scholarly journals Job Profile and Description of the Administrative Staff and Research, Extension and Professional Staff (REPS) in a College in a National University

2017 ◽  
Vol 51 (2) ◽  
Author(s):  
Tammy L. Dela Rosa ◽  
Jupiter Kelly H. Barroa ◽  
Ma. Katrina Diana M. Cruz ◽  
Marjorie M. De Lima ◽  
Tita L. Dimaano ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Staff Development ◽  
Complete Information ◽  
The Philippines ◽  
Professional Staff ◽  
Administrative Staff ◽  
Immediate Supervisor ◽  
High Level ◽  
The University ◽  
Job Profile

Objectives. This study aims to determine demographics, job suitability, job satisfaction and perception among the administrative staff and research, extension and professional staff (REPS) of the University of the Philippines Manila College of Medicine. Methods. This is a descriptive study. A questionnaire was developed and administered to 71 administrative employees and Research, Extension and Professional Staff (REPS) to assess job profile, actual duties and responsibilities of the official job position/title during a period of five years from January 1, 2010 to December 31, 2014. Results. There are 71 employees of the University of the Philippines College of Medicine (UPCM), 61 administrative staff and 10 REPS. A majority (62%) have been with the UPCM for more than 15 years. Sixty-two employees had complete information and among these, 45 (72.6%) were hired for jobs related to their educational backgrounds. All employees underwent some form of training as part of staff development (2.56 courses/employee/year) and the staff recognized that these courses enhanced their ability to do their jobs (95.3%). However, the staff also feel that they attend many other courses (66.4% of courses attended) that are not directly related to their jobs, with only 33.6% of these courses having any bearing on the performance of their specific jobs. Survey results showed that job satisfaction and perception of the value of their work is generally high. However, sources of dissatisfaction include being assigned tasks by people other than their immediate supervisor, not enough time to do their jobs and duties assigned that are not within their job description. Conclusion. Most employees of the UPCM have a high level of satisfaction with their jobs. Cited factors for this include job suitability, continued staff development, a sense that what they do is essential to the organization as a whole. Some areas are seen to be sources of dissatisfaction. These include mismatch between training and actual duties, work assigned by people other than their supervisors, too little time allotted for the work assigned, and tasks expected of them that are not within their job descriptions.

The Need for Professional Education in Probation and Parole

1976 ◽  
Vol 22 (1) ◽  
pp. 67-74 ◽  
Author(s):  
Joseph J. Senna
Keyword(s):  
Staff Development ◽  
Professional Education ◽  
Professional Staff ◽  
Academic Programs ◽  
Professional Status ◽  
Parole Officers ◽  
Probation And Parole ◽  
University Level ◽  
Probation And Parole Officers ◽  
The University

While we know a great deal about the practice of probation and parole and about their place in the correctional process, we know virtually nothing about the kind of professional education that is best suited for probation and parole work and we have little information on the extent to which graduate-level opportunities are available. This article re- examines the tasks of probation and parole officers and relates them to the differing academic programs used by such personnel. Data from a na tional survey are used to demonstrate that probation and parole agencies have not supported Professional staff development. A number of ap proaches to improve graduate study for probation and parole officers, at both the agency and the university level, are described. Implementing these suggestions would help to attain the objectives of effective rehabili tation and higher professional status for community correction.

scholarly journals The Effect of Job Burnout on Employees’ Satisfaction: A Comparison Study between Public Universities and Private Universities in Jordan

2015 ◽  
Vol 7 (4) ◽  
pp. 54
Author(s):  
Naser Jamal Khdour ◽  
Omar Durrah ◽  
Martin Harris
Keyword(s):  
Job Satisfaction ◽  
Public Universities ◽  
Private Universities ◽  
Negative Attitude ◽  
Job Burnout ◽  
Administrative Staff ◽  
Public And Private ◽  
Employees Satisfaction ◽  
Personal Performance ◽  
The University

<p>This study seeks to shed light on the phenomenon of job burnout, and its prevalence amongst the staff and seeks to address the issue of the level of job satisfaction in Jordanian universities, together with the examination of the effect of job burnout on job satisfaction. The study adopted a descriptive analytical approach through a comparative study between public universities and private universities, and used the questionnaire as basic tool for data collection, which was distributed to a sample of (200) members of the administrative staff in Jordanian public and private universities. The study found that the degree of job burnout experienced by the administrative staff in the university sector was more than average, Showed that low personal performance dimension has ranked the first as the most persistent job burnout dimension then physical and emotional exhaustion then negative attitude towards relationships. It observed that the degree of job burnout in public universities was greater than in the private universities. The level of staff job satisfaction in the public universities was less than that observed in private universities. The study showed that no dimension of job morally affects on employees satisfaction in public universities. while only one dimension (low personal achievement) affects employees satisfaction in private universities.</p>

scholarly journals Technostress, Work Performance, Job Satisfaction, and Career Commitment of Teachers amid COVID-19 Crisis in the Philippines

2021 ◽  
pp. 260-275
Author(s):  
Michael B. Cahapay ◽  
Nathaniel F. Bangoc II
Keyword(s):  
Job Satisfaction ◽  
Distance Education ◽  
Organizational Performance ◽  
Work Performance ◽  
Negative Relationship ◽  
Career Commitment ◽  
Teaching Experience ◽  
The Philippines ◽  
Performance Variables ◽  
High Level

The perception of technostress in education constantly increasing to unprecedented levels is not new. However, in novel situations like the global COVID-19 crisis, technostress and its influence on important teaching facets deserve a revisit. This paper focuses on the association of technostress on the sample characteristics and organizational performance variables of the teachers in the context of emergency distance education brought by the COVID-19 crisis. Following a mainly correlational research design, 2,272 teachers from Mindanao, Philippines were taken as a sample. The data collected through adapted instruments were treated using descriptive and inferential statistics. The results showed that the teachers experience moderate level of technostress, very high levels of work performance and job satisfaction, and high level of career commitment. It was further revealed that technostress and its four sets significantly differed across age, gender, marital status, and teaching experience. Lastly, it was found out that technostress has a significant negative relationship with work performance. The practical implications of these outcomes on the professional development of the teachers in the context of emergency distance education are discussed at the end of the study.

Developing corporate culture in the Indian university libraries

2006 ◽  
Vol 27 (6/7) ◽  
pp. 486-493 ◽  
Author(s):  
I.V. Malhan
Keyword(s):  
Staff Development ◽  
Change Management ◽  
Corporate Culture ◽  
Professional Staff ◽  
Work Culture ◽  
University Libraries ◽  
Corporate Sector ◽  
Content Type ◽  
Managing Change ◽  
The University

PurposeThis paper discusses the problems and challenges of change management in the university libraries to facilitate their growth, resources management and service performance similar to the work culture of the corporate sector.Design/methodology/approachDiscusses the changing face of Indian university libraries. Describes the developing corporate culture in the university libraries and explores the ways the university libraries can manage change. Presents a case study of managing change at the University of Jammu Library.FindingsThis study reveals the complexities of change management in the university libraries and indicates that the university leadership, the library manager, and the professional staff play a key role in affecting change in the university libraries. Highlights that change management and staff development go hand in hand. The paper points to the fact that evaluation and review processes of the universities for accreditation, grading, and certification also help to a great extent to facilitate and manage change. The university libraries may adopt the work culture of the corporate sector for building their collections, managing their finances, training their staff, upgrading their technologies, ameliorating their operations, but for rendering their services they must ensure humanism in practice.Originality/valueProblem areas identified and strategies tested provide an important input to the university librarians for effectively managing change in the university libraries.

scholarly journals PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KOMITMEN PEGAWAI PT. LINTANG SARANA MEDIA MALANG

2018 ◽  
Vol 10 (1) ◽  
pp. 10-13
Author(s):  
Apriyanti Apriyanti
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Employee Satisfaction ◽  
Linear Regression Analysis ◽  
Employee Commitment ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Work Place ◽  
Administrative Staff ◽  
High Level

Attention to Human Resources within an organization is critical to gaining employee commitment as expected. Employee commitment itself is influenced by many factors, including compensation and job satisfaction. This study aims to analyze the influence of Compensation and Job Satisfaction. This study aims to clarify the effect of compensation and job satisfaction to employee commitment to the organization. Compensation should be able to trigger the desired behavior in organizations such good performance, loyalty and responsibility on organizational commitment. While job satisfaction is the compatibility between one's expectations that arise in return provided by the job. So if the company can provide appropriate compensation and employee expectations employee satisfaction with the job may have given the company, the employee will have a high level of commitment to the work place. The population of this research is all the administrative staff of: PT.Lintang Sarana Media Malang The sampling technique used is total sampling with a sample of 40 people. Collecting the results was conducted by questionnaire and the results were analyzed using multiple linear regression analysis.

scholarly journals Addressing Maritime Industry Feedback For Continuous Improvement: A Process Model

2021 ◽  
Vol 93 (6s) ◽  
pp. 36-50
Author(s):  
Emeliza T. Estimo ◽  
◽  
Geneveve M. Aguilar ◽  
Keyword(s):  
Process Model ◽  
The Philippines ◽  
Maritime Industry ◽  
Work Processes ◽  
Level Of Satisfaction ◽  
Opportunities For Learning ◽  
High Level ◽  
Or Organization ◽  
The University

Stakeholders’ satisfaction is essential for sustainability. It provides opportunities for learning the strengths and weaknesses of an institution or organization to design and improve the quality of its services to promote goodwill and effective partnerships with the industry and the community. This descriptive study discusses and illustrates how a leading maritime university implements a process model for addressing industry feedback in the Philippines based on a trend of data gathered for nine consecutive years (2011 – 2019). This paper also mentions the actions taken by the University to address the issues and concerns raised by the industry stakeholders represented by shipping company Presidents, Crewing Managers, and Training Officers, particularly on the quality of graduates that it produces vis-à-vis the expectations of the industry. This study used the mixed methods of gathering data. The results revealed a trend in the level of satisfaction of the industry stakeholders, which point to a consistently high level of satisfaction with minimal declines at certain points from the quality of students that the school is producing to the quality of services provided over the years. Certain factors have been discussed as possibly influential in the decline of the stakeholders’ level of satisfaction. After implementing the work processes to address industry feedback, it was found to be working well and is now being considered by the administration as one of its best practices. To date, the University is continuously maximizing all strategies possible to sustain its performance in meeting the industry’s expectations.

Job Satisfaction And Gender Factor Of Administrative Staff In South West Nigeria Universities

2010 ◽  
Vol 3 (10) ◽  
pp. 51 ◽  
Author(s):  
E. O. Olorunsola
Keyword(s):  
Job Satisfaction ◽  
Educational Goals ◽  
Administrative Staff ◽  
University Management ◽  
Male And Female ◽  
South West ◽  
Significant Difference ◽  
And Gender ◽  
Gender Factor ◽  
The University

The study investigated the level of job satisfaction of male and female administrative staff in South West Nigeria Universities. The research design used was a descriptive survey type. The population consisted of all the senior administrative staff in the universities, out of which a sample of 400 respondents made up of 100 respondents from each of the state and federal universities. Two research questions were raised while one hypothesis was generated and tested at 0.05 level of significance, using t-test statistical method. The result of the analysis showed that the level of job satisfaction of administrative staff in both federal and state universities was high. It was also revealed that there was no significant difference in the job satisfaction of administrative staff in the universities. It was revealed that there was significant difference in the job satisfaction of male and female administrative staff in the universities. Based on this findings, it was recommended that the university management should provide more motivational factors that would sustain the tempo of the workers.  Also, the university management should design a programme that would make the female workers satisfied value and their work like their male counterparts. So that educational goals would be achieved.

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