This study was designed to replicate nationwide surveys completed in 1982 and 1992. The purpose was to examine and describe the levels of job satisfaction and the relationship between the variables in a national sample of school psychologists belonging to the National Association of School Psychologists (NASP). The sample for this study consisted of respondents who reported being full-time school practitioners. Data were collected through mailed survey packets including a data form and a modified version of the 1977 Minnesota Satisfaction Questionnaire (MSQ). Packets were mailed to 500 randomly selected members of the National Association of School Psychologists. Of the 308 packets returned, 234 were full-time school practitioners and were included in the analysis. Results indicated that 90% of school psychologists were satisfied or very satisfied with their jobs. The findings showed a gradual increase in overall job satisfaction when compared to the 85.7% in 1982 and the 86% in 1992 who reported being satisfied or very satisfied with their jobs. Participants in the current sample were more satisfied with their job security, independence, and creativity. The only variables demonstrating a significant relationship with job satisfaction were the intent to remain in current position and supervisor certification. Several recommendations and implications were drawn from the study. Trends in the field relating to gender, psychologist-to-student ratio, salary, degree status, and numerous other factors were discussed along with recommendations for future research. / Ph. D.

The purpose of this study was to determine the factors that contributed to the job satisfaction of African American counselors (AAC). Although there are a variety of job satisfaction studies regarding mental health professionals, a literature review indicated research related to the job satisfaction of AACs was negligible. Knowing the factors that contribute to minorities' occupational satisfaction is especially important for mental health organizations because the information helps managers recruit and retain AACs. Subjects were 182 currently employed AACs who were members of American Counseling Association (ACA). A modified version of the Minnesota Satisfaction Questionnaire (MSQ) and a Data Information Form (DIF) were used to collect data. The following research questions were studied: What were the aggregate levels of job satisfaction expressed by African American Counselors? Which of the 20 subscales on the Minnesota Satisfaction Questionnaire (MSQ) were rated as being important to AACs' job satisfaction? Which select demographic variables contributed significantly to the job satisfaction of AACs? It was determined that 87% of participants in this study were satisfied or very satisfied with their current job. Only 13% of subjects indicated they were dissatisfied. Subjects were satisfied with 19 of 20 job facets. Social service was the only facet subjects indicated they were very satisfied with, and advancement was the only facet subjects indicated they were dissatisfied with on their current job. An analysis of demographic variables revealed two significant associations: subjects who were not planning to leave their profession within the next 5 years were satisfied with their job, and subjects who indicated sexism did not affect their job were more satisfied with their current position. Overall, the results from this research indicated AACs were satisfied in their current position. / Ph. D.

The purpose of this study was to assess the satisfaction level of public middle school principals in Virginia as measured by the Minnesota Satisfaction Questionnaire (MSQ) and compare it to the earlier 1999 findings of Dr. JoeAnn Newby. The Long-Form of the Minnesota Satisfaction Questionnaire (MSQ) was used to determine the levels of job satisfaction for middle school principals in Virginia using twenty dimensions of the job and the following demographic variables: gender, age, experience, education, school location, school population, accreditation status, and Adequate Yearly Progress (AYP). Specifically, this study sought to answer the following 5 questions: (1) What is the general satisfaction level of middle school principals in the state of Virginia as measured by the Minnesota Satisfaction Questionnaire (MSQ)? (2) Based on the demographic variables of gender, age, degree, experience, school location, and school population what is the general satisfaction level of middle school principals in Virginia? (3) What is the satisfaction level of each of the twenty dimensions of the job as measured by the Minnesota Satisfaction Questionnaire (MSQ)? (4) Based on the demographic variables of gender, age, degree, experience, school location, and school population, what is the satisfaction level of middle school principals for each of the twenty dimensions of the Minnesota Satisfaction Questionnaire (MSQ)? (5) Based on the demographic variables of accreditation status and Adequate Yearly Progress (AYP) have the Virginia Standards of Learning and No Child Left Behind legislation influenced the general job satisfaction of middle school principals in Virginia? The 2006 Virginia Educational Directory was utilized to select the target population of 334 middle school principals. A mailing consisting of an Individual Information Sheet and the 1967 Long Form of the Minnesota Satisfaction Questionnaire (MSQ) was mailed to each principal. Demographic data pertaining to gender, age, degree, experience, school location, school population, accreditation status, and Adequate Yearly Progress (AYP) was collected and compared with the twenty dimensions of the MSQ. Statistical procedures including frequency charts, ANOVAs, and post hoc tests (Scheffe) were utilized to determine the statistical significance of the findings. / Ed. D.

Servant leadership is one of the most important forms of leadership and some authors and experts even consider servant leaders to be among the best leaders. The purpose of this quantitative research study is to examine the relation between teachers’ perceptions of their principals’ servant leadership style and teacher job satisfaction. The target population of the study was teachers in the Al-Salama 2 district in Jeddah, Saudi Arabia. There are eight public schools in this district; all are similar with respect to the school buildings, curricula, number of teachers and students, and their socioeconomic status. Two separate survey instruments were used for this study: Liden et al.’s (2008) Servant Leadership Questionnaire (SLQ), which is a validated survey instrument that identifies seven dimensions of servant leadership characteristics. Mohrman et al.’s (1977) Mohrman–Cooke–Mohrman job satisfaction survey (MCMJSS) also was administered to measure the teachers’ job satisfaction. The data was formatted using Qualtrics survey software and all data were analyzed in SPSS v. 24. The results from the data analysis indicated that teachers do perceive their school leaders’ behavior reflects servant leadership characteristics and also showed a significant positive correlation between teachers’ perceptions of their principals’ servant leadership and their job satisfaction. The findings of this study indicate that the positive correlation between servant leadership and job satisfaction exists in Saudi Arabia. This field of research can continue to examine if this relationship exists as an embedded part of specific cultures or if it is inherently true that those who lead through service contribute to a greater sense of job satisfaction despite any differences in job category, pay scales, or cultural differences. Moreover, the results were consistent with the theoretical framework with respect to servant leadership theory and job satisfaction, and with the results of previous research. / Ph. D. / This study will provide insights about ways to increase teachers’ job satisfaction and enable school leadership to use different tools to maximize that job satisfaction in ways that will enhance their schools. The purpose of this study was to examine principals’ level of servant leadership as determined by their teachers and what effect it has on their teachers’ job satisfaction. The target population of the study was teachers from eight public schools. Two survey instruments were used for this study: Servant Leadership Questionnaire (SLQ) and Mohrman–Cooke–Mohrman job satisfaction survey (MCMJSS). The data analysis indicated that teachers do perceive that their school leaders’ behavior reflects servant leadership characteristics. Findings from the study indicated that a significant positive correlation exits between teachers’ perceptions of their principals’ servant leadership and their job satisfaction.

No description available.

Submitted in fulfilment of the requirements for a Masters Degree in Technology in Public Management, Faculty of Management Sciences, Durban University of Technology, Durban, South Africa. 2015. / While research has been conducted, with regard to job satisfaction all over the world, no research has been done on the various factors affecting job satisfaction of academic employees, with specific reference to the National University of Lesotho (NUL). Therefore, the understanding of these factors are clearly defined and explained, in order to help university administrators to improve academic performance and attract well-qualified academics into the university. Factors affecting job satisfaction of academic employees at the NUL include, working conditions, relationship with colleagues, and access to resources, job security, recognition and advancement. The sample consisted of 156 respondents, who were selected using the Supercool Random Generator Software and were required to complete a questionnaire, with an interviewer present to assist. Respondents were asked to complete a 5-point Likert scale questionnaire. A mixed approach of both quantitative and qualitative techniques was used, while the analysis of primary data was done using SPSS, version 21.0. The results were presented by figures from Microsoft Excel and gross tabulation tables. The findings of the study indicated that there was a positive significance to the NUL academic staff regarding salaries, as a factor influencing their job satisfaction. The results also indicated that there are insufficient financial resources to support teaching, learning and research at the NUL. However, the results further revealed that, besides all the dissatisfaction shown by academics, in terms of aspects, such as benefits, allowances, lack of equipment, as well as poor institutional management, there were good relations between departments, and they work as a team. Therefore, the findings from this study can assist university administrators and academics to increase the job satisfaction levels of employees.

The purpose of this study was to assess the satisfaction level of 240 employees of a single hotel property. The questionnaire, administered by the Corporate Director of Training, determined if a significant difference exists between overall satisfaction and individual departmental satisfaction regarding 11 dimensions: customer satisfaction, employee involvement/teamwork, work environment, training/development/evaluation, communication, compensation/benefits, supervision, resources, planning/goal setting, general, and departmental interaction. Percentages and t tests were used to analyze the data. Results of the study will help management recommend courses of action needed to address identified problem areas.

Summary in Chinese. / Thesis (M.B.A.)--Chinese University of Hong Kong. / Bibliography: leaf [70]

Ho Chung-lim. / "31 August 2002." / Thesis (Ph.D.)--Chinese University of Hong Kong, 2002. / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web. / Abstracts in English and Chinese.

Thesis (MBA) --University of Limpopo, 2007 / If medical doctors are expected to function effectively and efficiently to provide the highest quality of care to the largest number of patients in rural hospitals, it is imperative that they derive job satisfaction from their work and thus perform well. The present study aimed to investigate whether the doctors in the target population have job satisfaction. The doctors were selected from the rural hospitals of the Waterberg District of the Limpopo Province. An exploratory qualitative research design was used, which included a self administered questionnaire enquiring about the demographic and work situation variables. Content analysis was used to analyse qualitative data. The main findings that emerged from the study were that the respondents were dissatisfied with their work environment. The most common theme that emerged was related to the bad working conditions, lack of support from management, lack of proper equipment, and the salary or incentives in proportion to the workload. These findings highlighted the issues that can be addressed by the employing organisation.