A 75-item, Likert-type employee attitude survey was completed by a sample of 670 hourly and salaried employees of a Southwestern company engaged in computerized tax-form processing. The survey contained items relating to attitude dimensions roughly analogous to those subsumed under the two-factor theory of job satisfaction as defined in the relevant literature. Factor analysis, using the principle axes solution, followed by both orthogonal (varimax) and oblique (direct oblimin) rotations was performed. The oblique rotation derived 11 factors which accounted for 87.3% of the common variance. These lent statistical support to 10 of 16 a priori, hypothesized attitudinal dimensions. The six remaining hypothesized dimensions were not empirically supported.

The purpose of this study was to investigate the level of job satisfaction among full-time faculty members at historically black colleges and universities in Texas with respect to gender, age, marital status, salary, academic rank, level of education, teaching experience, institution of employment, and race/ethnic origin. The investigation was based on the six variables of job satisfaction: work on present job, present pay, supervision, co-workers, promotion, and job in general.

With the growing use of teams in organizations and schools there is a need to better understand the individual differences of employees that might potentially increase performance and improve attitudes. The purpose of this study was to assess the impact of locus of control, which was the individual difference of interest in this study, and incentives on team performance and job satisfaction.

Thesis(M.Com.(Human Resource Management)) -- University of Limpopo, 2019 / The general aim of this study is to determine the relationship between organisational culture, job satisfaction and turnover intention at an institution of higher education in South Africa. A quantitative, cross-sectional survey design was used in which self- administered questionnaires were utilised to collect data from a convenience sample of 198 participants. The respondents comprised mainly of the academic employees of the institution. Descriptive and inferential statistics including correlation and regression analyses were conducted. The data was collected using three different structured questionnaires. The findings indicated that there is a positive relationship between the dominant organisational culture and job satisfaction. There is a significant negative relationship between job satisfaction and turnover intention. This study recommended that every institution should figure out the effective retention strategies which may have the most impact on their employees and find ways to improve employee job satisfaction. / National Research Foundation (NRF)

Indiana University-Purdue University Indianapolis (IUPUI) / The Bureau of Labor Statistics projected a shortage of registered nurses (RNs) growing to an estimated 581,500 by the year 2025 (an increase of 22 percent since 2008). Recent economical downturns have found many healthcare organizations experiencing a positive effect with the stabilization of nursing turnover. Once the economy begins to recover, however, experts predict the profession of nursing will still face the largest shortage in history according to projections by the American Nurses Association. Because lack of job satisfaction is a precursor to resignation, additional research regarding the identification of interventions that increase RN job satisfaction may result in retaining professionally qualified and prepared staff. This study proposed to identify through focus groups, staff nurse perceptions of nurse manager behaviors that influence RN staff nurse job satisfaction. A sample of 28 RNs, each participating in one of five focus groups, answered questions related to satisfaction with nurse manager behaviors. The investigator used qualitative content analysis to identify patterns within and across focus group data. Major findings of the study resulted in the identification of two conceptual categories (manager behaviors supportive of RNs and RN’s perceived disconnect of work issues from the manager’s role) and three major themes related to supportive behaviors (communication, respect, and feeling cared for). The results suggest the following as staff nurse preferences for nurse manager behaviors: open and honest communication that involves listening, consistency, and confidentiality; an increased level of respect including fairness and recognition of a job well done; and the sense of feeling cared for as when a manager meets individual needs and supports staff as professionals. The investigator compared the categories and themes to previous tools used in healthcare, which indicate the need for further item and/or tool development as well as further research regarding RNs’ perceived disconnect of work issues from the manager’s role.

Public schools need to enhance teacher job satisfaction which should improve teacher retention, teacher performance, and student achievement. This was a qualitative study of those factors which teachers with high and low job satisfaction perceived affected how they felt about their jobs. A sample of 200 tenured Virginia Beach teachers was randomly selected sent the Teacher Job Satisfaction Questionnaire (TJSQ). Eighty-four of these teachers who agreed to be interviewed were rated on performance by their principals. Eight teachers, who placed at the top the ranked list of TJSQ scores and who were rated at least above average by their principals, were selected for interviews. Five teachers, who placed at the bottom of the list of TJSQ scores and who were rated average at best by their principals. were also selected for interviews. The teachers in the study said they liked student success best and paperwork least. Respondents said the principal, coworkers, students, materials, autonomy, home life, parents, personality and participatory decision-making all affected job satisfaction. The principal was ranked most important. Job satisfiers were tabulated across questions. The most frequently identified intrinsic factor was student success. The extrinsic factors of working conditions, principal support and coworker support were identified. Intrinsic dissatisfiers included lack of teacher achievement, lack of recognition and lack of student success. Extrinsic dissatisfiers were poor working conditions and unpleasant student relationships. Concerning demographics, the teachers with the top 30 job satisfaction scores were older, more female, more minority, more elementary, more experienced and about equally educated than the teachers with the lowest 30 job satisfaction scores. In general, there was little difference between the responses of the high job satisfaction group and the low job satisfaction group perhaps because of the manner in which they were selected. However, teachers with low job satisfaction in this study were slightly more concerned with recognition, coworker support, working conditions, salary, student support, parent support and input into decision making than the high job Satisfaction group. / Ed. D.

published_or_final_version / Education / Master / Master of Education

This study utilizes a national survey to measure the job satisfaction of juvenile facility directors. The prior literature has focused on the experiences of line personnel within the adult correctional system, and this research serves to provide new information regarding this specific population. The current study will address the predictors and correlates of a director's job satisfaction. It is hypothesized that specific characteristics within the organization will predict job satisfaction. Issues regarding staff within an institution and their effect on a director's job satisfaction are the focus. Results indicate that staff issues significantly contribute to the job satisfaction of a director. Specifically, this research can be used to understand facility director retention, staff and juvenile related issues, and the effect of job satisfaction on criminal justice policy issues.

The purpose of this study was to determine differences in satisfaction of public university Resident Assistants (RAs) with regard to several job satisfaction factors identified on the Resident Assistant Satisfaction Survey (RASS), specifically as compared to Casey’s (2009) normative sample of RAs in privatized university housing. The RASS outlined eight Employment Aspect Factors and three Criterion Factors to determine RA job satisfaction. This study also determined if there were differences in job satisfaction for public university RAs based on gender, racial ethnic identification, or academic class standing. Resident Assistants from three Research I Florida institutions in the United States completed the RASS. There has been very little research identifying the factors influencing job satisfaction of paraprofessional RAs, specifically at Florida public institutions of higher education and as compared to a privatized university housing Company. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2015 / FAU Electronic Theses and Dissertations Collection

by Lee Wai Tong, Richard. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1995. / Includes bibliographical references (leaves [133]-[142]). / Abstract / Acknowledgements / Tables / Contents page / Chapter Chapter 1 --- Introduction --- p.1 / Chapter Chapter 2 --- Literature Review: Recasting Approaches to Job Satisfaction Studies --- p.17 / Chapter Chapter 3 --- The Social Environment of the School --- p.48 / Chapter Chapter 4 --- Culture and Efficacy in Instructing Students --- p.66 / Chapter Chapter 5 --- Culture and Efficacy in Disciplining Students --- p.92 / Chapter Chapter 6 --- Conclusion --- p.122 / References --- p.131 / Appendix