The problem of this study was job satisfaction among academic administrators in selected American institutions of higher education. Its main purpose was to document the level of job satisfaction among selected U.S. college and university academic administrators.

The purpose of this study was to analyze the job satisfaction among the faculty members of degree-granting colleges of education in Nigeria. The study was based on the six subsections of the Job Descriptive Index developed by Smith and associates: present work, pay, promotion, supervision, coworkers and job in general.

The purpose of this study was to determine the reliability of the Arabic version of the revised Job Descriptive Index. In addition, job satisfaction among managers at Saudi ARAMCO was measured and analyzed in relation to age, education, experience, national origin and management rank.

The problem of this study was to determine if principals' freedom to make the decisions for their respective buildings affects the job satisfaction of principals.

No description available.

The purpose of this research is to explore the work stress and job satisfaction of intensive care unit and labor and delivery nurses. Nursing stress is thought to impact nursing job satisfaction and nursing stress and job satisfaction is thought to play a role in nursing turnover, performance, burnout, and mental well-being. An integrative review of the literature surrounding these topics will be conducted for this thesis. Nursing shortages and the quality of patient care are two major problems facing hospitals around the world. Because different areas of nursing encounter different situations and circumstances, it is important to look at individual areas of nursing to determine which aspects are related to specific nursing units. This thesis examines intensive care unit nurses and labor and delivery unit nurses in particular. These two areas of nursing were chosen for this synthesis because of the differences in the type of outcomes they encounter. The major difference separating the two being work-related exposure to death. In this integrated review of the literature, I attempt to inform hospital staff of the different facets of nursing that require intervention in order for nurses to perform at their optimum, maintain healthy levels of mental well-being and help prevent burnout and turnover within intensive care and labor and delivery nursing. Findings of this synthesis will have implications for both the nursing occupation and for future research into workplace stress and job satisfaction of nurses.

The purpose of this investigation was to determine the relationship of occupational stress and certain demographic variables to job satisfaction among licensed professional counselors in Virginia. The relationships of the factors comprising occupational stress to the components of job satisfaction were of interest as well as how overall occupational stress related to overall job satisfaction. The sample consisted of 400 licensed professional counselors selected randomly from a mailing list of the 1,038 licensees supplied by the Virginia Board of Professional Counselors. The response rate was 81.75%. While some LPC's remain in positions they have held for years, some are new at their jobs and some work part-time. Those surveyed include persons working in administration, coun~elor education, and other various occupations, as well as full-time practitioners. Survey instruments included the Minnesota Satisfaction Questionnaire as a measure of general job satisfaction and 20 subscales, The Occupational Environment Scales measuring occupational stress and six subscales, and a data form. The data form was developed to collect demographic information. By combining the demographic data generated in this study, a description can be developed of LPC's in Virginia. Of 281 counselors identifying their work setting, 40.2% specified they were employed in education. Practitioner was the selection chosen by 49.1% of the respondents to disclose their present role. Ninety-three percent of the counselors were white and 55.8% were female. Experience was indicated as over 10 years for 74.4% of those responding and 54.7% of the sample have been licensed from 5 to 10 years. Of 294 responding counselors all but one had a masters or postmasters degree. Of the counselors participating, 48.5% indicated they experienced some job stress, but 78.5% indicated they were satisfied with their present job. Although a negative relationship was found between overall occupational stress and job satisfaction, stress resulting from work responsibility impacted positively with job satisfaction. As the score on the stress subscale responsibility increases, the score on general job satisfaction increases. Older, more experienced counselors indicated higher levels of job satisfaction. / Ph. D.

Job satisfaction has enjoyed a long history of investigation by many scholars in a great diversity of situations. Few studies have been done, however, in the public sector. Earlier studies were restricted in terms of theoretical approach and also methodologically flawed when they ignored the measurement problems in their analysis. The major purposes of this study have been to present a refined model of job satisfaction and to test it with more caution on measurement problems. The structural equations model with latent variables is the approach used to estimate the model. The data were from the Federal Employee Attitude Survey. These data were analyzed by using a computer program called LISREL. The results confirm the findings reported by the job design school. That is, individuals with high growth need strength tend to have positive perceptions about their jobs and consequently are satisfied with them. This study also suggests the direct and indirect effects of goal setting. Race, age, job status, and job longevity are found to have low effects upon job satisfaction. All these findings support the previous research. However, this study indicates the insignificant effects of feedback, sex, and educational level upon job satisfaction. The rejection of sex and educational level confirms the previous research. The rejection of feedback is surprising, however, since it contrasts with the consistent reports on the importance of feedback as a significant determinant of job satisfaction. Overall, the model proposed in this study can explain over 70 percent of variation in job satisfaction, which is considerably high. A major contribution of this study is the introduction of the structural equations model with latent variables as a standard approach to develop and test models in organization research. This study also has important ramifications for practitioners at various levels. Generally, it reminds them of the important role of individual characteristics and goal setting as significant determinants of job satisfaction. All in all, this study serves as a beginning of a very long step attempted to understand job satisfaction. The refined model proposed should be replicated to test whether it can generalize to other samples in both the private and public sectors. / Ph. D.

Most attempts to lessen the nursing shortage have focused on external factors, such as wages and benefits. In view of the continuing shortage, however, it appears that most of these attempts have not been effective. Research studies are inconclusive as to factors influencing the nursing shortage. The majority of studies examined why nurses leave nursing; this study investigated why they stay. The purpose of the study was to determine if selected demographic variables (age, basic nursing education, time in profession, type of hospital, clinical area of practice) and/or personality factors are related to nurses' job satisfaction and intent to stay in nursing. This was a descriptive exploratory design in which the survey method was used for data collection. The sample consisted of 200 randomly selected staff nurses who met the study criteria; there were 104 usable returns. Instruments were the California Psychological Inventory (CPI), the Minnesota Satisfaction Questionnaire, and a Data Sheet designed by the investigator. Data were analyzed by descriptive statistics, chi-square analysis, t tests, and discriminant analysis. Results showed no statistical significance between demographic variables and Job Satisfaction or Intent to Stay. These CPI subscales were statistically significant: for Job Satisfaction-Responsibility, Achievement via Conformance, Psychological-mindedness, and Socialization; for Intent to Stay-Sociability, Dominance, Self-Acceptance, Capacity for Status, Femininity/Masculinity, and Socialization. Based on the CPI, some of the conclusions were that satisfied nurses take their duties more seriously, find conforming easier, are more at ease in structured settings, and are more interested in why people act than in what they do. Nurses intending to stay are less assertive, dislike competition, are less sociable, readily assume blame when things go wrong, find conforming easier, are more sensitive to criticism, and are more sympathetic. Significant predictor variables were identified for both Job Satisfaction and Intent to Stay. Implications for counseling, education, and nursing were discussed, and recommendations for further study were included. / Ed. D.

The issue of job satisfaction has become a prominent topic in research on the American worker and in discussions within the profession of school psychology. Recent literature and dialogue in the profession has suggested that many school psychologists are dissatisfied with their jobs. However, a 1982 study on a nationwide sample of school psychologists failed to substantiate the existence of wide spread dissatisfaction, suggesting that such dissatisfaction may be localized within specific populations of school psychologists. The population of school psychologists practicing in West Virginia was selected for this study, based on demographic characteristics and a history of high turnover rates. The 137 school psychologists practicing in West Virginia were surveyed, with 125 (91.24%} respond.ing. Survey materials included a Data Form, used to gather demographic information, and a modified form of the Minnesota Satisfaction Questionnaire (MSQ), used to measure levels and sources of job satisfaction.· The study was designed to answer five specific research questions regarding: (1) levels of job satisfaction, (2) sources of job satisfaction, (3) correlates of job satisfaction for school psychologists in West Virginia, and the comparability of (4) levels of job satisfaction and (5) correlates and sources of job satisfaction between school psychologists in West Virginia and school psychologists in the national sample. Frequency counts of Modified MSQ scores revealed that more than 35% of the school psychologists in West Virginia were dissatisfied with their jobs. Subscale means and 95% confidence intervals on the Modified MSQ indicated that co-workers, social service, activity, moral values, and independence were major sources of satisfaction, and that school system policies and practices, advancement opportunities, compensation, working conditions, and supervision were major sources of dissatisfaction for school psychologists practicing in West Virginia. Multiple regression procedures were used to determine the relationships between overall job satisfaction scores and demographic variables. Two factors of the work environment, supervision and salary, emerged as significant predictors of overall job satisfaction. At test indicated that overall job satisfaction levels of West Virginia school psychologists were significantly lower than the levels reported for the national sample of school psychologists. Sources of satisfaction and dissatisfaction were essentially the same for West Virginia school psychologists and those of the national sample, but significant correlates of job satisfaction differed, leading to the conclusion that specific factors of different work environments have the greatest impact upon the job satisfaction levels of school psychologists. Additionally, more than 80% of the school psychologists practicing in West Virginia (or twice the percentage reported in the national study) indicated that they plan to leave their present positions within five years. Several implications were drawn from the results of the study, leading to recommendations for school psychologists, the State Department of Education, trainers and employers of school psychologists, and professional school psychology organizations. The recommendations focused on revision of salary scales and supervision, development of educational and advancement opportunities, strategies for retaining school psychologists, arid topics for additional research. / Ed. D.