Title: Construction, Development and Consequences of Job Satisfaction in Banking Sector of PakistanLevel: Second CycleAuthor: Muhammad Naveed Iqbal and Sidra RizviSupervisor: Dr. Maria Fregidou-MalamaDate: 2012, February.Purpose: This study investigates job satisfaction concepts by considering jobs satisfaction factors, leader/manager’s behavior and effects of job satisfaction in the form of organizational efficiency and individual efficiency. It studies the construction, development and consequences of job satisfaction.Design/methodology: The data is collected from commercial bank in Pakistan through a survey by using two different questionnaires, one for employees and one for managers. SPSS technique was used for data analysis.Result & Conclusion: The job satisfaction factors and manager behavior are the input in construction and development of employees’ job satisfaction. Six factors: (promotion, pay, benefit, rewards coworkers and job responsibilities) and managerial style: (middle to the road managerial style) are the most important basis to build the satisfaction level of the employees. Satisfaction/dissatisfaction of an employee affects the organizational efficiency as well as individual efficiency.Contribution: This research helps researchers to use the created model for further extensive research on job satisfaction. It helps the organizations to assess the status of their employee in regard of job satisfaction. Managers can manage polices related to factors and design training accordingly for the desired leadership behavior according to employees preference.Further Suggestion: This research is done in one department of commercial bank in Pakistan. Increase in sample size could produce comprehensive results. National culture effect is ignored in this research that helps to look on different consequences of job satisfaction assessment according to country’s culture. More service sectors such as hospital, insurance, telecommunication etc. should be considered to get more general results.Originality: This research presents construction, development of employee job satisfaction through factors and manager/leader behavior and its results in the form of consequences of satisfaction or dissatisfaction.Keywords: Job Satisfaction, Employees, Job Satisfaction Factors, Manager/Leader

Research into job preference and job satisfaction addresses the agreement between individual and institutional values leading to job choice and job satisfaction. This research assessed ten job preference and ten job satisfaction factors at the University of Guam. Ninety-one faculty members and 32 administrators completed a two-page paired-comparison questionnaire. Demographic data were also collected. Factors' hierarchy and valence positions were reported and subjected to "PCSTATS" program to determine significance among pairs. Significant differences existed in three of the four hypotheses measuring the job preferential factors: advancement, benefits, company, co-workers, hours, pay, security, supervisor, type of work, and working conditions; and job satisfaction factors: good wages, job security, interesting work, tactful disciplining, in on things, working conditions, management loyalty, appreciation, promotion, and sympathetic understanding. Additional findings were made using post hoc analysis. Results indicated that administrators perceived others' preferences to be (a) pay, (b) advancement, and (c) type of work while faculty chose (a) type of work, (b) pay, and (c) advancement. In job satisfaction administrators selected (a) promotion, (b) good wages, and (c) job security, while the faculty chose (a) interesting work, (b) good wages, and (c) promotion. Self job preference factors chosen by males and females were (a) type of work and (b) pay with (c) advancement and (c) co-workers, respectively. The top three self job satisfaction factors chosen by males and females were (a) interesting work, (b) good wages, and (c) promotion. Disagreement is evident between groups. It is recommended that the findings be used in the selection and retention of faculty members at the University of Guam.

The aim of the diploma thesis is to find out a present level of job satisfaction of employees in company XY, identify problem factors and propose arrangement, which can improve overall satisfaction and stabilisation of employees. Theoretical part resume basic information concerning job satisfaction, connection between satisfaction and motivation and main factors, which influence overall satisfaction. Practical part analyse questionnaire search results, especially focus on content and characteristic of work, organization of work, relationship on workplace, job conditions, coming organizational changes, career growth and wage assesment. The conclusion of the thesis gives suggestions and reccomendation for improvement of present situation.

The main aim of this work is to determine the current level of employee satisfaction, the reasons that lead to these results, and ways that the current situation can be improved. The theoretical part is focused on the most important topics related to satisfaction characterization, it's influence of work behavior, factors affecting it, importance and methods to investigate it. The practical part is focused on exploration of employee job satisfaction in the chosen company. This finding has been based on the questionnaire survey. The list of areas examined of satisfaction and analyzed problem areas of employee satisfaction. To these results were then suggest ways, how could the current employee satisfaction effectively as possible to increase and secure.

This Master thesis deals with the job satisfaction of employees in Financial Office in Pilsen and Financial Office in Tachov. The aim is to compare the state of the job satisfaction of employees at individual financial offices. The theoretical part describes what the term "working satisfaction" actually means, which main factors influence it and why these factors are not important only for financial offices. In this thesis is explained the term "motivation in work behavior", its relationship to the work of the staff and - least but not last - the resources of this motivation. Further follows the definition of worker's stimulation and the stimulus means associated with it. The practical part consists of the characteristics of the financial offices both in Pilsen and in Tachov, further on of the results of empirical investigation, the verification of given hypotheses and of proposals for individual action steps in each financial office.

Magister Public Health - MPH / Introduction The Human Resource Strategic Plan of the Ethiopian Ministry of Health lists current health workforce problems as a high attrition rate among public service physicians, poor human resource management, non-conducive working conditions and high workloads. In Addis Ababa's public hospitals, the turnover of physicians is high and - as repeatedly and informally reported by hospital managers - the presence of the contributory factors listed above are also anecdotally thought to be present. These factors present a serious challenge to the delivery of high quality health care services and their presence indicates that the job satisfaction of physicians is likely to be low. However, factors responsible for job dissatisfaction among physicians and their implications for staff turnover have not been studied or documented in the context of Ethiopia's health system. It was this scenario that motivated the researcher to conduct this study in order to assist policy makers in taking appropriate actions, if and as required. Aim: The aim of the study was to assess the level of job satisfaction, the factors influencing job satisfaction and the consequences of job satisfaction among physicians in public hospitals in Addis Ababa, Ethiopia. Objectives: • To describe the job satisfaction levels of physicians in public hospitals in Addis Ababa, Ethiopia • To identify factors affecting the job satisfaction levels of physicians • To assess possible consequences linked to physicians' job satisfaction levels. A self-administered questionnaire was used to measure job satisfaction, composed of 65 individual variables grouped within 13 dimensions and adapted to the Ethiopian context from the Job Descriptive Index and the Minnesota Satisfaction Questionnaire. An additional questionnaire was used to assess socio-demographic variables and the possible consequences of low job satisfaction. Analysis: A composite job satisfaction score was obtained by summing the individual answers for each of the variables to assess overall job satisfaction. Bivariate analysis was undertaken, using 2X2 tables (with 95% confidence intervals) to calculate the prevalence ratio for each of the potential causes and consequences of low job satisfaction, using the composite score cut-off levels of job satisfaction. Multivariate analysis was undertaken to obtain the adjusted prevalence odds ratios for both the potential causes and consequences of low job satisfaction, using multiple logistic regression analysis.