1. J Geetha Madhuri Journal of Organizational Behavior 2017
The Relationship between Job Satisfaction and Organizational Commitment Among Faculty Members in Select Management Educational Institutions
J Geetha Madhuri
Journal of Organizational Behavior
2017

2. Content
The overall goal of this article is to look at how people view their job, in relationship to how committed they are to the University cause.
If they are happier with their job, will they …..
work harder?
Spend more time working
Connect with students more
etc

3. Abstract
Gave a lot of background information, but not a lot to draw the reader in.
A little boring for an abstract

4. Introduction Starts with a definition of Job satisfaction
Discuss downsizing and its effects
“without commitment, substantive change becomes problematic” pg 34

5. Job Satisfaction A component of organizationsl commitment
“A global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job” pg 34
A predictor of faculty retention

6. Literature review Predictors of job satisfaction include
Work*
Pay*
Promotion*
Environment
Supervision*
Co-workers*
Influenced by persons perceptions
Positive or negative attitude towards a job
Differences exist between males and females

7. Scope and significance
Professors need commitment to be good teachers
Can help with HR policies
Helping to promote future employees
Purpose: to find out the perceived employee job satisfaction of faculty members of management educational institutions in the Rayalaseema region

8. Objectives To identify the general profile of the faculty members
To study the relationship between job satisfaction and organizational commitment among the faculty of management educational institutions
To study different personal factors that impact the faculty members organizational commitment and job satisfaction
To suggest measures for improving faculty job satisfaction in management educational institutions

9. Methodology Quantitative Males and females
Select institutions in Rayalaseema region

10. Data Collection 100 respondants from 15 universities
Sampling technique
25 questions
1-5 likert scale (1 strongly disagree – 5 strongly agree)
Scaling
1-5 likert scale ( 1 highly dissatisfied – 5 highly satisfied)

11. Procedures Permission granted from institutions
Consent from respondents
150 sent out – 100 returned
Parametric and non parametric statistics were used

12. Results
See table 1 on pg 38

13. Hypothesis results Always had a null and alternative hypothesis.
6 total (Null)
Faculty are satisfied with personal factors
Males and females give importance to self recognition
Faculty members share strong positive relationships with peers
Faculty with various age groups have different levels of stress due to job
Faculty members do not give much importance to work environment
No significant difference among faculty members belonging to various experience groups regarding the factor of pay and promotion

14. Results 1 – Reject Null, accept alternate  Not satisfied
3 – Accept null, reject alternate  No difference
4 – Reject Null, accept alternate  Share weak positive relationship
5 – Reject Null, accept alternate  No difference
6 - Reject Null, accept alternate  No difference

15. Population 5% professor 30 % associate 65% assistant
63% between years old
5% over 40 years old
16% have PhD. or equivalent
Give more importance to friendly working atmosphere

16. Conclusions Satisfied in some areas Dissatisfied in some
Interpersonal skills
Dissatisfied in some
Salary
Opportunities to grow
Recognition
Fairness
Gender does not play a roll

17. Conclusion Institutions should pay more attention to HR details
Motivation
Retention
Employee welfare important

18. Limitations Rayalaseema region (India?)
Only a small sample size was returned.

19. Appendix
Included the questionnaire that was sent out.

20. References
50 listed