What Are the Crucial Factors Explaining Job Satisfaction and Dissatisfaction in RMAs? Statistical Analysis Based on the Japanese Survey
Saved in:
| Title: | What Are the Crucial Factors Explaining Job Satisfaction and Dissatisfaction in RMAs? Statistical Analysis Based on the Japanese Survey |
|---|---|
| Language: | English |
| Authors: | Shin Ito, Hiroaki Hanaoka, Norihiro Hirata, Makiko Takahashi |
| Source: | Journal of Research Administration. 2025 56(2):20-40. |
| Availability: | Society of Research Administrators International. 500 North Washington Street Suite 300, Falls Church, VA 22046. Tel: 703-741-0140; Fax: 703-741-0142; e-mail: membership@srainternational.org; Web site: https://www.srainternational.org/resources/journal |
| Peer Reviewed: | Y |
| Page Count: | 21 |
| Publication Date: | 2025 |
| Document Type: | Journal Articles Reports - Research |
| Education Level: | Higher Education Postsecondary Education |
| Descriptors: | Foreign Countries, Research Administration, Research Directors, Job Satisfaction, Universities, Researchers, Experimenter Characteristics, Occupational Information, Quality of Working Life, Work Environment, Online Surveys, Work Attitudes, Work Experience |
| Geographic Terms: | Japan |
| ISSN: | 1539-1590 |
| Abstract: | Research managers and administrators (RMAs) face several challenges due to the various tasks and roles required in university research management. One of the challenges is their workplace environment, including job satisfaction. However, little empirical research has statistically analyzed the relationships between job satisfaction and its factors among RMAs. This analysis divided job satisfaction into Job content satisfaction and Employment dissatisfaction. Regression analysis statistically verified the relationships using Japanese survey data of 245 individuals. The logistic regression results showed that if RMAs experience Esteeming work content after employment, they have high Job content satisfaction and low Employment dissatisfaction. Some characteristics of RMAs were also significantly related to Job content satisfaction. Another regression analysis confirmed that high Job content satisfaction and low Employment dissatisfaction had significantly positive relationships with Affective commitment. An additional interview survey enforced these results. Affective commitment generally predicts organizational performance and employee turnover reduction. Thus, the results imply that specific approaches to improve job content satisfaction and employment dissatisfaction are necessary for universities and other institutions that hire RMAs to enhance research activities. Furthermore, the results provide valuable suggestions for RMAs' career development and emphasize the characteristics of RMAs as a profession. |
| Abstractor: | As Provided |
| Entry Date: | 2026 |
| Accession Number: | EJ1491926 |
| Database: | ERIC |
| Abstract: | Research managers and administrators (RMAs) face several challenges due to the various tasks and roles required in university research management. One of the challenges is their workplace environment, including job satisfaction. However, little empirical research has statistically analyzed the relationships between job satisfaction and its factors among RMAs. This analysis divided job satisfaction into Job content satisfaction and Employment dissatisfaction. Regression analysis statistically verified the relationships using Japanese survey data of 245 individuals. The logistic regression results showed that if RMAs experience Esteeming work content after employment, they have high Job content satisfaction and low Employment dissatisfaction. Some characteristics of RMAs were also significantly related to Job content satisfaction. Another regression analysis confirmed that high Job content satisfaction and low Employment dissatisfaction had significantly positive relationships with Affective commitment. An additional interview survey enforced these results. Affective commitment generally predicts organizational performance and employee turnover reduction. Thus, the results imply that specific approaches to improve job content satisfaction and employment dissatisfaction are necessary for universities and other institutions that hire RMAs to enhance research activities. Furthermore, the results provide valuable suggestions for RMAs' career development and emphasize the characteristics of RMAs as a profession. |
|---|---|
| ISSN: | 1539-1590 |
