The Two-Factor Theory of job satisfaction from Herzberg (1959):

Rothausen (1994) describes seven job satisfaction facets that allow researchers to develop a more nuanced view of overall job satisfaction scores (flexibility, achievement, autonomy, rewards, cooperation, participation, structure). In order to assess whether flexibility was an important factor in overall job satisfaction, I measured the flexibility facet of job satisfaction but also asked respondents to list the top three factors that contribute to their overall job satisfaction. I coded these open-ended responses into Rothausen’s seven job satisfaction facets and also found two additional contributing factors: 1) mission of the organization and 2) location of work / commute time.

Satisfaction with Factors of Job Satisfaction

outside world associates with a job can also be a factor of job satisfaction (Jones,

I think that the most important factor of job satisfaction is wage

The top four reasons for overall job satisfaction were the same for both part-time and full-time working mothers, although the order differed. Part-time mothers most often listed flexibility as the reason for their job satisfaction (82%) whereas full-time mothers listed achievement most often (62%). The achievement facet of job satisfaction includes finding your job challenging, being able to use your expertise and training and being able to reach high standards.

private polytechnic teachers for the pay factor of job satisfaction

About half of the part-time and full-time respondents listed their co-workers and/or boss as a contributing factor to their job satisfaction score, making the cooperation facet of job satisfaction the second highest factor for both of these groups. Surprisingly, the rewards facet was not in the top three factors for either group; I would have expected it to be listed more often by full-time working mothers.

loyalty) signified by the coefficient of Beta factor of job satisfaction is 0.567 and T value is
The least influencing factor of job satisfaction was Communication (B = 0.507)

What Are the Factors Affecting Job Satisfaction

In factor analysis, principal component analysis (PCA) followed by the varimax rotation was employed to identify the most influential factors of job satisfaction. There were 60 items in the study labelled X1, X2,‥‥, X60. shows item loading values, Cronbach’s alpha and Eigen values. The variable loading value of above 0.50 are considered significant variable []. Some variables (i.e., X3, X5, X11, and X12) were dropped from the analysis due to low loading values. The60 items of job satisfaction scale were reduced to 33 items after exploratory factor analysis (EFA) was run. Six factors below extracted in the EFA together explained 68.53% of the total variance.

Question number ten examines the working environment as a factor of job satisfaction

Job Satisfaction Factors - Buzzle

The results from Pearson product moment correlation indicate that stated six factors have positive influence on academics’ job satisfaction. Supervisory support has the score with the highest mean value. This indicates that academics are found to be highly satisfied with supervisory support among the universities. Interestingly, all the other factors of job satisfaction scored similar positive mean values. According to the respondents, training and development initiatives by university management constitute the least satisfactory factor. It is also worth mentioning here that the data range is relatively high in value among the variable of career growth. These results from standard deviation signify that universities are successfully maintaining the academics across the campuses.

believed to be the most important factor of job satisfaction around the turn of the century

Factors determining job satisfaction of employees 1

In this study, six factors (compensation package, career growth, job security, working conditions, supervisory support, and team cohesion) of academics’ job satisfaction among private universities in Bangladesh are extracted using exploratory factor analysis (EFA). These factors affect academics’ job satisfaction and influence their decision to either stay in or leave their job. Again, the job satisfaction factors are examined using several analytical methodologies i.e. correlation and regression analysis to identify the most influential factors for academics from the identified factors of job satisfaction by EFA. The three most influential factors for job satisfaction are compensation package, job security, and working condition. Interestingly, despite many other dissatisfaction issues of different degrees, respondents showed very positive attitudes toward the sense of pride in their job. Such an attitude truly reflects the optimism of university academics that they still consider teaching is a noble profession. Compared to many other job types, university academics are still not well paid. Based on the findings, it is recommended that the management of all private universities should take necessary steps to provide greater financial benefits and create supportive organizational culture. University management can incentivize employees for publications in top journals, give bonus and other benefits, etc. To boost job security, leaders need to show consideration for the morale, welfare and well-being of their team, and the organization must provide training to improve employee skills. Giving recognition is another strategy i.e. rewards for good teaching and research, fair and transparent policies for performance appraisal. Furthermore, university management should design HR strategies including management support, better infrastructure, flexible working conditions, team cohesion, and flexible rules and policies in a way that their academic staffs can also enjoy the maximum advantage of these strategies.