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
