Faculty of Social Sciences and Humanities School of Human and Community Development 0216845j mulaudzit@highveldmail.co.za / The aim of the present study was to explore how women general practitioners experience work-family conflict, their sense of coherence, coping resources as well as implications of these on their level of job satisfaction. This involved investigating the bi-dimensional model of the work-family conflict and measuring them against other investigated variables like coping resources, sense of coherence and job satisfaction. The research was conceptualized based on the stress and coping models. Literature review based mostly on international level revealed that women doctors do experience work-family conflict and that it does impact on their level of well-being. The sample, which consisted of women general practitioners residing in the Gauteng province, was obtained using snowballing method and non-probability sampling method. A hundred and fourteen questionnaires were distributed by mail and within a period of three months only 28 questionnaires had been returned of which 22 were used for statistical procedures. Statistical analysis involved a number of procedures including Pearson correlation, t-test procedures and partial correlation methods. The results revealed that women general practitioners do experience work-family conflict especially one aspect of it known as the family interference with work (F→W). Furthermore results indicated that the experience of work-family conflict, specifically the F→W amongst these women does affect their level of job satisfaction in a significantly negative way. Demographics on the other hand proved to have no significant impact on the level of job satisfaction amongst these women. Lastly, it was noted that even though these women employed a wide variety of coping resources none of them proved to have any significant effect on their level of job satisfaction.

There has been numerous research that has hypothesised that ‘green’ buildings contribute to more positive outcomes than that of their conventional counterpart, such as increased well-being (psychological and physical) and productivity. However, recent studies have shown that results have been inconclusive, showing a discrepancy within this realm. In the present study, the researcher investigated the relationship between ‘green’ buildings and organisational outcomes (well-being, productivity, job satisfaction, absenteeism, and presenteeism), as well as, factors that may impact on this relationship. This was achieved by examining a sample of participants within the Nedbank Menlyn Maine building, whereby, a 5-star ‘As-Built’ Green Rating has been achieved. A non-experimental, longitudinal, correlational mixed methods design was employed. Quantitative data was collected using a demographic questionnaire, Warwick-Edinburgh Mental well-being scale, Sick Building Syndrome Questionnaire, perceptions of physical work conditions questionnaire, and single item scales measuring productivity, job satisfaction, absenteeism, and presenteeism. Data was compared over three time frames (approximately 6 months apart) in order to see if there was a change. Qualitative data was collected by means of nine in-depth interviews. Most the results demonstrated that the ‘green’ building did not produce significantly better physical or psychological wellbeing, increased job satisfaction or higher perceived productivity. Qualitative data revealed that green buildings could not be examined in isolation, and that aspects, such as legitimacy of the green concept, education, resistance, unconscious impacts, office design, culture, and health effects needed to be examined in order to understand the quantitative results. The implications of the results and the limitations of the study are discussed, and suggestions for further research are made.

Thesis advisor: Rebekah Levine Coley / In recent decades, the average age of the United States workforce has been on the rise, a trend that is expected to continue as the Baby Boomer generation, which constitutes the largest segment in the workforce in this country, reaches older adulthood. The aging of the workforce has raised concerns from researchers, policy-makers, and organizations. As a result, there have been calls for research regarding how experiences at work vary across the life-span, although few studies have addressed this topic. To begin to address this gap in the literature, this dissertation aims to explore the association between job demands and well-being and how the processes employees use to cope with job demands vary with age. Using data from two waves of Midlife in the United States: A National Study of Health and Well-Being, with a sample of over 7,000 working adults ranging from ages 20 to 83, I attempt to integrate the Job Demands-Control-Support Model with the Life-Span Theory of Control in order to examine how multiple factors influence the relationship between job demands and well-being outcomes across the life-span. Results of random effects linear regression models show that job demands were negatively related to job satisfaction and mental health and that the relationship between job demands and job satisfaction was weakest at younger ages and remained constant after midlife. With regard to the factors that moderate the relationships with job demands, findings indicated that job control and job support buffered the relationship with job satisfaction, while job support buffered the relationship with mental health. The buffering roles of job control and job support were found to vary based on levels of primary and secondary control for workers of different ages. Findings are discussed in terms of their implications for both workplace theory and developmental theories, which help to provide a better understanding of how work experiences vary across the life-span. / Thesis (PhD) — Boston College, 2013. / Submitted to: Boston College. Lynch School of Education. / Discipline: Counseling, Developmental, and Educational Psychology.

Thesis advisor: Lauri Johnson / This qualitative case study examined the influence of the processes of supervision and evaluation on the job satisfaction of novice teachers in one suburban Massachusetts school district. The conceptual framework guiding this research was the “Three Factor Theory” developed by Dinham and Scott (1998) which emphasizes the role of school-based factors on job satisfaction. The data collection included interviews with novice teachers, school leaders and central office leaders. A document review was also conducted. The results of this study found that supervision and feedback that was specific and timely, provided from a coaching standpoint was perceived to be an important factor influencing job satisfaction. Building leaders felt that evaluation, through the self-reflection and goal setting process, also positively contributed to the job satisfaction of novice teachers, however, novice teachers did not confirm this finding. Recommendations include additional professional development for both building leaders and novice teachers that focuses on the use of supervision and feedback to inform the evaluation process, including the self-reflection and goal setting stages. / Thesis (EdD) — Boston College, 2016. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Thesis advisor: Lauri Johnson / This qualitative case study examined the perceived influence of servant leadership on the job satisfaction of novice teachers in one Massachusetts school district. Servant leadership was defined as “an understanding and practice of leadership that places the good of those led over the self-interest of the leader” (Laub, 1999, p. 81). Data were gathered from interviews with school and district leaders and novice teachers as well as through the analysis of school and district documents. The results of the study found the job satisfaction of novice teachers was positively influenced by servant leadership. In particular, both school leaders and novice teachers perceived leaders who valued novice teachers, behaved ethically, and empowered others to have a positive influence on the job satisfaction of novice teachers. While the research literature also highlights humility as an important element of servant leadership, the majority of novice teachers did not perceive it to have a positive influence on their job satisfaction. The results of this study substantiate prior research suggesting servant leadership plays a positive role in the job satisfaction of teachers. Recommendations include additional psychological empowerment of novice teachers and a continued emphasis on the practice of behaving ethically and valuing others. / Thesis (EdD) — Boston College, 2016. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

As dimensões que abrangem a satisfação no trabalho, a qual tem impactos na qualidade de vida e saúde física e mental do trabalhador, podem interceptar aspectos de gestão. Assim, o objetivo deste estudo foi criar e validar a escala Dental Management Survey Brazil (DMS-BR) e descobrir possíveis relações com a satisfação profissional a partir da escala Dentist Satisfaction Survey (DSS), já validada para a língua portuguesa. A pesquisa foi aprovada no Comitê de Ética em Pesquisa da FOUSP. A criação do instrumento DMS-BR envolveu uma pesquisa na literatura sobre gestão de serviços odontológicos. Depois de criada a primeira versão, foram realizadas 10 auditorias em consultórios odontológicos particulares da Grande São Paulo para verificação da aplicabilidade do instrumento. Nesta etapa, o instrumento foi modificado até chegar em sua versão final, cuja composição consiste em 9 dimensões: ponto, paciente, financeiro, marketing, concorrência, qualidade, equipe, carreira e produtividade. A acurácia do instrumento foi medida por meio da diferença estatística das respostas de 9 profissionais, que responderam o questionário em um intervalo de 30 dias. Os resultados mostraram que não houve diferença estatisticamente significantes entre os dois momentos, garantindo a acurácia do instrumento. Na fase de validação do instrumento, 247 cirurgiões-dentistas, sendo a grande maioria de São Paulo, responderam o questionário on-line, juntamente com a escala DSS de satisfação profissional. Os resultados mostram que o instrumento possui boa confiança externa e validade interna (Alpha de Cronbach= 0,925) e está validado. A média geral dos respondentes foi de 3,77 (DP= 0,45), sendo 4,23 (DP= 0,54) para a dimensão ponto; 4,10 (DP= 0,47) para a dimensão qualidade; 4,02 (DP= 0,56) para a dimensão equipe; 3,87 (DP= 0,64) para a dimensão carreira; 3,85 (DP= 0,53) para a dimensão paciente; 3,73 (DP= 0,64) para a dimensão produtividade; 3,68 (DP= 0,62) para a dimensão concorrência; 3,47 (DP= 0,72) para a dimensão financeiro; e 3,10 (DP= 0,71) para a dimensão marketing. Observa-se que os indicadores críticos da gestão na Odontologia foram correspondentes às dimensões ponto, qualidade e equipe. A satisfação profissional da amostra mostrou-se neutra, com média de 3,43 (DP=0,53). Os constructos da escala DMS-BR mostraram-se capazes de impactar a satisfação profissional da amostra estudada, sendo que as dimensões que mais influenciaram a satisfação profissional foram produtividade, financeiro e paciente. Assim, conclui-se que a gestão no âmbito da odontologia pode impactar a satisfação com a atividade laboral. / Many dimensions that reach the job satisfaction, which have impacts on quality of life and physical and mental health worker, become many times by scope of management. So, the objective of this study was create and validate the Dental Management Survey Brazil (DMS-BR) scale and discover possible relations with the job satisfaction using Dentist Satisfaction Survey (DSS) scale, already validated to Portuguese language. The research was approved in the Ethics in Research Committee of FOUSP. The process of creation of the DMS-BR involved a research in literature about management of Dentistry services. After created the first version were performed 10 audits in private dental offices of Grande São Paulo for the verification of the applicability of the instrument. In this stage, the instrument was modified until arrives at its final version, whose the composition consists in 9 dimensions: place, patient, marketing, financial, rivalry, quality, team, career and productivity. To verify the accuracy, the questionnaire was answered by 9 professionals in a interval of 30 days and the answers did not show statistical differences. For the validation process of the instrument, 247 dental surgeons, being the majority of São Paulo, answered the on-line questionnaire, together with the DSS scale about job satisfaction. The results showed that the instrument has good external confidence and internal valiance (Alpha de Cronbach= 0,925) and it is validated. The overall average of respondents was 3,77 (DP= 0,45), being 4,23 (DP= 0,54) to the place dimension; 4,10 (DP= 0,47) to the quality dimension; 4,02 (DP= 0,56) to the team dimension; 3,87 (DP= 0,64) to the career dimension; 3,85 (DP= 0,53) to the patient dimension; 3,73 (DP= 0,64) to the productivity dimension; 3,68 (DP= 0,62) to the rivalry dimension; 3,47 (DP= 0,72) to the financial dimension; and 3,10 (DP= 0,71) to the marketing dimension. It was observed that the critic indicators of management in Dentistry were correspondents to the place, quality and team dimensions. The job satisfaction of the sample was neutral, averaging 3,43 (DP=0,53). The scale constructs DMS-BR demonstrate capable to impact the job satisfaction of the studied sample, and the most influent dimensions of the job satisfaction were the productivity, financial and patient. By this findings, it is possible to conclude that management applied to Dentistry can be associated with the job satisfaction.

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018. / The single most critical factor responsible for the success of any project is the human element as this is the point at which projects succeed. Senior technically qualified managers have recorded high failure rates in areas where they have hard skills relevant to the industry. The levels of technical expertise and technology should have facilitated the project execution process and increased the success rate of project management. Contrary to this, the IT industry for instance, has recorded an average 47% failure rates regardless of the fact that IT specialists manage them. Project management has been defined as a unique undertaking limited by time, quality and budget within a prescribed scope. Depending on the type of the project, there is a need for different expertise to operate in the different stages in the life cycle of the project as well as the elements or WBSs of the project. Where people are involved there is bound to be conflicts, and these conflicts need to be managed. Because of the nature of project management, specialists who together comprise of the project team head WBSs. This team originates from different sources, and in the matrix system is comprised of people seconded to the project but whose loyalty remains with their departments. Such teams are therefore comprised of people who may not share the same culture or work ethics, together with the differences in approaching their duties. It becomes the responsibility of the project leader therefore to enable these “secondments” to be satisfied in their new positions so that they can be productive. This research sought out to identify generic requirements to satisfy a team and get the best out of the team.

This study explores which factors are better predictors of job satisfaction by measuring the relationship between job satisfaction and organizational characteristics; job satisfaction and job task factors; and job satisfaction and personal characteristics among social work supervisors and administrators in the United States. The Afrocentric paradigm, which has the potential to address human conditions regardless of worker race, ethnicity, gender, social or geographical location, provides understanding for how social work supervisors and administrators utilize resources and roles to increase leader job satisfaction rates. An Afrocentric approach is used in this study to show how social work supervisors and administrators can be effective change agents and active participants in promoting levels of satisfaction, and in advancing the importance of leadership initiatives that focus on increasing leader job satisfaction rates. The Afrocentric paradigm provides a means for reducing stress levels and countering the negative images and challenges that prevent worker’s functioning at their highest potential. The merits of this study provide organizations an opportunity to draw from social work supervisors’ and administrators’ experiences to establish new ways to respond to the social service executive management challenge of maintaining stable social work leader job satisfaction rates. .

This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate analysis of variance (MANOVA) was conducted to examine whether or not there are differences between American and Saudi faculty members in their conflict management styles. Nationality was used as the factor, and the five conflict management styles (Integrating, Obliging, Dominating, Avoiding, and Compromising) were entered as dependent variables. The level of significance was 0.05. Additionally, Pearson's correlation was used to determine if a statistically significant relationship exists between the five conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. The level of significance was set at 0.05. Findings indicated that there were no statistically significant differences in conflict management styles between Saudi and American faculty members. Furthermore there were no significant correlations between any of the conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. Results were discussed in light of literature review. Practical implications, limitations of the study, and recommendations were provided. / by Mohammed Alzahrani. / Thesis (Ph.D.)--Florida Atlantic University, 2013. / Includes bibliography. / Mode of access: World Wide Web. / System requirements: Adobe Reader.

by Hau Kam-chor. / Bibliography: leaves 61-64 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1982