<p>The value of specific individuals for the success of a company has increased drastically because of the increased demand on knowledge and service orientation, and job satisfaction has become more important in the competition of the most attractive employees. Improving job satisfaction also brings along additional advantages. For example, it has been proven to have a direct impact on customer satisfaction. This study aims at providing a working procedure for organizations that wish to increase the level of employee job satisfaction, and a method has been developed that gives practical instructions on how to organize the improvement work. To evaluate the current level of job satisfaction in order to find improvement areas, the most important determinants to job satisfaction have been identified through a literature survey. The method has four phases, Prepare, Investigate, Design and Implement, and is shaped as a closed loop to symbolize the need of continuous improvements. To validate the usefulness and precision of the method, it has been tested in a single case study. The case study showed that the method is applicable in the sense that all four phases were possible to carry out, and that it is capable of providing a practical working procedure to increase job satisfaction. It is also useful when it comes to evaluating already existing working procedures. Most important when it comes to increasing job satisfaction is to let the employees actively participate in the improvement work. This will ensure that the solutions suggested are relevant and enduring, and it will make employees feel acknowledged and motivated to follow out the changes.</p>

<p>Inom omsorgsyrket styrs arbertsinsatserna utav lagar. Syftet var att se i en enkätundersökning om det förelåg någon skillnad i arbetstillfredsställelse mellan personal som arbetar under LSS (Lagen om stöd och service till vissa funktionshindrade) respektive personal under SoL (Socialtjänstlagen) samt att belysa vilka faktorer som påverkade personalens intentinoer att byta arbete. Studiens kvalitativa del syftade till att genom intervjuer visa hur cheferna uppfattar personalens arbetssituation. En hypotes var att personal under LSS upplever högre arbetstillfredsställelse än personal under SoL då LSS är en mer förmånlig lag. Studien utfördes på 84 omsorgsarbetare och tre chefer i en mindre kommun. Resultatet visade ingen egentlig avvikelse i arbetstilfredsställelse mellan lagarna men att organisationskultur är den starkaste prediktorn för intention att byta arbete.</p>

This study was designed to determine whether role conflict and role ambiguity are problems among Arizona secondary school counselors. Role conflict and role ambiguity were treated as mediating variables. The relationship of these to a number of personal background and organizational variables were studied, as well as their relationship to the consequent variables of propensity to leave, job satisfaction, and job related tension. The data were gathered by means of a 47 item questionnaire which was sent to all of the 487 secondary school counselors in the state of Arizona. Of the questionnaires, 82 percent were returned in usable form. The data were analyzed in four phases. First, descriptive statistics were developed. In a second stage of analysis, the relationships between all of the variables were explored by means of an intercorrelation matrix. A third stage of analysis employed a multiple regression procedure to determine whether a significant amount of the variance in the consequent variables could be explained by role conflict and role ambiguity. In a final stage of analysis, t-tests were used to determine whether a number of groups that theory would predict should differ in role conflict levels actually had mean scores on the role conflict scales that were significantly different. The eight hypotheses tested resulted in the following findings: The personal background and organizational antecedents having the strongest relationships with role conflict and ambiguity were incongruence between a counselors work ideal and actual job duties, and between a counselors training and the skill demands of the job. Role conflict also seemed to be higher among counselors with excessively large case loads. Both role conflict and role ambiguity had negative relationships with job satisfaction and positive relationships with propensity to leave and job related tension. All of these relationships were significant. In addition, role conflict and ambiguity were shown to account for a significant amount of the variance in these variables. The overall conclusion of the study was that a number of personal background and organizational factors predispose secondary school counselors in Arizona to role stress on the job. This stress in turn predisposes them to a number of undesirable personal outcomes in relation to their work.

This study was designed to identify the factors that influence an individual's length of employment in the field of nursing following graduation from a baccalaureate program. Subjects were classified as drop-outs or active, and compared with reference to personal, academic, and social variables. The data used for this study were compiled by the National Longitudinal Study of the High School Class of 1972. Subjects were measured at five separate intervals, beginning in 1972 and ending in 1979. Data collection instruments included the use of questionnaires and completion of a short test measuring verbal and nonverbal ability. Multiple correlation was used to identify those independent variables which were statistically linked. From this, a profile was developed and submitted to multiple regression analysis in order to define a prediction equation. A discriminant function analysis was performed to determine how well the variables were able to distinguish group membership. The results of this study indicate that academic variables are among the best predictors of length of employment in the field of nursing following graduation. Specifically, college grades are shown to be the best predictor in the early college years. As the student nears graduation, academic variables become less important and social variables become more important in the prediction of length of employment. Accurate prediction occurs in approximately 70% of the cases classified. These results would support the present practice of using grades as selection criteria in schools of nursing. While the social and personal variables did not have as much influence on length of employment as the academic variables, prediction efficiency was hindered by the number of variables under consideration and the small sample size. It is recommended that the study by replicated with a reduced number of variables and a larger sample.

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The purpose of this study was to identify and describe factors perceived to be important to nursing practice by registered nurses. The sample, 170 medical-surgical nurses, was 37% of the total in the primary study (N = 455). An exploratory/descriptive design was used to content analyze the qualitative data obtained from one open-ended question asked in the Differentiated Group Professional Practice in Nursing project. Results showed two concepts in the conceptual framework, Group Cohesion and Job Satisfaction, with regard to Pay and Physician/Nurse Relationships, were supported. Other categories generated included the importance of Administrative Support, both Nursing and Non-Nursing, Education, Adequate Staffing, Flexibility in Hours, and Role Recognition. Another set of responses were categorized as Conflicts - Dissatisfiers. Categories generated included Entry into Practice, Non-Nursing Functions and Changing Attitudes.

The nursing education institutions play a major role in the training of nurses to curb the shortage of nurses in the country. Nurse educators assist with the primary socialisation of new nurses into the nursing profession. Likewise, new nurse educators need to be socialised into the nursing education system. Proper socialisation of new educators into the education system is vital for the continuity and reinforcing of professional values. The purpose of the study was to identify and describe the relationship between professional socialisation and job satisfaction of nurse educators of a provincial college in South Africa. A quantitative, descriptive correlational design was used for the study. The sample consisted of nurse educators (N=102) employed by the Kwa Zulu Department of Health with the Kwa Zulu College of Nursing (KZNCN). Data was collected using a structured questionnaire, which included both the Nurses Professional Values Scale-Revised (NPVS-R) questionnaire and the Minnesota Satisfaction Questionnaire (MSQ). Statistical data analysis was done using the Statistical Package for Social Sciences (SPSS) programmes. The results showed reliability of the NPVS-R questionnaire with Cronbach’s alpha (α) ranging between .637 and .811 and between .798 and .883 for the MSQ. Confirmatory factor analysis for the NPVS-R and exploratory factor analysis for the MSQ both had p-value of .0001 concluding a statistical significance of the questionnaires with a sufficiently high correlation. Again a positive correlation coefficient (r>.328) was concluded amongst the demographic data and the NPVS-R and MSQ. The null hypothesis was rejected since a good correlation between the professional socialisation and the job satisfaction statements of nurse educators of a provincial college was concluded. Recommendations include: proper socialisation and mentorship of new educators into the new education role for both personal and professional development and the proper utilisation of individual skills and expertise in order to prevent animosity and job dissatisfaction. Moreover, strategies to improve the working conditions and remuneration of nurse educators so as to attract new nurse educators into the education system are vital. / MCur, North-West University, Potchefstroom Campus, 2014

Course: FOA214 Bachelor Thesis in Business Administration, 15 ECTS University: Mälardalens University School of Business, Society and Engineering Date: 2014, June 2nd Authors: Enkhluun Enkhmandakh, Cimin Ghaffari and Junyao Song Tutor: Zarina Osmonalieva Examiner: Eva Maaninen-Olsson Keywords: Hotel industry, service, internal marketing, front line employee, job satisfaction, Scandic Hotel. Research Question: How does Scandic Hotel in Västerås influence front line employee job satisfaction through internal marketing activities? Purpose of Research: The purpose of this thesis is to describe and analyze how hotels can influence front line employee job satisfaction through internal marketing. This thesis is useful for organizations in the hotel industry to gain a deeper understanding of the connection between internal marketing and job satisfaction as well as the outcome of job satisfaction. Method: This descriptive case study has used a deductive strategy. A qualitative approach was applied to collect the empirical data through interviews with the General Manager of Scandic Hotel in Västerås. Both primary and secondary data have been gathered to achieve the purpose. Within-case analysis was used to analyze the collected data. Conclusion: It was discovered that Scandic Hotel in Västerås acknowledges the importance of front line employee job satisfaction and is able to influence it through internal marketing activities. Through analyzing the theories and the empirical data two differences were found. It is believed that the result can be generalized to others in the hotel industry. The thesis also noticed a link between the four components of internal marketing and the five dimensions of job satisfaction.

The success of the future for South African organisations relies heavily on its leadership, rather than on its management. Transformational leadership is critical to modem business, especially within the South African context. Transformational leadership is essentially about instilling a sense of purpose. in those who are led, and encouraging commitment by empowering employees through growth and development. This enables employees the opportunity to adapt and grow within organizations. The leader promotes change by creating a motivational climate which enhances growth, development, commitment, goal achievement and enjoyment. In order to facilitate the requirements of such an environment the employee needs social support that would enable job autonomy and ultimately job satisfaction. The objective of this study was to investigate the moderating effect of social support between job autonomy and job satisfaction, and to see if job satisfaction of employees in a large banking group can be predicted by their experience of job autonomy and social support in the workplace. The study was conducted within one of South Africa's leading financial institutions. In order to achieve the study objectives, data was collected from a sample (n=178) which consisted of employees ranging from junior management (CIT levels) to middle management (MIP levels). Descriptive and inferential statistics were used to analyse the data. Stepwise multiple regression analyses were carried out to determine whether the independent variables hold any predictive value regarding the dependent variable (job satisfaction). The results of the multiple regression revealed that gender had no effect in predicting participants' job satisfaction, indicating that effects for the other variables may operate similarly for males and females. It was found that participants' experience of autonomy, and the support they receive from colleagues are important in predicting their experiences of job satisfaction. However, the moderating effect of social support (from either colleagues or supervisor), was not supported in this research. This finding indicates that social support does not play a role in the translation of the experience of autonomy in job satisfaction. Further research into the moderating effects of social support between job autonomy and job satisfaction is warranted. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

In response to increasing global competition, companies are continuously under pressure to undergo dramatic changes. Organisations have flattened their structures to replace their traditional hierarchical management structures with empowered work teams. These are teams that have full responsibility of what they do and handle things traditionally handled by management in the past. In order to achieve this, the management challenge is to create working conditions in which individuals in these teams voluntary choose to commit, collaborate and act towards accomplishment of organizational goals (Duvall, 1999). Today's highly competitive environment, technological improvement, complex customer needs, corporate restructuring and continuous search for innovative ways to take organizations to new heights, affect companies throughout the world. To survive in today's difficult economic conditions, organizations demands more from employees. This study conceptualizes empowerment, dividing empowerment into three categories: structural empowerment, leadership empowerment and motivational empowerment. The study narrows to examine psychological empowerment specifically, an aspect of motivational empowerment. The theory of Spreitzer (1995) of four cognitions and the three principles of Menon (2001) is combined to conceptualize psychological empowerment. Job satisfaction is also discussed with emphasis on intrinsic and extrinsic satisfaction. Organisational commitment is examined from the three-component theory of Allen and Meyer (1991). The objective of this study is to determine the relationship between psychological empowerment, job satisfaction and organisational commitment in a chemical industry. A correlation design was used to determine the relationship between the constructs. Data from a sample of 61 (N=61) employees were used. A correlation design is used to determine the relationship between psychological empowerment, job satisfaction and organisational commitment. Data were gathered and explored in terms of descriptive statistics. Cronbach alpha coefients and factor analysis are calculated to give an indication of the validity and reliability of the measuring instruments. Pearson product moment correlation coefficients and canonical correlations were used to obtain the empirical results. A regression analysis and multiple stepwise regression analysis was carried out to determine the extent to which psychological empowerment predict job satisfaction and organisational commitment. The results of the empirical study indicated practically significant differences between psychological empowerment as a total and two variables: Intrinsic job satisfaction and affective commitment. It was found that psychological empowerment could be used to predict job satisfaction to a certain degree, but could not predict organizational commitment as a total. However, there are indications that it could be used to predict affective commitment. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.