JOB SATISFACTION FACTORS: Looking From the Job Satisfaction of Private Higher Education Lecturers

JOB SATISFACTION FACTORS:
Looking From the Job Satisfaction of Private Higher Education Lecturers

by: Imanugrahtama

I. Introduction
Work is a human activity to meet their needs and obtain benefits from activities that do. Every person must have been doing work, whether it is working in terms of daily activities such as cleaning, cooking, washing cars and so forth, or work that can make money and can be used to satisfy needs, and work itself can be divided into two; work for someone else or hire someone else. The differences between the two is the one getting money by working for someone else, the second is how these people hire someone else to get some money.
By working one can appreciate him so that they can recognize real identity and the work can also enhance one's social status. Career rising and rising incomes will change one's social status. This can be achieved if the working person to feel satisfaction in their work. Vice versa, if a person does not feel satisfaction in their work will affect the person's career.
Lecturers or teachers is one part of an education system that can produce people who are qualified in the future. Lecturers or teachers are often less attention both from the government side, the decision maker, or from the university foundations. Lecturer or qualified faculty is the cornerstone in the education system. Creating and maintaining quality teachers is the role of existing educational institutions. Factors that influence in order to develop a faculty lecturer atapun quality is job satisfaction for teachers or lecturers.
Institutions of private educational institutions are educational institutions are institutions profitable. Institution is an educational institution trying to maintain power quality education that aims to maintain the quality of that institution. More and more qualified teachers increasingly have owned the sale value of that institution. Thus, the institution should attempt to provide a comfortable working environment for employees so that workers feel the satisfaction of working for that institution.
Obvious reasons related to job satisfaction are related to job performance. Furthermore, low job satisfaction associated with the level of stress, fatigue, lack of commitment to institutions, absence, and turnover, are all factors that affect job satisfaction.
Organizational trust is a stage, where one would assume that other people have good intentions and believes in the words and deeds of others. Trust has a significant effect on the integration group, the perception of a fair decision, the behavior of group members, job satisfaction and organizational effectiveness. Mistrust arise when information is stored alone, the resources allocated inconsistently, and when the employees do not get support from management. According to Laschinger et al in Deborah (2006) also found a strong positive relationship between organizational trust and job satisfaction.

II. Formulation of the problem
1. Does organizational trust significantly influence job satisfaction?
2. Is there a strong relationship between job satisfaction and work element?
3. Is there a significant relationship between wages and financial aspects of employment and job satisfaction?
4. Does psychological condition affects a significant impact on job satisfaction of individuals in the work?
III. Literature Review
Basically there are three main characteristics of motivation, namely business, strong will and direction or purpose. The purpose of each of these characteristics can be summarized as follows:
1. Business: The first characteristic of motivation, namely business, pointing to the power of one's work behavior or the amount shown by someone in a job
2. Volition Hardware: Characteristics of the principal motivation of the second refers to the willingness shown by someone when his efforts to implement the tasks pekerjaanna. With a strong will, then all efforts will be made. Failure will not break the charcoal to keep trying until the achievement of objectives
3. Direction or purpose: the third motivsi Characteristics associated with the direction toward which effort and willpower which is owned by someone.
According Kreitner and Kinicki (2008) Job satisfaction is an affective or emotional response toward Various facets of one's job. Can be concluded that one can feel satisfied with one or several aspects and may also not satisfied with some aspects. Lock (in Sopiah, 2008) suggested "Job satisfaction is a pleasurable or positive emotional state resulting from the Appraisal of one's job or job experience" (work satisfaction is an emotional expression that are positive or enjoyable as a result of an assessment of a job or experience work). Job satisfaction according to Robin (in Debora 2006) is the general attitude of people towards her work. Attitudes are derived from individual perceptions about the job. Referring to the opinion can be understood if Luthans (in Debora 2006) states that there are three important dimensions of job satisfaction. First, job satisfaction is an emotional response to the situation and working conditions. Second, job satisfaction often determine how results will be achieved or that expectations will be exceeded, for example, when members of the organization feel that they work harder than others within a department but receive fewer benefits, then they can have a negative attitude to the work, chairman and co-workers. They will become dissatisfied. Vice versa, if they feel they are treated well and paid fairly, then they will have a positive attitude towards work. Third, job satisfaction reflects the attitudes associated with the work itself. Can conclude that:
1. Job satisfaction is an emotional response to someone about the situation and working conditions.
2. Emotional responses may be a sense of satisfaction (positive), or not satisfied (negative). When you are emotionally satisfied means that job satisfaction is achieved and vice versa if not then mean that the employee is not satisfied.
3. Job satisfaction felt by employees after the employee is comparing between what he hoped would he obtained from his work with what he obtained from his work.
4. Job satisfaction reflects some manner related.
Five dominant model of job satisfaction focuses on a different cause. Employees need fulfillment, difference, achievement values, justice, and the dispositional / genetic component. Fulfillment model proposes that satisfaction is determined by the extent to which job characteristics enable an individual to meet his needs. This model emphasizes the satisfaction of fulfillment in their work is obtained when all an individual needs can be met by the job. The model proposes that differences obtained satisfaction when expectations are met. Hope filled show that individual differences in what would expect from a work, such as salary and career opportunities in accordance with what the individuals have received today. The model proposes that the achievement of value from the perception of job satisfaction that can meet the work values that are trusted by the individual. The model emphasizes the satisfaction of justice is a function of how one is treated fairly in the job. Dispositional model / genetic component based on the sense of trust that job satisfaction is part of the function of behavior and genetics. (Kreitner and Kinicki, 2008)
Eight key associated with job satisfaction (Kreitner and Kinicki, 2008) include: motivation, job involvement, organizational behavior of the population, attendance, desire to stop, shift work, felt stress, job performance. Gibson (in Sopiah, 2008) mentions aspects that affect job satisfaction, namely wages, employment, promotion, supervisors and co-workers. Unlike his case Wexley and Yukl (1992) argues that aspects of work that affect job satisfaction of employees is wages, employment, supervision, coworkers, job content, job security and promotion. Robbins (1996) says that all aspects of work that affect job satisfaction is the wage, employment, promotion, supervisors and co-workers. Sariati (2000) suggested elements of job satisfaction: challenging work, fair wages, working conditions that support, support from colleagues. Sanusi (1989) and Purnomosidhi (1990) in Sopiah (2008) suggested that the indicators of job satisfaction is a sense of security in working with groups, satisfaction with supervisor, satisfaction with the work itself, pay, advancement, and opportunities to advance.
Frederick Herzberg developed a theory of two factors. This theory is looking at job satisfaction comes from the existence of intrinsic motivators and that job dissatisfaction comes from lack of state of extrinsic factors. Job satisfaction is usually associated with achievement, recognition, job characteristics, and progress. Herzberg hypothesis of job satisfaction is a motivator can cause a person who is dissatisfied will be satisfied with his work his work. Herzberg's theory can be concluded as follows:
1. There is a group of extrinsic conditions (job context) includes salary or wages, job security, working conditions, status, organizational policies, supervision, and interpersonal relationships. If this factor is not there then the employees will feel dissatisfied.
2. There is a group of conditions that include intrinsic job performance, recognition of responsibility, advancement, work itself and growth. If the intrinsic conditions are met then the employee organization or company will be satisfied.
There are several ways to measure job satisfaction, among others, using an index scale of job descriptions, using the Minnesota job satisfaction questionnaires, and measurement based on facial expressions. Measurement of work satisfaction with the job description index scale popularized by Smith, Kendall, and Hullin in 1969. This method uses a way to ask questions to employees about the job. Any questions should be answered by the employee with a yes, no or hesitant. In this way can know the level of employee satisfaction. Measurement of work satisfaction with the Minnesota Job Satisfaction developed by Weiss and England in 1967. This scale contains responses that require employees to choose one of the alternative answers: very satisfied, dissatisfied, neutral, satisfied and very satisfied with the questions raised. Based on these answers can be known the level of employee satisfaction. Measurement of work satisfaction according to the picture facial expressions developed by Kunin in 1955. Respondents are required to choose one person's face image, ranging from facial images are very excited, happy, neutral, and very sullen scowl. Employee job satisfaction can be predicted by looking at the option of pictures taken by the respondent. (Sopiah, 2008)

IV. Results and Discussion
Writing is the summary of several journals / scientific articles published on the internet. The author tries to combine journals / scientific article to describe the factors associated with job satisfaction lecturers / teachers. The author uses google scholar who is a search site journals / scholarly articles for academic and library services online also uses MM UGM. The journal was used journals issued in 2004 and upwards. The statistical methods used are statistical analysis technique, it is a correlation it is also using the PCM. Methods of data collection using questionnaires with different respondents in each of the journals studied.
Organizational trust is the trust of workers in organizational leadership and organizational actions will benefit the workers. From the results of research conducted by Deborah (2006) showed that organizational trust has positive and significant impact on job satisfaction. Influence of organizational trust on job satisfaction of 0.618 (p <0.05). This study's findings support research Laschinger et al (2001), and podsakof et al (1996).
In research done Deborah, job satisfaction using variables, such as: satisfaction with salary, satisfaction with promotion, satisfaction with the job, and satisfaction with supervision. Factor loading value of each indicator variable is job satisfaction, satisfaction with the salary for 0918, satisfaction with the promotion of 0545, 0719 job satisfaction, and satisfaction with the supervision of 0584. With a loading factor value is significantly different from those can be interpreted that the indicator of satisfaction with salary / wage larger role in explaining overall job satisfaction variable. This means that all four indicators of satisfaction remains a concern leaders of private universities, but satisfaction with the salary / wage is far more important than job satisfaction and satisfaction with supervision.
Organizational trust is the confidence level of lecturers in private universities where they work that the management of reliable, honest, competent, and has keperdulian on employees. These conditions will lead to employment kepusan. In other words, the lecturers will be more likely to believe in the goals and values prevailing in the organization, willing to exert extra effort in the workplace, and have the intention to quit is lower.
From the research, Deborah (2006) shows what factors in the work environment can increase job satisfaction, which is expected to retain qualified lecturers to remain willing to work at these institutions.
The challenge in working is to create a work environment that can give satisfaction in their work. Pressure at work can result in pain (emotional exhaustion, health problems psychomatic) and active job cause positive results such as job challenge and job satisfaction. Elements of work include the work itself, idealistic, and autonomy in work rules. Based on research conducted by Sharma and Jyoti (2009), approaching 79% of respondents found their profession as the most ideal (t value =- 0474, at a significance level 0709) and 82% agreed with this aspect of autonomy on the job. Although the lecturers are not happy with aspects of the rules and regulations, only 15% of them choose the service rules and their accuracy is still enjoying job security elements. Autonomy in work, enrichment, creativity, appropriacy, appropriate workload and feeling refreshed when the work is an element in the work that can explain the maximum job satisfaction so that there is a strong relationship with the elements of job satisfaction in a job. Based on research conducted by Ssesanga and Garret (2005) working element which brings the influence of satisfaction in work is the freedom to provide teaching materials, sharing knowledge with students, and acknowledge the hard work of his students. Still based on research conducted Ssesanga and Garret, caused by faculty discontent library facilities, recognition of teaching skills, size of classes taught, and the quality of the guidance. So based on research conducted by Garret Ssesanga and more focused on dissatisfaction in the process of teaching and learning activities, not from the psychological side of lecturers.
According to Sharma and Joyti (2009), wages and financial aspects only 28% of respondents (t calculated = 1.23, with a significance level of 0221) which states that private teachers are paid properly, 63% of respondents (t count = 2731, with a significance level of 0.07) not satisfied with the existing benefits but they are not ready to move the profession to pay the same wages. Correlation coefficient (r) and coefficient of determinant (r2) was 0530 (sign <0.01) and 0274, this illustrates that there are positive and significant relationship between wages and the financial aspects of job satisfaction. Thus the third problem formulation can be answered.
Based on the results of research conducted Biswas (2009), psychological conditions have a positive and significant influence with job satisfaction. In theory, individual behavior is influenced by events in the external environment and in the discussion Biswas predict individual behavior through psychological perception than reality objectively. Psychological conditions are calculated using PCM as stated Brown and Leigh (1996). Scala PCM consists of six factors, which supports management, role clarity, contribution, recognition, self-expression and challenging and included 21 items. Reliability of its size scale is 0.9. Based on the calculation from Biswas (2009), psychological conditions significantly influence job satisfaction, this is indicated by ß = 0.76, p ≤ 0.01. In addition regression analysis was also Biswas SEM analysis shows that the procedures and psychological conditions have a positive and significant impact on job satisfaction. The dimensions of psychological conditions among others, clarity of work, task monitoring, supervision management, and task rewards and recognition play an important role in determining job satisfaction. Thus for a responsible manager in such a way as to reduce pressure and provide more challenge, reward, and recognition.






V. Conclusion
Job satisfaction is very necessary for an employee / employees / entrepreneurs in developing the individual. With the existence of an employee job satisfaction will have a high loyalty to the company / organization, so the turnover rate is low.
Job satisfaction is influenced by several factors, among others: the element of work, organizational trust, psychological conditions and wage levels. Organizational trust has positive and significant impact on job satisfaction. So also with the working element which consists of the work itself, idealistic, and autonomy in work rules. In the results of research and Joyti Sharma, lecturers found their most ideal profession and professors agree with the aspect of autonomy in their work. Autonomy in work, enrichment, creativity, appropriacy, appropriate workload and feeling refreshed when the work is an element in the work that can explain the maximum job satisfaction so that there is a strong relationship with the elements of job satisfaction in a job.
So also with the psychological conditions have a positive and significant influence with job satisfaction. The dimensions of psychological conditions among others, clarity of work, task monitoring, supervision management, and task rewards and recognition play an important role in determining job satisfaction. Inside dimensions of this psychological condition, the role of managers is crucial to job satisfaction of employees. Managers must be able to motivate employees, provide praise / reward for maximum effort employees, and guiding employees who need direction and supervision. Managers also need to motivate employees who are considered to indicate a lack of zest in the work so that employees will be excited back and feel satisfied with his work.
By looking at aspects of job satisfaction than the journal literature search results, then the variables used in the research study can be used to conduct research that is identical with previous research or can also be used to conduct research in the field of job satisfaction of different observations, such as examining job satisfaction in this sub level / top management level (manager / director / commissioner), so it is interesting to study the level of job satisfaction on the sub-level of management. This is because job satisfaction is one's perception of his job if the job has reached satisfaction or perceived job satisfaction is not reached.

Bibliography

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