Recruitment and Satisfaction of Employees of University of Cape Coast

Abstract

The study examined the level of importance employees (Junior and Senior Administrative staff) placed on job choice factors before accepting job offers in the university. It then investigated how job choice factors influenced employees’ satisfaction. Job Choice Theory, (which comprise Objective Factors Theory, Subjective Factors Theory and Critical Contact Theory), was reviewed. Based on the theory, three main hypotheses were tested. These hypotheses sought to examine the effects of objective, subjective and critical contact factors on employees’ satisfaction. Using a census of 437 administrative staff, opportunity for career advancement was ranked as the most important factor that influenced employees’ decision to accept job offers in the university. It was also revealed that Objective, Subjective and Critical Contact factors significantly influenced satisfaction of employees. Apart from the Subjective factor (Brand or Image of the Organization) that significantly influenced satisfaction (Happiness, Punctuality, Quality of Work and Loyalty), some of the individual Objective factors- (Pay, Location, Work Schedule, Benefits Package, Career Advancement and Person-organisation Fit) and Critical Contact factors- (Recruiter Behaviour- Friendly Interview, Prompt Feedback and Quick Job Offer Timing) did not have any influence on satisfaction while others had a significant influence. Therefore, to attract high quality staff, it is recommended to the university to revitalise opportunities for career advancement since it inspires employees to accept job offers in the university. Finally, policies that have the potential of affecting job choice factors must be thought through critically before implementation