The main goal of this bachelor thesis is to present why boys and girls choose to enroll at the Swedish Baseball and Softball Academy, a form of sport profiled education given within the Swedish high school system. A secondary purpose is to present the types of expectations the adolescents have before enrollment, while also examining what they encounter as satisfaction factors during their time at the academy. The results show that the significant factors critical for the eventual enrollment are friends, passion and development within baseball or softball. Before the enrollment, students have expectations of good, quality and hard practices. The students state that factors such as friends and the community where the academy is located is important for their wellbeing and comfort. The results and discussion of this thesis aim to highlight information that the academy could use for possible development of the organization.

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.

The thesis contains is to identify the fundamental factors of working satisfaction at the base of theoretical knowledge, to make an analysis of the working satisfaction in the chosen company and to identify working factors, which evoke satisfaction or dissatisfaction. Correctional measures are proposed at the base of the outcomes of the research. For the research is used a questionnaire survey and the respondents are asked about the satisfaction with the remuneration, the content of work, the human relations, working conditions, possibilities of further education and personal development and career growth. They are also asked about their personal opinion of the company and the reasons for working in there.

The main aim of this study is to examine participants&rsquo / satisfaction with online Information Technologies Certificate Program (ITCP) which is based on synchronous and asynchronous communication methods over Internet offered by cooperation of Computer Engineering Department and Continuing Education Center at Middle East Technical University. There are three main purposes under the main aim. These purposes are to describe the strength and direction of relationship between participants&rsquo / perceptions of online technologies self-efficacy, online learning readiness, locus of control, prior knowledge, and participants&rsquo / satisfaction / to analyze contributing factors of participants&rsquo / satisfaction based on semester 1, 2, 3 and 4 in the online ITCP / and to investigate instructors&rsquo / and participants&rsquo / views about satisfaction in online ITCP. The sample includes 62 participants who enrolled and 8 instructors who offered courses in this online program in 2004-2005. A combination of quantitative and qualitative data collection methods are used in this study. The results of the study demonstrate that participants&rsquo / initial perception of online learning readiness is only a variable that correlate statistically significant with participants&rsquo / satisfaction. Although participants&rsquo / overall satisfaction is generally positive, it decreases over the semesters of the program. Participants are satisfied with learner-instructor interaction and institutional support in the program. However, participants&rsquo / satisfaction level is low for interaction among participants. Also, participants&rsquo / satisfaction about course structure and flexibility decrease over the semesters in the program. Moreover, the findings of semi-structured interviews with participants and instructors and chat session and discussion list transcripts reveal complementary results to the statistical analyses.

Training is a powerful and required method to equip human resources with tools to keep their organizations competitive in the markets. Typically at the end of class, trainees are asked to give their feelings about or satisfaction with the training. Although there are various reasons for conducting training evaluations, the common theme is the need to continuously improve a training program in the future. Among training evaluation methods, post-training surveys or questionnaires are the most commonly used way to get trainees’ reaction about the training program and “the forms will tell you to what extent you’ve been successful.” (Kirkpatrick 2006) A higher satisfaction score means more trainees were satisfied with the training. A total of 40 prediction models grouped into 10-GIQs prediction models and 6-GIQs prediction models were built in this work to predict the total training satisfaction based on trainees’ general information which included a trainee’s desire to take training, a trainee’s attitude in training class and other information related to the trainee’s work environment and other characteristics. The best models selected from 10-GIQs and 6-GIQs prediction models performed the prediction work with the prediction quality of PRED (0.15) >= 99% and PRED (0.15) >= 98%, separately. An interesting observation discovered in this work is that the training satisfaction could be predicted based on trainees information that was not related to any training experience at all. The dominant factors on training satisfaction were the trainee’s attitude in training class and the trainee’s desire to take the training which was found in 10-GIQs prediction models and 6-GIQs prediction models, separately. / text

The main aim of this study is to examine participants&rsquo / satisfaction with online Information Technologies Certificate Program (ITCP) which is based on synchronous and asynchronous communication methods over Internet offered by cooperation of Computer Engineering Department and Continuing Education Center at Middle East Technical University. There are three main purposes under the main aim. These purposes are to describe the strength and direction of relationship between participants&rsquo / perceptions of online technologies self-efficacy, online learning readiness, locus of control, prior knowledge, and participants&rsquo / satisfaction / to analyze contributing factors of participants&rsquo / satisfaction based on semester 1, 2, 3 and 4 in the online ITCP / and to investigate instructors&rsquo / and participants&rsquo / views about satisfaction in online ITCP. The sample includes 62 participants who enrolled and 8 instructors who offered courses in this online program in 2004-2005. A combination of quantitative and qualitative data collection methods are used in this study. The results of the study demonstrate that participants&rsquo / initial perception of online learning readiness is only a variable that correlate statistically significant with participants&rsquo / satisfaction. Although participants&rsquo / overall satisfaction is generally positive, it decreases over the semesters of the program. Participants are satisfied with learner-instructor interaction and institutional support in the program. However, participants&rsquo / satisfaction level is low for interaction among participants. Also, participants&rsquo / satisfaction about course structure and flexibility decrease over the semesters in the program. Moreover, the findings of semi-structured interviews with participants and instructors and chat session and discussion list transcripts reveal complementary results to the statistical analyses.

The aim of thesis was summed up the basic theoretical knowledge, to identify the fundamental factors of working satisfaction, to analyze working satisfaction to identify the factors of working satisfaction and dissatisfaction. Based on the results of research propose new measures how to improve dissatisfaction. In this thesis was used a questionnaire survey and structured interviews. A questionnaire was used for technical-economic employees and workers. Structured interviews were conducted with five top managers. Respondents were asked about satisfaction with the content of work, remuneration, promotion of personal development and career growth, the human relations and working conditions. In conclusion they were asked about their relation to the company in which they work.