This study aims to describe the lecturers' ability to adapt to their work environment, which is vital for ensuring institutional effectiveness and the overall quality of higher education. This study investigates how lecturers' commitment, performance, and job satisfaction influence their work adjustment. Employing a quantitative research design with a survey method, data were collected from a sample of university lecturers and analyzed using Structural Equation Modeling (SEM) to assess direct and indirect relationships among the variables. The results reveal several significant findings: commitment and performance each substantially directly affect work adjustment, both individually and jointly. Commitment and performance also significantly influence job satisfaction, both independently and simultaneously.Furthermore, job satisfaction has a strong direct impact on lecturers' work adjustment. Commitment, performance, and job satisfaction together contribute significantly to work adjustment. The analysis also shows that commitment indirectly affects work adjustment through job satisfaction, while the indirect effect of performance through job satisfaction is not statistically significant. These findings emphasize the importance of fostering commitment and performance to enhance job satisfaction and facilitate work adjustment. Job satisfaction also mediates, reinforcing its strategic value in academic human resource development.
Azan et al. (Mon,) studied this question.
Synapse has enriched 5 closely related papers on similar clinical questions. Consider them for comparative context: