Doctor of Philosophy / Department of Hospitality Management and Dietetics / Deborah D. Canter / Despite the enormous amount of research about job satisfaction and intent to leave, few studies have focused on Registered Dietitians (RDs) with management responsibilities. Even less is known about the level of career satisfaction or intent to leave the dietetics profession. This study examined job and career satisfaction among members of four dietetic practice groups (DPGs). An online questionnaire included 36 items of the Job Satisfaction Survey (JSS), career satisfaction and intent to leave measures. Data were analyzed from 966 dietitians in management and clinical practice using traditional statistical procedures. Management dietitians had significantly higher composite scores for six out of nine facets of job satisfaction than dietitians in non-managerial positions. Overall satisfaction scores for management dietitians (M = 153.75 ± 26.68) were also significantly higher compared to non-management dietitians (M = 140.79 ± 30.26, t = 4.368, p < 0.001). Overall satisfaction scores also differed significantly across seven groups of management dietitians, F (6, 844) = 4.41, p < 0.001. The majority of dietitians in this study did not intend to seek other jobs or leave their current jobs. Overall, management dietitians were satisfied with their careers (19.82 ± 3.73). In contrast, non-management dietitians were closer to neutral and significantly less satisfied with their careers (16.44 ± 5.06, t = 6.907, p < 0.001). Career satisfaction scores also differed significantly across seven job titles of managers, F (6, 839) = 5.69, p < 0.001. Intent to leave the profession was not observed for the majority of dietitians in this study. Additional results, implications for the dietetics profession and recommendations for future research are discussed.

The objective of this study is to determine the potential association between teaching state, subject taught, perceived preparation given by teacher preparedness programs, and perceived support from administration and colleagues, and overall happiness of teachers and their satisfaction with the university education program they attended. We use generalized Fisher’s exact tests, two-sample t-tests, linear regression, logistic regression to accomplish this objective. State and subject have very little effect on teacher satisfaction. Teacher support systems are associated with both the way a teacher perceives they were prepared, as well as the satisfaction they experience in their career. How well a teacher feels they were is also associated with teacher satisfaction.

The purpose of this study was to investigate the relationship between identification with the teacher or musician role and intrinsic career satisfaction by college music teachers in doctoral degree granting institutions.

Career satisfaction has become an important research topic in both psychological and business research. The purpose of the present study was to examine the relationships between general managers’ career satisfaction, the Big Five personality traits (agreeableness, conscientiousness, emotional stability, extraversion, and openness), as well as narrow personality traits. An archival data source was used consisting of a sample of 6,042 general managers and 48,726 non-managers from various industries. I investigated the relationship between personality variables and general manager’s career satisfaction. Results indicated that several personality traits were significantly related to managers’ career satisfaction. For example, emotional resilience, extraversion, conscientiousness, agreeableness, optimism, and work drive were significantly related to general managers’ career satisfaction. Among all the personality traits, emotional resilience and optimism had the highest correlations with general manager’s career satisfaction. The difference between managers and non-managers were compared. Implications for future research and practice were discussed.

Cybersecurity professionals are in high demand, but the definition of individual interests and the functions that comprise those roles is more complex than it may seem. In the face of a global shortage of cybersecurity professionals, and an often-difficult team dynamic around these individuals, in addition to a dramatic rise in cybercrime and security breaches, it is important to define and understand career success and career performance within an organization. This research uses a design science approach founded on a sociotechnical theoretical framework based on Information Technology (IT) turnover and Human Resources (HR) theories to analyze individual factors of job satisfaction and job performance for cybersecurity roles to design a cybersecurity interest to function career alignment model through the integration of prominent indicators of individual interest. This is accomplished using a mixed methods approach of surveys, interviews, and a focus group that are employed using various techniques of visual, descriptive, correlation, and thematic analysis. Two key findings within this research involves cybersecurity roles and functions and the ability to align an individual's personal interests to those roles. In the former case, cybersecurity roles are poorly defined and are prone to widespread ambiguity, requiring the design of a taxonomy of discrete functions for analysis. In the latter case, individual interests, as analyzed through popular individual profiling solutions are vague and largely irrelevant to cybersecurity professionals. This requires that individual interests be defined and applied to relevant industry functions to provide meaningful alignment to job satisfaction and job performance. Among the implications for IT Turnover Theory, is the refined attribution of individual interests within cybersecurity roles instead of a monolithic interpretation of cybersecurity professionals as a single factor. This is also true for the Intermediate Linkages Model as the job satisfaction-turnover relationship may be further refined to include industry-specific functions for cybersecurity functions and the specific interests of cybersecurity professionals. The implications for design science research could extend beyond the usage of standard guidelines, venturing into this study's process of using design challenges to illuminate hidden design principles. This challenge-principle relationship may provide additional insight to new or existing facets of reasoning. These new viewpoints may uncover otherwise excluded aspects that provide additional insight into this study or topics beyond. For cybersecurity and human resources practitioners, this study provides several implications beyond the foundation for career training for functional guidance. It provides an alternative viewpoint on organizational and departmental design for cybersecurity to business alignment to increase individual job satisfaction and ultimately improve organizational performance. Future research would result in deployed artifact instantiations that promotes general career direction for future and current cybersecurity personnel, while also providing additional guidance to organizations for the proper deployment of cybersecurity teams. Other research could include IT careers beyond cybersecurity to create a standardized method for the alignment of interests to career functions for the improvement of individual job satisfaction and overall organizational performance. / Thesis (PhD (Information Technology))--University of Pretoria, 2020. / Informatics / PhD (Information Technology) / Unrestricted

The present study continues the long line of research addressing Person-Environment fit started by Frank Parsons a century ago and the construct of career satisfaction. Previous research emphasized Holland themes and specific occupational scales, with this study being the first to evaluate the higher order of personal style relating to job satisfaction. This study examined the capacity of the General Occupational Themes (GOTs) and Personal Style Scales (PSSs) of the 2005 Strong Interest Inventory in predicting job satisfaction across 8 individual samples comprising 4,938 working adults. Sequential discriminant function analyses demonstrated that sets of hypothesized PSSs significantly distinguished between satisfied and dissatisfied workers beyond the six Holland themes in all 8 occupational samples. This research provided validation and support for the newly added Team Orientation PSS. It further provided support for demographic variables related to job satisfaction, including ethnicity, gender, age, and the reason for testing.

Prior research supports the relationship between education and status attainment, mobility, and occupational attainment. Today, within an increasingly bifurcated labor market, where education is important for occupational attainment and the associated income and benefits, understanding the processes of status attainment is important. Educational expectations shape educational attainment, while educational attainment influences occupational attainment and satisfaction. Utilizing the National Longitudinal Study of Adolescent Health, this study investigated the moderating effects of expectations on the relationship between education and occupational satisfaction. The results of this study partially support the moderating effects of expectations on the relationship between degree earned and career satisfaction, finding that expectations moderate this relationship for individuals who earned a bachelor's degree.

In this study, I explored the career satisfaction, relationship satisfaction, friendship intimacy, and mentoring functions of female faculty in marriage and family therapy (MFT) programs. Study participants included 111 women affiliated with a MFT program in a research or liberal arts institution or training institute. Participants completed the Faculty Satisfaction Questionnaire (FSQ), Kansas Martial Satisfaction Questionnaire (KMS), Miller Social Intimacy Scale (MSIS), Mentoring Functions Questionnaire, and a demographics section with open-ended questions about their experiences. Faculty women reported higher levels of satisfaction with teaching than with service or research and higher satisfaction with service than research. Faculty who were part of a significant relationship reported high scores on the KMS while faculty who had a close friend indicated moderate intimacy levels on the MSIS. Those with a mentor reported that their mentor provided more psychosocial mentoring functions than career mentoring functions. Characteristics of the mentor and the mentoring relationship predicted the extent of the psychosocial and mentoring functions provided. Associations among career satisfaction, relationship satisfaction, friendship intimacy, mentoring functions, and demographic variables were determined using stepwise multiple regression analyses on a subsample of 37 faculty with complete data on key career and relationship functions. Expanded service duties, psychosocial mentoring functions, being Caucasian, and having received an award for research were associated with greater levels of career satisfaction. Career mentoring functions were associated with reduced levels of career satisfaction. Possession of a doctorate and psychosocial mentoring functions were associated with greater levels of friendship intimacy. Based on the results of this research and the literature of women in academia, implications and suggestions for improving the academic climate are presented for institutions, MFT programs, the American Association for Marriage and Family Therapy (AAMFT), and the Commission on Accreditation of Marriage and Family Therapy Education (COAMFTE). Limitations and suggestions for future research are also discussed. / Ph. D.

The correlation between social style and career satisfaction among emergency physicians was investigated. An e-mail survey was sent to a random sample of 1,000 members of the American College of Emergency Physicians in practice for at least three years; 707 had valid e-mail addresses. A twenty-item behavioral style survey instrument and a five-item career satisfaction scale were used. The study incorporated prenotification and reminder e-mails. Valid responses were obtained from 329 physicians (46.5%). No correlation was shown between social style and career satisfaction. Problems with both survey instruments were discovered. Survey respondents were unhappy with their careers, with an average satisfaction of 4.03, 1 being very satisfied, 5 very dissatisfied. Areas for future study include redoing the study using different survey instruments.

<p>Nivo zadovoljstva karijerom predstavlja fenomen kojem se u poslednje vreme pri&scaron;lo sa ozbiljnijim interesovanjem. Utvrđivanje odnosa crta ličnosti, strukture radne motivacije za zadovoljstvo karijerom, uspe&scaron;nih ljudi predstavlja plodno tle za polje savetovanja u karijeri. Danas je fokus istraživača pomeren i zadržan na intrinzičkim kriterijumima uspeha u karijeri, gde se pored crta ličnost, strukture radne motivacije sa posebnom pažnjom ispituju i uticaji organizacije ali i ravnoteže između porodičnih i radnih uloga na ukupno zadovoljstvo karijerom. U cilju &scaron;to boljeg razumevanja strukture ličnosti u organizacijskim u konceptu zadovoljstva karijerom, pored osnovnih, aktuelno je prisutan i koncept &bdquo;dodatnih&ldquo; crta ličnosti. Pregled savremene literature ukazuje na nedovoljnu proučenost međusobnog odnosa navedenih fenomena, pogotovo primene teorije samodeterminacije u ovakvomm istraživačkom konceptu.<br />Da bismo detaljnije ispitali značaj crta ličnosti i strukture radne motivacije za zadovoljstvo karijerom, pristupili smo ispitivanju crta ličnosti, strukture radne motivacije u odnosu na nivo zadovoljstva karijerom i to kod uspe&scaron;nih ljudi. Zadovoljstvo karijerom je definisano kao evaluacija ličnog napretka u odnosu na lične ciljeve u karijeri. Povodom ovog rada, konstruisan je utpinik namenjen ispitivanju zadovoljstva karijerom, ZAK i koji je na pilot uzorku dao prihvatljive metrijske karakteristike. Uzorak ispitanika je sastavljen od ukupno 110 osoba sa vrlo uspe&scaron;nom karijerom u oblasti obrazovanja, bankarstva i biznisa u Republici Srbiji. Njihova karijera je ocenjena kao uspe&scaron;na na osnovu sledećih kriterija: akademskog postignuća &ndash; status profesora univerziteta; rukovodeće pozicije u bankama i internacionalnim kompanijama; kao i vlasni&scaron;tvo kompanija koje su imale iznad deset zaposlenih i pozitivan bilans u prethodnim godinama poslovanja. Četrnaest ispitanika je bilo srednjeg obrazovnog nivoa, 22 sa vi&scaron;om stručnom spremom, a sa visokom ukupno 74, od toga sa VII/1 stepenom 37 i VII/2 i VIII stepenom takođe 37 ispitanika. Najmlađi ispitanik je imao 26 godina, najstariji 68, dok je prosečna starost bila 47 godina. Najduži radni staž je bio 44 godine, a prosečan 21 godinu. Primenjeni su sledeći instrumenti: LEKSI 70, namenjen ispitivanju crta ličnosti baziranih na konceptu &bdquo;velikih pet&ldquo; plus dva; SRM-1, za ispitivanje strukture radne motivacije; kao i ZAK, upitnik koji ispituje nivo zadovoljstva karijerom.<br />Nakon primene serije analiza utvrđeno je da su prediktori zadovoljstva karijerom kod vrlo uspe&scaron;nih osoba osobina ličnosti pozitivna emocionalnost, stanje ispunjenosti karijerom, intrinzička motivacija i regulacija identifikacijom. Slično tome, pronađena je veza između crta savesnost i otvorenost sa regulacijom identifikacijom i intrinzičkom motivacijom i zadovoljstvom karijerom. Glavni prediktori zadovoljstva i ispunjeno&scaron;ću karijerom kod vrlo uspe&scaron;nih osoba su izražena crta ličnosti otvorenost i sniženje crte negativna emocionalnost Osoba sklona izbegavanju posla ima manje izraženu savesnost, povi&scaron;enu negativnu emocionalnost, pokazuje sklonost ka introjektovanoj regulaciji. Pored toga, osoba sa izraženom negativnom emocionalno&scaron;ću ima tendenciju ka promeni karijere. Dužina radnog staža sugeri&scaron;e zaključak da su osobe sa dužom uspe&scaron;nom karijerom manje neprijatne i vi&scaron;e savesne. Obrazovni nivo ispitanika je bio u vezi sa ispunjeno&scaron;ću karijerom, tako &scaron;to su najobrazovaniji ispitanici bili zadovoljniji od manje obrazovanih. Ispitivanje značaja oblasti karijere na relacije osobina i strukture motivacije na zadovoljstvo pokazuje da se grupe međusobno razlikuju po tome &scaron;to grupe menadžera i univerzitetskih profesora u odnosu na bankare pokazuju veći stepen zadovoljstva karijerom i imaju izraženije crte otvorenost i pozitivna valenca, dok im je ekstrinzička radna motivacija niža u odnosu na grupu bankara.&nbsp;Ustanovljeno je i da grupa bankara ima izraženiju introjektovanu regulaciju i intrinzičku motivaciju od grupe profesora i grupe menadžera</p> / <p>The level of the satisfaction with the career is a phenomenon that has been lately analysed seriously and with attention. To determine the relationship between personality traits and structures of work motivation for career satisfaction with successful people is a good basis for the field of advising. Up to now it was only discussed in the context of objective, external criterion of satisfaction. Since the industrial-organizational psychology has become interested in the concepts of personality again by creating socio-cognitive approaches to motivation, this relation has occupied an important place in studies of organizational behavior. Today, the focus of researchers is shifted and held on the intrinsic criteria of the success in career and in addition to personality traits, structures of work motivation are examined with special attention in terms of organization and in terms of the influence of family/work balance on the level of satisfaction. Contemporary literature review indicates the insufficient study of the concepts mentioned above, especially the application of the theory of self-determination in this concept of research.<br />In order to examine the importance of personality traits and structure of work motivation we started examining personality traits and structure of work motivation in relation to the level of career satisfaction of successful people. Career satisfaction is defined as the evaluation of personal progress in relation to personal goals. The research included 110 people with very successful careers in fields of education, bankings and business in the Republic of Serbia. Their career was evaluated as successful on the following criteria: academic achievements &ndash; the status of the university professor, managing or senior positions in banks and international companies; entrepreneurs and company owners that have more than ten employees and the positive balance in previous years. Fourteen examinees had secondary school education, 22 with Bachelor&rsquo;s degree, total of 74 with university degree of which 37 had Master&rsquo;s degree and 37 of them PhD.<br />The youngest examinee was 26, the oldest 68, while the average age was 47. The longest years of service was 44 years, and average 21 year. The following tests were applied: LEKSI 70, test designed for testing personal traits based on the &rsquo;&rsquo;Big Five&rsquo;&rsquo; plus two; SRM-1, for testing the structure of work motivation; and For the purpose of this paper, a questionnaire is made to investigate the level of career satisfaction, ZAK which as the pilot sample had given acceptable psychometric characteristics.. After the application of series of results, the following are the most important to mention: the connection between personality traits and positive emotionality, factors for career satisfaction, intrinsic motivation and regulation through identification with successful people. Similarly, the connection between career satisfaction and regulation through identification and intrinsic motivation has been found between openness and conscientiousness. In addition, the quality of openness showed negative correlation with external regulation and conscientiousness with the factor of avoiding work. Examinees who were more prone to regulation through identification showed more distinctive positive emotionality and conscientiousness, but at the same time&nbsp;the higher level of unpleasantness/aggression. Years of service suggest that people with long and successful careers are less unpleasant and more conscientious. The relation between negative valence factors, psychosomatic symptoms, avoiding work and external control stands out as an important highlight. Examined group of managers and university professors in relation to bankers show the higher level of satisfaction with their careers, have more distinctive quality of openness and positive valence while at the same time their extrinsic motivation is lower than in the group of bankers. In addition, people with negative emotions had tendencies for a career change. The educational level connected to the career satisfaction showed that more educated people were more satisfied from less educated. In addition to basic personality traits and in order to understand better the structure of personality in organizational behavior, the concept of &#39;additional&#39; personality traits is also important.</p>