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1 Review of Literature:

1. AdeyinkaTella et.al (2007) studied Work Motivation, Job Satisfaction, and

Organisational Commitment of Library Personnel in Academic and Research Libraries in
Oyo State, Nigeria. They discussed some variables such as salary, money, staff training and
availability of information, which are related to job satisfaction.

It is also mentioned in the research that the due recognition to the needs of workers must be
given saying that, "the ultimate test of organizational success is its ability to create values
sufficient to compensate for the burdens imposed upon resources contributed." The research
looks at workers, in particular librarians, in an organized endeavour, putting in time and
efforts for personal, economic, and non-economic satisfaction.

2. Akintoye (2000) asserts that money remains the most significant motivational
strategy. Itdescribes‘money’ as the most important factor in motivating the industrial workers
to achieve greater productivity. The study suggests the creation of incentive wage systems as
a means of stimulating workers to higher performance, commitment, and eventually
satisfaction. Money possesses significant motivating power in as much as it symbolizes
intangible goals like security, power, prestige, and a feeling of accomplishment and success.

3. Sinclair, et al. (2005) demonstrates the motivational power of money through the
process of job choice. He explains that money has the power to attract, retain, and motivate
individuals towards higher performance. For instance, if a librarian or information
professional has another job offer which has identical job characteristics with his current job,
but greater financial reward, that worker would in all probability be motivated to accept the
new job offer.

4. Banjoko (1996) states that many managers use money to reward or punish workers.
This is done through the process of rewarding employees for higher productivity by instilling
fear of loss of job (e.g., premature retirement due to poor performance). The desire to be
promoted and earn enhanced pay may also motivate employees.
5. Olajide (2000) state that one way managers can stimulate motivation is to give
relevant information on the consequences of their actions on others as mentioned. To this
researcher it seems that there is no known organization in which people do not usually feel
there should be improvement in the way departments communicate, cooperate, and
collaborate with one another. Information availability brings to bear a powerful peer pressure,
where two or more people running together will run faster than when running alone or
running without awareness of the pace of the other runners. By sharing information,
subordinates compete with one another.

6. Vinokur et al. (1994) examine agency-influenced work and employment conditions,

and assess their impact on social workers' job satisfaction. Some motivational issues were
salary, fringe benefits, job security, physical surroundings, and safety. Certain environmental
and motivational factors are predictors of job satisfaction.

7. Colvin (1998)indicates that the financial incentives will get people to do more of
what they are doing, while Silverthrone (1996) investigates motivation and managerial styles
in the private and public sector. The results indicate that there is a little difference between
the motivational needs of public and private sector employees, managers, and non-managers.

8. Nida Zafar et.al (2014) studies determinants of Employee Motivation and its impact
on knowledge transfer and job satisfaction. This descriptive type of research study
specifically focuses on the employee motivation. This study examines the impact of different
variables like extrinsic reward (Pay), intrinsic reward (and knowledge transfer. This study
mentions that if the employees are motivated, they will be satisfied by their jobs and if they
are satisfied by their job then in turn they will work hard to attain organizational goals. Thus
when the goals are achieved, the organization will get the benefits. The said research study
has a sample of 200 respondents for data collection. This study mentions that the job
satisfaction though important factor, the employee motivation is directly dependent on
training of employee, expectancy and knowledge transfer.

9. Navdeep Kumar (2000) Impact of motivational factors on employee’s job

satisfaction- A study on some selected organization in Punjab, India. the said research study
examines the influence of motivational factors (salary, facilities and promotion) on
employees’ job satisfaction in some selected organizations of Punjab, India. Sample size for
this research study was of 197 numbers of respondents. Study results shows that there is a
significant statistical relationship between the three independent variables (salary, facilities
and promotion) with dependent variable i.e. job satisfaction. This shows that that among the
independent variables, salary package is the most important and more influential variable.

10. Amir Sohail et.al. (2000) worked on effect of Work Motivation and Organizational
Commitment on Job Satisfaction: (A Case of Education Industry in Pakistan). The study
intends to investigate the impact of work motivation and organizational commitment on job
performance in education sector of Pakistan. Moreover, the study is aimed at examining
impact of work motivation and organizational commitment on job satisfaction in the
education sector of Pakistan. The research design organized for this research was through
survey questionnaire personally administered. All the questionnaires have been filled the
employees working in educational sector of Pakistan. The results of the study have been
concluded by using regression analysis. Study results indicate that that there is the positive
relationship job satisfaction and job commitment. Whereas, job motivation has also a positive
effect on job satisfaction of employees working in educational sector. It implies that more
motivated and committed employees will perform well and will be more satisfied as compare
to the others.

11. Ghulam Salma (2012)studied Teacher’s Motivation & Job Satisfaction, Teacher
motivation is an important concern for educational leaders and managers because teacher
motivation has an important effect on student motivation. The research paper describes
various techniques, which help in teaching motivation & job satisfaction. The said study
concludesthat every teacher is not motivated entirely by the same demands and needs job
satisfaction of each employee is different from there. Some factors such as “income, salary,
and promotion criteria” all teachers are entirely dissatisfied. During this research paper one
thing strikes me is that “political pressure political pressure should be reduced. Recruitment
should be on the basis of merit.
12. Nirav Dave et.al (2014)carrieda research on the factors influencing job satisfaction of
MBA faculty members in Gujarat state. Researcher highlighted that, it is imperative for any
employer to understand employees and know how an employee can perform best. The study
mentions that it is essential for an employer to satisfy their personnel to enhance their
productivity and quality of work. As personnel are the most valuable assets for any
organization, it is important to satisfy them to retain them. There are several factors affecting
job satisfaction of an employee. The study identifies these factors and their influence on job
satisfaction of an individual. These are as listed below:
[A] Individual factors
[B] Institutional Factors

13. Rachana Agrawal (2000)conducted a study on impact of job satisfaction of faculty

members on student satisfaction in business schools in Delhi&NCR (National Capital
Region). The objective of this research paper is two folded; first to identify factors of faculty
job satisfaction and student’s overall satisfaction in this knowledge economy, and second to
examine the role of faculty job satisfaction in generating student satisfaction. Chi square test
was used to test the hypotheses; to determine the association of faculty’s job satisfaction level
with faculty’s salary and with students’ overall satisfaction level. Results indicate that in
today’s fast changing economy, faculty members thrive for professional growth and
development, not just salary, to secure better positions in future. The findings of this research
paper presents the concept of Human Sigma within educational context, stating that a
contended faculty is a source of students’ satisfaction, but for this purpose, faculties need to
be retained and satisfied.

14. N. VijaiAnand (2013) studied Job Satisfaction among Faculty of B Schools in India
– Perspicacity. Job satisfaction is a very important attribute which is frequently measured by
organizations. Attracting and retaining high quality teachers is the primary requirement of
any educational institution. It is necessary to understand the factors associated with
development of quality teachers in modern societies. This study is concerned with providing
insights into the dynamics of job satisfaction among teachers of Indian B-schools.
Measurement model was assessed for all five scales viz. Pay satisfaction (PS), Satisfaction
with promotion opportunities (PR), Satisfaction with supervision (SU), Satisfaction with
work schedule flexibility (WSF) & Job satisfaction (JS). The results obtained showed that all
the scales were uni-dimensional in nature, except the SU scale. Various forms of construct
validity i.e. convergent, discriminant predictive and criterion validity were assessed. While
the first three were the part of the measurement model, the last was part of structural model.
It is seen that in majority of the cases significant, direct and positive relationship existed
between exogenous and endogenous variable.

15. MubinaSaifee et.al (2015) paper focuses on job satisfaction among Management
faculty members of Nagpur region. Twenty dimension of job satisfactionwere finalised as
relevant for the after extensive literature review. Job satisfaction was measured for each
dimension on a five-point Likert scale with the help of a questionnaire which was filled by 50
Management Faculty members. The objective of this study was to measure gender-wise job
satisfaction of Management Teachers and also to measure the significant difference between
satisfaction levels according to their experience. The mean job satisfaction level was below
average especially on few dimensions like job security, delegation of authority, grievance
mechanism of the institute, fair rewards and quality of students.

16. Shaheen, Sajid, Batool (2013), mentions some of the factors that affect motivation of
faculties or the academic staff. The most important two factors according to them are:
Individual or person specific factors and Institution or organization specific factors. These
factors may appear in the form of career enhancements, perks offered to the faculty members
and also in the form of laying down the encouraging administrative policies that creates
conducive teaching or education environment within the Institution or the organization itself.

17. Arif (2003) discusses the most traditional aspect ‘the culture’ its role and importance
in development of intellectual society. The research mentions that the role of a faculty as a
facilitator is of immense importance in bringing development, enhancement and success to
the nation. A stable and educated, cultured society is only created by having the guidance
through disciplined, academically sound and professional competent teaching professionals
or the faculties.
18. Adelabum (2005) observes that in developed countries, the profession of teaching is
highly respected. It is considered as most prestigious and distinguished profession. In some
counties even the teachers are considered as role models We are also observing that India is
also no exception to this fact.

19. Alam&Farid (2011), research throws lights on two aspects which are important in
maintaining job satisfaction levels of the faculty members. They are viz. perks and incentives
and the other one is administrative policies.

20. Bamisaye (1998) and Memon (2007)said that in certain circumstances it is the
partiality and the habit of giving preferences to somebody by way of administrative policies
may result in low satisfaction levels amongst the teaching staff.
21. Eton (1984) cites to perk and incentives by way of offering rewards and promotions
may have a direct effect on the perceptions or the views of the teaching staff towards their
profession.

22. Corcoran et al., (2004) states that the quality of the education imparted is also
equally important. In fact it states that it the only and the most influencing factor that affects
the job satisfaction levels.

23. Kayuni&Tambulasi (2007)state that absence of motivation may have a negative

effect when seen from the student’s perspective. In fact it may even affect the learning from
the students and in turn its future. It also states that teaching staff or the faculty makes the
contribution in developing the human capital by offering their services in the form of
teaching. Thus it mostly depends on the teaching staff motivation levels and their willingness
to take initiatives for society training and improvement.

24. Kazeem (1999) reveals that the teaching staff will be more satisfied when paid in
time. It also mentions that they create a habit of having contented personality (within
themselves), which makes them easily satisfied when their needs are satisfied.

25. Siddique (2004) says that it is important to have competent teaching staff or faculty.
Such faculty or teaching staff may provide more in depth training by making effective use of
wider, in-depth, and integrated sets of knowledge and skills. Also they have an ability to
deliver their interesting lectures by illustration of some practical scenarios and case studies.

26. Nadeem et al., (2011)state that there exists a wide range of variables that affects the
motivational level of academic staff. These may career options, preferences, duty structure,
demands, low salary, and student’s behaviour etc. Such variables or aspects may have a
significant impact on teaching staff's attitudes towards their profession.

27. Mehboob et al., (2009) says that developed nations are ahead in making researches
by way of innovation and technology development. It is possible for them to do this only
because they have presence of reputed institutions having a wide range of supporting
infrastructure amenities and talented, knowledgeable teaching personnel.
28. RoU (1992) makes a point about quality and standard of the education provided to the
students. It also says that there is scope for improvement when the resources are well
arranged – mainly the teaching staff that comes with knowledge, commitment and
motivation.

29. Razak, (2011) mentions that the staff behaviour is an important aspect in determining
the job satisfaction levels in academia. It is dependent on the performance. Such behaviour
varies from institution to institution, and it depends upon its administrative policies and
structure. The mechanism of getting things in place or the work done by their staff and ability
to have taking decisions and its implementation - all of these will certainly have some impact
on motivational levels of the staff.

30. Robbins et al., (2007) makes a suggestion about Motivation Hygiene Theory. This
theory says that if the factors associated with work are given due importance (such as growth
prospectus, career enhancement, recognition), then the staff will find itself essentially
encouraged.

31. Victor (2010) puts emphasis on implementation of administrative policies. It says that
this can have much more impact on the faculty members. It is the key to success for the
institutions to recruit the right personnel with right talent and ability. This will in turn result
in rewarding results. If this is not done in proper manner, then the image of the institution as
well as the personnel will be at stake and may bring more disrespect.

32. Zhou &Volkwein (2003) mentions that the teaching profession is very different than
routine nine to five jobs as the teaching staff has play various roles in this competitive
environment. It could be mentor, facilitator, trainer, friend, and so on. It also states that
variations in payments to teaching staff have an impact on their satisfaction levels which
further may turn affect their aims or purposes to perform with sincerity.

33. Nagar, K (2012) in her research study on Organizational Commitment and Job
Satisfaction among Teachers during Times of Burnout, focused on studying three factors of
burnout namely, depersonalization, reduced personal accomplishment, and emotional
exhaustion. Sample for the said research study was 153 respondents. The study uses
Minnesota Satisfaction Questionnaire (MSQ) to measure teachers’ job satisfaction. Study
results indicate that job satisfaction is a significant predictor of a teacher’s commitment
toward his/her organization. Since teachers satisfied with their jobs are more likely to be
happy and have a stronger will to work hard, they may be more effective and successful in
performing their roles.

34. Foor M., & Cano, J. (2011) on the Predictors of Job Satisfaction among Selected
Agriculture Faculty mentioned that in general faculty members with specializing in the areas
such as agricultural leadership, agricultural teacher education, agricultural communication,
and extension education are moderately satisfied with their job. Faculty members with
specialization in agricultural communications reported the highest level of overall job
satisfaction.

35. M. A., & Bhutto, N. A. (2012) observed that the faculty members were generally
satisfied with their job however female faculty members were more satisfied with their jobs
compared to male faculty members. The fact “Work itself” was the most satisfying aspect
while “Policy” and “Working condition” were the least satisfying aspects of job found in this
study respectively.

36. Madhavan, S. M. (2001) researcher found that Indian-born and Chinese-born

professors face some unique problems in the workplace. These problems include: difference
in cultures, apparent inequity or bias, which leads to difference of opinions with the
superiors, subordinates, or peers, and gender related issues.

37. Spector (1997), says that there are number of causes or sources of job satisfaction -
may be internal or external and same way there are many sources of job dissatisfaction also.
"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike
(dissatisfaction) their jobs".

38. Khalid, S., Irshad, M. Z., & Mahmood, B. (2012) in their research study on Job
Satisfaction among Academic Staff: A Comparative Analysis between Public and Private
Sector Universities of Punjab, Pakistan mentions that pay differential does exist between
private and public universities in Pakistan. Also the academicians in private sector
universities were more satisfied with their pay, supervision, and promotional opportunities
than the academicians of public university.
After the review of literature, the researcher identifies some of the variables which are leads
towards the motivational factor i.e. Salary, Training and Development, Promotion, Award
and recognition, Relationship with Management & Students, Quality of Students, Working
Condition, Management policies, Work pressure, Recognition, Co-operation from peers.