The study's purpose was to determine the job satisfaction level of Virginia Soil and Water Conservation District (SWCD) employees during fiscal year 2007-2008. Employee characteristics were identified; three measures of job satisfaction were attained (intrinsic, extrinsic, general satisfaction); and satisfaction levels on 12 specific job aspects were determined. The relationship between job satisfaction and four independent variables (age, gender, education level, primary job responsibility) was assessed. The instrument consisted of an employee characteristics survey, the Minnesota Satisfaction Questionnaire (MSQ) 1977 Short-Form, derived from the MSQ 1967 Long-Form (Weiss, Dawis, England, & Lofquist, 1967), and a modified 2002 Virginia Association of Soil and Water Conservation Districts (VASWCD) survey. Descriptive research statistics were utilized. A total of 185 employees participated, which was an 80% response rate. The majority of employees were characterized as: non-Hispanic, white, female, average age 41 years, married with no children 18 and under living in the home, bachelor's degree, average tenure of 6.52 years, full-time, permanent position, average hourly wage of $14.45 and annual salary of $36,373.54, primary job responsibility "technical." The MSQ found respondents generally and intrinsically satisfied. Greater satisfaction was expressed for variety and social services. Overall respondents were undecided about extrinsic job aspects. Advancement was an area of dissatisfaction. The modified VASWCD survey found respondents satisfied overall. Respondents were "very satisfied" with work schedule, type of work, and board relationships. Employees were less satisfied with health insurance benefits, new employee orientation, and compensation. They were "dissatisfied" with career advancement opportunities and life insurance. Differences in total intrinsic, extrinsic, and general job satisfaction, as measured by the MSQ, based on the independent variables were determined. A one-way ANOVA and Tukey's post-hoc test were utilized. Since the population of this study violated Levene's Test of Homogeneity, the ANOVA could not be performed for age and intrinsic and general job satisfaction. The ANOVA was performed for all other variables. There was not a significant difference in extrinsic satisfaction among respondents of the various age groups. There were no significant differences in intrinsic, extrinsic, or general job satisfaction for the variables of gender, education level, or primary job responsibility. / Ph. D.

The purpose of this study was to explore the definitions, benefits, challenges, methods and perceived levels of current collaboration of Virginia’s 47 Soil and Water Conservation Districts, each a political subdivision of state government. The study was guided by the following questions (1) What is collaboration and how is it used by political subdivisions of state government? (2) What collaborative strategies are used specifically by soil and water conservation districts? (3) At what level are districts currently collaborating? (4) At what level do districts prefer to collaborate? A mixed methods research survey was used. The quantitative section measured current perceptions of collaboration based on six indicators of successful collaborations as determined and tested by the Amherst Wilder Foundation—environment, membership, process and structure, communication, purpose, and resources—through use of its Collaborative Factors Inventory. The qualitative portion allowed further exploration into how districts are utilizing collaboration at a grassroots level. Desired levels of collaboration were also captured. The entire district population—district directors, associate directors, and staff—was surveyed and responses analyzed to better understand collaborative efforts. The results indicate that collaborations occur because of both the resource benefits received and the support of a greater cause—or a mix of relational exchange and resource dependency theories. Of the six collaborative indicators, resources proved the greatest area of concern. The process and structure variable was found to be a second needed area of growth. Trust issues with key partners, a component of the membership variable, were also identified as hindering collaboration. Overall, current perceived levels of collaboration occur between coordination and coalition, or a three to four on a five point scale. However, districts identified a desire to operate more often at the coalition level. By focusing on improvement to process and structure needs as well as resource issues, trust will improve and desired levels of collaboration can be reached. This study will enrich the existing literature by expanding on the use of collaboration as it relates to political subdivisions. Findings will be of value to all conservation districts, with greatest value to Virginia. Partner agencies, policymakers, and public administrators will further benefit by gaining insights into the collaborative process.

No description available.