Gender Discrimination and Job Satisfaction

This article defines the relationship between two factors and its impact by examining the effect of Gender discrimination in the work place which influences the job performance and job satisfaction in individuals(i.e.; hiring, promotion, salary, control/ autonomy/ influence, challenge, performance measures, feed back, in strumentality, stability/security). The data is collected through quantitative method. The sample of thestudy consisted of 500 employees working in different bank in Islamabad and Wahcantt (Pakistan) through the questionnaire, of which 300 were returned and processed. R was used to analysis the data, using independent T-Test, and excel, Correlation and Multi-regression analysis. There is a significant prove, gender discrimination has an influence on Job satisfaction and job performance and stability of individuals. From findings of the study, it is also depicted that male and female have significantly different level of job satisfaction

A study of the motivational and Key Success factors of the selected organizations of Peshawar, Khyber Pakhtunkhwa-Pakistan

This study was carried out to find out the major factors that cause motivation among employees of the selected organizations at Peshawar. This study was undertaken under controlled environment and was mainly restricted to three organizations, two Public Sector organizations i.e. Accountant General Office, Khyber Pakhtunkhwa and Khyber Teaching Hospital, Peshawar and one Private Sector Organization i.e. Rehman Medical Institute, Peshawar. A simple research methodology was used and a total of 56 employees (including 11 Managers) were chosen from all the three organizations. The Questionnaire method was used for data collection. It was used on employees to find out what specific factors motivate them at work in their respective organizations. Data was collected, analyzed and tested through statistical tools. It was found thatmotivation is not only caused by internal factors alone but from the study it was found that motivation is also caused by both the internal and external factors. However, the internal factors were found more effective in causing the motivation in employees. Moreover, Training of employees, incentives and efficient Human Resource proved to be the most important success factors for success of the organization

Demographic Factors and Job Satisfaction: A Case of Teachers in Public Primary Schools in Bomet County, Kenya

The success of any school depends among others on the social capital including teachers, students, parents and other stakeholders who support the business of imparting knowledge. Satisfied and committed teachers impacts both on individual student performance and general academic standards of the school. The study explored job satisfaction among primary school teachers in relation to certain demographic variables. The objective of this study was therefore to examine the influence of demographic factors on job satisfaction of teachers in public primary schools in Bomet County, Kenya. This was done by conducting a survey using a self-administered questionnaire. A total of 848 teachers in 129 primary schools participated in the study. Descriptive and Inferential statistics were used to analyze the data. The overall finding was that teachers were ambivalent on job satisfaction, meaning that they were not sure whether they are satisfied with their jobs. However, teachers were satisfied with their colleague co-teachers and happy when assigned administrative duties.  Teachers were more satisfied when authority is delegated to them. It is evident that school leadership need to improve on in ways of supervision, systems of reward, ways of communication and working conditions. It was further established that there was significant differences in the level satisfaction of male and female teachers for satisfaction with administrative duties (t = 2.645) and satisfaction with teaching (t= 2.448). It was also found that male teachers are more satisfied with administrative duties (m=3.2; s.d. = 1.05) than female teachers (m=2.91; s.d.= 1.18). Similarly, male teaches are more satisfied with teaching (m= 2.6; s.d.= 0.70) than female teachers (m= 2.5; s.d. = 0.79). This implies that female teachers are not keen on taking up additional administrative duties in the school. Overall, there was no significant difference between the levels of job satisfaction between male and female teachers. On the other hand, it was found that job satisfaction was positively correlated with the ‘age of respondent’ (r= 0.092; p<0.01) and ‘experience in teaching’ (r= 0.081; p<0.05). Keywords: Job satisfaction; demographic characteristics

A study of the motivational and Key Success factors of the selected organizations of Peshawar, Khyber Pakhtunkhwa-Pakistan

This study was carried out to find out the major factors that cause motivation among employees of the selected organizations at Peshawar. This study was undertaken under controlled environment and was mainly restricted to three organizations, two Public Sector organizations i.e. Accountant General Office, Khyber Pakhtunkhwa and Khyber Teaching Hospital, Peshawar and one Private Sector Organization i.e. Rehman Medical Institute, Peshawar. A simple research methodology was used and a total of 56 employees (including 11 Managers) were chosen from all the three organizations. The Questionnaire method was used for data collection. It was used on employees to find out what specific factors motivate them at work in their respective organizations. Data was collected, analyzed and tested through statistical tools. It was found thatmotivation is not only caused by internal factors alone but from the study it was found that motivation is also caused by both the internal and external factors. However, the internal factors were found more effective in causing the motivation in employees. Moreover, Training of employees, incentives and efficient Human Resource proved to be the most important success factors for success of the organization

Beyond job security and money : Driving factors of motivation for government doctors in India

Background Despite many efforts from government to address the shortage of medical officers (MOs) in rural areas, rural health centres continue to suffer from severe shortage of MOs. Lack of motivation to join and continue service in rural areas is a major reason for such shortage. In the present study, we aimed to assess and rank the driving factors of motivation important for in-service MOs in their current job. Methods The study participants included ninety two in-service government MOs from three states in India. The study participants were required to rank 14 factors of motivation important for them in their current job. The factors for the study were selected using Herzberg’s two-factor theory of motivation and the data were collected using an instrument that has an established reliability and validity. Test of Kendall’s coefficient of concordance (W) was carried out to assess the agreement in ranks assigned by participants to various motivation factors. Next, we studied the distributions of ranks of different motivating factors using standard descriptive statistics and box plots, which gave us interesting insights into the strength of agreement of the MOs in assigning ranks to various factors. And finally to assess whether MOs are more intrinsically motivated or extrinsically motivated, we used Kolmogorov-Smirnov test. Results The (W) test indicated statistically significant (P < 0.01) agreement of the participants in assigning ranks. The Kolmogorov-Smirnov test indicated that from policy perspectives, MOs place significantly more motivational importance to intrinsic factors than to extrinsic factors. The study results indicate that job security was the most important factor related to motivation, closely followed by interesting work and respect and recognition. Among the top five preferred factors, three were intrinsic factors indicating a great importance given by MOs to factors beyond money and job security. Conclusion To address the issue of motivation, the health departments need to pay close attention to devising management strategies that address not only extrinsic but also intrinsic factors of motivation. The study results may be useful to understand the complicated issue of work motivation and can give some useful insights to design comprehensive management strategies that are based on motivational needs of MOs

Job Satisfaction Amongst Academic Staff: a Literature Review

Job satisfaction assumed as a one of the main factor amongst academic staff and placed as a basic inner feeling for them. Moreover, the purpose of present literature review was to brilliant the role of job satisfaction at university; also, illustrated this inner organizational feeling as a principle positive motivator amongst academic staff. Lack of consideration to the presence of job satisfaction creates numerous difficulties at university, low level of job satisfaction likewise emerges some insufficient behaviors and reactions among academic staff. In other word, the existence of job satisfaction as basic human needs can develop and support performance of academic staff and conduct their organizational behavior in the accurate way. In general, the current literature review focused on the key role of job satisfaction at university and mentioned its effectiveness on performance, behavior, and reactions of academic staff at educational system

Job Satisfaction amongst Academic Staff: A literature Review

AbstractJob satisfaction assumed as a one of the main factor amongst academic staff and placed as a basic inner feeling for them. Moreover, the purpose of present literature review was to brilliant the role of job satisfaction at university; also, illustrated this inner organizational feeling as a principle positive motivator amongst academic staff. Lack of consideration to the presence of job satisfaction creates numerous difficulties at university, low level of job satisfaction likewise emerges some insufficient behaviors and reactions among academic staff. In other word, the existence of job satisfaction as basic human needs can develop and support performance of academic staff and conduct their organizational behavior in the accurate way. In general, the current literature review focused on the key role of job satisfaction at university and mentioned its effectiveness on performance, behavior, and reactions of academic staff at educational system.Key Words:Job Satisfaction, Academic Staff, University, Educational Syste

THEORIES OF PERSONNEL MOTIVATION IN ORGANISATIONS

The focus and thrust of this paper is to arouse the interest and minds of Managers on effective use of Motivation based on available theories and their application in organisations. It is also instructive to note that discerning Managers know the limits or bounds imposed by over dependence on theories, and when peculiar circumstances require prudent use of initiative. This is the hallmark of managerial savvy which is indispensable in organizational effectiveness. This paper is segmented as follows: Meaning of Motivation; Theories of Motivation (Maslow, Herzberg, Mcgregor, Vroom and Alderfer); A sequence of critique relevance and application to organizations which also contain recommendations, and conclusion. It concluded by linking Motivation theory to management practice and recommended that managers must be sensitive to employees’ needs in order to direct employees energies/creativity towards the attainment of organizational goals and objectives

Assessing the Impact of Work-Related Attitudes on Performance in the Private and Public Sector of Employment in Ghana

This paper examines employee attitudes and how it promotes overall performance at the workplace. The paper is an outcome from questionnaires administered to 39 respondents: teaching and non-teaching staff in the Cape Coast Metropolis in Ghana. Using Herzberg’s two-factor theory, expectancy theory and theories of job satisfaction and organizational commitment, this paper sheds light on the factors that make employees develop positive work attitudes and motivation on the job, it likewise assesses the place of higher remuneration and effective supervision towards employee work attitude. The findings from the research show that employees in the private sector of employment showed higher levels of job involvement and enjoyed enormous job security than those in the public sector. In addition, supervision was effective in the private sector than in the public sector of employment. We therefore recommend the improvement in infrastructure and the provision of enabling working environment and good working conditions for efficient employee output. Keywords: Public Sector, Private Sector, Attitudes, Performance, Expectancy Theory, Herzberg Theory, Motivation, Supervision, Employees, Environment DOI: 10.7176/RHSS/10-22-12 Publication date: November 30th 202