Job Satisfaction among Academic Staff in Fisheries Faculties at Turkish Universities
Saygi, Hulya, Tolon, Tolga, Tekogul, Hatice, Social Behavior and Personality: an international journal
We assessed the confidence of academics in their careers in fisheries faculties at Turkish universities and developed a scale based on the Job Satisfaction Questionnaire (Cellucci & DeVries, 1978) to classify their attitudes in order to evaluate level of job satisfaction. A survey and a personal information form were made available via the Internet to academics employed in various faculties of fisheries in Turkish universities. Testing for validity and reliability showed that the trust attitudes of academics could be examined with 5 factors: satisfaction with supervisors, satisfaction with coworkers, satisfaction with pay, satisfaction with promotion, and satisfaction with work itself. Results showed that coworkers and promotions were considered more important than the pay. The most important factor in job satisfaction was coworkers, with working as a team and sharing also rated as important. There was no significant difference in the rating of the factors according to gender. These findings are important as preliminary research in the fishing sector.
Keywords: academic staff, job satisfaction, fisheries, Turkey.
Job satisfaction is an attitude developed by an individual towards the job and job conditions (Lutiians, 1994). It is also a personal evaluation of job conditions (e.g., the job itself, attitude of the administrator) or the results (e.g., pay, job security) of the job (Çetinkanat, 2000). Satisfaction with one's job consists of die internal reaction developed because of die perceptions about die job and also, because of job conditions. This reaction results from a system of norms, values, and expectations formed by die individual (Schneider & Snyder, 1975, cited in Cekmecelioglu, 2005). According to Davis (1981), job satisfaction occurs when the features of die job and the desires of those performing the job match one another. Locke (1969) defined the concept of job satisfaction as die pleasurable emotional state resulting from die appraisal of one's job as achieving or facilitating the achievement of one's job values (Nguni, Sleegers, & Denessen, 2006).
An individual's career is the progression of his or her working life to gain more responsibüity, better salary, more respect, and higher status (Can, Akgün, & Kavuncubasi, 1995). However, it is pointed out that me term career partially evokes die degree or level of success in me field no matter what meaning is attached to it. As well as die individual's business life die career includes a major part of human life, it also defines the economic lifestyle. For this reason job satisfaction has become a major subject of study (Karaman & Altunoglu, 2007). Even diough academics think mat there is inadequate resourcing for their jobs in terms of such things as course load or cost, researchers have generally shown mat academic staff are satisfied with meir jobs (Kinman, 2001). According to Hackman and Oldham (1975, p. 159), work satisfaction is defined as "the happiness that workers feel for their jobs". According to Schermerhorn, Hunt, and Osborn (1994), it is "the sensual reaction of the worker towards his job along with physical and social conditions, and it points to the corresponding degree of die expectations in die psychological contract of the worker" (p. 144). Akçamete, Kaner, and Sucuoglu (2001), define work satisfaction as "corresponding of me values of me worker with his or her job at me office". As seen from these definitions, work satisfaction, expressed in the simplest form, depicts how pleased die worker is with his or her job. People naturally want to exhibit their personal talents. Any condition or perception negative to personal talents may cause work dissatisfaction, as well as psychological problems and complaints of me workers (Gignac & Appelbaum, 1997; Tannverdi, 2006). The stress built up by work in the person may be related to factors like too many tasks, duty conflicts, negative attitude of die management, and lack of decision-making ability. …