Class of 2008 Abstract / Objectives: To determine whether community, institutional, or specialty pharmacists have greater job satisfaction and what factors were most positively associated with job satisfaction. Methods: A prospective study was performed by distributing a 47-item online questionnaire to a listserv of 6,700 pharmacists’ email addresses. Respondents completed the questionnaire by following the instructions provided in an invitation email. Results: Questionnaires were completed by 273 participants (mean age [SD] = 42.85 [11.90]). Ninety- seven (35.5%) participants classified themselves as community pharmacists, 90 (33.0%) classified themselves as institutional pharmacists, and 86 (31.5%) classified themselves as specialty pharmacists. All pharmacists reported mean satisfaction scores above 2.5, indicating they were satisfied in their jobs. However, specialty pharmacists were more optimistic than community pharmacists about the prospect of remaining in their current practice setting for the rest of their working lives (p < .05). Perceived utilization of skills was the factor most associated with job satisfaction (p < .001). Conclusions: Job satisfaction was directly related to pharmacists’ perceived utilization of skills. Community, institutional, and specialty pharmacists had comparable job satisfaction, with specialty pharmacists having a higher level of agreement that they would enjoy spending the rest of their careers in their current job compared to those in community practice.

The study of job satisfaction for professors in the work place has been prevalent in the research for decades (COACHE, 2007). As online education grows exponentially each year (Allen & Seaman, 2006), this aspect of professorial teaching is emerging as an increasingly critical factor. Many professors that teach in the online sector have taught or are currently teaching in a face-to-face setting as well (Preziosi & Gooden, 2003). Also, many of the professors teaching online courses in the higher education arena are being hired as adjunct instructors. There is a lack of literature dealing with the satisfaction of the educator in online teaching. Therefore, the goal of this study is to fill that gap pertaining to job satisfaction for online adjunct instructors. A phenomenological study using Herzberg‘s two factor theory was undertaken to examine the job satisfaction of a group of online adjunct instructors at a medium sized private university in the southeastern United States. Participants noted that they experienced issues with barriers in communication due to the lack of face-to-face interactions with students, found it more difficult to ensure student success, noted a lack of student readiness and it was difficult to form meaningful relationships with students online. Overall the participants noted that they would continue to teach online despite the overwhelming mention of job dissatifiers. The major conclusion of the findings yielded that flexibility was the number one reason that these participants taught online.

A merger can be considered both a phenomenological and significant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were gauged. Restructuring in any organisation is characterised by uncertainty, high levels of anxiety, low levels of morale, and tardy job performance, as well as high levels of absenteeism and staff turnover, all of which potentially impact on productivity and performance. Notably, the global phenomenon of transformation of higher education, taking place in most countries in the world, is an undeniable fact. The abolition of apartheid and the post-1994 aftermath period have seen South Africa undergoing tremendous transformation in its political, economic, social and technological environments. As part of the social environment, education, too, will be subjected to the restructuring and transition resulting in the new characterisation of the country and its people. Mergers are taking place between teacher-training colleges and technical colleges, as well as between universities and technikons. In South Africa to date, mergers have been limited mainly to the federal absorption of smaller, specialist institutions into universities; however larger and more unitary mergers have been advocated. Few notable studies have investigated the commitment perceptions of the employees (and the associated selected work constructs of job satisfaction and turnover intentions) who feel the full impact of these restructurings in a South African context. This subsequently results in a dearth of knowledge on the context of South African mergers and acquisitions of tertiary institutions. Human capital element in the form of teacher / facilitator / lecturer in educational institutions (knowledge intensive organisations) is much more important than in other organisations. In light of the recent restructuring of the institution in question, no attempt has yet been made to gauge the levels of organisational commitment amongst its employees. It is within this context that the research problem emerges: What are the employee perceptions of job satisfaction, organisational commitment, and turnover intentions in a post-merger tertiary institution, and how are these variables related? Job satisfaction was determined as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. A global approach was adopted, whereby job satisfaction is explained as a single, overall feeling toward ones job. Organisational commitment was defined as a cognitive predisposition towards a particular focus, insofar as this focus has the potential to satisfy needs, realise values, and achieve goals, and was subsequently addressed through a motivational approach. The state of commitment is not only separated from its antecedent and consequential conditions and behaviours, but also from its related affective and conative components that are also present in other widely used constructs, such as job satisfaction and turnover intentions respectively. Turnover intentions, approached as being mental decisions intervening between an individuals attitudes regarding a job and the stay or leave decision, were addressed as a planned behaviour. This is a result from the argument that behavioural intention is a good predictor of actual behaviour, in this case actual turnover. Turnover behaviour is a multistage process that includes attitudinal, decisional, and behavioural components. Furthermore the turnover process is initially stimulated by the thought of quitting, which ultimately will result in the actual process of either staying or leaving. The instance of a merger or acquisition normally results in, amongst others, lack of commitment, job dissatisfaction, increased labour turnover and absenteeism rates (even at managerial level), lowered work goals, uncertainty, and employee theft or acts of sabotage. The relationships established between the three selected work constructs, primarily in terms of mergers and acquisitions, suggest that a positive relationship exists between job satisfaction and organisational commitment, whilst also yielding a negative relationship with turnover intentions. The research approach could be described as a non-experimental and crosssectional field survey, the data as primary data, and data analysis as ex post facto and correlational. The non-probability (convenience) sample consisted of 367 employees of a South African tertiary instituition. The completion of the electronic questionnaires was personally administered and anonymously handled. Job satisfaction was assessed by the Minnesota Satisfaction Questionnaire (MSQ20). The MSQ20 measures 20 different job-related items and can be subcategorised into extrinsic and intrinsic satisfaction. The end factor analystic result revealed the need to remove three items. Commitment was addressed through the Organisational Commitment Questionnaire which consisted of 18 items, measuring different foci of commitment, namely work, career, occupational and organisational. Diagnostic analyses indicated the need to remove three items. Turnover intentions were measured by an unpublished 15 item questionnaire. The diagnostic analyses warranted the removel of two items. The analyses followed a two phase procedure. The intial phase included all diagnostic testing of the measuring instruments in order to determine the reliabilty and validty of the measuring instruments for subsequent testing purposes of the study. The tests utilised were basic descriptives, factor (first and second order) and reliability analyses and normality testing. The latter phase described the inferential section of the sample, whereby statistics are used either to infer the truth or falsify hypotheses / research objectives. The tests carried out consisted of t-tests and ANOVA, correlations, structural equation modelling, twoway ANOVA and lastly a stepwise linear regression. Fifteen predefined models were investigated whereupon the most parsimonious model was selected. In applying the stepwise linear regression for the prediction of turnover intentions, the model was determined by entering all the variables simultaneously into the regression equation. The variables determined for the inclusion on the regression were based on the results from the inferenital testing phase. The final result yielded a prediction of 47% of the variance in turnover intentions. The final (most parsimonious) model determined for turnover intentions indicated as being significantly predicted by: job satisfaction, tenure, and a combination of job satisfaction and organisational commitment. Contrary to popular belief, commitment does not correlate more strongly than satisfaction does with turnover intentions. This indicates that withdrawal entails a rejection of the job rather than of the organisation. Turnover intentions of tertiary employees can be actively managed through the manipulation of the contextual variables of organisational commitment and job satisfaction. The resulting predictive model can be regarded as an important tool for management and the Human Resource Department in effectively planning talent retention strategies focusing on its controllable dimensions. Since this model was developed based on internal components, possible strategies can be derived from this model to prevent turnover intentions. / Professor Gert Roodt

M.A. (Industrial Psychology) / As more and more individuals join organizations, the need to assist such individuals with their career adjustment appears to be increasing in both importance and urgency. Traditional interview-based approaches, while they tend to be helpful, do not appear to be able to meet the needs of an expanding work force, particularly if costs and availability of qualified professional assistance are considered. The main purpose of the study was to determine whether career adjustment could be facilitated by means of an experientially based career development programme, seen as a viable alternative to the interview-based approaches. Personal factors, locus of control and job satisfaction were employed as the criterion measures to reflect changes as a result of the career development programme. The experiment was conducted in a municipality in the Witwatersrand area and the final sample consisted of 55 participants, randomly assigned to 30 in the experimental group a~d 25 in the control group. Differences between the experimental and control groups were determined by means of an analysis of variance for unequal groups...

Workers who are adequately motivated derive satisfaction from their jobs. Their productivity is enhanced and therefore employees’ job satisfaction deserves serious attention from managers and researchers in various disciplines [DO95]. Human behaviour is complex and the study of motivation searches for answers to perplexing questions that revolve around human nature. Numerous theories of motivation have been developed and those of some of the best-known authors such as Maslow, Herzberg, McGregor, McClelland, Atkinson, Hackman and Oldham, Vroom and Porter and Lawler will be discussed. Possible implications of the application and manifestation of the theories in an information technology environment are also thrashed out, and the potential integration of the existing theories and the relationship between motivation and job satisfaction, are considered. The function of an information technology environment is to provide a professional service to internal as well as external customers and successful companies manage much more than their assets and records. The focus is also on relationships with clients, employees, shareholders, and stakeholders and how well this service will be rendered depends upon the self-motivation of the employees. Job satisfaction within an institution serves as an indicator of morale as well as of a successful operation and findings of motivation and job satisfaction can be very useful to both management and their staff. Many businesses are still structured according to an outdated business model of management style that has become obsolete in an information age. Management must seriously address job satisfaction issues if the company wants to prosper and survive. / Prof. W. Backer

Employee satisfaction and performance are a major determinant of the corporate culture of a property. Discussion of whether or not this statement is true within the kitchens of The Ritz Carlton Hotel in New Orleans is the basis for this study. By using the corporate mandated tools (the annual employee satisfaction survey and the employee performance appraisals) the determination of this question was confirmed. However, there were some great concerns about the validity of the two tools. The tools showed a definite relationship between the employee satisfaction survey and the performance appraisal, as well as a negative employee perception of the communication from managers on certain topics.

ABSTRACT The present research study examines the possible relationship between students’ career decision-making self-efficacy (CDMSE) and their perceptions of their family members’ job satisfaction and job insecurity. The present research uses a quantitative, non-experimental, cross-sectional research design, on a sample of 148 subjects drawn from a sample of first year Psychology students from the University of the Witwatersrand, South Africa. The Career Decision Self-Efficacy scale was used to measure career decision-making self-efficacy (Betz & Taylor, 2001), Warr, Cook and Wall’s (1979) Overall Job Satisfaction scale to measure job satisfaction (Short, 1996) and the Job Insecurity scale developed by Ashford, Lee and Bobko (1989) to measure job insecurity. The statistical procedures used to analyse the data, included correlations to test the first hypothesis, which proposed a relationship between students’ CDSME and their perceptions of their family members’ job satisfaction and the second hypothesis, assumed a relationship between students’ CDMSE and their family members’ job insecurity. A Stepwise Multiple Regression was performed to examine the above hypotheses. The results reported a significant relationship between students’ CDMSE and their perceptions of their family members’ job satisfaction. However, there was insufficient evidence to support the relationship between students’ CDMSE and their perceptions of their family members’ job insecurity.

Thesis advisor: Lauri Johnson / This qualitative case study examined the perceived influence of school culture on the job satisfaction of novice teachers in one Massachusetts school district. Dinham and Scott’s “Three Factor Theory” of job satisfaction (1998) was utilized as a conceptual framework to guide the study. Data were gathered from interviews with novice teachers, school leaders, and district leaders as well as a document review. The results of the study found the job satisfaction of novice teachers was influenced by school culture, particularly collaborative practices and administrator visibility. Novice teachers reported that having either scheduled or spontaneous, to connect with colleagues assisted with building strong interpersonal relationships and enhanced job satisfaction as well as contributed to their growth as teachers. The school district appeared to have a strong culture of supportive relationships that contributed to high levels of job satisfaction for novice teachers. Thus continually examining the support of school leaders is recommended to sustain high job satisfaction. / Thesis (EdD) — Boston College, 2016. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

A research report submitted to the Faculty of Health Sciences, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Master of Science in Nursing Johannesburg, 2014 / Background: Job satisfaction is one determinant of employees’ health and an important component in the retention of employees. It is evident from literature that job satisfaction is a factor in the retention of nurses and the prevention of a high turnover. Literature also revealed that job satisfaction is seen as an important component that can have an impact on several areas such as patient safety, quality care and performance as well as commitment to the organisation and dedication to the profession. However, limited literature is available on job satisfaction of occupational health nursing practitioners internationally or nationally. Purpose: The overall purpose of this study is to determine the factors which contribute to the levels of job satisfaction and dissatisfaction among occupational health nursing practitioners working for a private occupational health service provider in South Africa. Methodology: A cross sectional survey design, using a structured self-administered questionnaire with close-ended questions and items relating to demographic date, professional status, doctor-nurse relationships, administration, autonomy, task requirements and interaction, was used in this research. Data was collected in this research by means of a structured questionnaire namely, the Index of Work Satisfaction, part B (IWS-Part B), developed by Stamps to measure American hospital based nurses level of job satisfaction.A total sample of 183 participants, all occupational health-nursing practitioners employed by the private occupational health service provider in three regions, was used, namely Gauteng, Mpumalanga and Pretoria Northern region Data Analysis: Data analysis was done through descriptive statistics using statistical assistance from a statistician from the University of the Witwatersrand Postgraduate Research Support Services. Setting: The setting for this study was in three regions namely Mpumalanga, Pretoria North and Gauteng, in which the private occupational health service provider operates. Findings: A total of a 180 questionnaires were completed and analysed, yielding a response rate of 97%. The findings relating to age distribution revealed that majority response presented an age group of 63% (n=114) between 30 and 49 years and predominantly female 88%, (n=159). The majority of the nurses, (78.3%: n=141) had one to four years occupational health nursing experience; 74.5% (n=134) of the participants were in possession of a general nursing qualification and 78.3% (n=41) had an additional diploma in occupational health nursing. The findings revealed that nurses who held a diploma in occupational health nursing were more likely to have a higher level of work satisfaction than nurses with a general diploma in nursing. The level of work satisfaction was higher for nurses holding a degree in occupational health nursing than either the diploma or certificate in occupational health nursing. The level of work satisfaction was higher for nurses who held a Master’s degree than a degree, diploma or certificate in occupational health nursing. The second part of the research instrument intended to attain the level of job satisfaction. The questionnaire consisted of forty items divided into six main components. The findings are reflected based on the majority responses from the different categories. vi Remuneration was found to be a major area of dissatisfaction as 72% (n=130) of the participants indicated being less satisfied with remuneration and 89% (n=160) agreed a remuneration upgrade was required. Based on the overall findings, it was apparent the participants were more dissatisfied with their remuneration. Professional status revealed 86% (155) of the participants were proud of their work and 88% (n=159) considered the profession to be important. From the general findings on professional status it was obvious OHN’s have a strong satisfied view with their professional status. The findings related to nurse-doctor relationship indicated occupational health nurses are more likely to be satisfied than dissatisfied with their doctor/nurse relations as validated by the response of 76% (n=136), who agreed occupational health doctors understand and appreciate OHNs and 70% (n=127) agreed that in general, the doctors cooperate with the nursing staff. Another section which indicated more dissatisfaction than satisfaction, was on administrative work as 87% (n=157) of nurses agreed there was too much administrative work required from them. The component on autonomy indicated the majority of nurses (74%; n=133) agreed that a great deal of independence was permitted, if not required of them, as well as 70% (n=125) agreeing to having freedom at work to make important decisions. The final element of the questionnaire on task interaction and relationships reflected that 82% (n=148) agreed that nurses in their specialty help one another when things are uncertain and 72% (n=128) agreed they were satisfied with the different types of work activities. Based on the findings, it was evident that the OHNPs appeared to be more satisfied that dissatisfied with their task interaction and relationships. Conclusion: The ideal work environment consists of staff satisfaction and continuity. Evident from literature, job satisfaction plays an important role in the preservation of workforce numbers, as well as a reduction in staff turn-over. This paper revealed that overall there are more areas of job satisfaction in comparison to job dissatisfaction. The findings of the present study increases the understanding of what contributes to satisfaction of occupational health nursing practitioners. Aspects such as nurse-doctor relationships, task interaction and relationships, professional status and autonomy contributed to OHN job satisfaction levels, whereas remuneration and administrative work created more job dissatisfaction. Recommendations: It is the aspiration of the researcher that this study of job satisfaction levels of OHNP’s contributes to a frame of information and that the data will create awareness of what contributes to the satisfaction and dissatisfaction levels within the profession of an occupational health nurse in South Africa. Within this study the researchers was able to present recommendation relating to nursing practice, management education as well as further research. It is the researcher’s opinion that the information on job satisfaction of nursing staff must be disseminated to interested parties throughout the field of occupational health. Key words: Job satisfaction, occupational health nurses, occupational health service provider, South-Africa

Thesis (M.M. (Business Executive Coaching))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Business Administration, 2013. / Happiness and meaning in individual and organisational functioning is addressed, as well as the role of executive and business coaching in supporting this process. Theories of applied positive psychology, as the conceptual framework underpinning happiness, and philosophies of meaning, are defined and tested within a South African context of trauma and violence. Happiness, the science, is controversial, but is explored as scientific research reports positive affects that could be relevant in alleviating related SA-specific conditions of stress and dysfunction. The study is qualitative, with data collected via semi-structured one-on-one interviews. An inductive approach is applied to the interpretation of data to arrive at recurring themes. Happiness is found to be both a concept and an outcome. The outcome is shown to comprise personal needs, intrinsic motivations and balance, the sum of which represents a construct of well-being, that leads to personal growth and performance. Limitations of the intrinsic motivations on personal growth are discussed, and the meaning motivation shown to be ‘unlimited’ and sustainable. Combining the intrinsic motivations with positive behaviours, with meaning, as a central theme, is demonstrated to result in sustainable positive impacts for individuals and their organisations. Happiness and meaning, namely, well-being, are found to be important elements of individual and organisational functioning and effectiveness. Differences in frames of reference relative to happiness are relevant in the South African context and socio-economic environment. Individuals overlook potential opportunities of benefit to organisations by ignoring the socio-economic environment when restricting the influence of their roles to their internal environments. Organisations can help employees to find meaning in their work that leads to workplace happiness and work satisfaction. Organisational threats to well-being are evidenced in negative affects that impact performance and pose a potential governance risk. Reciprocal benefits to employees and employers are evident when employees are supported by effective embedded organisational well-being programmes that mitigate this risk. Threats to employees in the well-being areas of being treated as human beings, purpose, learning, and balance, are evident. This includes existential angst and loss of hope which is attributed to SA-specific socioeconomic problems of significant proportion. In combination with trauma and violence that is endemic to SA society, this results in negative affects that impact on well-being and performance. These are important areas that could benefit from coaching support. Organisations can implement coaching processes to support employees find meaning in their personal and work lives that are of benefit to organisations. Differing perceptions of coaching needs between individuals and organisations are evident. Organisations do not appear to be aware of employees’ need for coaching in the area of purpose and meaning. Specialists express discomfort when dealing with organisations on soft issues of this nature, indicative of mindsets in need of change if coaching is to be given the organisational emphasis it deserves in supporting sustainable well-being. Findings are synthesised into a conceptual model of meaning for sustainable individual and organisational well-being, with specific reference to the coaching process. The conceptual model outlines the component parts of well-being and their symbiotic and systemic relationships for supporting personal meaning at work.