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Method This study used a descriptive correlational study design to examine new nurses within the first three years of work as a registered nurses' perception of stress and level of job satisfaction in today's complex clinical nursing working environment. Data was collected through distribution of self administered questionnaires, which comprised 59 items of Expanded Nursing Stress Scale (French, Lenton, Walters and Eyles, 1995) and the two part measurement tool of Index of Work Satisfaction Survey (Stamps, 2001). This questionnaire was distributed to 120 new registered nurses working in Raja Isteri Pengiran Anak Saleha Hospital (R.I.P.A.S.), the main referral hospital in Brunei Darussalam. The sample consisted of both male and female registered nurses (RN) who had less than three years working experience in nursing. Results Responses to the Expanded Nursing Stress Scale (ENSS) identified that the new registered nurses rated their Uncertainty Concerning Treatment as highly stressful events that frequently occurred in the workplace. The study findings also revealed that the level of stress and the common stressors in new registered nurses within the first three years of work as a registered nurses were similar irrespective of whether they were working in the speciality units or in general wards. Results for Index Work Satisfaction Survey (IWSS) Part A and B also suggested that there was no significant difference on the levels of job satisfaction in both groups of new registered nurses, with the majority of nurse choosing Professional Status as the most important component. Conclusion Results of this study are likely to have important implications for nursing education, administration, management, organisation, practice, knowledge, and research. The study findings have the potential to make a significant contribution to determining coping strategies that might help in reducing the amount of stress experienced by the new registered nurses in day to day challenging and demanding nursing roles. The study also has the potential to have wider benefits to nursing practice not just at Brunei Darussalam.

Recent decades have witnessed a wealth of research into the concept of career stages and the relationship between these stages and the needs, attitudes and behaviours of individuals in the workforce. This high level of research interest has been fuelled by the belief that the human factor is the most critical factor in the success of organisations today and if organisations are to remain competitive in a rapidly changing environment they need to better understand the development needs, work-related attitudes and career concerns of their employees. Whilst a diverse range of career stage models have been put forward over the past fifty years, the models proposed by Super, Crites, Hummel, Moser, Overstreet and Warnath (1957) (psychological fit) and Levinson, Darrow, Klein, Levinson and McKee (1978) (age) have received considerable research attention and are generally considered to be the most useful in explaining the needs, attitudes and behaviours of individuals over the course of their career. Research into career stages has been conducted using a wide range of occupational groups. Only a limited number of researchers, however, have sought to test the utility of career stage concepts using a police sample. Despite their popularity and strong theoretical and empirical grounding, there is no known research that has tested the utility of Super et al. (1957) and Levinson et al.’s (1978) models of career stage using a police sample. The purpose of this study therefore was to contribute to the literature on career stage theory by testing the utility of these models of career stage in explaining the job satisfaction and work commitment of Queensland police officers. The study also explored the influence of other background variables that may also impact on job satisfaction and work commitment. The sample consisted of 246 police officers from the Metropolitan South Region of the Queensland Police Service. A cross sectional design was used to gather the data for the study. The Adult Career Concerns Inventory (ACCI) was used to group respondents into a career stage according to Super et al.’s conceptualisation of career stage. Respondents were also grouped into age-based career stages according to Levinson et al.’s conceptualisation of career stage. The study used established survey instruments to collect data on five facets of job satisfaction, these being satisfaction with pay, promotion, supervision, co-workers and work and five facets of work commitment, these being organisational commitment, job involvement, Protestant work ethic, career commitment and union commitment. Data was also collected on the background variables of organisational and occupational tenure, rank, gender, education level and type, type of duty performed, marital status, completion of the Queensland Police Service’s Management Development Program and membership of an Equal Employment Opportunity target group. A series of MANOVAs were used to explore the relationship between the career stage and other background variables and the various facets of job satisfaction and work commitment. Multiple regression analyses were used to determine if the results were being confounded by relationships with other independent variables. The current study failed to find any evidence to support the utility of Levinson et al.’s model in explaining job satisfaction and work commitment for Queensland Police officers. Whilst some significant differences in job satisfaction and work commitment between Levinson et al.’s age groupings were identified, none of the findings were consistent with the assumptions of their model. In fact, there was some evidence of differences in job-related attitudes across age groupings that directly contradict the assumptions of the Levinson et al. model. The current study also found no support for the utility of Super et al.’s model in explaining the job satisfaction of police officers. Some limited support, however, was found for the utility of Super et al.’s model in predicting work commitment, most notably with respect to organisational commitment, job involvement and career commitment. Differences in mean organisational commitment, job involvement and career commitment scores generally supported the propositions of Super et al., however, only the results for the exploration and disengagement stages reached statistical significance. Statistically significant relationships were found for the background variables of organisational tenure, rank, gender and type of duty. Statistically significant relationships were found for several facets of job satisfaction and work commitment. Work-related attitudes were generally found to peak in the first two years of a police officer’s tenure and then decline as tenure increased. The reason for this decline is complex and not completely clear, but may be at least partially explained by: the structural characteristics of police services; the distinct lack of support and confidence in officers; the influence of the police sub-culture; and the existence of a phenomenon known as police ‘bullshit’. Commissioned officers were found to be significantly more satisfied with promotions and constables were found to have significantly higher levels of organisational commitment than senior constables and sergeants and significantly higher levels of career commitment than sergeants. Other statistically significant relationships found in the current study include female officers reporting significantly higher levels of satisfaction with promotions than male officers and general duties officers reporting significantly higher levels of satisfaction with promotions than officers performing specialist duties and significantly higher levels of loyalty to the union than plain-clothes officers. The study concluded by highlighting the pioneering nature of the current study. It was suggested that considerably more research is necessary in order to clarify and refine the conceptualisation and measurement of police career stages and the relationship between these stages and work-related attitudes. It was recommended that future research should verify and extend the results of the current study, particularly with respect to the influence of tenure as a career stage variable and the nature and role of disengagement in any conceptualisation of career stage for police.

This thesis is a study of how a combination of process improvement and the action research approach was developed and used to change the work behaviour of Chinese employees, in terms of staff commitment and consequent customer satisfaction in a foreign-owned elevator-company service division in China. The case organisation is the multi-national company KONE and its operations in mainland China. / Thesis (PhDBusinessandManagement)--University of South Australia, 2001.

Thesis (PhD)--University of South Australia, 2002.

Thesis (PhD)--University of South Australia, 2001

Despite the large number of studies that have examined the antecedents of organisational commitment, the investigation of the influence of organisational culture and subculture on commitment is noticeably absent. The aim of this thesis is to examine the effects of both organisational culture and subculture on organisational commitment. Other measures which have been shown to be related to either organisational commitment or organisational culture are also included in the study. These are leadership style, job satisfaction and demographic variables such as age, education, years in position and years of experience. Recently, multivariate studies have examined the causal relationships between a variety of different variables and organisational commitment, and a number of these have concluded that the effects of these variables on organisational commitment were mainly mediated by job satisfaction. The data gathered in the present study is examined to determine if it is consistent with job satisfaction fulfilling such a mediating role between commitment and the other variables in the study. Also, a multi-dimensional measure of job satisfaction is employed in the present study and the effects of the different job satisfaction components on commitment are investigated. The subjects used in this study were nurses working in different hospital settings. A questionnaire survey was used which was complemented by semistructured interviews. A total of 398 questionnaires were distributed to nurses in seven hospitals, from which 251 completed questionnaires were returned (63.5% response rate). The sample was obtained from three general public hospitals, two private hospitals and two psychiatric hospitals. Correlational and regression analyses were used to investigate the relationships between nurses' commitment to their wards and the other variables measured in the study. A causal model of commitment was developed using a multiple regression analysis in which the role of job satisfaction in mediating the causal link between commitment and the other variables was explored. It was found that organisational subculture had a greater impact on commitment than organisational culture. Innovative and supportive subcultures had a positive effect on commitment and a bureaucratic subculture had a negative effect on commitment. The leadership style variable, consideration, also exerted a relatively strong influence on commitment when compared with other variables included in the study. The results of this study also revealed that the job satisfaction dimensions with the strongest associations with commitment were the control, professionalism and interaction dimensions, which represent intrinsic factors of job satisfaction or those related to higherorder needs in Maslow's (1943) hierarchy. Age showed a direct positive influence on commitment. However, the level of education, years in position and years of clinical experience failed to showed any impact on commitment. Thus, the results of this study are not in agreement with causal models (such as that proposed by Williams and Hazer 1986), in which the influence of various antecedents on commitment are totally mediated via their influence on job satisfaction. The effect of the culture and leadership style variables on commitment was found to be significantly reduced, but not totally eliminated, after statistically controlling for the job satisfaction variables. Finally, in relation to the different hospital groups, the results showed that private hospitals had the strongest bureaucratic ward culture when compared to general public and psychiatric hospitals. The most innovative ward culture was found in general public hospitals and the most supportive ward culture was found in psychiatric hospitals. These findings were contrary to expected outcomes.

Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 63-80).

Thesis (MBA) - Swinburne University of Technology, Graduate School of Entrepreneurship, 2005. / Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration, Swinburne University of Technology, Graduate School of Entrepreneurship, 2005. Includes bibliographical references.

Thesis (Ph. D.)--West Virginia University, 2008. / Title from document title page. Document formatted into pages; contains xix, 162 p. : ill. Includes abstract. Includes bibliographical references (p. 104-126).