RESEARCH PROPOSAL for

FACTORS AFFECTING OF JOB SATISFACTION ON ADMINISTRATIVE

STAFF MEMBERS OF HAWASSA UNIVERSITY IN CASE STUDY: MAIN
CAMPUS

BY: EYAYAW BAYE AND

RUKIYA ASSEFA
ADVISOR:DAFA.D
COLLEGE OF COMPUTIONAL AND NATURAL SCINCE
DEPARETMENT OF STATISTICS

HAWASSA, ETHIOPIA
December,2016

CHAPTER ONE
1. INTRODUCTION
1.1. Background
Job satisfaction is the favorableness or favorableness with which the employs view in their
work. It expresses the amount of agreement between ones expectation of the job and the
reward that the job provides. Job satisfaction is a part of life satisfaction. The nature of ones
environment of job is an important part of life.
Different authors have different approaches towards defining job satisfaction. Some of the most
commonly cited definitions on job satisfaction are analyzed in the text that follows.
Job satisfaction is any combination of psychological, physiological and environmental
circumstances that cause a person truthfully to satisfied with my job (Hop pock, 1935).
According to this approach although job satisfaction is under the influence of many external
factors, it remains something internal that has to do with the way how the employee feels. That
is job satisfaction presents a set of factors that cause a feeling of satisfaction. Vroom in his
definition on job satisfaction focuses on the role of the employee in the workplace. Thus he
defines job satisfaction as affective orientations on the part of individuals toward work roles
which they are presently occupying (Vroom, 1964).
Job satisfaction is the amount of pleasure or contentment associated with a job. If we like our
job intensely, we will get high job satisfaction. If we dislike our job intensely, we will
experience job dissatisfaction. (Andrew J .Durbin, the practice of supervision, New Delhi)
2

Job satisfaction represents a combination of positive or negative feelings that workers have
towards their work. Meanwhile, when a worker employed in a business organization, brings
with it the needs, desires and experiences which determinates expectations that he has
dismissed. Job satisfaction represents the extent to which expectations are and match the real
awards. Job satisfaction is closely linked to that individual's behavior in the work place (Davis
et al., 1985).

Job satisfaction is a workers sense of achievement and success on the job. It is generally perceived
to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing
a job one enjoys, doing it well and being rewarded for ones efforts. Job satisfaction further implies
enthusiasm and happiness with ones work. Job satisfaction is the key ingredient that leads to
recognition, income, promotion, and the achievement of other goals that lead to a feeling of
fulfillment (Kaliski, 2007).
Job satisfaction, how content an individual is with his or her job. The happier people within their
job, the more satisfied they are said to be. It can be an important indicator of how employs feel about
their job and a predictor of work behavior such as organizational citizen ship, absenteeism and turn
over. Further more job satisfaction can partially mediate the relationship of personal variables and
deviation work behavior.
Hawassa University is one of the ancient universities in Ethiopia. It is found in south part of the
country. It has around 9 colleges and 4 institutes. Among these colleges and institutes this study was
done on the staff members of the 8 colleges., college of agriculture, college of business and
economics, college of law, college of veterinary medicine, college of education and behavioral
science, college of social science and humanities, college of natural and computational science.

1.2. Statement of the problem

Satisfied employees are preferred because they affect the work environment positively. Thus even
through a well satisfied employee is not necessarily an outstanding performer. There are numerous
reasons for taking steps to encourage employee satisfaction. A high level of satisfaction leads to
organizational commitment while a low level or dissatisfaction results in behaviors harmful to the
organization. Hence, job satisfaction affects effectiveness of one on his or her work place.
3

1.3. Objectives of the study

1.3.1. General objective
The general objective of this study is to assess the factors that affect job satisfaction on the
administrative staff members of Hawassa University in main campus.

1.3.2. Specific objectives

To study the various factors which influencing job satisfaction.
To study the demographic factors on job satisfaction.
To asses effect of facilities provided by the administration to job satisfaction.
To examine the socio economic factors on job satisfaction.
To provide the information to the administrative staff

1.4. Significance of the study

This study contributes the following things.

Awareness to staff members to know the factors that affect the job satisfaction and

suggest solutions to those factors

Awareness to the workers about job satisfaction
Recognition how the job satisfaction is maximized
It recommends the constructive idea about the job satisfaction to the concerned body

1.5. Scope of the study

This study will be focused on the factors affecting job satisfaction and showing the effects of
those factors from the real information that is from the collected data and limited on
administrative staff members of the Hawassa Universiy in main campus.

CHAPTER TWO
2. LITERATURE REVIEW
Job satisfaction is an attitude but point out that researchers should clearly identify the factors
affect perception, attitudes, beliefs, behaviors, emotion of an individual. The job satisfaction is
the degree of positive attitudes of an employee towards the work role that he/she is at present
occupying. Job satisfaction is often thought to be synonymous with job attitudes. (Miner, 1992)
Job satisfaction has been defined as pleasurable emotional state resulting from the appraisal of
ones job; an effective reaction to ones job and an attitude towards ones job. (Weiss, 2002)
Job satisfaction has been the most frequently investigated variable in organizational behavior
(spector, 1997). Job satisfaction varies and researchers (Whawo, 1993), have suggested that the
higher the prestige of the job, the greater the job satisfaction .Many workers, however, are
satisfied in even the least prestigious jobs. That is, they simply like what they do. In any case, job
satisfaction is as individual as ones feelings or state of mind. Job satisfaction can be influenced
by variety of factors. For example, the quality of ones relationship with their supervisor, the
quality of physical environment in which they work, the degree of fulfillment in their work etc.
However there is no strong acceptance among researchers, consultants etc. that increased job
satisfaction, produces improved job satisfaction.
Teachers are expected to render a very high job performance and the ministry of education is
always curious regarding the job performance of its teachers. Also, the ministry of education
demands a very high measure of loyalty, patriotism, dedication, hard work and commitment from
its teachers (Ubom and Joshua). A local research made by Kassahun (1996) and Kumsa (2001)
indicate there was no statistically significant gender difference on job satisfaction. But a study
made by Bonsa (1996) indicates that female teachers were found to be more satisfied by their job
than their male counterparts.

The term job satisfaction refers to the attitude and feelings people have about their work. Positive
and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable
attitudes towards the job indicate job dissatisfaction (Armstrong, 2006).
Job satisfaction is the collection of feeling and beliefs that people have about their current job.
Peoples levels of degrees of job satisfaction can range from extreme satisfaction to extreme
dissatisfaction. In addition to having attitudes about their job as a whole people also can have
attitudes about various aspects of their jobs such as the kind of work they do, their coworkers,
supervisors or subordinates and their pay (George et al., 2008).
Job satisfaction is a complex and multifaceted concept which can mean different things to
different people. Job satisfaction is usually linked with motivation, but the nature of this
relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more of an
attitude, an internal state. It could, for example, be associated with a personal feeling of
achievement, either quantitative or qualitative (Mullins, 2005).We considers that job satisfaction
represents a feeling that appears as a result of the perception that the job enables the material and
psychological needs (Aziri, 2008).
Job satisfaction can be considered as one of the main factors when it comes to efficiency and
effectiveness of business organizations. In fact the new managerial paradigm which insists that
employees should be treated and considered primarily as human beans that have their own want,
needs, and personal desires is a very good indicator for the importance of job satisfaction in
contemporary companies. When analyzing job satisfaction the logic that a satisfied employee is a
happy employee and a happy employee is a successful employee.
Job satisfaction represents the constellations of persons attitude towards or about the job. In
general, job satisfaction is the attitude towards the job as a whole. Job satisfaction is a function of
satisfaction with different aspects of job, i.e. supervision, pay, works itself, co-workers,
promotion, etc., and of the particular weighting or importance one attaches to these respective
components. The study of job satisfaction is a relatively recent phenomenon. It can perhaps be
said to have begun in earnest with the famous Hawthorne studies conducted by Elton Mayo at the
western Electronic Company in 1920s during the course of investigations. However, they become
convinced that factors of a social nature were affecting satisfaction with the job and productivity.
6

Since the Hawthorne studies, there has been an enormous output of work on the nature, causes
and correlates of job satisfaction.

Hertzbergs (1995) famous Two factory theories of job satisfaction. Of job satisfaction is in this,
he claims that the factors, which cause job satisfaction, are separate and distinct from the factors,
which job dissatisfaction.
According to A.SUKUMAN.M (1997), recent research evidence generally rejects the more
popular view that satisfaction causes performance. The evidence however, provides moderate
support for the view that job effort causes satisfaction. The evidence also strongly indicates that
rewards constitute a more direct cause of satisfaction that performance does and that rewards
based on current effort causes subsequent performance. Research also indicates that a high level
of job satisfaction does have a positive impact is reducing turnover, absenteeism, tardiness
accidents, grievances and strikes. In addition, recruitment efforts by current employees generally
are more successful if these employees are well satisfied. Satisfied employees are preferred
simply because they affect the work environment positively. Thus even through a
well satisfied employee is not necessarily an outstanding performer; there are
numerous reasons for taking steps to encourage employee satisfaction. A high level
of

satisfaction

leads

to

organizational

commitment

while

dissatisfaction results in behaviors detrimental to the organization.

low

level

or

CHAPTER THREE
3. METHODOLOGY
3.1. Study Area and Population
Hawassa University is one institution found in the south part of Ethiopia in the SNNP Region
in sidama zone. This university has 9 colleges and institutes. From these colleges and institutes
this study will be focused on 4 colleges. These colleges are college of law, college of
veterinary medicine,, college of social science and humanities, college of natural and
computational science. I will take a sample from each college by classifying each college into
strata. My target population will be all administrative staff members of the 4 colleges of the
Hawassa University main campus.

3.2. Method of Data Collection

A method of data collection depends on the research type and the information obtained. This
study will be conducted by using primary data that will be collected from Hawassa University
administrative staff members of the four colleges. The questionnaires will be distributed to the
administrative staff members to those who will be selected as samples for this research in each
College of the university in main campus. The target populations are all administrative staff
members of colleges.

3.3. Study Variables

The variables that will be discussed or distinguished in this finding are dependent (response)
and independent (explanatory) variables .Dependent variable (job satisfaction) is a variable
that will be affected by
independent variables (sex, age, marital status, educational level, supervision, time spent to
family, job opportunity, salary).
Independent variables are those variables used to explain dependent variable or assumed to
have an effect on the dependent variable (job satisfaction). Those are variables I will consider

to see how they affect job satisfaction. In case of this research the dependent variable is job
satisfaction. But the independent variables are the following

Demographic factor
X1=sex
X2=age
X3=marital status

Socio-economic factor
X4=educational level
X5=relation between workers and management (supervision)
X6=time spent on family
X7=salary

3.4. Sampling Method of the Study

In this study I will determine the sample size of respondents from the staff members of the
colleges of Hawassa University. I will do this study by useing stratified random sampling
technique by classifying into strata. A stratified sampling approach is most effective when
three conditions are full filed.
1. Variability within strata (within colleges) are minimized
2. Variability between strata (between colleges) are maximized
3. The variables upon which the population is stratified are strongly correlated with the desired
dependent variable.
The strata in my study case are the colleges which are stratified into four strata.
Let Stratum1=Total number of staff workers in college of law

Stratum2=Total number of staff workers in college of veterinary medicine

Stratum3=Total number of staff workers in college of social science and humanities

Stratum4=Total number of workers in c

ollege of natural and computational science

N=total number of workers in all colleges

N = N1+N2+N3+N4

3.4.1. Sample Size Determination

Determining sample size properly is a very important issue because samples that are too large
may waste time, resources and money, while samples that are too small may lead to inaccurate
result
k

n=

N i P (1P)
Wi

i=1
2 2

N d
+ NP (1P)
2

Z
2

( )
Where

n= overall sample size

Wi= N

=proportion of the each stratum total to the target population

=the significance level=0.05

d=margin of error =0.08
P=the proportion of satisfied =0.5 and 1-p = proportion of unsatisfied=0.5
4

i=1

N i p ( 1p ) N 1 p ( 1 p ) N 2 p ( 1p ) N 3 p ( 1 p )
=
+
+
wi
w1
w2
w3

+ N 42 p ( 1 p )
w4

10

n=

N 2 d2
+ NP ( 1P )
2
Z
2

( )

n1=sample of staff workers in college of law

n2=sample of staff workers in college of veterinary medicine
n3=sample of staff workers in college of social science and humanities

n4=sample of staff workers in natural and computational science

n
N

Where i=1, 2 4

3.5. Method of Data Analysis

For the analysis of data I will use descriptive statistics and inferential statistics.

11

3.5.1. Descriptive Statistics

Descriptive statistics is used to the analysis of data that helps to describe, show, organize, and
summarize in the form of frequency table, and pichart. It is simply a summary of data.

3.5.2. Inferential statistics

3.5.2.1. Logistic regression
A logistic regression is technique for making predictions when the dependent variables are
dichotomous. Logistic regression has been used when the regressed, the dependent variable or
the response variable is qualitative in nature or categorical. Qualitative response variable are
either binary (dichotomous variable) or multiple category. Binary or binomial logistic
regression is the form of regression which is used when the dependent variable is dichotomous
and independent variables are any type (discrete and continuous).The dependent variables can
take probability of success p and 1-pprobability of failure. There are two main uses of
logistic regression
To predict the group membership. Since logistic regression calculates the probability of
success over the probability of failure. Logistic regression coefficients can be used to
estimate odds ratios for each of the independent variables in the model.
Secondly logistic regression also provides knowledge of the relationships and strengths
among the variables.

Model of Logistic regression

The statistical method that I have been used for this study is binary logistic regression.
Because the response variable (job satisfaction) is binary (two level) .These levels are
satisfied or unsatisfied.
p
Logit ( 1p ) =exp ( 0+ 1 X 1+ 2 X 2+ + kXk )
In logistic regression, the dependent variable is a logit, which is the natural log of the odds,
p
that is, Log (odds) =log it (p) =ln ( 1p ) =0+X=0+1x1+2x2++kxk

12

Where
P = is the probability of satisfied.
1-P= is the probability of unsatisfied
X =is called regression matrix. Which is given as follows

X=

x 11 x 1 k

xn 1 xnk

k coefficients of independent variables (parameters).

0 = constant term.

e=constant
Odds Ratio (OR) = the ratio of odds of success to the odds of failure.
=

p 1/(1 p 1) odds of success

=
p 2/(1 p 2) odds of failure

P
Odds = 1P

and

e o +X
p= 1+ e o+ X

Assumptions in the Logistic Regression Model

Logistic regression does not assume a linear relationship between the dependent and

independent variables.
The dependent variable must be categorical.
It does not assume the independent variables are normally distributed
The independent variables need not be linearly related
Independent variables need not have equal variance within each group.
The groups must be mutually exclusive and exhaustive
Absence of multicollinearity. It occurs when there are high inter correlations among

some set of predictor variables.

Logistic regression requires large sample to guarantee higher level of accuracy.

13

Hosmer-Lemeshow test
To test the overall significance for the logistic regression model I will use Hosmer-Lemeshow
test of goodness of fit. The Hosmer-Lemeshow goodness of fit statistic measures the
correspondence between the actual and predicted values of the dependent variable. It also
commonly used to assess the goodness of fit of a model and allows for any number of
explanatory variables, which may be continuous or categorical.
Hypothesis
H0: The model is good fit.
H1: The model is poor fit
Decision rule: do not reject H0 if p-value is greater than -value commonly used 0.05. That is
the large p-value indicates good fit.
The overall significance of the binary logistic regression model is checked by using Omnibus
test of model coefficient. This is given by:
Ho: Bo=B1=---=Bk=0

vs.

H1: At least one of the coefficients is different from the other.

The significance of the coefficient of individual variable in the binary logistic regression
model is tested by using Wald test statistic. Which is given by:2

W=

j
2
( SE ( j ) )

Hypothesis
Ho: Bj=0 vs. H1: Bj0
Decision: Reject Ho if W>= X2 (v) or the corresponding P-value of each variables less than

14

CHAPTER FOUR

4.1. Time Budget (Work Plan)

4.1.1 .TENTATIV TIME SCHEDUL
NO

Activities

November

Decembe

January

Februar

March

April

May

Week

r
Week

Week

y
Week

Week

Week

Week

1 2 3 4 1
1

Title selection

Proposal

2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1

writing
3

Final
draft

proposal

writing
4

Proposal

defences
Final proposal
submission

Data collection

time
Data analyzing

Report writing

Final
draft

10

research

submission
Final research
submission
15

2 3 4

4.1.2.

Budget Cost

Description

Units

Amount

Unit

Totals

cost

A-4 paper

No

200

0.30

60

Pen

No

12

Felsh8GB

No

150

150

Note book

No

14

Printing

Page

25

25

Photo copy

Page

25

0.50

12.5

Subtotal

273.5

16

6. REFERENCE
1. Aziri, B. (2011). Management research and practice vol.3 issue 4.pp:77-86.
2. Bonsa Bayisa. (1996). Factors affecting teachers job satisfaction in Addis
Ababa:
Unpublished masters thesis, AUU

3. Feet, K. (2001).The dynamics of motivation, Engle wood cliffs: prentice-Hill.

4. Hertzbergs (1995). Nature of job satisfaction
5. Kassahun Wasihun, (1996). Job satisfaction among employees of the Ethiopian
insurance corporation .unpublished masters .Thesis, AUU.
6. Miner, J.B. (1992). Industrial organizational psychology .New York .Graw Hill
7. Spector, P.E. (1997).Job satisfaction: Application, assessment, causes and consequences.
Thousand oaks, CA: sage
8. Weiss, H.M (2002). Job satisfaction and employees motivation: Annual review of
psychology
9. Whawo, D.D, (1993).Educational administration: planning and Supervision, Benin City:
Jodah publications

17

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