Job Satisfaction of the Faculty Members of the Schools of Education in Three Universities Granting Doctor of Philosophy Degrees in the State of Michigan.

Abstract

This study was designed to identify and analyze the importance to which Herzberg's intrinsic factors contribute to job satisfaction and the importance to which Herzberg's extrinsic factors contribute to job dissatisfaction of the faculty members of the Schools of Education in three Universities granting Doctor of Philosophy Degrees in the State of Michigan. In addition, this study sought to assess the relationship between job satisfaction variables and demographic factors, job dissatisfaction variables and demographic factors. Faculty members in the sample were asked to respond to a questionnaire based on Herzberg's intrinsic and extrinsic factors, made up on a five point Likert type scale, designed to assess their reaction to the variables on job satisfaction-dissatisfaction. Demographic variables on age, sex, number of dependents, marital status, tenure, annual university income, academic title, years of academic experience, highest degree obtained, and institution were also included. All the statistical analyses were done by using the OSIRIS IV computer program developed by the Institute for Social Research (ISR) at The University of Michigan. Three major hypotheses were tested using bivariate crosstabulations, Chi-square, and factorial analysis. A significant relationship was found between Herzberg's intrinsic factors and the reaction of the participating faculty members to items expressing job satisfaction. These factors were responsibility, work itself, achievement, advancement, and recognition. Leaving the university, and general satisfaction were also included. A significant relationship was found between Herzberg's extrinsic factors and the reaction of the participating faculty members to items expressing job dissatisfaction. These factors were salary, job security, possibility of growth, institutional policy, working conditions, interpersonal relations, status, technical supervision, and personal life. The findings of this study support Herzberg's conclusion that feelings of job satisfaction are determined by the perception one has about intrinsic factors of motivation; feelings of job dissatisfaction are determined by the perception one has about factors external to the job. It was found that demographic factors influence the perception of faculty members about their feelings of job satisfaction-dissatisfaction. The findings of this study support the conclusion that intrinsic factors, as a whole, contribute significantly more to the satisfaction than to the dissatisfaction of the participating faculty members. Conversely, it was found that the extrinsic factors contribute significantly more to the dissatisfaction than to the satisfaction of the participating faculty members. This pattern was present for the total sample, as well as, for each individual School where the study was conducted. The results showed that the Two-Factor Theory of Motivation established by Frederick Herzberg and his associates is applicable to faculty members at higher education institutions. Its use would be extremely helpful in underst and ing faculty members feelings in relation to intrinsic and extrinsic aspects of their job. It is also suggested that the use of this theory is largely a problem of factor definition according to the special circumstances of academic and administrative life at the time of conducting the study to avoid biases and results contamination.