The purpose of this study was to investigate the reliability, subscale intercorrelations, and validity of the Administrator Role Perception Inventory (ARPI), an instrument developed by the investigator and a co-author in the year preceding the study. The ARPI is a 50 item, Likert-type scale which reflects variables thought to be associated with burn-out: expectation, motivation, accomplishment, psycho-physical state, and relationships. Another variable, previously unresearched, was also included; it is the variable of "time" and reflects a negative time orientation, a longing for the "good old days." The inventory was mailed to all of the 2,113 active members of the Confederation of Oregon School Administrators during the middle of August, 1982. The return rate for the ARPI was 62 percent. Analysis of the data showed that the ARPI has an internal consistency of .91. The coefficients for the subscales fell between .70 and .85. As expected, there were substantial intercorrelations among the subscales, ranging from a low of .31 to a high of .63. Total ARPI scores and the subscale scores were correlated with measures of self-perceived burnout, desire for early retirement, and felt job stress. All of these correlations were in the expected direction, were significant at the .001 level, and ranged from -.41 to -.59. It was concluded that the Administrator Role Perception Inventory is comparable to measurement instruments similar in purpose and format.

Thesis (M.A. (Media Studies)) --University of Limpopo, 2014 / The purpose of this study was to investigate if there was any statistical significant difference in attitude towards Affirmative Action and job satisfaction of employees in the South African Broadcasting Corporation in Limpopo Province (SABC Limpopo Combo). The Attitude towards Affirmative Action Questionnaire (AAAQ) and the Job Satisfaction Questionnaire (JSQ) were distributed among employees/journalists (N=86) who were randomly selected. The results were analysed using the Chi-Square test and the t-test. The results revealed no statistical significant difference in attitudes towards Affirmative Action among employees or journalists and no significant relationship between attitudes towards Affirmative Action and job satisfaction. However, results revealed that senior employees/journalists were more satisfied than junior employees/journalists in (1) pay and benefits, and (2) job activities/work itself. Recommendations were made, which may be considered during the interpretation of organisational turnaround strategies and employment equity in workplaces or in the media.

This dissertation sets out to explore the roots of trade union members' job dissatisfaction, as a large body of prior quantitative research, spanning more than four decades, indicates that trade union members express higher levels of job dissatisfaction than non-union members. Industrial relations scholars have not been able to agree on an explanation as to why trade union members express comparatively more job dissatisfaction. The ambiguity in establishing a causal relationship between trade union membership and job dissatisfaction is due to the fact that previous works have largely been biased towards the use of quantitative methods. The present study, therefore, uses a unique qualitative approach consisting of grounded theoretical techniques and interviews with 43 trade union members to gather new insights on the topic. Interviews were conducted at two case study organisations, one a manufacturer and the other a public services organisation, in Scotland. Three alternative explanations that have sought to explain trade union members' job dissatisfaction were unpacked. These explanations link trade union members' job dissatisfaction to (i) unmet expectations from trade union membership, (ii) awareness of inequalities and (ii) industrial relations climates. The aim of this dissertation was to develop insights to enable a better understanding of why trade union members appear to express dissatisfaction with their jobs. The grounded theoretical approach has enabled at least three contributions to the industrial relations literatures and, to a lesser extent, to the human resources and job satisfaction literatures. These contributions are: (i) a deep, qualitative approach towards understanding the phenomenon; (ii) a critical evaluation of three alternative explanations of the phenomenon; and (iii) insights towards an initial model explaining the roots of trade union members' job dissatisfaction.