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Job Satisfaction among Public and Private College Teachers of District Faisalabad, Pakistan: A Comparative Analysis.
Khalid Latif. Lecturer. Government College University Faisalabad, Pakistan. Muhammad Naeem Shahid.(Corresponding Author) Lecturer. Informatics College of Science and Technology. Faisalabad, Pakistan. Dr. Nadeem Sohail. Assistant professor . Government College University Faisalabad , Pakistan . Muhammad Shahbaz. Lecturer. Government College University Faisalabad , Pakistan .
Abstract The study aims to focus firstly, on influential factors contributing to job satisfaction and dissatisfaction of college teachers of district Faisalabad, Pakistan. And secondly it examines the level of job satisfaction of teachers in public and private sector colleges. The results showed that there were significant differences in job satisfaction between public and private college teachers. Public college teaches are more satisfied with the six components (educational qualifications, nature of work, pay, job security, promotional opportunities and family & work life balance) of job satisfaction. While private college teachers were not satisfied. Key words. Teachers, Job satisfaction, Salary and job security. 1. Introduction A well known and successful educational system requires a shining, reputed and high quality teaching staff. The role of teachers is very much important as they employ the most effective teaching and learning skills and strategies to enable students to make progress especially in practical life. The high quality teachers and education in any country of the world have been very essential part of the different civilization of the world in historical perspectives, so the level of satisfaction of teachers towards their job is very important to study. The job satisfaction is very broader concept in every profession. Locke (1976) defined job satisfaction as a pleasurable or positive emotional state, resulting from the appraisal of ones job experiences. In most studies job satisfaction is described as how people feel about their jobs and its different aspects. According to Robbins and sanghi (2006) Job satisfaction is collection of feelings that an individual holds toward his or her job. The same was contributed by Masud Ibn Rahman (2008) Job satisfaction is defined as a general attitude toward ones job. It is in regard to ones feelings or stateof-mind regarding the nature of their work. Again Mobey and Lockey (1970) expressed as an opinion that Job satisfaction and dissatisfaction are function of the perceived relationship between what one expects and obtains from ones job and how much importance or value one attributes to it. Employee satisfaction is the fundamental requirement for better performance in their practical work. For better future of education sector the teachers need to (1) Have involvement with students to assess what they know, understand and can do. (2)And have commitment to plan future teaching and learning activities. But that involvement and commitment of the teachers to their profession is considered most important element of job satisfaction.It is undeniable fact that the future of every college (either public or private) highly dependent on the satisfaction level of its teaching staff. Thus the job satisfaction is essential pre-requisite for effective and efficient workforces because Dissatisfied workforce cause immediate problems only to their particular instituition. Boltes et al(1995) and Brown et al (1994).. Job satisfaction is related to multiple factors as the job satisfaction is multi dimentional as Smith, Kendall and Hulin(1969) argue that Job satisfaction is multidimensional; that is one may be more or less satisfied with ones supervisor, pay or workplace etc. So the purpose of studies is to explore the level of job satisfaction among the teachers affected by no of components such as work, present pay/salary, and relation with coworkers, supervision, motivation, recognition, COPY RIGHT 2011 Institute of Interdisciplinary Business Research

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promotion opportunities, benefits (health and life insurance) job security, and work family balance. An employee in every profession normally feel about the all above components.

3. Literature review Job satisfaction can be influenced by variety of factors. Opkara (2002) described that Factors such as pay, the work itself, supervision, relationships with co-workers and opportunities for promotions have been found to contribute to job satisfaction. Working hours and nature of work both are the primary contributors to job satisfaction. Research completed by Balzer et al (1997) suggests that satisfaction with ones work tasks is the greatest predictor of overall job satisfaction. Much of the previous research exploring job satisfaction suggests that satisfaction with ones job or work is related to the work tasks being undertaken. As well as in every kind of job the pay or salary has a positive relationship with job satisfaction and is an important facet of employee job satisfaction as Kamal et al (2009) described that However, in today's business climate of continuous changes and uncertainty, the importance of job satisfaction to organizational performance and individual can be pay. The same was contributed by Nguyen et al (2003) in their Studies that income is an important determinant of job satisfaction. Job security is essential facet of job satisfaction for the teachers. The more the job secure the more the teachers are satisfied with his or her job. According to D.B Rao(2000) the primary sources of satisfaction of teachers were in aspect of working with students, intellectual stimulation, autonomy, holidays and job security. Flexibility in schedule of work is important for job satisfaction as flexible time table and shorter hours of work allow teachers to balance work and family life better. According to Maike et al (2010)Time is such a scarce source, flexible arrangements are a top indicator of work life equality and employee satisfaction. According to Lisa (2008) conflict between work and family was found to be a factor in many family problems such as depression alcohol use and job satisfaction. The balance between work and family affects every employee differently and the ability to manage these factors depends on the individual. Many teachers may be in this situation and these factors could influence their level of job satisfaction as measured in this survey. Finally the Promotional opportunities in job have been found a contributor to job satisfaction. Vasilios D. Kosteas (2009) describes that Some workers might enjoy the increase in authority over co-workers that often accompanies a promotion. Given all of the dimensions in which promotions can affect workers careers and compensation, relatively little attention has been paid to the importance of promotions as a determinant of job satisfaction Promotions are also an important aspect of a workers career and life, affecting other facets of the work experience(ibid) 4.Methodology. Job satisfaction has been taken as dependent variable. Independent variables are educational qualifications, nature of work, pay, job security, promotional opportunities and family & work life balance. The main purpose of the study is to identify the levels of job satisfaction among teachers of private and public sector colleges and the factors contributing to job satisfaction. College teachers in this study refer to lecturers and assistant professors. Associate professors and Professors have not been taken in the study as these designations do not exist in private sector colleges of Faisalabad. To achieve the objectives of the study 180 surveys were sent (through questioners) to 8 private and 8 public sector colleges situated in district Faisalabad. And all the employees were aged between 35 to 55 years. Therefore all the questionnaires were returned having response rate of 100%. The questionnaire using 5-Scale Likert (1=Highly dissatisfied, 2=Dissatisfied, 3=somewhat satisfied, 4=satisfied, 5=Highly satisfied) was design to test the impact of all the variables. For this study the questionnaire is divided into 2 sections demographic variables and facets of job satisfaction. The questionnaire cover all the variables such as educational qualifications, nature of work, pay, job security, promotional opportunities and family & work life balance. The data were analyzed through SPSS v.19 5.Sample characteristics The following table shows the distribution of respondents gender, age, experience, position, income and area of academic discipline. The distribution of gender shows that 61.25 % of respondent were male (28.13% public colleges & 33.13 % from private colleges) and 38.75 % female (21.88 % belong to public colleges & other 16.87 % from private colleges).

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Gender * Institution Institution Private Gender Total Male Female 53 27 80 Public 45 35 80 98 62 160 Total

The following table shows that the majority of the respondents were aged less than 45 years. Age Cumulative Percent 42.5 75.6 94.4 100.0

Valid

< 35 Years 35-44 Years 45-54 Years 55+ Years Total

Frequency 68 53 30 9 160

Percent 42.5 33.1 18.8 5.6 100.0

Valid Percent 42.5 33.1 18.8 5.6 100.0

It was observed from the result of the data analysis that majority of respondents about 39.4% were new comers, and only 4.4% reported that they spend more than 15 years for their current job. Experience Cumulative Percent 23.1 62.5 78.1 95.6 100.0

Valid

< 1 Year 1-5 Years 6-10 Years 11-15 Years !5+ Years Total

Frequency 37 63 25 28 7 160

Percent 23.1 39.4 15.6 17.5 4.4 100.0

Valid Percent 23.1 39.4 15.6 17.5 4.4 100.0

The distribution of position shows that the majority of respondent were lecturers 81.25% and rest of 18.75 were assistant professors. Position Cumulative Percent 81.3 100.0

Valid

Lecturer Assistant Professor Total

Frequency 130 30 160

Percent 81.3 18.8 100.0

Valid Percent 81.3 18.8 100.0

The distribution of income shows that the majority of respondents are taking salary less than Rs. 40 000 and it is a true fact that teachers of private colleges of district Faisalabad are taking salary that hardly fulfill the basic needs of life.

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Valid

< Rs. 20 000 Rs. 20 000- 40 000 Rs. 41 000-60 000 Rs. 60 000+ Total

Frequency 62 65 28 5 160

Percent 38.8 40.6 17.5 3.1 100.0

Valid Percent 38.8 40.6 17.5 3.1 100.0

The distribution of area of respondents discipline shows that 25% respondent belongs to natural sciences 18.8%, from commerce 25%, 12.5% from social science and rest of 18.8% from IT. Discipline Cumulative Percent 25.0 43.8 68.8 81.3 100.0

Valid

Sciences Arts Commerce Social Sciences I.T Total

Frequency 40 30 40 20 30 160

Percent 25.0 18.8 25.0 12.5 18.8 100.0

Valid Percent 25.0 18.8 25.0 12.5 18.8 100.0

6.General Findings. Educational Qualification Educational Qualification Somewhat Satisfied Satisfied Dissatisfied 10 9 25 21 13 10 31 22 35

Institution Total

Private Public

Highly Satisfied 24 30 54

Highly dissatisfied 12 6 18

Total 80 80 160

The above table shows that the respondent of the public sector were more satisfied with respect to their qualification than respondents of private sector. But on another hand response against highly dissatisfied was also high at the end of private sector teachers. Working Hours Working Hours Somewhat satisfied Dissatisfied 16 15 16 11 32 26

Highly Satisfied Institution Total Private Public 2 23 25

Satisfied 7 24 31

Highly dissatisfied 40 6 46

Total 80 80 160

. The above table clearly shows that public sector teachers are more satisfied than private sectors teachers regarding working hours and nature of the work. The private sector teachers have no flexibility in working hours due to the work overload.

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Benefits Benefits Somewhat satisfied 10 24 34

Highly satisfied Institution Total Private Public 0 15 15

Satisfied 3 10 13

Dissatisfied 22 11 33

Highly dissatisfied 45 20 65

Total 80 80 160

The above table demonstrates that teachers of public sectors colleges are more satisfied than their counterpart (private sectors) regarding benefits. This may be because public sector teachers receive handsome salary with additional benefits such as utility allowance, house rent allowance and conveyance allowance. While there is no concept of these allowances in private colleges of district Faisalabad. Opportunities for Promotion

Highly satisfied Institution Total Private Public 5 22 27

Opportunities for Promotion Somewhat satisfied Satisfied Dissatisfied 8 16 20 27 19 9 35 35 29

Highly dissatisfied 31 3 34

Total 80 80 160

The above table shows the responses of teacher (private & public) toward promotional policy of their institution. Employees of public sector reported more satisfied with promotional policies. Where as, in private colleges respondent feel that opportunities for promotion are limited. Salary

Institution Total

Private Public

Highly satisfied 18 30 48

Satisfied 13 27 40

Salary Somewhat satisfied 15 10 25

Dissatisfied 12 8 20

Highly dissatisfied 22 5 27

Total 80 80 160

From the above table it is clear that the teachers of public sectors are more satisfied with their salaries than private sectors teachers. There is hell of difference in salaries of public and private colleges. Job security

Institution Total

Private Public

Highly satisfied 17 35 52

Satisfied 20 29 49

Job security Somewhat satisfied Dissatisfied 13 9 15 1 28 10

Highly dissatisfied 21 0 21

Total 80 80 160

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It was not surprising to know that teachers of public sectors reported more satisfaction with their job security than private sectors teachers. This may be because most of private sectors organizations hired employees on contract for duration of 3 to 12 months. Family & work life Balance Highly satisfied 16 18 34 Family & work life balance Somewhat Satisfied satisfied Dissatisfied 13 13 18 20 15 15 33 28 33 Highly dissatisfied 20 12 32

Total 80 80 160

Institution Total

Private Public

As there is more flexibility in working schedule in public college teachers so they can make a good balance between family and work life as compared to private sector where teachers have much work load and feel dissatisfaction regarding work life balance. Correlations Overall Educatio Job nal Workin satisfacti Qualific g on ation Hours Overall Job satisfaction Pearson Correlatio n Sig. (2tailed) N Pearson Correlatio n Sig. (2tailed) N Pearson Correlatio n Sig. (2tailed) N Pearson Correlatio n Sig. (2tailed) N Pearson Correlatio n Sig. (2tailed) N Pearson Correlatio n 1 .904(**) .000 160 .904(**) .000 160 .808(**) .000 160 .813(**) .000 160 .835(**) .000 160 .909(**) 160 .863(**) .000 160 .818(**) .000 160 .865(**) .000 160 .952(**) 160 .928(** ) .000 160 .961(** ) .000 160 .881(** ) 160 .909(**) .000 160 .819(**) 160 .909(**) 160 1 .808(** ) .000 160 .863(** ) .000 160 1

Benefits .813(**) .000 160 .818(**) .000 160 .928(**) .000 160 1

Opportuniti es for Promotion .835(**) .000 160 .865(**) .000 160 .961(**) .000 160 .909(**) .000 160 1

Salary .909(**) .000 160 .952(**) .000 160 .881(**) .000 160 .819(**) .000 160 .909(**) .000 160 1

Job security .845(**) .000 160 .890(**) .000 160 .855(**) .000 160 .770(**) .000 160 .892(**) .000 160 .940(**)

Family & work life balance .929(**) .000 160 .941(**) .000 160 .824(**) .000 160 .829(**) .000 160 .851(**) .000 160 .926(**)

Educational Qualification

Working Hours

Benefits

Opportunities for Promotion

Salary

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Sig. (2tailed) N Pearson Correlatio n Sig. (2tailed) N Pearson Correlatio n Sig. (2tailed) N .000 160 .845(**) .000 160 .929(**) .000 160 .000 160 .890(**) .000 160 .941(**) .000 160 .000 160 .855(** ) .000 160 .824(** ) .000 160 .000 160 .770(**) .000 160 .829(**) .000 160 .000 160 .892(**) .000 160 .851(**) .000 160

.000 160 .866(**) .000 160 1

Job security

Family & work life balance

The above table shows the correlation between working hours, educational qualification, benefits, opportunities for promotion, salary, job security, family & work life balance, and overall job satisfaction. The value of (r) for working hours, benefits, opportunities for promotion, salary, job security, family & work life balance with overall satisfaction is 0.904, 0.808, 0.813, 0.835, 0.909, 0.845, and 0.929, which shows highly positive relationship between variables and overall job satisfaction. 7. Conclusion Teachers of public sector reported more satisfaction with their job, educational qualification, working hours, benefits, opportunities for promotion, salary, job security and work life balance than private sector teachers. The teachers of private colleges are taking limited salary because employer of private colleges are basically focus on cost cutting strategy and put extra work load on teachers. Moreover there is no proper policy of promotion for private sector teachers that caused dissatisfaction in them. To increase the satisfaction level of teachers of private colleges a proper attention should be paid on salary, benefits and promotion opportunities and like that the employers of private sector colleges will be able to retain teachers, a valuable asset of their institution.

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