The purpose of this research is to identify the elements of the Motivational Job-Design Approach that have contributed to the lecturers’ motivation while working in a private higher education institution in Indonesia. This research uses descriptive statistics analysis to provide a simple summary about the perception of job design. Independent sample t-test as well as one-way ANOVA are used to investigate whether there is a difference between the demographic factors of the respondents (i.e., age, gender, and latest degree attainment) toward perception of job design. The overall result shows that lecturers’ perception on the job design are “very good” (the mean score is 3.91), where the highest average scores is found on the elements such as ability/skill-level, ability/skill variety, and growth/learning (mean score are 4.55, 4.29, and 4.23 respectively, or “excellent”). On the other hand, this research also found that among the 18 elements of Motivational Job-Design Approach, extrinsic job feedback has the lowest mean (mean score is 3.26 or “good”) which is very little in contribution to the lecturers’ motivation. This element must get priority from the institution to be addressed so that lecturers’ motivation can be improved in the future.
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In-Text Citation: (Tansuria, 2020)
To Cite this Article: Tansuria, B. I. (2020). Lecturer Perception on Job Design: The Case of a Private Higher Education Institution in Indonesia. International Journal of Academic Research in Business and Social Sciences, 10(4), 1–11.
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