The aim of this master thesis is an analysis of a motivation system in SMP CZ. The first part defines the way of a research and describes used methods. The second part focuses on theoretical knowledge, which is crucial for understanding of motivation. The biggest part is devoted to actual research of a job satisfaction of employees. In this context, possible solutions and perspectives for future development are suggested.

My thesis is focused on the analysis of job satisfaction in a particular firm considering motivation and employee loyalty. The diploma is divided into 4 parts. In the first chapter is defined the subject, goals and hypothesis. The second one is concerning with the theoretical knowledge of psychology, employee job satisfaction, motivation theories and their tools to increase the labour performance. The practical part is describing the company, its segmentation, policies and moreover the results of the research. On the basis of summarized theoretical and practical facts I suggest the system of arrangements, that could help to eliminate a low level of employee job satisfaction with the particular fields.

Digitized by Kansas Correctional Industries

A quantitative research project was conducted at all public and private colleges and universities in the state of Maryland to investigate the relationship between job satisfaction, organizational commitment, and ethical climate among higher education administrators. An online survey was completed by 278 higher education administrators working in public and private colleges in Maryland during the 2016 fall semester. Survey results were analyzed in conjunction with participant characteristics, job satisfaction, organizational commitment, and ethical climates. Data were analyzed using MANOVA, Chi-Square, and descriptive statistics. Findings indicate that the perceptions of ethical climate differed significantly by job satisfaction, gender and administrative position. A median split was performed on the composite score of job satisfaction. The median was calculated at 69.00. Scores below the median indicate respondents have low job satisfaction and scores above the median indicate respondents have high job satisfaction. A benevolent ethical climate is significantly associated with job satisfaction. Egoism is significantly associated with organizational commitment. Respondents with high organizational commitment favored an egoistic ethical climate. A significant difference in ethical climate existed by gender with men reporting significantly more principled ethical climate responses than women. Ethical climate also significantly differed by administrative position where deans and directors favored a principled ethical climate compared to Vice Presidents. The study is important because few researchers have evaluated job satisfaction through the lens of organizational commitment and ethical climate. Therefore, the study contributes to the existing literature related to job satisfaction among higher education administrators. Organizational commitment and ethical climate may impact overall job satisfaction among higher education administrators.

Relatively little research has been devoted to understanding the implications of adult cyberbullying on workers. However, recent research focused on how cyberbullying affects adults has indicated cyberbullying has negative implications for job satisfaction of workers. The purpose of this study was to use Social Cognitive Career Theory (SCCT) as a framework to investigate the impact of cyberbullying in the workplace by examining the relationship between cyberbullying and both job satisfaction and social self-efficacy. The results of this study indicate that among individuals who are cyberbullied, higher rates of cyberbullying has a significant negative relationship with social self-efficacy, and social self-efficacy was negatively related to job satisfaction and also mediated the relationship between cyberbullying and job satisfaction. The findings of this study suggest cyberbullying is a workplace environmental condition that should be studied in SCCT due to its potential to negatively impact career development by indirectly influencing job satisfaction through a person’s social self-efficacy. Counselors and organizational leaders should consider this issue when designing interventions to combat workplace bullying.

The purpose of this study is to investigate the effects of supervisors‟ leadership styles (transformational, transactional and passive-avoidance) on job satisfaction in the logistics industry. This study advocates the way in which employees perceive their supervisors‟ leadership styles and their influence on job satisfaction. The fact is that employees play an indispensable role in the realisation of an organisation’s goals and therefore it would be more crucial for an organisation to have employees who are willing to go beyond what is required of them. In this study, a quantitative research method was used to investigate a sample size of 201 employees working in logistics departments in organisations situated in Southern Gauteng. In choosing a sampling method, convenience sampling method was used mainly because respondents were readily accessible and available to the researcher and also willing to participate in the study. Data were collected with the aid of a structured questionnaire and the results of the correlation analysis revealed that transformational, transactional, and passive-avoidance leadership styles are significantly and positively related to job satisfaction. Based on the findings of the empirical survey, it was revealed that a positive association was found between transformational leadership and job satisfaction. A negative correlation was found between transactional, passive-avoidance and job satisfaction. Furthermore, the regression analysis showed that a transformational leadership style positively influences job satisfaction. Therefore, it was recommended that, to address negative correlations between transactional leadership styles on job satisfaction, supervisors/managers elicit desired performance from subordinates by motivating them externally. This can be done by rewarding subordinates for behaving in the expected manner and punishing them if they deviate. It was also recommended that to address negative correlation between passive-avoidance leadership style and job satisfaction supervisors/managers ought to give subordinates autonomy to make their own decisions and be able to solve work-related problems independently. It is further recommended that since passive-avoidance leadership style is associated with unproductiveness, supervisors/managers avoid the use of such a leadership style. The study concludes by recommending that a newer style of leadership such as authentic leadership can be introduced in order to influence employee job satisfaction positively. Servant leadership style can also be applied as this may influence job satisfaction positively. The findings and recommendations of this study are important for supervisors/managers employed in the logistics industry since they provide insight regarding the styles of leadership that are more effective in influencing employee job satisfaction positively. The implications for future research offer several opportunities in the area of leadership and job satisfaction. The study used a quantitative research design whereas the use of a mixed method approach may provide more meaningful results. Since the sample size was restricted, the study could also be expanded to include employees from other departments, such as finances, human resource and marketing.

The purpose of this study was to determine which factor(s), including job satisfaction, employee-employer relationship, organizational climate, and ethnicity predict retention of mental health professionals employed by African American and Caucasian privately owned mental health agencies. Due to high turnover in the private sector in mental health in central Virginia, many agencies are closing after 5 years of business. The importance of this study was to determine which factor(s) can assist in reducing turnover in the mental health field and to determine which factor(s) assist in maintaining mental health professionals in order for the agency to remain operable. The variables were evaluated through 4 valid and reliable self-report surveys to determine their prediction of employee retention. The study used Vroom's expectancy theory as the theoretical framework, which focuses on the importance of rewards and incentives in the workplace. The study's research questions determined the predictive validity of the variables on employee retention among 46 African-Americans and 15 Caucasian mental health employees. The results from multiple linear regression indicated that job satisfaction was the only significant predictor of employee retention. The implications from this finding suggest that mental health professionals need a sense of job satisfaction from their agency in order to remain at their current agency. From the findings, social change can occur when African American and Caucasian privately owned mental health agencies increase retention and are able to continue to provide continued mental health services.

This is a study of four nursing care facilities in Portland, Oregon in 1975-1976, which examines the relationship between leadership style and staff satisfaction, leadership style and patient satisfaction,and staff satisfaction and patient satisfaction.

Organizations globally are spending millions of dollars replacing information technology (IT) professionals. IT professionals, who possess technical skills and competencies that interconnect business processes, are costly to replace. There are direct and indirect costs associated when an IT professional leaves, such as advertising fees, headhunting fees, and project delays. Lacking a firm understanding of the reasons why IT professionals leave their positions, many business leaders do not have strategies for reducing turnover rates. Building on Herzberg's motivation-hygiene theory and March and Simon's process model of turnover, this exploratory multiple case study sought to identify the strategies that business leaders view as essential for retaining IT professionals. Semistructured interviews were conducted with 10 IT managers in the Houston, Texas, area; participants were selected using a purposive sampling technique. Thematic analysis revealed eight strategies for addressing turnover: compensation, opportunity and advancement, rewards and recognition, relationship with the supervisor and coworkers, training and development, communications, meaningful work, and flexible work schedule. Findings from this study may contribute to positive social change by providing business leaders with more insight about how they can retain IT professionals. The high turnover among IT professionals affects individuals, families, communities, organizations, and the economy. Implementing strategies to reduce turnover rates can help keep individual employees and their family members together and reduce the unemployment rates.

Businesses that can retain junior executives as part of a succession plan are likely to outperform companies that struggle to fill senior executive positions. The purpose of this correlational study was to create a focus for organizations facing competition for candidates to fill critical vacancies as a generation of senior executives retire. The study population consisted of junior executives working in the United States energy industry. This study was grounded in Burns' transformational leadership theory, which holds that leaders can increase the motivation, morale, and performance of followers to enhance their leadership to work toward organizational goals. The study research question examined the relationship between junior executives' perceptions of senior executives' transformational leadership styles, junior executives' job satisfaction, and junior executives' turnover intentions. Data were collected using an online survey (N = 492) and analyzed using correlational analysis. Multiple linear regression results showed a statistically significant negative correlation between junior executives' perceptions of senior executives' transformational leadership styles, junior executives' job satisfaction, and junior executives' turnover intentions. Business leaders might benefit from considering the concepts identified to implement strategies designed to retain skilled and experienced junior executives to maintain continuity and momentum of strategic efforts. Application of the findings of this study may lead to increased stability for employees and reduced turnover costs for businesses resulting in positive social change for individuals, organizations, and communities.