Browsing by Subject "Job satisfaction"
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ItemA study of the relationship between instructors’ perception towards president’s transformational leadership and job satisfaction in Pu’er University Yunnan Province, ChinaThis study was a quantitative study to determine a relationship between the instructor’s perception of president transformational leadership and job satisfaction at Pu’er University Yunnan Province, China. There were three research objectives in this study: (1) to determine the instructor’s perception of the importance of the president’s transformational leadership, (2) to determine the instructors’ level of Job Satisfaction in Pu’er University Yunnan Province, China, and (3) to determine if there is a relationship between instructor’s perception towards president transformational leadership and job satisfaction in Pu’er University Yunnan Province, China.
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ItemA study of the relationship between instructors’ perceptions towards organizational culture and job satisfaction in Shiyuan College of Nanning Normal UniversityThe main purpose of this study was to determine the relationship between instructors’ perceptions towards organizational culture and their job satisfaction at Shiyuan College of Nanning Normal University. The study first assessed the instructors’ perceptions towards organizational culture, examined their job satisfaction, and lastly found the relationship between organizational culture and job satisfaction. The study was conducted by surveying 147full-time instructors during the academic year 2020 at Shiyuan College of Nanning Normal University. Means and Standard Deviations were used to report the instructors’ perceptions towards organizational culture and their job satisfaction. Pearson Product Moment Correlation Coefficient was applied to analyze the relationship between these two variables. The results indicated a significant relationship between instructors’ perceptions of organizational culture and job satisfaction at Shiyuan College of Nanning Normal University.
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ItemA study of the relationship between instructors’ perceptions towards professional development and job satisfaction at literature faculty of Yunnan Normal University in Kunming, ChinaThe main purpose of this study was to determine the relationship between instructors’ perceptions towards professional development and job satisfaction at the Literature Faculty of Yunnan Normal University in Kunming, China, during the academic year 2019 - 2020. The researcher surveyed 67 instructors from the Literature Faculty of Yunnan Normal University for this study. The main instrument used to collect data was a questionnaire to investigate instructors’ perceptions of professional development and job satisfaction. This study was based upon Guskey’s Theory of Professional Development and Herzberg’s Two-Factor Theory. The researcher used the Mean and Standard Deviation and Pearson Product Moment Correlation Coefficient to analyze the collected data. The Pearson correlation coefficient r was .500, with a significance value of .001. There was a relationship between instructors’ perceptions towards professional development and job satisfaction at the Literature Faculty of Yunnan Normal University in Kunming, China. Research findings indicated that instructors’ perceptions towards professional development had shown a “high” (4.50) level, and the level of instructors’ perceptions towards job satisfaction was also regarded as “high” (4.47).
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ItemA comparative study of teachers' decision making styles and their job satisfaction in four selected migrant high schools in Mae Sot district, Tak Province, ThailandThe main purpose of this study was to determine the differences of teachers' decision-making styles with their job satisfaction in four selected migrant high schools in Mae Sot district, Tak Province, Thailand. A total of one hundred and sixteen (116) teachers from the four schools were surveyed. The main source of the data was a set of questionnaires which investigated the teachers' decision making styles and their job satisfaction levels. The collected data were analyzed by using the frequency, percentage, mean, standard deviation and one-way ANOVA. The study found that "Group Decision Making Style" was the most perceived decision making style used by the teachers in the four schools, and from the results of teachers' satisfaction, it was found that their job satisfaction levels were regarded as 'neither'. Therefore the hypothesis was accepted as the study discovered that there was a significance difference in teachers' job satisfaction between teachers who preferred autocratic decision making style and teachers who preferred consultative decision making style among different decision making styles in the four selected migrant high schools in Mae Sot district, Tak Province, Thailand. Teachers are recommended to establish a teachers' group to regularly meet and discuss openly all issues in their professional and personal lives which impact their decision-making and job satisfaction. They should be made aware of the impact these issues can have on their own performance and student achievement, Schools Leaders and Administrators should recognize the importance of decision-making and that it could affect the school's success or failure. A workshop should be set up immediately for both teachers and leaders to get practical experience in making the best choice of decision making styles. Also weekly teacher development meetings should be arranged for all teachers to discuss and share ideas on job satisfaction issues, both intrinsic and extrinsic. Future researchers are recommended to conduct similar studies on other management issues in schools to improve teachers' job satisfaction and the academic progress of students, e.g. student-based learning, student and teacher motivation, teacher incentives and rewards. These studies would be invaluable in improving the education system in Myanmar and to bring them in line with standards in firstly ASEAN member countries and worldwide.
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ItemA comparative study of teachers' motivation according to their demographics at Bangkok Christian College, ThailandThe major purpose of this study was to compare teachers’ motivation according to their demographics including gender, age, teaching grade, and year of work at Bangkok Christian College, Thailand. The researcher surveyed teachers’ motivation and their demographics in the academic year of (2016-2017). Herzberg’s motivation-hygiene theory and job satisfaction questionnaire adopted from Ghanbahadur, (2014), was distributed to all the primary teachers at Bangkok Christian College. The results confirmed that teachers’ motivation was regarding as “very high” based on their perception of working at this school. Furthermore, significant differences of teachers’ motivation according to their gender was found. However, there were no significant differences of teachers’ motivation according to their age, teaching grade, and year of work at Bangkok Christian College.
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ItemCreating the company of choice by improving employee morale and job satisfaction: a case study on YZJY Company( 2015) Song, Jie ; Fernando, Maria Socorro Cristina L.This research was conducted to determine the levels of employee morale and job satisfaction in relation to creating a company of choice. This research was conducted using the action research model involving the company managers and employees. Survey, observations, and interviews were used for data collection. The study determined the current situation of the employees' job satisfaction and morale that affected the company as a "company of choice"; identified appropriate organization development interventions (ODI) that could facilitate the creation of the company of choice; identified the initial impact of the OD interventions on employees' job morale and satisfaction in creating the company of choice; and measured the difference between the pre-ODI and post-ODI data on employee satisfaction and morale that created the company of choice. The results showed that the OD interventions conducted on the job satisfaction and job morale improved the preference level for the company of choice.
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ItemDeterminant Factors of Turnover Intention: A case study of Air Conditioning Company in Bangkok, ThailandThis study aims to help a Thai air conditioning company to understand the turnover intention of employees based on their perception towards the company. Turnover intention revealed the likelihood of leaving the current job by an employee. If turnover rate of skilled professionals was high, the organization might lose the human capital, such as skill, knowledge, and trained human resources to his competitors. Thus, turnover of these individuals incurred both replacement costs and a competitive loss. This research studied factors influencing employees’ turnover intention. A total of 400 questionnaires were distributed in an Air Conditioning Company located in Bangkok. Census survey was adopted. The influences of perception, job satisfaction, and turnover intention were identified through structural equation modeling (AMOS). The casual relationships among perception, job satisfaction, and turnover intention were also confirmed.
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ItemDetermining the influence of motivation and job satisfaction towards job performance of generation Y+Z employees of the RARE Company, ChinaThe purpose of the study was to determine the effect of intrinsic and extrinsic motivational factors and job satisfaction on job performance of the employees in the RARE Company in China in response to recommended plans on enhancing their motivation for higher company's performance. Quantitative data got accumulated from 55 operational-level officers working at the RARE Company through questionnaires. The results of the data were analyzed by using mean score, multiple and simple linear regression, along with oneway ANOVA. The results of the study show that intrinsic factors, including career plan, training, target incentive, teamwork has a significant effect on employees' satisfaction. In contrast, employees' satisfaction has a significant effect on job performance for the RARE company in China, so the management and human resources departments of the RARE Company should give priority to intrinsic motivation and job satisfaction so that employees at different levels in the company have a higher motivation to improve their job performance, which is beneficial to the long-term improvement of organizational performance.