A Study in an Italian University: Determinants of Job Satisfaction

Several organizational studies analyze the determinants of job satisfaction, as an indicator of cognitive well-being at work (Diener, Emmons, Larsen & Griffin, 1985). Instead, the studies concerning well-being (and discomfort) in the academic context are poorly treated, particularly in Italy. Referring to international literature, researches about academic staff working in different countries highlight that the occupational stress in universities is increasing and the psychological discomfort is higher than similar professional groups (Kinman, Jones, 2008).The aim of this study is to inquire the principal determinants of job satisfaction among a north Italian university’s teachers and researchers. Data were collected through a questionnaire filled out individually by 279 respondents. The questionnaire gathers information about different variables: job satisfaction (24 items, 6-point agreement scale, α .93); workhaolism (8 items, 4-point frequency scale , α. 80); career advancement orientation (6 items, 4-point importance scale, α .82); supervisors support (4 items, 6-point agreement scale, α .90); co-workers support (4 items, 6-point agreement scale, α .91); work-life conflict (5 items, 6-point frequency scale, α .90); emotional dissonance (3 items, 6-point frequency scale, α .92); workload (6 items, 6-point agreement scale, α .86); job autonomy (7 items, 6-point agreement scale, α .91); commitment (4 items, 6-point agreement scale, α .85).Data analysis (Pasw 18) was performed as: means, standard deviations and alpha reliabilities (α) for each scale; one-way analysis of variance; correlations and multiple regressions. Multiple regression analysis shows that job satisfaction is influenced (42% explained variance) as follows: positively by supervisors support, commitment and job autonomy and negatively by work-family conflict.Findings highlight the variables that can support the job satisfaction in the specific academic context: the role of supervisors support is prominent but is also useful to promote commitment and job autonomy. Moreover findings suggest that work-family conflict can negatively influence the cognitive well-being: intervention projects supporting the work-family balance can be helpful to deeper understand the dynamics of promoting well-being in organizations.