A study of job satisfaction of faculty members at Sana'a University in the Republic of Yemen: A systematic analyses based on Herzberg's two-factor theor

The problem. The purpose of this study was to investigate and analyze the factors which, according to Herzberg's two-factor theory, could contribute to job satisfaction and job dissatisfaction of the faculty members at Sana'a University to determine the level of job satisfaction/dissatisfaction, and examine the relationship, if existing, of selected demographic variables with job satisfaction. A modified version of the faculty job satisfaction and dissatisfaction scale, developed by Olin Wood (1973) was used to collect the data from 138 faculty members.;Descriptive statistics, correlation coefficients, t-tests and one-way analysis of variance (ANOVA) were used.;Selected findings. (1) The Sana'a University faculty members had a low level of job satisfaction with achievement, interpersonal relations, recognition, responsibility, supervision, working conditions and overall job satisfaction, had a moderate level of satisfaction with the work itself, and were dissatisfied with policy and administration, and salary. (2) Contrary to Herzberg's two-factor theory, significant relationships were found to exist between the motivator and hygiene factors. (3) Significant correlations were found to exist between Herzberg's motivator factors, the hygiene factors and overall job satisfaction. The variable "salary" had the highest correlation while "interpersonal relations" had the lowest correlation. (4) A significant difference was found to exist between overall job satisfaction of the faculty and nationality, academic rank, faculty load, and age. (5) There was no significant difference between overall job satisfaction and experience in higher education, experience at Sana'a University, time of teaching, country granted the highest degree, and school affiliation. (6) Achievement, growth, interpersonal relations, recognition, responsibility, supervision, the work itself, and working conditions, worked as a source of job satisfaction, while policy and administration, and salary worked as a source of job dissatisfaction. (7) The strongest source of job satisfaction was the work itself and the strongest source of job dissatisfaction was policy and administration. (8) This study partially supports the philosophy of Herzberg's two-factor theory of job satisfaction and dissatisfaction.