Page 1 of 15

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 02

March 2015

Available online: http://internationaljournalofresearch.org/ P a g e | 278

The Effects of Work Pleasure on Faculty Members Job Satisfaction in Ideal

Environment: A Case Study of Gomal University, Dera Ismail Khan, Pakistan

Abbas Jaffar*1

, Xu Ming1

, Muhammad Anwer2

, Firdous Ali3

, Najabat Ali4

*

1

PhD Scholar, Glorious Sun School of Business and Management,

Donghua University, West Yan’an Road 1882, Shanghai Post Code 200051 CHINA.

1

Full Professor, Glorious Sun School of Business and Management,

Donghua University, West Yan’an Road 1882, Shanghai Post Code 200051 CHINA.

2Faculty Member & Researcher, Special Education Department, Government of Gilgit-Baltistan, PAKISTAN.

3Faculty Member & Researcher,Institute of Professional Excellence (IPE) Danyore, Gilgit, PAKISTAN.

4Research Scholar, Hamdard Institute of Education and Social Sciences,

Hamdard University, Main Campus, Karachi, PAKISTAN.

*

1Corresponding Author: Abbas Jaffar Email: abbas.jaffar@hotmail.com

ABSTRACT:

The purpose of present research is to investigate

the factors influencing the performance of

university faculty members at GU. This study

investigates the factors that affect job activities of

faculty members at Gomal University, Pakistan.

This research is conducted at GU and the prime

objective of this study is to find out that faculty

members of Gomal University are satisfied and

happy with their assigned job responsibilities or

not. This study also targets to find the main

reasons of increase in out flux of employees of

GU. In this research, the main objective is to find

the major reasons of job dissatisfaction of faculty

members including compensation and other

influential factors. The findings of study will help

the management of Gomal University to find out

the root causes of employee dissatisfaction. The

study indicates the weak areas in the

organization which will help GU Management to

address the issues and present possible solution

to resolve the issues of employees. This study will

demonstration whether any other factors

persisting in the organization are responsible for

job dissatisfaction or not. The investigation

reveals the objective of the present study which is

to measure the perceptions of faculty members

towards their work pleasure. This study

highlights the factors that are causing low or high

level work please and it suggests the remedies to

fix or improve the level of work pleasure of

faculty members at GU. The findings and

suggestions of this research may help for growth

of GU and further research keeping in view the

target population, resources available and data

for further research and analysis of Job

satisfaction of faculty members at universities

Key Words:

Attitude, Education, Job Satisfaction, Perception,

University Faculty, Work Pleasure.

INTRODUCTION

1.1 Background

Work pleasure is a function of elements within

the work place as well as the attitude and behavior

that are shaped by personality traits (Yeh, 2013).

The satisfaction fulfills the needs, emotions,

behaviors and other psychological aspects which

lead human perceptions (Kim, Kang, & Choi,

2014). The human nature developed by

satisfaction of environment and social ethics will

fulfill all the objectives (Kalkavan & Katrinli,

2014). There is broader consensus that work

pleasure increases productivity and decrease

turnover, absenteeism and accidents (Turney &

Cohen, 1976). Despite such theoretical

Page 2 of 15

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 02

March 2015

Available online at http://internationaljournalofresearch.com/ 279

importance of work pleasure little empirical

research has been undertaken to measure the

perception of faculty members at higher

education institutions, especially in remote areas

of the country like district D.I. Khan, Pakistan

(Brandstätter, 1994). This research is designed to

measures the perception of Gomalian Faculty

Members towards their work pleasure to identify

grounds realities (Llerena et al., 2013).

1.2 Problem statement

Despite the facts that government is making

continuous efforts to improve working conditions

and environment at higher education institutions

to facilitate teaching community, there are

reservations about the prevailing job conditions,

pay structure and advancement opportunities

(Drăgan, Ivana, & Arba, 2014). This research is

designed to measure the perceptions of Gomalian

Faculty members towards their work pleasure to

identify ground reality and to highlight factors

responsible for their high/low level of work

pleasure and to suggest remedies to improve

work pleasure level of teaching community to

enable them to impart quality education at

University level (Abrahamsson, 2000).

1.3 Objective of Study

Following are the main objectives of the

study;

To measure the perceptions of faculty members

towards their work pleasure

To identify factors responsible for high/low level

work pleasure.

To suggest remedies to improve the work

pleasure level of the faculty members.

1.4 Significance of Study

Following are the modest contribution of the

study;

The study will be helpful for the researcher to

learn different aspects of social research

process. This study will help the authorities of

Gomal University to know the work pleasure

level of the faculty members and take decision

accordingly. This study will provide useful

guideline to future researchers to carry out further

research on the similar topics

1.5 Hypotheses of Study

Following hypotheses will be tested;

Male and Female Faculty members have similar

views about Jobs.

Male and Female Faculty members have similar

views about Pay.

Male and Female Faculty members have similar

views about Promotion.

Male and Female Faculty members have similar

views about work environment.

Male and Female Faculty members have similar

views about interpersonal relations.

Arts and Science Faculty members have similar

views about Jobs.

Arts and Science Faculty members have similar

views about Pay.

Arts and Science Faculty members have similar

views about Promotion.

Arts and Science Faculty members have similar

views about work environment.

Arts and Science Faculty members have similar

views about interpersonal relations

2.0 LITERATURE REVIEW

2.1 Existing Research

An approximation of the definition of work

pleasure first requires a general definition of the

concept of satisfaction (Zhan & Mei, 2013).

Numerous attempts have been made by

researchers to define the concept of satisfaction

and they all acknowledge that satisfaction is the

final state of a psychological process (Guo, Xiao,

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Journal for Studies in Management and Planning

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e-ISSN: 2395-0463

Volume 01 Issue 02

March 2015

Available online at http://internationaljournalofresearch.com/ 280

& Tang, 2009). Most of the existing definitions

have been reviewed and compared by (Houlfort

et al., 2015). In accordance with this review,

satisfaction could be defined as “a summary and

affective response of variable intensity that is

centered on the specific aspects of the acquisition

and/or the consumption and that takes place at the

exact moment when an individual evaluates the

object” (Srite, Galvin, Ahuja, & Karahanna,

2007). In the case of work pleasure, although

there is no universal definition of the concept of

work pleasure, it can be conceived of as a multi- dimensional concept that includes a set of

favourable or un-favourable feelings by which

employees perceive their job (Bergheim, Nielsen,

Mearns, & Eid, 2015). The conceptualizes work

pleasure as the emotional state resulting from the

appraisal of one's job. Subsequently, Price and

Muller (1986) identify work pleasure by the

degree to which individuals like their job (Zielke,

2008).

Factors affecting employees’ satisfaction with job

In recent era and present circumstances, major

issue of organizations or management is the

implementation of effective human development

strategies such as working condition, employee

participation, and commitment and satisfaction

opportunity for employee with his/her job (Van

Maele & Van Houtte, 2012). It is common belief

that public sector employees are motivated by

sense of service or feeling to serve the public

(client), that could be employee’s motivation to

serve his nation and community (Koch & Steers,

1978). Realization of employee’s altruistic needs

does not mean his or her satisfaction with job in

public sector organization, which is determined

by some other factors (Markovits, Boer, & van

Dick, 2014). Employee’s satisfaction rating is

measured by the degree of his/her productivity,

retention, absenteeism, grievance expression,

tardiness, low morale, and other factors (Dawal,

Taha, & Ismail, 2009). For understanding and

enhancing work pleasure, it is important to

identify factors that affect employees’

satisfaction with the job (Belias, Koustelios,

Sdrolias, & Aspridis, 2015). Let us now review

available literature on such factors

Work context

Wright and Davis (2003) have reported that work

context is the main distinguisher and source of

sector difference in work pleasure. It might be

argued that work context refers to characteristics

of overall organizational settings like

organization’s goal or degree of formalization

where employees are supposed to perform tasks

to achieve the goals. Furthermore, they argued

that procedural constraint may influence work

pleasure level. According to Wright (2001) work

context relates to characteristics of the

organizational setting like organization’s reward

system, goals, or degree of formalization in

which the employee must perform the work.

Promotion

Work pleasure has received significant attention

from economists in recent years (Oraman,

Unakıtan, & Selen, 2011). Part of the interest in

work pleasure is due to the correlation between

satisfaction and employee behavior (Dekoulou &

Trivellas, 2015). More satisfied workers are less

likely to leave their employer (Buurman,

Delfgaauw, Dur, & Van den Bossche, 2012).

Promotions are an important aspect of a worker’s

career and life, affecting other facets of the work

experience. They constitute an important aspect

of workers’ labor mobility, most often carrying

substantial wage increases (Rudaleva,

Kabasheva, & Kovaleva, 2014). Firms can use

promotions as a reward for highly productive

workers, creating an incentive for workers to

exert greater effort. Promotions will only be an

effective mechanism for eliciting greater effort if

workers place significant value on the promotion

itself (Pereira, Ramos, Gouvêa, & da Costa,

2015).