Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Teacher job satisfaction has been shown to impact teacher retention, attrition and absenteeism (Perrachione, Rosser, & Peterson, 2008). Given the significant investment of resources required to train effective classroom teachers, retention of those teachers is important. Research strongly supports the connection between personality traits and occupational related outcomes such as work performance, career success, and job satisfaction across occupational groups. Developing an understanding of the personality profile of satisfied teachers as a whole, as well as by teaching area, could serve to better equip teachers for the reality of teaching, potentially having the ability to increase job satisfaction. The purposes of this study were to investigate the similarities and differences of personality traits within teacher groups, as well as examine the effects of personality on job satisfaction for teachers, through a longitudinal study using analysis of covariance and multiple regression. When differences attributable to gender were controlled, two groups within the teacher sample emerged. Math, science, and physical education teachers were more resolute, analytical and investigative, where as elementary, secondary English and history, and special education teachers were more open-minded and sensitive. Among the traits distinctive of the teacher occupational type as a whole, teacher groups in this sample were generally extraverted, warm, energetic, dutiful, and patient. Having an accurate understanding of the personality traits that may influence teacher satisfaction could serve to inform teacher preparation programs and best practices in leadership for in-service teachers, potentially having the ability to increase job satisfaction.

<p><font face="Times New Roman"> <p align="left">The results emanating from the study indicate that Work Environment variables played the most crucial role in retaining Black talent in the organisation at which the research was undertaken. There were significant relationships between some of the biographical variables and retention, and the four retention factors significantly explained the variance in retention. Recommendations based on the data were made to various stakeholders in order to address the existing problem, while simultaneously protecting the rights to confidentiality of the respondents.</p> </font></p>

Arbetstillfredsställelse kan definieras som ”en positiv (eller negativ) evaluerande värdering av arbetet eller arbetssituationen” (Kaufmann, G.,  &amp; Kaufmann, A.  2005 s. 269). Denna studie fokuserar på delaktighet,  arbetsinriktning, fysiska betingelser, lön, ledarskap och sociala betingelser som delar i arbetstillfredsställelse. Syftet med studien var att undersöka hur extraarbetande högskolestudenter på lager uppfattade sin arbetstillfredsställelse, därför intervjuades nio studenter varav tre kvinnor i åldern 21-33. Meningskoncentrering användes som analysmetod och undersökningen visade att studenterna hade en låg arbetstillfredsställelse men genom att få en bra kontakt med arbetskollegor skapades trivsel. Studien verifierar tidigare teorier om arbetstillfredsställelse och tillför hur extraarbetande studenter kan uppleva trivsel då de arbetar på lager.

Tidigare studier har visat att faktorerna KASAM, flow samt prestationsbehov har betydelse för hög upplevd arbetstillfredsställelse. I denna studie undersöks om dessa faktorer även är aktuella under svenska förhållanden. En enkätundersökning genomfördes på 137 anställda på tre olika företag för att mäta om de tre faktorerna kan predicera arbetstillfredsställelse. Resultatet visade att KASAM, och särskilt komponenten meningsfullhet, var en stark prediktor av arbets-tillfredsställelse. Även flow, och särskilt dimensionen inomboende arbetsmotivation, hade ett signifikant prediktionsvärde medan det visade sig att prestationsbehov inte predicerade arbetstillfredsställelse. Ökad arbetstillfredsställelse borde kunna uppnås om företagen kan se till att de anställdas arbetsuppgifter innebär en lagom stor utmaning. Likaså att deras inställning till och förståelse för arbetsuppgifterna gör att arbetet känns meningsfullt.

Abstract: Job satisfaction has great significance for nurses. The job is very demanding and requires a great deal of responsibility. Low job satisfaction and organisation changes affect their work negatively. The aim of the study was to investigate the nurses’ job satisfaction and job situation. Legitimate nurses at a medicine department of a hospital situated in the middle of Sweden were interviewed for this purpose. The study is descriptive and the qualitative approach has been used. The data was analysed with content analysis as described by Graneheim and Lundman. The study investigates the factors affecting nurses’ experiences as far as job satisfaction and job situation are concerned. The nurses’ opinions on what should be done to improve their work environment are also discussed in the study. The result shows that the nurses’ job satisfaction and job situation is affected by the collaboration between the colleagues and the management, as well as job related stress and work environment.

The purpose of this study is to gain an understanding of how Cross-Cultural Training (CCT) can contribute job satisfaction. Job satisfaction is one of the crucial lessons for hotel human resource management. There are many factors studied in the past literatures affecting job satisfaction, such as the compensation system, the promotion opportunities, organizational culture, and so on; however, the purpose of this research is to evaluate Cross Cultural Training, as the factor, to study how the job satisfaction will be affected. This study takes one international hotel located in Taipei as the object to analyze how job satisfaction can be affected and contributed. The results are found as follows: 1¡B Regarding the design of CCT, it is proved that ¡§On-the-job Training¡¨ is the most appropriate design to conduct CCT to increase job satisfaction. Most of the interviewees are with the opinion that ¡§learning by doing¡¨ is the most efficient and effective way to be trained. 2¡B Regarding the duration of CCT, it is found that ¡§One month¡¨ is the best duration to conduct CCT; however, it is also distinguished that the duration of CCT depends much on the demand in different departments. 3¡B Regarding the strategy method of CCT, it is found that the responses from the interviewees are quite concordant, which are mainly focused on ¡§Simulations¡¨, ¡§Expositive Instructions¡¨, and ¡§Behavior Modification¡¨. 4¡B Regarding the profit of CCT, all interviewees agree that CCT is profitable since it will limit inefficiency and increase job satisfaction.

In recent years because of the multiplex duty border plan & the globalization competition environment competition, developed ¡§the Atypical Employment Relationship¡¨ gradually the manpower dispatch pattern¡CThe globalization increased enterprise's competitive power, in order to be survived under the entire competition, the most enterprises tend to adopt a flexible HRM system to reduce the cost, the production diversification as well as promote the product quality, except will move to the manpower cost inexpensive area, will also use the Non-traditional Employment Relationship in the non-core business execution, will create the biggest superiority. But in domestic, the Executive Yuan economic construction could announce ¡§service industry development guiding principle & the course of action¡¨ in Apr. 2004, the manpower dispatch is included one of 12 prioritize industries, in this plan to the manpower dispatch service entrepreneur hoped could achieve 1000~2000 market capacities, but to dispatched the laborer to hope could achieve 300,000 people ¡CThis plan, attracts the entrepreneur who favors this market sesame seed cake to take place of the fallen invests this industry. Is engaged in the manpower dispatch industry personnel therefore increasing, & provide their profession & customize service to these needs enterprise. Although the manpower dispatch in domestic is already in fashion for many years, at present in domestic is engaged in the dispatch industry personnel also closely 80,000 people(According to the Council of Labor Affairs Executive Yuan in 2003 estimates, but it estimates the scope also to contain includes the service to contract the jobholders),however, a job dem& the manpower dispatch is often decided by these needs enterprise, confronting positions to dispatched worker, therefor these staff in Employee Dispatching Industry will blend with each othere. The goal of the thesis is to provide a dispatching industry study and analysis of: 1) The job characteristic of the employee dispatching industry. 2) The relations between the job characteristic of the employee dispatching industry and turnover. 3) The effect of the job characteristic and job satisfaction on distpatching industry turnover, and 4) The effect of the job characteristic and job burnout on distpacthing industry turnover. During this study, there are 400copies of the questionnaire were sent out to those staff in employee dispatching industry, 102 were returned. The return rate was 25.5%. From this research, we can conclude that: 1.These staff in Employee Dispatching Industry mostly are university degree, female, single & within 3 years experience in this industry. We think that because female characteristics compare job characteristics. 2.The job characteristics category, resigning intention can be restrained by increasing working autonomy . Skill variety has outst&ingly direct effect on turnover. 3.The job characteristics category, internal satisfaction can be improved by increasing skill variety, task significance & working feedback, but external satisfaction can by improved by increasing working autonomy. 4.Job burnout has mediating effect between the job characteristics & turnover.

It is normal for the personnel to quit job in the organization . The turnover of employee can give Organization new energy , but on the other hand they may influence the employee¡¦s working morale and bring negative impact . In this way, how to keep excellent employee in organization is important course to management level and human resources department. Especially When turnover rate is high, it is the duty of human resource department to fine the key point of problem and to solve possible negative influence. This essay want to research the influence within working character and turnover to fine personnel¡¦s working character for organization reference to know the factors of employee turnover on job character. Besides, add to factors of job satisfactions and organizational commitment to research, to understand whether the mediating effective existing increase or decrease effective on turnover intention .

In Sweden, there are considerable health differences between social groups and between women and men. Regardless of social position, women often report more symptoms than men. The aim of this study was to investigate how education is related to job satisfaction and to different aspects of well-being and symptoms in a nationally representative cohort of middle-aged women and men with children. Moreover, the study aimed to investigate the associations between education, job satisfaction, working-hours, partner status, number of children and various aspects of health. Regardless of gender, a long education was associated with significantly higher levels of general job satisfaction, sense of coherence, self-acceptance, purpose in life, personal growth and fewer physical and mental symptoms. General job satisfaction was a significant predictor of all health-related measures, apart from purpose in life. On the whole, men reported a better health compared to women who reported significantly more physical as well as psychological symptoms.