The purpose of this study was to measure the level of professional identification and the degree of job satisfaction of home economics teachers employed in school systems throughout the United States and to determine which personal variables related to those two constructs. The sample of 500 members of the Elementary, Secondary, and Adult Education section of the American Home Economics Association was randomized by ZIP Code to assure national geographic coverage. Multiple instruments were used to measure the variables in the study. The short-form of the Minnesota Satisfaction Questionnaire (Weiss, et al., 1967) measured extrinsic and intrinsic job satisfaction. Hall's Professionalism Scale (1968) revised by Snizek (1972) measured five components of professional identification. The researcher-devised Personal Data Questionnaire determined the personal variables. The research incorporated 263 persons who met the qualifications for inclusion in the study. The Pearson Product-Moment formula delineated a positive correlation between home economics teachers' job satisfaction and their professional identification. Analysis of variance and multiple regression analysis described the relationships among the personal variables, professional identification, and job satisfaction. Job satisfaction scores of home economics teachers differed on the basis of marital status, age, professional identification, and attendance at national or state meetings of professional organizations. Service, creativity, and the variety of tasks performed emerged as the factors that 90 percent of the home economics teachers found most satisfying. The variables of job satisfaction, reading professional journals, and attending professional meetings contributed to the professional identification of the home economics teachers. Professional organizations and the public service components of professional identification received the highest scores on the Professionalism Scale. The research results provide pertinent information for home economics educators, state home economics supervisors, and professional associations. / Ed. D.

The purpose of this study was twofold. First, the relationship between organizational climate and job satisfaction was examined to determine if they are redundant constructs. Second, the validity of aggregate scores on the organizational climate scale was tested. Paula Jorde-Bloom’s Early Childhood Work Environment Survey (ECWES) was sent to child care workers in Virginia to assess their perceptions of the organizational climate of their centers. An aggregate center score was derived by taking a mean of all the respondents from a particular center. The Early Childhood Job Satisfaction Survey (ECJSS) was used to assess workers’ feelings of satisfaction with their jobs. Results of correlations and factor analysis indicated that the two scales do represent distinct constructs. Results of T-tests, analysis of variance, and correlations provided partial support for acceptance of the validity of aggregate scores on the ECWES. Directions for future research included replicating the study with a larger sample size and more respondents per center, attempting to validate aggregate scores on the ECWES with existing objective rating scales, examining the relationships between center attributes and climate dimensions, and between these attributes and turnover. Implications for practice include ways child care center directors can enhance the climate of their centers. For example, directors should examine their supervisory behavior to see if they are being supportive of their staff and fostering group decision-making. / Master of Science

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Yes / An experimental study using a pre-posttest control group design was conducted to assess the effects of a person-centred care based psycho-educational intervention on direct care workers’ stress, burnout and job satisfaction. The intervention aimed to develop person-centred care competences and tools for stress management. Four aged care facilities were randomly assigned to a psycho-educational or an education-only intervention (control). Data were collected from fifty-six direct care workers (female, mean age 44.72±9.02) through measurements of burnout (Maslach Burnout Inventory), job satisfaction (Minnesota Satisfaction Questionnaire-short form) and stress (Perceived Stress Scale) and focus-group interviews. Results showed significant positive effects in emotional exhaustion (p=0.029) and positive but no significant effects in stress and job satisfaction. According to qualitative data, the experimental group perceived enhanced group cohesion, emotional management and self-care awareness. Psycho-educational interventions may contribute to reduce direct care workers’ burnout. Further work is needed to determine the extent of its benefits. / Portuguese Foundation for Science and Technology

Yes / Reviewing factors that affect work challenges is crucial for any organization as it has an impact of organizational commitment for a better service delivery and job satisfaction. This study aimed to explore the perceptions of dental health professionals (DHPs) on work challenges and the impact it has on job satisfaction in Fiji. Materials and Methods: A descriptive, qualitative method approach (nationwide) was done commencing from August to November, 2021. DHPs who provide prosthetic services in Fiji were selected using purposive selection located at Nakasi Dental Clinic, Lautoka Dental Clinic, Labasa Dental Clinic, and Fiji National University. A total of 29 DHPs participated in the in-depth interview, and the responses were grouped into nine themes: working conditions, the location of practice, equipment and material, a lack of specialization, service delivery, organizational support, remuneration, career development, and promotions. A semi-structured open-ended questionnaire in the form of an interview via a virtual platform—Zoom was used for data collection. Thematic analysis was used to transcribe and analyze the audio recordings. Results: The findings from the study indicated that factors such as working conditions, the location of practice, equipment and material, a lack of specialization, service delivery, organizational support, remuneration, career development, and promotions were associated with work challenges. Conclusion: Gaps and areas for the improvement of work challenges and its impact on job satisfaction were identified for DHPs who provide prosthetic services in Fiji such as a need for more career and professional development pathways, improved infrastructure to support prosthetic service delivery, and better remuneration.

Yes / Reviewing job satisfaction is crucial as it has an impact on a person's physical and mental wellbeing, as well as leading to a better organizational commitment of employees that enhances the organizations succession and progress as well as better staff retention. This study aimed to explore the perceptions of job satisfaction amongst Dental Health Professionals (DHPs) in Fiji and associated factors. This study used a phenomenological qualitative method approach commencing from August to November, 2021. The target group for this study were the DHPs who provide prosthetic services. This study was conducted among DHPs from 4 purposively selected clinics in Fiji. A semi- structured open-ended questionnaire was used to collect data. Thematic analysis was used to transcribe and analyze the audio qualitative data collected from the interviews. Twenty-nine DHPs took part in the in-depth interview and the responses were grouped into three themes. The findings from the study indicate that DHPs are most satisfied with their teamwork and the relationship they have with their colleagues and co-workers, followed by the nature of the work and the supervision they received. The participants indicated that they were less satisfied with professional development opportunities and least satisfied with their pay and organizational support they receive. The results of this study have identified gaps and areas for improvement of job satisfaction for DHPs who provide prosthetic services in Fiji such as need for more career and professional development pathways, improved infrastructure to support prosthetic service delivery in Fiji and improve remuneration for DHPs. Understanding the factors that affect satisfaction levels and being able to act accordingly are likely to lead to positive outcomes both for DHPs and their organization.

This current study examined the job satisfaction and turnover intention of teachers working in a drop out recovery program using online curriculum. The subjects of the study were from one charter school district in north Texas that is designated as a drop out recovery program. This qualitative case study used interviews and focus groups to examine eight different areas of teacher job satisfaction to examine factors that influence a teacher's intent to quit or remain at a school. Previous research showed a connection between job satisfaction levels and the intent of a teacher to terminate employment or not. Previous research had not looked into this specific school environment. Results showed that compensation was the largest factor in job satisfaction but negative feelings could be overcome if other areas of importance for teachers brought positive job satisfaction. Overall, teachers in this environment were more likely to have high job satisfaction and less likely to terminate employment.

This study sought to answer critical questions surrounding the impact that national culture has on specific parts of the employment experience of employees working for multinational organizations. As globalization expands and organizations are gaining larger footprints beyond regional operations, there has become a need to understand how cultural nuances could be playing a role in the employee experiences at these organizations. This study looks at two pieces of the employee experience in great detail, the psychological contract and job satisfaction. Understanding the process that builds psychological contracts between employee and employer is a critical piece to promoting a satisfied and productive workforce. The perception of a breach of the psychological contract has substantial negative implications. Understanding how the psychological contract and employee job satisfaction are linked is a key focus of this study. Binary logistic regression and path analysis were conducted on a sample of employees of multinational organizations which provided key findings and evidence that both nationality and job satisfaction play a statistically significant role in the perception of a psychological contract breach. The path analysis provided results that warrant further research, but was unable to substantiate the moderating effects of the dimensions of national culture on job satisfaction and psychological contract breach. Implications and recommendations for multinational organizations and learning technology practitioners are discussed as well as recommendations for future research.

The study investigated factors influencing nursing turnover in selected private hospitals in England as the United Kingdom recruited 57 136 nurses from non-European countries from 1998 till 2003. Herzberg's Theory of Motivation was used to contextualise the research results obtained from 85 completed questionnaires. In terms of Herzberg's Theory of Motivation the intrinsic factors (motivators) that could influence nurses' turnover rates were nurses' dissatisfaction with irregular promotions, lack of recognition by doctors, and nurses' lack of autonomy. The extrinsic (hygiene) factors included dissatisfaction with their salaries, and marked dissatisfaction with organization and administration policies and nurses' inability to access information about patient care and about the management of their units. Nurses' turnover rates might be reduced if promotion policies could be consistent, doctors would value nurses' work and if nurses could be more autonomous. Enhanced communication about policies and about accessing information, as well as improved salaries,could contribute to reduced turnover rates among nurses. / Health Studies / M. A. (Public Health)

The primary objective of the study was to explore the relationship between career anchors, job satisfaction and organisational commitment using a sample of 86 employees at four Information Technology companies in South Africa. A secondary objective was to determine whether individuals from various gender, race, position and age groups differed significantly regarding their career anchors, job satisfaction and organisational commitment. The instruments used were the Career Orientations Inventory (COI), Job Satisfaction Survey (JSS) and Organisational Commitment Questionnaire (OCQ). The research findings indicated that career anchors are partially related to participants’ job satisfaction and organisational commitment and participants’ levels of job satisfaction and organisational commitment are significantly related. The findings also showed that demographic groups differ significantly regarding their career anchors, job satisfaction and organisational commitment. It is recommended that interventions aimed at improving individual career decision making and organisational retention practices take cognisance of how these variables relate to individuals’ career anchors, job satisfaction and organisational commitment. The study is concluded with recommendations for Industrial and Organisational Psychology practices and further research.