Factors That Contribute The Job Satisfaction Management Essay

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The purpose of this survey is to analyze the factors that influence employees occupation satisfaction at Faculty OF Education, University of Malaya. There are four factors that have been studied, which are: salary, working environment, undertaking given and occupation preparation. In roll uping informations, the research worker used both secondary and primary informations. The questionnaires had been used in order to acquire feedback from the staff. Researcher had distributed 100 questionnaires indiscriminately to 155 staff. Out of 100, 50 questionnaires was return back. The information collected was tested on its frequence analysis. Further analysis had been done by utilizing dependability analysis. Correlation was used to prove the hypotheses in this survey every bit good as arrested development analysis. The findings of this survey demo that all independent variables which are salary, working status, undertaking given and occupation preparation have relationship with the occupation satisfaction amongst employees at The Faculty. Out of four factors, three factors which are salary, task given and occupation preparation positively act upon the occupation satisfaction of employees. Another one factors which is working status did non act upon the occupation satisfaction amongst employees at Faculty of Education, UM. From the consequence obtained in this survey, research worker suggests some recommendations that can assist The Faculty to better their employee ‘s occupation satisfaction.
Chapter 1
Introduction
Overview
This chapter introduces the inside informations of the research undertaking and what is involved on it. The first thought on this chapter is background of the survey, background of the company, job statement, aim of the survey, research inquiry, theoritical model, research hypotheses, range of the survey, important of the survey, restriction of the survey and focal points on the factors that affect occupation satisfaction of staff at Faculty of Education, University of Malaya.
BACKGROUND OF THE STUDY
Harmonizing to Alf Crossman ( 2002 ) , cited from Fitzgerald et al. , ( 1994 ) occupation satisfaction is one standard for set uping the wellness of an administration ; rendering effectual services mostly depends on the human beginning and occupation satisfaction experienced by employees will impact the quality of service they render. He besides stated from other research worker that occupation satisfaction has been defined as a positive emotional province ensuing from the pleasance a worker derives from the occupation. He besides added that occupation satisfaction acts as the affectional and cognitive attitudes held by an employee about assorted facets of their work.
Harmonizing to the statement by Dr. Saedah Siraj, Dean, Faculty of Education, UM in a short interview, the module is really concern about the public assistance of its workers in order to maintain their public presentation at the highest degree. In order to assist the public presentation of the workers is at the needed degree, several ways are taken to better the occupation satisfaction for illustration organizingA familyA daysA among employeesA and create aA worker-friendlyA office, directing workersA toA attend coursesA to heighten cognition and few others. Based on this, it will increase the satisfaction of the employee so that their public presentation can be maintained at the highest degree.
BACKGROUND OF THE FACULTY
Faculty of Education UM was formed in June 1963. Since the constitution has successfully trained about 20,000 alumnuss. From among them, more than 15,000 have graduated with the Diploma in Education, more than 1,000 with a Master grade and about 3,500 with a Bachelor in Education grade. It has 6 sections with the entire strength of 95 academic staff and 55 disposal and support staff.
PROBLEM STATEMENT
My married woman is one of the disposal staff in the module and holding a married woman working at that place, I am besides in contact with most of the staff in module. As portion of the community, the staffs of the module ever convey their issues in a insouciant mode to me. Among the things that they mentioned is that the wage is non competitory plenty. Salary is one of the most of import determiners towards employee ‘s occupation satisfaction. If the employee is non satisfied with the salary given, it will impact their motive and quality of plants. From the statistic given by the office, 10 academic staffs and 3 disposal staffs have resigned from their station from January 2011 to January 2012. From what I am told, most them received a better offer in term of salary paid. Dr Samina ( 2011 ) cited from Weiss and Cropanzano ( 1996 ) , Thoms, Dose, and Scott, ( 2002 ) argued that occupation satisfaction is personal appraisal of single for his/her occupation and work context. Harmonizing to Zheng Gu ( 2009 ) cited from Lee et al. , ( 2006 ) ; Karl and Peluchette, ( 2006 ) ; MacKenzie et al. , ( 1998 ) ; Netemeyer et al. , ( 1997 ) ; Rogers et al. , ( 1994 ) ; Hoffman and Ingram, ( 1992 ) , he suggest that occupation satisfaction plays a important function in work public presentation in prolonging the public presentation of service employees in the workplace, therefore the service quality provided to clients.
There are assorted factors that can lend to the satisfaction of the employees. The first factor is the salary paid. Retrieve from Baiti ( 2011 ) she stated that fiscal wages is one of the factors that produce occupation satisfaction. A better wage occupation was found to take to greater occupation satisfaction and lower employee turnover purpose.
Second factor is the occupation developing given to the employee. It is proven in many recent surveies that offering uninterrupted occupation developing to serve employees particularly those who interact with high volume of clients ‘ everyday would better their occupation satisfaction, therefore organisational public presentation. Training would better accomplishments and abilities relevant to employees ‘ undertakings and development, and increase employees ‘ satisfaction with their occupations and workplaces ( Harel and Tzafrir, 1999 ) . Besides the two factors, working status and undertaking given besides influenced the degree of employee satisfaction. Job satisfaction is more influenced by the complexness of the occupations. This could be explained by greater liberty in complex occupations ( Johnson and Johnson, 2000 ; Judge and Church, 2000 ) .
Research OBJECTIVES
To place the factor that contributes to the occupation satisfaction among staff at Faculty of Education, UM.
To place the relationship between wage, working status, undertaking given and occupation preparation with the occupation satisfaction.
RESEARCH QUESTIONS
What are the factors that contribute to the occupation satisfaction among employee in Faculty of Education, UM?
Are there any relationship between occupation preparation, working status, salary and task given with the occupation satisfaction?
THEORETHICAL FRAMEWORK
In this research which is to find the factors that contribute to employee ‘s occupation satisfaction in Faculty of Education, UM, four independent variable that involved are salary, working status, undertaking given and occupation preparation. These variables were tested to find whether it contributed to the occupation satisfaction or non. And besides to find whether there are relationships between these four variables and the dependant variable which is occupation satisfaction.
Salary
Working status
Job Satisfaction
Undertaking given
Job preparation
INDEPENDENT VARIABLES DEPENDENT VARIABLE
Figure 1: Theorethical Model
Hypothesis
These are the hypotheses tested in this research. Ho is the void hypothesis and H1 is the alternate hypothesis.
Hypothesis 1
Ho – there is no relationship between wage and occupation satisfaction.
H1 – there is a relationship between wage and occupation satisfaction.
Hypothesis 2
Ho – there is no relationship between working status and occupation satisfaction.
H1 – there is a relationship between working status and occupation satisfaction.
Hypothesis 3
Ho – there is no relationship between undertaking given and occupation satisfaction.
H1 – there is a relationship between undertaking given and occupation satisfaction.
Hypothesis 4
Ho – there is no relationship between occupation preparation and occupation satisfaction.
H1 – there is a relationship between occupation preparation and occupation satisfaction.
Scope OF STUDY
The respondent used in the research is 100 employees. The research worker has evaluated what are the rate of occupation satisfaction and the inducements plan that influence the satisfaction. From this, the module can increase their attempts to increase the occupation satisfaction of its employee.
SIGNIFICANT OF STUDY
Significant of this survey is this survey has given some good to the parties which are:
Significant to the research worker
This research paper is mandatory to all pupils and it is good to them to acquire an exposure and new cognition while carry oning this research paper.
Significant to the Faculty
This research paper can profit the Faculty when they can increase their attempts to supply the satisfaction to the employees so that their public presentation can be maintain and increased from clip to clip.
LIMITATION OF STUDY
Difficult to acquire cooperation from respondents
It is hard to acquire cooperation from the respondent because they might experience hesitate to reply the questionnaire in an honorable manner. From 100 pieces of questionnaire distributed, merely 50 pieces were successfully collected.
DEFINITION OF TERM
Job satisfaction
Job satisfactionA depict how content anA individualA is with his /her occupation. The happier people are within their occupation, the more satisfied they are said to be.
Salary
Salary is the pecuniary wages given to the employees for every work they done.
Working status
Working status is known as the status in which an person or staff plants, including comfortss, physical environment, emphasis and noise degrees, grade of safety or danger and others.
Undertaking given
Undertaking is a definite piece of work assigned to, falling to or expected of a individual responsibility. Undertaking is given by directors or supervisors as an duty to an employee to carry through.
Job preparation
Training given to a individual improves the accomplishments and abilities needed for the employee to finish his/her undertakings.
Employee
AnA employeeA is a term for workers and directors working for aA company, A organisationA or community. These people are theA staffA of the organisation. By and large talking any individual hired by anA employer to make a peculiar occupation ” is an employee. As in this research, an employee is the individual who works for Faculty of Education, UM
Employer
AnA employerA is a individual or establishment that hiresA employeesA orA workers. Employers offerA wagesA or aA salaryA to the workers in exchange for the worker’sA workA orA labour. In this research, the employer is Faculty of Education, UM.
Chapter 2
LITERATURE RIVEW
Importance OF EMPLOYEE
An employee is one who works for person else or a company in exchange for rewards or some other agree-to compensation. Employee is a really of import plus to a company. Employee is the 1 that will convey net income to the company. Williams ( 2009 ) , stated that the greatest plus a company has is non its fiscal capital, the figure of edifices or locations, the sum of equipment or the services/products the company offers but its employees. The employee is the 1 who will run the concern and convey net incomes to the company while the aim of concern proprietors is profitableness. Therefore, it is really of import for the company to guarantee the satisfaction degree of their employee. Assorted factors can act upon the employee occupation satisfaction such as salary, working status, undertaking given and occupation preparation to the employee.
While, Dinayak Shenoy ( 2012 ) in his article on concern survey stated that there is no other aim of a concern than net income. That is why employee is really of import to convey the net income to the company. And the most of import factors towards the success of an organisation is the employees public presentation. The satisfaction of an employee is really of import because dissatisfaction employees normally will convey serious job to the company where their public presentation will drop and impact the net incomes of the company.
Ruth Mayhew ( n.d ) have stated that the success of an organisation ‘s will depends on the employees ‘ public presentation where the hapless public presentation will detrimental the company ‘s success. Therefore, he have stressed that to pull off a squad of work force, it will necessitate the leading accomplishment and support from the top direction.
Dr Muhammad et.al ( 2010 ) retrieve from Bodla & A ; Danish, ( 2009 ) , Bodla & A ; Naeem, ( 2009a ) , Bodla & A ; Naeem, ( 2009b ) , Parker et Al, ( 2005 ) , Allen & A ; Meyer, ( 1990 ) stated that the organisation have a really high committedness to guarantee the employees ‘ occupation satisfaction is ever be the chief things in their mission. When it comes to the educational sector, these factors become more of import to the organisation since the employees is the 1 that will purchase the intellect people to the state.
2.2 JOB SATISFACTION
Harmonizing to Mosadeghrad ( 2003 ) , occupation satisfaction can be defined as an employee ‘s affectional reaction to a occupation, based on a comparing between existent results and desired results. While harmonizing to Robbins ( 2003 ) , occupation satisfaction is the general attitude of an single towards his or her occupation. Prof. Dr. , Yalova ( 2009 ) in his research said that for Nelson and Quick ( 2002 ) , occupation satisfaction is a enjoyable or positive emotional province ensuing from the assessment of their occupation. A individual is consider in a positive attitudes towards their occupation when they have a high degree of satisfaction. While the negative attitudes comes when they are non satisfied toward their occupation. The attitudes of an employee towards their occupation will effects their quality of plants where high quality comes from satisfied employees. From this we can see that the employees occupation satisfaction positively affect the employee behaviour towards their occupation.
Abuduaini Wibuli ( 2009 ) in her research has cited from Kotler ( 2003 ) stating that the satisfaction is consider as a individual ‘s feelings of pleasance or letdown ensuing from comparing a merchandise ‘s sensed public presentation or result in relation to his or her outlook. A individual may anticipate something from what they buy or what they get. In this instance, an employee will anticipate something like wages, acknowledgment, position and others for their part to the organisation. Zheng Gu ( 2009 ) cited from Karl and Peluchette ( 2006 ) claims that satisfied employees believed that their organisation provided client service that was dependable, antiphonal, and empathic, and that employees were knowing and able to transfuse assurance in clients. Therefore, the organisation should supply wagess to employees to increase their motive for occupation satisfaction.
JOB Training
Many recent surveies have identified that offering of uninterrupted occupation developing to serve employees particularly those who interact with high volume of clients everyday would better their occupation satisfaction, therefore organisational public presentation. Zheng Gu ( 2009 ) has cited from Lee et Al. ( 2006 ) , where he founded that preparation was positively associated with service workers ‘ occupation satisfaction and organisational committedness. While harmonizing to Harel and Tzafrir ( 1999 ) preparation can better the accomplishments and abilities needed to employees ‘ undertakings and development, and it besides will increase employees ‘ satisfaction with their occupations and workplaces. They besides added that the individual independent variable found to be statistically important in impacting sensed organisational public presentation was developing patterns. Furthermore, preparation is an indispensable factor for beef uping employees ‘ committedness to the house.
Working Condition
Working status is known as the status in which an person or staff plants, including comfortss, physical environment, emphasis and noise degrees, grade of safety or danger and others. Davis, ( 2004 ) cited from Dormann and Zapf ( 2001 ) in one of their best research construct in work says that occupation satisfaction mediates the relationships between one single worker with work conditions, and organisational and single results. The public presentation of an employee foremost comes from the topographic point where they work and the state of affairs at that place. If they have a really friendly working status it can increase their public presentation better than others. In add-on, retrieve from Ali Mohammad ( 2006 ) , he besides cited from Misener et al. , ( 1996 ) that working status as one of the importance determiner of employee ‘s occupation satisfaction besides the payment, benefits, publicity and supervising.
Wage
Salary is the pecuniary wages given to the employees for every work they done. An employee is the individual who is paid a wage is expected to finish a whole occupation in return for the wage. This is different from aA non-exempt employeeA who is paid an hourly rate or by the piece produced. This employee is by and large eligible to roll up overtime. Salary is determined by market wage rates for people making similar work in similar industries in the same part. Salary is besides determined by the wage rates andA salary rangesA established by an single employer. Salary is besides affected by the figure of people available to execute the specific occupation in the employer ‘s employment venue. InvestorWords.com ( 2012 ) defined salary as a pecuniary wages received on aA regularA footing, normally hebdomadal, bi-weekly, orA monthly. Sometimes the term is used to include otherA benefits, includingA insuranceA and aA retirement program. Salary is really of import to the satisfaction of every worker. As reported by HR Focus ( 2007 ) , the Society for Human Resources Management ( SHRM ) 2007, Job Satisfaction Survey has found that the most of import determiner why employees stay with their employer is the wage.
TASK GIVEN
Undertaking is a definite piece of work assigned to, falling to or expected of a individual responsibility. Undertaking is given by directors or supervisors as an duty to an employee to carry through. It is of import for an employee to make the undertaking given by their directors to demo their ability and duty towards their occupations. For every undertaking given, the employee has the right to accept critic and counsel from the supervisor to guarantee that they are making the right manner. Directors and supervisors besides can inquire for the employee ‘s sentiment in certain determination doing to give the chance to the employee to demo their ability.
Task given lays an of import function towards the satisfaction of the employee ‘s occupation public presentation. Zheng Gu ( 2009 ) cited from Bai ( 2006 ) in his literature has step that the employee turnover is influence by the occupation characteristic such as employee feedback, designation of undertakings, interaction between persons and their chances for friendly relationship. In the other manus, retrieve from Ali Mohammad ( 2006 ) , Irvine and Evans ( 1995 ) besides have underlined the importance of work features ( everyday, autonomy and feedback ) , features of how the work function is defined ( function struggle and function ambiguity ) and features of the work environment ( leading, emphasis, promotion chances and engagement ) in relation to occupation satisfaction.
Chapter 3
RESEARCH METHODOLOGY
Overview
This chapter emphasizes based on this survey and the research worker will seek to analyze and explicate the relationship between occupation satisfaction and the four variables which includes wage, working status, occupation preparation and undertaking given. The chief that need to be discussed are the research design, informations aggregation method, research population, sample size, trying technique, and informations analysis.
RESEARCH DESIGN
Harmonizing to Malhotra ( 2010 ) , a research design is a model or design for carry oning the selling research undertaking. It specifies the inside informations of the processs necessary for obtaining the information needed to construction and/or solve marketing research jobs. The descriptive research is used by the research worker to find the occupation satisfaction among employee at Faculty of Education, UM. Harmonizing to Malhotra ( 2010 ) , descriptive research is a type of conclusive research that the major aim is to depict market features or map. In this research, descriptive research is used to depict the features of a relevant group which is the factors contributes to occupation satisfaction among employees.
3.2 DATA COLLECTION METHOD
In this research, the research worker used both primary and secondary informations in garnering the information relevant to the survey. Malhotra ( 2010 ) defined primary informations as informations originated by the research worker for the specific intent of turn toing research job. While secondary informations refer to the information gathered from beginnings already bing such as company records, web sites, books, diary and others. The two methods used in this research are:
Primary Data
3.2.1.1 Questionnaire
A set of 100 questionnaires was distributed to the staff. The inquiry is divided in 6 classs which are demographic inquiry and 4 subdivisions sing the independent variables and another 1 subdivision is for dependent variable. The research worker used the interval graduated table. Harmonizing to Malhotra ( 2010 ) , interval graduated table is a graduated table is the figure used to rate objects that numerically equals distance on the scale represent equal distances in the characteristic being measured. In this research, the graduated table used is from 1 to 10 which are from strongly hold to strongly differ.
Secondary Datas
3.2.2.1 Journal / Articles
The research worker used diary and articles as secondary informations for this survey. The research worker used diaries and articles published in the web site.
3.2.2.2 Books
The research worker besides used books as secondary informations such as Malhotra ( 2010 ) Marketing Research.
3.2.2.3 Internet
Internet is used as it is the easier manner to acquire the research and journal articles from other research worker.
RESEARCH POPULATION
The population used in this research is the staff at Faculty of Education, UM. The population includes the entire 150 staff in 3 chief sections which are Academic, Administration, and Financial section.
SAMPLE SIZE
Sample size is the figure of respondent that is involved in the research. Harmonizing to Sekaran ( 2003 ) , the sample size is acceptable if the respondent involved is more than 30 and non more than 500. In this survey, the sample size that is used is 100 respondents. A set of questionnaire have been distributed to the employees.
Sampling Technique
Simple random trying technique was used in this research where the questionnaire was distributed to the employees. Questionnaires was completed and returned to researcher in 3 yearss after distributed.
DATA ANALYSIS
For the information analysis, the research worker has used Statistical Package for Social Science ( SPSS ) system to analyze the questionnaire.
Frequencies Analysis
Frequencies distribution was used to number the figure of responses and expressed it in per centum footings.
Dependability Analysis
Harmonizing to Sekaran ( 2003 ) , reliability trial was used to mensurate the stableness and consistence of the construct tested. Coefficient alpha have been used to analyze the dependability of measuring used in questionnaire. The closer it gets to 1.0, the better measuring is.
Arrested development Analysis
Harmonizing to Malhotra ( 2010 ) , multiple arrested developments were used as a statistical technique that at the same time develops a mathematical relationship between two or more independent variables and an interval-scale dependant variable.
Correlation Analysis
Harmonizing to Malhotra ( 2010 ) , correlativity is the relationship between any two variables among the variables tapped in the survey.
Chapter 4
FINDINGS AND INTERPRETATION OF DATA
4.0 Overview
In this chapter, the research worker comes out with the findings and analysis of informations from the conducted survey. To supply rich penetrations into the information, the consequence is being organized in a consistent manner by utilizing SPSS plan. The analysis in this chapter will be showed in a precise mode by utilizing exact figure, tabular arraies and graph.
The analyses used are frequency distribution, dependability analysis, arrested development analysis and correlativity. The intent is to prove the relationship among independent and dependent variable. The arrested development analysis and correlativities are used to prove hypotheses for this survey. The research worker distributes 100 questionnaires and merely 50 questionnaires were returned. Thus the research worker analyzed the informations from 50 questionnaires.
FREQUENCY DISTRIBUTION ANALYSIS
Frequency distribution analysis is used to analyze the first portion of the questionnaires which is portion A, demographic profile. The demographic profile fundamentally indicates the overall background of respondent. Thus it is used to construe demographic value such as respondent ‘s gender, age, race, monthly income, instruction degree, matrimonial position, section and length of services.
Table 4.1: Frequency Analysis
Respondent profile
Frequency
Percent ( % )
Gender
Male
Female
21
29
42.0
58.0
Entire
50
100.0
Age of respondent
21 – 30
31 – 40
41 – 50
50 and above
15
25
7
3
30.0
50.0
14.0
6.0
Entire
50
100.0
Education degree
SPM
STPM / Diploma
Degree
Master / PHD
Others
13
9
21
6
1
26.0
18.0
42.0
12.0
2.0
Entire
50
100.0
Race
Malay
Chinese
American indians
49
1
0
98.0
2.0
0
Entire
50
100.0
Maritial position
Single
Married
Divorced
14
36
0
28.0
72.0
0
Entire
50
100.0
Income degree
Below 1000
1001 – 2000
2001 – 3000
3001 – 4000
4001 and above
4
20
7
11
8
8.0
40.0
14.0
22.0
16.0
Entire
50
100.0
Length of service
Less than 2 twelvemonth
3- 5 old ages
More than 6 old ages
10
28
12
20.0
56.0
24.0
Entire
50
100.0
Department
Administration
Finance
Academicians
22
3
25
44.0
6.0
50.0
Entire
50
100.0
Table 4.1 shows the frequence analysis of the respondent ‘s profile. From 50 respondents, 42 per centum ( 21 respondents ) are male meanwhile 58 per centum ( 29 respondents ) are female.
The age of respondent has been divided into four classs which are 21 – 30 old ages old, 31 – 40 old ages old, 41 – 50 old ages old and 50years & A ; above. From the tabular array, it shows that bulk of employee are in class of 31 – 40 old ages old which is 50 per centum ( 25 respondent ) . 21 -30 old ages old class came in 2nd with 30 per centum ( 15 respondents ) . Next the age of 41 – 50 old ages old represent 14 per centum ( 7respondent ) . And in conclusion is the class of 50 old ages and above with 6 per centum ( 3 employees ) .
Majority of the respondent qualified at Degree degree with 42 per centum ( 21respondent ) , followed by SPM degree with 26 per centum ( 13 respondent ) , 18 per centum ( 9 respondent ) with STPM / Diploma making and 12 per centum ( 6 respondents ) with Masters Qualification. Another 2 per centum ( 1 respondent ) is for others making. For the race, bulk of the employee at is Malays with 98 per centum ( 49 respondents ) .
Maritial position has been divided into three classs which includes individual, married and divorce. From the information, there is no divorce employee at the college. While the first rank with married employees which are 72 per centum ( 36 respondents and followed by individual employees with 28 per centum ( 14 respondent ) .
From table 4.1 besides we can see that most of the employee ‘s income per month is RM1,001 – RM2,000 with 40 per centum ( 20 respondent ) . Second is RM3,001 – RM4,000 which is 22 per centum ( 11 respondent ) . Lastly is income below RM1,000 with 8 per centum ( 4 respondent ) .
Based on length of service, 56 per centum ( 28 respondents ) has worked for 3-5 old ages. 24 per centum ( 12 respondent has worked for more than 6 old ages and another 20 per centum ( 10 respondent ) worked for less than 2 years..
4.2 RELIABILITY ANALYSIS
Harmonizing to Sekaran ( 2003 ) , dependability indicates the extent to which it is without prejudice or mistake free and hence ensures consistent measuring across clip and across the assorted points in instruments. Reliability trial is used to prove the consistence and stableness. Cronbach ‘ Alpha in dependability testing is used to mensurate the consistence degree of inquiry. Cronbach ‘ Alpha is a dependability coeficient that indicates a set of point are positively correlative with each other. It is computed in footings of coverage inter correlativity among the points mensurating the construct. Based on Sekaran ( 2003 ) the closer Cronbach ‘ Alpha is to 1, the higher the internal consistence dependability.
Table 4.2: Rules of Thumb for Cronbach ‘ Alpha Coefficient Size
Alpha Coefficient Range
Strenght of Association
& lt ; .6
Poor
.6 & lt ; .7
Moderate
.7 to & lt ; .8
Good
.8 to & lt ; .9
Very Good
.9 & gt ;
Excellent
Beginning: ( Hair et al. , 2003 )
Dependability of Variables
Table 4.3: Dependability Test Consequence
Variables
No of Items
Cronbach ‘s Alpha
Strenght of Association
Job Satisfaction ( DV )
7
.901
Excellent
Salary ( IV )
5
.740
Good
Working Condition ( IV )
5
.867
Very Good
Undertaking Given ( IV )
5
.856
Very Good
Job Training ( IV )
5
.861
Very Good
The consequence of Cronbach ‘ Alpha for 7 points in factors contributes to occupation satisfaction of employees at Faculty of Education, UM step to 0.901. This means that the questionnaire about the factor that influence employee ‘s occupation satisfaction is acceptable. The Cronbach ‘s Alpha for all 5 points in all the mugwumps variables give a consequence of 0.740 to 0.867, this shows that the questionnaire are acceptable and apprehensible by the respondents
MULTIPLE REGRESSION
Harmonizing to Malhotra ( 2010 ) , multiple arrested development analysis is a statistical technique that at the same time develops a mathematical relationship between two or more independent variables and interval-scaled dependant variable. This relationship expressed as an equation that predicts the dependent variable from the map of the independent variable and a set of invariables called the parametric quantities.
Table 4.4: Model Summary ( B )
Manner
Roentgen
R Square
Adjusted R Square
1
.926 ( a )
.857
.845
Table 4.4 shows that the independent variable explains 85.7 % of the discrepancy in the dependant variable influence in occupation satisfaction. Another 14.3 % are influence by other factors on occupation satisfaction.
Table 4.5: Coefficients ( a )
Standardized Coefficients
T
Sig.
Consequence
Beta
Bacillus
Std. Mistake
( Constant )
.701
.487
Salary
.394
4.983
.000
Accepted
Working Condition
.032
.274
.786
Rejected
Undertaking Given
.395
4.045
.000
Accepted
Job Training
.227
2.205
.033
Accepted
Dependent Variable: occupation satisfaction
Table 4.5 determines which among four independent variables influence most of the discrepancy in occupation satisfaction. The highest beta value of coefficient in the tabular array is undertaking given which is 0.395 that important at 0.000 degrees. Followed by 2nd highest beta that is salary which is 0.394 that important at 0.000 degrees. Third figure in the beta is 0.227 for occupation preparation that important at 0.033 degrees. And the lowest figure in the beta is 0.32 that is non important at 0.786 degrees. From the four hypotheses that have been tested, merely three variables were accepted while one variable was rejected which is working status.
From the consequences, it shows that occupation satisfaction is most influence by undertaking given, salary, and occupation preparation.
4.4 HYPOTHESES Testing
Hypothesiss will be tested to cognize that all the independent variable ( salary, working status, undertaking given and occupation preparation ) have a positive relationship towards the independent variable ( factors that influence employee ‘s occupation satisfaction ) or non. The hypotheses are tested utilizing correlativity analysis.
Correlation Analysis
Correlation is a simple but powerful manner excessively looks at the additive relationship between two metric variables. As proposed by Heir et Al ( 2003 ) , the Rules of Thumb of correlativity coefficient can be use in indicated the consequence of correlativity scope.
Table 4.6: Rules of Thumb about Correlation Coefficient Size
Scope
Index
.91 – 1.00
Very Strong
.71 – .90
High
.41 – .70
Moderate
.21 – .40
Small But Definite Relationship
Less that 0.21
Slight Almost Negligible
Table 4.7: Correlations Analysis
salary_iv1
workingcondition_iv2
taskgiven_iv3
jobtraining_iv4
jobsatisfaction_dv5
salary_iv1
Pearson Correlation
1
.637 ( ** )
.658 ( ** )
.635 ( ** )
.819 ( ** )
Sig. ( 2-tailed )
.000
.000
.000
.000
Nitrogen
50
50
50
50
50
workingcondition_iv2
Pearson Correlation
.637 ( ** )
1
.789 ( ** )
.824 ( ** )
.782 ( ** )
Sig. ( 2-tailed )
.000
.000
.000
.000
Nitrogen
50
50
50
50
50
taskgiven_iv3
Pearson Correlation
.658 ( ** )
.789 ( ** )
1
.711 ( ** )
.841 ( ** )
Sig. ( 2-tailed )
.000
.000
.000
.000
Nitrogen
50
50
50
50
50
jobtraining_iv4
Pearson Correlation
.635 ( ** )
.824 ( ** )
.711 ( ** )
1
.784 ( ** )
Sig. ( 2-tailed )
.000
.000
.000
.000
Nitrogen
50
50
50
50
50
jobsatisfaction_dv5
Pearson Correlation
.819 ( ** )
.782 ( ** )
.841 ( ** )
.784 ( ** )
1
Sig. ( 2-tailed )
.000
.000
.000
.000
Nitrogen
50
50
50
50
50
** Correlation is important at the 0.01 degree ( 2-tailed ) .
Hypotheses 1
Based on the Rules of Thumb, the end product of the consequences about shown the relationship between dependant variable and independent variable. Salary shows a positive relationship with the occupation satisfaction with the consequence R = 0.819. It shows that the consequence is in a high scope ( high relationship ) .
Hypotheses 2
The consequence of 2nd independent variable which is working status besides shows a positive relationship when the consequence range R = 0.782 that besides includes in high scope ( high relationship ) .
Hypotheses 3
Undertaking given have a positive relationship with the occupation satisfaction where the consequence is r = 0.841. That makes these independent variable includes in high scope ( high relationship ) .
Hypotheses 4
Job preparation besides have a positive relationship with the occupation satisfaction where the consequence is r = 0.784 severally. That makes these independent variable besides includes in high scope ( high relationship ) .
Chapter 5
CONCLUSION AND RECOMMENDATION
5.0 Overview
In this chapter, we will discourse about decision and recommendation that was used in research study.
5.1 Decision
5.1.1 Objective 1: To place the factor that contributes to the occupation satisfaction among staff.
Objective 1 is fulfill where based on this aim, 3 independent variables were accepted which salary, task given and occupation preparation. Salary is the first factor that is accepted as the factors contribute to the employee ‘s occupation satisfaction. This consequence can be support with a literature cited from Arnolds & A ; Boshoff ( 2004 ) in Abuduaini Wibuli ( 2009 ) research says that there is a important influence between fiscal wages and acknowledgment on workers. This show how of import is the payment to be balance with their plants load.
In the survey, working status is non considered as the influence factors to the employees occupation satisfaction. The consequence shows that most of the employees do non see working status as one of the importance factors that influence their on the job status. Based on Baron and Greenberg ( 2003 ) cited from Abuduaini Wibuli ( 2009 ) , working status is one of the most importance factors that will give the consequence to the employee works. A hapless working status will impact mental and physical public presentation of an employee. However in this survey, it shows that working status is non the most influencing factor
For the undertaking given, the consequence shows that undertaking given is one of the influencing factors on occupation satisfaction. Retrieve from Ali Mohammad ( 2006 ) , Irvine and Evans ( 1995 ) besides have underlined the importance of work features ( everyday, autonomy and feedback ) , features of how the work function is defined ( function struggle and function ambiguity ) and features of the work environment ( leading, emphasis, promotion chances and engagement ) in relation to occupation satisfaction.
In this survey, occupation preparation is besides the factor that influences occupation satisfaction. Harmonizing to Ali Mohammad ( 2006 ) have cited from Navaie-Waliser et al. , ( 2004 ) , Koustelios et al. , ( 2003 ) , De Loach, ( 2003 ) , Ilies and Judg, ( 2003 ) , Gigantesco et al. , ( 2003 ) , Blegen, ( 1993 ) , Chu et al. , ( 2003 ) , McNeese-Smith, ( 1999 ) , and Thyer, ( 2003 ) found that one of the beginnings of low satisfaction are associated with working with unskilled or unsuitably trained staff, arduous undertakings such as certification, repeat of responsibilities, tensenesss within function outlooks, function ambiguity, function struggle, job/patient attention, experiencing overloaded, the increasing demand to be available for overtime, dealingss with colleagues, personal factors and organisational factors.
5.1.2 Objective 2: To place the relationship between wage, working status, undertaking given and occupation preparation with the occupation satisfaction.
Second aims are besides fulfilled where all the independent variables are accepted where salary, working status, undertaking given and occupation preparation have a positive relationship with the employee ‘s occupation satisfaction. It is really of import to the employer to equilibrate the wage of a worker to their work burden. It is because ; harmonizing to Timple ( 1986 ) every bit good, wage is a immense incentive for many employees. There is connexion between money and public presentation motive of employees that make them to be more productive and to travel the excess stat mi.
For the 2nd aim, working status has a positive relationship with the occupation satisfaction where every one unit increases in working status ; it will increase 0.782 occupation satisfaction. Harmonizing to Laschinger, Shamian, and Thomson ( 2001 ) in their research, they suggested that an unfavourable work environment may antagonize efforts to better client satisfaction because higher degrees of occupation satisfaction were associated with a higher quality of a workers.
The preparation is really of import determiner towards the occupation preparation because of the accomplishments that increase every clip the employee completes the preparation classs. The accomplishments can assist them to execute better in their work and assist them to work out their jobs sing their plants. Zheng Gu ( 2009 ) cited from Harel and Tzafrir, ( 1999 ) stated that preparation would better the accomplishments and abilities relevant to employees ‘ undertakings and development and indirectly it will increase employees ‘ satisfaction toward their occupations and workplaces.
For the last independent variable, the relationship of this undertaking given and occupation satisfaction can be prove in this literature reappraisal where Zheng Gu ( 2009 ) cited from Bai ( 2006 ) in his literature has step that the employee turnover is influence by the occupation characteristic such as employee feedback, designation of undertakings, interaction between persons and their chances for friendly relationship.
5.2 Recommendation
Based on the research conducted earlier, the research worker found that three out of four independent variables is accepted by this survey. The three variables accepted are salary, task given and occupation preparation. There are some recommendations that the researcher hope can be used by The Faculty in increasing the occupation satisfaction amongst its employees.
Salary
The first variable accepted is salary. As discussed before, wage is the pecuniary wages given to the employee for their plants. Salary is one of the most of import determiners to the employee ‘s keeping. A satisfied employee toward their wage can be more loyal to the company and actuate them to work harder. Therefore, as the recommendation, the Ministry of Higher Education should ever reexamine the salary given to their employees to guarantee it is compatible with their work undertaking and besides their experience or senior status. Based on the research by Ali Mohammad Mosadegh Rad et al. , ( 2006 ) , found that employees incentives to employees includes occupation security, good wage, good working conditions, tactful subject, and engagement were more of import severally for employees.
Undertaking Given
For undertaking given, the research worker would wish to urge that the Faculty should non give an overload undertaking to its employees to avoid emphasis in their plants. Directors ‘ should give a undertaking that is compatible to the accomplishments and ability of the workers. Besides that, the directors or supervisors should pass on more with their employee whenever a undertaking is given to them so that the employee will understand what they should make precisely. Without effectual communications, employee occupation satisfaction suffers every bit good as the quality of the service brushs between the house ‘s employees and the house ‘s clients Schneider and Bowen ( 1985 ) . The directors besides should be more considerate to their employee when they do anything incorrect. The directors should set some empathy towards their employees and listen to their sentiment.
Job Training
For the last variables accepted which is occupation preparation, the research worker would wish to urge that the Faculty should supervise the occupation developing given to their employees so that the occupation preparation is truly suited and good to the employees. Job preparation is really of import to the employee to increase their accomplishments and cognition. The accomplishments and cognition can be used to better their work and besides can be used for publicity. The public presentation of employee can be used as the measuring whether the occupation preparation given is good to them or non. The preparation plan can be conducted internally with the staff at the organisation or externally with adviser hire by the employer. Ali Mohammad ( 2006 ) have cited from Navaie-Waliser et al. , ( 2004 ) , found that one of the beginnings of low satisfaction are associated with working with unskilled or unsuitably trained staff.

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