In a current trend of globalization and multifaceted trend of developments, a similar issue that a majority of organizations face is that their competition constantly releases new ideas and challenges. To keep up with this level of competition in the global market, an organization must also consistently churn out new innovations and creations. Human resources are an organization¡¦s greatest source of productive capital. And only with a highly innovative team of employees can an organization maintain its competitiveness. When these employees experience a high level of job satisfaction, they will be able to raise an organization¡¦s productivity, and create a positive momentum towards innovation. This study seeks to identify the relationship between an individual¡¦s sense of humor, innovation & job satisfaction. It also analyzes the forecasting reliability of an individual¡¦s sense of humor versus job satisfaction, and the mediating effect of a sense of humor towards job satisfaction. The objects of our study are domestic organizations in a questionnaire based research 1,274 questionnaires were sent out, and 1,227 completed questionnaires were received. Of this, 1,213 questionnaires were deemed usable, creating a returns ratio of 95.21%. By analyzing the questionnaires, the following conclusions were obtained. 1. A sense of humor has a positive influence towards innovation. 2. Innovation has a positive influence towards job satisfaction. 3. A sense of humor has a positive influence towards job satisfaction. 4. Using innovation as an intermediary, a sense of humor has a partial impact on the whole of job satisfaction. 5. Using innovation as an intermediary, a sense of humor has a partial impact on internal job satisfaction. 6. Using innovation as an intermediary, a sense of humor has a full impact on external job satisfaction. Based on the above, humor does have an important impact on innovation and job satisfaction. Innovation also plays an intermediary effect between humor and job satisfaction.

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

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

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

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Changing demographic characteristics of the American workforce include increased levels of education and increased numbers of females. In 1979, females became a majority in the workforce and in higher education. Little research has been conducted on the impact of education and gender on job satisfaction since these changes have occurred. The purpose of this study was to investigate the differences in job satisfaction associated with level of education and gender. The data of the National Longitudinal Study of the High School Class of 1972 were used to answer the research questions: (1) Were there significant differences among education levels when measured by any of three measures of job satisfaction? and (2) Were there significant differences between males and females on any of the three measures of job satisfaction? Three levels of education were used, these were: high school graduate, two year college graduate, and four-year college graduate were the independent variable for education. Since the literature indicated job level, ability, and socioeconomic status could influence job satisfaction, they were included in the analysis as covariates. Multivariate analyses were used to determine whether education, gender or the interaction of these independent variables resulted in significant differences in any of the three measures of job satisfaction. The multivariate analyses indicated that there were significant differences for both level of education and for gender on the job satisfaction variables considered simultaneously. There was no significant interaction between the education and gender variables. Univariate analyses indicated that there were significant differences for both education and gender on the internal job satisfaction measure, but not on the external or overall measures. The Scheffe post hoc test was used to identify which levels of the education variable were responsible for the significant differences found. Two-year college graduates and four-year college graduates were found to be more satisfied with the internal aspects of their jobs than high school graduates. Similarly, males were found to be more satisfied with the internal aspects of their jobs than were females.

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For the study the Keirsey Bates Temperament Sorter was completed by 602 pharmacy students during their study period at the University of the Western Cape. The results showed that the pharmacy students had a tendency towards the Extraversion, Sensing, Feeling and Judging Personality Type Preferences. Personality Temperaments of the pharmacy students were also compared with the general population and it was found that there were statistically significant more students with the SJ Personality Temperaments and statistically significant less students with the SP Personality Temperaments in the pharmacy population than in the general population. This study very clearly points out the value of using the Keirsey Bates Temperament Sorter as an aid, not only in guiding the student in the process of career choice, but also facilitating the placing of the newly qualified pharmacist in his or her choice of practice setting.