Job Dissatisfaction and its Implications for Employees of Kwame Nkrumah University of Science and Technology
Keywords:
job satisfaction, job dissatisfaction, productivity, needs hierarchy theory, two-factor theory, human resource managemet, human resource development, performance management systemAbstract
The study examined job dissatisfaction in a public university in Ghana and its
implications for educational administration using Kwame Nkrumah University of
Science and Technology (KNUST) as a case study. A sample of 346 staff comprising
119 Junior Staff 118 Senior Staff and 117 Senior Members of KNUST were
administered with a questionnaire using stratified sampling. The data were
analysed with SPSS version 20. The study revealed that few of the three categories
of the staff have job dissatisfaction and that there is a significant statistical
relationship between the category of staff and the level of job dissatisfaction. The
study also showed varying degrees of job dissatisfaction for those who experienced
job dissatisfaction. Majority of the respondents’ job dissatisfaction was within
somehow dissatisfied and highly dissatisfied while those who indicated they were
highly dissatisfied were the minority. On the effects of job dissatisfaction, most of
the respondents said it was stressful. Concerning ameliorating job dissatisfaction,
most of the respondents felt improving teaching and working conditions could
address their job dissatisfaction. The study makes recommendation or mechanisms
to be put in place to address issues of job dissatisfaction especially adoption of
Human Resource Policy and Performance Management System in the University to
enhance productivity.
