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Job satisfaction of university employees
Background to the study:
Satisfaction at work is the result of various attitudes that have an employee in his work. These attitudes may be related to work factors, such as salary, security environment work work, nature of work, promotion opportunities, elimination of the complaints system, opportunities for participation in decision making and other benefits. Job satisfaction can be defined as an attitude that results from a balance and the specific amount as any disappointments experienced by a worker in carrying out their work, or the trial of an employee on how well their work together, providing opportunities to meet their needs. Refers to a work, their overall adjustment and social relations within and outside of work. This satisfaction and dissatisfaction with one's work depends on the positive or negative evaluation of one own success or failure in achieving personal goals and the contribution collected from the task to him.
Universities are central to delivering higher education. Universities in the modern world are expected to seek and cultivate new knowledge and provide the right kind of leadership in all areas of life and strive to promote equality of and social justice. The universities in India, however, must assume some additional responsibilities. They must be the conscience of the nation, developing programs to assist adult education improvement in schools, and try to bring back the center of gravity of academic life in the country.
The university system must put emphasis on four major elements and conduct which are (i) Excellence (ii) Modernization (iii) interaction, and (iv) self-sufficiency. These are all interrelated. True pursuit of excellence in all spheres of activities in a university help drinking and college life care. The qualities of humanism, tolerance, reason and the adventure of ideas, the search for truth and thus help lead humanity toward even more goals high. Modernization in terms of courses, facilities, teacher evaluation methods and up gradation in turn, enrich the teaching, research, examination system and extension activities. The concepts of modernization to the University better equipped to play its role effectively. The interaction and interdependence are well known in the present world situation. Universities are no exception to this. It must leave your ivory tower concept and learn to interact with the outside world. Society, government, sister institutions, industrial organization and the world. Through interaction, the university must be shared for national development.
The autonomy in the true sense should be the privilege of the university system so that it can respond with full force to fulfill its objectives and goals. Relationship between academic autonomy of the courses offered, changes in assessment methods, teaching research and extension activities available. Financial independence is vital to the continuation of universities as centers of excellence and the need of the hour is to implement measures for the generation of funds and reduce its dependence on the Government to the extent possible, thus paving the way towards self-sufficiency.
Yashwantrao Chavan Maharashtra Open University (YCMOU) was established in 1989.In his quest to impart quality education through distance mode, which is trying to create a distinct identity in Open System of Indian Education. The YCMOU is the 5th Open University in India, and the fourth at the state level in order to become a "mass Varsity. The emphasis in vocational, technical, vocational and general education programs and focus on promoting a new work culture and the linkage of development. The university has proposed to establish an identity in the national educational scene. The university is trying to develop management practices, help you be efficient, economical (cost-effective) and accountable at every level.
YCMOU runs more than 177 programs through distance mode. It has been developed more than 1500 books, most Adios 342 and more than 350 videos on various topics. He has managed the Institutional Excellence Award for achievement. Distance Learning from the common wealth Learning, Canada (2002). Listed among universities worldwide open Mega (2005). It has numerous international collaborations and some are now in the pipeline. They are: Common Wealth of Learning, Canada, the Commonwealth Secretariat in London, Brock University, Canada, Athabasca University, Canada, Wawas Open University, Malaysia, the Chartered Management Institute London, UK and International Food Policy Research Institute for Food and Agriculture Global Open University, USA, etc.
The researcher is working on YCMOU since February 1992. Holding in many positions, has witnessed the University's activities closely. Personnel YCMOU works carried out many responsibilities. It is used to carry out any responsibility on their shoulders they are. There are several types of activities carried out in a created as a distance education program planning, development of instructional materials, production of instructional materials, delivery materials and services such as counseling, evaluation etc., evaluating products, processes and services, maintaining a review of instructional programs and type of work management, etc.
When one considers on job satisfaction for reasons such as good infrastructure, good, good atmosphere garden work, but also depends on the status and recognition, sex, age and experience and skills that contribute to job satisfaction. Some work attitude and personal involvement at work also affects job satisfaction. Organizational climate and personality characteristics also play an important role in influencing job satisfaction of any employee.
Working conditions is the main contributor to the satisfaction at work. But all types of working conditions are not fully satisfactory or unsatisfactory Job Satisfaction definitely promotes happiness, success and efficiency in an occupation in which the organizational climate helps to develop a happy and pleasant interactions between employees and management.
Job satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism and turnover. Subsequent job satisfaction may partly mediate the relationship between personality variables and Working deviant behavior. Apparently, the satisfaction and job performance are directly related. There are many published studies on the job satisfaction confirms this statement. Therefore, it is necessary to study on job satisfaction of employees in YCMOU
Reason if the study:
Satisfaction with the work takes the employee to perform well. Employees working in performing their task YCMOU without any hesitation. But if you are satisfied with their jobs are not stated in the investigation. Therefore, research in this sense aims to bring out.
Research Problem Statement:
A study of satisfaction Employee Work in YCMOU
Research Objectives:
1.To study the satisfaction at work, the academic staff of employees
YCMOU working on.
2. To study the job satisfaction of the non-academic personnel working as
Class I employees YCMOU.
3. To study the job satisfaction of people working as non-university
Class II employees YCMOU.
4.To study the job satisfaction of non-academic staff working as
kind Employees YCMOU III.
5.To study of job satisfaction of non-academic staff working as
Class IV employees in YCMOU.
6.To comprehensive study of the general job satisfaction of non-academic
employees working in YCMOU
7.To comprehensive study of the general job satisfaction of employees
working in YCMOU
8.To make general comments on the job satisfaction of the
YCMOU employees comparing the academic staff and each
Staff category level non-academic YCMOU
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Methodology
The research in hand was related to the current situation. Therefore, the researcher had used the descriptive survey method.
He had used standardized questionnaires (SC) developed by Cooper, by measuring the overall employee satisfaction as a tool for collecting data. Although it was a standardized questionnaire, the researcher took expert advice from outside experts and made the same changes as for the suggestions. SQ in point number 19, the words were written brief as GH, but the expert suggested that should be written in a comprehensive manner.
SQ included 22 statements following six circles discharged between satisfaction and low satisfaction. He was six-point questionnaire. After discussion with experts, it was decided that the six points must be defined the six grades, as shown below with their value ..
AGE RANGE WEIGHT GRADE REMARKS
E 0-19 1 The lowest satisfaction
D 20-39 2 Lower Satisfaction
C 40-49 3 Low Satisfaction
B 50-59 4 Satisfactory Satisfaction
A greater satisfaction 60-74 5
O 75 6 greater satisfaction
When the responses were collected, all responses were weighted
as previously planned.
YCMOU was then 36 academic and 275 non-academic staff and therefore 311 employees were working in YCMOU. Outside this group, about 25% of sample 80 is to say, was only taken for investigation:
The samples had been randomly selected as the availability of
employees. Stratified random sampling method was used to research.
Employees were selected from academic staff and also from non-academic
staff and each category as follows.
_ Scholar. Nonacademic
- Lecturer total. Class I Class II Class III Class IV Total
Population 8 6 22 36 72 18 155 30 275
Sampling 2 2 6 10 20 5 40 5 70
(Near About 25%)
In all 10 +70 = 80 sample size.
CONCLUSION:
Objective 1:
About the job satisfaction of academic staff of YCMOU.
Conclusion:
- 1. The academic staff job satisfaction was found "satisfaction a 'Grade (62.42%)
2. Factor / variable job satisfaction grades rational academic staff is given below.
Circulars & Communication
A
Interactions
B
Importance to our efforts
A
Task
A
Motivation
A
Opportunities
A
Security system
A
Objectives and Participation of the University
Or
Supervision
A
Change and its process
B
Working method
A
The progress of each
A
Redress of complaints procedure
C
Scope of Work for Progress
A
Participation in decisions
C
Capacity utilization / Capacity
B
About Liberty and the elasticity
Freedom and flexibility
A
Atmosphere
A
Salary
B
Structure of the University of
B
The quality of the work given to the employee
A
About the total work
A
Objective 2:
Job Satisfaction employee in Class I YCMOU.
Conclusion:
- Job satisfaction of staff met Class I "satisfaction of a 'Grade (68.64%)
- Factor / variable job satisfaction rational degrees of Class I
Employees below.
Circulars and Communication
A
Interactions
A
Importance our efforts
A
Task
A
Motivation
A
Opportunities
A
Security system
A
University Objectives and Participation
A
Supervision
A
Change and its process
A
Working method
A
The progress of each
A
Repair Procedure by complaints
A
Scope of Work for Progress
A
Participation in decisions
A
Capacity utilization / Capacity
B
About Liberty and the elasticity
Freedom and flexibility
A
Atmosphere
A
Salary
Or
Structure of the University of
A
The quality of the work delivery the worker
A
About the total work
A
Goal No. 3:
About the job satisfaction of employees of Class II YCMOU.
Conclusion:
- Job satisfaction Employee Class II found "the satisfaction of a 'Grade (68.78%)
- Factor / variable job satisfaction rational in grades of employees of Class II are given below.
Circulars and Communication
A
Interactions
A
Importance to our efforts
A
Task
Or
Motivation
A
Opportunities
A
Security system
Or
Objectives and Participation of the University
Or
Supervision
A
Change and its process
A
Working method
A
Individual Progress
A
Redress of complaints procedure
A
Scope of Work for Progress
A
Participation in decisions
B
Capacity utilization / Capacity
B
About Liberty and the elasticity
Freedom and elasticity
A
Atmosphere
A
Salary
Or
University Structure
A
The quality of the work given to the employee
A
About the total work
Or
Objectives No.4:
About the job satisfaction of employees of class III YCMOU.
Conclusion:
- Job satisfaction Class III personnel found "the satisfaction of a 'Grade (63.98%)
2.Factor/variable rational job satisfaction grade class III
Employees below.
Circulars and Communication
B
Interactions
A
Importance to our efforts
B
Task
A
Motivation
A
Opportunities
A
Security system
A
Objectives and Participation of the University
Or
Supervision
A
Change and its process
B
Working method
A
The progress of each
A
Redress of complaints procedure
B
Scope of Work for Progress
A
Participation in Decisions
C
Capacity utilization / Capacity
B
About Liberty and elasticity
Freedom & elasticity
A
Atmosphere
A
Salary
B
Structure University of
A
The quality of the work given to the employee
A
About the total work
A
Objectives No.5:
About the Job Satisfaction of Class IV employees YCMOU.
Conclusion :
Employee satisfaction 1.Job Class IV found "the satisfaction of a 'Grade (67.27%)
- Factor / job satisfaction variable rational degrees of class IV employees follows.
Circulars and Communication
A
Interactions
A
Importance to our efforts
A
Task
A
Motivation
A
Opportunities
A
Security system
Or
Objectives and Participation of the University
Or
Supervision
A
Change and its process
A
Working method
A
The progress of each
A
Redress of complaints procedure
B
Scope of Work for Progress
A
Participation in decisions
B
Capacity utilization / Capacity
B
About Freedom and flexibility
Freedom and flexibility
A
Atmosphere
A
Salary
A
Structure of the University of
A
The quality of the work given to the employee
A
About The total work
Or
Objectives No.6:
About General Satisfaction in the general work of non-academic staff in YCMOU.
Conclusion:
Staff satisfaction 1.Job academic YCMOU not found 'A' Level of Satisfaction (65.78%)
2.Factor/variable job satisfaction grades rational non-academic staff of YCMOU given below.
Circulars and Communication
A
Interactions
A
Importance to our efforts
B
Task
A
Motivation
A
Opportunities
A
Security Service
A
Objectives and Participation of the University
Or
Supervision
A
Change and its process
A
Working method
A
The progress of each
A
Redress of complaints procedure
B
Scope of Work for Progress
A
Participation in decisions
C
Capacity utilization / Capacity
B
About Liberty and elasticity
Freedom and flexibility
A
Atmosphere
A
Salary
A
Structure University of
A
The quality of the work given to the employee
A
About the total work
Or
Goal No. 7:
About General Satisfaction in the joint work of all employees working in YCMOU
Conclusion:
- 1. Overall job satisfaction for all types of general staff YCMOU found "the satisfaction of a 'Grade (64.80%)
- Job satisfaction 2.Factor/variable rational degrees of all employees working in YCMOU below.
Circulars and Communication
A
Interactions
A
Importance to our efforts
B
Task
A
Motivation
A
Opportunities
A
Security system
A
Objectives Participation and the University
Or
Supervision
A
Change and its process
B
Method working
A
The progress of each
A
Redress of complaints procedure
B
Scope Work for Progress
A
Participation in Decisions
C
Capacity utilization / Capacity
B
About Liberty and the elasticity
Freedom & elasticity
A
Atmosphere
A
Salary
A
Structure of the University of
A
The quality of the work given to the employee
A
About of the total work
A
Objectives No.8:
For general comments relating to the satisfaction employees working YCMOU academic staff and compare each level of the category of non-academic staff YCMOU.
Conclusion:
- Overall job satisfaction YCMOU, non-academic staff (65.78%) were more satisfied than the academic staff (62.42). And in the non-academic staff, employees of Class II (68.78%) were more satisfied than other classes. (Class I was 68.64%, Class III was 63.98% and Class IV was 67.27%)
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