Instructor: Yard. Doç. Dr. Gönül DemirelPresenter: Ali Baran

Problem StatementThere are a limited research regarding job

satisfaction of the faculty members of universities in relation to performance of that institute.

This research was projected to fill the gap and to find out the relation between job satisfaction of the faculty and performance of that institute.

Research Questions1. Describe relationship between factors which

motivate the faculty like; work-Itself, responsibility, achievement, recognition, growth, job satisfaction.

Research Questions2. Describe the relationship between Hygiene

factors of the job; relationships, salaries, policy/administration, working condition, supervision, jobs satisfaction.

Research Questions3. To investigate the impact of job satisfaction

on the performance of the organization

Variables

Theoratical Framework

HypothesesHa1: Achievement is significantly associated

with motivatorsHa2: Growth is significantly associated with

motivatorsHa3: Recognition is significantly associated

with motivatorsHa4: Responsibility is significantly

associated with motivatorsHa5: Work itself is significantly associated

with motivators

HypothesesHa6: Supervision is significantly associated

with HygieneHa7: Salary is significantly associated with

HygieneHa8: Policy of institute is significantly

associated with HygieneHa9: Relationship is significantly associated

with HygieneHa10: Working conditions is significantly

associated with Hygiene

HypothesesHa11: Motivators are significantly associated

with job satisfaction.Ha12: Hygiene factors are significantly

associated with job satisfaction.Ha13: Return on assets and profitability is

significantly associated with org. performance.Ha14: Profitability is significantly impacting

organizational performance of the institute.Ha15: Job satisfaction is significantly

impacting organizational performance of the institute.

Research Methodology1. Data CollectionThe research was based on primary data,

which was collected by means of survey questionnaire, self-administered from University Faculty members around the Pakistan.

Research Methodology2. PopulationThe population for this study is faculty

members of the universities located in different cities of Pakistan.

3. SampleThe Sample size for the study is 250 faculty members

and cluster sampling was used on the bases of region;

Islamabad, Rawalpindi, Lahore, Multan, Gujranwala, Sialkot, Gujrat, Faisalabad, Kasoor, Sheikhupura

-The purpose of this cluster is diversity in culture and back ground of all employees influence the thinking pattern.-

After making cluster, stratified sampling was used. The sampling frame was divided into non-overlapping groups or strata, e.g. geographical areas, age-groups, genders. Data was collected with the help of self-administered questionnaire from 250 respondents. The response rate remained 80%.

4. Survey instrumentThe questionnaire consisted of 4 parts, each

variable consist of 5 constructs except Job satisfaction which has one construct. The respondent were asked to reply on Likert scale.The reason for using Likert scale is that

because it is psychometric analysis of respondent’s behavior (Likert, 1932).

All the items were close ended because close ended questions allow the respondent to show their degree of agreement or disagreement.

5. ValidityThe initial draft of the questionnaire was floated for

the purpose of content validity, for which views were collected from the scholars as well as potential respondents. Based on their view various items were omitted, modified. After the changes questionnaire was floated to different organizations for pilot testing. The sample size for pilot testing was 15 and on the basis of results generated internal consistency of data was measured. It was found that all the variables met the cut of value (0.65).

6. Reliability Statistics:The sample values show that all the variables met the cut-off value

(0,65) that is acceptable for retaining the variables. Sr No Variable Name Cronbach Alpha 1 Achievement 0.69 2 Growth 0.61 3 Recognition 0.71 4 Responsibility 0.72 5 Work itself 0.79 6 Supervision 0.77 7 Salary 0.68 8 Policy 0.77 9 Relationship 0.78 10 Working conditions 0.67 11 Profitability 0.74 12 ROI 0.64

7. Descriptive AnalysisThe entire 250 respondent have responded

through emails and by visiting the respondents personally. Demographic data indicate that: 75.7% were male and 24.3% were female,73% were having Master degree, 21.3% were

having PhD, and 5.7% were having M.Phil./MS.Data collected from public as well as private

universities/organizations. Majority of the respondents were in 30-40 age groups (69%),41-50 age groups (27.7%),+50 age groups (3.3%).

Summary statistics of model fitFit Index Recommended Value

Observed valuesChi-square/ doF ≤3.00 < 2.33GFI ≥0.90 >0.97AGFI ≥0.80 >0.89NNFI ≥0.90 > 0.98CFI ≥0.90 or ≥0.95 >0.99RMSR ≤0.10 <0.057RMSEA ≤0.06 or ≤0.08 <0.032

GFI = goodness-of-fit index; AGFI = adjusted goodness-of-fit index;

NNFI = non-normed fit index; CFI = comparative fit index; RMSR = root mean square residual; RMSEA = root mean square error of approximation.

FindingsOur entire hypotheses are accepted. The

results show positive & significant relations among observed variables.

ResultsFrom the above results or findings, it can be said that job

satisfaction of the employees are very much affected by the motivators and hygiene factors. This particular study also validated that achievement of the employees as well as of organization, growth of employees and organization, recognition, responsibility that the employees have, work itself, minimum supervision of the employees, handsome salary, policies of the organization, relationships of employees with other members as well as with the organization and working condition or good environment enhances the satisfaction of the employees regarding their job. Similarly it can be concluded form the results that job satisfaction significantly enhances the performance of the organization in terms of returns on assets and profitability.

Practical ImplicationsThe questionnairewas self-administered & it

took a lot time to gather the dataThe non-corporative attitude of the

respondents.Last but not the least cost constraint was also

a hurdle in materializing this study to its final shape.

Further Implications may be;This study can be helpful for academic

organizations especially universities.This model can be expanded other countriesAnd can be improved with some other

relevant variables such as; emotional intelligence, commitment, job

security& job involvement..