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There is huge literature and number of researchers are exploring the effects of the personal characteristics of the lecturers of the advance learning institutions on their behavior of the organizations. Personal characteristics have been used as the independent variables of satisfaction and dissatisfaction of the job. Huge literature is available, and those results show that personal characteristics show different findings in different situations. Study conducted by the (Khan et al., 2012) found that only three personal characteristics are playing important role other four personal characteristics has no effect. He found that gender is playing very important role because of the political situation of the country. There is difference in the point of view between public and private sector institutions and shows variance in job satisfaction while no role in turnover intention. (Khan et al., (2012) concluded that in KPK province there is no significant relationship on the lecturers of advance learning institutions in terms of numbers. But only few personal characteristics needs care who has some implications. Khan and Khan (2011) found the effects of personal characteristics on the lecturers of the universities in KPK province and found that these characteristics and their effects are different in underdeveloped countries and different in advance and developed countries. It was also mentioned that gender is found to be the most powerful variables of the dependent variables. But qualification and length of service are also important variables which show variance upon the dependent variables. (Khan et al., (2013) added to the literature that success of any university is dependent on the employees. Turnover intention of the academic staff is very important, and it is important for universities to have information about the personal characteristics of the lecturers of the universities. Job satisfaction can be characterized as mental condition of how an individual feels towards his/her job, as it were, individuals' emotions and states of mind about assortment of inborn and outward components towards employments and the associations they play out their employments in. The components of job satisfaction are identified with pay, advancement, benefits, work nature, supervision, and relationship with partners (Mosadeghard, 2003). Job satisfaction is considered as all-around module of an organization's human asset techniques.
As per (Simatwa,2011) Job satisfaction implies a capacity which is positively identified with how much one's close to home needs are satisfied in the job situation. (Kuria,2011) contends that representatives are the most fulfilled and exceptionally beneficial when their job offers them security from monetary strain, acknowledgment of their exertion clean arrangement of grievances, chance to contribute thoughts and recommendations, cooperation leadership and dealing with the issues, clean meanings of obligations and duties and open doors for advancement, incidental advantages, sound installment structure, motivating force designs and benefit sharing exercises, wellbeing and wellbeing measures, government managed savings, remuneration, correspondence, correspondence framework lastly, climate of common put stock in regard. Job satisfaction implies pleasurable enthusiastic condition of feeling that outcomes from execution of work (Simatwa, 2011).