The Level of Job Satisfaction among the Faculty Members at Philadelphia University and Its Relation to their Morale

Abstract

The purpose of this study is to explore the level of Job satisfaction of

Faculty members at Philadelphia University and its relation to their morale.

The population of the study consisted of all faculty members at Philadelphia

University in humanitarian and scientific faculties in the second semester

of the academic year 2008\ 2009 totaling (290) Faculty members (160 in

scientific faculties, 130 in humanities) . The researcher administrated the study

on the population as a whole. (199) faculty members responded, 120 from

scientific faculties and 79 from humanities. To achieve the study objective,

the researcher prepared two questionnaires. One about job satisfaction and

it consisted of (33) items divided into five areas, which were: work conditions,

salaries and incentives, the relationship between the faculty members and

the administration, professional development and promotions. Where as the

second questionnaire was about the morale and it consisted of (23) items.

The findings of the study were as follows:

1. The level of Job satisfaction of Faculty members at Philadelphia University

was moderate.

2. There were no significant statistical differences at the level of (α = 0.05) in

the level of Job satisfaction of faculty members due to faculty variable.

3. The level of morale of Faculty members at Philadelphia University was

high.

4. There were no significant statistical differences at the level of (α = 0.05)

in the level of morale of faculty members due to faculty variable.

5. There was a significant positive relation at the level of (α = 0.01) between

Job satisfaction and morale level of faculty members at Philadelphia

University.

In the light of the findings of the study results , the researcher recommends

giving the academic staff members at Philadelphia University the opportunity

to participate effectively in decision making in all matters relating to the

teaching process, increasing their salaries to enable them to meet their needs

and make them feel that their salaries are not less than the salaries of their

counterparts at other universities, adopting a policy by the administration to retain the outstanding academic staff members through giving them financial

incentives to motivate them to work harder and improve the level of their

performance, and finally allowing them the opportunity to take part in various

symposiums and conferences to enhance their expertise and skills.