The Impact of Workplace Environment, Internal Communication, and Remuneration on Job Satisfaction among Lecturers in Private Universities in Ghana

This study investigates the impact of workplace environment, internal communication, and remuneration on lecturers' job satisfaction in Ghana's private universities. Recognizing job satisfaction as a critical component of organizational human resource strategies, this research explores the key factors that influence lecturers' job satisfaction, aiming to provide insights for enhancing employee engagement and performance. The study adopts a survey research design, gathering primary data through a structured 40-item questionnaire distributed to a randomly selected sample of 94 lecturers from five private universities in Ghana. Secondary data were sourced from books, journals, and organizational reports. Statistical analyses, including Cronbach’s Alpha for reliability, correlation, and regression analysis, were conducted using SPSS version 21.0. The findings reveal a strong positive correlation between job satisfaction and the three independent variables: workplace environment, internal communication, and remuneration. Internal communication emerged as the most significant factor, with a regression coefficient indicating that a 1% increase in internal communication leads to a 99.9% improvement in job satisfaction. Remuneration followed closely, suggesting that a 1% increase in remuneration results in a 96.6% rise in job satisfaction. The workplace environment also significantly influenced job satisfaction, with a 1% improvement leading to a 3.5% increase in satisfaction levels. The study concludes that effective internal communication, competitive remuneration, and a conducive workplace environment are essential for enhancing job satisfaction among lecturers in private universities. These findings underscore the importance of developing comprehensive human resource strategies that address these key areas to foster a motivated and committed academic workforce. The study recommends the implementation of regular job satisfaction assessments and enhancing non-financial benefits to improve lecturer performance and retention further. Future research should include more public and private universities to provide a broader understanding of the factors influencing job satisfaction in the Ghanaian higher education sector.

This study investigates the impact of workplace environment, internal communication, and remuneration on lecturers' job satisfaction in Ghana's private universities. Recognizing job satisfaction as a critical component of organizational human resource strategies, this research explores the key factors that influence lecturers' job satisfaction, aiming to provide insights for enhancing employee engagement and performance. The study adopts a survey research design, gathering primary data through a structured 40-item questionnaire distributed to a randomly selected sample of 94 lecturers from five private universities in Ghana. Secondary data were sourced from books, journals, and organizational reports. Statistical analyses, including Cronbach’s Alpha for reliability, correlation, and regression analysis, were conducted using SPSS version 21.0. The findings reveal a strong positive correlation between job satisfaction and the three independent variables: workplace environment, internal communication, and remuneration. Internal communication emerged as the most significant factor, with a regression coefficient indicating that a 1% increase in internal communication leads to a 99.9% improvement in job satisfaction. Remuneration followed closely, suggesting that a 1% increase in remuneration results in a 96.6% rise in job satisfaction. The workplace environment also significantly influenced job satisfaction, with a 1% improvement leading to a 3.5% increase in satisfaction levels. The study concludes that effective internal communication, competitive remuneration, and a conducive workplace environment are essential for enhancing job satisfaction among lecturers in private universities. These findings underscore the importance of developing comprehensive human resource strategies that address these key areas to foster a motivated and committed academic workforce. The study recommends the implementation of regular job satisfaction assessments and enhancing non-financial benefits to improve lecturer performance and retention further. Future research should include more public and private universities to provide a broader understanding of the factors influencing job satisfaction in the Ghanaian higher education sector.