The purpose of this study was to examine the relationship between Tennessee wardens’ leadership practices and correctional officer job satisfaction. Utilizing the Leadership Practices Inventory (LPI), the relationship between correctional officers’ perception of the warden’s leadership practices and the LPI norms were examined. Additionally, utilizing the LPI, the relationship between self-ratings of the warden’s leadership practices and the observer rating of the LPI were assessed. Lastly, utilizing the Job Satisfaction Survey (JSS) and observer LPI, correlations were examined between the correctional officers’ job satisfaction and their perception of the warden’s leadership practices. Findings of this study showed lower correctional officers ratings of the wardens on the five LPI subscales than the inventory’s norms. In a comparison of the LPI wardens’ self-perception and the correctional officers’ observer perception, correctional officers rated the wardens lower than the wardens rated themselves. The overall ratings of the correctional officer Job Satisfaction Survey (JSS)were neutral. However, of the nine JSS subscales, the results identified the nature of their work and supervision as the most positive. Pay, contingent reward, and promotional opportunities were rated as the primary reasons for job dissatisfaction. Additional findings indicated a positive relationship between job satisfaction and each of the five subscales of the LPI. / Doctor of Philosophy in Leadership

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The aim of the study was to explore the differences between generations X and Y in the military by exploring whether belonging to a particular generational cohort influences perceptions of job satisfaction and emotional intelligence (EI). Data on generational groupings, job satisfaction and EI was drawn from a convenience sample of 187 members from the Human Resources (HR) Division in the South African National Defence Force (SANDF). Descriptive statistics, correlations and t-tests for independent samples were used to analyse the data. Analysis revealed that job satisfaction has a significant positive relationship with EI. Furthermore, the empirical study also yielded evidence to support a difference between Gen X and Gen Y in relation to two job satisfaction facets, namely promotion and supervision. The findings, however, did not support a difference between Gen X and Gen Y in terms of overall job satisfaction and total EI. The leadership of the SANDF may be able to use the study’s findings to guide effective organisational policies and processes to maintain and retain a loyal and productive human resources pool working in cohesion despite underlying differences. / Industrial and Organisational Psychology / M. Com (Industrial and Organisational Psychology)