The purpose of this study was to investigate job satisfaction of full-time faculty members at a large multi-purpose university in relation to gender, rank, and types of activity. The population consisted of 664 full-time faculty members at North Texas State University during the spring semester, 1984. The questionnaire consisted of two parts, the Job Descriptive Index and The Faculty Data Sheet. The theoretical basis of the study was Herzberg's theory of Motivation-Hygiene.

The problem with which this investigation is concerned is that of determining the nature of the differences and relationships between self-reported levels of stress and job satisfaction of elementary and secondary school principals in a selected school support region. This research effort employed a co-relational design. A random sample of 100 elementary and 100 secondary school principals were selected to participate in the study, for which the response rate was 93 per cent. The principals were mailed the Morse Index of Employee Satisfaction and the Spielberger State-Trait Anxiety Inventory, Part A, and asked to assess their own job satisfaction and stress levels.

The correlates of organizational communication to other organizational constructs have been scarcely researched. Two constructs of interest to management researchers and practitioners are job performance and job satisfaction. This interest arises from the fact that the quality of organizational life and effectiveness may be determined by the quality of the two constructs. This study investigates the moderating influence of organizational communication on two models involving the variables of performance and satisfaction: (1) the relationship between performance and satisfaction and (2) the relationship between the congruence of the individual and the job with performance and satisfaction. Organizational communication is assessed in terms of ten dimensions: trust in superiors; influence of superiors; accuracy of information; desire for interaction; communication satisfaction; overload and underload information; and upward, downward, and lateral communication. Executives, research and middle management people, office workers, and manufacturing individuals from two firms provided the data for the study. An expected moderating influence was evaluated through differential validity or differential predictability, as appropriate, and moderated regression analysis. Organizational communication received very weak support as a moderator of both the relationship between the target variables of performance and satisfaction and the individual-job congruence association with the same target variables. Accuracy of information, desire for interaction, and directionality of communication—upward, downward, and lateral—received support as moderators of particular performance/satisfaction relationships. Trust in superiors, influence of superiors, accuracy of information, and desire for interaction acted as moderators of specific individual-job congruence relationships with performance and satisfaction. Organizational communication received moderate-to-strong support as a predictor of the two relationships researched. Thus, either as a moderator or as a predictor, communication constitutes an avenue for improving the quality of organizational life and effectiveness; the performance and satisfaction of individuals may he fostered through communication.

The purpose of this study was to investigate the impact of the communication competence of supervisors upon an employee's job satisfaction. Results obtained supported the 5 hypotheses proposed. Findings indicated the importance of supervisory communication responsiveness in areas of listening, sensitivity, and expression of interest in subordinate's ideas and concerns in ensuring satisfaction with supervision received. Support was also generated for the value of an "open" communication climate where continual feedback and idea exchange interact to produce organizational identification. Significant relationships were found to exist between communication climate and dimensions of the JDI: satisfaction with supervisor, work satisfaction, pay satisfaction, satisfaction with promotion opportunities, satisfaction with coworkers. Finally, communication skills training for supervisors was recommended to animate organizational growth and development.

South Africa is experiencing a brain drain of doctors. It is estimated that about 5000 doctors have left South Africa since 2003. Lack of job satisfaction has been identified as one of its causes. The purpose of this study was: To provide an overview of relevant literature concerning job satisfaction. To determine, by means of an empirical survey, whether doctors in the public sector experienced any factors, which were affecting their job satisfaction levels. To make recommendations as to how the job satisfaction levels of doctors in public sector hospitals could be increased. For the empirical study a survey, with a questionnaire as data collecting tool, was conducted among 59 permanently employed doctors at the Dora Nginza Hospital in Port Elizabeth. The questionnaire focused on biographical information, personality-job fit, job content factors and job context factors. For Section B, C and D of the questionnaire, the response options were structured according to a Likert-type scale. Respondents had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The researcher observed in this study that doctors were just satisfied with their jobs. Apart from the personality job fit factor of job satisfaction where excellent scores were recorded, there seemed to be problems with job content and job context factors. Management of Port Elizabeth Hospitals Complex has a challenge in improving job satisfaction of their doctors in these areas. The researcher recommends that management of Port Elizabeth Hospitals Complex should look into the satisfaction level of doctors in their employment. Doctors’ satisfaction level should be improved from being just satisfactory to being excellent.

There is a perception that municipal employees are not committed to their jobs of delivering essential services to the residents.This perception is often exacerbated by media opinion that tend to project an unacceptable image about the work ethics and behaviour of public sector officials. Local government is at the coalface of services delivery in South Africa.Almost all complaints and service delivery protests are directed by communities to municipalities. This necessitates that local government employees should always be ready to serve the people with passion and vigour. From the advent of democratic dispensation in South Africa in 1994 the transformation of the public sector has become one of the central priorities of government.The Constitution of the Republic of South Africa (1996) sets the agenda of a developmental state and outlines objects of local government in Sections 152 and 153 of the supreme law of the land. Flowing from this Constitutional mandate a legislative and policy framework is enacted to guide the municipalities to ensure effective and efficient delivery of services to communities .In this respect the study argues that central to the delivery of services is the human capital. The researcher asserts that it is not the building or any other municipal asset that will ensure delivery of quality services to citizens, but the employees. Employees have a responsibility to ensure that goals and objectives of the OR Tambo District Municipality are realised. The researcher contends that there is a perception that there could be low levels of job satisfaction within the workforce of ORTDM .This could have a negative effect to the provision of basic services to the public .Thus this study is aimed to investigate factors that may affect employee satisfaction in the ORTDM. High level of job satisfaction amongst employees may cause ahighly dedicated and committed workforce. The consequence of that could be a positive impact on municipal performance.

Diploma theses analyses the job satisfaction problem of employees of the company XY including the social climate aspects. On the basis of questionnaire method the factors which are affecting job satisfaction in positive way, as well as the factors which originate job dissatisfaction have been specified. The information obtained from these questionnaires have been analysed and explicated at the same time. The author has proposed some measures to remedy the situation in the workplace as well to increase the factor of job satisfaction, motivation and social climate in the workplace.

The aim of the Master's thesis is to analyze the employee satisfaction in a subsidiary of Veggie General Ltd. company and suggest corrective measures to remedy any deficiencies. The theoretical part is mainly concerned with job satisfaction and factors of job satisfaction. Methods of analyzing job satisfaction are also consulted. The method of research, results, verification of hypotheses and suggestions are stated in the empirical part of the paper. Semi-structured and unstructured interviews were used as research methods. Respondents evaluated the factors of satisfaction. The importance of these factors was also analyzed.

Teachers of students with emotional/behavioral disorders (E/BD) find that myriad concerns for effective teaching (e.g., salaries, increased paperwork, classroom management) challenge their ability to meet personal and professional needs. The push for certified teachers and limited training to work with students with special needs create stressors that can prohibit effective teaching in the workplace. Teacher moral drops and half of newly hired employees leave the profession. Equally important, student outcomes are affected. Demographic information, program practices, and commitment information from special education teachers across the country were examined in this study. These areas of study helped to determine the best indicators for teacher job satisfaction and barriers that threaten satisfactory working conditions. An online survey was designed to capture 29 areas to explore qualifications and working environments for these teachers. Of the 600 targeted teachers, 332 individuals participated in Likert-like scales to determine their degree of satisfaction or dissatisfaction for working conditions, use of intervention strategies, and areas of commitment. Closed-ended and multiple-choice questions were used. Descriptive analyses and tables aided in understanding this study. The resulting factors indicated that, although some respondents pointed to job dissatisfaction within the subset of questions, participants who worked for more than 6 years were less likely to vacate their positions than teachers working for less than six years.

Much of the history of management and motivation theory is rooted in the desire to understand the factors that contribute to having a satisfied workforce. Job satisfaction is the most widely studied construct in the history of industrial/organizational psychology. The job characteristics model (JCM) holds that if jobs are enriched with high levels of specific job characteristics (i.e., task significance, task variety, task identity, autonomy and feedback), employees will report higher levels of job satisfaction. While this claim enjoys wide support in studies conducted in traditional, hierarchically based organizational environments, few studies have tested the JCM in team based organizational designs. This study also evaluated possible moderating influences of growth need strength (GNS; the need for personal growth and development within the job environment) and emotional reactivity (a measure of frustration with perceived obstacles in the work environment). It was hypothesized that employees with higher levels of GNS would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with lower levels of GNS. Alternatively, it was hypothesized that employees with lower levels of emotional reactivity would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with higher levels of emotional reactivity. Results indicated that four job characteristics (task significance, task variety, task identity and feedback) served as significant positive predictors of job satisfaction, while GNS moderated the relationships between task significance and task variety with job satisfaction in a way that supported the research hypothesis. Emotional reactivity was not found to moderate any of the relationships between individual job characteristics and job satisfaction. Overall, results support the relevance of the JCM to team based organizations, providing support for the assertion that the relationship between enriched jobs and higher levels of job satisfaction persists across professional work contexts, as well as the partial moderating influence of GNS.