Applicability of Smerek and Peterson’s Assessment Model in analyzing Job Satisfaction among the Academic Staff at Makerere University

Abstract

The purpose of this study was to assess the applicability of Smerek and Peterson’s model in explaining job satisfaction among the academic staff in Makerere University. In particular, the study examined whether intrinsic, extrinsic factors, job characteristics and personal characteristics are significant predictors of job satisfaction among academic staff. Using the positivist paradigm, the researcher adopted correlational and cross-sectional research designs using a questionnaire survey on 304 respondents. Quantitative data was analyzed using descriptive statistics, Students’ t-test, ANOVA, correlation and multiple regression analysis. Hence, the main findings were that the intrinsic factor of recognition was the only significant predictor of job satisfaction. However, work itself, opportunities for advancement, professional growth opportunities, responsibility, good feelings about the organization and clarity of mission were not. Secondly, extrinsic factors of effective supervisor, good relationship with co-workers, satisfaction with salary and presence of core values were positive significant predictors of Job Satisfaction while effective management and satisfaction with benefits were not. Thirdly, Job characteristics of task autonomy and task significance were positive significant predictors of job satisfaction while task variety, task identity and feedback were not. Fourthly, Personal characteristic of the sex of respondents was the only statistically positive significant factor of job satisfaction while age, education, marital status, lengths of service and the category of department one belongs to were not. In conclusion, in regards to Smerek and Petersons dimensions, the intrinsic factor of recognition was the most important predictor of JS. Secondly, the extrinsic factors of effective supervisor, good relationship with co-workers, satisfaction with salary and presence of core values were substantial predictors of JS. Thirdly, the job characteristics of autonomy and task significance were viewed as significant predictors of JS. Fourthly, the personal characteristic of sex of respondents was a statistical positive significant predictor of JS. The study recommended that the authorities responsible for JS at Makerere University like the Principals, Deans should manage, monitor and supervise staff more effectively, make more informed decisions so as to enhance extrinsic JS. The relevant authorizes, at Makerere university such as the University Council need to make the system of employee recognition more fairly and transparent so as to enhance intrinsic JS. This can be done by providing academic staff with clear information on whom, when and how an employee can be recognized. The authorities responsible for JS at Makerere University such as the Deans and heads of departments should guarantee more academic freedom to the academic staff so that they can rearrange tasks and responsibilities to better align roles in regards to the changing environment inside and outside the University. The University Council should encourage gender sensitive planning, implementation and monitoring strategies as a mechanism of enhancing JS at Makerere University.