization and job satisfaction of faculty members in the private universities of Bangladesh.
Hypotheses 6 (H6a): There is a significant positive correlation between constitutionalism in the work
organization and job satisfaction of faculty members in the private universities of Bangladesh.
Hypotheses 7 (H7a): There is a significant positive correlation between work and total life space and job
satisfaction of faculty members in the private universities of Bangladesh.
Hypotheses 8 (H8a): There is a significant positive correlation between social relevance of the work in the life
and job satisfaction of faculty members in the private universities of Bangladesh.
5. Research Methodology
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5.1 Development of the Measuring Instruments
According to Loscocco and Roschelle (1991), the most common assessment of QWL is the individual
attitudes. This is because individual work attitudes are important indicators of QWL. The ways that people
respond to their jobs have consequences for their personal happiness and the effectiveness of their work
organizations (Rose et al 2006). Thus a structured questionnaire was designed based on Walton’s (1975)
theory of QWL for achieving the objectives of the study. As indicated in the literature review, several
authors and researchers (Havlovic 1991, Sadique 2003, Royuela et al 2007, Islam & Siengthai 2009)
considered Walton’s theory for determining QWL in their studies.
The questionnaire used in the survey consisted of two sections. The first section, including 51 statements,
was designed to measure the perception by faculty members on eight dimensions of QWL and job
satisfaction. Respondents were asked to rate their level of agreement on each statement from ‘‘1’’ as
‘‘strongly disagree’’ to ‘‘5’’ as ‘‘strongly agree’’. The last section was the demographic information of
respondents namely; gender, age, marital status, number of children, education level, income level, position,
years of service in the respective university and in higher education sector. To increase reliability and to
assure appropriateness of the data collection instrument, the questionnaire was subject to a pilot test
conducted with 10 faculty members working in private universities in Bangladesh. The English language of
the questionnaire was reviewed. Some statements were subject to a refinement on language proficiency and
to avoid workplace and cultural sensitivity.
5.2 Data Collection
Data were collected by visiting the private university premises and distributing the questionnaires. The
questionnaires were distributed and collected within October 2010-December 2010. In total, twelve private
universities were considered for the survey based on Probability Proportionate to Sample (PPS) sampling
technique.
5.3 PPS Technique for Selection of Universities
For applying PPS, the required academic fee for undergraduate program has been considered for preparing
the categories. Six categories have been made based on the academic fee for undergraduate program. The
number of full-time faculty members of each university is considered for the calculation PPS. Finally, two
universities are selected from each category based on the systematic random sampling technique.
5.4 Sample Size Selection Procedure
There are approximately 1,428 full-time faculty members who are working in the selective 12 universities.
Considering the Confidence Level of 99% and Confidence Interval of 15, the sample size of 70 was found.
Among 70 respondents, individuals were selected based on the faculty member proportionate ratio of each
university to the selective sample population that is 1,428. Table 1 shows the number of faculty members
included in the study from each university (see Table 1).
A total sample respondent of 72 is included for data analysis purpose as it was not possible to collect data
from AIUB though the researchers attempted for data collection several times. Equal numbers of male and
female faculty members are considered from each university.
5.5 Statistical Tools of Data Analysis
The study is based on the data collected to measure the faculty member perception and satisfaction for
assessing their QWL. The measurement scale is Likert scale and thus, it is interval scale. Thus data is in
numerical scale and the data is continuous. Though the data is in continuous scale, the Probability-Probability
plot (P-P plot) has given the view that it is not distributed normally. At first factor analysis has been applied
for data reduction. Then, correlation analysis has been performed to know about the feature of the
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interrelationship exists between the attributes of QWL and job satisfaction. As the data do not follow the
normal distribution and the measurement is taken on attitude and behavioral sense, Spearmen’s rank
correlation technique has been applied which is non-parametric.
6. Results
6.1 Profile of the Respondents
Seventy two valid responses were received at the end of December 2010. Respondents are full-time
employees in the private universities of Bangladesh. Male and female constitutes 50% and 50% respectively;
55.6% are aged between 21 to 30 years, 37.5% respondents aged between 31 to 40 years and 6.9%
respondents aged between 41 to 50 years. Three-forth of the respondents (75%) is married. About 8.3%
respondents obtained are graduates, 83.3% completed Master’s degree, and the rest are PhD holders. In terms
of job title, about 70.8% respondents hold Lecturer job position and 20.8% are Senior Lecturers. About
45.8% respondents are from Business Administration department and 27.8% are from arts department. About
36.1% of the respondents get TK 21, 000 - TK 30,000 as salary. According to the sample, 79.2% of the
respondents are serving in the current university for 1 to 5 years. In fact, 79.2% of the respondents are in
teaching profession for 1 to 5 years. It is found that around 28% of the respondents have either one or two
children.
6.2 Validity and Reliability Analysis
Hair, Black, Babin, Anderson and Tatham (2007) defined the validity as “the degree to which a measure
accurately represents what it is supposed to”. Validity is concerned with how well the concept is defined by
the measure(s). Siddiqi (2010) mentioned about three types of validity in his study: content validity,
predictive validity, and construct validity. Duggirala, Rajendran and Anantharaman (2008) defined the
content validity as the assessment of the correspondence between the individual items and concept.
Malhotra (2010) defines the content validity as face validity. This study addresses content validity through
the review of literature and adapting instruments used in previous research.
Reliability differs from validity in that it relates not to what should be measured, but instead to how it is
measured. Hair et al. (2007) defined reliability as the extents to which a variable or set of variables is
consistent in what it is intended to measure. As the current study uses multiple items in all constructs,
internal consistency analysis method is applied. The Cronbach alpha with acceptable cut off point 0.70
demonstrates that all attributes are internally consistent (Fujun, Hutchinson, Li & Bai 2007). The Cronbach
alpha value for this study is 0.962 including all the item scales, which meets the criteria of cut off point. In
fact all the individual dimensions under QWL meet the criteria of cut off point according to the internal
consistency reliability, as all the values of Cronbach alpha are greater than 0.70. Thus all the item scales
and dimensions of the study are reliable. Table 2 represents the Cronbach alpha value of all the dimensions
(see Table 2).
To decide whether to continue with all the dimensions, principal component analysis was conducted with
varimax rotation. The Kaiser–Meyer–Olkin (KMO) measure of sampling adequacy and the Bartlett’s test of
sphericity were pursued to test the fitness of the data. A KMO value greater than 0.6 was accepted.
According to KMO test result and Bartlett’s test result as presented in Table 3, it can be ascertained that the
sample are adequate enough to conduct further statistical analysis, as the KMO test value for all the
dimensions are greater than 0.60. In fact the Bartlett’s test of sphericity supports the results of KMO’s
sampling adequacy test, as all the values are significant at 0.01 (see Table 3).
6.3 Hypotheses Test
The Spearman correlation analysis is conducted for hypotheses testing. As according to Welkowitz, Cohen
and Ewen (2006), a correlation coefficient is a very useful way to summarize the relationship between two
variables with a single number that falls between -1 and +1. Morgan, Leech, Gloeckner and Barrett (2004)
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stated that, -1.0 indicates a perfect negative correlation, 0.0 indicates no correlation, and +1.0 indicates a
perfect positive correlation.
According to the correlation analysis results (see Table 4), it is found that there is a strong positive
relationship between adequate and fair compensation and job satisfaction of faculty members in the
private universities of Bangladesh (r = 0.71, p<0.01). Therefore the H10 is rejected and concluded that
increase in adequate and fair compensation can lead increased job satisfaction. It can be observed that the
correlation (r) of safe and healthy working condition is 0.65 and the significant level is 0.00 (p<0.01). So
the H20 is rejected and concluded that job satisfaction and safe and healthy working condition is positively
correlated in the private universities of Bangladesh. It is also evident from Table 4 that opportunity for
continued growth and security is positively correlated with job satisfaction of the faculty members in the
private universities of Bangladesh (r = 0.67, p<0.01) and thus H30 is rejected. The H40 is also rejected as a
medium positive relationship is found between opportunity for use and develop human capacities and job
satisfaction of the faculty members in the private universities of Bangladesh (r = 0.45, p<0.01). The result
reveals a significant positive relationship between social integration in the work organization and job
satisfaction of the faculty members in the private universities of Bangladesh (r = 0.47, p<0.01). Thus the
H50 is rejected. There is a strong positive relationship between constitutionalism in the work organization
and job satisfaction of the faculty members in the private universities of Bangladesh (r = 0.71, p<0.01),
which supports the H6a. The H70 is rejected as a medium positive relationship is found between work and
total life space and the job satisfaction of faculty members in the private universities of Bangladesh (r =
0.57, p<0.01). It can be observed that the correlation (r) of social relevance of the work in the life is 0.69
and the significant level is 0.00 (p<0.01). Therefore the H80 is rejected and concluded that social
relevance of the work in the life is positively related with the job satisfaction of faculty members in the
private universities of Bangladesh.
7. Discussion of Findings
The hypotheses test confirms that all the dimensions of QWL are positively correlated with job satisfaction
of faculty members in the private universities of Bangladesh. These finding are consistent with the
literature that states the relationship of QWL with its dimensions (Tabassum, Rahman and Jahan 2010;
Islam and Siengthai 2009; Hossain and Islam 1999). Adequate and fair compensation and constitutionalism
in the work organization show the highest positive correlation with job satisfaction. Opportunity to use and
develop human capacities shows the least positive correlation with job satisfaction of faculty members.
This positive relationship indicates that attempt to improve the dimensions of QWL can significantly
enhance job satisfaction of the faculty members. These interpretations are very much consistent with the
job satisfaction literature (Islam & Siengthai 2009; Khan 2008; Kleimen 2005; Mathis and Jackson 2005;
Fisher, Schoenfeldt and Shaw 2004; Hossain & Islam 1991).
8. Limitations and Future Research Direction
Although there are notable contributions from this study especially for employee retention strategies, the
results of this study need to be viewed and acknowledged in lights of its limitations. First, the sample size
was considerably low. Moreover, only few universities have been included in this study. Thus the findings
cannot be generalized. Therefore, future research should be conducted on a larger scale by considering
more private universities from allover Bangladesh to authenticate the positive relationship of QWL
dimensions with job satisfaction. For determining the population and sample, the researchers had to depend
on the UGC report. But later on, it was explored that the statistics found in the UGC report do not match
with the actual scenario in the private universities. Thus it is necessary to explore the actual statistics of the
private universities by visiting the universities prior to conduct any research on this sector. This will
definitely increase the reliability of the study. Furthermore, to enhance the development of QWL initiatives
in the HRM arena, it is necessary to focus on refining the current QWL issues in the context of Bangladesh.
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9. Conclusion
This study provides valuable implications for the private universities of Bangladesh that have growing
interest in attracting and retaining quality faculty members. The study revealed statistically significant
positive correlation between the dimensions of QWL and faculty members’ job satisfaction. Thus the
private university management should emphasize on the policy implications based on the concerned issues
of QWL improvement. There is no doubt that an improved QWL can lead to higher level of job satisfaction,
which in turn will reduce the faculty member turnover rate that is prevailing in the private universities of
Bangladesh.
A large number of faculty members are acting as assets in the private universities of Bangladesh. They are
playing a significant role for economic growth by contributing their knowledge, skills and efforts. So
transforming the workplace proactively using a combination of well designed QWL initiatives for the
faculty members will yield competitive advantage as it will increase the job satisfaction of the faculty
members. This in turn will motivate them to perform in superior way, leading the universities and their
stakeholders to a better future by yielding the expected outcome.
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Table 1: Selected universities and respondent number for sample
Full-time No. of Faculty
Faculty % of Members for
Name of the University Members Population survey
BRAC University 140 0.098039216 8
North South University (NSU) 150 0.105042017 10
American International University Bangladesh (AIUB) 255 0.178571429 14
United International University (UIU) 119 0.083333333 8
Daffodil International University 137 0.098845599 8
Northern University 154 0.107843137 10
ASA University 60 0.042016807 4
Bangladesh University 70 0.049610206 4
Bangladesh University of Business and Technology (BUBT) 70 0.049019608 4
Asian University 129 0.090336134 8
Millennium University 25 0.017507003 4
Atish Dipankar University of Science and Technology
(ADUST) 77 0.053921569 4
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Table 2: Cronbach alpha and Mean of Item scales and QWL dimensions
Dimensions of QWL Mean Cronbach Alpha
Adequate and fair compensation 2.86 0.795
Safe and healthy working conditions 3.14 0.911
Opportunity for continued growth and security 2.70 0.895
Opportunity to use and develop human capacities 2.99 0.707
Social integration in the work organization 3.11 0.792
Constitutionalism in the work organization 3.07 0.84
Work and total life space 2.99 0.847
Social relevance of work life 3.42 0.889
Overall QWL 3.44 0.962
Table 3: KMO Measure of Sampling Adequacy Test Result
Kaiser-Meyer-Olkin Bartlett's Test of
Dimensions of QWL Measure of Sampling Sphericity
Adequacy. Sig.
Adequate and fair compensation 0.638 0.000
Safe and healthy working conditions 0.870 0.000
Opportunity for continued growth and security 0.840 0.000
Opportunity to use and develop human
0.771 0.000
capacities
Social integration in the work organization 0.725 0.000
Constitutionalism in the work organization 0.791 0.000
Work and total life space 0.703 0.000
Social relevance of work life 0.699 0.000
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Table 4: Correlation between QWL, its Dimensions and Job Satisfaction
Variables 1 2 3 4 5 6 7 8 9
Correlation
Job satisfaction Coefficient 1.00
Sig. (2-tailed) .
Adequate and
fair Correlation
compensation Coefficient 0.71** 1.00
Sig. (2-tailed) 0.00 .
Safe and healthy
working Correlation
conditions Coefficient 0.65** 0.62 1.00
Sig. (2-tailed) 0.00 0.00 .
Opportunity for
continued growth Correlation
and security Coefficient 0.67** 0.56 0.64 1.00
Sig. (2-tailed) 0.00 0.00 0.00 .
Opportunity to
use and develop Correlation
human capacities Coefficient 0.45** 0.38 0.46 0.63 1.00
Sig. (2-tailed) 0.00 0.00 0.00 0.00 .
Social integration
in the work Correlation
organization Coefficient 0.47** 0.26 0.42 0.49 0.55 1.00
Sig. (2-tailed) 0.00 0.03 0.00 0.00 0.00 .
Constitutionalism
in the work Correlation
organization Coefficient 0.71** 0.59 0.60 0.68 0.47 0.52 1.00
Sig. (2-tailed) 0.00 0.00 0.00 0.00 0.00 0.00 .
Work and total Correlation
life space Coefficient 0.57** 0.51 0.68 0.65 0.56 0.52 0.65 1.00
Sig. (2-tailed) 0.00 0.00 0.00 0.00 0.00 0.00 0.00 .
Social relevance
of the work in the Correlation
life Coefficient 0.69** 0.55 0.56 0.76 0.42 0.38 0.61 0.64 1.00
Sig. (2-tailed) 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 .
**Significant at 0.01 level.
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