Global Journal of Management and Business Research: A

Administration and Management

Volume 18 Issue 3 Version 1.0 Year 2018
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals
Online ISSN: 2249-4588 & Print ISSN: 0975-5853

Job Satisfaction of Academic Staff; An Empirical Research

Study on Selected Private Educational Institute at Dhaka City
Corporation
By Rashedul Islam & Md. Monzur Hossain
City University
Abstract- The main aim of this research is to discover the factor that influences job satisfaction and the
factors that can help improve it. Especially, demographic and environmental factors are given the most
importance. The present research is designed with a clear view to find out the satisfaction level of
academic staff of different education institute at Dhaka city corporation area. Therefore, the intent of this
research is to examine the factors that influence job satisfaction of employees in educational sector. The
research is quantified in its nature with a sample size of 100 employees from different education institute
at Dhaka City Corporation area. The respective data are analyzed with descriptive statistics, correlation
and multiple regressions. And the respective results are interpreted and the conclusion is drawn on the
basis of the data analysis.
Keywords: job satisfaction, academic staff of educational institute, working environment, pay and
promotion, fairness, relationship with supervisor.
GJMBR-A Classification: JEL Code: J28

JobSatisfactionofAcademicStaffAnEmpiricalResearchStudyonSelectedPrivateEducationalInstituteatDhakaCityCorporation

Strictly as per the compliance and regulations of:

© 2018. Rashedul Islam & Md. Monzur Hossain. This is a research/review paper, distributed under the terms of the Creative
Commons Attribution-Noncommercial 3.0 Unported License http://creativecommons.org/licenses/by-nc/3.0/), permitting all non-
commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.
Job Satisfaction of Academic Staff; An Empirical
Research Study on Selected Private Educational
Institute at Dhaka City Corporation
Rashedul Islam α & Md. Monzur Hossain σ

Abstract- The main aim of this research is to discover the individual organization. This term is relatively new. This

2018
factor that influences job satisfaction and the factors that can is said because not so depending on what human
help improve it. Especially, demographic and environmental resource strategy they think right in order to fulfill their

Year
factors are given the most importance. The present research is objectives and requirements.
designed with a clear view to find out the satisfaction level of
academic staff of different education institute at Dhaka city II. Statement of the Problem 9
corporation area. Therefore, the intent of this research is to
examine the factors that influence job satisfaction of The best way to gain job satisfaction, however,

Global Journal of Management and Business Research ( A ) Volume XVIII Issue III Version I
employees in educational sector. The research is quantified in is to make use of wage in order to join motivation and
its nature with a sample size of 100 employees from different job satisfaction to organizational commitment (Spector,
education institute at Dhaka City Corporation area. The P., 1997). Knowing that this would not be enough to
respective data are analyzed with descriptive statistics,
bring about the kind of job satisfaction we need, other
correlation and multiple regressions. And the respective
results are interpreted and the conclusion is drawn on the
things came up that included training and skills
basis of the data analysis. development for employees (Weins-Tuers, T.H., 2000).
Keywords: job satisfaction, academic staff of educational This could be applied through the very important
institute, working environment, pay and promotion, principle of continuous learning for the organization.
fairness, relationship with supervisor. But this exclusive covers a piece of the Human
Resource administration.. In order to get an overall
I. Introduction holistic view, we need a different approach that targets
and covers fair wages, employment conditions, benefits,

J
ob satisfaction is considered to be the measure of
to support motivation and satisfaction which would in
an employee satisfaction or contention with their
turn increase organizational commitment (Champion-
work. This term is relatively new. This is said
Hughes, 2011). Based on the above discussion, the
because not so long ago, jobs offered to a person were
study aims to identify the impact of working
often only compatible with the person’s parent’s
environment, pay and promotion, job security,
profession. A number of factors tend to affect a person’s
relationship with co-workers, relationship with supervisor
level of job satisfaction. A few of these factors are the
and level of fairness on job satisfaction of academic
salary and the nature of the job, the environment,
staff in education sector.
Working conditions and leadership. Concerned with job
satisfaction is job design and job enrichment, job a) Objective of the Study
rotation and job enlargement are all performance The present study is aimed at finding out job
methods. Other things that influence job satisfaction are satisfaction of educational academic staff through
the style of management as well as the culture, different dimension and density of satisfaction levels.
empowerment, employee involvement and work groups More specifically we can furnish the objectives
with the liberty to work autonomously. The Easies and as follows:
the most used way of measuring job satisfaction are  To determine the relationship of working
using scales that record the employees' reactions and environment with Job satisfaction level of academic
response to their job. This implies that the achievement staff in the education sector.
of job satisfaction in order to have the commitment of  To determine the relationship of pay & promotion
the organization of strategies available that can prove with Job satisfaction level of academic staff in
fruitful but the choice an employee satisfaction or education sector.
contention with their work should be made by the  To determine the relationship of co-workers with Job
satisfaction level of academic staff in education
Author α: (Corresponding Author) Lecturer, Department of Business sector.
Administration,City University, Bangladesh.
e-mail: [email protected]  To determine the relationship of supervisor with Job
Author σ: Executive Officer in NCC Bank Limited. satisfaction level of academic staff in education
e-mail: [email protected] sector.
© 2018 Global Journals
 Job Satisfaction of Academic Staff; An Empirical Research Study on Selected Private Educational Institute
at Dhaka City Corporation

 To determine the relationship of level of fairness with of such working conditions, amongst other things, can
Job satisfaction level of academic staff in education impact poorly on the worker‟s mental and physical well-
sector. being (Baron and Greenberg, 2003).
Robbins (2001) advocates that working
b) Limitations and Future Research
conditions will influence job satisfaction, as employees
This research was not fully able to collect
are concerned with a comfortable physical work
enough information due to official restrictions of the
environment. In turn this will render a more positive level
different selected educational institute at Dhaka city
of job satisfaction.Similarly, results from a survey
corporation. Many things were so confidential that was
conducted by Brainard (2005) amongst postdoctoral
not entitled to access there. The data obtained from this
scientific researchers found pay and benefits to be
research is only applicable for selected educational
weakly associated with job satisfaction.
institute at Dhaka city corporation in Bangladesh and
Kyndt et al. (2009), implemented a study in
did not include other sectors of the economy. Moreover
2018

which they wanted to analyze the reasons why

this research paper has several limitations. First of all,
employees stay in a company or what causes them to
this study considered only few factors of job satisfaction
Year

look for other job-opportunities. In their research, they

like working environment, pay and promotions, level of
put special focus on workers‟ learning because they
fairness, relationship with supervisors and job
10 assume that learning plays a very crucial role
performance of employees. Secondly, the sample size
concerning retention. Learning opportunities have
of the study is small which should be increased in order
Global Journal of Management and Business Research ( A ) Volume XVIII Issue III Version I

generally referred to three dimensions of learning on the

to understand the most important determinants at more
job: opportunities to learn new things on the job, having
generalized level. Thirdly, the data is collected from a
a job that requires one to be creative, and being able to
particular group of people. In future, the light should
influence what happens on the job. Another study found
shed on other variables like employee empowerment,
challenging and extensive learning opportunities to be
job loyalty, turnover intention, reward and recognition,
associated with better psychological functioning,
training and development, and organizational
subjective health, and coping styles (Taylor, 2004).
commitment which need to be discussed for further
understanding of job satisfaction. Job satisfaction has received significant
attention from economists in recent years. Part of the
III. Literature Review interest in job satisfaction is due to the correlation
between satisfaction and employee behavior. More
a) Job Satisfaction satisfied workers are less likely to leave their employer
Job satisfaction consists of overall or general (Clark 2001, Shields and Ward 2001, Pergamit and
job satisfaction, as well as a variety of satisfaction facets Veum 1989, Akerloff et al 1988, McEvoy and Cascio
(Voon et. al., 2011).Maximum time of Man’s life spend at 1985, Freeman 1978), have lower rates of absenteeism
work place so a man satisfy his life if he satisfy from his (Clegg 1983) and have higher productivity (Mangione
job. Five components affect the job satisfaction; work, and Quinn 1975). Understanding the determinants of
pay promotion, salary and recognition (Khalid Salman & economic wellbeing is a key concern of economic
Irshad Muhammad, 2011). science, and job satisfaction is a key factor of an
Using the longitudinal data, Nguyen et al. individual’s overall wellbeing.
(2003) studied the determinants of job satisfaction by
Job satisfaction, the extent to which employees
including personal traits, job autonomy, working hours,
like their job and its components (Spector, 1997), is one
leadership behavior, actual pay and relative. There are
of the most extensively researched topic in the industrial
three types of teams in organizations that are termed as
and organisational psychology literature (Highhouse &
quality circles, employee involvement teams, and self-
Becker, 1993).
directed work teams. According to Eason (1989) lack of
training, insufficient support of top management and b) Working Environment
workers union and non-supportive behavior of super- Theories of job satisfaction include dispositional
visors are major impediments in building and environmental predictors. The dispositional
empowered teams. predictors of job satisfaction refer to characteristics of
In the Telecommunication industries scenario, the employee, such as needs, values, and expectations.
many staff members have reported that they are The environmental predictors refer to job characteristics,
satisfied with the working hours and holidays but there such as job control, workload, feedback, role ambiguity,
are other factors such as supervision and the work itself and role conflict. Some theorists focus on the
that lead to their job dissatisfaction (Schenk, 2001). dispositional predictors, whilst others focus on the
In terms of working conditions, the worker environmental predictors. More recent theorists
would rather desire working conditions that will result in recognize the importance of both types of predictors.
greater physical comfort and convenience. The absence Dispositional and environmental theories of job

© 2018
1 Global Journals
Job Satisfaction of Academic Staff; An Empirical Research Study on Selected Private Educational Institute
at Dhaka City Corporation

satisfaction have been extensively researched, however characteristics and how they were ranked by the
researchers have still not reached consensus as to the employees. The results, not so surprisingly, showed that
major predictors of job satisfaction. As a result, the number one factor for job satisfaction was found to
researchers continue to rely on theories that have be compensation and number for motivation was salary.
theoretical and empirical problems, or have limited For retention and turnover, compensation is a very
applicability to the workplace. In order to determine important tool. It also tends to motivate an employee
which theories are valid and useful, this review will who is committed to the organization and enhances
examine the theories that have made the greatest either attraction or retention (Zobal, C., 1998). When
contribution to a shift in focus of the determinants of job given to an employee for his services, it shows the
satisfaction. These include Maslow’s (1970) need employee that they are important for the organization
hierarchy theory, Herzberg, Mausner and Snyderman’s and that their existence matters (Chiu, et al., 2002).
(1959) two-factor theory of job satisfaction, Vroom’s
d) Relationship with Supervisor

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(1964) expectancy theory, discrepancy theories,
Richmond and McCroskey (2000) examined a
Hackman and Oldham’s (1976) job characteristics
variety of communication variables that affect both job

Year
model, and Karasek’s (1979) job demand-
satisfaction and employee motivation. First, subordinate
control model.
perceptions of supervisor credibility and attractiveness
 Relationship between Working Environment and (social and task) were positively related to both 11
Job Satisfaction. employee job satisfaction and motivation. Next, the

Global Journal of Management and Business Research ( A ) Volume XVIII Issue III Version I
Various studies in the past have tried to explain researchers found that supervisors who were perceived
how the work environment in different areas plays an as nonverbally immediate had subordinates who
important role. (Hytter, A., 2008).concluded that work reported higher levels of job satisfaction and work
environment has only really been discussed by people motivation. Lastly, in a path analysis, the researchers
from the industrial perspective, meaning that the focus found that supervisor nonverbal immediacy positively
has primarily been on the physical sides such as noise, affected a subordinate’s attitude about that supervisor,
heavy lifts, toxic substances and their exposure etc. which, in turn, had an impact on the subordinate’s
Denton, Z., 2005).found out was that the environment work motivation.
also plays an important role in the employee’s decisions Shaw and Ross (1985) examined the
of either staying with or leaving the organization. relationship between supervisor attitude and
Through research in Pharmaceutical industry,(Kabir, subordinate satisfaction and concluded that the factors
M.M., 2011).also found that working environment played most conducive to employee motivation and job
an important role in the employee’s job satisfaction. satisfaction are: supportive supervisors who exhibit high
levels of competence, trustworthiness, and fairness,
c) Pay & Promotion which is similar to the credibility scheme created by
Compensation is interpreted by different people McCroskey and Teven (1999). In addition, Shaw and
differently. The different terms used in this paper are Ross concluded that a sociable supervisor has the
reward, compensation and wages (Zobal, C., 1998). For ability to enhance subordinate satisfaction and
automobile industry, salary was found to be the most subordinate perception of her or his credibility. Lastly, as
important factor contributing to job satisfaction mentioned previously, McCroskey et al. (2005) reported
(Kathawala, Y., et al., 1990). a positive relationship between a subordinate’s level of
For retention and for turnover, compensation extraversion and her or his work motivation and job
has proved to be a very important and valuable tool. satisfaction. Additionally, a subordinate’s level of
Also, it acts as a major motivation for employees who neuroticism and psychoticism was negatively related to
want to stay committed to the organization in turn her or his job satisfaction and work motivation
enhancing the attraction as well as the retention (Chiu, (McCroskey et al., 2005).
et al., 2002). The role of leadership in the process of
 Relationship between Supervisor and Job
knowledge acquisition was examined with the help of a
Satisfaction.
survey that was carried out on 227 people who have
been involved in this kind of knowledge acquisition (Hussami, M.A., 2008), employees want
(Politics, J., 2001). supervisors who have a bond with them and who trust
them, understand them and show fairness. If the
 Relationship between Pay and Promotion and supervisor is abusive the worker is left with no choice
Job Satisfaction. but to be dissatisfied with their job. (Williams, E., 2004).
Another important factor that affects job Supervisors play such an important role in jobs that it
satisfaction is salary as shown by the survey conducted would not be wrong to say that employees leave their
(Kabir, M.M., 2011) in the automobile industry. That bosses, not their jobs. Often outside the formal process
particular survey aimed at describing the different job of evaluation, the supervisor gets a chance to discuss

© 2018 Global Journals

 Job Satisfaction of Academic Staff; An Empirical Research Study on Selected Private Educational Institute
at Dhaka City Corporation

the evaluation; the supervisor gets a chance to discuss executives regarding satisfaction in different facets of
the progress of employees. They said the employee in job. The direction of all these studies on job satisfaction
finding their true place in the work place and not simply tends to be consistent to the self-reporting state of
the next rung on the ladder (Brown, G., et al., 2008). individual is very much related to the job itself and
one’s experience.
e) Level of Fairness
Teachers strikes in Kenya over poor pay has
Procedural justice captures the fairness of
been witnessed in the years 1997, 1998, 2002, 2008,
decision-making processes and is fostered when
2013, 2014 and September 2015. This has paralyzed
managers adhere to rules such as granting voice to
learning in most public schools. Although many of the
employees, as well as consistency, accuracy, correct
teachers are in the teaching profession, all their energies
ability, bias suppression, ethicality, and
are not directed to their jobs and pupils are not given
representativeness (Leventhal, 1980; Thibaut & Walker,
the best. This leads to poor performance and perhaps
1975). Informational justice captures the fairness of
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that is why there has arisen a lot of extra pay to sustain

communication and is fostered when managers adhere
their needs.
to rules of truthfulness and justification (Bies & Moag,
Year

Usop et. al. (2013) carried out a study on work

1986; Greenberg, 1993). Finally, interpersonal justice
performance and job satisfaction of 200 teachers of 12
captures the fairness of interactions and is fostered
12 selected public schools in the Cotabato city of
when managers adhere to rules of dignity and respect
Philippines. They reported that school policies,
(Bies & Moag, 1986; Greenberg, 1993).
Global Journal of Management and Business Research ( A ) Volume XVIII Issue III Version I

supervision, pay, interpersonal relations, opportunities

Literally hundreds of studies have demonstrated
for promotions and growth, working conditions, work
the importance of fairness to the work place by showing
itself, achievement, recognition, and responsibility were
that managers’ adherence to (versus violation of) the
significantly associated with job satisfaction of teachers.
rules relevant to each justice dimension is associated
As noted by Wann-Yin and Htaik (2011), job
with critical employee attitudes (e.g., increased job
satisfaction is one of the most widely studying and
satisfaction and organizational commitment), feelings
measuring constructs in the organizational behavior and
(e.g., positive moods), and behaviors (e.g., higher task
management literature. As such job satisfaction of an
performance and organizational citizenship behavior,
employee is a topic that has received significant
lower counterproductive work behavior; for a recent
attention by managers and researchers alike (Qasim &
meta-analysis, see Colquitt et al., 2013). Such studies,
Syed, 2012). Job satisfaction deals with the feelings that
which take a reactive approach and assess the
an individual employee has about his/her job. Abbas
responses of employees to situations of fairness and
(2011) reported that financial factors, working
unfairness, have dominated the justice literature
conditions, supervision and advancement opportunities
(Colquitt, 2012).
are associated with the overall satisfaction of the
 Relationship between Level of Fairness and Job educationing professionals. Archana Singh et al.
Satisfaction. (2011) reported that factors namely, pay, job interest,
According to reference (Noor, M.S., 2009), there leadership, career growth, working environment, job
exists a good and positive relationship between fairness responsibility etc. serves as stimulators for employee
of work policies, insurance policies and working hours satisfaction in technology sector. Deshwal (2011) also
and job satisfaction. Through a course of action based found that the factors named as working conditions,
on work-life principle, a respond can find itself on a organizational policies, independence, promotion
better position to be able to cater to the demands of opportunities, work variety, creativity, compensation,
customers for better service accessibility (Kabiru Jinjiri work itself, colleagues’ cooperation, responsibility,
Ringim, 2013-Sibghatullah Nasir, 2013). Through this, social status of job, job security, achievement and
the organization can also reach tactics to work with the students’ interaction were associated with
revolutionized ways that will end up satisfying both the job satisfaction.
employers and the employees (Champion- A various studies have been conducted on the
Hughes, 2011). job satisfaction but a very few studies have been done
Alam (2013) conducted a research on the Job on the job satisfaction of academic staff in
satisfaction of female workers in different garment Bangladesh’s socio – economic context especially in the
factories in Dhaka city and concluded the level of education institute as they are holding a very important
satisfaction is positively correlated with level of wages role to the development of a country. So in this regard I
they get. undertake to make the present study.
Zeal, Anwar and Nazrul (2012) in their study on
comparative Job satisfaction of senior male and female
executives in Bangladesh, showed that there are
insignificant difference between male and female

© 2018
1 Global Journals
Job Satisfaction of Academic Staff; An Empirical Research Study on Selected Private Educational Institute
at Dhaka City Corporation

From the Literature Review I get this Conceptual Framework:

Working Environment

Pay and Promotion

Job Satisfaction
Relationship with Supervisor

Level of Fairness

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Fig. 1: Framework: Literature Review

Year
Questions And Hypotheses: Questionnaire survey by employee’s interview. The
Q1: Is there any relationship between working sample used in this research is random sampling The
environment and job satisfaction? questionnaire covered following aspects: pay and 13
Ho1: There is a relationship between working promotions, nature of job, working environment, level of

Global Journal of Management and Business Research ( A ) Volume XVIII Issue III Version I
environment and satisfaction. fairness, relationship with supervisor. Secondary data
Ha1: There is no relationship between working has been collected from selected educational institutes’
environment and satisfaction. website, different journals, books and internet.
Q2: Is there any relationship between Pay & promotion a) Data Analysis Methodology
and job satisfaction? This research has been conducted using a
Ho2: There is a relationship between Pay & promotion survey questionnaire (Refer to Appendix A) handed out
and job satisfaction. to a random sample of participants academic staff of
Ha2: There is a no relationship between Pay & different educational institute at Dhaka city corporation.
promotion and job satisfaction. The research data thus collected has been analyzed
Q3: Is there any relationship between Supervisor and using statistical measures.
job satisfaction? This data has been analyzed using the IBM
Ho3: There is a relationship between Supervisor and job SPSS Statistics software for statistical inference making
satisfaction. purposes. The data has been analyzed for the frequency
Ha3: There is no relationship between Supervisor and of male and female respondents, their respective age
job satisfaction. groups and income groups. These frequency tests have
been used to further test the mean, median and mode
Q4: Is there any relationship between level of fairness
of these groups along with the standard deviations.
and job satisfaction?
The data has also been tested in respective
Ho4: There is a relationship between level of fairness
sub-groups for reliability using the Cronbach Alpha
and job satisfaction.
Method. Using this method, the data sets which have
Ha4: There is no relationship between level of fairness
been seen to have an alpha value of 0.5 to 0.6 is reliable
and job satisfaction.
and above 0.6 is desirable and the rest has been
IV. Research Methodology determined as unreliable.
The hypotheses have been tested using
The present research has been designed with a Pearson’s Correlation and Spearman’s Correlation.
view to investigate and determine the satisfaction level Under Pearson’s correlation, this report follows the
of educational academic staff at Dhaka city corporation guidelines provided by Rowntree (1981). The
in Bangladesh, to find out the effect of various aspects interpretation of the correlation coefficient is as follows:
relation with co-workers supervision, nature of job, work 0.2 to 0.4 - weak, low; 0 to 0.2 - very weak, negligible;
environment, level of fairness, pay and promotion on 0.4 to 0.7 – moderate; 0.7 to 0.9 - strong, high; 0.9 to
job satisfaction. 1.0 - very strong, very high. The bi-variate correlation
This research covers the selected educational procedure was subject to a two tailed test of statistical
institutions at Dhaka city corporation in Bangladesh. I significance at two different levels with the significance
take four private educational institutional academic staff interpreted as follows: p < 0.0001 - highly significant, p
at Dhaka city corporation in Bangladesh to authenticate < 0.01 – quite significant, p < 0.05 – significant and p >
and interpret the study and find out the results. Sample or = 0.05 – not significant. As such, we shall accept the
size will be 100 academic staff for private educational alternative hypothesis when the correlation coefficient is
institute. Primary data has been collected from greater than 0.4 and the significance value is less than

© 2018 Global Journals

 Job Satisfaction of Academic Staff; An Empirical Research Study on Selected Private Educational Institute
at Dhaka City Corporation

0.05. Under spearman’s correlation technique, the Under Spearman’s rho, the correlation
alternative hypothesis has been proven whenever the coefficient is .363 which is weak and the alpha value is
correlation coefficient (Rho) is not equal to zero and the .115 which is insignificant which indicates that the null
significance (or alpha value) is less than o.o5. hypothesis is true because correlation is >0. So, there is
Otherwise, the null hypothesis has been accepted to no relationship between Relationship with Supervisor
have held true. and Job satisfaction.
The data has also been tested using regression Under Pearson’s Correlation, the correlation
analysis. Using this method, the data has been used to coefficient is .279 which is weak and the alpha value is
test how much a dependent variable can be explained .233 which is insignificant which indicates that the null
by the independent variable. Under this method, if Rho hypothesis is true. This observation is 23.34% good
is less than or equal to 0.05, then the alternative observation. So, there is no relationship between
hypotheses has been chosen and vice versa. Relationship with Supervisor and Job satisfaction.
2018

Under Spearman’s rho, the correlation

V. Finding coefficient is .429 which is weak and the alpha value is
Year

The data collected consists of 60 percent male .059 which is significant which indicates that the null
participants and 40 percent female participants. Among hypothesis is true because correlation is >0. So, there is
14 these participants, 15 percent were between the age of a relationship between Level of fairness and Job
22 and 25, 65 percent were between the age of 26 and satisfaction.
Global Journal of Management and Business Research ( A ) Volume XVIII Issue III Version I

35, 20 percent were between the age of 36 and 45 and Under Pearson’s Correlation, the correlation
0 percent were aged 46 and above. 30 percent of the coefficient is .414 which is strong and the alpha value is
participants earned between Tk. 20,000 and 30,000; 20 .069 which is insignificant which indicates that the null
percent earned between Tk. 31,000 and 40,000; 15 hypothesis is true. This observation is 6.9% good
percent earned between Tk. 41000 and Tk. 50,000; and observation. So, there is no relationship between Level
30percent earned Tk. 51,000 and above per month. of fairness and Job satisfaction.
Working environment Cronbach’s Alpha .387 is Using regression analysis, the R2 value is .049
reliable. Pay and promotion Cronbach’s Alpha .606 is which means that 4.9% of the Independent variable
desirable. Relationship with Supervisor Cronbach’s (Working environment) can be explained by Job
Alpha .799 is desirable. Level of fairness cronbach’s satisfaction, ANOVAb significant value is .357a. That’s
Alpha .641 is desirable. Job satisfaction cronbach’s means the relation between Independent variable
Alpha .674 is desirable. working environment is 4.9% and Coefficientsa
Under Spearman’s rho, the correlation significance value is .014 and .357< .05 which indicates
coefficient is .199 which is very week and the alpha that the null hypothesis is true. Therefore, considering
value is .399 which is quite significant which indicates the majority of the results, there is a negative
that the alternative hypothesis is true because relationship between Working environment and Job
correlation is >0. So, there is no relationship between satisfaction.
Working environment and Job satisfaction. Using regression analysis, the R2 value is .197
Under Pearson’s Correlation, the correlation which means that 17.9% of the Independent variable
coefficient is .218 which is weak and the alpha value is (Pay and promotion) can be explained by Job
.357 which is quite insignificant which indicates that the satisfaction, ANOVAb significant value is .063a. That’s
null hypothesis is true. This observation is 35.7%% good means the relation between Independent variable Pay
observation. So, there is no relationship between and promotion is 17.9% and Coefficientsa significance
Working environment and Job satisfaction. value is .320 and .063<.05 which indicates that the null
Under Spearman’s rho, the correlation hypothesis is true. Therefore, considering the majority of
coefficient is .381 which is weak and the alpha value is the results, there is a negative relationship between Pay
.097 which is insignificant which indicates that the null and promotion and Job satisfaction.
hypothesis is true because correlation is >0. So, there is Using regression analysis, the R2 value is .078
no relationship between Pay and promotion and Job which means that 7.8% of the Independent variable
satisfaction. (Relationship with Supervisor) can be explained by Job
Under Pearson’s Correlation, the correlation satisfaction, ANOVAb significant value is .233a. That’s
coefficient is .423 which is moderate and the alpha means the relation between Independent variable
value is .063 which is insignificant which indicates that Relationship with Supervisor is 7.8% and Coefficientsa
the null hypothesis is true. This observation is 6.3% significance value is .019 and .233<.05 which indicates
good observation. So, there is no relationship between that the null hypothesis is true. Therefore, considering
Pay and promotion and Job satisfaction. the majority of the results, there is a negative
relationship between Relationship with Supervisor and
Job satisfaction.

© 2018
1 Global Journals
Job Satisfaction of Academic Staff; An Empirical Research Study on Selected Private Educational Institute
at Dhaka City Corporation

Using regression analysis, the R2 value is .172 7. Khalid Salman &Irshad Muhammad, (2011) “Factor
which means that 17.2% of the Independent variable Affecting Job Satisfaction” Journal of Management
(Level of fairness) can be explained by Job satisfaction, Research, 6(2), 84–101.
ANOVAb significant value is .069a. That’s means the 8. Makena Muguongo, M. (2015). Effects of
relation between Independent variable relationship with Compensation on Job Satisfaction among
Coworker is 17.2% and Coefficientsa significance value Secondary School Teachers in Maara Sub - County
is .187 and .069<.05 which indicates that the Alternative of Tharaka Nithi County, Kenya. Journal of Human
hypothesis is true. Therefore, considering the majority of Resource Management, 3(6), 47.
the results, there is a negative relationship between 9. Politis, J. (2001). The relationship of various
Level of fairness and Job satisfaction. leadership styles to knowledge management.
Lead ership & Organization Development Journal,
VI. Conclusion 22(8), 354-364.

2018
The aim of this study was to test all the possible 10. Ruvio, A., & Rosenblatt, Z. (1999). Job insecurity
factors that can affect education sector academic staff among Israeli schoolteachers. Journal of Educa-

Year
in job satisfaction. Through the results it was inferred tional Administration, 37(2), 139-168.
that the factors affecting job satisfaction were very well 11. Scandura, T., & Williams, E. (2004). Mentoring and
explained and in order to make institute better great transformational leadership: The role of supervisory 15
care and attention should be given to the employees. career mentoring. Journal of Vocational Behavior,

Global Journal of Management and Business Research ( A ) Volume XVIII Issue III Version I
From the results that were obtained it can be said that 65(3), 448-468.
the key factors that contribute to job satisfaction are 12. Voon, M. L., & Ayob, M. C. (2011) The influence of
promoting, pay, fairness and working conditions. The leadership styles on employees' job satisfaction in
importance of money in this case should not be public sector organization in Malaysia. International
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