BAYERO UNIVERSITY, KANOFACULTY OF SOCIAL AND MANAGEMENT SCIENCESDEPARTMENT OF BUSINESS ADMINISTRATION AND

ENTERPRENEURSHIP STUDIES.

PROGRAME: M.Sc. MANAGEMENT.

COURSE TITLE:RESEARCH SEMINAR.A CONCEPTUAL PAPER

ONINVESTIGATING THE FACTORS OF JOB SATISFACTION AMONG ACADEMIC STAFF OF BAYERO UNIVERSITY,

KANO

BY

ALIYU RABIU: SPS/12/MMN/00014MUHAMMAD ISA FATIMA: SPS/MMN/00032

JULY, 2014.

ABSTRACTThis paper aims to investigate and contribute to the limited literature on jobsatisfaction amongst academic staff of Bayero University Kano, in order todetermine the factors that lead to job satisfaction and job dissatisfaction, and tomeasure these factors and to Present findings and make recommendations tomanagement to enable them to promote and improve job satisfaction at theBayero university Kano. The data was collected and administered by means of astructured Questionnaire based on the Minnesota Job Satisfaction Questionnaire(MSQ).Proportional Stratified Random Sampling and Purposive Samplingtechnique was used to select academic staff, head of Departments (HODs) andDeans of Faculties in the selected university.

KEYWORDS; job satisfaction, job dissatisfaction, university teachers, workingcondition and reward and benefits

1.0 INTRODUCTION:

This research work focuses on an investigation into the

factors that affect job satisfaction among academic staff of

the Nigerian Universities, with peculiarity to those in

Bayero University, Kano.

This part will include the background to the study,

statement of the problem, research questions and objectives

of the study.

1.1 BACKGROUND TO THE STUDY

Job satisfaction is regarded as a very important issue

within the educational context, especially for school head

teachers. This is mainly due to the fact that it is

Connected with different aspects of their role and those

which consume most of their time both in and outside of

school. Therefore, it is necessary that they feel

satisfaction and harmony in carrying out their duties to

ensure effectiveness in delivering their role.

Nigeria has been witnessing a rapid increase in the

departure of technical expertise in virtually all the

universities over the last 10 years. This has resulted in

qualified personnel seeking greener pastures abroad.

Anecdotes show that during the 1990s, total Migration of

professionals towards Western Europe and North America

accounted for more than 30% of the flows registered

throughout the world (Ilo, 1996). It is estimated that in

2000 more than 3% of the world’s population were living

outside their country of birth.

In Nigeria, loss of qualified personnel has been varying

across sectors but it has been particularly felt in sectors

such as health and education. Whilst a number of factors

such as the unfavorable macro-economic environment could

explain the loss of human resources in the country, job

satisfaction is also identified as one of the factors

that /influence the decision to quit. Various research by

(Sur et al, 2004, Tutuncu and Kozak, 2006, Devaney and chen,

2003 have identified factors that influence job

satisfaction. These include: interpersonal relationship,

conditions of service, supervision, age, gender equal

treatment by management, job design, organizational

environment, and income.

Tertiary institution particularly universities in Nigerian

have been taking significant losses of qualified staff this

compromises the quality of education and complicate

implementation of strategic plans requisite to the expansion

of institution. (organs 1988) The tendency has been that a

reduced staff turnover is experienced when there are

allowance and wage increments, however the moment the

incremental benefits are wind swept by inflation the code of

losses re appears. The main objective of this study is to

investigate in to the factors that affect job satisfaction

among academic staff in the Bayero University Kano.

Previous research has focused on the relationship between

job satisfaction and the following valuable; performance,

supervisor support autonomy, working environment equitable

wages and personality variable (organs 1988). Job

satisfaction is a multi branched concept affected by the

interplay of factors stemming from the government policies,

business environment and personality factors. (Spector,

1997)

As compared to other levels of education system in

the society higher education

Has a much bigger role to play. Being that higher level of

the educational pyramid and thus able to influence other

level of education and having a wider access to all

available. University lecturers are arguably the most

important group of professions for our nation’s failure.

Hedley (1985) . Therefore it is disturbing to find that many

of today’s lecturers in higher institution are dissatisfied

with their jobs. Job satisfaction is good not only for

employees but society as a whole. It increases productivity

and classroom performance in the University, Corcoran et al.

(2004). These aspects are important in higher education in

Nigeria. The government of Nigeria is highly concerned to

provide quality education at the University level. But

without job satisfaction among the university lecturers, the

objectives of providing quality education would not be

achieved. Therefore, job satisfaction is needed among

University lecturers to promote quality education.

The purpose of this study is to investigate in to the

factors affecting job satisfaction among academics staff of

Bayero University Kano, because it may have a direct effect

on student learning.

1.2 STATEMENT OF THE PROBLEM.

The quality of instruction received by student may be

affected by the level of job satisfaction, teacher

experiences (Baker &Pereil 1995). Considering the possible

correlation between lecturer’s job satisfaction and the

quality of student instruction/ teaching, it is therefore

important to understand the factors that may affect job

satisfaction.

Moreover, most of the research of job satisfaction is

related to management of industries banking and business

organization. The study of university lecturer’s job

satisfaction is not many. Hence, more research is needed in

university lecturer’s job satisfaction if we are interested

to provide quality education to our student of the

University level. This study is hoped to contribute to that

extent.

1.3 RESAERCH QUESTION

In order to achieve the research objectives of this study

the following research questions will be answered.

a. What is the present level of job satisfaction among the

academics staff of Bayero University, Kano?

b. What are other factors identified by academic staff as

affecting their levels of satisfaction with their jobs

c. What is the relationship between work motivation and

satisfaction of academic staff of Bayero University,

Kano?

d. What is the association between the socio-demographics

characteristics of academics staff and job satisfaction

1.4 OBJECTIVE OF THE STUDY:

To determine the factors that influence job

satisfaction

To determine the factors that influence job

dissatisfaction

To measures the level of job satisfaction

To make necessary recommendations to the management of

Bayero University and its stake holders

To Know whether female University lecturers are more

satisfied than male University lecturers or not

1.5 SIGNIFICANCE OF THE STUDY:

The findings of this study will be useful in many ways and

to many parties, it will help the management of Bayero

University Kano to know the level of its staff job

satisfaction, it will also benefit those concerned policy

makers to formulate solution-oriented policies that will

have a benefit to all academic staff in B.U.K

To be specific, this study will help in making

decision with regards to staff welfares and other financial

benefit packages. Other important benefit that the findings

of this study will have is its contribution to knowledge

building and academic research by helping other researchers

to undertake a further detailed investigation on the

academic staff job satisfaction and provide relevant

empirical evidences.

1.6 SCOPE OF THE STUDY

Variables under consideration are working conditions of

organization, rewards & benefits which may affect the job

satisfaction and knowledge sharing capability of employees.

The scope of every research defines its boundary and area of

concerns or interest as such

This research work tends to cover all the academic staff of

all Nigeria’s universities but due to the time limit and

other constraints we decide to limit the scope of this

research to only academic staff of Bayero university kano.

1.7 THEORITICAL FRAME WORK / MODEL OF THE STUDY

INDEPENDENT VARIABLES DEPENDENT VARIABLEWORKING CONDITIONS

PAY AND COMPENSATION

JOB SATISFACTION

2.0 REVIEW OF RELEVANT LITERATURE AND HYPHOIHESES

DEVELOPMENT

2.1 INTRODUCTION:

In this section relevant literature will be reviewed in

order to get a better understanding of the importance of job

satisfaction, with the coming of Union movement and

liberation e.g. (ASUU) the needs and concern of education

can no longer be mistreated in the education sectors. For

this reason, it has become the task of every University vice

Chancellor to express their concern for job satisfaction,

this is because job satisfaction can lead to poor

productivity, high absenteeism and turnover and an increase

in union activities.

2.2 REVIEW OF LITERATURE;

This review will explore the nature of job satisfaction and

how it impacts on employee’s behaviors and this will include

the definition of job satisfaction to get a better

perspective from different authors.

Moreover, different factors of job satisfaction will be

examined, which will aid in determining whether academic

staff of Bayero University Kano will feel satisfied as a

result of experiencing the factors in the jobs.

THE CONCEPT OF JOB SATISFACTION;

Job satisfaction is defined as all the feeling that an

individual has about his/her job (spectar, 1997) Smith

(1969) perceived job satisfaction as the extent to which an

employee express a positive orientation toward a job,

Wikipedia (2004) notes that job satisfaction describes how

content an individual is with his or her job, job

satisfaction has also been defined as a pleasurable

emotional state resulting from the appraisal of one’s job an

affective reaction to one’s job and attitude toward one’s

job (Briel 1998). While DeNobile (2003) defined job

satisfaction as the extent to which a staff member has

favorable or positive feeling about work or the work

environment Turnham (1997) and Locke (1976) defined it as

positive attitudes or emotional dispositions peoples may

gain from work or through aspects of work. Forager et’al

(2005) added another dimension by defining it as being the

positive emotional reaction and attitudes an individual has

toward his job. From the definition above we can conclude

that the main components of job satisfaction are; emotions,

attitudes and reaction. Conversely, job dissatisfaction

according to Turnham (1997) refers to unhappy or negative

feeling about work or the working environment.

Mohammed Imran Rasheed (2010) found that factors like job

design, work environment, feedback, recognition, decision

making participation are the potential factors for

satisfying teachers in higher institution Bloch (2009) in

his study found that there is a constructive association

among promotion and job satisfaction. Academicians are more

motivated and committed to perform a job and also more

satisfied if promotion opportunities are available to them,

ShamimaTasuian (2006) in her study found that one of the

main purpose of job satisfaction is to get the payment or

salary and it is very natural that a good salary will bring

job satisfaction Ting (1997), in his study shows that job

characteristics such as salary, promotional opportunities,

task clarity and significant and skills utilization as well

as organizational characteristics such as commitment and

relationship in the supervisor and co-workers have

significant effect on job satisfaction. Ram Krishnaiah

(1980) has found that 93% of the university teachers who

were highly satisfied with their job expressed that they

have cordial relationship with their colleagues.

According to rule and Byers (1994:294-295) job satisfaction

is made up of 5 components: attitudes towards colleague,

general working conditions, and attitudes toward the

education system, financial benefits and attitudes toward

supervisions. Gordian (1995:67-58) states that job

satisfaction occurs when a job meets the expectation values

and standard of an individual and will influence their

commitment and performance. The greater the degree of the

expectation being met the higher will be the level of job

satisfaction be. according to Bateman and Snell (1995:458).

Staff will be satisfied if they are justifiably treated by

the outcomes they receive or the processes that are

implemented, however they also warn that a satisfied worker

may not be necessarily be a productive worker:

Previous African studies have identified the most important

human resources tools to manage job satisfaction; these

include materials, salary, training, the working condition

environment, supportive supervision and recognition

(Matheuner et al 2006) these findings are relatively

consistent with those of the “Uganda Health work force study

where the effects of several job related factors were

evaluated to judge their relative importance in predicting

job satisfaction. In order of importance, the following were

the most significant contributors to overall satisfaction;

job matched with workers skills and experience satisfaction

with salary, satisfaction with supervisors,, manageable work

load and job security (Uganda ministry of health, 2007)

2.3 THE THEORIES OF JOB SATISFACTION:

Having discussed the various definitions of job

satisfaction, it is necessary to explore the different

attitudes and response workers will reflect toward their

job. It is this attitude and behavior that actually

determined the level of job satisfaction an individual has

toward his or her job, (Baron & Greenberg 2003:155-156). For

this reason scholars and researchers have produced

comprehensive theories based on job satisfaction. Their aims

were to provide a framework for understanding, not just the

factors influencing such attitudes but also why it result in

such effects (Baron & Greenberg 2003:153-156)

Foundation theories on job satisfaction have been

proposed by different scholars, the most prominent and

widely used in the educational context being that of

Herzberg and his associates (Derlin and Schneider, 1994;

Dinham and Scott, 2000; Scott and Dinham, 1999). Herzberg’s

(1968) two factors theory looks at job satisfaction from a

set of variables, which are motivators or satisfiers. The

same theory uses a set of variables governing job

dissatisfaction, that of hygiene factors or dissatisfiers.

In other words, these factors can be described as either

intrinsic (such as feelings of accomplishment, recognition

and autonomy) or extrinsic (such as pay, security and

physical work conditions).

According to the two factors theory of Gruneberg (1979)

and Herzberg (1968), job satisfaction and dissatisfaction

are considered separate constructs. The absence of 6

Hygiene factors were believed to lead to job satisfaction,

but at the same time their fulfillment did not lead to job

satisfaction. Similarly, the fulfillment of motivator

variables did not lead to job satisfaction.

Although the two factors theory is widely used it has

faced criticism for being too dependent on a particular

methodology and by restricting its categorization to

satisfiers and dissatisfiers (McKenna, 1987). Along similar

lines are the other prominent theories on job satisfaction,

such as the expectancy theory, the equity theory, and

Maslow's theory, which have all been criticized in various

ways. However, the criticism levied against them does not

detract from the importance they have in the field of job

satisfaction. Worth mentioning is the fact that these

theories emerged mainly in the Western developed world. For

this reason the theories cannot necessary be applied to the

context of the education field in the developing world.

Nevertheless, these theories are useful as a foundation to

help in understanding the existence of the job satisfaction

phenomenon within the Nigeria’s educational context.

It has been agreed that job satisfaction can be

categorized according to dimensions of work as well as un-

dimensional or general (Scott et al., 1999). The

determination of job satisfaction dimensions has the benefit

of being more focused on aspects of work that might lead to

satisfaction or dissatisfaction. Given that many studies

have been carried out within developed countries, they can

be used to identify the dimensions of job satisfaction among

school head teachers. With regards to the context of the

Nigeria, the dimensions of job satisfaction have been

identified through studies by Alomari (1992) and Yaseen

(1990), who adopted well known job satisfaction measurements

like the Minnesota Satisfaction Questionnaire (M.S.Q) and

the Job Descriptive Index (J.D.I). While others identified

job satisfaction within the Nigeria

context, such as Alagbari (2002), by addressing twenty

dimensions of job.

job Satisfaction dealing with the different aspects of

the role of head teacher in the Eastern Region of Nigeria.

Along similar lines, Alroyali (2002) determined the

dimensions of job satisfaction to include six dimensions;

namely, working conditions, relationships with educational

administration, relationships with colleagues, social

status, salary and advancement. In addition, the study of

Team (1999) includes another two dimensions; namely, work

stability and educational supervision. The study of Alarami

(1998) approached the issue of the dimensions of job

satisfaction from a different angle by including workload,

promotion, financial reward, work challenges, work

relationships, authority, and adequacy of resources.

In spite of the theoretical background of the issue of

job satisfaction among academic staff, one can argue that

certain characteristics of society as a whole, the

educational context and personal traits are crucial in

deciding the different dimensions or factors related to job

satisfaction.

Over the last decade, many studies in Nigeria have

attempted to identify factors affecting the job satisfaction

of academic staff. According to most of these studies, job

satisfaction and dissatisfaction among academic staff is

clearly related to a number of different aspects. The main

factors that have been found to contribute to job

satisfaction among academic staff are work conditions,

supervision and relationships. Additional factors include

achievement, societal recognition and teacher collaboration

(Yaseen, 1999; Alomari, 1992; Alarami, 1998; Team, 1999;

Alagbari, 2002; Aloanazi, 2002; Alroyali, 2002). According

to the same studies, factors contributing to job

dissatisfaction included salary, financial reward and

promotion.

2.12 THE NATURE OF JOB SATISFACTION:

Job satisfaction is described at this point as a pleasurable

or positive emotional state resulting from the appraisal of

one’s job or job experience. Job satisfaction result from

perception that one’s job fulfills or allows the fulfillment

of one’s own important job values. Providing that and to the

degree that those values are congruent with one’s needs

According to krietner et al (2002) Job satisfaction is an

effective and emotional response to various facets of one’s

job.

In order to understand job satisfaction it is useful to

distinguish morale and attitude and their relationship to

job satisfaction (Locke, 1968) Morale can be defined as the

extent to which an individual needs are satisfied and the

extent to which an individual perceive that satisfaction as

stemming from the total jobs. Attitude can be defined as an

evaluation that predispose a person to act in a certain way

and includes cognitive, affective and behavioral components.

It is therefore, cooperative that managers pay special

attention to employees’ attitudes as job satisfaction can

decline more quickly than it develops.

2.13 DETERMINANTS OF JOB SATISFACTION:

According to De Vaney and Chan (2003) Demographic variable

such as age, gender, race, and educations have an effect on

job satisfaction. It has been shown for instance, that older

workers are more likely to be satisfied than younger workers

and also that non-white employees are less satisfied than

white employees, work related variables such as weather the

job is interesting,good relations with management, job

security (permanent or contract jobs) higher pay, a sense of

control over one’s work were identified as important factors

underlying job satisfaction (Miller 1980; Souza Poza, 2000)

Environment score was identified as the main determinant of

job satisfaction among nursing staff. Tutuncu and Kozak

(2006) measured job satisfaction in the Turkish such as the

work itself, supervisions and promotion were noted as the

determinants of the level of overall job satisfaction among

Turkish hotel workers.

Employees prefer work situation that allow them to use all

their skills mentally and physically, freedom and quick

feedback on their work performance, though it has been noted

that excessive challenge to one’s ability may bring in

frustration (Robbins, 1991) worker prefer jobs that reward

them on the basis of what they perceived as economically

justifiable (Robbins, 1991) it is not the amount of money

one receives but it is the job wage congruence based on

worker perception that lead to job satisfaction.

2.14 FACTORS AFFECTING JOB SATISFACTION:

According to Arnold and Feldman (1996:86-86) there are

variety of factors that make people feel positive or

negative about their job. In addition Baron and Greenberg

(2003:157) states that the factors that lead workers to hold

positive or negative perception of their jobs have been

identified as follows

1. PAY

There is no doubt that monetary reward may play a very

influential role in determining job satisfaction. As

indicated by Arnold and Feldman (1996:86-89) pay have a

powerful effect in determining job satisfaction. Man has

multiple needs and money provides the means to satisfy these

needs (Arnold and Feldman 1996:86)

2. PROMOTION

The level of promotion has a stronger impact on job

satisfaction as compared to recognition and achievement.The

promotion to the next level will result in positive changes

such as pay autonomy and supervisions (Arnold and Feldman

1996:88)

Locke (1976: 1323) advocates that the wish to be promoted

stems from the desire for psychological growth, the desire

for justice and the desire for social stays. management

should therefore, bear in mind that promotion can serve a

very positive motivating tools in ensuring that the

employees attains goals at a higher level.

3. WORKING CONDITION:

The worker would rather desire working condition, which will

result in greater physical comfort and convenience the

absence of such working conditions among other things can

impact poorly on the worker mental and physical wellbeing

(Baron and Greenberg, 2003: 159-160).

4. WORK ITSELF:

A staff member may be totally happy with the job condition

and the people he work with; may dread the work itself, the

work itself will play a critical role in determining how

satisfied a worker is with his/her job, (Arnold and Feldman

1996;88) Arnold and Feldman (1996:88-89) also states that

employees should be entrusted with some autonomy in how they

carry out their task, which will lead to his or her job

satisfaction and this will bring about individuality and

sovereignty in performing a job.

2.15 JOB DEISGN AND THE WORK ENVIRONMENT:

Job design can be seen as an important factors influencing

how employees feel and react to their job, thus affecting

their performance and job satisfaction. According to

woodetal (2004), job design can be described as the planning

and specification of job task and the designated work

settings where they are to be accomplished. According to

smith (2002) people respond unfavorably to restrictive work

environment so it’s imperative for organization to create a

working environment that gives employees the ability and

freedom to think, engaging and motivating the work once they

reach a higher level of job satisfaction. Ayer’s (2005)

suggest that the work environment should motivate employees

to perform at their best and show commitment to the

organization, enhancing work condition to support the

organizations mission and thus impacting on job

satisfaction.

2.16 CONSEQUENCE OF JOB SATISFACTION:

Robbins (2001:77-78) have indicated that in recent years

ample research studies have been design to assess the effect

of job satisfaction on employee productivity, absenteeism

and turnover.

The following evidence stated by Arnold and Feldman (1996:

92-94) will be briefly discussed to highlight the

consequence of job satisfaction and dissatisfaction as

follows:

a. Turnover: Educational institutions with high turnover

most often means educators of those institutes have longer

tenure than those of other similar institute (Newtrom and

Davis: 259-260)

According to Mashance and Glinar (2003:37-38), the main

cause of turnover is job satisfaction. The high rate of

educators leaving the country to seek suitable working

conditions or leaving the professions altogether is

escalating drastically. He also advocates that if the level

of job satisfaction is consistently low, the employee is

more likely to learn the job.

ABSENTEEISM

According to Robbins (2001:78), there is a negative

relationship between satisfaction and absenteeism workers,

who experience low job satisfaction, tend to be absent more.

Furthermore, a high rate of absenteeism will result in a

large principal burden for management in term of

productivity and performance (Arnold and Feldman 1996:94)

Absenteeism is similar to turnover, in the sense that normal

operations and activities are also disrupted and additional

cost can escalate (Arnold and Feldman 1996-94). However,

absenteeism may be due to other legitimate reasons such as

medical or personal reasons (Robbins 2001:200). Baron and

Greenberg (2003: 156), advocates that other reasons for

absenteeism need to be investigated by the department of

human resources.

PRODUCTIVITY:

The saying “a happy worker is a productive worker” is not

true it is actually the converse that productivity is more

likely to lead to satisfaction (Arnold and Feldman 1996:92-

94).

Moreover, if an employee outstanding effort and performance

is not justifiably rewarded will make him to be dissatisfied

an example of this, is when an employee was promised at his

initial interview that a special increase in salary will be

awarded to staff that perform above expected standards. If

an employee met all the requirements and has not received

his/her perceived reward, this could lead him/her to be

dissatisfied.

UNION ACTIVITY:

Arnold and Feldman (1996:94-95) point at that in recent

times the membership number of the various unions in the

education sectors has shown a considerable increase.

According to Arnold and Feldman (1996:95) in an important

study of various organizations, researchers concluded that

workers will join a union mainly based on their

dissatisfaction with working conditions and their perceived

lack of influence change to those conditions:

Furthermore, Arnold and Feldman (1996:95) asserted that

workers became grieved by poor pay, by arbitrary and

capricious discipline and by poor unsafe working conditions.

Therefore, this will call for collective action or

unionization which may be perceived as the best solution to

their grievances.

3.0 HYPOTHESES DEVELOPMENT:

H1: Work place condition are significantly and positively

related with job satisfaction of University lecturers

H2: Compensation and reward structure is significantly and

positively related with job satisfaction of University

lectures in Nigeria.

H3: there is significant relationship between the

designation of the University lecturers and their level of

satisfaction.

H4: Female lecturers are more satisfied with their job than

their male counterpart

H5: There is significant relationship between the incomes

per annum and the level of satisfaction

2.17 FINDING OF OTHER RESEARCH:

Alek Sandra etal (2007) undertook a study on job

satisfaction among Serbian wealth care workers who work with

disabled patience. The study found very low level of job

satisfaction among nurses, while doctors were most satisfied

with their jobs. More than half the respondent agreed that

their working environment was not stimulating and that they

did not find their job motivating while one fifth of the

health care workers responded that they had no personal

autonomy and most indicated that they rarely participated in

a decision making process, similarly more than sixty four

percent felt that they did not have adequate professional

development or educational stimulation at their work place.

The study also found that job satisfaction was associated

with good hospital politics; good inter personal

relationship and a feeling of being able to provide good

quality care.

(Pikoetal, 2006) in their study suggest that there is a

strong association between low levels of jobs satisfaction

and organizational factors. In another study conducted by

(Ekeretal 2004) shows the importance of inter personal

relationship in job satisfaction.

In another study by Shah et al (2001) on correlates of job

satisfaction among health care professionals in Kuwait, the

finding revealed a significant relationship between

educational level and job satisfaction and respondent with

Diploma reported the highest level of job satisfaction,

employee with longer experience were also more satisfied

than those with short experience.

In another study by Buciunieneet al (2003) on job

satisfaction of physicians and general practitioners primary

health care institution during the period of health care

reform in Lithuania revealed that there was no significant

different in total job satisfaction between the two group.

However, doctors who had a longer service were found to be

more satisfied with their jobs.

A study by Ali Muh’d (2004) in Iran on factors affecting

employee job satisfaction in public hospital found a

moderate level of general satisfaction among participants,

the study also showed that the opportunity to develop was a

significant predictor of job satisfaction among study

participants that is the greater the chance for development

within the organization, the greater the likelihood of a

higher level of job satisfaction.

A study by Isharaet al (2007) on public psychiatric services

in Brazil found that general satisfaction was similar among

different professional categories through greater

satisfaction was observed among technicians which according

to the authors could be associated with their low level of

responsibility

Another study by Jain etal (2009) evaluated the level of job

satisfaction among dentist and dental auxiliaries in India

in relation to different work and environment factors. The

results show that dentist had higher job satisfaction scores

than dental auxiliaries on the opportunity to develop

professionally quality patience care, income and

recognition.

3.1 SAMPLE OF THE STUDY:

Out of the total 3 government Universities in Kano State we

have selected only one University by using convenience

sampling method. The target population of this study

consists of all the lecturers in Bayero University Kano and

the size of the sample is 50 respondents. A sample random

sampling method was used to obtain the selected sample.

3.2 The Measuring Instrument

The measuring instrument serves as reliable sources for the

design of

Questionnaires, (Welman and Kruger 2004: 142-148).

According to Leedy (1997:191), a questionnaire is referred

to as an instrument

Used for observing data beyond the reach of the observer or

researcher in this

Context.The measuring instrument will include the following:

Job Satisfaction Questionnaire

Job satisfaction for this study will be measured by means of

the short form of the

MSQ (Weiss, Davis, England & Lofquist, 1967).

For the purpose of this research, the MSQ will be used to

measure the

Dimensions such as pay, supervision, and recognition,

relation with co-workers,

Working conditions, equitable rewards and opportunities for

advancement.

These items will be measured on a five- point Liker –type

scale, with scale

responses varying from:

Very dissatisfied (1)

Dissatisfied (2)

Neutral (3)

Satisfied (4)

Very satisfied (5)

Taking into account the items that needed to be measured in

this study, the

Researchers regarded the Minnesota Satisfaction

Questionnaire as the most

Suitable measure of job satisfaction. Weis et al. (1967) has

also indicated that the

Content of the scale was relevant to the study of job

satisfaction.

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