This study was conducted to clarify the use of an annual attitude survey by a certain company, as it relates to that company's female employees. In previous surveys using the Job Descriptive Index, it was noted that the scatter of scores about the mean for the satisfaction with Work, Pay, Promotion, Supervisor, and Co-workers sub-tests was much greater for the females than for the males. It was postulated that the female group might be composed of two or more definable subgroups which had statistically different means. It was also shown that for satisfaction with supervisor, whites had higher satisfaction than blacks. On satisfaction with promotion, persons twenty-five years or younger scored higher than did those who were fifty-five and older, and then those who were from twenty-five to thirty-four years old. All of the above differences were statistically significant at the p < .05 level. No statistically significant differences were found in groups stratified by having dependents, or by tenure. The primary hypothesis was accepted. No subsidiary hypothesis was found acceptable by this study.

abstract: Teachers of the deaf and hard of hearing have served Arizona since 1912 when the Arizona School for the Deaf and Blind opened in Tucson, Arizona. Several decades later the Phoenix Day School for the Deaf was established in the Phoenix metropolitan area. To reach deaf and visually impaired students in the rural areas of Arizona, itinerant teachers travel from school to school, providing instruction and consultation with families and school personnel. The purpose of the study was to examine the perceptions and attitudes of itinerant teachers of the deaf and hard of hearing as to job satisfaction. Four research questions addressed the roles and responsibilities of itinerant teachers: extent of teacher participation in professional development activities; the opinions and attitudes of teachers toward their work; and additional comments and concerns. To answer these questions, 43 participants from five cooperatives established by the Arizona State School for the Deaf and Blind responded to a modified version of the 2007-2008 Schools and Staffing Survey regarding itinerant teacher job satisfaction. Two open-ended questions made this survey a mixed methods study of both quantitative and qualitative data. It was found itinerant teachers worked with students with a variety of hearing losses and educational needs; worked with regular classroom teachers and other school personnel; planned, assessed, and kept records; coordinated and conducted consultation and IEP meetings; worked with parents; provided technical support; traveled to different schools to work with students; provided accommodations and modifications; and provided direct instruction to DHH students. As to professional development, participants found language strategies and content of subjects taught to be useful and most attended. Ninety-one percent of the cooperative teachers seemed satisfied as a teacher. They felt support from administration, were satisfied with how the cooperatives were managed, and agreed that they were recognized for their efforts. Some of the concerns from teachers were their salary, the paperwork involved with itinerant teaching, and the limited amount of resources available to them. Overall, the findings of this study provided a baseline of information that suggest more work needs to be done related to job satisfaction of itinerant teachers. / Dissertation/Thesis / Doctoral Dissertation Educational Administration and Supervision 2016

Dissertation Submitted in Partial Fulfilment of the Requirements for the Degree Master of Technology: Business Administration in the Faculty of Business Management at the Cape Peninsula University of Technology. / Modern human resource management suggests that organisations that have succeeded in the business arena have done so through good people management practices and employees who display productive behaviour above and beyond their formal job descriptions. General thought behind job satisfaction supports that happy employees are inclined to be more productive, creative and committed to their jobs, all of which are essential to achieving an organisation’s bottom line. Organisational citizenship behaviour is another factor that is regarded as important for achieving organisational effectiveness. There has been some disagreement regarding the nature of the relationship between job satisfaction (JS) and organisational citizenship behaviour (OCB). Some studies have shown that OCB is as a result of JS. Following these studies, this research paper focuses on the extent to which JS influences OCB among a sample of employees within a Western Cape government office. Employees at the government office (N =105), selected through convenience sampling, were surveyed regarding their level of JS and their readiness to display OCB. Quantitative data was collected through a paper-based survey, using validated standardised questionnaires to measure both JS and OCB. The results show that respondents reported moderate levels of JS and OCB. Through the study it was established that there is a significant relationship between JS and OCB. Furthermore, the JS dimensions of ‘internal work motivation’ and ‘growth satisfaction’ explained 25% of the variance in OCB. This research investigated the relationship between OCB and JS in a South African context, providing insight into their relationship in a public sector organisation. In terms of practical significance, exploring the relationship between JS and OCB can provide insight for management and guidance for human resource practices, which can assist in improving JS and therefore the success of a business.

Dissertation submitted in fulfilment of the requirements for the degree Master of Technology: Quality in the Faculty of Engineering at the Cape Peninsula University of Technology / This research will focus on employee satisfaction in the workplace. The research will be conducted as a result of the high number of factory staff resigning due to unhappiness in their work environment. This transposes into not only productivity being lost, but also that the efficiency of the organisation is being compromised. The purpose of this research is to establish if employee satisfaction could serve as a catalyst for improved efficiency, productivity and customer satisfaction.The research will be conducted at Anchor Lining Systems (ALS). The company is based in Cape Town South-Africa and manufactures a concrete protection liner referred to as Anchor Knob Sheet (AKS). The product represents a „state of the art‟ robust concrete protection liner system. It is designed to protect concrete structures in chemically aggressive environments.The research question which will be researched to mitigate the research problem reads as follows: “What approach could be deployed to minimise employee dissatisfaction in a manufacturing organisation to improve its overall efficiency, profitability and customer satisfaction?”Applied research will be conducted in this thesis, as the research will be designed to apply its findings to solve a specific, existing problem. The research will furthermore fall in the social world as social science has to do with how things are, and why. The research, due to the fact that it would require intensive textual investigation will be theoretical in nature, which can be define as, “contemplative of the mind, on intellectual faculties”. Furthermore, theoretical research is commonly associated with the phenomenological paradigm, which is used to answer questions about the complex nature of a phenomena, often with the purpose of describing and understanding the phenomena from the participant‟s view. These concepts are also commonly referred to as the „qualitative paradigm‟.The proposed research in this dissertation would be of specific benefit to the manufacturing industry in South-Africa, due to the high levels of staff turnover being experienced in the industry due to employee dissatisfaction. Such high levels of turnover de-stabilises the industry in that key resources are lost to organisations. If turnover can be minimised by elevating the levels of employee satisfaction then efficiency, productivity and customer satisfaction can be exponentially improved.

Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2016. / Change management is inevitable in the Business Process Outsourcing (BPO) industry in South Africa, where organisations have to be constantly vigilant when tackling the interwoven relationship between change implementation, organisational citizenship behaviour (OCB) and job satisfaction. The objective of this Master’s thesis study was to examine the nature of change implementation in the BPO industry, to determine the effects of change implementation on OCB and job satisfaction and to examine the relationship between change implementation, OCB and job satisfaction.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2015. / When one refers to tertiary education in general or specific institutions, its academic functions and features are paramount. Often, there is little dialogue around those who constitute most of the workforce, the administrative staff, and more specifically, the frontline administrators. Given that frontline administrators are ‘customer-facing’ and that their behaviour could significantly influence perceptions of the organisation, these staff members are often portrayed as ones who do not have any authority at work but merely serve a support role. Ensuring that these staff members are ‘taken care of’ is an operational way of guaranteeing that the customers (staff and stakeholders) have a pleasant experience that could positively affect the bottom line. The working lives, feelings of efficiency, job satisfaction and overall empowerment of frontline administrative staff, especially in tertiary education, have not been well documented in scholarly literature. This research project attempts to identify areas where universities of technology could take cognisance of the power that frontline administrative staff hold and also to ascertain how to improve their overall work experience.

Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2016. / Absenteeism has proven to be a global problem in the workplace, which is further exacerbated by multifaceted factors that cause absence. It is pervasive, inevitable and has an undesirably negative impact on the operations and service delivery of an organisation, if not managed properly. Generally, absenteeism disrupts the work environment and negatively affects the organisation and employees’ morale. A literature search was conducted on the causes, costs, impact, measurements, consequences and strategies of absenteeism in the workplace. Literature on job satisfaction as a concept was also conducted on personal and organisational sources, both content and process theories, and consequences of job satisfaction. The researcher also conducted a survey questionnaire with a sample of employees at DTVET to ascertain their perceptions regarding absenteeism and job satisfaction status within the department. The aim of the study was to identify the main causes of high absenteeism and to determine the status of job satisfaction levels in DTVET. The study identified the causes of absenteeism among DTVET employees, and discovered that reasons are attributed to: work overload; lack of employee health programmes; lack of resolution of employees’ problems; headache problems; inconsistent application of absenteeism procedures; lack of autonomy; lack of an effective performance reward system; backache problems; sick leave entitlement mentality; stomach upsets; and, finally, colds and flu. Findings also revealed that DTVET employees mostly derive their job dissatisfaction from: work overload; bureaucratic processes; benefits; pay; lack of recognition for work well done; and lack of promotion opportunities. This finding also supports Robbins’s (2003:82) conclusions that the consequences of job dissatisfaction may lead to employees missing work, this may also be expressed in various forms i.e. employees complaints, insubordination, steal organisational property, reduce effort, chronic absenteeism, increase error rate, lateness etc. Realistically, absenteeism in the workplace will never be eradicated, however, with proper management interventions, absenteeism rates can be reduced to acceptable levels.

abstract: This descriptive research study explored practicing Board-Certified Music Therapists' engagement in self-care as needed from the impact of stress and burnout, as well as perceptions of the music therapy profession and professional association. An online survey was completed by 829 practicing board certified music therapists. Mean scores and percentages of nominal variables were generated from an independent sample. ANOVA was used to compare mean scores of dependent variables with independent variables of two or more categories. Open-ended responses generated extensive qualitative data about stress/burnout, job satisfaction, motivation, and self-care. Those who are not currently members of AMTA reported affordability as the primary reason for not being members. Despite some negative perceptions about the profession and professional association, a significant number of music therapists expressed a passion for what they do. Music therapists appear to have a solid grasp on professional responsibilities and ethics. Although respondents reported an overall high level of job satisfaction, a substantial number agreed that they have considered leaving the profession. Low salary was the most commonly acknowledged reason, followed by the continued need to "sell" music therapy, burnout, stress, limited work opportunities, and workplace politics. Respondents identified healthy diet and rest as primary activities of self-care, followed by recreation/leisure time with loved ones, exercise, hobbies, and prayer. Music therapists reportedly continue to feel motivated and inspired in the profession predominantly because of the gratification/satisfaction of the results of their work, followed by engagement in self-care, loving the work regardless of income, attending conferences and symposiums, diversification among various populations, and keeping professional life separate from personal life. ANOVA results indicated that job satisfaction and engagement in self-care likely increase with age; job satisfaction is higher among married music therapists, those with children, and those with more than 30 years in practice; and those with no children and those with a master's or doctorate degree were more likely to engage in self-care. A variety of implications and recommendations are explored. / Dissertation/Thesis / M.M. Music Therapy 2013

CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior / FundaÃÃo Cearense de Apoio ao Desenvolvimento Cientifico e TecnolÃgico / A avaliaÃÃo em saÃde tem sido um importante instrumento para o planejamento e a gestÃo de sistemas e de serviÃos de saÃde, nÃo sà no sentido de aferir a efetividade de intervenÃÃes e o uso eficiente dos recursos disponÃveis, mas tambÃm de satisfazer os profissionais de saÃde e a populaÃÃo usuÃria do sistema. Teve-se como objetivo geral avaliar a satisfaÃÃo dos usuÃrios e dos profissionais do Centro Integrado de Diabetes e HipertensÃo de Barbalha-CE. Utilizou-se como marco conceitual o modelo proposto por Avendis Donabedian para avaliar a qualidade em saÃde a partir dos componentes estrutura, processo e resultado. Trata-se de uma pesquisa avaliativa, com abordagem quanti-qualitativa que usou como estratÃgia de pesquisa o estudo de caso Ãnico. O estudo foi realizado com 97 usuÃrios e 8 profissionais do Centro Integrado de Diabetes e HipertensÃo de Barbalha, e, a coleta de dados efetuou-se no perÃodo de fevereiro a marÃo de 2012. Empregou-se, como instrumento para a coleta de dados dos usuÃrios, um questionÃrio semiestruturado, englobando as dimensÃes infraestrutura, acessibilidade e relaÃÃo usuÃrio-equipe. Para os profissionais, utilizou-se o Ãndice de PercepÃÃes Organizacionais, contendo as dimensÃes infraestrutura, gestÃo, clima e cultura organizacional. Os dados foram armazenados no programa Microsoft Excel, sendo processados pelo Statistical Package for the Social Sciences. Para as anÃlises de associaÃÃo, optou-se pelos testes qui-quadrado e razÃo de verossimilhanÃa. Os dados referentes Ãs questÃes abertas foram analisados mediante a anÃlise do conteÃdo. Obteve-se aprovaÃÃo pelo Comità de Ãtica em Pesquisa em Seres Humanos da Universidade Federal do CearÃ, n 324/11. Conforme os resultados mostraram, a maioria dos usuÃrios estava satisfeita com o Centro (63,9%). Quanto Ãs dimensÃes, a relaÃÃo usuÃrio-equipe foi responsÃvel pela maior prevalÃncia de satisfaÃÃo (92,8%) e a acessibilidade pela menor (67,0%). Na anÃlise das falas observou-se que os usuÃrios demonstravam insatisfaÃÃo com alguns aspectos nÃo verificados nas respostas fechadas: falta de adequaÃÃo estrutural para usuÃrios idosos e/ou com alguma deficiÃncia fÃsica; precÃria infraestrutura do banheiro; falta de organizaÃÃo do agendamento das consultas mÃdicas e de coleta de exames. NÃo se verificou associaÃÃo estatisticamente significante entre satisfaÃÃo dos usuÃrios e variÃveis sociodemogrÃficas ou controle glicÃmico. Quanto aos profissionais, a maioria (sete) estava satisfeita em trabalhar no Centro. No referente Ãs dimensÃes, o clima/cultura organizacional foi responsÃvel pela maior frequÃncia de satisfaÃÃo entre os profissionais. Os aspectos relacionados à insatisfaÃÃo foram observados nas dimensÃes infraestrutura, mais especificamente com a ambiÃncia e a seguranÃa; e na gestÃo, quando investigados os quesitos educaÃÃo permanente e remuneraÃÃo. Conclui-se que o Centro Integrado de Diabetes e HipertensÃo de Barbalha possui aspectos positivos, os quais devem ser reforÃados, e negativos, que precisam ser melhorados no tocante à avaliaÃÃo da qualidade, especificamente à satisfaÃÃo dos usuÃrios e dos profissionais. Segundo evidenciado, alguns aspectos avaliados negativamente saem da governabilidade dos profissionais e do gestor local do serviÃo de saÃde, logo, sÃo de responsabilidade da gestÃo municipal. Por isso recomenda-se sensibilizÃ-la. ReforÃa-se a importÃncia de pesquisas de satisfaÃÃo profissional e de usuÃrios como instrumento de gestÃo, pois poderÃo trazer melhoria para ambos. / Health evaluation has been an important tool for the planning and management of health systems and services not only to assess the effectiveness of interventions and the efficient use of available resources, but also to satisfy health professionals and the population user of the system. The objective was to assess the satisfaction of users and professionals of the Integrated Center for Diabetes and Hypertension of Barbalha, CearÃ, Brazil. The model proposed by Avendis Donabedian was used as a conceptual reference to assess the quality of healthcare from the components of structure, process and result. This is an evaluative study of quantitative and qualitative approach that used the single case study as a research strategy. The study was carried out with 97 users and eight professionals of the Center, and the data collection period was from February to March, 2012. The instrument applied for data collection of users was a semi-structured questionnaire encompassing the dimensions of infrastructure, accessibility and the user-staff relationship. For professionals it was used the Organizations Perception Index containing the dimensions of infrastructure, management, and organizational climate and culture. Data were stored in Microsoft Excel, and processed by the Statistical Package for the Social Sciences. The chi-square and the likelihood ratio tests were used for the association analysis. The data related to the open questions were analyzed by content analysis. The study was approved by the Ethics Committee of Research in Human Beings of the Federal University of CearÃ, n 324/11. According to the results most users were satisfied with the Center (63.9%). As for the dimensions, the user-team relationship was responsible for the greatest prevalence of satisfaction (92.8%) and accessibility for the lowest (67.0%). In the analysis of the speeches, users showed dissatisfaction with some aspects not checked in closed responses: lack of structural adequacy for the elderly and/or those with a physical impairment; bathroom poor infrastructure, lack of organization for scheduling medical appointments and sample collection. There was no statistically significant association between user satisfaction and sociodemographic variables or glycemic control. As for professionals, the majority (seven) was satisfied with working in the Center. The dimension of organizational environment/culture was responsible for the highest frequency of satisfaction among professionals. The aspects related to dissatisfaction were observed in the dimension of infrastructure, more specifically with the ambience and safety; and in management when investigating the aspects of continuing education and remuneration. The conclusion is that the Integrated Center for Diabetes and Hypertension has positive aspects that should be reinforced and negative aspects that need to be improved with regard to quality evaluation, more specifically with the satisfaction of users and professionals. According to evidences, some negatively reviewed aspects escape the competence of professionals and managers of the local health service, therefore are responsibility of the municipal management, hence the recommendation to sensitize it. Satisfaction surveys with professionals and users are extremely important management tools, because of the improvements it can bring to both, therefore these surveys should be encouraged.

Submitted by Fabio Sobreira Campos da Costa (fabio.sobreira@ufpe.br) on 2017-04-18T14:02:41Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO Final Danubia Paula da Silva Menezes.pdf: 1558040 bytes, checksum: 395dcfda001311f02b8133f8e508b710 (MD5) / Made available in DSpace on 2017-04-18T14:02:42Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO Final Danubia Paula da Silva Menezes.pdf: 1558040 bytes, checksum: 395dcfda001311f02b8133f8e508b710 (MD5) Previous issue date: 2016-09-09 / Este trabalho teve como objetivo entender os fatores de motivação e satisfação no trabalho que implicam no ato de remoção dos técnico-administrativos em educação (TAE´s) da Universidade Federal de Pernambuco. Para os gestores públicos esse tema é um desafio no que concerne em ajustar adequadamente sua força de trabalho, na busca incessante de equilibrar as expectativas individuais e organizacionais. Acredita-se na relevância do estudo, primeiro, pelo seu ineditismo e tentativa de agrupar dois construtos tão complexos vinculados à remoção de servidor que é um ato específico do serviço público brasileiro. Trata-se de uma survey de caráter exploratório e descritivo, com abordagem multimétodo no qual traz a combinação da análise bibliográfica, documental, de conteúdo, estatística descritiva e inferencial. As bases conceituais englobam autores como Vroom (1995), Siqueira (2008), Archer (1997), Bergamini (2013), Bergue (2014), Borges, Alves-Filho e Tamayo (2008), Dutra (2014), Oliveira (2005), dentre outros. A coleta de dados foi realizada através da aplicação dos instrumentos adaptados: IMST (Inventário de Motivação e Significado do Trabalho) com base na teoria da Expectância de Vroom (1995) e a EST (Escala de Satisfação no trabalho) de Siqueira (2008) com suporte na teoria dos dois fatores de Herzberg. A amostra foi composta por servidores TAE´s ativos do quadro permanente da instituição que tiveram remoção no período de 2012 a 2014. Os resultados apontam uma convergência na qual, para o construto motivação, foram encontradas evidências de que a diferença significativa entre a valência e os atributos descritivos nos fatores desgaste e desumanização e condições materiais de trabalhos podem ter reflexos positivos na decisão do servidor em mudar de unidade. No que tange a satisfação no trabalho, verificou-se que o ambiente físico e a natureza do trabalho, no geral, foram os fatores que apresentaram o maior índice de insatisfação, sugerindo uma possível influência na remoção. Nesse sentido, o estudo pode contribuir, não apenas, para ampliar o campo de conhecimento em relação aos constructos motivação e satisfação no trabalho, como também para despertar o interesse em estudos que envolvam a movimentação de pessoal no serviço público brasileiro. / This study has aimed to understand the motivation and satisfaction factors at work, involving the relocation of administrative technician in education (TAE's) from the Federal University of Pernambuco. For public managers this issue is a challenge when it comes to adequately adjust its workforce in the constant quest to balance individual and organizational expectations. It is believed in the relevance of the study, first by its uniqueness and attempt to group two constructs so complex linked to relocation of public servants which is a specific act of the Brazilian public service. It is a survey of exploratory and descriptive character, with multi-method approach which brings the combination of bibliographic, documental, content, descriptive and inferential statistics analysis. The conceptual basis include authors such as Vroom (1995), Smith (2008), Archer (1997), Bergamini (2013), Bergue (2014), Borges, Alves-Filho and Tamayo (2008), Dutra (2014), Oliveira (2005), among others. Data collection has been performed by applying the tools adapted: IMST (Motivation and Meaning of Work Inventory) according to the Vroom’s (1995) Expectancy Theory and EST (Satisfaction Scale at work) of Siqueira (2008) with support the Herzberg’s two-factor theory. The sample has been composed of TAE's assets the permanent staff of the institution who were removed from 2012 to 2014. The results reveal a convergence in which to motivation, evidence were found that the significant difference between the valence and the descritive attributes in deterioration and dehumanization, and material work conditions factors may have positive impact on the public servants' decision to change work unit. With regards to job satisfaction, it was found that the physical environment and the nature of work, in general, were the factors that had the highest rate of dissatisfaction, suggesting a possible influence on removal. For that matter, the study may contribute not only to expand the field of knowledge in relation to motivation and job satisfaction, as well as to arouse interest in studies involving the movement of personnel in the Brazilian public service.