Thesis (M.B.A.)--University of Hong Kong, 1983.

Thesis (M.B.A.)--University of Hong Kong, 1988.

Thesis (M.S.)--West Virginia University, 2003. / Title from document title page. Document formatted into pages; contains v, 84 p. Includes abstract. Includes bibliographical references (p. 73-77).

Background: Research suggests that medical/surgical nurses have lower job satisfaction than nurses in other areas. Research also reports that 80% of nurses will experience bullying in their careers and that leadership style has a significant impact on the organizational work environment. Authentic leadership is a relatively new concept, which has been linked to increased job satisfaction and decreased bullying. Although job satisfaction has been widely explored, the relationship between job satisfaction, bullying, and authentic leadership in medical-surgical nurses has not been studied. Therefore, purpose of this thesis study was to use the Organizational Framework for Predicting Nurse Retention to explore the relationship between workplace bullying, job satisfaction, and authentic leadership among medical-surgical nurses. Methods: As part of a larger study, a cross-sectional survey was utilized (N=317). Invitations to participate were sent to all medical-surgical nurses in Manitoba, via the College of Registered Nurses of Manitoba. Results: The findings revealed that an alarming 43% of nurses had been reportedly bullied (occasionally/ severely) at work. However, 65% of the participants reported overall job satisfaction (i.e., satisfied/ very satisfied) and rated their managers as relatively authentic. While bivariate and multivariate regression analysis revealed significant relationships among the three main study concepts, control/autonomy emerged as a central and common influencing factor. Discussion: Based on these findings, control/autonomy is key factor in the medical-surgical nursing environment. Therefore, strategies to decrease bullying and increase job satisfaction should focus on developing authentic leadership in nurse managers and increasing perceived control and autonomy for nurses working in medical-surgical areas. Further studies with more diverse nursing populations are needed to support this novel research evidence. / October 2015

Problem investigated and objectives: Franchisees often complain that franchisors do not meet their needs, and are generally viewed as being unhappy with the franchise relationship between franchisees and franchisors. The aim of this paper is to investigate the level of satisfaction of franchisees with the franchise relationship, including the following elements: franchisee independence, support with the selection of a distribution point, allocation of geographical trading areas, support with the design and layout of distribution points, comprehensive training programmes, the provision of continuous market and product information and operational support, and advertising and financial support, including systems for bookkeeping. Approach: The data represents two groups of the same franchise, namely franchisees operating for two years and less as franchisees and franchisees who have been operating for longer than two years as franchisees. The extent to which these two groups view the relationship elements differently will be examined. Findings: The findings indicate that both groups had a high level of satisfaction with the franchise relationship between franchisees and franchisors, with the exception of identified opportunities, which could be further developed in order to increase the franchisees’ level of satisfaction with the franchise relationship between franchisees and franchisors. Conclusion: In view of the results of this research, it was concluded that the franchisees of the selected franchisor in the franchise industry displayed a high level of satisfaction with the franchise relationship between franchisors and franchisees. Keywords: Franchisees’ satisfaction, franchisee and franchisor, franchise relationships, marketing orientation, Franchise Association of Southern Africa (FASA), franchise agreement, franchise legislation.

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High school principals are organizational leaders that are critical to the pursuit of providing students a quality opportunity to learn. Impeding the attraction and retention of quality leadership is the thoughtful analysis of influences affecting the job satisfaction of the high school principal.This study used a mixed-method approach to data gathering. The quantitative method selected was survey research. The data were analyzed using descriptive statistics by frequency distributions, percentages, means, and standard deviations. In addition, the five hypotheses were tested using one-way analysis of variance (ANOVA). When the omnibus Fs indicated significance, Tukey's post-hoc tests were performed to determine which level/groups of the independent variables were significantly different.The second method used to gather data was qualitative techniques in research. A semi-structured interview of five Arizona high school principals was constructed based on the analysis of data derived from the quantitative survey.Results of the analysis suggested that being a high school principal in the State of Arizona can be an intrinsically, extrinsically, and generally satisfying job. In addition, results of this study suggest a significant relationship between high school principals' job satisfaction and the quality of their professional development. This project also revealed there was no significant relationship between job satisfaction and financial compensation.Future research should look to determine if quality professional development is defined as the current needs facing the high school principal, the lack of preparation individuals received prior to becoming a high school principal, or if quality professional development is significant because it provides high school principals the opportunity to develop relationships with colleagues outside of their individual school.

To date, only two studies have examined the accuracy of people’s perceptions of their romantic partners’ sexual satisfaction. These have yielded inconsistent results, with one study suggesting that men tend to overestimate their partners’ sexual satisfaction while women do not, and the other suggesting that women tend to overestimate their partners’ sexual satisfaction while men do not. Both studies have significant methodological limitations that make it difficult to interpret their findings. The first purpose of the current study was to investigate how similar people’s perceptions of their partners’ sexual satisfaction were to the levels of sexual satisfaction their partners reported, using an improved research methodology that addressed the limitations of past research. The second purpose of the current study was to better understand the factors that predict bias in perceptions of partner sexual satisfaction, using an integrative model that included both interpersonal and intrapersonal factors. Participants were 84 heterosexual couples who were married or cohabiting. They completed measures of sexual satisfaction (their own and their partners’), relationship satisfaction, quality of communication about sexual issues within their relationships, and also completed a task designed to assess emotion recognition abilities. We found that partner perceptions of sexual satisfaction were strongly correlated with self-reported sexual satisfaction for both males and females. We also found that males’ perceptions of their female partners’ sexual satisfaction were significantly biased, such that they underestimated their partners’ levels of sexual satisfaction. Females neither over nor underestimated their partners’ sexual satisfaction. Additionally, we found that better quality of sexual communication predicted decreased bias, while there was a trend toward better emotion recognition abilities predicting decreased bias. Further, quality of sexual communication and emotion recognition abilities interacted such that when the quality of sexual communication was good, there was no association between emotion recognition abilities and bias, but when the quality of sexual communication was poor, better emotion recognition abilities were associated with less bias. Implications of these findings are discussed.