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JOB SATISFACTION OF ACADEMIC AND ADMINISTRATIVESTAFF MEMBERS IN JIMMA UNIVERSITY:

RESEARCH · AUGUST 2015

DOI: 10.13140/RG.2.1.3778.5449

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Yasin Negash Jabir

Jimma University

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COLLAGE OF NATURAL SCIENCE

DEPARTMENT OF STATISTICS

JOB SATISFACTION OF ACADEMIC AND ADMINISTRATIVE STAFF MEMBERS IN JIMMA UNIVERSITY: - (A

CASE STUDY AT MAIN CAMPUS).

PREPARED BY: YASIN NEGASH

ADVISOR: ZENEBE TEKA (MSC)

A RESEARCH PAPER SUBMITTED TO THE DEPARTMENT OF STATISTICS, COLLEGE OF NATURALSCIENCE, JIMMA UNIVERSITY AS A PARTIAL FULFILLMENT FOR THE REQUIREMENTS OF BACHELOR

OF SCIENCE (BSC.) DEGREE IN STATISTICS

JUNE, 2001 E.C.

JIMMA, ETHIOPIA



Acknowledgement

First, I would like to express my deepest and warmest gratitude to the ‘ALLAH’ who help me from the beginning to the

end of this study. Secondly, I am also greatly interested to express my hearted thanks to my advisor ZENEBE TEKA.

(MSC), for his ultimate assistance to do this study.

I would like to thanks the academic and administration of staff members of Jimma University Main Campus, for their

responsiveness of filling the questionnaire during data collection.

Lastly, I would like to express my deepest gratitude to my parents and all my partners who were help me from the

beginning to the end of this study.



Abstract

Background: Job satisfaction may be defined as an attitude which results from a balancing and summation of many

specific like and dislike experienced by an employee in the performance of his/ her job.

Objectives: This study was conducted to identify and assess the level of job satisfaction of Jimma University Main

Campus academic and administration staff member’s .The subject who was involved in the study was a sample of

academic and administrative staff members found in main campus.

Methodology: Out of about 1504 staff members in main campus 716 are administrative and 788 are academic. The sample

was selected by using stratification over simple random sampling .so that 43 of administrative and 47 academic staffmember are selected from 716 and 788 respectively and total 90 from 1504. In order to get an appropriate finding, it uses

stratification over simple random sampling and self-administered questionnaire for sampled staff member. The study uses

both descriptive and inferential statistics method of data analysis, which means from descriptive frequency table, cross tab

and from inferential statistics chi-square test of associations and binary logistic regression.

Results: Most of the staff members are satisfied with their job, which was 69.6the total staff member, are satisfied.

Conclusion: Some variables like age, relationship with workers, work environment, experience and etc show an

association with job satisfaction.



CHAPTER ONE

1. INTRODUCTION

1.1. Back ground of the study

Job satisfaction is the result of various possessed by an employee toward his job. Job satisfaction may be defined as an

attitude which results from a balancing and summation of many specific like and dislike experienced by an employee in

the performance of his/ her job. An employment judgment of how well his/her job. If you like your job intensely, you will

experience job dissatisfaction. (Andrew&Durbin’s,1988) in simple terms job satisfaction is the realization of workers

physical and psychological expectations constitutes job satisfaction. An individual joins an organization with certain

expectation and when these expectations come true the individual becomes pleased with his/ her organization and his/ her

job, and this increases his/ her efficiency and performance.

Human life has become very complex and completed in a now a days. In modern society, the needs and requirements of

the people are over increasing and ever changing; when the people needs are not fulfilled they become dissatisfied.

There are two types of job satisfaction which are based on the level of employees feeling regarding their job. The first, and

most studied, is global job satisfaction, which refers to the employees overall feelings about their jobs ( e.g “overall I love

my job”)(Mauler and Kim, 2008) the second is job facer satisfaction, which refers to feelings about specific job aspects,

such as salary, benefits and the quality of relationships with one’s co-workers ( e.g. , “over all I love my job but my

schedule is difficult to manage”) ( Mauler and Kim, 2008) according to Kerber and camp bell (1978), measurements of jobsatisfaction may be help in identifying which specific aspects of a job require improvements Aksum university main

campus is one institution found in northern part of Ethiopia that containing workers. To serve these workers satisfaction

the administration of the campus provides service to some extent in the compound

As a conceptual framework, this study was theoretically grounded in Vroom’s determinants of job satisfaction were

supervision, work groups, job content, wages, promotional opportunities, and hours of work (Vroom, 1964) and

Herzberg’s motivator and hygiene factors included achievement, recognition, work, responsibility, advancement as

motivator; while policy and administration, supervision, interpersonal relationship, working conditions, salary, status,

and security were the hygiene factors (Herzberg, 1976)

Several studies of higher education sector are used different factors to measuring job satisfaction of academic

members. Oshagbemi (1997) employed eight scales designed to measure satisfaction of university teachers in the

United Kingdom, namely teaching; research; administration and management; present pay; promotions;

supervision/supervisor behavior; behavior of co-workers and physical conditions/working conditions.

The study of Kusku (2003)measured the job satisfaction of academics in a university in Turkey using the seven

determinants general satisfaction, management satisfaction, colleagues, other working group satisfaction, job

satisfaction, work environment and salary satisfaction. According to Ssesanga and Garrett (2005), measured the job

satisfaction of academics of higher education in Uganda using nine general elements of their work comprising

teaching, research, governance, remuneration, opportunities for promotion, supervision, co-worker’s behavior,

working environment and the job in general. A study of Chen et al., (2006) measured the job satisfaction of teachers in a



private university in China using six satisfaction factors, namely organization vision, respect, result feedback and

motivation, management system, pay and benefits and work environment.

There is a relationship between job satisfaction and very different variables. They include life satisfaction (Ho & Au

2008), demographic, job, and personality characteristics (Miller et al.,2009; Telman&Unsal 2004), performance

(Luthans 1994), organizational characteristics (Glisson&Durick 1988)) leadership, climate and culture of the university

(Grunwald& Peterson 2003; Hagedorn 2000; Zhou &Volkwein 2004).

Although Cranny et al., (1992) estimated that over 5,000 articles and dissertations have examined the topic of

job satisfaction and it is a continuing topic for research. Most of the research that has been conducted in the field of

job satisfaction has focused on organizational business and industrial setting (Platsidou&Diamantopoulou 2009).

However, in recent years, a clear increase has been observed in the number of studies related to the job

satisfaction of academics (Neumann 1978). Several studies have examined the job satisfaction of academic membersin higher education of the developed countries, unfortunately, evidence from developing countries is seriously

lacking and is a gap which needs to be filled (Ssesanga&Garrett 2005; Eyupoglu & Saner 2009; Garrett 1999;

Hean& Garrett 2001). Furthermore, very little research has focused on academic and administrative staff members in the

Jimma University.

1.2. Statement of the problem

Job satisfaction is the reaction of the workers against the role they play in their work (Vroom) (1967, 1999). The studies is

designed to investigate the level of achievement of employee’s job satisfaction of aca demic and administrative staffmembers on Jimma University main campus. Satisfied employees are preferred simply because they affect the work

environment positively. Thus even though a well satisfied employee is not necessarily an outstanding performer a high

level of satisfaction leads to organizational commitment while a low level or dissatisfaction results inn behaviors

detrimental to the organization Management of universities has, over time been a contentious issue but more contentious,

however has been the performance of employee at work. Unfortunately, Jimma University staff members do not perform

to the expected standards and neither do they seem to address the needs of students and other stakeholders. Their

performance is still less satisfactory than the expected standards and consequences have been predictable as there are

rising concerns over poor coverage of term projects and course content, delayed examination results and missingmarks, poor assessment of examinations, poor lecturer-student interaction, deteriorating academic performance and

reduced levels of research and publications and as a result, academic standards and performance among students

have been adversely affected and are still the daily complaint s in the local university press (Campus press,

2008). With these problems, the University is losing credibility as students are no longer applying to study there while

a good number of them are resorting to other universities and colleges. This unsatisfactory performance of staff

members has in turn posed a threat on the quality of education offered by the institution and service delivery. This study,

therefore sought to investigate the staff development members and the effects of such members on the performance

of academic and administrative at Jimma University.

This research sought to answer the following questions:

How can you identify that the socio-economic and demographic factors?



What relationship does experience have with job satisfaction of academic and administrative staff in Jimma

University?

What relationship does working environment have with job satisfaction of staff members of Jimma University?

1.3 objective of the study

1.3.1 General objectives

The general objective of this study will be to asses, examine and distinguish job satisfaction of academic and

administrative staff members in Jimma University.

1.3.2 Specific objectives

To explore whether there is a relationship between socio-economic and demographic factors. To estimate the relationship between experience and job satisfaction.

To exam the relationship between the working environment and job satisfaction.

1.4 significance of the study

The study deals about statistical analysis of job satisfaction of administrative and academic staff members of Jimma

university main campus. The study could help those University identify staff members that may be positively or

negatively affecting job performance among academic and administrative in the University and hence be in position to

adjust those programs that are in their power to adjust to positively enhance job performance in the University. Theresearch findings can also be an invaluable information base for the heads of department, deans, principals of

Jimma University to revise and improve policies on training and promotion opportunities for the improvement of

employee job performance. Theoretically, the study will also prompt more researches in the area having

contributed to literature related to staff members and serves as a reference for private and public universities

interested in the dynamics of job performance.

This study emphasis in the following scope:

To identify the employees level of satisfaction upon that job. This study is helpful to that organization for conducting further research.

It is helpful to identify the employer’s level of satisfaction towards welfare measure.

This study is helpful to the organization for identifying the area of dissatisfaction of job of

the employees.



CHAPTER TWO

2. LITERATURE REVIEW

Job satisfaction is the most widely investigated as well as one of the most extensively proposed subjects in

industrial/organizational psychology.

Many work motivation theories have represented the implied role of job satisfaction. In addition many work satisfaction

theories have tried to explain job satisfaction and i8)it influence, such as, Maslow’s (1943) hierarchy of needs,

Hertzberg’s (1968) Two-factor (motivation hygiene) theory, Adams (1965) equity theory , porter and Lawler’s (1968)

modified version of vrooms (1964)

As a result of this expensive proposal, job satisfaction has been linked to productivity, motivation, absenteeism/tardiness,

accidents, mental/physical health and general life satisfaction.(Landv, 1978). A common idea of the proposal has been to

some extent, the motivational state of a n individual is affected by interactions with their work environment people

identify themselves by their profession, such as doctor, lawyer or teacher. A person’s individual well-being at work

therefore, is a very significant aspect of proposal (judge and Klinger, 2007).

The most widely accepted explanation of job satisfaction was presented by locke (1976), who defined job satisfaction as

“pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience(p.1304) additionally,

job satisfaction has emotional, cognitive and behavioral components (Bernstein and Nash,2008)

The emotional component refers to feeling regarding the job, such as boredom, anxiety, or excitement. The cognitive

component of job satisfaction refers to beliefs regarding one’s job. For example, feeling that one job is mentallydemanding and challenging. Finally the behavioral component includes people’s action in relation to their work. These

action may include being tardy, staying late, or pretending to be ill in order to avoid work.

2.1 cause of job satisfaction/ dissatisfaction

Since people tend to be evaluating, they look at their work experiences in terms of liking or disliking and develop feelings

of satisfaction or dissatisfaction regarding their job, as well as the organization in which they work (Jex, 2002). There are

many probable influences that effect how favorably an individual appraises his or her job: specifically, an individual’s

attitude towards his or her job. To explain the development of job satisfaction, proposal have taken three commonapproaches: job characteristics, social information processing (organizational characteristics), and dispositional (worker

characteristics)(Glisson&Durick, 1988,2002 ).



2.1.1. Job characteristics

In relation to the job characteristics approach, research has revealed that the nature of an individual’s job or the

characteristics of the organization that the individual works for predominantly determines job satisfaction (Jex, 2002).

According to Hackman and Oldham (1980) a job characteristics is an aspect of a job that generates ideal conditions for

high levels motivation, satisfaction and performance

Furthermore, Hackman and Oldham (1980) proposed five core job characteristics that all jobs should contain: skill variety,

task identity, task significance, autonomy, and feedback. These characteristics have been added to the more popular

dimensions of job satisfaction assessment: the work itself, pay, promotional opportunities, supervision, and co-worker

relations (Smith, Kendall, & Hulin, 1969).

2.1.2. Social information processing (organizational characteristics)

Social information processing (organizational characteristics) based mainly on Festinger’s (1954) social comparison

theory, Sex (2002), explain that during social information processing employees look to coworkers to make sense of and

development attitudes about their work environment dispositional ( worker characteristics).

2.1.3. Dispositional (worker characteristics)

Internal disposition is the basis of the latest method to explaining job satisfaction and hints that some people are inclined

to be satisfied or dissatisfied with their work no matter the nature of the job or the organizations environmental (Jex, 2002)

2.2. Measure of job satisfaction

The following are measures of job satisfaction as outlined by fields (2002)

Overall job satisfaction:- in these measure three items are used to describe an employee’s subjective response to

working in the specific job and organization(fields,2002,p.20)

Global job satisfaction:- two subscale are hide for extrinsic and intrinsic aspects of the job

Job in general sale:- this was developed “to assess global satisfaction independent from satisfaction withfacts”(fields 2002,p.9)

Job satisfaction related to expectations:- it accesses the degree of agreement the perceived quality of broad aspect

of a job and employee expectations(fields2002,p.6)

Job satisfaction survey:- the job facts include pay, promotion, supervision, benefits , contingent rewards, operating

procedures, co-workers, nature of work and communication job diagnostic survey:- the facts which are measured

on the survey include security, compensation co-workers and supervision(fields 2002,p.20)

Career satisfaction:- it assesses general satisfaction with career outcome, but also with career progress (fields,

2002,p.20)



CHAPTER THREE

3. METHODOLOGY

3.1. Study design

This study can be conducted by using primary data that can be collected from academic and administrative staff in Aksum

university. The questionnaire were distributed to the academic and administrative staff members who will be selected as a

sample for this study (research)

3.2. Study area and population.

Axum University is one of the newly established public higher education institutionsin Ethiopia. It is located in

Axum town, about 1024Km north of Addis Ababa.This study is conducted in Aksum university main campus the

study population are all administrative and academic staff members which are found in main campus.

3.3 Sampling Techniques

This study was conducted using simple stratification over simple random sampling of staff members academic and

administrative because the target population force to use stratification and it increase precession, separate estimate and

administratively convenient. The stratification consists of, stratum, academic staff and stratum to administrative staff.

3.4. Sample size determination

Normally the sample size determination requires three factors which are

level of precision

margin of error

level of significance

After the study of total population size is known the sample size was calculated as follow

Zα/2=1.96

α= the significance

d= margin of error=10%

p= the proportion of satisfaction=0.5

q= 1-p=1-0.5=0.5

no =p(q)( Zα/2)²



d²

no=(0.5)(0.5)(1.96)2/(0.1)2

no=96

The number of sample has calculated as follow

=

=0.0638, this is greater than α=0.05. so that we can find the number of sample by using the formula:

1 +

96 1 + 961504 90⁄

n=over all sample size=90

N=over all target population size=1504

The types of stratified allocation we can use is proportional

If the strata differ in size, allocation of sample sizes to strata might be performed proportional to these stratum sizes:

nh = (Nh/ N)n h= Where stratum 1,stratum 2

For stratum 1: n1 = (n₀/N) n = (90/1504)788=47 (academic staff)

For stratum 2: n2 = (n₀/N ) n =(90/1504 )716 =43 ( from administration staff)

n=n1+n2=47+43=90

3.4. Study variables

Independent and dependent variable

Independent variable is a variable that stand alone and not change by other variable. Those are

Age of respondents

Sex of respondents

Salary of respondents

Educational level of respondents

Marital status of respondents

Relationship with co-worker

Salary and payment of respondents

opinion about well-being factor



working environment

experience of respondents

work condition and enough time to spend with family

Dependent variable is a variable that depend on others that is job satisfaction.

3.5. Methods of data analysis

Methods data analysis depending used for any study was depending on – the nature of variable incorporated in the study,

objective of the research, the data type of basic variables included in the study.

3.5.1. Descriptive statistics

The descriptive statistics is a method in which the data collected are organized, and summarized in the form of cross tab,frequency table and bar chart.

3.5.2. Inferential statistics

As its name indicates that the inferential statistics infer about the population depending on the sample data, analysis and

test hypothesis which are test of independency and logistic regression.

3.5.2.1 Chi-square test of independency

Chi-square test is a method of analysis for data obtained from categorical variables. The data was the forms of count chi-square test for association (independence in a two way classification use this procedure to test it the probability of item or

subject being classified for one variable depend up on the classification of the other variables. The objective of chi-square

test independencies to test whether there is a relationship between two categories variables.

Assumptions of chi-square independence

The chi-squared test, when used with the standard approximation that a chi-squared distribution is applicable, has the

following assumptions

The observation must be independence of each other. The sample must be randomly selected from the independent population.

The population must be normally distributed.

A test that relies on different assumptions is Fisher's exact test; if its assumption of fixed marginal distributions is met it is

substantially more accurate in obtaining a significance level, especially with few observations. In the vast majority ofapplications this assumption will not be met, and Fisher's exact test will be over conservative and not have correct

coverage.

The chi-square test of independency approach consists of four steps

State the hypothesis

Formulate an analysis

http://en.wikipedia.org/wiki/Fisher%27s_exact_test

http://en.wikipedia.org/wiki/Fisher%27s_exact_test



Analyze sample data Interpret

1. State hypothesis

Ho: the two attributes are independent

H1: the two attributes are dependent

These attributes

There is no association between working conditions and job satisfaction.

There is no association between working environments and job satisfaction

There is no association between welfare measures and job satisfaction

There is no association between monthly salary and job satisfaction. There is no association between educational level and job satisfaction and the like.

2. Formulate analysis plan

The analysis plan describes how to use sample data to reject or not to reject the null hypothesis the plan specify the

significance level α = 0.05

Using sample data, find the degree of freedom, expected frequency, test statistics and the p- values association with the

test statistics

Test statistics

∑ ∑ ( )==

=expected frequencytheithrow and jth column

= observed frequently

whereEij= ni *n j

ni = ith row table

ni= jthcolumn table

n= total sample size

2. Decision rule: if x2> x2 α(x) where



X= (r-1)(c-1) the hypothesis is rejected at α=0.05

It implies that reject Ho. hence there is significant association between supervision and job satisfaction of the respondent.

Otherwise accept Ho

Where the square of the differences between the observed and expected values in each cell, divided by the expected value,

are added across all of the cells in the table.

The distribution of the statistic X 2 is chi-square with (r -1)(c-1) degrees of freedom, where r represents the number of rows

in the two-way table and c represents the number of columns. The distribution is denoted (df), where df is the numberof degrees of freedom.

The chi-square distribution is defined for all positive values. The P-value for the chi-square test is P ( >X²), the probability of observing a value at least as extreme as the test statistic for a chi-square distribution with (r -1)(c-1) degrees

of freedom. It implies that reject Ho. hence there is significant association between supervision and job satisfaction of therespondent, otherwise accept HO

3.5.2.2 Binary logistic regression

The most appropriate analytical methodology for this study is binary logistic regression. Consider K independent variable,

which can be denoted by the vector X , , … , . Let the conditional probability that the outcomes of interest in the

study ‘is present denoted by 1/ . Then the logit of binary logistic regression is given by the

equation;

g + + + ⋯+ and odds in favor of success for binary logistic regression can be:

[/1 ] + + + ⋯+

In which case 1/ /1 + 1/ 1 +

Suppose we have sample of n-independent observation of the pair , , i=1,2,…n. where denotes the value of

dictomousout come variable and is the value of the independent variables for the ith subject. Fitting the model requires,

obtain estimate of the value of parameter B = (Bo, B1, B2 …BK ). If coded as 0 and 1 then the expression for p(x) above

provides (for the arbitrary value of β) the conditional probability that Y is equal to given X is 1/ . It follows

that 1 gives the conditional probability that y is equal to 0 given x, is 0/ . Thus for the pairs , , where =1 the contribution to the likelihood function is p(x) and for those pairs where = 0 the contribution for

likelihood function is 1 . The quantity denotes the value of computed at xi.



Convenient way to express the contribution to the likelihood function for the pair , is given by {1 −}, since the observation are assumed to be independent, the likelihood function obtained as the product of the

terms as

L(β)

The principle of the maximum likelihood states that we use an estimate of β the value that maximizes L(β) .However, it is

easier mathematically to work with log likelihood function.

Lβ ln(Lβ) {yiln[pxi]} + 1 yiln1pxi

=

To find the estimate of β that maximize L (β) we differentiate L (β) with respect to each component of β and the resulting

(k+1) equations to zero. Iterative algorithms that are programmed in available logistic regression packages obtain

solutions.

Odd ratio (ψ): is convenient to describe the chance that a binary response variable leads to success, relative to failure. The

odd ratio of success is defined to be thew ratio of the probability of failure.

ψ p/1pp/1 p

Assumption of Logistic Regression

Logistic regression is popular in part because it enables the researchers to overcome many of the restrictive assumptions of

Ordinary least square (OLS) assumption. The assumption of Logistic regression is as follow.

The dependent variable need not be normally distributed.

The dependent variables need not be homoscedasticity for each level of independent.

Normally distributed error terms are not assumed.

It does not require that the independent variable be interval.

It does not require that the independent be unbounded.

The dependent variable follows binomial distribution. ’s independently distributed.

The overall significance of the binary logistic regression model is checked by using Omnibus testof model coefficient and

Wald test statistic. This is given by:



⋯ 0vs.

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

And 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:-

= [/SE ()]2~

: =0 vs. : ≠0

Decision: Reject if or the corresponding P-value of each variables less than α.



CHAPTER FOUR

4. Result and discussion

This chapter contains the result of descriptive statistics, bivariate analysis and binary logistic regression from 1504,

Sample of 90. The statistical analysis is used to see job satisfaction of academic and administrative staff members

in Jimma University. The data were analyzed using SPSS version 20.

4.1 Descriptive Statistics

Frequency used as the indication of the number of counts found under each category. Bar chart or pie chart s is used for

the clear justification of the problem that is under the study..

Table 4.1: summary descriptive statistics of job satisfaction

Variable Category Job satisfaction

Yes (100%) No (100%)

Age

20-30 44(68.8%) 20(31.2%)

31-40 9(36.0%) 16(64.0%)

41-50 1(100%) 0(0.0%)

Sex Male 38(57.6%) 28(42.4%)

Female 16(66.7%) 8(33.3%)

Educational level

Diploma and below 12(57.1%) 9(42.9%)

First degree 12(40%) 18(60%)

Second degree 29(78.4%) 8(21.6%)

Above 1(50.0%) 1(50.0%)

Monthly salary

Below 1000 2(50.0%) 2(50.0%)

1001-2500 21(45.7%) 25(54.3%)

2501-3500 17(89.5%) 2(10.5%)

3501-5000 13(72.2%) 5(27.8%)

5001 and above 1(33.3%) 2(66.7%)

Marital status

Married 22(62.9%) 13(37.1%)

Single 32(59.3%) 22(40.7%)

Widow 0(0.0%) 1(100%)



As we can see from table, there are 64 employees of staff in age group of 20-30 out of which 68.8% are satisfied their job

and the rest 31.2% of them have not satisfied. There are 25 employees of staff in age group of 31-40 out of which 36.0%

are satisfied their job and the rest 64.0% of them have not satisfied.

There are 35 married employees of the staff members, from those 22(62.9%) of them are satisfied their job and the rest

13(37.1%) are not satisfied their job. There are 54 single employees of the staff members, from those 32(59.3%) of them

are satisfied their job and the rest 22(40.7%) are not satisfied their job.

There are 24 female employees of the staff members, out of them 66.7% have satisfied their job and the rest 33.3% are not

satisfied their job. Also there are 66 male employees of staff members; among them 59.3% have satisfied their job and the

rest 40.7% are not satisfied their job.

There are 21 diplomas and below employee of staff members out of them 57.1% are satisfied their job and the rest 42.9%

are not satisfied their job.

There are 30 first degree employee of staff members, out of them 40% are satisfied their job and the rest 60% are not

satisfied their job due to different factors like insufficiency internet access, lack of needed materials.

There are 37 second degree employee staff members, out of them 78.4% are satisfied their job and the rest 21.6 are not are

not satisfied their job, their percent is high when compared with that of first degree employee it seems to maybe they are

used to an air condition, their monthly salary better than that of first degree employee staff members.

4.2 INFERENTIAL STATISTICS

Is used as the indication of the association among number of variables found under each category by using chi-square test

and logistic regression analysis

Chi-square test tables and logistic regression model are used for the clear justification of the association among variables

under the study.



4.2.1 Summary statistics of chi-square test

Table 4.2: summery table of Pearson chi-square of job satisfaction with socio-demographic variables

Variable Category Pearson chi-

square

df Sig

Age 20-30

8.708 2 0.01331-40

40-50

r/ship with

workers

Excellent

11.972 3 0.007

Good

Fair

Poor

Educational level

Diploma and

below

10.362 3 0.016First degree

Second degree

Above

Feeling

Working

environment

Excellent

34.275 3 0.000

Good

Fair

Poor

Hypothesis tests:

Ho: there is no association between job satisfaction and age of employees

H1: not Ho

Decision :- since the p-value of ages category =0.013 is less than α-value at 95% confidence level we reject the null

hypothesis.



Conclusion:- there is enough evidence against the null hypothesis at α=5% level of significance then there are relationship

between the job satisfaction and age of employees, that mean the job satisfaction of the employees are depends on the

ages of the employee staff members.

H0: there is no association between job satisfaction and relationship with workers.

H1: not H0.

Decision:- since p-value of the category=0.007 is less than α-value at 95% confidence level we reject the null hypothesis.

Conclusion:- :- there is enough evidence against the null hypothesis at α=5% level of significance then there are

association between the job satisfaction and relationship of employees that works in Aksum university, that mean the job

satisfaction of the employees are depends on the relationships of academic and administrative staff members.

Hypothesis tests:

Ho: there is no association between job satisfaction and feeling working environment of employees.

H1: not Ho

Decision: - since the p-value of feeling working environment category =0.000 is less than α-value at 95% confidence level

we reject the null hypothesis.

Conclusion:- there is enough evidence against the null hypothesis at α=5% level of significance then there are

association between the job satisfaction and feeling of working environment of employees that works in Aksum

university, that mean the job satisfaction of the employees are depends on the feeling of the working environment of staff

members.

From the categorical variables listed in the table above age of employees, relationship of workers, educational level of

employees, feeling working environment and well- being or welfare factors are statistically significant at α=5% confidence

level it implies that there is strong enough evidence against null hypothesis, there is association between the job

satisfaction of academic and administrative staff members with the above variables.



4.3. LOGISTIC REGRESSION ANALYSIS

Table 4.3: Categorical Variables Coding

Frequency

Parameter coding

(1) (2) (3)

Relationship with

workers

excellent 31 1.000 .000 .000

good 14 .000 1.000 .000

Fair 26 .000 .000 1.000

poor 19 .000 .000 .000

salary and payment for

the staff are:

high

satisfaction31 1.000 .000 .000

moderately 20 .000 1.000 .000

satisfactory 5 .000 .000 1.000

unsatisfaction 34 .000 .000 .000

Feeling about workingenvironments are

excellent 25 1.000 .000 .000

good 11 .000 1.000 .000Fair 30 .000 .000 1.000

poor 24 .000 .000 .000

Opinion about welfare

factors are:

excellent 11 1.000 .000 .000

good 20 .000 1.000 .000

Fair 32 .000 .000 1.000

poor 27 .000 .000 .000

Enough time spending

with family or friends

Yes 47 1.000

No 43 .000



4.3.1 Assessing the goodness of fit of the model

Based on likelihood ratio test

Table 4.4: Omnibus Tests of Model Coefficients

Chi-square Df Sig.

Step 1

Step 80.935 14 .000

Block 80.935 14 .000

Model 80.935 14 .000

Table 4.5: Model Summary

Step -2 Log

likelihood

Cox & Snell

R Square

Nagelkerke

R Square

1 400.207a .593 .802

a. Estimation terminated at iteration number 7

because parameter estimates changed by less than

.001.

The model is good fit based on likelihood ratio test if G2=-2(LO-L1) =

10

1

02

loglog2log2 l l l

l

G

G2=-2(80.935-400.207) =638.544

This results of large number and positive is indicated that the model is good fit based on the likelihood ratio test.

Based on Hosmer and Lemeshow test.

Table4.6: summary of Hosmer and Lemeshow

Test

Step Chi-square df Sig.

1 15.797 8 .45

The model is good fit according to the Hosmer and Lemeshow test if and only if p-value of the test is greater than α-value

at level of significance accordingly from the summary table 4.6 above p-value=0.45>

-value=0.05 level of significance,

therefore the model is good fit based on Hosmer-Lemeshow test.



4.3.2. Result of logistic regression

One problem of univariate analysis approach is that it ignores the possibility that a collections of variables, each which is

weakly associated with the outcome, can become an important predictor of the outcome when taken together. Theestimated coefficients βi (hat) and odds ratio for the covariates in the final model is given in the table 4.7 belo

Table 4.7: Variables in the Equation( summary table for the result of logistic regression analysis model on the job

satisfaction of academic and administrative staff members)

B S.E. Wald df Sig. Exp(B) 95% C.I.for EXP(B)

Lower Upper

Step 1a

Experience -1.088 .540 4.066 1 .044 .337 .117 .970

relwithworkers 5.783 3 .123

relwithworkers(1) 4.324 2.195 3.882 1 .049 75.503 1.023 5573.298

relwithworkers(2) 4.779 2.142 4.976 1 .026 118.951 1.786 7921.116

relwithworkers(3) 3.576 1.600 4.996 1 .025 35.748 1.553 822.694

spendwithfamily(1) -.847 1.075 .622 1 .430 .429 .052 3.521

salaryandpayment 8.230 3 .041

salaryandpayment(1) -5.239 1.854 7.987 1 .005 .005 .000 .201

salaryandpayment(2) -2.994 1.342 4.977 1 .026 .050 .004 .695

salaryandpayment(3) -.479 1.789 .072 1 .789 .619 .019 20.628

workingenvironment 9.691 3 .021

workingenvironment(

1)3.550 1.810 3.848 1 .050 34.803 1.003 1207.879

workingenvironment(

2)

-3.498 2.251 2.415 1 .120 .030 .000 2.494

workingenvironment(

3)-.424 1.369 .096 1 .757 .654 .045 9.569

Welfarefactors 6.861 3 .076

welfarefactors(1) -2.988 2.191 1.859 1 .173 .050 .001 3.697

welfarefactors(2) -3.099 1.982 2.445 1 .118 .045 .001 2.194

welfarefactors(3) 1.393 1.394 .998 1 .318 4.027 .262 61.919

Constant .504 2.491 .041 1 .840 1.655

a. Variable(s) entered on step 1: experience, relwithworkers, spendwithfamily, salaryandpayment, workingenvironment,

welfarefactors.



Logit(π)= + + + + + + + +

Logit(π)=0.504 + 3.55 2.994 5.239 + 3.576 + 4.779 + 4.324 1.088

Where constant, and , , , , , , are parameters

X1=working environment (1)

X2=salary and payment (2)

X3= salary and payment (1)

X4=relationship with workers (3)

X5= relationship with workers (2)

X6= relationship with workers (1)

X7= Experience

ODDS RATIO INTERPRETATION

Log ( −) = + + + + + + + +

Log ( −) = 0.504 + 3.55 2.994 5.239 + 3.576 + 4.779 + 4.324 1.088

From this we can conclude that the odds ratio of the job satisfaction of academic and administrative staff members whohave feeling excellent working environment are 34.803 times that of have good feeling of working environment of

academic and administrative staff member, similarly the odds ratio of the staff member whose think that the salary and

payment for the staff are moderately 0.051times that of think the salary and payment for the staff are unsatisfactory and

the odds ratio of the staff member whose think that the salary and payment for the staff are high satisfactory 0.0051times

that of think the salary and payment for the staff are satisfactory .The odds ratio of academic and administrative staff

members who have fair relation with workers is 35. 748 times that who have poor relation with workers. the odds of staff

members who have good relationship with workers are 118.951 times that of poor relationship with workers. Similarly the

odds ratio of the staff member who has excellent relationship with workers is 75.503 times the odds of that fair



relationship with workers. The odds of staff members who have 4-6years experience is 0.337times those have 2-4years

experience.



CHAPTER FIVE

5. Conclusions and recommendation

5.1. Conclusions

Based on the above result and discussion the following conclusions are concluded.

There is association between the job satisfaction academic and administration of staff member and their age,

relationship with workers and feeling of working environments educational level, salary and payment for the staff.

From the logistic regression, there is sufficient evidence that relationship between workers and supervision,

relationship with co-workers have an effect on job satisfaction.

Generally of the academic and administration staff, members are satisfied with their job due to their age

relationship with coworkers and work environment. And the respondent those are satisfied due to student approach,

if the students have active participation, if they score good result and if they attend class perfectly.

Of staff members are not satisfied with their job due to monthly salary employment , scarcity of time and

educational level.

5.2 Recommendations

Based on the result the paper would recommend the following:-

From the result of the research it can be seen that staff having higher salary have been seen to be satisfied with

their job. So, it will be good if they are played better for what they do.

The administration of the university should work to maximize the relationship between the staff members.

Any researcher who wants to conduct the research on job satisfaction of academic and administrative staff

members should include training opportunity, facility and service, family size and promotional opportunity as hisvariable in addition.



REFERENCE

Agresti, A., (1996). An introduction to categorical data analysis, New York Wiley.

An introduction to statistical method and data analysis, R.Lyman 5th Edition.

Andrew J Durbin’s The practice of supervision New Delhi

Demander.N Gujarati 3rd Edition, Basic Econometrics

Hawley, (1886).foundation of statistics 2nd edition

Hosmer,D., and Lemarshow, S., (1989), Applied Logistic regression, john and sons, Inc

John wily and sons Cochran sampling Technique, 3rdedition NetworkGupta.

S.E Fienberg (1987). The analysis of cross-classification categorical data



APPENDIX

SOFTWARE/ PACKAGES

1.

SPSS.

2. Microsoft Word 2003



JIMMA UNIVERSITY

COLLEGE OF NATUAL SCEINCES

DEPARTMENT OF STATISTICS

The general objective of this study is to asses, examine and distinguish job satisfaction of academic and

administrative staff members of Jimma University main campus.

Dear respondent:

These questionnaires are developed to collect data on job satisfaction of academic and administrative staff

members of Jimma University main campus. Thus you are kindly requested to complete the questionnaires

carefully and honestly. If you have any additional information writes on the back side of this paper. Your response

would be kept confidential. Don’t write your name. I’m very much grateful to you for taking time and filling out

this questionnaire. Please thick in the box and fill the blank space that reflects your opinion and feeling toward the

question

1: Personal back ground

1-

sex: male female

2- Age: 20-30 31-40 41- 50 above 51

3- Marital status married single widow divorced

4- Educational level : diploma and below first degree second degree above

5- Monthly salary :below1000 1001-2500

2501-3500 3501-5000 above 5001

6-

How many years doyou working in Aksum university? below-2 years 2-4 years 4-6years above 6

years

7- Are you satisfied to your job? Yes no

8- If your answer is “yes” for question no 7 which of the following condition makes you to be satisfied salary

working time student approach relation with coworkers others

specify………………………………

9-

If your answer is “no” for question number 7 which of the following condition makes you to be unsatisfied.

Salary relation with co-workers student approach

Working in time Others specify………………………………



10- If your answer is “student approach“ in question 8 which of the following condition gives you satisfaction:

active participation attending class scoring good result

other sspecify…………………………

11-

How is your relationship with workers? excellent good fair poor

12- Do you have enough time to spend with your family or friends?

yes no

13- Do you think that salary and payment for the staff are :

high satisfaction moderately satisfactory unsatisfactory

14- what do you feel about working environment? excellent good fair poor

15-

what is your opinion about welfare factors? excellent

good fair poor

16- If you have any additional information faced in academic and administrative staff members in Aksum

University, specify it unlike the above

questions…………………………………………………………………………………………………………

……………………………………………………………………………………………………………………

…………………………………………………………………………………………………



Variables coding table

Thank you.

Variables Code

1 Sex 1=female 0=male

2 Age 0=20_30, 1=31_40

2=41-50 , 3=above 51

3 Marital status 0=married ,1= single , 2= divorced, 3=widow

4Experience

0=below 2 years, 1=2-4 years, 2=4-6 years, 3=above6 years

5Education level

0=diploma and below , 1= first degree

2=second degree 3= above second degree

6Monthly salary

0=below 1000 , 1=1001_2500 ,2= 2501_3500 3=

3501-5000, 4=above 50001

7 Satisfaction 0=yes 1=no

9 By what condition satisfay 0=Salary ,1=working time ,2= student

approach 3=relationship with workers

10 Relationship 0= Excellent , 1= good , 2 = fair , 3= poor

11 Enough time 0=yes 1=no

12 Salary 0=highly satisfactory ,1=satisfactory

2=moderately satisfactory ,3=UN satisfactory

13 Work environment 0= Excellent ,1=good ,2=fair 3=poor

14 Welfare factor 0=Excellent ,1= good ,2=fair, 3= poor

Documents

job satisfaction research