Corporate entrepreneurship (CE) is seen as an important facet of strategic renewal, profitability, innovativeness and growth of organisations. This study examined the relationship between CE, Market Orientation (MO), Organizational Flexibility (F) and Job Satisfaction (JS). The outcomes of the influence of CE, organisational flexibility and market orientation on job satisfaction were also assessed. The Corporate Entrepreneurship Assessment Instrument (CEAI) developed by Hornsby, Kuratko and Zahra (2002) was used to measure CE. Market orientation was measured by the Market Orientation Scale developed by Kohli, Jaworski and Kumar (1993). The Organisational Flexibility Scale developed by Khandwalla (1977) was used to measure flexibility of organisations. Job satisfaction was measured by the means of the short form of the Minnesota Satisfaction Questionnaire developed by Weiss, Davis, England and Lofquist (1967). Data were gathered from 333 respondents representing four different sectors namely, life assurance, information technology, transport and education. Factor Analysis was employed to revalidate the structure and internal reliability of each instrument used in the study. This resulted in a five-factor solution for the CEAI, named management support, work discretion, rewards/reinforcement, time availability, support for innovation and work improvement. A three-factor solution emerged in the case of market orientation, named intelligence generation, inertia and responsiveness. A two-factor solution was identified for the organisational flexibility scale, namely formality and authoritarianism. The two components of job satisfaction were identified as extrinsic and intrinsic job satisfaction. Pearson Product Moment Correlation was done, investigating the relationship between corporate entrepreneurship, market orientation and flexibility and job satisfaction sub-scales. Multiple Regression Analysis investigated the prediction of job satisfaction by means of corporate entrepreneurship, market orientation and flexibility as independent variables. Of the six Structural Equation Models built in this study, three indicated a good fit with the data. From a managerial perspective the results of two of the models indicate that the corporate entrepreneurship factors of rewards/reinforcement, formal organisational flexibility and an intelligence generative market orientation contribute statistically significantly toward higher levels of extrinsic and total job satisfaction. Additionally the corporate entrepreneurship factor of work improvement, formal organisational flexibility and an intelligence generative market orientation contribute statistically significantly toward higher levels of intrinsic job satisfaction. Though the remaining three models showed a weaker fit with the data, indications are that extrinsic and total job satisfaction could be negatively influenced by CE factors of rewards/reinforcement, inflexible authoritarianism and a market orientation of inertia. Furthermore intrinsic job satisfaction could be negatively influenced by work improvement CE, inflexible authoritarianism and an inertia market orientation. / Thesis (DBA (Business Administration))--University of Pretoria, 2005. / Human Resource Management / unrestricted

It is well supported in the literature that a positive relationship exists between effective leadership and business success. Given the importance of SMEs in South Africa, their large numbers, and the extent to which they positively influence the economy of the country, it is important to study leadership behaviour in the context of small and medium-sized businesses in an attempt to reduce their high failure rates. More specifically a need has been identified to research, develop, and implement more ethical and relational leadership styles among business owners. The focus of this study is therefore on several people-centred leadership styles, and their influence on selected outcomes among the owners of small and medium-sized businesses. Against this background, the primary objective is to assess the level of Servant, Authentic, Ethical and Participative leadership exhibited by SME owners in the Eastern Cape, and to establish whether exhibiting these people-centred leadership styles influences their Job satisfaction and the Perceived financial performance of their businesses. A quantitative research paradigm was adopted for this study. More specifically, an explanatory and descriptive study of a cross-sectional nature was undertaken. A comprehensive literature study was conducted using existing secondary sources. The primary data collection procedures involved selecting the population, the sample, and the sampling method, as well as the sample size for the study. For the purpose of this study, the population consisted of all small and medium-sized business owners operating businesses within the boundaries of the Eastern Cape Province. A sample of 500 of these businesses was selected by means of convenience sampling. In total 246 usable questionnaires were returned, on which to undertake the statistical analyses. A survey was undertaken, and a structured, self-administered questionnaire was used to gather the necessary data. The scales for measuring the constructs under investigation were developed based on previous research. To assess the validity of the scales measuring the constructs in this study, an exploratory factor analysis was undertaken, and its reliability was tested by calculating Cronbach’s alpha coefficients. Statistical analysis included descriptive statistics, Pearson’s product moment correlation, regression analyses (simple and multiple) and analyses of variance. Five usable factors were extracted from the exploratory factor analysis; these corresponded with the theoretical dimensions of Participative leadership, Perceived financial performance, Ethical leadership, Servant leadership, and Job satisfaction. The items measuring Authentic leadership did not load as expected, and this construct was thus no longer included in empirical testing in this study. Satisfactory evidence of validity and reliability were provided for the other factors extracted. The independent variables reported mean scores of between 3.760 and 4.548, with the majority of respondents agreeing with the statements measuring these leadership styles. The dependent variables Job satisfaction and Perceived financial performance returned mean scores of 4.508 and 3.962 respectively, with the majority of the respondents agreeing with the statements measuring these factors. All the independent variables (Servant leadership, Ethical leadership and Participative leadership) reported significant and positive relationships with each another. The correlation between the dependent variables (Perceived financial performance and Job satisfaction) was found to reflect a moderate positive association. Job satisfaction and Perceived financial performance both reported significantly positive associations with all the independent variables. The simple regression analyses undertaken revealed a significant positive linear relationship between Perceived financial performance and Job satisfaction, as well as between Perceived financial performance and the Job satisfaction of SME owners. The multiple regression analysis undertaken revealed that significant positive linear relationships existed between two independent variables, Servant leadership and Ethical leadership, and the dependent variable Job satisfaction. A significant positive linear relationship was also reported between Ethical leadership and Perceived financial performance. No relationships were found between the independent variables Servant leadership and Participative leadership and the dependent variable Perceived financial performance. No relationship was found between the independent variable Participative leadership and the dependent variable Job satisfaction. The analysis of variance results revealed that Gender, Qualification and the Nature of the business exerted a significant influence on Servant leadership. The results also showed that Generation exerted a significant influence on the perceived level of Ethical leadership displayed by the SME owner. In addition, the findings of the present study showed that the demographic variable Nature of the business exerted a significant influence on Participative leadership. Investigating leadership styles among SMEs is a topic of significance and growing interest among researchers. Given the importance of SMEs to the economies of countries, investigating factors that influence their success is vital. The findings of this study showed that by adopting more people-centred leadership styles, the job satisfaction of SME owners was increased, and the financial performance of their businesses improved. It is hoped that the findings of this study will provide SME owners with practical suggestions on how to increase their levels of job satisfaction and the financial performance of their businesses, and that the suggestions for future research will inspire future researchers to further investigate the issue of leadership among SMEs.

The study investigated the relationship between teachers' job satisfaction-or dissatisfaction-and learner performance in two schools (one Junior Secondary School and one Senior Secondary School) in the Libode Mega-district, Eastern Cape Province, South Africa. The study is qualitative in nature; the interview was used as the method of collecting data. Six School Management Team (SMT) members and ten teachers were purposively selected from the two schools in the Libode Mega-district. The researcher administered the interview and interviewed the selected SMT members and teachers. The researcher used the video/sound/audio recorder as the research instrument to collect data. To analyze data, the researcher transcribed the recorded interview responses, presented the responses without editing them, interpreted the responses and themes. The findings were derived from the themes. The main findings of the study revealed that there was low morale and job dissatisfaction among teachers. The study`s finding of “low morale and job dissatisfaction among teachers” could be regarded as the reference of the general situation ('picture') of the relationship between teachers` job dissatisfaction and learner performance in the schools of the Libode Mega Education District. The findings have also revealed that there is a proportional relationship between teachers` job satisfaction and learner performance, i.e. the more satisfied teachers are with their jobs the more likely they perform better on their tasks, this results in good leaner performance, while low the levels of job satisfaction among teachers result in poor learner performance. The study recommends that the website- based, electronic information systems should be developed by the National Department of Education in order to grant teachers, or any school stakeholder, absolute anonymity to log or report complaints, dissatisfaction, suggestions, disapproval, appraisals and opinions on matters that concern the education system in South Africa. The study recommends that pupil-teacher ratio policy, and policies on working conditions in schools should be constantly reviewed. The introduction of change- management workshops for teachers to adapt to innovations in the education curriculum is also recommended.

The purpose of this thesis was to conduct a systematic review of studies on critical care nurses’ job satisfaction. Specific research questions addressed were: 1) What are the conceptual definitions and theories of job satisfaction that are used in studies of critical care nurses?; 2) What instruments have been used to quantitatively measure and operationally define job satisfaction among critical care nurses?; 3) What is the level of job satisfaction among critical care nurses?; and 4) What factors are correlated to critical care nurses’ job satisfaction? Sixty-one studies were identified from five electronic databases. Definitions and theories of job satisfaction were inconsistent or absent in the literature. Forty-two different quantitative measures of job satisfaction were identified. The weighted mean job satisfaction score for critical care nurses was 56% and demonstrated a cyclical trend over time. Operating room and other (labour and delivery, pediatric, and neonatal) critical care, and undefined critical care nurses reported lower levels of job satisfaction compared to emergency and mixed critical care nurses. The following factors showed positive significant relationships to critical care nurses’ job satisfaction in four or more studies: shift worked, autonomy, personnel resources and staffing, and teamwork and cohesion. One factor, job stress showed a positive and negative significant relationship to critical care nurses’ job satisfaction depending on the study. Only one factor explored in the included studies (burnout emotional exhaustion) showed a negative significant relationship with job satisfaction. These factors hold promise as targets for critical care nurse job satisfaction interventions.

This study was conducted to determine whether individuals who followed plans developed in collaboration with vocational counsellors would later reveal greater job satisfaction than would individuals who did not act upon these plans. These two sub-populations are referred to as Group I and Group II, respectively. A structured interview schedule, together with the Brayfield-Rothe Index of Job Satisfaction, was administered to a random sample of 48 males who resided in the Lower Mainland of British Columbia and who had, in 1964, received counselling from the Vocational Counselling Service for British Columbia. Of the 48 ex-clients, 28 were allocated to Group I by a panel of experts, while 20 were allocated to Group II. It was hypothesized that six years following counselling, Group I individuals would reveal greater satisfaction with their jobs that would Group II individuals. It was also hypothesized that Group I individuals would have experienced fewer periods of unemployment, fewer changes of employers, a greater number of promotions, and higher incomes in 1969, and that these individuals would rate themselves more capable in their work than would individuals in Group II. Non-parametric statistical techniques were employed to assess the significance of the relationships between individuals in Group I and Individuals in Group II with respect to the six variables referred to above. In no instance could the null hypothesis be rejected at the .05 level. The results of the study imply that individuals who followed plans developed in concert with counsellors at the Vocational Counselling Service were no more satisfied with their jobs six years following counselling than were individuals who did not act upon these plans. Likewise, those who had acted upon plans developed in collaboration with counselors had no greater vocational success, as measured by number of changes of employers, number of promotions, income, and their self-ratings of ability for their present jobs than had individuals who had chosen careers different from those planned in collaboration with counsellors. On the other hand, individuals working in occupations similar to those planned in collaboration with counsellors in 1964 experienced fewer periods of unemployment than did individuals in occupations different from those planned with counsellors. The study offers little support for the contention that vocational counselling as conducted by the Vocational Counselling Service leads to improved vocational adjustment. Indeed, the evidence suggests that many more follow-up studies which incorporate sound research methodology and include a job satisfaction measure are required before the worth of vocational counselling can be accurately assessed. Findings observed, but not directly related to the hypotheses, are outlined in Appendix C. These included a high correlation between the relatively long Brayfield-Rothe Index and one multiple-answer question incorporated in the interview schedule. This observation suggested the feasibility of employing a short, but valid measure to assess job satisfaction. Also, a moderate correlation between a question concerning occupational satisfaction and scores on the Brayfield-Rothe Index was indicated. This finding implied an additional problem in evaluating the results of counselling, for it is the general occupation, and not the particular job that the counsellor considers in "predicting" suitable vocations. Further, more individuals in the sample indicated that they would prefer some other job than would choose their present one if they could start out over again in the world of work. Finally, correlation analysis was employed to investigate relationships between scores on the Brayfield-Rothe Index and seventeen variables including age, IQ, and marital status. Of these seventeen variables, three showed significant relationships with the Index. Two of these (income and the obtaining of promotions) were positively related to the job satisfaction scores, while the third (number of years with present employer) showed a negative relationship. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

Statement of the Problem. The object of this study is to test the theory of determinants of job satisfaction as proposed by Herzberg, Mausner and Snyderman in The Motivation to Work (1959) by applying Herzberg's (1959) technique to female library employees. The theory states that the factors causing job satisfaction ("satisfiers") are qualitatively different from the factors causing job dissatisfaction ("dissatisfiers"). Satisfiers or motivators are mostly the factors of "achievement", "recognition", "responsibility", "growth", "advancement" and "the work itself". The presence of these factors acts primarily as a satisfier. On the other hand dissatisfiers are mainly made up of such matters as "pay", “supplementalbenefits", "company (library) policy and administration", "behavior of supervision", "working conditions" and other factors which are peripheral to the task itself. The major criticisms of Herzberg's study (Brayfield, I960) (Ewen, 1964) are that the area has not been widely researched and that unwarranted generalizations are made from the findings which only include (1) a few job classifications and (2) practically no study of females (Herzberg et al., 1959; Myers, 1964). A third important criticism may be made which is that no one, at the time this study was made, had generated categories of satisfaction and dissatisfaction using Herzberg's technique, without referring to Herzberg's categories thus testing their validity. This study will deal with these criticisms by testing the applicability of Herzberg's technique to female librarians, library assistants, and clerks and by doing so will: 1. generate categories of satisfaction and dissatisfaction, without reference to Herzberg's categories, and thereby test the validity of Herzberg's categories, 2. test the applicability of the Herzberg technique on female subjects, and 3. test the applicability of Herzberg's technique to the job classifications of librarians, library assistants and library clerks. The Method. Seventy-seven subjects who were employees of the University of British Columbia Library were interviewed individually; 27 Librarians, 19 Library Assistants and 31 Clerks. The Herzberg (1959) patterned interview was used to elicit from the subjects sequences of events which were satisfying and dissatisfying. Categories of first-level and second-level "satisfiers" and "dissatisfiers" were generated and compared with Herzberg's (1959) categories of first-level and second-level "satisfiers" and "dissatisfiers". The frequency of responses in the first and second-level satisfying and dissatisfying categories in this study were compared with the frequency of responses in the first and second-level satisfying and dissatisfying categories in Herzberg's (1959) study. A comparison of the duration of feelings for first-level sequences between Herzberg's (1959) data and the data in this study was made. Conclusions. This study generally validates the first and second-level categories generated by Herzberg (1959). Virtually all Herzberg's (1959) categories were generated from the female library subjects plus some extra second-level categories which Herzberg did not find. The concept of unilateral satisfiers and dissatisfiers was generally supported but the unilateral satisfiers and dissatisfiers were not consistent for all job classifications. There were no consistently unilateral satisfiers for all the job classifications and only two consistently unilateral dissatisfying categories for the female library subjects: "company (library) policy and administration" and "working conditions". Herzberg's (1959) first-level satisfiers of long duration were first-level satisfiers of short duration for the female library subjects. The "work itself" was the only predominantly long duration first-level dissatisfier in Herzberg's (1959) study which was also a long duration first-level dissatisfier for the female library subjects. / Arts, Faculty of / Psychology, Department of / Graduate

This study was designed to increase understanding of the commitment of an individual to his job or position within an organization. Based on the test instrument designed and evaluated in Lodahl and Kejner's The Definition and Measurement of Job Involvement, an empirical study of job involvement was made. Concurrently, the central life interests of the respondents were measured by means of the questionnaire battery used by Dubin in Industrial Worker’s Worlds: A Study of The "Central Life Interests” of Industrial Workers. The investigation was conducted by means of a questionnaire that combined the involvement and central life interest instruments. The data were obtained from 258 randomly selected employees at three levels of the organizational hierarchy: 104 unskilled employees, 88 skilled tradesmen, and 66 foremen. These individuals worked in a medium-light automotive manufacturing company with plants at two geographical locations that were separated by a distance of several miles. The objectives of the study were essentially threefold. The job involvement instrument was used to determine the extent of job involvement displayed by the sample. Analysis was also conducted to study the effect of job level, age, and job seniority on the degree of involvement. The central life interest instrument was used in a similar fashion, to observe life interest influences resulting from biographical differences with the sample. In both of the above cases comparative data were available from earlier studies in which the instruments had been used, thus providing an additional facet for analysis. Finally the evidence from the study was evaluated to test the general hypothesis, that for any given level of job responsibility, job involvement is in actuality a measure of the "centrality" of life interest in that job. The general conclusion reached in this investigation found that for the present sample, job involvement exists as points distributed across a continuum. A pure work orientation on the one hand, and a preference for the social relationships occurring in the workplace on the other, provide two inversely related extremes. The socially oriented individual is likely to view work as boring and generally unimportant. / Business, Sauder School of / Graduate

The study sample was composed of 110 teaching faculty at Vernon College, a multi-campus northwest Texas community college in Wichita Falls, TX. Participants completed two surveys: the Socio-communicative Orientation Scale (SCO) and the Teacher Satisfaction Scale (SAT). Demographic information was collected as well for generalizability purposes. As measured by the SCO, communicator style is a multi-dimensional concept including aspects of assertiveness and responsiveness communication behaviors; the assertiveness and responsiveness dimensions acted as independent variables. Instructor job satisfaction acted as the independent variable. The strength of the independent variables was measured separately in ratio to job satisfaction. Regression analysis results demonstrated that the assertiveness dimension of instructor communicator style is not a statistically significant contributor to instructor satisfaction. However, the responsiveness dimension can explain 12% of the variance in instructor job satisfaction. Beta weight and structure coefficient analysis confirmed the initial regression results for both independent variables. Further, commonality analysis clarified that the two independent variables within the study are in fact orthogonal in nature, meaning that they do not overlap and are not correlated. Hence, the responsiveness dimension of instructor communicator style is directly related to relationship building in an educational context and may be considered in professional development activities. With respect to sampling methods and use of the SAT instrument, recommendations for future research are included as well.

The purpose of this study was to assess job satisfaction of middle school principals in Virginia as measured by the Minnesota Satisfaction Questionnaire (MSQ). The primary question addressed by the study was: What is the general satisfaction level of middle school principals in Virginia as measured by the Minnesota Satisfaction Questionnaire? In addition to the primary question, three sub-questions were addressed by the study. They were: a) What is the general satisfaction level according to the demographic variables gender, age, degree, experience, school location, and school size? b) what is the satisfaction level for each of the 20 dimensions of the job measured by the MSQ? and c) what is the satisfaction level for the 20 dimensions of the job according to the demographic variables gender, age, degree, experience, school location, and school size? One hundred eighty-eight middle school principals in Virginia selected from the 1997-98 Virginia Educational Directory were surveyed with the Individual Data Sheet and the Minnesota Satisfaction Questionnaire. Demographic data pertaining to gender, age, experience, degree, school location, and school size were collected through use of the Individual Data Sheet. The 1967 Long-Form Minnesota Satisfaction Questionnaire was used to measure job satisfaction. This instrument utilized a 20-dimension Likert-type scale with five response alternatives ranging from "Not Satisfied" (weighted 1) to "Extremely Satisfied" (weighted 5). On this scale, the general satisfaction score for the respondents resulted in a mean of 3.65 (SD= .57) indicating that these principals are "Satisfied" (3.00-3.99) with their jobs. According to the demographic variables, all general satisfaction scores were within the "Satisfied" range. The mean scores for the 20 dimensions ranged from "Slightly Satisfied" (2.00-2.99) to "Very Satisfied" (4.00-4.99). Compensation ranked the lowest in the hierarchy ( M=2.83, SD=.94), and Social Service ranked the highest ( M=4.19, SD= .73). Demographically, females were significantly more satisfied with Activity and Variety than males; younger and older principals were significantly more satisfied with Activity than middle aged principals; principals with educational specialist degrees were significantly more satisfied with Achievement than doctorate and masters principals; principals from suburban schools were significantly more satisfied with Compensation, Supervision, and Working Conditions than urban and rural principals, and principals at large schools were significantly more satisfied with General Satisfaction, Advancement, and Security than principals from small schools. Recommendations for further research included conducting a study of principal satisfaction and student performance; conduct a comparative investigation of elementary, middle and secondary principal satisfaction; investigate principal satisfaction and school size, and study job satisfaction of principals using the interview technique or an open-ended survey instrument. / Ed. D.

Data relevant to five separate areas of a worker's job satisfaction (satisfaction with: work, pay, promotion opportunities, co-workers and supervision) were gathered from a sample of 98 male Coloured salesmen and 95 male White salesmen, employed in different branches of a life assurance company in South Africa. Furthermore, measures were obtained of the subjects' feelings of overall job satisfaction and dissatisfaction, in order to investigate the validity of Herzberg's theory that job satisfaction and job dissatisfaction are qualitatively different and that, as a result, they should be measured separately. Next, measures were obtained of the subjects' feelings of internal versus external control in life. Separate measures were obtained on the two subscales of personal control and control ideology of Gurin's Internal-External Scale (1969). The subjects were asked to indicate in what class (upper, middle or lower) they regarded themselves to be and with what class they compared themselves. Analysis of these data included: (a) the Coloured subjects were more satisfied with their jobs than the White subjects; (b) the workers who compared themselves with a higher comparative reference-group were less satisfied with their jobs than were workers who compared themselves with their membership reference-group, or with a lower comparative reference-group. An explanation of these findings in terms of frames of reference and alternatives available to the workers is offered. (c) The Coloured subjects were less internally-orientated than the Whites and expressed less sense of personal control over their lives; (d) feelings of personal control were more highly correlated with satisfaction with intrinsic than with extrinsic job-aspects. The present study established not only the usefulness of reference-group theory as a social explanation for differences in workers' satisfaction with various job-aspects, but also served to remove cultural limitations of Gurin et aI's theory of internal-external control and to increase its generality. Finally, measures of internal-external control were related to satisfaction with intrinsic and extrinsic job-aspects, and the I-E concept was related to the social reference-group theory.