The present study examined the relationships of a set of independent variables (Age, Education, Types of College, Experience, Pattern of Remuneration, Marital Status, Type of Family, Size of Family) with job satisfaction among Female Assistant Professors of private colleges.
International Journal of Management (IJM) Volume 7, Issue 7, November–December 2016, pp.406–417, Article ID: IJM_07_07_045 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=7&IType=7 Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication JOB SATISFACTION OF FEMALE ASSISTANT PROFESSORS IN PRIVATE COLLEGES WITH REFERENCE TO WESTERN UTTAR PRADESH Dr Sandeep Kumar Assistant Professor, Department of Statistics, Hindu College, University of Delhi, Delhi, India Dr Sushila Assistant Professor, Department of Sociology, Km Mayawati Govt Girls P.G College, Badalpur, Noida, India ABSTRACT The present study examined the relationships of a set of independent variables (Age, Education, Types of College, Experience, Pattern of Remuneration, Marital Status, Type of Family, Size of Family) with job satisfaction among Female Assistant Professors of private colleges The population in this study consists of 300 Female Assistant Professors from 28 colleges of Western Uttar Pradesh (Greater Noida, Ghaziabad and Meerut) The Female Assistant Professors occupational job satisfaction scale was used for data collection, while ttest, Chi-square test, Person’s coefficient of correlation and Likert’s scale are used for statistical analysis According to the findings of the analysis It has been found that most of the respondents are moderately satisfied with the factors influencing their job satisfaction and also that their personal factors have some influence on their job satisfaction level Key words: Job Satisfaction, Female Assistant Professor, Marital Status, Qualification, Remuneration, Private Colleges Cite this Article: Dr Sandeep Kumar and Dr Sushila, Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh International Journal of Management, 7(7), 2016, pp 406–417 http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=7&IType=7 INTRODUCTION “Job satisfaction is an attitude that individuals have about their jobs Job satisfaction results from their perception of their jobs and degree to which there is a good fit between the individual and the organization.” (Ivancevich et al 1997) It is one of the most researcher constructs in business science and organizational behavior for various reasons First, job satisfaction is relevant for scholars interested in the subjective evaluation of work conditions (e.g job characteristics Schjoedt.2009).Second, job satisfaction is relevant for managers and researchers interested in organizational outcomes Such as organizational commitment http://www.iaeme.com/IJM/index.asp 406 editor@iaeme.com Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh (Rutherford et al 2009; Tsai and Huang.2008; Yousef.2002);extra-role behavior (Bowling, 2010) Absenteeism (Tharenou 1993), Sobtage chen and Spector, 1992) turnover or intentions to quit the job (e.g., DeConinck and Stilwell 2004); Rutherford et al., 2009).Third, Job Satisfaction is assumed to have major implications as it is a multidisciplinary and everlasting relevant construct covering all professions, work, jobs and contexts Despite some controversy concerning this issue (Cropanzano and Wright, 2001) Several studies recognize job satisfaction as a key factor influencing productivity (Judge at al., 2001: Ng et al., 2009; Schleicher et al., 2004) job satisfaction is an attitude that relates to overall attitudes towards life, or life satisfaction (Ilies et al., 2009) as well as to service quality (Hartline and Ferrel, 1996) Thousands of studies examine people’s attitudes to their work experience as well as to specific aspects of their jobs such as pay, supervision or autonomy (Spector, 1997) A person with a high level of job satisfaction invariably has positive attitudes towards his/her job; while a person dissatisfied has negative attitudes about his / her job Conceptually, job satisfaction is a broad construct, regarding all or most of the characteristics of the job itself and the work environment, which employees find rewarding, fulfilling and satisfying, or frustrating and unsatisfying (Weiss 2002) All these arguments coverage on the general and started assumption that global job satisfaction is associated with a complex set of interrelationships of tasks, roles, responsibilities, interactions, incentives and rewards (Bowling et al., 2008) Other researchers have examined the job satisfaction of university faculty Blackbum, Horowitz, Edington, and Klos (1986) have found that job related stress is positively related to job related strain which then negatively impacts the health, life satisfaction, and job satisfaction of university faculty and administrators Personal factors, social support systems and health fitness of faculty and administrators moderate the negative relationship between job strain, health, life satisfaction, and job satisfaction (Blackbum, Horowitz, Edington, and Klos, 1986) In addition, Sorcinelli and near (1989) found that the job satisfaction is positively related to faculty’s life satisfaction and their non-work satisfaction A study of university academic staff by Pearson and Sciler (1983) focused on Herzberg (1959) notion of context elements of the job, investigating academics’ levels of satisfaction with the environment in which they work They found that academics were generally more satisfied than dissatisfied with their work environment, but that there were high levels of dissatisfaction with compensation-related elements of the job (e.g., fringe benefits, pay, and performance criteria) Pearson and Sciler commented that higher order needs tend to dominate in a university setting, where academics generally have a high degree of control over content factors, including the process of teaching and molding minds By contrast, academics generally have limited control over context factors, such as the university environment in which the teaching and research processes take place Because academics have high degree of control over content elements perceptions of the job are particularly dependent on the degree of satisfaction with the context factors A study by Moses (1986) tended to support the view that levels of dissatisfaction relate to context factors, she found, for example, that faculty was dissatisfied with the under valuing of teaching excellence in promotion decisions She concluded that tenured and well-paid employment provides satisfaction of the lower-order needs, whereas prestigious and autonomous work enables academic staff to satisfy to a greater degree higher-order needs than is possible for the general population (e.g., esteem need the need for self-actualization) http://www.iaeme.com/IJM/index.asp 407 editor@iaeme.com Dr Sandeep Kumar and Dr Sushila PURPOSE OF THE STUDY The purpose of this descriptive co-relational study was to examine factors affecting job satisfaction of Female Assistant Professors of western Uttar Pradesh private colleges In addition, this study sought to determine the overall satisfaction of faculty members OBJECTIVE OF THE STUDY To guide this study the following research objectives were formulated:1 Describe selected demographic characteristics of the Female Assistant Professors Describe the important determinates towards job satisfaction Describe the relationship between job satisfaction and selected demographic variables Describe the relationship between job satisfaction and selected determinants of job satisfaction Describe the suitable measures for improving job satisfaction and suggest these measures to Female Assistant Professors in private colleges METHODOLOGY Job satisfaction is a complex phenomenon involving various personal, organization and social aspects In methodological portion an attempt to evaluate and explain the various methods and procedures followed in order to unable the researcher to answer the research questions A detailed description of the methods and procedures followed in caring out the research is furnished under the following heads 4.1 Research Design Exploratory curve descriptive research design has been used for conducting the study The exploratory aspect has been concerned with collection of basic information regarding the job satisfaction of Female Assistant Professor 4.2 Area of the Study The micro level study has been taken up to identify the job satisfaction of Female Assistant Professors in private colleges of Greater Noida, Ghaziabad and Meerut districts in Western Uttar Pradesh have been selected as a specified focused area of the study 4.3 Sampling Procedure In the present study, a total number of 300 Female Assistant professors (i.e.100 from each area Greater Noida, Ghaziabad and Meerut Districts.) have been selected through purposive random sampling Thus the purposive random sampling has been adopted for the investigation 4.4 Techniques of Data Collection In the present study, the data have been collected with the help of interview, interview schedule/guide and questionnaire 4.5 Tools and Techniques of Data Analysis Used (i) The mean and S.D have been used to identify the average scores and most appropriate average towards level of job satisfaction of Female Assistant Professors (ii) The Chi-square test for independence, to test whether two or more attributes are associated or not (iii) The t-test, to test the significance variation in main scores (iv) Percentages, Ranking technique and Spearmen’s rank correlation coefficient have also been used in the data analysis http://www.iaeme.com/IJM/index.asp 408 editor@iaeme.com Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh (v) Likert’s five point scale has been used to identify the overall job satisfaction ANALYSIS AND INTERPRETATION OF DATA The data collected through the well structured questionnaire is analyzed and interpretation made on the basis of such analysis is represented as below:Table Personal Background of the Respondents Course of Study Age-Group Below 25 25-34 35 & above Total Educational Qualification Post Graduate (PG) PG+NET PHD Ph.D + NET Total Total Traditional Professional Number %age 24 96 32 152 42 88 18 148 66 184 50 300 22.00% 61.33% 16.67% 100% 50 52 20 30 152 48 50 21 33 148 98 102 41 63 300 32.00% 34.00% 13.00% 21.00% 100% 217 83 300 72.33% 27.67% 100% 90 140 70 300 30.00% 46.67% 23.33% 100% 163 101 36 300 54.33% 33.67% 12.00% 100% 199 101 300 66.33% 33.67% 100% Types of Colleges Women’s Co-educational Total 112 40 152 105 43 148 Experience (In yrs.) and Below 6-10 More than 10 Total 48 73 31 152 42 67 39 148 Marital Status Married Unmarried Widow/Divorcee Total 86 47 19 152 77 54 17 148 Types of Family Nuclear Joint Total 97 55 152 http://www.iaeme.com/IJM/index.asp 102 46 148 409 editor@iaeme.com Dr Sandeep Kumar and Dr Sushila Size of Family 1-2 3-5 More than Total 16 124 12 152 12 128 148 28 252 20 300 09.33% 84.00% 06.67% 100% 206 23 71 300 68.66% 07.67% 23.60% 100% Mode of Pay Fixed Guest Scale Total 101 43 152 105 15 28 148 Personal Background of the Respondent 100 80 60 40 20 Series1 Series2 Series3 Series4 Figure • • • • • • • • • It is inferred that, cut of 300 selected sample, 61.33% belongs to the age of 25-34 years of which majority are choosing traditional courses is their course of study and 22% pertains to the age of 25 years below of which majority are selecting their cause as professional It is inferred that the qualification of majority of the respondents in the sample is (PG+NET), and 32% are post graduate Out of 300 sample size, 72.33% of population is serving in women’s college and only 27.67% of population in co-educational colleges It is interested to note that 46.67% have put 6-10 years of teaching experience, 30% population falls within % below years and 23.33% are having more than 10 years of teaching experience It is inferred that 54.33% population is married and 33.67% are unmarried Only 12% population having status either widow or divorce 66.33% of families are nuclear type and 33.67% are having joint type of family 84% of respondents having 3-5 family members, 9.33% having 1-2 family members and 26.67% giving more than family members It is inferred that 68.66% having fixed or (consolidated) amount o salary 23.6% are getting Assistant professor Scale salary and 7.67% are getting guest (or hourly base) salary http://www.iaeme.com/IJM/index.asp 410 editor@iaeme.com Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh Table Respondent’s satisfaction towards the following factors No of respondent’s satisfaction towards Achievement Level Low Moderate High Total Traditional Professional Total %age 28 83 41 152 21 84 43 148 49 167 84 300 16.33% 55.67% 28.00% 100% No of respondent’s satisfaction towards Pay and Benefits Level Low Moderate High Total Traditional Professional Total %age 21 48 83 152 24 45 79 148 45 93 162 300 15.00% 31.00% 54.00% 100% No of respondent’s satisfaction towards Recognition Level Low Moderate High Total Traditional Professional Total %age 26 31 95 152 15 52 81 148 41 83 176 300 13.67% 27.67% 58.66% 100% No of respondent’s satisfaction towards Advancements Level Low Moderate High Total Traditional Professional Total %age 10 73 69 152 22 84 42 148 32 157 111 300 10.67% 52.33% 37.00% 100% Traditional Professional Total %age 24 81 47 152 21 74 53 148 45 155 100 300 15.00% 51.67% 33.33% 100% Total 51 154 95 300 %age 17.00% 51.33% 31.67% 100% No of respondent’s satisfaction towards Autonomy Level Low Moderate High Total No of respondent’s satisfaction towards Work Environment Level Low Moderate High Total Traditional 27 79 46 152 http://www.iaeme.com/IJM/index.asp Professional 24 75 49 148 411 editor@iaeme.com Dr Sandeep Kumar and Dr Sushila Job Satisfaction Towards Factors LOW 55.67 58.66 54 31 28 16.33 MODERATE 15 27.66 13.66 HIGH 52.33 37 10.66 51 33.33 15 51.33 31.66 17 Figure The Table-2 explains that 55.66% Assistant professors low moderate level of satisfaction with the achievements 28% low high level of satisfaction with the achievements and only 16.33% respondents leave low level of job satisfaction Around 54% respondents are highly satisfied with pay and benefits They receive 31% respondents are moderately satisfied with pay and benefits and only 15% are low level o satisfaction with pay and benefits Third, inferred as 58.66% respondents are highly satisfied with recognition in their organization 27.66% respondents are moderately satisfied with recognition in their organization And only 13.66% have low level of satisfaction with recognition in their organization Fourth, inferred as 52.33% respondent have moderate level of satisfaction with advancements and 37% respondents have highly satisfied with advancements and only 10.66% respondents have low level of job satisfaction with advancements in their organization Five, inferred as 51% respondents have moderate level of satisfaction with autonomy and 33.33% have highly satisfied with autonomy and only 15% have low level of satisfaction with autonomy Sixth, inferred as 51.33% respondents have moderate level of satisfaction with work environment in their college and 31.66% respondents have highly satisfied with work environment and only 17% respondents have low level of satisfaction with work environment in their college Table Mean and S.D Table Corresponding to Table-2 factors Measures Mean S.D Mean S.D Mean S.D Mean S.D Mean S.D Mean S.D Traditional Professional Total 3.315 0.860 3.595 0.925 3.780 1.018 3.505 0.890 3.129 0.885 3.206 0.872 3.270 0.846 3.5203 0.9741 3.763 0.870 3.340 0.972 3.278 0.890 3.148 0.974 3.293 0.854 3.550 0.940 3.771 0.944 3.422 0.931 3.203 0.887 3.177 0.873 http://www.iaeme.com/IJM/index.asp 412 editor@iaeme.com Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh Mean and S.D of Factors 3.293 0.854 3.55 Mean 3.771 0.94 S.D 3.422 0.944 0.931 3.203 0.887 3.177 0.873 Figure (1) It is inferred that the traditional course Female Assistant Professors have higher level of satisfaction with regards to achievement than the professional course Female Assistant Professors But on comparing the standard deviation of the two categories, it is inferred that professional course Female Assistant Professors has the most representative mean (2) It is inferred that the traditional course Female Assistant Professors have higher mean level of satisfaction with regards to pay and Benefits than the professional course female assistant professors But and comparing the S.D of letter is less so second is more consistent (3) It is inferred that the traditional course Female Assistant Professors have little higher mean level of satisfaction with regards to Recognition then the professional course Female Assistant Professors But second is more consistent as it has less S.D than traditional (4) It is inferred that the traditional course Female Assistant Professors have little higher mean level of satisfaction with regards to advancement than the professional course and also consistent as traditional course contains less S.D than professional course (5) It is inferred that the professional course Female Assistant Professors have higher mean level of satisfaction with regards to Autonomy than the traditional course and less consistent as it contains more S.D than traditional course (6) It is inferred that the traditional course Female Assistant Professor have higher mean level of satisfaction and more consistent with regards to work environment 5.1 T-Test (I) Ho: The difference between the means of two categories of respondents with regard of their Achievements is not significant Tcal = 0.087; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho Conclusion: It is inferred that the difference in the mean score of the respondents in both traditional and professional (disciplines is not significant) (II) Ho: The difference between the means of two categories of respondents with regard to their Pay and Benefits is not significant Tcal = 0.127; Ttab = T4 (0.025) = 2.77 Tcal < Ttab; hence, we may accept Ho http://www.iaeme.com/IJM/index.asp 413 editor@iaeme.com Dr Sandeep Kumar and Dr Sushila Conclusion: It is inferred that the difference in the mean Score of the respondents in both traditional and professional disciplines is not significant (III) Ho: The difference between the means of two categories of respondents with regard to their Recognition is not significant Tcal = 0.028; Ttab = T4 (0.05) = 2.77 Tcal < Ttab; hence, we may accept Ho Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant (IV) Ho: The difference between the means of two categories of respondents with regard to their Advancement is not significant Tcal = 0.275; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant (V) Ho: The difference between the means of two categories of respondents with regard to their Autonomy is not significant Tcal = 0.288; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant (VI) Ho: The difference between the means of two categories of respondents with regard to their Work Environment is not significant Tcal = 0.207; Ttab = T4 (0.05) = 2.77 Tcal < Ttab ; hence, we may accept Ho Conclusion: It is inferred that the difference mean Score of the respondents in both traditional and professional disciplines is not significant t-test of significance of correlation of mean scores:Ho: Coefficients of correlation among the mean values of the traditional, professional course Female Assistant Professor and of their total are not significant Table Correlation Coefficient Value degree of freedom (v) = 13 Variable (r) Value (Calculated) (Tabulated) r12 r13 r23 0.967 0.935 0.860 13.09 9.50 5.734 2.160 2.160 2.160 The above Table-4 shows the correlation coefficient and testing of significance on the basis of ranking of 14 factors and arranges those rank wise to 14 factors i.e (Work place, Teaching Profession, Working Conditions, Supervision, Pay-Benefits, Work Group, Recognition, Responsibility, Inter-role-conflict, Advancement, Autonomy, Personal Satisfaction, Social Status, Miscellaneous factor) http://www.iaeme.com/IJM/index.asp 414 editor@iaeme.com Job Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh 5.2 Likert’s Five Point Scale of Satisfaction Table Level of Satisfaction No of Respondents Likert’s Scale Score 65 212 18 5 3 325 848 54 15 Highly Satisfied Satisfied Undecided Dissatisfied Highly Dissatisfied Percentage of Satisfaction Level HIGHLY SATISFIED SATISFIED UNDECIDED DISSATISFIED HIGHLY DISSATISFIED 6% 1% 0% 22% 71% Figure Likert’s five point scale, this is an ideal measure of job satisfaction of the respondents It can be conclude that the respondents experience is neither too high nor too low Thus the respondents are said to be moderately satisfied as per Likert’s five point scale of measure RECOMMENDATIONS The findings reported in this study make a valuable contribution to the awareness of understanding the concept of job satisfaction However additional research is needed to further investigate the potential relationship and affect these variables and other variables have a job satisfaction The following recommendations have been made to these colleges:• • • • • The conditions of work need to be improved with adequate Laboratory, Library, with updated system software, books, journals, magazines, equipments etc The skills of the Female Assistant Professors need to be utilized effectively by providing opportunities for them to expose their talents The personality and skills of the Female Assistant Professors can be enlaced by frequently conduct of FDP/MDP/QIP/Workshops etc To reduce the mental stress, the proper counseling session and motivational lectures should be place so that stress free campus makes them happy & enthuses Performance of Female Assistant Professors should be test by secretly and in a positive & objective manner http://www.iaeme.com/IJM/index.asp 415 editor@iaeme.com Dr Sandeep Kumar and Dr Sushila • • College should provide freedom and autonomy to Female Assistant Professor in the class and their research work College should provide the pay and benefits accordance to as per university norms CONCLUSION The present study conducted in Western Uttar Pradesh (Greater Noida, Ghaziabad and Meerut) has tried to identify the various factors influencing job satisfaction of the respondent Female Assistant Professor working in private colleges The relationship between the personal factors of the respondent Female Assistant Professors and their job satisfaction levels has also been analyzed It has been found that most of the respondent Female Assistant Professors are moderately satisfied with the factors influencing their job satisfaction and also that their personal factors merely influence their job satisfaction level A satisfied worker is an asset to the organization It can be concluded that measures need to be taken to increase the satisfaction level of the respondents, Female Assistant Professors in order to motivate them to perform better REFERENCES [1] Herzberg, F., Mausner, B., & Snyderman, B B (1959) The motivation to work, New York: John Wiley & Sons [2] Moses, I (1986), 'Promotion of academic staff Higher Education 15, 33-37 [3] Pearson, D.A and Seiler, R.E (1983) 'Environmental satisfiers in academe' Higher Education 12, 3547 [4] 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Satisfaction of Female Assistant Professors in Private Colleges with Reference to Western Uttar Pradesh 5.2 Likert’s Five Point Scale of Satisfaction Table Level of Satisfaction No of Respondents Likert’s