The general purpose of the study was to assess the motivation for a sample of anglophone school teachers using the complete "Job Characteristics Model" designed by Hackman and Oldham (1980). / The findings revealed that the schools were very homogeneous. In the core job characteristics, autonomy was the most important motivating factor for teachers, followed by task significance, skill variety, feedback from the job and lastly task identity. In the critical psychological states, experienced meaningful of the work was the highest degree, followed by experienced responsibility for outcomes of the work, and knowledge of results of the work activities. Other dimensions revealed that dealing with others had a relatively high score, followed closely by internal work motivation, an outcome factor of the theory, and finally that feedback from agents was the lowest score. The motivating potential score of 174, out of a possible 343, reflected the overall potential of a job to foster internal work motivation on the part of the teacher.

In many critical subject areas our schools are facing a need for teachers, particularly in the "high-need" areas of mathematics, science, and bilingual education. Educators and researchers alike have identified teacher turnover as a major contributor to the challenge of finding and keeping highly-qualified teachers in American classrooms. The purpose of the three studies in this dissertation was to investigate the potential role of working conditions in explaining the turnover rates of high school science teachers. I used data collected by the Policy Research Initiative in Science Education (PRISE) Research Group during the 2007-2008 and 2008-2009 academic years, from their random, stratified sample of 50 Texas high schools and their 385 science teachers. The first study focuses on the development of a rubric assessing individual science teachers' working conditions, which involved the examination of multiple data sources, including school master schedules and AEIS reports to determine the working conditions of 385 science teachers. Analyses from this study suggested that (a) science teachers from small schools experience tougher working conditions than science teachers from both medium and large schools; (b) veteran science teachers experience tougher working conditions than both induction and mid-career teachers; and (c) science teachers from lower minority schools experience tougher working conditions than science teachers from schools with higher MSEPs. The second study focuses on the relationship between high school science teachers? working conditions and their levels of job satisfaction. Findings included that (1) science teachers from small schools experienced tougher working conditions, even though they were more satisfied with their jobs; (2) veteran science teachers experienced tougher working conditions and were more satisfied with their jobs; and (3) science teachers from lower minority schools experienced tougher working conditions and were more satisfied with their jobs. The final study focuses on the relationship between high school science teachers' school size, MSEP, teacher type, working condition scores, job satisfaction scores, and retention status. Results of independent samples T-test revealed no significant difference in working condition scores for "stayers" versus "non-stayers." Pearson's correlation revealed school size and the experience level of the science teacher as significant predictors of working condition and job satisfaction scores. Results of the discriminant analysis revealed (a) working condition scores and job satisfaction scores as not significantly predicting science teacher retention; and (b) teacher type (beginning, mid-career, and veteran) as the only significant predictor of teacher retention.

Graduate

Previous research has suggested that there is a strong and positive relationship between being an entrepreneur and possessing a high degree of subjective well-being as well as job satisfaction. The big five personality traits have also been argued to be significantly related to both subjective well-being and job satisfaction. Little is however known if personality affects entrepreneurs and regular employees differently. In this paper the impact of personality traits on the cognitive part of subjective well-being as well as job satisfaction are investigated separately among entrepreneurs and regular employees. This is done through OLS-regressions using a Swedish nationally representative survey Employment, Material Resources, and Political Preferences (EMRAPP), where entrepreneurs were oversampled in order to be able to compare entrepreneurs (N = 2483) and regular employees (N = 2642). The findings suggest that there is no substantial difference between entrepreneurs and regular employees when looking at the relationship between personality traits and subjective well-being. Findings on job satisfaction on the other hand showed that the personality trait openness to experience had no impact on job satisfaction, and that the personality trait emotional stability (neuroticism reversed) was equally beneficial for both entrepreneurs and regular employees. Extraversion had a positive relationship with job satisfaction among both entrepreneurs and regular employees, although the relationship was twice as strong among entrepreneurs. The personality traits agreeableness and conscientiousness on the other hand were only related to job satisfaction among entrepreneurs. Personality traits are thus much more important for job satisfaction among entrepreneurs.

The purpose of this study was designed to explore whether marital satisfaction can be predicted by using Holland's theory of person-environment interaction.The sample consisted of thirty-seven married couples affiliated with Ball State University.Holland's Self Directed Search (SDS) provided a measure of husband-wife congruence. The Locke-Wallace Short Marital Adjustment Test (SMAT) provided a measure of husband-wife satisfaction. Also, a Personal Data Sheet furnished a classification according to personality congruency and occupational congruence.The hypotheses tested in this study were the following: Hypothesis 1 -- Marital satisfaction, as measured by the SMAT, will be significantly different for congruent and incongruent couples, as measured by the SDS. Congruent couples will have significantly greater marital satisfaction. Hypothesis 2 -- Marital satisfaction, as measured by the SMAT, will be significantly different for congruent and incongruent couples, as measured by the person's stated occupation. Congruent couples will have significantly greater satisfaction. Hypothesis 3 -- Marital satisfaction, as measured by the SMAT, will not be significantly different for males and females.A multivariate analysis of variance, followed by a univariate analyses was performed on the data.The results of the findings was that spousal congruence tends not to be associated with marital satisfaction. The sex of the spouse was found to be significantly related to marital satisfaction as defined by each spouse. None of the other hypotheses of the study was supported. However, a trend was observed for a sex by SDS congruence interaction.

Arbetstillfredsställelse har många varierande definitioner. Gemensamt är att det handlar om hur tillfreds individen är med sitt arbete. Syftet med studien var att jämföra vård- och bankanställda för att se hur de skiljer sig åt i upplevelsen av inre, yttre och generell arbetstillfredsställelse, var skillnaden ligger och hur viktig arbetsmotivationen är för arbetstillfredsställelse. Sju frågeställningar ligger till grund för studien och 120 bankanställda samt 83 vårdanställda deltog. En enkät på 34 frågor besvarades av samtliga deltagare och analyserades statistiskt. Resultaten visar att bankanställda har generellt högre arbetstillfredsställelse än de vårdanställda. Den faktor där vårdanställda upplever högre grad av generell arbetstillfredsställelse handlar om möjligheten att göra något för någon annan. Det kan bero på att vårdanställda har motivationen att hjälpa andra människor som drivkraft i sitt arbete. Gemensamt för båda branscherna är att arbetstillfredsställelsen ökar med åldern. Förklaring till det kan vara ökad arbetserfarenhet och säkerhet för att känna tillfredsställelse på arbetet.

Health care delivery has changed and the long term care facility has residents with more complex medical problems. The director of nursing (DON) faces many problems and stressors, is often dissatisfied and leaves the position within the first two years. This turnover is associated with increased cost to the facility, decrease in the quality of care provided to residents and an increase in the turnover rate of the nursing staff. While the turnover problem is significant to the agency and the industry, little has been accomplished to correct the situation.The purpose of this descriptive study was to examine the stressors and emotions that are associated with the tenure and job satisfaction of directors of nursing in long term care. The theoretical framework for this study was the revised causal model of job satisfaction developed by Agho, Mueller and Price (1993).Participants were obtained from a current list from the National Association of Director's of Nursing Administration/Long Term Care (NADONA/LTC). The population was 400 directors of nursing currently employed in long term care. The sample of 134 (34%) was obtained from the completed questionnaires. Participants completed two questionnaires about the stressors of the director's position and demographics. The procedures for the protection of human subjects were followed.Findings supported Agho, Mueller and Price's (1993) revised causal model of job satisfaction. In this study (39.6%) of the DONs reported they would not leave the position even if there were other opportunities elsewhere. This was in spite of 67 (50%) who stated the area they worked in had other nursing opportunities. DONs (77.7%) had a great deal of freedom to make decisions in the job, supporting Agho et al., (1993) findings that autonomy was important to job satisfaction as an abstract concept. Role overload was also cited by Agho et al., (1993) to effectjob satisfaction. The majority of respondents ( n = 123; 92.5%) believed the job to be stressful yet 78 (58.6%) did not leave work with feelings of failing, as well as 119 (88.8%) saw their work as having a greater purpose. This finding did not support Agho et al. (1993) model.In spite of being stressed and dealing with a high degree of repetition 83 (62.4%) of the DONs had a high degree of job satisfaction with the current position and 94 (70.2%) felt fulfilled. Believing DONs could make a positive change in the career was expressed by 115 (85.9%) which supports Agho et al. (1993) work motivation or the belief in the centrality of the work role in one's life. Findings did not support the current trend for advanced education as preparation for the position. The DONs (61.6%) in this study believed that an associate degree or diploma was adequate preparation for the position.In conclusion the DONs participating in the study were able to identify areas of stress and issues of concern which impact job satisfaction and tenure. Findings suggested that to retain a DON in long term care the administrator and staff must be supportive of decisions made while managing the department. DONs indicated jobs were stressful, required long hours, and involved dealing with staff conflict which created stressors. However, individuals loved the work, because individual believed some good was being accomplished and making a difference in people's lives which made the stress tolerable. Findings suggest the majority of the DONs remain in the position for personal satisfaction.Implications from this study suggested that the tenure and job satisfaction of the DON in long term care can be lengthened and strengthened to improve and stabilize long term care facilities and the industry as a whole. Quality of care, staffing turnover and negative/positive cost to the facility hinges on the tenure of the DON. Long term care directors may need advanced education to manage stress and handle complex daily decisions. Directors need a sense of support from the administrator and the staff to develop autonomy. Directors need to be involved in nursing organizations and hold certifications that support and provide some stature to the position. Directors may need to unite and lobby to create change in the long term care industry. / School of Nursing

For many years, researchers have investigated issues of career choice and job satisfaction. One of the earliest and most durable theories of vocational psychology holds that an individual's personality predisposes him or her to be better suited to some occupations than others. According to trait factor theory, if people are matched with the "right" occupations, high levels of satisfaction and performance can be expected.This study examined the personality characteristics in a national sample of 105 career paramedics and investigated the relationship between paramedics' personality type and satisfaction with the work environment. Career paramedics are defused as individuals who earn the majority of their income through the provision of advanced prehospital emergency health care. Four major findings were obtained. First, a chi square analysis showed that the frequency and distribution of personality types of paramedics differs from that of the general population. Second, it appears that many paramedics show a distinct clustering of personality traits. The-, have a strong sense of responsibility; prefer concrete, immediate, factual data; enjoy creating order out of chaos; and are able to work with efficiency and precision in high-pressure situations. Third, analyses of variance indicated significant differences between responses of medics at different sites. This suggests that management differences account for variance in scores on the work satisfaction measure, since work tasks are similar at each location. Fourth, limited evidence was found to support the link between personality type and scores on the work satisfactionmeasure. Results are discussed in relation to the implications for employers and psychologists. / Department of Counseling Psychology and Guidance Services

This research tested the utility of occupational interest inventories in predicting the work settings of highly satisfied counseling psychologists. A questionnaire was mailed to a sample of counseling psychologists who were members of the American Psychological Association. Of the 661 respondents surveyed 406 responded. Only the responses of 331 counseling psychologists who reported high job satisfaction were included in the analyses. Multiple regression analyses were conducted to compare the concurrent validity of general vocational interests and specific vocational interests to predict to a work setting continuum which ranged from a primarily academic work setting at one end to a primarily practice setting on the other end.Specific vocational interests as assessed by the Scientist Practitioner Inventory (SPI; Leong & Zachar, 1991, 1993, Zachar & Leong, 1992) and Teaching Interests Questionnaire were better at predicting the work setting continuum than were general vocational interests as assessed by the Vocational Preference Inventory (VPI; Holland, 1985). Gender moderated the relationship between vocational interests and work setting continuum for VPI-Artistic. Higher scores for males on VPI-Artistic were associated with the academic end of continuum. Higher scores for females on VPI-Artistic were associated with the practice end of the continuum. Age did not moderate the relationship between vocational interests and the work setting continuum.As a main effect, VPI-Investigative was a significant predictor of the work setting continuum. Higher VPI-Investigative scores were associated with the academic end of the continuum. SPI-Scientist and SPI-Practitioner were significant predictors of the continuum as well. Higher scores on SPI-Scientist were associated with the academic end of the continuum and higher SPIPractitioner scores were associated with the practice end of the work setting continuum. The teaching interest questionnaire (TIQ) was also a significant predictor of the continuum with higher teaching interests scores being associated with the academic end of the work setting continuum. / Department of Counseling Psychology and Guidance Services

Dubin's and Cohen's (1970) Empirical Motivational Model of Updating (EMMPU) guided the design of this research, leading to the examination of the relationships among lifelong learning characteristics, job satisfaction, and engagement in professional updating activities for occupational therapists. Occupational therapists completed the Characteristics of Lifelong Learners in the Professions Questionnaire (Livneh, 1986), the Index of Organizational Reactions (Smith, 1976), the Professional Activity Engagement Survey, and participated in qualitative interviews.Statistically, no relationships were found among job satisfaction, characteristics of lifelong learning, and engagement in professional updating activities. The qualitative data suggested that these relationships existed. Characteristics of lifelong learning significantly predicted 7% of the variation in time spent engaged in professional updating activities. There were significant differences found on characteristics of lifelong learning and engagement in professional updating activities among therapists with varying educational 1eve1s.Utilizing grounded theory methodology, a theory of Professional Learning Management emerged from the data, contributing to the understanding of professional updating that was not addressed by the EMMPU model. In the theory of Professional Learning Management, patient treatment interaction triggered the need for updating by occupational therapists. The patient interaction determined the specifics of the necessary learning in regards to the content, timing, context, and methods. Occupational Therapists were reliant upon off-the-job learning in order to provide quality patient care. There was a cyclical feedback loop between off-the-job learning and application of that learning on the job within the patient treatment situation.Unlike the EMMPU model, updating occurred under both positive and negative contexts. The high engagers in professional updating were able to learn in spite of the barriers restricting learning efforts. The barriers to learning were not managed as well by the medium and low engagers in professional updating activities. Regardless of level of updating, occupational therapists utilized a variety of updating methods in accordance with the way in which the learning needs were defined by the patient treatment situation.3 / Department of Educational Leadership