An analysis of the job satisfaction level of the academic staff working in a private University in North Cyprus
Korkmaz, Aslı M. 1984-
An analysis of the job satisfaction level of the academic staff working in a private University in North Cyprus Aslı M. Korkmaz; Supervisor: Gözde İnal - Nicosia Cyprus International University 2011 - VIII, 105 p. table 30.5 cm
Includes references.(76-86 p.) Includes appendixes(88-105 p.)
CHAPTER 1 1 INTRODUCTION 1 The Aim and Importance of the Research 2 CHAPTER 2 3 JOB SATISFACTION 3 The Definition of Job Satisfaction 3 The Importance of Job Satisfaction 5 The Importance of Job Satisfactionfot the Organizations 6 Performance and Efficiency 7 Absenteeism 8 Turn-Over 9 Communication 9 The Effect to Psychological Health 10 The Development of Job Satisfaction 12 The Studies of Job Satisfaction 13 The Factor That Effects Job Satisfaction 23 Indıvıdual Factors 24 Age 24 Gender 25 Seniority 26 Academic Title 27 Organization Factors 27 The Job Itself 27 Salary and Award System 28 Promotional Opportunities 30 The Style of Admistration 30 Human Relationship In the Enterprise 31 The Image of the organization 32 Working Conditions 32 Work Safety 32 Social and Environment Factors 33 The Thories of Job Satisfaction 33 The ScopeTheories 34 Maslow's Hierarchy of Needs 34 Herzberg's Two Factor Theory 35 The Need for Achievement 36 ERG(Existence-Relatedness Growth Theroy) Theory 37 Trait Factor Theory 38 The Theory of Job Harmony 38 Vroom's Expentancy Theory 39 Lawler's-Porter's Expectation Theory 40 Locke's Goal Setting Theory 40 Adam's Equality Theory 41 Skınner's Behaviour Condition Theory 42 The Theory of Job Characteristics By Hackman and Oldman 43 Cornell Model 45 The Methods Used To Measure Job Satisfaction 45 Grading Method 46 Brayfield-Rothe Job Satisfaction Index (1951) 46 Minnesota Satisfaction Questionnaire 46 General Motors Facial Scale 47 Job Descriptive Index 48 Porter Need and Satisfaction Questionaire-NSQ 48 The Job Satiafaction Survey 48 Critical Event Method 49 The Interview Method 49 Result 49 CHAPTER 3 51 METHODOLOGY 51 The Model of the Research 51 Sample 52 The Research of The Hypothesis 52 The Research Question 53 The Hypothesis 53 The Numeral of the Research 55 The Limitaions of the Research 55 Reliability 56 Collecting Datas and Analysis 56 Data Collecting Equipment 57 Result 58 CHAPTER 4 59 FINIDING AND COMMMENTS 59 The Distribution of Academics Staff Due to Denographic Properties 59 Age 59 Gender 60 Academics Title 61 Seniority 61 The Average Answer of Academic Staff in Job Satisfaction Scale 62 The Finding About The Hypothesis of Research and Comment 65 The Finding About The First Hypothesis and Comment 65 The Findings Belong to the Second Hypothesis and Comment 66 The Fidingds Belong to the Third Hypothesis and Comment 67 The Finding Belong to the Fourth Hypothesis and Comment 67 The Finding Belong to the Fourth Hypothesis and Comment 69 CHAPTER 5 72 RESULTS AND RECCOMMENDATION 72 Implementation 75 Future Work 75 REFERENCES 76
'Özet Akademik örgütler toplumun gereksinim duyduğu insangücü yetiştirme, bilim ve teknolojinin ilerlemesini sağlama, ülke sorunlarına çözüm yolları önerme, kültürün bir kuşaktan diğerine aktarılmasını sağlama gibi önemli görevler üstlenen; girdisi ve çıktısı insan olan ve insan ilişkilerinin yüksek seviyede olduğu kurumlardır. ( Bkan ve Büyükbeşe, 2004 s.8 ) Bu sorumlulukları alan işlerinden yeterince tatmin olmaları, üniversiteye başarı sağlayıp olumlu bir imaj yaratmasına katkı sağlayacaktır. Bu çalışmada KKTC'de özel bir üniversitede görev yapan akademik personelin iş tatmin düzeyleri belirlenmeye çalışılmıştır. Yaş, cinsiyet, unvan, hizmet yılı (kıdem) gibi bağımsız değişkenlerin iş tatminlerine olan etkisi incelenmiştir. Veri toplama aracı olarak Minnesota İş Tatmin Ölçeği (MSQ) (Weiss et al.. 1967) kullanılmış, 156 akademik personelden 103 anket formu geri dönmüştür. 20 farklı boyutu içeren Minnesota İş Tatmin Ölçeği iş doyumuna ilişkin algıları ölçmek için, 7 bağımsız değişkeni ölçen kişisel bilgi formu kullanılmıştır. Ölçeğin güvenirliğini ölçmek için Cronbach Alfa testi yapılmış ve Alfa katsayısı 0,928 olarak bulunmuştur. Araştırma problemi ve hipotezlerine ait verilerin analizi için frekans, aritmetik ortalamalar, t testi, tek yönlü Varyans analizi ve Scheffe testi, Kruskal -Wallis gibi istatiksel çözümlemelerden yararlanılmıştır. Akademisyenlerin yaşları, cinsiyetleri akademik unvanları ve hizmet süreleri ile iş tatmin düzeyleri arasında anlamlı bir fark bulunamamıştır. Cinsiyet değişkeni bağlamında ''bağımsız olma'' alt boyutunda anlamlı farklılıklar tespit edilmişken, yaş değişkenine bağlı olarak hiçbir alt boyutta anlamlı farklılıklar yoktur. Akademik unvan değişkeni incelendiğinde, ''aktivite''alt boyutlarında, hizmet yılı değişkenine bakıldığı zaman yine ''aktivite'' alt boyutunda anlamlı farklılıklar tespit edilmiştir. Genel iş tatmin düzeylerinde sosyal statü ve sosyal hizmetler alt boyutlarının yani iş tatmini içsel iş tatmini boyutlarının, iş tatmini düzeylerini etkilediği görülmüştür. Abstract Academic organizations have important missions on training human power, providing science and technology, suggesting for countrial problems. These organizations inputs and outputs are human beings (Bakan ve Büyükbeşe, 2004, p.8). If academicians have high satisfaction, they will make a contribution for the universities positive image. In this research, the job satisfaction level of the academic staff working at a private university in North Cyprus is determined. Analyzing some independent demographic variables ( age, gender, academic title and seniority ) to seek level of affect on job satisfaction. In this research, Minnesota Job Satisfaction Questionnaire (MSQ) is applied as a data gathering tool to 103 of 144 academicians working at faculties of the university. Minnesota Job Satisfaction Questionnaire (Weiss et al., 1967) has 20 sub-dimensions that has been applied to determine job satisfaction levels of academicians and Demographic Information Form has been applied to determine some independent values. In the questionnaire, Likert-type scale with five degrees was used to analyze data. Cronbach Alpha test has been and Alpha coefficient was found as 0,928 which is accepted to have a high reliability. Analyzing data related to research problem and hypotheses, some statistical analysis like frequency, aritmetical averages, t test , one-way Variance analysis, Kruskal - Wallis test and Scheffe test were used. There is no significant difference between job satisfaction levels and the variables; age, gender, academic title and seniority. There is significant difference in ''independence'' sub-dimension between gender and job satisfaction. By the way there is a significant difference in ''activity'' and ''salary'' sub-dimensions between academic title and job satisfaction. In addition, there is a significant difference in ''activity'' sub-dimension in seniority and job satisfaction. However, there is no significant difference in any sub-dimension between age and job satisfaction. The general job satisfaction levels ''social status'' and ''social services'' dimensions which are intrinsic job satisfaction dimensions, are the most effective dimension in the job satisfaction. '
Minnesota job satisfaction questionnaire
Minnesota iş tatmin ölçeği
Job satisfaction
İş tatmini
An analysis of the job satisfaction level of the academic staff working in a private University in North Cyprus Aslı M. Korkmaz; Supervisor: Gözde İnal - Nicosia Cyprus International University 2011 - VIII, 105 p. table 30.5 cm
Includes references.(76-86 p.) Includes appendixes(88-105 p.)
CHAPTER 1 1 INTRODUCTION 1 The Aim and Importance of the Research 2 CHAPTER 2 3 JOB SATISFACTION 3 The Definition of Job Satisfaction 3 The Importance of Job Satisfaction 5 The Importance of Job Satisfactionfot the Organizations 6 Performance and Efficiency 7 Absenteeism 8 Turn-Over 9 Communication 9 The Effect to Psychological Health 10 The Development of Job Satisfaction 12 The Studies of Job Satisfaction 13 The Factor That Effects Job Satisfaction 23 Indıvıdual Factors 24 Age 24 Gender 25 Seniority 26 Academic Title 27 Organization Factors 27 The Job Itself 27 Salary and Award System 28 Promotional Opportunities 30 The Style of Admistration 30 Human Relationship In the Enterprise 31 The Image of the organization 32 Working Conditions 32 Work Safety 32 Social and Environment Factors 33 The Thories of Job Satisfaction 33 The ScopeTheories 34 Maslow's Hierarchy of Needs 34 Herzberg's Two Factor Theory 35 The Need for Achievement 36 ERG(Existence-Relatedness Growth Theroy) Theory 37 Trait Factor Theory 38 The Theory of Job Harmony 38 Vroom's Expentancy Theory 39 Lawler's-Porter's Expectation Theory 40 Locke's Goal Setting Theory 40 Adam's Equality Theory 41 Skınner's Behaviour Condition Theory 42 The Theory of Job Characteristics By Hackman and Oldman 43 Cornell Model 45 The Methods Used To Measure Job Satisfaction 45 Grading Method 46 Brayfield-Rothe Job Satisfaction Index (1951) 46 Minnesota Satisfaction Questionnaire 46 General Motors Facial Scale 47 Job Descriptive Index 48 Porter Need and Satisfaction Questionaire-NSQ 48 The Job Satiafaction Survey 48 Critical Event Method 49 The Interview Method 49 Result 49 CHAPTER 3 51 METHODOLOGY 51 The Model of the Research 51 Sample 52 The Research of The Hypothesis 52 The Research Question 53 The Hypothesis 53 The Numeral of the Research 55 The Limitaions of the Research 55 Reliability 56 Collecting Datas and Analysis 56 Data Collecting Equipment 57 Result 58 CHAPTER 4 59 FINIDING AND COMMMENTS 59 The Distribution of Academics Staff Due to Denographic Properties 59 Age 59 Gender 60 Academics Title 61 Seniority 61 The Average Answer of Academic Staff in Job Satisfaction Scale 62 The Finding About The Hypothesis of Research and Comment 65 The Finding About The First Hypothesis and Comment 65 The Findings Belong to the Second Hypothesis and Comment 66 The Fidingds Belong to the Third Hypothesis and Comment 67 The Finding Belong to the Fourth Hypothesis and Comment 67 The Finding Belong to the Fourth Hypothesis and Comment 69 CHAPTER 5 72 RESULTS AND RECCOMMENDATION 72 Implementation 75 Future Work 75 REFERENCES 76
'Özet Akademik örgütler toplumun gereksinim duyduğu insangücü yetiştirme, bilim ve teknolojinin ilerlemesini sağlama, ülke sorunlarına çözüm yolları önerme, kültürün bir kuşaktan diğerine aktarılmasını sağlama gibi önemli görevler üstlenen; girdisi ve çıktısı insan olan ve insan ilişkilerinin yüksek seviyede olduğu kurumlardır. ( Bkan ve Büyükbeşe, 2004 s.8 ) Bu sorumlulukları alan işlerinden yeterince tatmin olmaları, üniversiteye başarı sağlayıp olumlu bir imaj yaratmasına katkı sağlayacaktır. Bu çalışmada KKTC'de özel bir üniversitede görev yapan akademik personelin iş tatmin düzeyleri belirlenmeye çalışılmıştır. Yaş, cinsiyet, unvan, hizmet yılı (kıdem) gibi bağımsız değişkenlerin iş tatminlerine olan etkisi incelenmiştir. Veri toplama aracı olarak Minnesota İş Tatmin Ölçeği (MSQ) (Weiss et al.. 1967) kullanılmış, 156 akademik personelden 103 anket formu geri dönmüştür. 20 farklı boyutu içeren Minnesota İş Tatmin Ölçeği iş doyumuna ilişkin algıları ölçmek için, 7 bağımsız değişkeni ölçen kişisel bilgi formu kullanılmıştır. Ölçeğin güvenirliğini ölçmek için Cronbach Alfa testi yapılmış ve Alfa katsayısı 0,928 olarak bulunmuştur. Araştırma problemi ve hipotezlerine ait verilerin analizi için frekans, aritmetik ortalamalar, t testi, tek yönlü Varyans analizi ve Scheffe testi, Kruskal -Wallis gibi istatiksel çözümlemelerden yararlanılmıştır. Akademisyenlerin yaşları, cinsiyetleri akademik unvanları ve hizmet süreleri ile iş tatmin düzeyleri arasında anlamlı bir fark bulunamamıştır. Cinsiyet değişkeni bağlamında ''bağımsız olma'' alt boyutunda anlamlı farklılıklar tespit edilmişken, yaş değişkenine bağlı olarak hiçbir alt boyutta anlamlı farklılıklar yoktur. Akademik unvan değişkeni incelendiğinde, ''aktivite''alt boyutlarında, hizmet yılı değişkenine bakıldığı zaman yine ''aktivite'' alt boyutunda anlamlı farklılıklar tespit edilmiştir. Genel iş tatmin düzeylerinde sosyal statü ve sosyal hizmetler alt boyutlarının yani iş tatmini içsel iş tatmini boyutlarının, iş tatmini düzeylerini etkilediği görülmüştür. Abstract Academic organizations have important missions on training human power, providing science and technology, suggesting for countrial problems. These organizations inputs and outputs are human beings (Bakan ve Büyükbeşe, 2004, p.8). If academicians have high satisfaction, they will make a contribution for the universities positive image. In this research, the job satisfaction level of the academic staff working at a private university in North Cyprus is determined. Analyzing some independent demographic variables ( age, gender, academic title and seniority ) to seek level of affect on job satisfaction. In this research, Minnesota Job Satisfaction Questionnaire (MSQ) is applied as a data gathering tool to 103 of 144 academicians working at faculties of the university. Minnesota Job Satisfaction Questionnaire (Weiss et al., 1967) has 20 sub-dimensions that has been applied to determine job satisfaction levels of academicians and Demographic Information Form has been applied to determine some independent values. In the questionnaire, Likert-type scale with five degrees was used to analyze data. Cronbach Alpha test has been and Alpha coefficient was found as 0,928 which is accepted to have a high reliability. Analyzing data related to research problem and hypotheses, some statistical analysis like frequency, aritmetical averages, t test , one-way Variance analysis, Kruskal - Wallis test and Scheffe test were used. There is no significant difference between job satisfaction levels and the variables; age, gender, academic title and seniority. There is significant difference in ''independence'' sub-dimension between gender and job satisfaction. By the way there is a significant difference in ''activity'' and ''salary'' sub-dimensions between academic title and job satisfaction. In addition, there is a significant difference in ''activity'' sub-dimension in seniority and job satisfaction. However, there is no significant difference in any sub-dimension between age and job satisfaction. The general job satisfaction levels ''social status'' and ''social services'' dimensions which are intrinsic job satisfaction dimensions, are the most effective dimension in the job satisfaction. '
Minnesota job satisfaction questionnaire
Minnesota iş tatmin ölçeği
Job satisfaction
İş tatmini