ABSTRACT

The purpose of this study was to examined the aspects of Job satisfaction among academic
staff in Laguna State Polytechnic University, Siniloan Campus.

Specifically, this study was conducted to answer the following questions

The researcher used the descriptive method of research design in this study to explain and
describe the Job satisfaction of academic staff in Laguna State Polytechnic University in
Siniloan Campus

This study also explore and examined the impact of context element including working climate
and atmosphere on general levels of job satisfaction

The researcher used a simple questionnaire checked and criticized by the panel of examiners
and had a personal interview in order to gather an accurate and specific data.

Results indicated that there is no significant factors related to the relationship between the
demographic profile and the environment in which academics work, including university
atmosphere, morale, sense of community, and relationships with colleagues.
 CHAPTER I

THE PROBLEM AND ITS BACKGROUND

INTRODUCTION

Job satisfaction represents one of the most complex areas facing todays managers when it
comes to managing their employees. Many studies have demonstrated an unusually large
impact on the job satisfaction on the of workers, while the level of motivation has an impact on
productivity, and hence also on performance of business organizations. Unfortunately, in our
region, job satisfaction has not still received the proper attention from neither scholars nor
managers of various business organizations.

It is also the level of contentment a person feels regarding his or her job. This feeling is mainly
based on an individual's perception of satisfaction. Job satisfaction can be influenced by a
person's ability to complete required tasks, the level of communication in an organization, and
the way management treats employees. There are two levels: affective job satisfaction and
cognitive job satisfaction. Affective job satisfaction is a person's emotional feeling about the job
as a whole. Cognitive job satisfaction is how satisfied employees feel concerning some aspect
of their job, such as pay, hours, or benefits.

Measuring Job Satisfaction

Many organizations face challenges in accurately measuring job satisfaction, as the definition of
satisfaction can differ among various people within an organization. However, most
organizations realize that workers' level of job satisfaction can impact their job performance, and
thus determining metrics is crucial to creating strong efficiency.

Despite widespread belief to the contrary, studies have shown that high-performing employees
do not feel satisfied with their job simply as a result of to high-level titles or increased pay. This
lack of correlation is an significant concern for organizations, since studies also reveal that the
implementation of positive HR practices results in financial gain for the organizations. The cost
of employees is quite high, and creating satisfaction relevant to the return on this investment is
paramount. Simply put: positive work environments and increased shareholder value are
directly related.
Job Satisfaction is a general expression of workers positive attitudes built up towards their jobs.
Workers maintain an attitude towards their jobs as a result of diverse features of their job, social
status that theyve gained about their jobs and experiences in their job environment. This
attitude can be also negative towards work. If the economic benefits, the social status, the jobs
own specific characteristics and the job expectation employees hoped, are appropriate for
employees desires, there is job satisfaction. Positive attitudes of employees towards the whole
business environment as a result their experiences of work environment are called job
satisfaction. Besides its answering the individual needs of physiology and security, if job also
effects the person's feelings and values in positive way, then it can be said that there is a job
satisfaction.

Background of the study

Literature Review

According to P. Robbins (2005) Job satisfaction is the amount of pleasure or contentment

associated with a job. If you like your job intensely, you will experience high job satisfaction.

Job satisfaction can simply be defined as the feelings people have about their jobs. It implies
doing a job one enjoys well, and being suitably rewarded for ones efforts. It further implies
enthusiasm and happiness with ones work.

Armstrong (2006) defines job satisfaction as the attitudes and feelings people have about their
work; positive and favorable attitudes indicate job satisfaction, while negative and unfavourable
attitudes indicate jobdissatisfaction.

Okoth (2003) asserts that job satisfaction is a positive state, resulting from the appraisal of ones
job experiences. It is the totality of positive feelings and beliefs that managers and workers have
about their jobs.She further argues that managers whose job satisfaction is high generally like
their job as they always feel that their jobs have desirable features such as interesting work,
good pay and job security.

According to Love and Edwards (2005), job satisfaction is a function of the match between the
rewards offered by working conditions and the individuals preferences for those rewards. It is
the extent to which employees favourably perceive their work
(Gumato, 2003). Oshagbemi (2003) identifies job satisfaction as an important attribute which
organizations expect their employees to possess. High job expectation indicates a strong
correlation between an employees expectation of the rewards accruing from a job and what the
job actually provides. Workers who are satisfied with their job will be co-operative and well
motivated while those who are dissatisfied will be inclined to produce low quality output, go on
strike, be absent from work, invoke grievance procedures or, even leave the organization.

The job expectations of university academic staff have diverged in recent years and seem to be
growing exponentially, leading to a combination of increased job related stress and decreasing
levels of morale and job satisfaction.

Noordin (2009) and Muindi (2011) found that academic staff job satisfaction has significant
relationship with their job performance and the academic performance of their students.
Attitudes of academic staff are effected, in part, by workplace conditions such as a positive and
safe environment, a supportive administration, career progression, commensurate salary,
supportive work team, and the appeal of the job itself.

Aziri (2011) through his literature review on job satisfaction, quotes some of the most commonly
cited definitions on job satisfaction, among which are from Hoppock (1935), Vroom (1964),
Davis and Nestrom (1985), Kaliski (2007), Statt(2004), and Amstrong (2006). From their
definition, it can be concluded that job satisfaction represents a combination of positive or
negative feelings that workers have towards their work. It is closely linked to that individual's
behavior in the work place, and it is a workers sense of achievement and success on the job.
Job satisfaction is also perceived to be directly linked to productivity as well as to personal well-
being (Aziri, 2011).

Locke (Nguni, Sleegers, and Denessen, (2006), as well as Xuong-Kiet Vuong and Minh-Quang
Duong (2013) also described job satisfaction as a pleasurable or positive emotional state
resulting from the appraisal of job he or she experiences. In other words, job satisfactions is an
asset, because it influences the performance of any organizations, and more over it may has a
crucial impact in determining whether the employee will remains in certain organizations. In
sum, job satisfaction is related to the feelings that individual has about his job, and employees
who express high satisfaction in their job are likely to be more productive (Qasim, Azam-
Cheema, and Nadeen A. Syed, 2012).
Job satisfaction is the level of contentment individuals feels regarding their job. It is a result of
various attitudes possessed by an employee towards the job. These attitudes may be related to
job factors, such as wage, job security, job environment, nature of work, opportunities for
promotion, prompt removal of grievances, opportunities of participation in decision-making and
other fringe benefits (Ngirwa, 2005).

Job satisfaction is a workers sense of achievement and success on the job. It is generally
perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction
implies doing a job one enjoys, doing it well and being rewarded for ones efforts. Job
satisfaction further implies enthusiasm and happiness with ones work. Job satisfaction is the
key ingredient that leads to recognition, income, promotion, and the achievement of other goals
that lead to a feeling of fulfillment (Kaliski,2007).

Theoretical Framework

Herzberg's Motivation Hygiene Theory

Herzberg's motivation hygiene theory is often called the two factor theory and focuses on those
sources of motivation which are pertinent to the accomplishment of work (Hall and Williams
1986, 6).Herzberg concluded that job satisfaction and dissatisfaction were the products of two
separate factors :motivating factors (satisfiers) and (dissatisfiers) Satisfiers respectively:
1.Achievement, 2.Recognition, 3. Work itself 4.Responsibility 5.Advancement and 6.Growth
Dissatisfiers: 1.Company Policy 2.Supervision 3.Working conditions 4.Interpersonal relations
5.Salary 6.Status 7.Job security 8.Personal life.

Herzberg suggests that factors that lead to job satisfaction are primarily intrinsic, whereas
factors leading to job dissatisfaction are primarily extrinsic. The cluster of intrinsic factors was
found to include the work itself, achievement, advancement, recognition, and responsibility. The
cluster of extrinsic factors was found to include supervision, interpersonal relations, working
conditions, salary, company policies, and administration (Caston and Braoto 1985, 270).
At times, Herzberg seems to indicate that intrinsic factors will not lead to job satisfaction if the
extrinsic factors present in the work setting are deficient (Caston and Braoto 1985, 281).
An employee experiencing a state of intrinsic motivation tends to be committed to the job and
self-fulfillment through it (Aldag 1979, 11).In a state of intrinsic motivation, the employee
attributes job behaviors to out-comes which are derived from the work itself. Suchintrinsic
outcomes are experienced by employees independent of the involvement of others (Aldag 1979,
11 & 22).
Job satisfaction is the collection of feeling and beliefs that people have about their current job.
Peoples levels of degrees of job satisfaction can range from extreme satisfaction to extreme
dissatisfaction. In addition to having attitudes about their jobs as a whole. People also can have
attitudes about various aspects of their jobs such as the kind of work they do, their co-workers,
supervisors or subordinates and their pay (George et al., 2008).

Job satisfaction is a complex and multifaceted concept which can mean different things to
different people. Job satisfaction is usually linked with motivation, but the nature of this
relationship is not clear. Satisfaction is not the same as motivation.

Job satisfaction is more of an attitude, an internal state. It could, for example, be associated
with a personal feeling of achievement, either quantitative or qualitative (Mullins, 2005).

Conceptual Framework

Conceptual Paradigm
1. What is the 3. What is the job
demographic profile of the satisfaction of the
respondents (academic respondents in terms of:
staff)
3.1 Salary,
1.1 Age
3.2 Work load
1.2 Gender
3.3 Benefits and
1.3 Academic Rank Incentives

1.4 College Department 3.4 Colleagues

1.5 Years in service 3.5 Interaction with the

students

3.6 Facilities and medium

for teaching and

3.7 School Management

Independent Variables Dependent Variables

Statement of the Problem

The main purpose of the study is to determine the Job satisfaction of academic staff in LSPU
-SC. One main problem facing the Nigerian non-management academic staff of public
universities today seems to be lack of job satisfaction and motivation. It is widely believed that a
worker who is well motivated and satisfied with his or her job is likely to perform his or her duties
very efficiently. The duties of academic staff are quite enormous. Attitude of academic staff is
affected by workforce conditions such as a positive and safe work environment, promotion,
career progression, salary, team work, and the job itself.

1. What is the demographic profile of the respondents (academic staff)

1.1 Age

1.2 Gender

1.3 Academic Rank

1.4 College Department

1.5 Years in service

2.

3. What is the job satisfaction of the respondents in terms of:

3.1 Salary,

3.2 Work load

3.3 Benefits and Incentives

3.4 Colleagues

3.5 Interaction with the students

3.6 Facilities and medium for teaching and

3.7 School Management

Hypothesis of the study

The researcher created the following hypotheses to answer the outcome of this research

Ho1.

Ho2

Ho3

Significance of the study

The rationale, timeliness and/or significance of the study to existing conditions are benefited
from the result of study

Scope and limitation

The study focused on the Job satisfaction among academic staff in LSPU - Sc

This study was limited only to the academic staff in LSPU

Definition of terms

This section provides information and meanings about the important and unfamiliar woes used
in the study.

Academic staff

LSPU

Job satisfaction

Chapter II

Research Methodology

This chapter presents brief description of the general method of the researcher employed. This
part includes the research design, respondents of the study, materials, tools and equipment and
Gantt chart, gathering procedures as well as the processing and statistic analysis of the study
discussed

Research Design

The researcher used the descriptive method of research design in this study to explain and
describe the job satisfaction of academic staff in LSPU Sc. Information gathered was used as
questionnaire.

Respondents of the study

In this study, the researcher conducted a research interview to the selected academic staff in
LSPU Sc, whereas the researcher conduct a study

Gantt Chart

Budgetary Requirement

The cost of production was computed based on the estimated cost materials.
Data Gathering

the researcher had undertaken several steps that led to the completion of the study. First,