This study investigated the job satisfaction of elementary school counselors in the Pacific Northwest, defined as Idaho, Oregon, and Washington. The purpose of the study was to (a) describe current elementary counselor characteristics, duties and functions; (b) determine the overall level of job satisfaction of elementary school counselors; (c) investigate factors relating to job satisfaction of elementary school counselors; (d) assess the level of job satisfaction with the professional role of counselors; and (e) assess the level of satisfaction with graduate preparation. This study posed three questions: 1. What are the levels of overall job satisfaction in elementary school counselors in the Pacific Northwest? 2. How satisfied are Pacific Northwest elementary school counselors with specific aspects of their jobs? 3. For elementary school counselors in the Pacific Northwest what is the relationship between overall job satisfaction and selected demographic variables, graduate preparation variables, and work setting characteristics? Participants for this study were selected from a list of all (n=1,164) elementary school counselors issued by the state departments of education in Idaho, Oregon and Washington. A random sample of 400 was selected and mailed a packet containing the short-form Minnesota Satisfaction Questionnaire and the Elementary School Counselor Questionnaire, which was devised by the researcher to generate data appropriate to the questions raised. Three hundred twenty-one (321) of the 400 counselors surveyed responded, producing 298 useable surveys for a response return rate of 74.50. Procedures used to analyze the data were the Pearson product moment correlation, factor analysis, and stepwise multiple regression. The findings of the study indicate that job satisfaction of elementary school counselors as measured by the Elementary School Counselor Questionnaire and Minnesota Satisfaction Questionnaire was significantly related to satisfaction with professional role and work load. Scores on the Minnesota Satisfaction Questionnaire, professional role and work load were the best predictors of job satisfaction and explained 500 of the total variance in job satisfaction. / Graduation date: 1995

Using findings from a statewide study of satisfaction and retention of 294 direct-care staff in 39 assisted-living facilities (ALFs) in Georgia, this study examines the effect of sociodemographic, job, and attitudinal characteristics on overall job satisfaction and its various dimensions. The results show age has a negative effect on promotion satisfaction. Whites are more satisfied than non-whites with overall job, work, supervision, and pay. Urban workers are less satisfied with overall job, supervisor, coworker, promotion, and pay than their rural counterparts. Education negatively affects coworker satisfaction. Workers with children are less satisfied with supervisor relationships, and pay than childless persons. Pay is positively associated with pay satisfaction. Perceived workload is negatively associated with overall job satisfaction and each of its dimensions. Finally, perceived autonomy is positively associated with promotion satisfaction. The results of this study emphasize the need for new strategies to improve job satisfaction among workers in ALFs.

An investigation of the relationship between corporate sponsorship activities and human resource constructs was conducted through an online questionnaire with employees of a southern U.S. energy provider. Specifically, three sponsorship-related constructs, fan identification with a sponsored sport property, employee involvement with the sponsorship, and employee attitude toward the sponsorship were hypothesized to be positively related to employee organization identification and job satisfaction. Social identification theory (SIT) provided the theoretical foundation of this study. Through a series of hypotheses, the three sponsorship-related constructs were hypothesized to exert both direct and indirect effects on employee organizational identification and job satisfaction. Testing the process of missing data for approximately 80 of the total 427 respondents showed that data was missing at random (MAR). Thus, missing data values were imputed using regression techniques available in AMOS 16.0 software. Structural equation modeling (SEM) was employed to evaluate the path of predicted relationships. Assessment of the measurement model fit for the entire model showed that all but one indicator, for involvement with the sponsorship, loaded on latent variables as expected. In addition to comparing the results of the SEM analysis of the imputed data set (n = 427) to the data set with only complete responses (n = 308), a random sample (n = 200) was also analyzed, in order to assess the impact of sample size on fitting the data to the models. A competing models approach to SEM analysis showed that four nested models differed only marginally on a couple goodness-of-fit indices. The principle of parsimony was thus utilized to select and evaluate the fit of the appropriate model. Evaluation of the hypotheses showed that fan identification and involvement with the sponsorship did not exert direct effects on employee organization identification and job satisfaction, but did influence these human resource constructs in an indirect manner. Additionally, an unpredicted, indirect relationship between organization prestige and job satisfaction was also established. Lastly, theoretical and managerial implications are discussed, along with the identification of several recommendations to guide future research relating corporate sponsorship with the internal audience.

The main purpose of this research is to investigate the job satisfaction for Personnel staffs of courts in R.O.C. Also, this research is to compare with the degree of influence of the personnel staffs¡¦ job satisfaction on different background variables. Personnel staffs¡¦ personal background is defined as independent variables and job satisfaction for Personnel staffs is defined as dependent variables. And independent variables are divided into two parts, personal characters and job characters. Personal characters are included such as sex, age, education level, marriage and job characters are included such as degrees of courts, level of courts, seniority, position, and grade. Dependent variables include job itself, salary, promotion and assess , supervisor¡¦s leadership style , human relationship ,working environment, and social status. A questionnaire survey on job satisfaction for Personnel staffs of courts in R.O.C. is conducted by a well-developed "Questionnaire of job satisfaction for Personnel staffs of courts in R.O.C," through cluster sampling. The survey data was then dealt and analyzed by statistical methods, such as descriptive statistics, t-test, one-way ANOVA, and the Scheffe¡¦s approach afterward. The results of the research are listed as follows¡G 1. In overall aspect, the job satisfaction of personnel staffs in of courts in R.O.C is satisfied. 2. In each aspect, personnel staffs have fair job satisfaction regarding to human relationship, supervisor¡¦s leadership style, working environment, social status, salary, job itself. On the other hand, personnel staffs have lowest job satisfaction regarding to promotion. 3.In personal characters, there is significant difference among sex, education level, marriage, and there is no significant difference among age. 4. In job characters, there is significant difference among degrees of courts, level of courts, position, and there is no significant difference among seniority and grade. Finally, provide suggestions to higher authorities by the result of this research.

Facing trend of globalization, each government actively upgrade its added value for competitiveness enhancement. In response to these, the spindle of growth value is to accomplish ¡§miniature but magnificent government.¡¨ In other words, government reengineering not only emphasizes on organizational reengineering but the most important is to changes the mindset and constitution of ¡§not action¡¨ and ¡§authority maximization but reject change¡¨ through the process of reengineering in order to enhance the government effectiveness and decision quality. The most serious organizational reengineering for government institution is department regroup and elimination that affects a lot on rights of employee. In addition, the process and outcome of this kind of reengineering cannot be controlled by executive and management. This research was to understand how a government strengthens and increases loyalty and working desire of employees with different attitude under uncertainty of current organization, tasks, and regulations so that to increase competitiveness and overall performance. In this research, personal factor was an independent variable, job satisfaction and devotion was middle variable, was to probe into whether performance would be effected by job satisfaction and devotion in an organization reengineering. The research conducted questionnaire and its target group of this research was mainly focus on coast guards located in Kaohsiung of Coast Guard Administration. Data analysis of this research adopted descriptive statistics, factor analysis, credibility analysis, independent sample T-test, one-way analysis of variance, regression analysis, and etc.. The way used to analyze the collected data was firstly to describe scores of each variable in sample and secondly by one-way analysis of variance to test significant difference between personal variable on job satisfaction/ devotion and performance. Meanwhile, multiple regression analysis was used to analyze effect and prediction among aspects of job devotion, job satisfaction, and performance and used to explore significant effect on job satisfaction, devotion and performance under organization realignment circumstances. The results of research showed that: (1) different personal variables have significant difference on work achievement and influence power which on aspects of job satisfaction; (2) department code under personal variables is significant different on job devotion; (3) academic level and gender have significant difference on job performance; (4) job autonomy and development, leadership satisfaction, achievement, influence power and evaluation which under aspects of job satisfaction are significant different on job devotion; (5) achievement which under job satisfaction has significant difference on performance; (6) job devotion has no significant difference on job performance. Based upon above-mentioned results, hereunder have some suggestions along with this research: (1) Manager or supervisor should pay more attention on employee needs and feedback to higher management team for improvement in order to shorten the period of adaptation of organization reengineering. (2) Increasing number of training courses on different professions will strengthen job adaptability and ability of supervision. By doing this, employees will accomplish their task smoothly and appropriately, and meanwhile to gain recognition and rewards from society. (3) Refining process of performance management and appraisal. One of performance management purpose is to feedback on employee hard working, attendance, and job outcome in timely manner so that job performance can be truly affected by employee job devotion. Hence, to add or remove evaluation items will be able to guide and lead our colleagues to learn and reinforce taking responsibility of value of social mainstream. (4) To praise, admire, and recognize excellent employee publicly will promote job achievement and performance.

Taiwan Railway Administration Bureau (TRAB) is a public transportation service unit; it has obtained the monopoly of Taiwan railway transportation business. Recently because of the policy of going private for most of the national business, the employee turn over rate is high, new employees who intend to resign from the company is increasing. Many competent employees left and caused big damage to the company, and many works can not be accomplished smoothly, how to build up a pleasant atmosphere and inspire the employees potential, increase their job satisfaction, reduce the turnover rate, in order to bring the maximum benefits for the organization becomes the most critical issues. This research is focused on the employees at Taiwan Railway Administration Bureau, their work attitude and the overview of the resignation inclination. The target groups are the employees at the head office and the engineering department, and the researcher chose the random selected people to fill in the questionnaires and test there opinions. This research covers 400 copies of questions, through the process of going private, the researcher intends to see the result of different people¡¦s personal attributes toward job involvement, job satisfaction, resignation inclination, etc. and try to get the variables and the result of the research: 1.Different employees¡¦ attitudes in TRAB with different personal attributes variables, they have significant difference in each dimension of job involvement, job satisfaction, and resignation inclination. 2.TRAB employees¡¦ attitudes with different degree of job involvement have the significant influence to resignation inclination. 3.TRAB employees¡¦ attitudes with different degree of job satisfaction have the significant influence to resignation inclination. 4.TRAB employees¡¦ attitudes that have the interrelation between job involvement in each dimension and personal attributes variables have the significant influence to resignation inclination. 5.TRAB employees¡¦ attitudes that have the interrelation between job satisfaction in each dimension and personal attributes variables and have the significant influence to resignation inclination. 6.TRAB employees¡¦ attitudes toward job involvement have significant positive co-relation to job satisfaction. According to the result of the research, this research are covered with the following suggestions to TRAB : 1.Set up fair and reasonable diversified performance evaluation and promotion system. 2.Increase feedback programs to the best performed employees, give them the opportunities to think and decide. 3.Set up the retention plan. 4.For the employees that have higher education or have higher position, the company should design more challenging, diversified, self-controlled jobs, and they have more opportunities to use different skills to complete various jobs, in order to increase the sense of job satisfaction. 5.Reinforce the employees¡¦ cohesiveness, reduce the resignation inclination. The suggestions to the following researchers: There are many factors that influence an employee to resign; this research is only focused on job satisfaction, job involvement and personal attributes variables, other variables such as organization climate, culture, leadership behaviors etc. have not been researched. This research suggests that the following researchers can concentrate on the resignation inclination in many other cases, and analyze with multiple variables.

Thesis (Ph. D.)--University of Queensland, 2001. / Includes bibliographical references.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2001. / Includes bibliographical references.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1987.

Thesis (Ph. D.)--Ohio State University, 1993. / Includes vita. Includes bibliographical references (leaves 159-167). Available online via OhioLINK's ETD Center.