This study extends job embeddedness and job satisfaction theory in several notable directions. As hypothesized, structural equation modeling revealed that community embeddedness was a partial mediator of the relationship between core self-evaluations and job satisfaction. Contrary to job embeddedness theory, this study found that organizational embeddedness and job satisfaction were best represented by a single latent factor. Thus, organizational embeddedness did not act as a mediator of the relationship between core self-evaluations and job satisfaction nor did it act as a multiple mediator with community embeddedness. Explanations of these results and new avenues for research are discussed. / Ph. D.

The purpose of this study was to determine the current level of job satisfaction among professional school counselors working in Virginia public middle schools. In addition, satisfaction levels were compared with previous studies on Virginia elementary school counselors. Although job satisfaction has been widely studied in the past, few studies have focused on professional school counselors in particular. Information regarding job satisfaction is important in order to employ and retain committed school counselors and ensure that students are receiving high quality services. Participants included 255 middle school counselors working in Virginia. Using a demographic survey and a modified version of the Minnesota Satisfaction Questionnaire (MSQ) (Weiss, Dawis, England, & Lofquist, 1967), the following research questions were investigated: What is the overall job satisfaction level of Virginia middle school counselors? What degree of job satisfaction is expressed by Virginia middle school counselors in regard to each of the 20 dimensions of job satisfaction as measured by the modified MSQ? What is the relationship between selected demographic variables and work setting characteristics with the overall job satisfaction of middle school counselors in Virginia? How does the level of job satisfaction of Virginia middle school counselors compare with the level of job satisfaction for Virginia elementary school counselors in 1990, 1995, and 2001? Does the current political and social climate of the public educational system affect middle school counselors' feelings regarding their jobs and performance? Analysis determined that 92.9% of participants were satisfied with their current jobs, with social service being the area of greatest satisfaction and compensation being the area of least satisfaction. Only 7.1% of participants were dissatisfied. These findings are similar to those found in 1990, 1995, and 2001. Using a regression model, the three demographic variables of gender, licensure, and intent to remain in the position, were found to be significant predictors of overall job satisfaction. Female counselors who held a Postgraduate Professional license and intended to remain in their current position for the next five years were more satisfied than other participants. Qualitative responses indicated that middle school counselors were most affected by the current political climate in regard to standardized testing, while the social climate affected counselors in regard to the difficult challenges faced by students. The greatest impediment to the participants'preferred role was an excess of noncounseling duties, while administrators and principals provided the greatest support. Overall, the results from this study revealed that middle school counselors in Virginia were satisfied with their jobs. / Ph. D.

This study was designed to examine and describe the levels of job satisfaction, the sources of job satisfaction and the relationship between the variables in a national sample of employee assistance program (EAP) professionals. The sample for this study consisted of EAP professionals who worked full-time, and who were members of the Employee Assistance Professionals Association.Data were collected through mailed surveys consisting of and an Individual Information Form and the Minnesota Satisfaction Questionnaire (MSQ). A total of 354 EAP professionals were mailed survey materials. This mailing resulted in 211 completed returns.Overall, EAP professionals indicated that they were moderately satisfied with their jobs. MSQ questionnaire results show that 9% of respondents scored in the very satisfied category, and 71% scored in the satisfied category. The average MSQ total score was within the satisfied range.Demographic variables had mixed results on job satisfaction. EAP external organization respondents were, as a group, more satisfied with their jobs than those respondents who worked in an internal EAP. Age, gender, race of respondent, rural versus non-rural work setting and national certification/recognition had no statistically significant impact on job satisfaction. Several recommendations and implications were drawn from the study. These included the need for open lines of communication with regard to career advancement and company policies; gender inequity issues are seen as barriers to job satisfaction and the masters degree is seen as the logical choice for the entry level EAP professional. / Ph. D.

Employee job satisfaction during a reorganization has been of interest to leaders that rely on personnel to execute the organization's mission. This is particularly important when the employees' mission is to provide needed equipment to U.S. Marines in the operating forces that, at any moment, can be called upon to engage in combat operations. Ensuring employee job satisfaction in itself is a difficult task. This difficulty is exacerbated when the employees are civilians working in a military-led organization. The topic of job satisfaction and organizational change is expounded upon in substantial research. However, there is limited research on job satisfaction of civilians working in a military organization during organizational change. The Marine Corps Systems Command conducted their Force Structure Review without the use of any recognized leadership theory. This study looked at the reorganization through the lens of Kotter's Leading Change Model, highlighting employees' perceptions of job satisfaction, individual effectiveness, and organizational effectiveness. This manuscript conveys findings of research conducted in the summer of 2018, which included 242 civilian employees and 6 senior military officers of the US Marine Corps Systems Command headquartered at Marine Corps Base Quantico, Virginia. Findings indicate there is a significant division of perceptions of civilian employees and senior military leadership in the design and execution of the Force Structure Review as it relates to civilian employees' job satisfaction. / PHD

The primary purpose of this study was to construct and test a model of the influences affecting teachers' job satisfaction. To test the model, a representative sample (N = 512) of early-career (those with less than seven years teaching experience) public school teachers in the Commonwealth of Virginia was used. The path model proposed is a set of structural equations that consider the job satisfaction of a teacher to be a function of four exogenous variables--the teacher's sex, age, years of teaching experience, and socioeconomic status of family of origin--and three endogenous variables--the teacher' s scholastic achievement, the school climate where the teacher is employed, and the teacher's commitment to staying in teaching. Because of possible interactions caused by differing parameters between blacks and whites, the model was analyzed separately for white teachers and for black teachers. Results of the LISREL analyses indicated that teachers' perceptions of the school climate where they are employed and teachers' commitment to staying in teaching were the two most important influences on teacher job satisfaction. For white teachers, females tended to be more committed to teaching than did their male counterparts. For the black teachers, no such distinction was evident. Also, white females tended to be more satisfied than the white males; black females tended to be less satisfied than the black males. Perhaps most importantly, the lower achieving whites tended to be more satisfied in their teaching positions than did higher achieving whites. For blacks, no differences in the effects of achievement level were noted. These differences illustrate that the process leading to teacher job satisfaction is similar for whites and blacks, but there are critical differences within the model itself in how the variables interact with one another. Recommendations for future research include further work with broader based populations of teachers as well as follow-up with teachers now under study. A look at politically feasible ways to improve the "quality of life" for teachers is also encouraged. / Ph. D.

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No / This paper aims to investigate the role of work locus of control (WLOC) as a moderator of the relationship between employee wellbeing and organizational commitment. Design/methodology/approach The paper reports on a quantitative study of middle level executives from motor‐cycle manufacturing organizations based in Northern India. The focus of the paper is to examine the predictive ability of wellbeing and the moderating effect of WLOC in predicting organizational commitment. Findings The results suggest that wellbeing is negatively related to conditional continuance commitment, whereby employees consider the advantages associated with continued participation and costs associated with leaving, and normative commitment, whereby employees feel they have moral obligations to remain with the organization. The presence of an external WLOC has a positive impact on the relationship. Wellbeing, as represented by a hassle‐free existence, predicts positive affective commitment with a particular organization, and internal WLOC as represented by effort influences the relationship negatively. Research limitations/implications Although a cross‐sectional study, its findings have implications for contemporary leadership and organizational psychology research and practice, particularly with regard to understanding of employee commitment in a progressively changing environment. Originality/value Studies examining the role of WLOC as a moderator of the relationship between wellbeing and organizational commitment are limited particularly in the context of post‐liberalization, as is the case with the manufacturing industry in India.

The aim of the study was two-fold: Firstly, the relationships of job satisfaction with the dimensions of employee motivation (energy and dynamism, synergy, intrinsic and extrinsic motives) and the domains of corporate culture (performance, human resources, decision-making and relationships) was investigated. Secondly, the relationships of employee motivation, job satisfaction and corporate culture with a number of demographic variables (age, gender, tenure, education level and seniority) were explored. The findings indicated a statistically significant three-way relationship between employee motivation, job satisfaction and corporate culture, within which several aspects of these constructs contributed more powerfully towards the relationship than others. The age, gender, tenure, education level and seniority of employees were also shown to influence employee motivation, job satisfaction and corporate culture. / Psychology / M. Sc (Psychology)