Far East Research Centre www.fareastjournals.

com

Role of Demographic Characteristics on Job Satisfaction

Muhamamd Mudasar Ghafoor
PhD (Scholar), School of Business, University of Dundee, Scotland, United Kingdom
m.m.ghafoor@dundee.ac.uk

ABSTRACT
The cross-sectional study attempts to examine the relationship between Demographic
Characteristics and job satisfaction among academic staff of public and private sectors
universities in Pakistan. There were 132 universities in Pakistan, in which 73 public sectors and
59 from private sectors. This study was conducted in Punjab Province in which total number of
universities was 40 which includes 22 public and 18 private sectors. This study considered all
public and private sector universities which were working in Punjab Province of Pakistan.
Minnesota satisfaction questionnaire by Weiss, et al., was adopted and few items added to
measure demographic characteristics. The questionnaire was pretested in seven universities of
Punjab Province before final data collection. For data analysis Statistical Packages for Social
Sciences (SPSS) were used. The studied population was 6327 academic staff which comprises
Lecturers, Assistant Professors, Associate Professors and Professors. The sample size was 310
academic staff and usable questionnaires were 299 which were 96.45% of total sample size. The
cronbach’s alpha of the instrument was .852 which was above acceptable range. It was found
there was not too much difference in job satisfaction on the basis of demographic characteristics.
But, male academic staffs were slightly more satisfied than their counterpart. The permanent
academic staffs were more satisfied than contractual academic staff. The academic staffs with
PhD’s degree were more satisfied with job than academic staff with MPhil, Master and Bachelor
(Hons) degree. The academic staffs with high net monthly salary were found more satisfied than
those who were earning less monthly salary. The experienced faculty members were more
satisfied than less experienced. It was also found age and job satisfaction was not positively
correlated with each other’s. The academic staffs from private sector universities were
comparatively more satisfied with overall job satisfaction than that of public sector universities.
The findings of this study are helpful for administration of the concerned universities, Ministry
of Education and Higher Education Commission of Pakistan for policy formulation regarding
human assets.
Key Words: Job Satisfaction, Demographic Characteristics, Higher Education Commission.
Paper Type: Research Paper

INTRODUCTION
The debate on job satisfaction started in 1911 when Taylor talked about piece rate and linked
employee’s prosperity with organization’s prosperity through employee productivity. He further
suggested that high wages, relationship with employers lead to employee satisfaction. Later on in
1924-30, engineers of Western electric company conducted study at Hawthorn plant on control
and experimental groups related to worker productivity and concluded illumination has not direct
link with group productivity of employees, it is known as the Hawthorn studies which is
considered as greater contribution in human resource practices.

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After that in 1959, Herzberg, Mausner and Snyderman gave two factor theory which comprises
motivators (work itself, achievements etc.) and hygiene factors (supervision, salary, relationship
with colleagues) become the causes of job satisfaction and dissatisfaction. In addition to, Lock
gave a theory on job satisfaction in 1976 and explained the job satisfaction in this way, there is a
difference between expectation from the job and actual job, that difference is treated as job
satisfaction. He explained that all the elements in a job contribute to overall job satisfaction.

JOB SATISFACTION
According to Locke (1976), “a pleasurable or positive emotional state resulting from the
appraisal of one’s job or job experiences”. In the words of Luthan, job satisfaction deals in three
dimensions, first, job satisfaction is a reply of employees against particular situation of a job, it
cannot be visible and it is just conclusion from evidences. Second, job satisfaction depends upon
how accurately outcome of organizations have been met and third, job satisfaction comprises
several characteristics which are related to job e.g. relationship with coworkers, supervision
received, opportunities for promotion, work itself and pay received.

Sharma and Jyoti’s (2010) undertake a study “on job satisfaction of university teachers at Jammu
University India” and data was gathered from 120 faculty members. The study concluded that
job itself contributes 63% in job satisfaction. Professors were more satisfied than lecturers and
further explained that job satisfaction declines in the middle of age, that’s why job satisfaction
curve is, just like “U” shape. They concluded that factors which were effecting academic staff’s
job satisfaction included intrinsic, extrinsic and demographic factors.

According to Herzberg, Mausner and Snyderman (1959), intrinsic factors are those factors which
are related to internal satisfaction which are also treated as motivators and satisfiers e.g.
“achievements, recognition, work itself, responsibility, advancement and growth”. While
extrinsic factors are those factors which are related to external environment of the work, these
factors are also known as hygiene factors e.g. “administration of the organization and its policy,
supervisory behavior, relationship with superiors, working environment, salary, relationship with
coworkers, relationships with subordinates, status, personal life, and safety measures”.

Demographic factors include age, gender, marital status, qualification and experience. Perrie and
Baker made a study on job satisfaction among more than 36,000 school teachers at America and
reported that male teachers were less satisfied than female teachers with reference to their jobs.
Female teachers have also strong correlation with salary and benefits than counterpart. The
above discussed study’s main concern was to see the difference between male and female
teacher’s job satisfaction. But that study was only conducted in school teachers at America.
Actually we need such study which should cover more than one country and compare the
academic staff level of job satisfaction.

DEMOGRAPHIC CHARACTERISTICS AND JOB SATISFACTION

According to Hajiha, Jassabi and Ghaffari, in their article under title, “The role of gender in job
satisfaction of university staff members”, that study was conducted in 4 universities and 346
questionnaires were handed out to academic staffs. The usable questionnaires were 281 which
comprise 128 male and 153 female. Cross-sectional study was conducted in six months. Mann-

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Whitney test was applied for data analysis. It was concluded that male academic staffs were
more satisfied than their counter partners. Another study was conducted to see the relationship of
demographic characteristics and job satisfaction which was conducted by Malik (2011) under the
title of, “Study of job satisfaction factors of faculty members at university of Baluchistan”. The
researcher tried to explain the relationship between demographic factors “Age, Gender, Family
size, Income, Occupation, Education, Ethnicity, Nationality, Religion, Social standards” and job
satisfaction. The sample size was 120 which comprise 100 male and 20 female faculty members.
Primary data was collected with the help of adopted questionnaire. The reliability of the
instrument was above acceptable value that was .81.According to Sekaran, “Cronbach's alpha is
a reliability coefficient that indicates how well times in a set are positively correlated to one
another. It shows internal consistency reliability”.
There was the difference in job satisfaction on the base of Gender. According to the results the
females (M=4.2, SD=.65) were more satisfied with the job instead of male (M=3.7, SD=.87). As
far as conclusion was concerned the demographical factors have no significant impact on job
satisfaction. It was discussed in the first study male were more satisfied with their jobs than
counterpart but in second study female were more satisfied with jobs than male academic staff.
We should also keep in our mind that in second study the total number of female academic staff
was 20 but on the other hand male academic staffs were 100, there is need of proper balance
sample so, results may be discussed in a proper way. In second study it was also concluded that
demographical factors did not contribute significantly toward job satisfaction. It may be due to
the ratio of male and female academic staff.
Another study was conducted by Olorunsola (2010) in his article under the title of “Job
satisfaction and gender factor of Administrative staff in south west Nigeria Universities”. Sample
size was 400 members from 4 universities, representing 100 members from each university.
Studied sample comprises two federal universities and two were state owned. Primary data was
gathered with the help of adopted questionnaire and cronbach’s of the instrument was .92 which
was the above acceptable value. As conclusion was concerned male administrative members
were comparatively more satisfied than female administrative staff.
Bas and Ardic (2002) made a study on, “Impact of age on job satisfaction to Turkish
academician”. The target sample was 831 academic staff. The response rate was 41.6% and the
usable questionnaires were 346 which were obtained from academicians of 26 universities of
Turkey. Newly hired staff response was comparatively better than existed ones. Data analysis
was made with the help of SPSS. There were three findings, firstly, rank of academic staff does
not affect too much on job satisfaction secondly, female were slightly more satisfied than male
and finally, there was positive relationship between age and job satisfaction. The above
discussed two studies were balanced with reference to sample size, in first study it was proved
that male were more satisfied with their job as compare to female academic staff but the second
study it was obverse to the first study. But very interesting factor which we found in second
study that was age and job satisfaction was positively correlated with each other.

HIGHER EDUCATION AT PAKISTAN

Pakistan came into being on 14th August 1947. The first Pakistan Education Conference was
held from 27th November to 1st December 1947 to set a vision for the country. Later in, 1952 a
higher education body, the Inter-University Board was established to develop a link among

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universities of the country. In 1959, the Commission on Education was established. Few
recommendations of Commission on Education were as follows firstly, Higher education should
be considered as a separate identity and intermediate classes will be under the jurisdiction of
Board of Intermediate and Secondary Education, secondly, the duration of Bachelor of Arts and
Science degree will be three years which was previously two years thirdly, courses will be
updated according to the country need particular in science and technical education fourthly,
examination system should judge students aptitude not only rote learning fifthly, University
Grant Commission should be established which will work just like a bridge between Ministry of
Education and Universities and lastly, students should avoid politics.
Later on in 1970 New Education Policy was announced by the Cabinet and its focus was on five
areas firstly, for the sake of national unity the role of education will be under the light of Islamic
values secondly, education should be under the light of economic needs particular emphasis will
be on scientific, technical and vocational studies thirdly, equal access to education should be
provided to all general public fourthly, teacher should play their role to provide quality education
and lastly, authority should be given to academic and administrative staff (decentralization)
regarding their matters particular at University level. According to the World Bank Report
decentralization means authority of setting fee, recruitment and budget allocation at university
level as the same time institutes will be accountable regarding their financial, academic and
administrative matters. University of the Punjab, Lahore was established in 1882. It was the only
university after the establishment of Pakistan. This university was responsible to manage the
entire students of the country except Sindh (Province) because Sindh was affiliate with
University of Bombay. There were only 644 students in 1947 at Pakistan. During the first
decade, number of universities was four but after the completion of next decade number of
universities went up to ten. There were only 18 Universities at Pakistan during 1947-77. During
1977-97, further 25 Universities were established and total number went up to 43. Before the
establishments of HEC, there were only 59 Universities, now we have 133 Universities at
Pakistan (Isani, 2001).

OBJECTIVES
The specific objectives of this study are given below:
What is the relationship between job satisfaction and

 Gender
 Age
 Qualification
 Experience
 Rank/Designation
 Job Status
 Net Monthly Salary
 Universities considered as Public or Private (theoretical analysis and empirical analysis
of conjectures)?
Are there differences in job satisfaction levels between various demographic groups of academic
staff (empirical)?

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HYPOTHESIS
Devaney and Chen expressed their views about demographic variables e.g. age, gender,
education level have effect on job satisfaction and with reference to job satisfaction young
workers are less satisfied than old workers. According to Dwivedi (1977), age affects individual
job satisfaction.
Ho: Age is not positively related to job satisfaction.
H1: Age is positively related to job satisfaction.

According to Santhapparaj and Alam (2005), marital status and working experience were
positively correlated with job satisfaction. Men were less satisfied than women with reference to
their jobs. According to Cano and Miller (1992), male and female behave slightly differently
related to job satisfaction. According to Park (2002), females are pupil-oriented and interested in
teaching. According to Park, male were less satisfied as compare to their female counterpart with
reference to satisfaction of job.

Ho: Male and female do not behave differently with job satisfaction.
H1: Male and female behave differently with job satisfaction.

Gurbuz (2007) conducted research on level on education and job satisfaction on 600 workers,
who were working in four and five star hotels. According to results, there were positive relation
of level of education and job satisfaction. In the words of Gardner & Oswald (2002), average job
satisfaction is reduced with the level of education and sometime with same status; it also found
increase in level of education also becomes the cause of decrease in job satisfaction on the same
rank. According to Metle (2001), with the increase in education, the expectations of employees
also increase. Education positively associated with job satisfaction.

Ho: Education level of academic staff is not positively related to job satisfaction.
H1: Education level of academic staff is positively related to job satisfaction.

Kumar & Giri (2009), conducted research at India; data was collected from 380 employees at
junior, middle and top level management of public and private organizations. Their findings
showed that experienced employees were more satisfied with reference job satisfaction and
organizational commitment but on the other side less experienced employees were less satisfied.
According to Lewis (1982), the academic staffs that have continuous employment in particular
institutes were more satisfied.
Ho: Experience is not positively related to job satisfaction.
H1: Experience is positively related to job satisfaction.

According to Tella, Ayeni & Popoola (2007), absence of job satisfaction will become the reason
for reduction in organizational commitment and less amount of job satisfaction will lead to
switchover to another job. Due to lack of job satisfaction sometime employees may switch over
from public to private sectors and private to public sectors.
Ho: job satisfaction does not differ between academic staff of public and private universities
in Pakistan.

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H1: job satisfaction differs between academic staff of public and private universities in
Pakistan.

METHOD
POPULATION AND SAMPLE
Sekaran defines population as “the entire group of people, events or things of interest that the
researcher wishes to investigate”. According to Hair, Bush and Ortinau (2003) sample is a small
number of elements from a large number of elements (which is treated as population) and it
based on the estimation that sample number of elements (which is treated as sample) represents
the whole population. In this study we used simple random sample.
Further they explained, “Simple random sampling is a probability sampling procedure that
ensures that every sampling unit in the target population has a known, equal, nonzero chance of
being selected”. According to them there are few advantages of this sample first, this technique
is very easy to understand and this type of study can be easily generalized on total population
where simple random sample drawn. Second, this method provides us unbiased characteristics of
the population. Third, this techniques provides us the guarantee of every sample unit of the
population, the chances of being selected are same for all the units of population. Final it also
ignores the size of sample because the way sample was drawn that was appropriate.
The concern of this study is on Punjab Province of Pakistan. According to Higher Education
Commission of Pakistan total number of universities were 40 which comprise 22 public and 18
privates sectors. Three universities were excluded from population list, one university deals in
distance learning and other two were private sectors universities. The information of academic
staff of these two private universities was not available on their official web sites. The total 37
Universities were included in studied population.
Before moving to field work, the database of all academic staff of 37 Universities which
comprises 21 public and 16 private sectors was prepared from the official websites of concerned
universities. The division of academic staff was 4958 from Public sectors and remaining 1369
from private sectors universities of Punjab Province of Pakistan. The total number of academic
staff was 6327. The total number of Lecturers was 3458, Assistant Professors 1660, Associate
Professors 524 and Professors 685. Composition of male and female academic staff was 4298
and 2029 respectively. This study only considered permanent and contractual faculty members.
The visiting faculty members were not part of this list (See table 1 for format of population list).

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Table – 1: Format of the population file

Note: This information is official and available on the website of all Public and Private sector
Universities of the Punjab Province of Pakistan.
PROCEDURES

First, we got Ethical approval on Questionnaire from Ethics approval Committee, University of
Dundee, Scotland, United Kingdom. Second, a formal electronic mail was sent to Chairperson of
Higher Education Commission of Pakistan and he replied I have no objection but you may
consult concerned Vice Chancellors and Rectors of Public and Private sector Universities. So,
we got written permissions from Vice Chancellors and Rectors of those universities (which were
mentioned in our studies) through formal electronic mail. After getting written permissions from
concerned authorities of Universities, data was gathered through personally administered
questionnaire.

RESEARCH INSTRUMENT, RELIABILITY AND VALIDITY

Weiss, Dawis, England and Lofquist (1967) developed a scale on job satisfaction which is
known as Minnesota job satisfaction questionnaire (MJSQ) and its short version is comparatively
better than other job satisfaction scales. First, it focuses on facets of job satisfaction which
explain the situational factors. Second, it covers intrinsic (12 items) and extrinsic (8 items)
aspects of a job satisfaction. Third, intrinsic items focus on self-accomplishment and extrinsic
items focus on pay, opportunities for promotion and supervision. Fourth, this scale has good
reliability. Finally, both intrinsic and extrinsic items formulate overall job satisfaction. This
study used MJSQ and got good reliability (cronbach’s alpha) 0.85 which is consistent with
previous studies. According to Andrew, Pederson and McEvoy (1970), the value of cronbach’s
alpha remain in the range of 0 to 1 but the value greater than 0.70 is acceptable.

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Minnesota job satisfaction questionnaire was used by Warsi, Fatima and Sahibzada (2009) and
got reliability (cronbach’s alpha) 0.822 of the overall instrument. It was found that job
satisfaction, work motivation and organizational commitment were positively correlated with
each other. Further it was discussed job satisfaction and organizational commitment were
strongly associated than work motivation and organizational commitment. Bayram, Gursakal and
Bilgel (2010) used Minnesota Job Satisfaction questionnaire and got 0.85 reliability of total of
intrinsic and extrinsic items as a whole. It was concluded burnout, depression were negatively
related vigor and job satisfaction. Tella, Ayeni and Popoola (2007) used MSJQ and got
cronbach’s alpha of overall instrument 0.83. It was discussed that, perceived motivation, job
satisfaction and commitment were correlated with each other but on the other hand side there
was negative correlation between motivation and commitment.

RESULTS AND DISCUSSION

DEMOGRAPHIC CHARACTERISTICS OF ACADEMIC STAFF
We received data from 299 academic staff working in public and private sector universities of
Punjab Province at Pakistan. Out of those 299 individuals, 60% were males and remaining 40%
were female academic staff. Participants belongs to different age groups, 42% were between 20
to 30 Years old, 31% were between 31 to 40 Years old, 15% were 41 to 50 Years old and
remaining 12% were 51 and above. 10% were Bachelor (Hon. Degree) holders, 31% were
Master Degree holders, 34% were M. Phil and remaining 25% were serving institutes with PhD
Degree. 54% employees had below 5 Years teaching experience, 20% employees had below 10
Years teaching experience, 7% employees had below 15 Years teaching experience and 19%
academic staff had above 16 Years teaching experience.
57% academic staffs were lecturers, 27% were assistant professors, 8% were associate professors
and remaining 8% were full professors. 69% academic staffs were permanent and 31% were
contractual.Net monthly salary of 17% academic staff was less than Rs.30,000/-, 48% academic
staffs were earning less than Rs.60,000/-, 23% were earning less than Rs.90,000/- and 12% were
earning more than Rs.90,000/- as net monthly salary. As teaching subject areas was concern,
academic staffs were teaching approximately 51 different subjects which include e.g. Business
Administration, Commerce, Computer Science, Engineering, Medicine, Basic Science, Social
Science, Pharmacy etc. 77% academic staffs were belong to public sector universities and
remaining 23% from private sector universities of Punjab Province of Pakistan (see table 2).

Table – 2: Demographic Information

Characteristics (N=299) N %
Gender:
Male 179 60
Female 120 40
Age:
20-30 Years 126 42
31-40 Years 92 31
41-50 Years 43 14
51 and Above 37 13

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Highest Qualification:
Bachelor (Hons) 30 10
Master 92 31
MPhil 103 34
PhD 74 25
Teaching Experience:
0-5 Years 161 54
6-10 Years 60 20
11-15 Years 20 07
16 and Above 58 19
Rank/Designation:
Lecturers 172 57
Assistant Professors 80 27
Associate Professors 24 08
Professors 23 08
Job Status:
Permanent 207 69
Contractual 92 31
Net Monthly Salary:
Less than Rs. 30,000/- 51 17
Rs. 30,001 to 60,000/- 143 48
Rs. 60,001 to 90,000/- 68 23
Rs. 90,001 and Above 37 12
University Considered as:
Public 231 77
Private 68 23

Table – 3: Job Satisfaction with reference to Gender (ANOVA)

Sum of Degree of Mean Square
F Sig.
Squares Freedom
Between
612.540 1 612.540 5.656 .018
Groups
Within
32162.805 297 108.292
Groups
Total 32775.344 298

Table – 4: Job Satisfaction with reference to Gender (Group Statistics)

Std. Error
What is your Gender? N Mean Std. Deviation
Mean
Job Male 178 76.6011 10.20321 .76476
Satisfaction Female 120 73.6833 10.74376 .98077

It is demonstrated in above mentioned two tables gender has impact on job satisfaction. There
are various views about gender and job satisfaction. According to Egbule, gender has a positive

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impact on job satisfaction. It is proved from few studies that female employees were more
satisfied than male employees, supported by the studies of (Santharapparaj and Alam), (Park),
(Perrie and Baker) and (Malik). On the other hand few studies of (Hajiha, Jassabi and Ghaffari),
(Olorunsola) and (Bas and Ardic) supported male employees were more satisfied than their
counterpart. In the study of Can and Miller (1992), male and female behave slightly different
related to job satisfaction. According to Platsidou and Diamantopoulou, there was no difference
between male and female with reference to job satisfaction. In our study it is proved that male
academic staffs were comparatively more satisfied than female academic staffs.

Table – 5: Job Satisfaction with reference to Age (ANOVA)

Sum of Degree of
Mean Square F Sig.
Squares Freedom
Between
425.859 4 106.465 .968 .426
Groups
Within
32349.485 294 110.032
Groups
Total 32775.344 298

Table 5 shown there is no significant impact of age on job satisfaction. There are few studies
which supported positive relationship between age and job satisfaction e.g. (Devaney and Chen),
(Dwivedi) and (Bos, Donders, Brower and Gulden). On the other hand few studies supported
there is no impact of demographic characteristics on job satisfaction. These results are supported
by the study of (Malik) and according to Santhapparaj and Alam, age has not impact on job
satisfaction.

Table – 6: Job Satisfaction with reference to Highest Qualification (ANOVA)

Sum of Degree of
Mean Square F Sig.
Squares Freedom
Between
1299.862 3 433.287 4.061 .008
Groups
Within
31475.482 295 106.697
Groups
Total 32775.344 298

It is shown in above mentioned table 6 that highest qualification has a significant impact on job
satisfaction. It means that job satisfaction increase with increase in level of education. These
results are supported by the studies of (Gurbuz), (Gardner and Oswal) and (Metle).

Table – 7: Job satisfaction with reference to Teaching Experience (ANOVA)

Sum of Degree of
Mean Square F Sig.
Squares Freedom
Between
708.864 3 236.288 2.174 .091
Groups

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Within
32066.480 295 108.700
Groups
Total 32775.344 298

Table 7 demonstrated that teaching experience has impact on job satisfaction. In other words, we
may say that experienced teachers are more satisfied with their jobs than less experienced
academic staff. These results are in accordance with the studies of (Kumar and Giri), (Lewis) and
(Chimanikire, Mutandwa, Gadzirayi, Muzondo and Mutandwain).

Table - 8: Job satisfaction with reference to Rank/Designation (ANOVA)

Sum of Degree of
Mean Square F Sig.
Squares Freedom
Between
2280.621 3 760.207 7.354 .000
Groups
Within
30494.724 295 103.372
Groups
Total 32775.344 298

Table 8 explained that rank/designation has a significant impact on job satisfaction. In Pakistan
scenario we may say Professors are more satisfied than Lecturers, Assistant Professors and
Associate Professors. These results are same as discussed in the studies of (Boyer and Altbach),
(Noor-din and Jusoff) and (Alam, Talha and Ahsan).

Table – 9: Job satisfaction with reference to Job Status (ANOVA)

Sum of Degree of
Mean Square F Sig.
Squares Freedom
Between
323.288 2 161.644 1.470 .232
Groups
Within
32449.588 295 109.999
Groups
Total 32772.876 297

Table – 10: Job Satisfaction with reference to Job Status (Group Statistics)

What is Your job status

N Mean Std. Deviation Std. Error Mean
in your University?
Job Permanent 206 76.1214 10.90624 .75987
Satisfaction Contractual 90 73.8556 9.48394 .99970

It is demonstrated in table 10 permanent academic staff were more satisfied with their jobs
comparatively contractual academic staffs.

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Table – 11: Job satisfaction with reference to Net Monthly Salary (ANOVA)
Sum of Degree of
Mean Square F Sig.
Squares Freedom
Between
1669.496 3 556.499 5.278 .001
Groups
Within
31105.849 295 105.444
Groups
Total 32775.344 298

It is demonstrated in table 11 that net monthly salary/pay has also significant impact on job
satisfaction. Job satisfaction increases with the level of increase in salary. These findings are in
accordance with the studies of (Ward and Sloane), (Ziwan and Leightley), (Taylor), (Herzber,
Mausuer and Ssyderman), (Sharma and Jyoti), (Ssesanga and Garrette), (Santhapparaj and Alam)
and (Hanif and Kamal).
It is discussed in table 3 to 11, demographic characteristics more or less has impact on job
satisfaction. So, we may conclude from the above discussions, gender, age, qualification,
teaching experience, rank/designation and monthly salary/pay play a vital role for the satisfaction
of academic staffs in the universities of Punjab Province of Pakistan.

Table – 12: Job Satisfaction with reference to Universities (Group Statistics)

Your university is
N Mean Std. Deviation Std. Error Mean
considered as.
Job Public 230 74.9261 10.42079 .68713
Satisfaction Private 68 77.1176 10.68760 1.29606

In our study it also concluded that the academic staffs of private sector universities were more
satisfied with their job than academic staff of public sector universities. According to Tella,
Ayeni & Popoola (2007), absence of job satisfaction will become the reason for reduction in
organizational commitment and less amount of job satisfaction will lead to switchover to another
job. Due to lack of job satisfaction sometime employees may switch over from public to private
sectors and private to public sectors.

CONCLUSION & RECOMMENDATIONS

Few studies were conducted to see the relationship between demographic characteristics and job
satisfaction which include (Hajiha, Jassabi and Ghaffari), (Malik), (Olorunsola), (Bas and Ardic),
(Platsdou and Diamantopoulou), (Imran, Irfan, sher, Azen and Kashif), (Santhaparaj and Alam)
and (Ziwan and Leightley). It was also found there was not too much difference in job
satisfaction on the basis of demographic characteristics. Justification provided by the studies of
(Malik) and (Platsidou and Diamantopoulou).
In some cases demographic characteristics contribute in job satisfaction. Justification provided in
the studies of (Alam, Talla and Ahsan) and (Ziwan and Leightley). In few cases female were
more satisfied with their jobs as compare to their counterpart. Supportive studies made by (Bas,
Ardic) and (Santhapparaj and Alam). In our study it was shown that male academic staffs were

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slightly more satisfied with their counterpart. It was in accordance with the studies of (Hajiha,
Jassabi and Ghaffari), (Olorundsola) and (Chimanikire, Mutandwa, Gadzirayi, Muzondo and
Muntandwin). Rank/Designation, Qualification and Salary are important factors which
contribute to job satisfaction. We can conclude with the increase in rank, qualification and
salary, job satisfaction also increases. The findings of our study supported by the previous
studies which were conducted by (Gurbuz), (Metle), (Santhapparaj and Alam) and (Alam, Talha
and Ahsan). The permanent academic staffs were more satisfied than contractual academic staff.
The academic staffs with PhD’s degree were more satisfied with job than academic staff with
MPhil, Master and Bachelor (Hons) degree. The academic staffs with high net monthly salary
were found more satisfied than those who were earning less monthly salary. The experienced
faculty members were more satisfied than less experience.

LIMITATIONS
As far limitations are concerned, there are few limitations. Firstly, it was conducted only in
Pakistan so we cannot compare it with rest of the world. For the better understanding of job
satisfaction concepts, we must consider other developing and developed nations so we may
conclude our study with comparative results. Secondly, this study just focuses on universities;
the results may not apply on rest of the organizations, which are part of manufacturing side due
to variation in demographic characteristics and organizational culture. If we see the job
requirement of any university in academic staff, the minimum qualification must be master
degree or equal to master degree. Master of Philosophy and Doctorate of Philosophy are given
preference at the time of their selection.
On the other hand, in manufacturing and service sector organizations that they need specific
skills from the candidates rather than formal education so they may perform their jobs in a better
way. Thirdly, this study just focuses on all universities of Punjab Province, does not study the
universities of the other three provinces of Pakistan and colleges of the country which are also
producing skilled and knowledgeable human assets for the betterment of social change. In
Pakistan majority of the colleges are engaged in graduation and Master level classes. Fourthly,
we cannot ignore the role of administration in universities. So far as administrative staff is
concerned, they are not on the front but all the matters and issues which are related to finance,
discipline, examination, recruitment and selection are totally under the control of administrative
staff.

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