In 2017, more than 6.9 million employees parted ways with their employer because of voluntary employee turnover, layoffs, or terminations. Emergency call center supervisors who fail to implement adequate job satisfaction strategies experience reduced productivity and increased voluntary turnover. The purpose of this multiple case study was to explore the strategies some southern Ontario 911 call center supervisors used to reduce job dissatisfaction. The conceptual framework supporting the study was the competing values framework. The population included 6 supervisors of 911 call centers in the province of Ontario, Canada, who successfully implemented job satisfaction strategies. Data were collected from interviews with the leaders and documentation. Data were analyzed using Yin's 5-step process. Three themes emerged: provide supportive leadership, create a balanced culture, and provide non-financial rewards. The implications for positive social change include healthy working communities through decreased job dissatisfaction resulting in organizations' greater productivity and provision of services.

Teachers in California, like in many other states, are leaving the profession at an alarming rate, thus creating a severe teacher shortage. Specifically, Black teachers are leaving and this problem warrants thorough exploration in an effort to increase Black teacher retention. The objective of this dissertation was to unpack the different factors that contribute to job dissatisfaction among Black teachers in secondary public schools in Los Angeles County. In particular, the study investigated the role school leaders played in their dissatisfaction through a phenomenological study that interviewed 10 Black teachers. Using critical race theory (CRT), this study found that there were six key themes that contributed to the dissatisfaction of Black teachers: persistent awareness of race, the racialization of the teacher-student experience, hurdles to professional advancement, lack of confidence in school leadership, inconsistent and inadequate support, and the psychological and emotional impact of these experiences.

A country’s education system is a vital component of the country’s success. Without an excellent education system, our social, economic and financial positioning becomes threatened. At the heart of our education system lie our educators. Good educators are the key to an excellent education system. The loss of educators to the education system is significantly more than the current influx of qualified educators into schools. A great concern is why the South African education system is losing such large quantities of qualified and experienced educators. The literature review of this study focused on the factors contributing to job (dis)satisfaction and how it impacts on educators. Various sources were used to complete the literature study. The empirical study was done by means of quantitative research by distributing questionnaires to participating schools in the Vaal Triangle District. The educators at each of these schools were asked to complete a questionnaire that focussed on the issues that may contribute to job (dis)satisfaction and were divided into different sub-sections. The results were analysed and interpreted and certain recommendations were made in terms of the direct results and conclusions raised by the empirical study. The primary objective of this study was to determine the level of job satisfaction among some educators in the Vaal Triangle schools. The researcher looked at various trends in the education system and collected data relating to the determinants of job (dis)satisfaction in the school environment. The study showed that educators within the study population were not satisfied with their working conditions and should these issues be addressed by Department of Education, it could lead to fewer educators leaving the education system to seek work elsewhere. / MBA, North-West University, Potchefstroom Campus, 2014

A country’s education system is a vital component of the country’s success. Without an excellent education system, our social, economic and financial positioning becomes threatened. At the heart of our education system lie our educators. Good educators are the key to an excellent education system. The loss of educators to the education system is significantly more than the current influx of qualified educators into schools. A great concern is why the South African education system is losing such large quantities of qualified and experienced educators. The literature review of this study focused on the factors contributing to job (dis)satisfaction and how it impacts on educators. Various sources were used to complete the literature study. The empirical study was done by means of quantitative research by distributing questionnaires to participating schools in the Vaal Triangle District. The educators at each of these schools were asked to complete a questionnaire that focussed on the issues that may contribute to job (dis)satisfaction and were divided into different sub-sections. The results were analysed and interpreted and certain recommendations were made in terms of the direct results and conclusions raised by the empirical study. The primary objective of this study was to determine the level of job satisfaction among some educators in the Vaal Triangle schools. The researcher looked at various trends in the education system and collected data relating to the determinants of job (dis)satisfaction in the school environment. The study showed that educators within the study population were not satisfied with their working conditions and should these issues be addressed by Department of Education, it could lead to fewer educators leaving the education system to seek work elsewhere. / MBA, North-West University, Potchefstroom Campus, 2014

Business leaders often realize greater profitability when they have strategies to retain IT employees. However, the cost to replace IT employees creates significant challenges for business leaders. Given the growing impact of technology on operational costs, retention of IT employees is imperative. This exploratory single case study sought to identify the strategies that leaders use to increase IT employee retention. The population was 6 leaders from a military organization in Norfolk, Virginia, responsible for the retention of IT employees. Herzberg's two-factor theory was the conceptual framework for this study. The data was collected from semi-structured interviews with 6 leaders along with organization documents. Data analysis and methodological triangulation included thematic analysis to identify 7 themes in the study. These 7 themes were quality of life, telework, leadership, inclusion, and staying abreast of new technology. Implications for social change include the potential for leaders to save money on recruitment and training. It also includes organizations becoming profitable through better employee retention strategies, and it adds to the body of knowledge that leaders could use to provide stable employment opportunities to individuals. The retention rates among IT employees affect individuals, families, communities, organizations, and the economy. Implementing retention strategies may result in improving employee-employer relationships and organizational profitability.

The restructuring of the South African higher education system ranges widely across mergers and incorporations, the creation of new institutional forms, regional-level programme collaboration and rationalisation. The Council on Higher Education (CHE) calls for greater productivity and more cost-effective deployment of resources. Such changes need to be managed effectively in order for staff and managers to adapt and find new ways to operate effectively within the changing environment and to maintain job satisfaction. The aim of this study was to critically evaluate job satisfaction levels during the transitional period of merger in the case of Walter Sisulu University (WSU), as organisational excellence can be achieved when employees experience job satisfaction. The research method employed to gather data was that of quantitative design. The sample consisted of academics and non-academics of WSU employees from the former Border Technikon, Eastern Cape Technikon and University of Transkei. The instrument used to collect data was a modified version of the 1977 Minnesota Satisfaction Questionnaire (MSQ). Of the 130 respondents 69 were academics and 61 non-academics. Key findings of the study indicated that there are more factors that contribute to job dissatisfaction compared to those factors that contribute to job satisfaction dimension. The results also indicated that the majority of respondents were dissatisfied with most of the job satisfaction factors. The paper recommends that, during a transitional period, human capital issues should be accorded the proper attention and should be addressed early in order to maintain high staff morale (job satisfaction). This will create a smooth transition during which employees will feel valued and experience job satisfaction. / Business Management / M. Tech. (Business Administration)

The restructuring of the South African higher education system ranges widely across mergers and incorporations, the creation of new institutional forms, regional-level programme collaboration and rationalisation. The Council on Higher Education (CHE) calls for greater productivity and more cost-effective deployment of resources. Such changes need to be managed effectively in order for staff and managers to adapt and find new ways to operate effectively within the changing environment and to maintain job satisfaction. The aim of this study was to critically evaluate job satisfaction levels during the transitional period of merger in the case of Walter Sisulu University (WSU), as organisational excellence can be achieved when employees experience job satisfaction. The research method employed to gather data was that of quantitative design. The sample consisted of academics and non-academics of WSU employees from the former Border Technikon, Eastern Cape Technikon and University of Transkei. The instrument used to collect data was a modified version of the 1977 Minnesota Satisfaction Questionnaire (MSQ). Of the 130 respondents 69 were academics and 61 non-academics. Key findings of the study indicated that there are more factors that contribute to job dissatisfaction compared to those factors that contribute to job satisfaction dimension. The results also indicated that the majority of respondents were dissatisfied with most of the job satisfaction factors. The paper recommends that, during a transitional period, human capital issues should be accorded the proper attention and should be addressed early in order to maintain high staff morale (job satisfaction). This will create a smooth transition during which employees will feel valued and experience job satisfaction. / Business Management / M. Tech. (Business Administration)

Orientador: Eliana Goldfarb Cyrino / Resumo: Introdução: A Organização Mundial de Saúde recomenda uma razão de um médico para cada mil habitantes para que a população tenha um adequado acesso à saúde. Apesar de o Brasil possuir um número absoluto satisfatório de médicos, há no país uma distribuição desigual destes profissionais, com carência de médicos em comunidades remotas e vulneráveis, causando um grande impacto no bem-estar da população que ali se encontra e dificultando a universalização da saúde, como prevê os princípios do Sistema Único de Saúde. Diante disso, o Governo Federal criou, em 2013, o Programa Mais Médicos (PMM), com o intuito de suprir de forma emergencial a carência de médicos em regiões de difícil fixação dos mesmos. A literatura considera que o principal fator que leva um trabalhador a deixar uma organização é seu nível de insatisfação com a função que desempenha, o que também se faz verdadeiro na área da saúde. Sendo assim, podemos inferir que a insatisfação laboral do médico da Atenção Básica é um dos motivos da dificuldade de recrutá-los e fixá-los por um período mais longo. Objetivo: Este estudo se propõe a avaliar as satisfações e insatisfações no trabalho de médicos integrantes do PMM no município de Botucatu – SP, cidade universitária com elevado IDH e com razão médico-paciente de 6,25. Metodologia: Trata-se de pesquisa qualitativa, na qual foram feitas oito entrevistas semiestruturadas com médicos do PMM e uma entrevista com gestores da AB no município, as quais foram analisadas e categori... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: Introduction: The World Health Organization recommends a ratio of one doctor per thousand inhabitants so that the population has adequate access to health. Although Brazil has a satisfactory absolute number of doctors, there is an unequal distribution of these professionals in the country, with a shortage of physicians in remote and vulnerable communities, causing a great impact on the well-being of the population that lives there and making it difficult to make health accessible for everyone, as foreseen by the principles of the Sistema Único de Saúde. Due to that, the Federal Government created in 2013 the More Doctors Program (PMM), with the aim of urgently supplying the shortage of doctors in regions that are difficult to set them down. The literature considers that the main factor that leads a worker to leave an organization is their level of dissatisfaction with the role they play, which is also true in the health field. Thus, we can infer that the dissatisfaction at work of the primary care physician is one of the reasons for the difficulty of recruiting them and fixing them for a longer period. Objective: This study aims to evaluate the satisfactions and dissatisfactions in the work of physicians of the PMM in the city of Botucatu - SP, a city with a renowned University, a high HDI and a physician-patient ratio of 6.25. Methodology: This is a qualitative research, in which eight semi-structured interviews were conducted with PMM physicians and one interview with healt... (Complete abstract click electronic access below) / Mestre

The profession of general nurse is very demanding. The International Labour Organisation and World Health Organisation believe it to be one of the riskiest jobs. Having completed difficult studies nurses often leave their jobs for other positions due to insufficient financial reward which is inadequate to the physical and mental load. The issue of lack of nurses emerged in the Czech Republic as early as before 2004. This situation worsened after the country{\crq}s association with the European Union because nurses began to use the free movement of persons on the labour market. They find work in more attractive industries which are not so demanding in personal and working life. Workers cannot keep up with a pace of work for a long time, unless their mental and physical health is properly looked after. Overloading often results in dissatisfaction and fluctuations. This diploma thesis maps the level of general nurses' departures to other professions on the labour market, which are listed in particular. The survey carried out is quantitative. It employs the method of enquiring persons by means of anonymous questionnaires. The results entail that the level of fluctuations shows a rising tendency. This is caused mainly by low financial remuneration and the impact upon the family and personal life. Possible solutions may include higher salary, higher social respect, saturation of the lack of personnel, application of fundraising, supervisions or employee benefits. It is essential to emphasise the prevention during professional studies. I have chosen the topic of general nurses{\crq} fluctuations mainly because it is a highly charged issue and because I felt that it was necessary to point out a problem that I experienced myself. As modern nursing care is developing, the demands for medical staff are increasing; unfortunately this is not in proportion to the amount of prevention devoted to the issue of workload. I attempted to outline the causes of nurses{\crq} fluctuations and mention also possible ways of preventing the outflow of nurses from this strenuous, yet beautiful and socially irreplaceable job.

This study investigated the factors that affect the job satisfaction of principals of previously disadvantaged secondary schools in the North West Province. The aims of the study were to determine empirically, through quantitative and qualitative means, the factors that influence the job satisfaction of the principals, and to make recommendations of ways to improve their job satisfaction. In the quantitative phase the research design was a survey. Data were collected from a purposefully selected sample of 30 principals of 30 secondary schools conveniently situated and accessible, in rural villages and townships. Thereafter a phenomenological approach was used to select eight principals from the same sample. The aim was to, by means of interviews, find clarity on the trends observed in the quantitative phase. The researcher purposefully selected participants representing a maximum variation regarding gender, geographical location, and years of experience as a teacher or a headmaster. The results indicated that the factors that enhanced the job satisfaction of the selected principals related to the nature of their work in the sense that it was stimulating, important and varied. Their interpersonal relationships were also gratifying. These relationships referred to cooperative staff, appreciative colleagues and supervisors, well-behaved learners, and supportive parents. Specific factors also brought about job dissatisfaction. In particular, the majority of the principals were frustrated with poor management on the part of the Department of Education. This was linked to a lack of autonomy of the principals, excessive bureaucracy, and poor policies. The principals believed that these policies exacerbated the problems they already had with ill-disciplined learners, the poor work ethics of some educators, unsatisfactory matriculation results, pitiable physical working conditions, and uninvolved parents.Results from the research also showed that the principals thought their workloads were not aligned to their salaries, and that reward systems were needed. Recommendations to enhance the job satisfaction of the principals of the identified secondary schools were made to the SGB and other school managers, as well as to the Department of Education, and recommendations for future research were also put forward. Finally, a number of limitations of the study were pointed out. / Educational Studies / D. Ed. (Education Management)