The two purposes of the study were to investigate and compare job perceptions (satisfaction-dissatisfaction) of two groups of part-time nursing faculty teaching in Indiana associate and baccalaureate nursing programs and to recommend guidelines for increasing job satisfaction of part-time employees. Referent groups in the study included:1. part-time faculty surveyed in 1983 and 19872. administrators of nursing programs surveyed in 1983 and 1988A 12-item questionnaire containing 12 job satisfiers relating to current and restructured positions was used to gather perceptions from referent groups.Findings1. Achievement, autonomy, and responsibility motivators were ranked in that order as the three most important job satisfiers by the combined 1983 and 1987 part-time faculty respondents in current and restructured positions.2. Part-time faculty, 1983, ranked salaries as eighth most important job satisfier in current positions and sixth most important in restructured positions. Part-time faculty, 1987, ranked salaries as eighth most important job satisfier in current positions and third most important in restructured positions. Administrators in 1983 and 1988 ranked salaries as ninth most important job satisfier for part-time faculty in current positions and most important job satisfier in restructured positions.3. Administrators cited budget, most frequently, as the reason they employed part-time faculty. Part-time faculty frequently mentioned inadequate salary as the most dissatisfying facet of part-time teaching.4. Part-time faculty most often listed interaction with students as the most satisfying facet of their teaching.Conclusions1. The job satisfier, salaries, has become more important to job satisfaction for part-time nursing faculty.2. With the exception of salaries, part-time faculty respondents ranked job satisfiers classified as motivators as more important in the restructured positions than job satisfiers classified as maintenance factors.3. Part-time teaching offers qualified nurses an opportunity for job satisfaction due to the many motivators which are inherent in the position. / Department of Educational Leadership

Purpose. The purpose of the study was to evaluate the level of job satisfaction among the staff of Pärnu County Hospital and to describe variables related to their job satisfaction. Methods. The study was carried out in December 1998. The opinions of staff regarding satisfaction with their jobs were studied using an Estonian translation of the Norwegian Medical Association Job Satisfaction questionnaire, which was distributed to all 673 staff members of the hospital. Three levels of analyses were carried out. Stepwise regression analysis was used to determine which single item factors were most important in job satisfaction for the various groups of hospital staff. Further, global job satisfaction item and a four items construct called nature of job satisfaction (α=60) were selected as dependent variables. The independent variables consisted of constructs measuring: knowledge in planning (3 items α=70), relationship with superior (5 items α=89), strategic knowledge of workplace (5 items α=84), work stress (6 items α=77), unrealistic expectations (5 items α=72), collegial relationships (2 items α=75), discussions with colleagues (3 items α=80), recognition (3 items α=67) and sense of belonging (single item). Pearson correlations were used to determine whether the independent variables were significantly correlated with job satisfaction. Scheffe’s F-test was used to conduct post-hoc analyses of variance for each independent variable between categories of hospital personnel. Results. The response rate was 77%. The key results were that overall job satisfaction was moderately high (3.86 on a scale of 5); however there are differences in satisfaction models between categories of personnel. In addition, there are significant differences in the correlations between job satisfaction and the independent variables among the groups of personnel. Conclusions. The findings of this study suggest that executives of a health care institution that are informed about the expectations and daily work-related problems of their employees are better able to understand the needs of their employees. Executives should: 1) build up effective relationships between managers and staff; 2) identifynegative working conditionswhich affect staff; 3) appropriately delegate authority to personnel, and hold them accountable for the work done in their organizational units; 4) keep staff informed about changes that will affect them; and 5) express appreciation and recognition for the efforts of staff members in accomplishing the work of the health care organization. In doing this, executives will create a favorable working environment for the hospital staff. The value of the study is that the results can be used as a set of reference levels and indicators for the human resources development component of the quality management system of Pärnu County Hospital / <p>ISBN 978-91-58721-04-7</p>

The purpose of this study was to assess the overall job satisfaction and the curriculum satisfaction of the teachers teaching Mathematics, Turkish, Social Studies, Natural Sciences, and Foreign Language at 6-8 grades of public elementary schools. A questionnaire developed by the researcher was used as the data collection instrument of this study. All the teachers working at the 6-8 grades of the public elementary schools in Turkey and teaching Mathematics, Turkish, Social Studies, Natural Sciences, and Foreign Language constituted the population of the study. The total number of the teachers who constituted the sample was 720. The data gathered was analyzed by SPSS program / descriptive statistics, independent sample t-test, and one-way ANOVA. The results showed that the teachers were satisfied in terms of overall job satisfaction, however, quite undecided in terms of curriculum satisfaction. According to the results of the study, there was a significant difference between the teachers&rsquo / overall job satisfaction in terms of age, marital status, educational background, work experience, lesson load, and motive for choosing teaching profession, but no difference in terms of their gender, number of courses taught, and teaching subject. The results also showed that there was a significant difference between the teachers&rsquo / curriculum satisfaction in terms of teaching subject. When the teachers&rsquo / choice for a new career was considered, there was a significant difference between the teachers&rsquo / overall job satisfaction and between their curriculum satisfaction.

The aim of the study is to prove that a correlation exist between job satisfaction and the levels of absenteeism, turnover, performance and customer satisfaction. Data were collected using the Job Satisfaction Survey which is a self-administered questionaire to measure job satisfaction of call centre representatives. Additional data were collected using the company's existing measures for measuring absenteeism, turnover, performance and customer satisfaction. The study found a relationship between job satisfaction and performance, between job satisfaction and turnover and between job satisfaction and customer service. However, no relationship was found between job satisfaction and absenteeism, which is consistent with previous studies.

The premise of this research was focused on ascertaining how variables such as work environment, pay, supervision, co-workers and promotion impacts on job satisfaction of civil servants at an institution residing under the Department of Health in the Western Cape.

Thesis (M.S.)--University of Michigan, 1982.

Thesis (M.H.A.)--University of Michigan, 1967.

Thesis (M.B.A.)--University of Hong Kong, 1985. / Also available in print.

Thesis (M.S.)--University of Michigan, 1975.

Thesis (M.S.)--University of Michigan, 1982.