Thesis (M.A.)--香港中文大學硏究院社會學部. / Reprint of manuscript. / Includes bibliographical references (leaves 298-318). / Thesis (M.A.)--Xianggang Zhong wen da xue yan jiu yuan she hui xue bu. / 圖表目錄 --- p.Xiii / 解說圖表目錄 --- p.XX / 附錄目錄 --- p.Xxi / Chapter 第一章 --- 緒論 --- p.1 / Chapter 一 --- 研究問題的性質 --- p.1 / Chapter 二 --- 研究目的 --- p.4 / Chapter 三 --- 研究的意義 --- p.7 / Chapter 四 --- 研究的限制 --- p.12 / Chapter 五 --- 重要概念詮釋 --- p.14 / Chapter 六 --- 論文結構 --- p.22 / Chapter 第二章 --- 文獻探討：台灣製造業及其勞工概況 --- p.25 / Chapter 一 --- 製造業在台灣經濟結構中的地位 --- p.26 / Chapter 二 --- 台灣製造業員工概況 --- p.33 / Chapter 1 --- 就業人數 / Chapter 2 --- 年齡結構 / Chapter 3 --- 教育程度 / Chapter 4 --- 工作時數 / Chapter 5 --- 薪資 / Chapter 6 --- 工作年資 / Chapter 7 --- 求職方式 / Chapter 8 --- 轉業意向 / Chapter 9 --- 轉業類型 / Chapter 10 --- 轉業率 / Chapter 11 --- 轉業因素 / Chapter 第三章 --- 文獻探討：相關理論與研究 --- p.49 / Chapter 一 --- 工作投入 --- p.50 / Chapter 二 --- 轉業行為 --- p.67 / Chapter 三 --- 工作投入與轉業行為 --- p.76 / Chapter 第四章 --- 研究假設 --- p.87 / Chapter 第五章 --- 研究設計與方法 --- p.98 / Chapter 一 --- 研究對象 --- p.98 / Chapter 二 --- 研究工具 --- p.103 / Chapter 三 --- 研究程序 --- p.109 / Chapter 四 --- 資料分析法 --- p.117 / Chapter 第六章 --- 研究結果的描述 --- p.135 / Chapter 一 --- 樣本特徵、工作投入和轉業行為的分部型態 --- p.136 / Chapter （一） --- 樣本特徵 --- p.136 / Chapter （二） --- 工作投入 --- p.146 / Chapter （三） --- 轉業行為 --- p.157 / Chapter 二 --- 樣本特徵、工作投入和轉業行為三者之間的関联性 --- p.163 / Chapter （一） --- 個人基本資料與四種工作態度及轉業行為 --- p.164 / Chapter （二） --- 組織投入與轉業行為 --- p.171 / Chapter （三） --- 行業投入與轉業行為 --- p.176 / Chapter （四） --- 工作滿意與轉業行為 --- p.182 / Chapter （五） --- 組織投入與行業投入 --- p.187 / Chapter （六） --- 工作投入類型與轉業行為 --- p.189 / Chapter 第七章 --- 研究結果的分析和討論 --- p.195 / Chapter 一 --- 樣本特徵的分析和討論 --- p.196 / Chapter （一） --- 個人基本資料 --- p.198 / Chapter （二） --- 工作態度 --- p.207 / Chapter （三） --- 轉業行為 --- p.226 / Chapter 二 --- 假設測定和分析 --- p.240 / 副假設 --- p.240 / 副假設 --- p.243 / 副假設 --- p.245 / 副假設 --- p.248 / 副假設 --- p.251 / 副假設 --- p.253 / 中心假設 --- p.263 / Chapter 第八章 --- 摘要和結論 --- p.272 / Chapter 一 --- 研究摘要 --- p.272 / Chapter 二 --- 研究貢獻 --- p.277 / Chapter 三 --- 再研究的建議 --- p.284 / 附錄 --- p.291 / 書目 --- p.298

Thesis (MBA.) -- University of Limpopo, 2015 / This research report investigated job satisfaction and organisational commitment in a changing environment at Sefako Makgatho Health Sciences University (SMU). The desire to this enquiry was a result of the recent de-merger and name change experienced at the University hence the researcher developed curiosity to determine if employees are still satisfied with their jobs and whether they are still committed to work for the organisation. The research also investigated the perceptions of employees regarding management of change at SMU. Evidence from the obtained data shows that employees are generally satisfied to work for SMU hence it seems to suggest that they are also committed to work for SMU. The research was quantitative in nature utilising convenient sampling method. A convenient sample size of (114) was utilised in the execution of this research. The sample was drawn from both administrative and academic staff of the institution. Sections A, B and C of the questionnaire were analysed using SPSS version 22 and section D of the questionnaire was analysed using thematic analysis.

Thesis (MBA) -- University of Limpopo, 2011 / The change or transformation of higher education institutions in South Africa (SA) was mandated by the government, as a response to address past disparities that prevailed as a result of the apartheid government. These disparities, included inter alia, improving access to higher education institutions, improving staff and student equity and improving the quality of higher education throughput. The merger of higher education institutions in SA, like any other institution in another country that had undergone a similar form of change, mostly share the similar experiences, especially if the mergers are mandated by the government. The fundamental issue and the inspiration of the study is the impact of the merger, whether directly or indirectly, on employees’ job satisfaction, organisational commitment and intention to leave. The target population of the study was the university of Limpopo employees, clustered into three categories, viz. the academic, administrative and support services personnel. The study used a random sampling method. A questionnaire, with a combination of closed and open ended questions, was used to collect data. The results indicated that the respondents were not satisfied with their jobs had low organisational commitment and some intentions to leave the employ of the university. However, they indicated that the merger had very little effect on these results.

Title: Construction, Development and Consequences of Job Satisfaction in Banking Sector of PakistanLevel: Second CycleAuthor: Muhammad Naveed Iqbal and Sidra RizviSupervisor: Dr. Maria Fregidou-MalamaDate: 2012, February.Purpose: This study investigates job satisfaction concepts by considering jobs satisfaction factors, leader/manager’s behavior and effects of job satisfaction in the form of organizational efficiency and individual efficiency. It studies the construction, development and consequences of job satisfaction.Design/methodology: The data is collected from commercial bank in Pakistan through a survey by using two different questionnaires, one for employees and one for managers. SPSS technique was used for data analysis.Result & Conclusion: The job satisfaction factors and manager behavior are the input in construction and development of employees’ job satisfaction. Six factors: (promotion, pay, benefit, rewards coworkers and job responsibilities) and managerial style: (middle to the road managerial style) are the most important basis to build the satisfaction level of the employees. Satisfaction/dissatisfaction of an employee affects the organizational efficiency as well as individual efficiency.Contribution: This research helps researchers to use the created model for further extensive research on job satisfaction. It helps the organizations to assess the status of their employee in regard of job satisfaction. Managers can manage polices related to factors and design training accordingly for the desired leadership behavior according to employees preference.Further Suggestion: This research is done in one department of commercial bank in Pakistan. Increase in sample size could produce comprehensive results. National culture effect is ignored in this research that helps to look on different consequences of job satisfaction assessment according to country’s culture. More service sectors such as hospital, insurance, telecommunication etc. should be considered to get more general results.Originality: This research presents construction, development of employee job satisfaction through factors and manager/leader behavior and its results in the form of consequences of satisfaction or dissatisfaction.Keywords: Job Satisfaction, Employees, Job Satisfaction Factors, Manager/Leader

Thesis (M.B.A.)--University of Hong Kong, 1985.

published_or_final_version / Public Administration / Master / Master of Social Sciences

published_or_final_version / Public Administration / Master / Master of Social Sciences

AIM: The aim of the study is to explore the factors that contribute to job satisfaction among registered nurses at KFH and to determine factors associated with job dissatisfaction among registered nurses at KFH. METHODOLOGY: A quantitative, descriptive, exploratory study was conducted to explore the factors that contribute to job satisfaction among Registered nurses at King Faisal Hospital. A non probability convenience sampling technique was used to include all the available registered nurses doing bedside nursing in the study. A criterion for inclusion into the study was to be a registered nurse working in the area for at least 6 months full time employment. Data was obtained through a questionnaire survey using Job Satisfaction Survey (JSS), to assess factors influencing job satisfaction among nurses at KFH, Kigali-Rwanda. Data were analysed by SPSS 15.0 for Windows. FINDINGS: The findings of this investigation was that the factors, namely; supervIsIOn, coworkers, nature of work and communication were factors that contributed to a greater job satisfaction of registered nurses (45.5%); while factors such as pay, promotion, fringe benefit, contingent reward and operation procedures, were factors that caused moderate job satisfaction (55.5%). Simultaneously, the research found that these results also indicated, to some degree, that these factors are contributing to job dissatisfaction, albeit small. The study recommends strategies that management can utilise by improving income (salary, benefits and rewards), job promotion and working conditions may increase RNs' job satisfaction and therefore improve the overall well being of nursing personnel and quality of health services. These strategies may be used as a tool to keep employees satisfied and motivated in their jobs. It also recommends ways by which management can reduce job dissatisfaction amongst employees by improving and simplifying the hospital policy and administrative matters. CONCLUSION: The results of this study revealed that registered nurses are moderately satisfied with their job. The nurse administrators will know that they need to do more to improve nurses' job satisfaction since registered nurses are only moderately satisfied. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2008.

The purpose of this study was to determine if mentoring functions provided within a head coach — assistant coach dyad correlated to overall job satisfaction and occupational turnover intent of Division I Assistant Women Soccer Coaches. This study attempted to identify gender differences in perceived mentor functions and overall occupational turnover intent of Assistant Soccer Coaches. Data from this study helps define the head coach — assistant coach relationship and is applicable to the further development and retention of female collegiate coaches.A purposeful sample of Division I Assistant Women's Soccer Coaches was identified using the 2005 — 2006 National Directory of College Athletics, corresponding institutional athletic websites, and on-line email directories. Participants (N = 182) completed the questionnaire that contained four scales: Mentor Role Instrument, Abridged Job Descriptive Index, Job in General Scale, and an Occupational Turnover Intent Scale.Descriptive tests analyzed the perceived mentor functions that Division I Assistant Women's Soccer Coaches. Participants reported receiving slightly more psychosocial functions (M = 81.1, SD = +1- 32.318) than career-related functions (M = 76.6, SD = +1- 25.001). An independent T-test identified the psychosocial function of social as the only significant gender difference of perceived mentor functions.A Pearson Correlation identified a significant moderate correlation (r = .596; p < .05) between all of the mentor functions and job satisfaction with the exception of the mentor function of parent that demonstrated a low correlation value (r = .236; p <.05). Variance levels demonstrate that mentoring does play a moderately significant role in the job satisfaction of Assistant Women Soccer Coaches; however, other employment factors also contribute to their overall job satisfaction.A regression analysis (p < .05) determined the relationship between mentoring and occupational turnover intent. Psychosocial functions (p = .030) and gender (p = .002) were found to be significant predictors as to how frequently Assistant Women's Soccer Coaches think about getting out of coaching. However, only psychosocial functions (p = .038) presented a significant prediction relationship to actual occupational turnover intent in Assistant Women's Soccer Coaches.According the findings of this study, similar perceived mentor functions were reported by both male and female participants. Mentoring was found to play a significant role in the overall job satisfaction of Assistant Soccer Coaches. In addition, the variables of psychosocial functions and gender were identified as significant predictors of occupational turnover intent. / School of Physical Education, Sport, and Exercise Science

The goal of this research was to provide an attitude assessment of how women perceive their roles in sports departments in the television industry.Fifteen female participants responded to a Q sort study which covered these specific subject areas: relationships with coworkers, relationships with management, career advancement opportunities, and work environment.An examination of the Q sorts revealed three distinct factor types that were labeled: Noncommitted, Loyalists, and Dissatisfied.The Noncommitted were satisfied with their feedback from coworkers and management and their willingness to incorporate these comments into the content of the sports broadcast. On the other hand, they did not see any advancement opportunities at their organization or in the industry, itself.The Loyalists did not speak about being held back by men in their organizations and they were not impressed with their promotion opportunities at their companies.Finally, the Dissatisfied group was unhappy because they did not receive support from upper management, only from their coworkers.Demographics had little impact on the interpretation of the three factors. However, if a woman was in the industry for 15+ years, then she usually received a higher salary or was given another job title, such as sports director. This was a rare occurrence though among this group of respondents. / Department of Journalism