Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

                    In shaping a nation, educational institution plays a significant role. Not only educational institution provides a platform for research & future developments but also make the members of the society capable of performing such tasks which bring prosperity in the country. Educational institutions provide education to individuals and enhance their skills. Without educational institutions, no country in the world can progress. Many countries like USA, UK, and Germany etc. have achieved economic and technological progress because they have invested heavily in education. In developing countries, there is a need to invest heavily in education so that they can move forward in the fields of science & technology. It is highly important to perform such study which evaluates the opportunities to enhance the performance of the educational institution in the developing countries. Therefore the aim of this study is to investigate the job satisfaction of academic & administrative staff members of the University of Dhaka.

        The University of Dhaka is among the oldest universities of Bangladesh. According to AsiaWeek, the university is ranked among the top 100 universities. The notable alumni of the universities include Muhammad Yunus, Natyaguru Nurul Momen and Fazlur Rahman Khan. Currently, this university is the biggest research university in the country of Bangladesh. The university includes many academic departments which include Department of Medicine, Department of Law, Department of Arts, Department of Science, Department of Biological Sciences etc. this study has taken the University of Dhaka as a case to investigate the job satisfaction of both academic & non-academic staff members. There are many factors that contribute toward job satisfaction such as incentives, challenging work duties and work recognition. If the staff is not going to be satisfied with their job, then the overall performance of the institution can experience a decline.

            In this study, those factors are going to be identified, which creates job satisfaction in the staff members of the University of Dhaka. In different parts of the world, the behaviour of people is different, which means that the factors which increase job satisfaction in the United States might not increase job satisfaction in Bangladesh. Therefore the research is required to understand the factors which lead to job satisfaction in Bangladesh. In increasing the job satisfaction, the culture, values & believes also pay a significant role which is going to be investigated in the study.

Significance of the Research of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

        Understanding job satisfaction in higher education has huge significance because if the staff members in the university are going to be satisfied with their job, than they will be able to provide the best education to the students. If the staff members are not going to be staffed than it means that not only the studies of the students will get affected, but also the overall performance of the university can decline which will not be good for the university and even for the development of the society. The universities play a key role in shaping the societies and improving the standard of living of the people if the university is unable to contribute effectively than various issues can arise, which might have negative consequences toward the society.

            Therefore it is important to investigate the factors that create job satisfaction in the staff members. In this study, not only those factors are going to be identified which create job satisfaction in the staff members but also provide recommendations to the institution through which the job satisfaction of the employees can be increased. In simple words, the study will provide brief information regarding how job satisfaction can increase and what factors contribute to increasing job satisfaction.

            Bangladesh is a developing country, and the educational institution can play its role in increasing the growth of the country. For this, it is highly important that the university will perform their activities efficiently. The university performance will only increase if the staff members are going to perform their responsibilities with full commitment. It means that understanding job satisfaction can help the educational institution to create such policies which leads to a rise in job fulfilment so that the overall performance of the university can increase. The satisfied staff members can educate more efficiently to the students.

Objectifies/Aim of the Research of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

        The study is going to investigate the factors which create job satisfaction in the staff members of Dhaka University. The study is not going to recognize only the factors but also provide information about how job fulfilment can be increased in the university. Following are the key objectives/aims of the research study:

To identify the factors of job satisfaction in the staff members of the university

To identify what leads to job fulfilment

To comprehend the impact of job fulfilment on the performance of the university.

To provide a solution for increasing job satisfaction in the staff members of the university.

Scope of the Research of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

        This study has a huge scope because it is providing the information not only for the students, professors and academic staff but also for the organizations as well who want to increase the job satisfaction in the corporations. The study is not only explaining what leads to job satisfaction but also providing ways to enhance job satisfaction. The study is also providing a detail explanation about the relationship between job satisfaction and the performance of the educational institution. However, it can be said that the study has limitations as well. Although the study is providing detail information, the study is limited to the country of Bangladesh. It can be said that the study is completely based on Bangladesh educational institution and did not consider any other country’s educational institution in the study.

        The limitation of the study, however, will have no impact on the credibility or reliability of the study. The future researchers can also utilize this study for further investigation regarding job satisfaction. The study has gathered a huge amount of data so that the results can be reliable and authentic. In simple words, it can be said that the scope of the study is vast and covers a significant amount of information.

Research Questions of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

        The research will identify those factors which cause job satisfaction in the education institution. For conducting the research, the University of Dhaka has been chosen as a case. The research will try to look for the factors which are creating job satisfaction. Through this, it will become possible to understand what is causing job satisfaction. In the research studies, those factors will also go to analyze, which creates demotivation or dissatisfaction in the staff members. Overall though this research study, one can easily understand how the institution can enhance job satisfaction for achieving high performance & efficiency.

            The job satisfaction is related to the performance and efficiency of the institution. In addition, the future of many students depends on the quality of education. The academic staff of the university is the one who provides quality education to the students and enhances their skills and abilities. If the staff unable to provide the relevant skills to the students than the aim of the university to provide good education will not be fulfilled. If this scenario occurs when the individuals who will graduate from the university won’t have those skills which are required by various organizations today. In other words, the lack of quality education has severe consequences not only for the university but also for the society & economy as a whole. The key research questions of the study are mentioned below:

What factors cause job satisfaction in the academic & non-academic staff members of University of Dhaka

What are the reasons which cause dissatisfaction in the universities staff members?

What are the ways through which job satisfaction at the University of Dhaka can be enhanced?

How job satisfaction enhances the performance & efficiency of the educational institution such as the University of Dhaka.

Literature Review of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            According to the research conducted by  (Bozeman, 2011) it is reviewed that the professors of University differ from other non-academic staff or workers, as well as other educated expert employees. Equipped with information about the determinants of job satisfaction for the professors in the university, university managers can plan more operational strategies for retention and recruitment. Associated, since the 1980s, the United States, state governments and the federal government have considered public rules intended at sponsoring relationship between industry and university Department (Bozeman, 2011). Even though these rules appear to have the straight encouraging effect such association, they have changed the universities and have maybe had an impact on the job satisfaction of the Department (Bozeman, 2011). If the members of Department involved in industry cooperation are satisfied, formerly it predicts well for expanded or continued collaboration of the university-industry. In brief, the predictors and degree of university members of Department job satisfaction frequently have consequence beyond the instant self-interest and wellbeing of the professoriate (Bozeman, 2011).

                According to the research conducted by (Eslami & Gharakhan, 2012) it is reviewed that the job satisfaction concept has been generally considered in the literature,  because of the fact that numerous specialists, researchers as well as managers, consider its tendencies can influence and affect the productivity of work, employee retention and employee turnover. The job satisfaction has been categorized into 3 core classes: extrinsic, total and intrinsic. According to (Eslami & Gharakhan, 2012), a worker is essentially fulfilled if he obtains no ostensible reward excluding the action itself, although extrinsic satisfaction is distinct as contradictory perception (a worker is satisfied extrinsically if he gets a financial reward or other rewards to adjust his performance). As a sign of this concept importance, it arises that the foremost job satisfaction antecedents have not to be overlooked. Job satisfaction is a pleasing state of emotional causing from the assessment of job as facilitating or achieving the accomplishment of one’s values in the job. Job satisfaction has been initiated to meaningfully job performance, effect turnover, absenteeism, and psychological suffering exposed that dissatisfaction of job is amongst the best turnover predictors. Furthermore, it is found that the benefits of employee have an effect on their job satisfaction. However, numerous job satisfaction antecedents have been considered over the years, including advancement opportunity, compensation, work environment, leadership style, climate and organizational structure (Eslami & Gharakhan, 2012).

            According to the research conducted by (Mohammad, et al., 2011) it is reviewed that in recent times in Malaysia, university education has experienced major fluctuations. These modifications have initiated a change in the approach to view higher education. Nowadays, there are around forty-four private and public university-colleges and universities in Malaysia (Mohammad, et al., 2011).  Before 2004, the whole obligation for higher and primary education was handed of the Education Ministry. In 2004, the Higher Education Ministry was established, and Malaysia was required to make major deviations in higher education by founding the Malaysian Qualifications Framework and Malaysian Qualifications Agency. Supplementary higher education institutions, both private and public, were formed to cope up with the rising higher education demand (Mohammad, et al., 2011). For that reason, it is certainly indispensable to inspect the role behaviours of higher education institutions employees to the job satisfaction, as it is estimated that the employee and management relationship may differ from outdated manufacturing company locations. It is usually recognized that the job satisfaction is a factor contributing to the mental and physical welfare of the workers; consequently, it has an important effect on behaviours related to the job such as absenteeism, productivity, employee relations and turnover rates. It performs a significant part in improving the organizations financial status. Therefore, understanding employee’s job satisfaction is a significant goal of the organizations (Mohammad, et al., 2011).

            According to the research conducted by (Malik, et al., 2010)it is reviewed that job satisfaction as a sensitive state connected to the negative or positive job experiences appraisal. in the school teachers, standard sociological study addressed the issue and declared that there are 3 rewards types that meet needs related with the job that the teachers can search for in careers: psychic ancillary, and extrinsic. The extrinsic rewards, deal with prestige, money income, and control on employees and usually are “objective” as everybody practices them (Malik, et al., 2010). Subsidiary rewards are subjective and objective as they allude to objective work qualities that are rewarded (for example, females with kids may consider their schedule of work satisfying while males might not) (Malik, et al., 2010).

            The psychic rewards are assumed as individual evaluations made in the everyday routine of work for teacher (for instance, the relationship between teacher and student) and are unpredictable from one person to other. Anticipated a job satisfaction view as an internal or external value (Malik, et al., 2010). In their interpretation, general assessment of person how content he is with the job according to a complete reference frame, through an assessment of person about the satisfaction level with individual facets job depends on a comparative standard that is related to the nature of the work and that includes appraisal with the other employees situation (Malik, et al., 2010).

            According to the research conducted by (Azeem, 2010)it is reviewed that job satisfaction, and organizational commitment is attitudes related to the job that has acknowledged significant attention from researchers around the world. This is satisfying, and committed employees are generally great performers that donate towards the productivity of the organization. An organization success and the quality pursuit based not just on how the institute makes most of the competencies of human, but on how it arouses an organization commitment (Azeem, 2010).  The employee’s commitments towards the organization have been connected with the appreciated outcomes for both employers and employees. Greater obligation can result in improved feelings of security, belonging, career advancement, efficacy, increased intrinsic and increased compensation rewards for an individual (Azeem, 2010).

            According to the research conducted by (Al-Zu’bi, 2010) it is reviewed that the employee job satisfaction and performance are measured to be significant variables that have an impact on the organization's performance. In competitive international businesses must struggle to recognize factors that affect the job satisfaction and performance of employees.  One of these factors is the organizational justice; that defines the perception of individual of justice of behaviour expected from an organization and interactive responses to such sensitivities (Al-Zu’bi, 2010).

            The employees in the organization were fulfilled once they felt they were fairly rewarded for the effort they are doing by guaranteed these payments were for sincere contributions to the organization and reliable with policies of the reward. The reward might comprise a variety of perquisites and benefits other than financial advantages (Al-Zu’bi, 2010). The employees with more satisfaction of job are significant as they supposed that the organization would be of good future in the long run and care about their work quality; henceforth they are dedicated to the organization, have higher rates of retention and likely to more productivity (Al-Zu’bi, 2010).

        The satisfaction of the job has been extensively considered over the previous 4 decades of organizational study. The concept of job satisfaction has been measured and defined both as a global concept and as an impression with numerous dimensions or facets (Al-Zu’bi, 2010). In general, job satisfaction well-defined as “a function of the supposed relationship among what one needs from the job and what one sees it as a contribution. Job satisfaction has been initiated to expressively job performance, effect turnover, psychological and absenteeism suffering exposed that dissatisfaction of job is amongst the best turnover predictors. Job satisfaction is serious in attracting retaining well-qualified workers (Al-Zu’bi, 2010). Job satisfaction is an approach that individuals have about the work they are doing and the organizations for which they are working. Practically, job satisfaction can be defined as an effective reaction of the employee towards a job, depending on an evaluation among desired outcomes and actual outcomes  (Al-Zu’bi, 2010)

            According to the research conducted by (Voon, et al., 2011) it is reviewed that the employee job satisfaction and effective leadership are two features that considered as important for the success of the organization. A talented leader offers the organization with a direction and lead supporters towards accomplishing anticipated goals. High job satisfaction of the employees in a similar vein is likely to pursue the interest of an organization since they will exert more effort in the task assigned on them (Voon, et al., 2011). More capability of retaining and attracting skilled employees will result in the job satisfaction of the employees fostered by an organization. Satisfied employees normally included in successful organizations, while an organization will be crippled by the poor satisfaction of the job. The satisfaction facets variety, as well as satisfaction of general or overall job, consisted of job satisfaction (Voon, et al., 2011).

            According to the research conducted by (KuÈsku, 2003)it is reviewed that there are two groups of employees which working in the institutions of higher education; the academic staff, which are the institutions’ responsible staff for the activities in academic like teaching and research, and administrative staff, which who are responsible generally for giving the support in the activities of teaching and research. The levels of job satisfaction from both groups do not make very rational to be seen as the extremely different on done jobs’ characteristics and institutions’ expectations from both groups (KuÈsku, 2003). However, if the employees, with the other employees’ help with different jobs who work in the same organization, can make more productive work environment by the various supported to do the job, then the success in their own jobs could be achieved by the employees. The total management of quality also the extent concentration and the important effect have on the people that do different jobs in the same environment emphasized the concept of internal customer one on another. Therefore, to explore the dimensions of different satisfaction between the administrative and academic employees, mainly in universities as the institutions of higher education is this research’s main purpose (KuÈsku, 2003).

            According to the research conducted by (Khanjani, et al., 2016) it is reviewed that the important and critical role of the universities academics in the progress and development of countries have is the higher education system’s main pillars. The reduced the quality of work and the efficiency of research led from the dissatisfaction of the job. The job nature dimensions and low wages and salaries were related to the highest satisfaction. Female academics were less satisfied than males. In addition, the significant difference was from the job satisfaction of the Department members in different faculties (Khanjani, et al., 2016). A good level of satisfaction relatively appears in the academics generally. The factors that need the authorities’ more attention are salaries improvement, promotion’s correction process, and the optimization of the management system, in order to increase the level of satisfaction of the academic members (Khanjani, et al., 2016).

            The successful system of education’s cornerstone is high-quality academics. Therefore, it is important for the satisfaction in their job. Meanwhile, the important role of academics in universities of medical science is in the training of nurses, pharmacists, physicians, and the other health system’s persons (Khanjani, et al., 2016). The job satisfaction levels from both groups do not make very rational to be seen as the extremely different on done jobs’ characteristics and institutions’ expectations from both groups. The effective role in the societies’ health system will be trained by theses academics to the students. Therefore, organizations must consider understanding the needs of motivation and expectations of the academics. The sense in quality of work and productivity decreased could be caused by the dissatisfaction of job have made it important to investigate job satisfaction (Khanjani, et al., 2016). The occupational satisfaction and effort of personnel would depend on each organization’s success. Job dissatisfaction can also dishearten people, and discouragement has a bad impact on the efficiency and productivity of the employees. Therefore, the managers need to recognize the dissatisfaction signs in their employees and execute necessary activities as soon as possible (Khanjani, et al., 2016)

Hypotheses Development of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

H₁:

The Job security, Training & Development Opportunities and compensation packages increase job satisfaction

        Through performing an extensive literature review, the hypothesis has been developed that the job security, training & development opportunities and compensation packages are those factors which increase the job satisfaction of the staff members. It includes both the academic staff as well as non-academic staff as well.

H₂:

The lack of Job security, low pay and fewer development opportunities decline job satisfaction.

            Through the literature review, it has been seen that the staff members get dissatisfied or their motivation decreases when the education institution does not provide job security, development opportunities and incentives to the staff members. If the staff members are not going to get maximum opportunities or career growth, then there is a significant chance that the staff of the university will not get satisfied and ultimately, the university staff might leave the university.

H₃:

job satisfaction has a huge impact on the performance and efficiency of the university

            When job satisfaction increases, the performance and efficiency of the institution also increases as a result. It is evident that when job satisfaction is going to increase the staff members will provide quality education to the students. The academic staff of the university is the one who provides quality education to the students and enhances their skills and abilities. If the staff unable to provide the relevant skills to the students than the aim of the university to provide good education will not be fulfilled.

Research Methodology of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

Descriptive Design of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

        The design of the research study will be descriptive because it provides the answer to the questions like what when who and how. The descriptive research study provides information about the current status of any phenomena and provides deep insights into what exists in perspective to conditions.

Reason for Choosing Descriptive Design of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            The aim of choosing the descriptive design is because it best suits the research. Because in the study the questions have been asked about what the factors which lead to job satisfaction are and how job satisfaction impacts the performance of the educational institution and this research design provides the answer to such questions. Moreover, in this study, the subject is being evaluated in the natural environment. Such type of research studies which uses the descriptive research design also has some limitations as well (Hair, 2015).

            The limitations of the research will not reduce the credibility of the research; rather, they help the researcher to generate more deep research in the future. Such research studies have another benefit that is regarding the huge amount of data which is collected for the research study. Through the amount of data, the researchers can provide valid recommendations through study. A large amount of data also allows the researchers to perform deep analysis and provide results that are credible and valid.  The drawback of this approach is that this design cannot be used for disapproving the hypothesis (Hair, 2015).

Sampling Design of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            The sampling procedure is needed to be followed for the research because only then the data will be collected efficiently. The 1 stage of the procedure is to describe the population from which sample has to be taken. After that, the sampling frame is formed, which the second step of the process. From the sampling frame, the sampling unit is taken. The next step is regarding the selection of the sampling method. The most commonly used sampling method is simple random sampling (Chapman & McNeill, 2005).

            The sampling plan is also made in the process so that data can be gathered efficiently. In this research, the impact of job satisfaction on the performance of the educational institution is needed to be evaluated. Therefore the information from the employees will be gathered. There are different universities in Dhaka and take information from each staff member is not possible; therefore, sampling will be done (Bajpai, 2011).

Simple Random Sampling of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            Simple random sampling will be performed in this research because the data will be gathered from employee or staff members, and simple random sampling will be a suitable approach. In simple random sampling, all subset of the frame has given the same probability. In this approach, the selection is made randomly.  The staff members will be selected randomly from different departments of the Dhaka University and data will be gathered from them regarding the factors which lead to job satisfaction through this sufficient amount of data can be gathered which will provide information for the research study (Chapman & McNeill, 2005).

Data Collection Methods of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

Interview of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            The interview will be taken from the staff members so that data can be gathered. The interview allows the individual to ask some questions about the things which create job satisfaction. Through those questions, it can be analyzed whether the policies of the universities management have an impact on job satisfaction or not. In the interview, most of the questions will be about training and up to what extent training has increased their performance. The employees/staff members will be randomly selected for the interview (Beins, 2017).

Observation of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

        Observation is another good way of collecting user information. The employees who are work in university will be observed and how they are performing their duties. During the observation, the information will be noted down, which will become part of the research. Observation is a difficult method because, for this, the individual who is gathering the information has to pay special attention (Beins, 2017).

Survey of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            The survey of the staff members will also be conducted, which will provide a significant amount of information. The sample of staff members will be taken first, and then questionnaires will be given to them. In the questionnaire, the questions will be asked regarding the factors which create job satisfaction and the role of university management in enhancing job satisfaction.  Surveys are one of the most commonly used methods for data collection. Many researchers who want to gather important information use survey as a data collection tool (Bryman & Bell, 2015).

Analysis of Data: Tools & Techniques of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

4.1. Mean of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            Means is one of the most commonly used data analysis technique. The mean provides a useful way to know the trend of the data. The means provides the central tendency, and one can overview the whole data in less amount of time. The main plus point of this technique is that it is easy and does not take the time that is why it will be used for the analysis of data in this research. The drawback of this approach is that it should not be used alone because only mean will not provide clear information. Through other techniques like regression should also be used.

4.2. Standard Deviation of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            The standard deviation is another technique of data analysis. The standard deviation that is high means that it is highly spread around mean. The standard deviation that is low means that it is closer to the standard deviation. The standard deviation should not be used alone like the mean because then it will not provide clear information about the data (Hammond & Wellington, 2013).

4.3. Regression of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            Regression is used for determining the relationship between variables. The regression analysis provides information about the relationship, whether it is strong or weak. The regression determines the trend efficiently, and that is why it used in many research studies.

Limitations of the Study of Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

        The main limitation of the study is that it is not able to provide information about all the aspects. The study uses the descriptive approach, and in this approach, the hypotheses are not disapproved. Therefore limitations must exist. However, it will not affect the credibility or validity of the research because in future this research study can be used by the researchers to perform more detailed research which will focus on the limitations of the research (Hammond & Wellington, 2013).

Conclusion on Job Satisfaction in Higher Education, the case of academic and administrative staff in Bangladesh

            It is concluded that this study has a huge scope because it is providing the information not only for the students, professors and academic staff but also for the organizations as well who want to increase the job satisfaction in the corporations. The study is not only explaining what leads to job satisfaction but also providing ways to enhance job satisfaction. The study is also providing a detail explanation about the relationship between job satisfaction and the performance of the educational institution. However, it can be said that the study has limitations as well. Although the study is providing detail informatio, but the study is limited to the country of Bangladesh. It can be said that the study is completely based on Bangladesh educational institution and did not consider any other country’s educational institution in the study.

            Bangladesh is a developing country, and the educational institution can play its role in increasing the growth of the country. For this, it is highly important that the university will perform their activities efficiently. The university performance will only increase if the staff members are going to perform their responsibilities with full commitment. It means that understanding job satisfaction can help the educational institution to create such policies which lead to an increase in job satisfaction so that the overall performance of the university can increase. The satisfied staff members can educate more efficiently to the students.

        The aim of choosing the descriptive design is because it best suits the research. Because in the study the questions have been asked about what the factors which lead to job satisfaction are and how job satisfaction impacts the performance of the educational institution and this research design provides the answer to such questions. Moreover, in this study, the subject is being evaluated in the natural environment. Such type of research studies which uses the descriptive research design also has some limitations as well.

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Beins, B. C. (2017). Research Method: A Tool for Life . Cambridge University Press.

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Bryman, A., & Bell, E. (2015). Business Research Methods. Oxford University Press.

Chapman, S., & McNeill, P. (2005). Research Methods. Routledge.

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Mohammad, J., Habib, F. Q., & Alias, M. A. (2011). JOB SATISFACTION AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR: AN EMPIRICAL STUDY AT HIGHER LEARNING INSTITUTIONS. Asian Academy of Management Journal, 10(2), 149–165.

Voon, M., Lo, M., Ngui, K., & Ayob, N. (2011). The influence of leadership styles on employees’ job satisfaction in public sector organizations in Malaysia. International Journal of Business, Management and Social Sciences, 2(1), 24-32 .