Faculty Workloads in Relation to Stress Management and Job Satisfaction in the Criminology Programs

Faculty workload, stress, and job satisfaction are critical factors influencing performance, well-being, and retention in higher education institutions. This study investigates the relationship between faculty workloads, stress management, and job satisfaction among criminology faculty in private higher education institutions in the Zamboanga Peninsula. Utilizing a descriptive-correlational research design, the study involved 100 faculty members from various institutions offering criminology programs. They were selected using random sampling. Three self-made survey questionnaires were used in this study to evaluate criminology faculty members’ workloads, stress management, and job satisfaction while ensuring their clarity, reliability, and compatibility with the study’s objectives. To summarize data patterns and examine the connections among workloads, stress management, and job satisfaction, the mean, standard deviation, and Pearson correlation were employed. The results revealed that faculty members experience a very high workload, with instructional duties being the most prominent, followed by extension services and research activities. Stress management was also rated very high, with faculty effectively using coping mechanisms and benefiting from strong social support systems. Job satisfaction was found to be very high overall, particularly in terms of work environment and compensation and benefits, although recognition and rewards scored slightly lower, suggesting an area for institutional improvement. The study found no significant correlation between workloads and stress management. No significant relationship was also noted between faculty workload and job satisfaction. These results suggest that while general workloads do not significantly affect stress management or job satisfaction, increased responsibilities in community-based extension services may reduce perceived support and satisfaction levels. The findings highlight the importance of balanced workload distribution, improved faculty recognition systems, and enhanced institutional support—especially for those involved in extension work. Recommendations include developing structured policies for workload distribution, implementing recognition initiatives, and providing targeted support to maintain faculty well-being and promote retention in criminology education.