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Abstract This paper is an effort to explore the impact of moonlighting practices on job satisfaction of teachers of public sector universities of the province of Punjab and Federal Capital. Only main campuses of universities were included and the sample of the study consisted of all four categories of university teachers, Professors, Associate Professors, Assistant Professors and Lecturers of the target area. Twenty percent of the population was taken as sample, 533 teachers were studied to discover the impact that moonlighting has on job satisfaction. In order to identify factors responsible for moonlighting among university teachers, four factors including additional income, blocked promotion, skill diversity and job autonomy were studied. Overall the major findings of study revealed that there is significant impact of moonlighting on job satisfaction.
Keywords: Moonlighting, job satisfaction, additional income, blocked promotion, skill diversity, Job autonomy.
Introduction Moonlighting is understood as holding a second job outside of normal working hours. Numerous members of labor force contribute to the secondary market by working additional hours either through additional jobs or through self- employment. It has been observed that it is a common practice to hold second job in addition to primary job in both developed and developing countries. Betts (2006) found that it was a persistently well-established global trend and moonlighting practices were found in both skilled and unskilled labor. Teaching profession has been termed as the one with highest number of moonlighters.
Over the past decade job satisfaction has generated a lot of interest among researchers. With the passage of time seeking second job is a rising trend among professionals. The popularity of the concept of moonlighting has stemmed from its relationship with several important employee behaviors particularly job satisfaction. According to Lambert (2003), Lambert and Hogan (2009), the trend of moonlighting is on the rise in education sector and specifically in public sector organizations. The reasons behind moonlighting are thought to be financial, intellectual or social. Further, Cooper-Hakim and Viswesvaran (2005) say that in the competitive market employees have become the only source of sustainable competitive advantage to organizations, therefore predicting employee satisfaction and commitment is important. Employee job satisfaction becomes critical when an organization expects to sustain and compete in the market.
Workforce of an organization plays a vital...