Beruflich Dokumente
Kultur Dokumente
e-ISSN: 23201959.p- ISSN: 23201940 Volume 4, Issue 6 Ver. V (Nov. - Dec. 2015), PP 25-39
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ABSTRACT: This study aimed to determine the level of work productivity among the female faculty of allied
medical health colleges of University of Hail experienced in terms of Work related factors, Family related
factors, Biological related factors and Cultural Diversity related factors. It is a descriptive research study and
the data were gathered using researcher- made questionnaire. The data gathered were analyzed and interpreted
through statistical tool using frequency and percentage and mean. Results of the study showed that the
teachers experienced moderate level of stress with work and cultural diversity. Most of the respondents claimed
they experience low level of stress in family financial factors and biological related factors. The overall
effectiveness of the performance were satisfactory, which means there is still room for improvement to make it
outstanding in the future.
KEY WORDS: Biological Factors, Cultural Diversity Factors, Family Income Factors, Female Faculty, Work
Related Factors
I.
INTRODUCTION
Background of the Study
Teachers, teach because they know things, but is that enough? Teachers teach because they
value connections, because they believe in mankind and they understand the dangers of ignorance.
But, how often teachers actually satisfied as teachers, and how often do they consider how to teach
students to be satisfied?
The teacher should be a facilitator of the discovery process, he should be a resource of knowledge
and know-how, he should be a role model. Unfortunately, most teachers have stopped their
discovery process when they discovered the curriculum. They became executors of it and boring
routine replaces the joy of discovery. Mario Raich, PhD [1].
The school must be transformed to become noble institutions of learning and nurture childs
predisposition towards the pursuit of truth and the practice of virtue, which is the key to achieve
quality education. But how can this be attained if the quality of each faculty member is very weak?
Accustomed to the hardship of teaching profession, the teacher has the capability to overcome
adversity like stress thus; the teacher has the capacity to work efficiently and effectively. Colinares
and de la Rosa, 2005 [2].
The higher education system of Saudi Arabia for Universities is under the jurisdiction of the
Ministry of Higher Education. Higher education is given top of the priority and to provide higher
education to Saudi students though out the country. Prince Salman, 2014 [3]. University of Hail is
one of universities in KSA having English curriculum offered to male and female students. It has huge
number of lecturers and professors according to rank coming from different countries of the globe
with different culture, race, language, and graduate of different colleges and universities of the world
hired to teach Saudi students of the University of Hail.
Among the professionals in the community, the teacher has to meet more demands and challenges
to face from the students, colleagues, coordinators, deans and community at large. The productive
function of education derives from the idea that education is a production process, which means the
inputs are transformed into outputs in a standard way. Schools will teach to achieve excellence
through taking efforts and performance .Navarro et al, 1988 [4].
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The general purpose of this research is to determine which of the factors strongly predict work
productivity. This study will be significant to the following:
Faculty . Awareness on how to manage stress to perform work effectively.
Human Resource. The study serves as a guide in hiring potential, Productive and competent
teaching personnel.
Administrator. Monitoring work performance promptly and recognizing work potentials and
performance of a faculty member or provides a wider frame in evaluating facultys proficiency,
upgrading teachers competence by improving the level of job performance.
Guidance Counselor. Counseling a faculty member affected by stress that lowers her job
performance.
Scope and Limitation
The subject of the study covered specifically the full time faculty-teaching subjects, preceptors
and clinical instructors of allied medical colleges .
Furthermore, the study covered 30% of the total population of the colleges of allied medical
faculty who responded the survey questionnaire.
III. METHODOLOGY
The method includes research design, sampling design, statistical treatment, instrument and
procedure of the study.
Female academic faculty, preceptors, clinical instructors from allied medical colleges were
surveyed. The design used was descriptive research, sampling design was quota sampling technique
and statistical tools used were frequency and percentage and mean.
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Always
Often
Sometimes
Seldom
Never
IV. FIGURES, TABLES AND RESULTS
Frequency Distribution on Age of the Respondents
TABLE 1
Table 1 presents the frequency results on the age distribution of the respondents. This tells us that
there were 54.3 % of the respondents who were 36 45 years old, followed by 26 35 years old with
32.6 % and 46 55 years old with 13.0 %. This means that most of the respondents belonged to the
age bracket of 36 45 years old and the least were 46 55 years old.
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Married, 39
TABLE 2
Table 2 presents the frequency result on marital status of the respondents. This tells us that
84.8 % were married, followed by single with 10.9 % and widow and separated/ divorced
with 2.2 %. This means that most of the respondents were married and the least were widow
and separated or divorced.
Distribution of Nationality
Tunisian, 3
Egyptian, 5
Indian, 9
Filipino, 20
Jordanian, 3
Sudanese, 6
TABLE 3
Table 3 presents the frequency result on the nationality distribution of the respondents. This tells us
that 43.5 % were Filipino, followed by Indian with 19.6 %, 13.0 % were Sudanese, 10.9 % were
Egyptian, 6.5 % were Jordanian and Tunisian. This means that most of the respondents were Filipino
and the least were Jordanian and Tunisian.
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Bachelor
Degree, 2
Master's
Degree, 32
.
TABLE 4
Table 4 presents the frequency distribution on highest educational attainment of the respondents. This
tells us that 69.6 % were masters degree holder, followed by doctoral degree with 26.1 %, bachelors
degree with 4.3 %. This means that most of the respondents were masters degree holder and the least
were holder of the bachelors degree.
Distribution of Academic Rank
Nursing
Specialist, 5
Assistant
Professor, 8
Lecturer, 32
Associate
Professor, 1
TABLE 5
Table 5 shows the frequency distribution on the academic rank of the respondents. This tells us that
69.6 % were lecturer, followed by assistant professor with 17.4 %, nursing specialist with 10.9 % and
associate professor with 2.2 %. This means that most of the respondents were lecturer and the least
were associate professor.
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4 years
26%
2 years
18%
3 years
24%
TABLE 6
Table 6 shows the frequency distribution on the number of years in teaching at University of Hail.
This tells us that 26.1 % were teaching at University of Hail for 4 years, followed by 3 years with 23.9
%, 2 years with 17.4 %, 1 year with 15.2 %, 5 years with 13.0 % and 6 years with 4.3 %. This means
that most of the respondents were teaching at University of Hail for 4 years and the least were
teaching for 6 years.
Distribution of Monthly Income
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Monthly Income
Frequency
Percentage
0%
29
64.4 %
16
35.6 %
Total
46
100
Mean
Interpretation
4.35
Often
3.68
Often
4.54
Always
2.28
Seldom
4.04
Often
1.96
Seldom
3.80
Often
4.29
Often
3.13
Sometimes
4.57
Always
Grand Mean
3.67
Often
Table 8 shows the result on the mean responses of the respondents on work related factors. This
means that most of the respondents always feel comfortable in the use of English language as medium
of instruction in class discussion and receive respect at work from students. On the other hand, most
of the respondents seldom feel nervous to meet achievable deadlines for examination questionnaires,
submission of grades, course portfolios and others as well as seldom feel that their relationships with
other university staff are strained.
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Table 9 presents the result on the mean responses of the respondents on family financial factors. This
means that most of the respondents often satisfied with the family income per month, have enough
budget to pay for the monthly house rental and house bills such as electricity, internet, phone and
others, live within their means without getting into debt, feel that they were equally compensated with
salary in relation to the nature of the work, satisfied with the benefits given by the University.
TABLE 10
Table 10 presents the result on the mean responses of the respondents on biological
factors. This means that most of the respondents sometimes spend one day for relaxation and
get adequate amount of sleep each night (8 hrs.) despite of many work load for the day.
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Mean
Interpretation
4.41
Often
4.04
Often
I can easily adjust to the culture and language in the place where I work.
4.48
Always
2.48
Seldom
4.63
Always
3.41
Sometimes
4.20
Often
3.73
Often
Grand Mean
3.92
Often
Table 11 presents the result on the mean responses of the respondents on cultural diversity factors.
This means that most of the respondents can always easily adjust to the culture and language in the
place where they work and behave the way they are expected to do following the norms of the place
where they work.
TABLE 12
Summary of the Mean Result of the Responses on the Factors Affecting Work Productivity
Factors on Work Productivity
Mean
Interpretation
3.67
Often
3.27
Sometimes
Biological factors
1.78
Seldom
3.92
Often
3.16
Sometimes
Grand Mean
Table 12 presents the summary of the mean result of the responses on the factors affecting
work productivity. This means that work related factors and cultural diversity factors often affect
work productivity, whereas, biological factors seldom affect work productivity among the respondents
and family financial factors sometimes affect work productivity.
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V11 ACKNOWLEDGEMENT
We are thankful to our colleagues Ana Marie Veletario and Tessie Y. Alcantara who provided their
assistance in printing and distributing the questionnaires to the respondents.
We are also grateful to Harleine R. Jamison who greatly assisted for the research literatures and
improved the manuscript significantly.
We are also immensely grateful to Dr. Vivian C. Laput for reviewing on the earlier version of
our researcher- made questionnaire.
Last but not the least, we would like to thank our family for their moral support and to the
Almighty for giving us wisdom through writing this manuscript.
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