stdClass Object ( [id] => 8017 [paper_index] => EW201804-01-002460 [title] => ROLE PERFORMANCE AND JOB SATISFACTION OF TEACHERS WORKING IN INSTITUTIONS OF HIGHER EDUCATION IN VELLORE DISTRICT, TAMIL NADU, INDIA [description] =>
  1. Anderson, J.C. & Gerbing D.W. (1988). Structural equation modelling in practice: A review and recommended two-step approach. Psychological Bulletin, 3 (3), 411-423.
  2. Cameron, K., & Freeman, S. (1991). Cultural congruence, strength and type: Relationships of effectiveness. In W. Pasmore, & R, Woodman, (Eds.), Research in organizational change and development (pp. 23-58). Greenwich, CT: JAI Press.
  3. Cecchini Estrada, J. A., González-Mesa, C., & Montero Méndez, J. (2007). Participación en el deporte y fair play. Psicothema, 19(1).
  4. Darden W.R., Babin B.J., Exploring the concept of affective quality: expanding the concept of retail personality, Journal of  Business research 29(2) (1994), 101-109.
  5. Deadrick, D. L. & Gardner, D. G. (1997), Distribution Ratings of Performance Levels and Variability: An Examination of Rating Validity in a Field Setting, Group & Organization Management Journal 39 (4).
  6. Gür, B. F., & Yüncü, O. (2010). An Integrated Pedagogy for 1/1 Learning. METU JFA, 2, 83-9.
  7. Gungor, P. (2011). The Relationship between Reward Management System and. Procedia Social and Behavioral Sciences, 1510–1520. Retrieved from http:// www.sciencedirect. com.
  8. Hulin, C. L., & Judge, T. A. (2003). Job attitudes. In W. C. Borman, D. R. ligen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 255-276). Hoboken, NJ: Wiley.
  9. “India  Country Summary of Higher Education” (PDF). World Bank India 2009: A Reference Annual (53rd Edition).237.
  10. Loi, R., Yang, J., & Diefendorff, J. (2009), Four-factor justice and daily job satisfaction: A multilevel investigation. Journal of Applied Psychology, 94(3), 770-81.
  11. Luthans, F., Stajkovic, A.D., 1999. Reinforce for performance: the need to go beyond pay and even reward. Academy of Management Executive 13, 49–57.
  12. Lund, D. (2003). Organizational culture and job satisfaction. Journal of Business & Industrial Marketing, 18(3), 219-36.
  13. Macky,K & Johnson, G. (2000),The Strategic Management of Human Resources in New Zealand, New Zealand: Irwin/McGraw Auckland.
  14. MacIntosh, E., & Doherty, A. (2010). The influence of organizational culture on job satisfaction and intention to leave. Sport Management Review, 13(2), 106-17.
  15. Moorman, R.H. (1993). "The influence of cognitive and affective based job satisfaction measures on the relationship between satisfaction and organizational citizenship behavior". Human Relations. 6 (6): 759 -776.  doi:10.1177/001872679304600604.
  16. Pfeffer, J., 1994. Competitive Advantage through People: Unleashing the Power of the Workforce. HBS Press  Boston
  17. Schein, E. (1992). Organizational culture and leadership (2nd ed.). San Fransisco , CA: Jossey-Bass Publishers.
  18. Spector, P. (2003). Industrial and organizational psychology: Research and practice (3rd ed.). New York, NY: John Wiley & Sons.
  19. Spector, P.E. (1997). Job satisfaction: Application, assessment, causes and consequences. Thousand Oaks, CA: SAGE.
  20. Thompson E.R, Phua F.T.T. (2012). “A Brief Index of Affective Job Satisfaction”. Group and Organisation Management 37 (3): 275-307. Doi:10.1177/1059601111434201.
  21. www.tndce.in/aboutus.htm
[author] => Devi . S [googlescholar] => https://scholar.google.co.in/citations?user=KeqZGcIAAAAJ&hl=en [doi] => [year] => 2018 [month] => April [volume] => 6 [issue] => 4 [file] => eprapub/EW201804-01-002460.pdf [abstract] =>

Objectives: The study aims to measure the role performance and level of satisfaction of teachers working in institutions of higher education.

Methods: A twenty items tool to measure role performance in a five point scale, and twenty five items tool to measure job satisfaction with five point scale were administered to 485 teachers working in institutions of higher education in Vellore district.

Results:  ANOVA test result revealed  that respondents working in institutions of higher education are able to balance work life and home life. The respondents were had a sense of belonging at work, and   are not recognized by the institution where they are working. The relationship with management is found to be different with type of institution respondent’s work. Factor analysis identified four variables in the factor Work Environment (JS1) Feeling Safe in the Work environment, (JS2) Cordial relationship with Immediate Supervisor, (JS3) Cordial relationship with co- workers, (JS4) The Work itself is challenging, and  four variables   in the factor Career Development (JS9 ) variety of work is present (JS22) Paid training and reimbursement for workshop programs are encouraged (JS23) career  advancement opportunities offered, (JS25) Networking is encouraged were found to be the major factors influencing job satisfaction among respondents.

Conclusion : The study revealed that employees are not recognized by the institution where they are working. The relationship with management is found to be different with type of institution respondent’s work. With regard to job satisfaction the factors  work environment and  career development were found to be the major factors influencing job satisfaction.

KEYWORDS: role performance, job satisfaction, higher education, personal commitment, work environment

[keywords] => [doj] => [hit] => 1735 [status] => [award_status] => P [orderr] => 7 [journal_id] => 4 [googlesearch_link] => [edit_on] => [is_status] => 1 [journalname] => EPRA International Journal of Economic and Business Review(JEBR) [short_code] => IJES [eissn] => 2347-9671 (O), 2349-0187(P) [pissn] => [home_page_wrapper] => images/products_image/12.JEBR.png ) Error fetching PDF file.