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The purpose of this research was to determine to what degree work environment and personal characteristics, rewards and performance contribute to job satisfaction among full-time faculty at all accredited colleges of pharmacy. Accredited colleges of pharmacy were determined by a roster available to the profession. Full-time faculty were identified through a 1979-1980 mailing list provided by the American Association of Colleges of Pharmacy and by each individual faculty member as to whether or not he/she was considered full-time faculty by his/her school. Data were collected through a mail questionnaire sent to the overall population of 1962 subjects representing all accredited colleges of pharmacy. Of the 1307 questionnaires returned, 148 were not usable because, in the opinion of the faculty member, he/she did not meet the criteria for inclusion in the study. The return of 1159 usable questionnaires from the remaining 1814 questionnaires yielded a response rate of 63.9 percent. The questionnaire was formulated according to the research questions posed in the study using (1) a modification of the Minnesota Satisfaction Questionnaire, (2) eleven items from the 1972-73 Quality of Employment Survey, (3) the University of Southern California Faculty Professional Interests Survey, and (4) basic informational data. The data analysis techniques employed consisted of measures of central tendency, Pearson Product-Moment Correlation Coefficients, the chi-square statistic and one-way analysis of variance.

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.

The major purpose of this study was to test the ability of the MyersBriggs Type Indicator (MBTI) to predict job satisfaction. Sixteen hypotheses were advanced and tested. They were grouped into four categories: (a) the ability of Judges to predict a subject's job satisfaction based upon their assessment that the subject's MBTI Type was compatible with their occupation; (b) the ability of the Minnesota Importance Questionnaire (MIQ) to predict job satisfaction; (c) acomparison of the predictive ability of the MBTI with the MIQ; (d) and, an exploration of the relationship of MBTI Type with the Needs measured by the MIQ.A review of related literature showed that the ability of the MBTI to predict job satisfaction had not been demonstrated satisfactorily in previous research while the MIQ had a demonstrated ability to predict satisfaction. Therefore, the MBTI was compared with the MIQ to see which could better predict satisfaction.The subjects used in this research were 369' Masters in Business Administration students from a medium sized private college in the Midwest. Sixty-five percent of the subjects were male and 35% were female. They had an average age of 30.5 years and 93% of the subjects were employed full-time.Three test instruments were used in this study. The MBTI was used to assess Psychological Type. The MIQ was used to measure Vocational Needs. A biographical information form was used to gather demographics on each subject. A question from the Hoppock Job Satisfaction Blank was included on the information form to measure job satisfaction.This study found that MBTI Type and various components of Type could be used by judges to predict job satisfaction based on judges' assessment of congruence between Type and occupation. It was found that the MIQ could predict job satisfaction based on congruence between MIQ profile and occupation. Comparison of the MBTI and MIQ showed that the MIQ was the better predictor of satisfaction but neither instrument was able to account for more than a small part of the satisfaction variance. Last, it was found that several of the MIQ Needs were related to components of the MBTI.This study provided support for the predictive ability of both the MBTI and the MIQ. It supported the use of the MBTI in career counseling and theory and pointed to several areas where additional research is needed. It provided an initial exploration into the relationship of the MBTI to the domain of vocational Needs as measured by the MIQ. / Department of Counseling Psychology and Guidance Services

Job satisfaction is one of the most commonly studied variables in the organizational literature. It is related to a multitude of employee-relevant variables including but not limited to performance, organizational commitment, and intent to quit. This study examined two new instruments measuring the components of affect and cognition as they relate to job satisfaction. It further proposed including an evaluative (or true attitudinal) component to improve the prediction of job satisfaction. Results provide some evidence of both two and three factor structures of affect and cognition. This study found minimal support for the inclusion of evaluation in the measurement of job satisfaction. Affect was found to be the single best predictor of job satisfaction, regardless of the satisfaction measure used. Further development is needed to define the factor structures of affect and cognition as well as the role of these factors and evaluation in the prediction of job satisfaction.

The relationship between the work attitudes, job satisfaction and organizational commitment has been demonstrated to influence turnover/retirement. This relationship is important due to changing demographic patterns in the 0.3. A food service labor shortage has potential for retarding the long-term growth of the food service industry. However, recruitment and retention of older workers could be a factor in controlling this problem. Therefore the major purpose of this research was to obtain information from current older food service employees to permit the determination of how various aspects of their jobs affect job satisfaction and organizational commitment, and thus intention to remain on the job. The major independent variables in this research postulated to effect the dependent variable, turnover/retirement intention included, intrinsic and extrinsic satisfaction, organizational commitment, working conditions, level of pay, and financial security. The sample population consisted of older workers employed in hospital and college/university food services. Data were collected via questionnaire. A 61 % response rate ( N=243) was obtained. The results indicate that older workers demonstrate moderate levels of work satisfaction and relatively high levels of organizational commitment. However a practically meaningful relationship between work satisfaction (measured by the Minnesota Satisfaction Questionnaire) and organizational commitment ( measured by the Organizational Commitment Questionnaire), as correlated with turnover/retirement intention was not found. Although not considered meaningful , a week but statistically significant relationship was found (r=.15, p< .02) between intrinsic satisfaction and turnover/retirement intention. Older workers in this study are generally less satisfied with the chance for advancement in their jobs, and with the pay for the amount of work done. These two items are extrinsic measures of satisfaction. Regression analysis revealed that older worker perceptions of the physical demands of the job (r=.3?), working conditions (r=.33}, and employer communication of retirement options (r=.2l) predicted 39% of the variance in the dependent variable, organizational commitment. Fifty-three percent of older workers in this study would recommend their jobs to others, and 54% of older workers state they would delay retirement past the age they now plan to retire if they could work part—time. The food service industry will see increases in the number of older workers in the near future. This research provides a foundation from which other research involving older workers can emerge. / Ph. D. / incomplete_metadata

The purpose of this investigation was to determine the relationship of occupational stress and certain demographic variables to job satisfaction among licensed professional counselors in Virginia. The relationships of the factors comprising occupational stress to the components of job satisfaction were of interest as well as how overall occupational stress related to overall job satisfaction. The sample consisted of 400 licensed professional counselors selected randomly from a mailing list of the 1,038 licensees supplied by the Virginia Board of Professional Counselors. The response rate was 81.75%. While some LPC's remain in positions they have held for years, some are new at their jobs and some work part-time. Those surveyed include persons working in administration, coun~elor education, and other various occupations, as well as full-time practitioners. Survey instruments included the Minnesota Satisfaction Questionnaire as a measure of general job satisfaction and 20 subscales, The Occupational Environment Scales measuring occupational stress and six subscales, and a data form. The data form was developed to collect demographic information. By combining the demographic data generated in this study, a description can be developed of LPC's in Virginia. Of 281 counselors identifying their work setting, 40.2% specified they were employed in education. Practitioner was the selection chosen by 49.1% of the respondents to disclose their present role. Ninety-three percent of the counselors were white and 55.8% were female. Experience was indicated as over 10 years for 74.4% of those responding and 54.7% of the sample have been licensed from 5 to 10 years. Of 294 responding counselors all but one had a masters or postmasters degree. Of the counselors participating, 48.5% indicated they experienced some job stress, but 78.5% indicated they were satisfied with their present job. Although a negative relationship was found between overall occupational stress and job satisfaction, stress resulting from work responsibility impacted positively with job satisfaction. As the score on the stress subscale responsibility increases, the score on general job satisfaction increases. Older, more experienced counselors indicated higher levels of job satisfaction. / Ph. D.

Call number: LD2668 .T4 1985 M36 / Master of Science