The aim of the diploma thesis is to find out a present level of job satisfaction of employees in company XY, identify problem factors and propose arrangement, which can improve overall satisfaction and stabilisation of employees. Theoretical part resume basic information concerning job satisfaction, connection between satisfaction and motivation and main factors, which influence overall satisfaction. Practical part analyse questionnaire search results, especially focus on content and characteristic of work, organization of work, relationship on workplace, job conditions, coming organizational changes, career growth and wage assesment. The conclusion of the thesis gives suggestions and reccomendation for improvement of present situation.

by To Kar-man, Stanley. / Bibliography : leaf 76 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1984

by Wong Chi-tak, Colman, [and] Tam Koon-wing. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1981. / Bibliography: l. 91-93.

by Wong Yiu Chuen Enoch. / Thesis (M.A.)--Chinese University of Hong Kong, 1980. / Bibliography: leaves 65-68.

The purpose of this study was to determine the job satisfaction levels of full-time women faculty at the 25 universities in Seoul. The findings of this study reveal that (a) women faculty are a diverse group; (b) women faculty are satisfied overall with such components of their jobs as their work, pay, supervision, co-workers, and job in general, but not with opportunities for promotion; and (c) the predictors of job satisfaction for women faculty are private or public institutional type, field of specialization in highest academic degree, origin of academic degrees, and academic rank.

The problem with which this study is concerned is that of determining the relative differences in the job satisfaction of professional librarians employed in public, college/university, and special libraries. The purposes of the study were as follows: 1. To determine the differences in job satisfaction experienced by professional librarians working in public, college/university, and special libraries. 2. To determine if differences in job satisfaction are influenced by the factor of sex. 3. To determine if differences in job satisfaction are influenced by the factor of the size of the library staff. Statistically significant differences were found in job satisfaction between public and special librarians. Statistically significant differences were also found in the JDI Work scale between public and special librarians. Statistically significant differences were found on the JDI Pay and Work scales between female librarians and the females in the norms supplied by Patricia C. Smith. No statistically significant differences in job satisfaction were found associated with the size of the library staff or with sex. Females had higher scores on four of the five Job Descriptive Index scales than did males, but none of the differences were statistically significant.

The Faculty Job Satisfaction/Dissatisfaction Scale developed by Olin R. Wood (1973) was employed in this study to determine what significant differences and level of faculty job satisfaction existed on each facet of job satisfaction and in overall job satisfaction among faculty members at non-metropolitan teachers colleges in central Thailand. The results of this study were compared with the findings of Vatthaisong (1982) in a similar study of faculty members at teachers colleges in northeast Thailand. The instrument consists of two parts: the first part includes seven demographic items, and the second part has 68 items and uses a six-point rating scale for ten facets of job satisfaction, including one-single item of overall satisfaction. A sample of 288 faculty members at non-metropolitan teachers colleges in central Thailand was randomly selected. A total of 253 faculty members or 87.85 percent of the sample participated in this study. Frequencies, percentages, means, one-way ANOVA, and two-way ANOVA were used for analyses. The level of significance was set at .05. The Scheffe method for post hoc comparison was adopted following one-way ANOVA.

Thesis (M.A. (Nursing Science)) --University of Limpopo, 2018 / Introduction and background The shortage of human resources in rural areas remains a crisis, especially in subSaharan Africa, affecting rural primary health centres. The purpose of this study was to identify and describe factors influencing the retention of health care workers in rural clinics, in order to develop strategies to improve retention in rural clinics. Methodology A quantitative research method and descriptive design was used in this study. The population was professional nurses and operational managers in rural clinics. Simple random sampling was used to select the clinics, the professional nurses and operational managers. The sample size were 210 professional nurses and operational managers. Only 170 professional nurses and operational managers participated in the study. Data were collected using a questionnaire, and all ethical principles were adhered to. The data was analysed using SPSS version 22.0. Results The study revealed that there are complex interconnecting factors that affect retention. It was further revealed that age is the core factor affecting retention (P= 0.001) with 19 (100%) of those aged < 30 years intending to leave rural practice. Furthermore, more than half of the respondents 118 (87.06%) were dissatisfied with the salary they earned. Only 1 (0.6%) of the respondents had a masters’ degree. Conclusion It is therefore concluded that both financial and non-financial incentives such as education, improving working conditions and relationship with colleagues needs to be incorporated in order to improve nurse retention. Key words: Retention, migration, rural health care workers, job satisfaction

Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from full- or part-time employees in the U.S. retail sales industry. The theoretical framework was based on Herzberg's motivation-hygiene theory. The results of a multiple regression analysis indicated that a combination of intrinsic and extrinsic job satisfaction, F (2, 87) = 3.51, p = .034, R2 = .08), significantly predicted employees' VTIs. However, extrinsic job satisfaction (t = 2.05, p = .034) was the only statistically significant predictor. Business leaders, who understand the factors that increase extrinsic job satisfaction, may increase retention within the organization, provide workforce stability, improve organizational and economic growth, and decrease costs related to job satisfaction and VTIs. The implications for social change include helping to reduce the economy's unemployment rate and improve relationships between the employees, their families, and their communities include (a) improving employees' and stakeholders' perceptions of their organization in the community and (b) improving employees' well-being by understanding the job satisfaction factors that improve their morale.

Thesis (M.B.A.)--University of Hong Kong, 1985.