This study investigates how academics are managing and being managed by the demands of their everyday work. Specifically, it sets out to examine how a small cohort of academics located in a former college of advanced education (CAE), now integrated as a Faculty in a traditional Australian university, negotiate the dominant discourses and power relations in this setting. It considers the role played by government policy directives in shaping this particular workplace and its inhabitants. It also explores the tactics and strategies academics employ to manoeuvre the complexities of their day-today work life, and how these practices of the everyday fashion academics in this setting. To date, few studies have explored the changing nature and intensification of contemporary academic work from the perspective of academics working in a former CAE. In taking up this focus, observing the historical and cultural legacy of the institution, the study provides a situated perspective about academic work: one located in a particular workplace, at a particular point in its history. It illustrates how the academic self is fashioned through and within the disciplinary technologies and power relations operating within the workplace setting: how different types of academic performances are taken up and/or valued in this context, and how these performances are then implicated in the production of academic subjects. The research data comprised historical and institutional documentation, as well as semi-structured conversations with academics. A range of related theoretical ideas and positions are used to analyse three specific perspectives about being an academic: work(ing) policies, work(ing) narratives, work(ing) practices. Personal writing about experiences as an insider/outsider in this research study further informs the discussion, with insights about doing academic work in this (and other) workplace settings, and the role of the doctoral process in the subjectification of the academic self highlighted. The thesis puts forward the argument that managing everyday work is a complex and (self) productive process: one situated in, and shaped by, the institutional spaces – textual, discursive and operational – within which work performances are enacted. It depicts how academics take up, negotiate and/or self-regulate their work practices within these institutional spaces. The process of managing academic work is thus represented as an interactive yet bounded practice, subject to and subjectified through the specificities of the workplace setting and its inhabitants, and the power relations and disciplinary forces operating on and within the institution. The thesis also demonstrates the fashioning of the academic self involves a set of practices of managing and making do. These practices of the self, which are shaped by the aspirations and positioning (personally, professionally and institutionally) of academics, and the past and current circumstances of the workplace setting, highlight the mutually constitutive nature of discipline and desire in shaping academic work in an institutional context.

<p>Uppsatsen bygger på sex stycken enskilda intervjuer med anställda arbetsledare inom snabbmatsrestaurangbranschen i Värmlands län. Syftet för undersökningen är att belysa vilka arbetstrivselfaktorer det finns för dessa arbetsledare. Vi har bland annat varit intresserade av att titta på relationerna mellan arbetskamrater och vilken roll dessa spelar som en arbetstrivselfaktor. Särskild vikt har lagts vid att förstå var arbetsledarna utvecklar dessa relationer och stärker dess kvalité. Metoden för insamlande av data är av kvalitativ karaktär i form av semistrukturerade intervjuer. Studiens resultat visar att alla intervjudeltagare uppger att de trivs med sitt arbete förbehållet att det finns vissa fysiska och psykiska arbetsmiljöförbättringar som skulle vara av godo. Det främsta argumentet för arbetstrivseln är arbetsledarnas arbetskamrater. Dessa relationer utvecklas delvis på jobbet. Vad vi dock upptäckt är att fritiden till stor del används för att utveckla dessa relationer. Detta föder i sin tur även kvalité i relationerna.</p>

PURPOSE-Administrators of nursing homes are turning over at very high rates in the present industry. With the growth of older populations needing skilled nursing care, this presents a risk to the needs of the elderly. Satisfaction and turnover have been correlated in the literature. The purpose of this qualitative study was to explore dimensions of satisfaction and dissatisfaction among nursing home administrators in order to ascertain constructs potentially contributing to dissatisfaction in the industry. METHODS-Informational letters were mailed to all licensed administrators in the state (N=143) who were then randomized to receive follow-up invitational phone calls to join the study. Those interested in participating were asked a few short screening questions about their tenures in the industry and overall perceptions of satisfaction. Interested participants were then divided into 3 different strata based on their tenures. Purposive sampling informed the choices of participants and selected 10 from each of the shortest, longest, and most dynamic tenures. Interviews occurred on nursing home sites around Oregon. Grounded theory was used in a priori analysis by means of a coding paradigm in order to allow emergent data to reveal substantive categories in a theoretically directed pattern of coding, contrasting, verifying, and eventually grounding new theory in data. FINDINGS-Allowing the data to emerge in analysis of satisfaction and dissatisfaction revealed two corresponding core categories, Constraints to the Job and Meaningful Work. Constraints to the Job included 4 categories: Bureaucratic Constraints, Budgetary Constraints, Personnel Constraints, and Ethical Constraints. Meaningful Work included Working Conditions and Meaningful Interiors. As dissatisfaction and satisfaction were further compared and verified, theory grounded in data emerged and revealed that constraints to the job obstruct an administrator's autonomy, which in turn impedes the ability to engage in meaningful work and contributes to dissatisfaction. CONCLUSIONS-While constructs of dissatisfaction emerged, administrators on the whole revealed high satisfaction with their positions. Future studies should concentrate on the bureaucratic constraints to the job as these constraints were perceived as extremely dissatisfying and hold political implications for state and corporate policies. / Graduation date: 2005

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

The primary purposes of this study were to explore the relationships among four work experiences (i.e., job variety, job autonomy, job stress, and job feedback) and coaches?? job satisfaction to examine the influence of institutional support (i.e., affective institutional support and financial institutional support) on job satisfaction, and to investigate if the relationship between the type of institutional support and job satisfaction differs (does not differ) between revenue generating sport coaches and non-revenue-generating sport coaches. To achieve these purposes this study examined the relationships among four work experiences and institutional support variables on job satisfaction. This study also examined differences between revenue-generating sport and non-revenue-generating sport coaches. Coaches (N = 599) in 7 sports (i.e., football, basketball, baseball, softball, soccer, volleyball, and tennis) from NCAA Division I schools were asked to participate in this study. The response rate was a 34.7 % (208 / 599). Participants included 145 males and 63 females. Of the 208 completed and returned questionnaires, 100 (48.1%) were from revenue sport coaches (i.e., football and basketball). Meanwhile, 108 (51.9 %) were from non-revenue sport coaches. The results indicated that job variety, job stress, job feedback, affective institutional support, and financial institutional support were significantly related to job satisfaction. Namely, these three job experiences and two types of institutional support in the organizational environment impacted coaches?? attitudes, or job satisfaction. Further, for revenue generating sport coaches, financial institutional support was a significant indicator of job satisfaction; however, for non-revenue-generating sport coaches, affective institutional support held a stronger relationship to job satisfaction than did financial institutional support. Additionally, one of the job experience variables, job feedback, played a meaningful role to both coaches of revenue sports and coaches of nonrevenue sports in shaping job satisfaction.

This study is about the relationships among compensation satisfaction, job satisfaction, organizational commitment and turnover intention. The major purpose of this research is to use two mental factors of job satisfaction and organizational commitment for examining the existence of mediation effects in between compensation satisfaction and turnover intention. Therefore, using compensation satisfaction as independent variables, job satisfaction and organizational commitment as mediator variable, and turnover intention as dependent variable to probe into the relation among the compensation satisfaction, job satisfaction, organizational commitment and turnover intention. This research was using the method of questionnaire survey together with various kind of statistic analysis. Analysis on 928 workers shows: 1. Compensation satisfaction, job satisfaction and organizational commitment reveals outstanding positive relation. 2. Compensation satisfaction, job satisfaction, organizational commitment and turnover intention reveals outstanding negative relation. 3. Two mental factors of job satisfaction and organizational commitment, have mediating effects between compensation satisfaction and turnover intention. According to the results of research, provides business managers when they try to manage and prevent employees¡¦ turnover, the can increase employees¡¦ compensation satisfaction, job satisfaction and organization commitment to decrease employees¡¦ turnover intention, and turnover behavior will reduce.

This research will focus on the following items. 1. The difference of the personality characteristic among different generation employees. 2. The difference in personal variation for personality characteristic, organization commitment, job satisfaction, and turnover tendency. 3. The influence of the personality characteristic on organization commitment, job satisfaction, and turnover tendency. 4. To discuss the relationship of the personality characteristic on organization commitment, job satisfaction, and turnover tendency whether interfered by the different generation. The target of research was the employees who work in domestic enterprises, and adop a questionnaire method to collection data, which sending out 1,051 questionnaires, and recovering 962. The recovery rate reaches to 92%, after eliminating 26 invalid questionnaires, we got 936 valid questionnaires, and the valid recovery rate was 89%. We will make analysis through the method includes descriptive analysis, factor analysis, letter degree analysis, independent sample t test, one way ANOVA, Pearson¡¦s correlation analysis and multiple regression analysis. The research finding as follows. 1. The personality characteristic among different generation employees have no obvious difference. There is only the difference in degree between the inner-controlled and outer-controlled personality characteristic. There is no absolute dichotomization, and most people are being between the both. There is also no absolute boundary between A type personality and B type personality, most people may own two kinds of personality characteristics in the meantime, just one kind of them is more obvious. 2. There are quite differences among the personality characteristic, organization commitment, job satisfaction, and turnover tendency, which caused by personal variable (include sex, age, marriage appearance, level of education, work seniority and job title). 3. When the employee tends to inner-controlled personality characteristic, the degree of job satisfaction and organization commitment is higher. 4. When the employee tends to inner-controlled personality characteristic, the turnover tendency becomes lower. 5.When the employee tends to ¢Ï type personality characteristic, the degree of job satisfaction and organization commitment, the turnover tendency are more high. 6. The relationship between inner-controlled and outer-controlled personality characteristic, and job satisfaction was obviously interfered by "Generation". 7. The relationship between inner-controlled and outer-controlled personalitycharacteristic, and organization commitment was obviously interfered by "Generation". 8. The relationship between inner-controlled and outer-controlled personality characteristic, and turnover tendency was not interfered by "Generation". 9.The relationship between ¢Ï type personality characteristic, job satisfaction, organization commitment and turnover tendency was not interfered by "Generation".

Uppsatsen bygger på sex stycken enskilda intervjuer med anställda arbetsledare inom snabbmatsrestaurangbranschen i Värmlands län. Syftet för undersökningen är att belysa vilka arbetstrivselfaktorer det finns för dessa arbetsledare. Vi har bland annat varit intresserade av att titta på relationerna mellan arbetskamrater och vilken roll dessa spelar som en arbetstrivselfaktor. Särskild vikt har lagts vid att förstå var arbetsledarna utvecklar dessa relationer och stärker dess kvalité. Metoden för insamlande av data är av kvalitativ karaktär i form av semistrukturerade intervjuer. Studiens resultat visar att alla intervjudeltagare uppger att de trivs med sitt arbete förbehållet att det finns vissa fysiska och psykiska arbetsmiljöförbättringar som skulle vara av godo. Det främsta argumentet för arbetstrivseln är arbetsledarnas arbetskamrater. Dessa relationer utvecklas delvis på jobbet. Vad vi dock upptäckt är att fritiden till stor del används för att utveckla dessa relationer. Detta föder i sin tur även kvalité i relationerna.

The purpose of the study was to measure the difference between teacher need fulfillment and desired need fulfillment as related to the teacher evaluation process. The study was designed to (1) measure teachers perceptions of need fulfillment through the evaluation process; (2) measure teachers perceptions of desired need fulfillment through the evaluation process; and (3) examine the relationship of the teacher evaluation process and discrepancies between actual need fulfillment and desired need fulfillment of teachers.A questionnaire was developed for the study. The questionnaire was designed to measure the perceptions of teachers actual and desired need fulfillment through the evaluation process. The questionnaire was adapted from questionnaires developed by Porter and Sergiovanni. The discrepancy between actual and desired need fulfillment provided a Need Deficiency score.The items on the questionnaire were designed to relate to four levels of needs as identified by Maslow: (1) Security; (2) Social; (3) Esteem; and (4) Self-Actualization. The questionnaire was administered to elementary, middle school, and high school teachers in a single school corporation in Northeast Indiana. Mean Need Deficiency scores were used to describe the deficiency of need fulfillment in the need levels of Security, Social, Esteem, and Self-Actualization.The analysis of data indicated the lowest level of need satisfaction was at the Social level for the teachers participating in the study. Elementary teachers had the highest Need Deficiency mean scores. The younger and less experienced teachers were generally the teachers with the highest Need Deficiency scores, and therefore were the least satisfied.

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