Factors Affecting Job Satisfaction of College Lecturers in Ludhiana-An Empirical Study

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1 Factors Affecting Job Satisfaction of College Lecturers in Ludhiana-An Empirical Study 1 Jaspreet Kaur, 2 Shivani Miglani, 3 Rajesh Kumar 1 Assistant Professor, K.L.S.D College, Subhash Nagar, Ludhiana (Affiliated to Panjab University, Chandigarh) 2 Assistant Professor, K.L.S.D College, Subhash Nagar, Ludhiana (Affiliated to Panjab University, Chandigarh) 3 Associate Professor-cum-Head, K.L.S.D College, Subhash Nagar, Ludhiana (Affiliated to Panjab University, Chandigarh) 1 jp_2055@rediffmail.com, 2 shivanijainss@gmail.com, 3 rajeshmarwaha70@gmail.com Abstract Education Sector is one of the largest employing sectors of the Indian Economy. It is the teaching community who plays a vital role in all-round development of the younger generation, the future of the nation. Job Satisfaction is one s attitude towards his job (Positive and Negative). Satisfaction with work environment and the work itself is the basic constituent of an employee s job satisfaction. The present study was carried out to study the job satisfaction level of college lecturers in Ludhiana, particularly, a comparison of government employee satisfaction level with that of a private employee. It also attempts to throw a light on relevance of various factors affecting job satisfaction among college lecturers Index Terms Attitude, College Lecturers, Education & Job Satisfaction I. INTRODUCTION The main purpose of education is to promote equality and social justice. It should also help everyone in providing right kind of work, professional expertise and leadership in all walks of life. It should inculcate the physical, spiritual, moral, emotional, rational, ethical values in the society. These values can be transmitted through teachers to the society. Job Satisfaction is a multinational phenomenon which lives with employees and influence whole organization. The spirit of job satisfaction has great impact on job performance of college lecturers. Job satisfaction is one s emotional attitude to the job itself. It is a term used to describe how an individual is contended with one s job. It is determined by the comparison between one s expectations and the actual rewards obtained by them. If they feel that they are getting the rewards on an equal footing as compared with their colleagues and those working in other organizations in the same industry, they feel job satisfied. On the other hand, if they feel that they are working harder as compared to the rewards given to them, they feel dissatisfied. Generally, job satisfaction and job attitudes are treated as one. But in reality, the positive attitude towards one s job is job satisfaction while the negative attitude towards one s job is job dissatisfaction. The various factors determining the level of job satisfaction can be categorized as Individual factors such as level of education, age, sex and role perception, Organizational variables including occupational level, job content, considerate leadership and interaction in the work group, situational variables i.e. working conditions, nature of supervision, equitable rewards and opportunities of promotion etc. II. REVIEW OF LITERATURE Nabi (2004) in his study showed that the main effect of sex was found to be significant on the level of job satisfaction of secondary school teachers. Female teachers enjoyed more satisfaction in teaching profession than the male counterparts. The main effect of the marital status was found to be significant on the level of job satisfaction of secondary school teachers. The teachers who were married showed better satisfaction with their profession than unmarried colleagues. The teachers teaching in government schools enjoyed greater job satisfaction than the teachers teaching in private schools. Kosteas (2009) in his study revealed that all of the dimensions in which promotions could affect worker s career and compensation, relatively little attention had been paid to the importance of promotions as a determinant of job satisfaction. Habib Ahmad (2010) in his study analyzed the impact of demographic characteristics such as age, gender, tenure, cadre and education but the evidence tends to be mixed, with positive and negative relationships sometimes identified for the interactions between the same variables. Kabir (2011) evaluated job satisfaction of employees in the pharmaceutical sector of Bangladesh by taking into account the effect of type of pharmaceutical, experience, age, and attitudes of gender on job satisfaction. The results of study proved that relations with peers, work efficiency, supervision and salary significantly affect the level of job 33

2 Score International Journal of Research and Development - A Management Review (IJRDMR) satisfaction of employees. Kabir and Parvin (2011) in their study revealed that many variables which affect job satisfaction of a person were salary and fringe benefits, system of promotion, working environment quality, leadership, and the work tasks and socializing. Akram (2012) in his study showed that if organizations want to retain competitive employees, they must be able to provide them good working conditions, competitive salaries, employment security and autonomy. He further concluded that financial aspects especially salary is the most important among above variables because each employee needs a livelihood to support his/ her family. III. OBJECTIVES OF STUDY The various objectives of the study are as under: 1. To compare the job satisfaction level of government and private college lecturers. 2. To study the relevance of various factors affecting the job satisfaction level. IV. RESEARCH METHODOLOGY In the light of above research works, the present research paper is an attempt to study factors affecting job satisfaction of college lecturers in Ludhiana. The study is based on primary data collected from 117 out of 150 respondents with the help of pre-tested questionnaire. The area of study covers six colleges of Ludhiana both the Government Colleges i.e. Government College for Girls and SCD Government College and four Private Colleges i.e. Khalsa College for Women, GGN Khalsa College, Arya College and Guru Nanak Khalsa College for Women.. The research tools used in study includes percentages, weighted Average, Karl Pearson s coefficient of correlation, Chi-Square test, z-test and Yates Correction. The following hypotheses were taken: Hypothesis 1: There is no significant difference between the mean score of the satisfied job lecturers in government colleges and that in the private colleges. Hypothesis 2: There is no significant relationship between salary and job satisfaction level of the lecturers. Hypothesis 6: There is no significant relationship between autonomy and job satisfaction level of the lecturers. Hypothesis 7: There is no significant relationship between participation in decision-making and job satisfaction level of the lecturers. V. ANALYSIS & DISCUSSIONS A. Analysis of difference between the job satisfaction level among the Government Colleges and Private Colleges The level of job satisfaction varies among Government colleges and Private colleges because of the differences in certain factors, which affect the level of job satisfaction. An attempt has been made in the present study to compare the level of job satisfaction among these sectors. The difference is shown in Table 1. Table 1 Number of satisfied and dissatisfied lecturers in both the sectors Satisfied Dissatisfied Total Govt. College Lecturers Private College Lecturers Total Table 1 depicts that in Government colleges, around 88.89% of the lecturers are satisfied and in Private colleges, 90.12% of the lecturers are satisfied, thereby, indicating that the number of satisfied lecturers is more in private colleges than in the government colleges, although the difference is acute. Out of the total lecturers (117) taken under the study, 27.35% are satisfied govt. colleges lecturers while 3.42% are dissatisfied % are satisfied private colleges lecturers while 6.84% are dissatisfied. If we have a look at the mean score of the satisfied lecturers in both the sectors separately, the mean score of the total lecturers in Government colleges was found to be and that in Private colleges was In the same manner, the mean score of the satisfied lecturers was calculated and it was found that in government colleges, it was higher (90.66) than that for the private colleges i.e. (89.04). The mean score of the lecturers of the two sectors is shown with the help of a bar diagram 1. Mean Score of Lecturers Hypothesis 3: There is no significant relationship between recognition for good results and job satisfaction level of the lecturers. Hypothesis 4: There is no significant relationship between opportunity for personal growth and job satisfaction level of the lecturers. Hypothesis 5: There is no significant relationship between grievance handling and job satisfaction level of the lecturers Mean Score (Total) Figure Mean Score (Satisfied) Govt. Private 34

3 The hypothesis that there is no significant difference between the mean scores of the lecturers of the government colleges and that of private colleges was tested with the use of z-test. The value of standard error was found to be and that of z to be 1.03, which is less than the table value i.e when tested at 5% level of significance, thereby indicating that the hypothesis was accepted. Hence, it can be said that there is no significant difference between the mean score of the satisfied lecturers in the two sectors- Government and Private. B. Analysis of the effect of various factors on the job satisfaction level of lecturers Satisfaction with Salary and the job satisfaction level: To analyze that whether satisfaction with salary has any correlation with the level of job satisfaction or not, it was asked if they are satisfied with their salary. The relation between the two is presented in the Table 2. Table 2 Satisfaction with Salary and the job satisfaction level Satisfied with salary Dissatisfied with salary Total * *Note: Number of Lecturers ignored (being neutral) = 30 The Table 2 highlights that out of a total of 87 lecturers, 58 (66.67%) were those who were satisfied with both salary given as well as with their job, 7 (8.33%) were dissatisfied with both, while there were 19 (21.85%) lecturers who were dissatisfied with the scale given to them yet satisfied with their job and 3 (3.45%) were those who although satisfied with the scale were not satisfied with their job. The value of chi-square was found to be 8.677, Yates correction to be When compared to the table value at 5% level of significance, it was found that both the values are higher than the table value (3.84). Thus, the hypothesis was rejected. Hence, there is correlation between salary given and the level of job satisfaction. The value of Karl Pearson s coefficient of correlation was calculated as to be Satisfaction with Recognition and the job satisfaction level: To analyze that whether satisfaction with recognition for good results has any correlation with the level of job satisfaction or not, it was asked if they get well recognition for good results or not. The relation between the two is given in Table 3. Table 3 Satisfaction with Recognition and the job satisfaction level Satisfied with recognition Dissatisfied with recognition Total * *Note: Number of Lecturers ignored (being neutral) = 25 It is inferred from the Table 3 that out of a total of 92 lecturers, 76 (82.61%) were those who were satisfied with both recognition for good results as well as with their job, 8 (8.70%) were dissatisfied with both, while there were 7 (7.60%) lecturers who were dissatisfied with the recognition given to them yet satisfied with their job and 1 (1.09%) were those who although satisfied with the recognition given, but were not satisfied with their job. The value of chi-square was found to be , Yates correction to be When compared to the table value at 5% level of significance, it was found that both the values are higher than the table value (3.84). Thus, the hypothesis was rejected. Hence, there is correlation between recognition for good results and the level of job satisfaction. The value of Karl Pearson s coefficient of correlation was calculated as to be Satisfaction with opportunity for personal growth and the job satisfaction level: To analyze that whether satisfaction with opportunity for personal growth has any correlation with the level of job satisfaction or not, it was asked if the college, itself, takes initiative to get them involved in research like organizing lectures, seminars, etc. or not. The relation between the two is presented in the following Table 4. Table 4 Satisfaction with opportunity for personal growth and the job satisfaction level Satisfied with Personal Growth Dissatisfied with Personal Growth Total * *Note: Number of Lecturers ignored (being neutral) = 33 The Table 4 reveals that out of a total of 84 lecturers, 54 (64.29%) were those who were satisfied with both initiative taken by the college to get the lecturers involved in the research work as well as with their job, 8 (9.52%) were dissatisfied with both, while there were 22 (26.19%) lecturers who were dissatisfied with the initiative taken by the college for their personal growth yet satisfied with their job and 0 (0%) were those who although satisfied with the opportunity given for the personal growth, but were not satisfied with their job. The value of chi-square was found to be , Yates correction to be When compared to the table value at 5% level of significance, it was found that both the values are higher than the table value (3.84). Thus, the hypothesis was rejected. Hence, there is correlation between initiative taken by the college for their 35

4 personal growth of lecturers and the level of job satisfaction. The value of Karl Pearson s coefficient of correlation was calculated as to be Satisfaction with Grievance Handling and the job satisfaction level: To analyze that whether satisfaction with grievance handling has any correlation with the level of job satisfaction or not, it was asked if their problems are taken seriously when communicated to higher authorities or not. The relation between the two is shown in Table 5. Table 5 Satisfaction with Grievance Handling and the job satisfaction level Satisfied with Grievance Handling Dissatisfied with Grievance Handling Total * *Note: Number of Lecturers ignored (being neutral) = 34 The Table 5 highlights the fact that out of a total of 83 lecturers, 66 (79.52%) were those who were satisfied with both grievance handling by higher authorities as well as with their job, 7 (8.43%) were dissatisfied with both, while there were 10 (12.05%) lecturers who were dissatisfied with the grievance handling by higher authorities yet satisfied with their job and 0 (0%) were those who although satisfied with the grievance settlement but were not satisfied with their job. The value of chi-square was found to be 29.68, Yates correction to be When compared to the table value at 5% level of significance, it was found that both the values are higher than the table value (3.84). Thus, the hypothesis was rejected. Hence, there is correlation between grievance handling and job satisfaction. The value of Karl Pearson s coefficient of correlation was calculated as to be Satisfaction with Autonomy and the job satisfaction level: To analyze that whether satisfaction with autonomy has any correlation with the level of job satisfaction or not, it was asked if they feel that principal exerts pressure on them to follow his/her decision. The relation between the two is presented in the following Table 6. Table 6 Satisfaction with Autonomy and the job satisfaction level Satisfied with Autonomy Dissatisfied with Autonomy Total * *Note: Number of Lecturers ignored (being neutral) = 24 The Table 6 reveals that out of a total of 93 lecturers, 66 (70.97%) were those who were satisfied with both autonomy given to them as well as with their job, 6 (6.45%) were dissatisfied with both, while there were 16 (17.20%) lecturers who were dissatisfied with the autonomy given to them yet satisfied with their job and 5 (5.38%) were those who although satisfied with the freedom but were not satisfied with their job. The value of chi-square was found to be 6.591, Yates correction to be When compared to the table value at 5% level of significance, it was found that both the values are higher than the table value (3.84). Thus, the hypothesis was rejected. Hence, there is correlation between autonomy given to the lecturers and their job satisfaction level. The value of Karl Pearson s coefficient of correlation was calculated as to be Satisfaction with Participation in decision making and the job satisfaction level: To analyze that whether satisfaction with participation in decision making has any correlation with the level of job satisfaction or not, it was asked if they are consulted in the planning of the development programmes for the organization or not. The relation between the two is given in Table 7. Table 7 Satisfaction with Participation in decision making and the job satisfaction level Satisfied with Participation in decision making Dissatisfied with Participation in decision making Total * *Note: Number of Lecturers ignored (being neutral) = 42 The Table 7 highlights that out of a total of 75 lecturers, 48 (64%) were those who were satisfied with both participation in decision making as well as with their job, 5 (29.33%) were dissatisfied with both, while there were 22 (6.67%) lecturers who were dissatisfied with their participation yet satisfied with their job and 0 (0%) were those who although satisfied with the participation but were not satisfied with their job. The value of chi-square was found to be 9.524, Yates correction to be When compared to the table value at 5% level of significance, it was found that both the values are higher than the table value (3.84). Thus, the hypothesis was rejected. Hence, there is correlation between participation in decision making and the level of job satisfaction. The value of Karl Pearson s coefficient of correlation was calculated as to be VI. CONCLUSION It was found that there is no significant difference between the mean score of the satisfied lecturers of the two sectors Government and Private. There is positive correlation between job satisfaction and salary, recognition for good results, autonomy, and opportunity for personal growth, experience, grievance handling and participation in 36

5 decision-making. REFERENCES [1] Ahmad, Nabi, and Abdul Raheem, (2004) Job Satisfaction among School Teachers, The educational review, vol.47, no.8, pp [2] Akram, A. A. (2012). Impact of Financial Rewards on Employee s Motivation and Satisfaction in Pharmaseutical Industry, Pakistan, Global Journal of Management and Business Research, vol. 12, no. 17, pp [3] Habib Ahmad, K. A. (2010). Relationship between Job Satisfaction, Job Performance, Attitude towards Work and Organizational Commitment, European Journal of Social Sciences, vol.2, no. 18, pp [4] Kabir, M. M. (2011). Factors Affecting Employee Job Satisfaction of Pharmaceutical Sector, Australian Journal of Business and Management Research, vol. 1, no. 9, pp WEBSITES [5] [6] [7] 37