Thesis (M.S. in Management)--Naval Postgraduate School, June 1990. / Thesis Advisor(s): Evered, Roger D. Second Reader: Roberts, Benjamin J. "June 1990." Description based on title screen as viewed on October 19, 2009. DTIC Descriptor(s): Stations, quantity, processing, awards, productivity, military commanders, job satisfaction, organizations, quality DTIC Indicator(s): Theses, job satisfection, meps (military entrance processing stations), quality of performance, conelation, statistical analysis, enlisted personnel, tests, medical examinations. Author(s) subject terms: Military Entrance Processing Station (MEPS) ; job satisfaction Includes bibliographical references (p. 105-106). Also available in print.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1984. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 122-127).

Thesis (Ph.D.)--University of Western Australia, 2003.

Thesis (Ph. D.)--University of California, Riverside, 2009. / Includes abstract. Includes bibliographical references (leaves 33-42). Issued in print and online. Available via ProQuest Digital Dissertations.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

The notion of person-organization fit (P-O fit) is concerned with identifying the antecedents and consequences of compatibility between employees and the organizations in which they work, as part of interactional psychology. Literature on consequences of P-O fit has demonstrated significant relationships with various individual outcomes. The main purpose of the present study was to examine the effects of P-O fit operationalized as value congruence between the employee and the organization, on job satisfaction, organizational commitment and performance of employees working in a public organization at both individual-level and cross-level analysis by utilizing multiple measures of fit. The secondary purpose was to compare multiple measures of fit in terms of their power in predicting individual outcome variables and investigate the level of association between direct and indirect fit and whether direct fit contributed to prediction over and above indirect fit measures. One hundred and eighty employees of a public organization filled out the questionnaire. Cross-level analysis could not be performed because of inadequate level of agreement between respondents. Results revealed that both direct and indirect fit measures were significant predictors of individual outcome variables at individual-level analysis except for supervisor ratings of task performance and overall performance, which were solely predicted by direct fit. Direct fit was the most consistent and effective predictor of individual outcome variables and made a consistent unique contribution to prediction of outcome variables over and above indirect fit measures. The results and implications of the study were discussed and limitations of the study were addressed.

The issue of pay satisfaction is of increasing concern to management because of today's high cost of recruiting and training employees. Also of concern to management is the impact that a high employee turnover rate, due to pay dissatisfaction, can have on organizational effectiveness. Therefore, identifying the causes of, and reducing the probability of, employee pay dissatisfaction is desirable.

The thesis deals with corporate culture in relation to job satisfaction, motivation and performance of employees of a specific small company (30 employees and 4 people in management). Corporate culture is clearly involved in the functioning of every company, however, from a theoretical point of view it is a concept that cannot be grasped in a unified way, therefore, in this thesis I have mainly drawn on the work of E. Schein (1969, 1980). The aim of the thesis was to diagnose the corporate culture and the subsequent connection with job satisfaction, motivation and performance of employees with subsequent recommendations towards the management of the company. As this is a small business, I used a combination of quantitative and qualitative methodology for my research. In the quantitative part, based on the theory, I have chosen P. Spector's (1994) questionnaire for my research which examines job satisfaction and OCAI questionnaire based on Cameron and Quinn's (2006) theory which focuses on the shape of the current corporate culture and its preferred form. For the qualitative part of the thesis, I used a SWOT analysis that preceded the whole research and then semi- structured interviews that I designed and conducted after the questionnaire survey. I provided the analyzed data to the management of the...