Thesis project (D. Min.)--Denver Seminary, 2005. / Includes bibliographical references (leaves 277-290).

Thesis project (D. Min.)--Denver Seminary, 2005. / Abstract. Includes bibliographical references (leaves 277-290).

The objective of this research is to compare public and private organizations with regard to work related attitudes, work satisfaction and organizational commitment. The long-standing debate as to whether or not public administration must rely upon business administration assumptions has strengthened the need for more research analyzing the similarities and differences between public and private organizations. The public-private comparison is relevant to understand the context in which the transferability of management techniques occurs and be aware of the differences between public and private employees' needs and perceptions. Therefore, this study attempts to explore if the factors that influence work satisfaction and organizational commitment differ for public and private employees. Data from a survey of 925 employees in the public sector and 339 employees in the private sector were collected in order to explore the antecedents of satisfaction and commitment. Multiple regression analysis was employed to test the proposed hypotheses.

The aim of my thesis is to analyze the satisfaction of emloyees of the company XY. The first chapter describes the aim of whole work and the subject of the thesis. The following chapter deals with the theory explaining motivation, incentives and job satisfaction. The third chapter analyzes the results of the survey and answers provided by employees. Based on found dissatisfaction, possible solutions to improve current situation at the company are introduced as well.

In my thesis, I will address the issue of job satisfaction and employee motivation. In the first chapter, I determine the object and goals of my work, formulate hypotheses and describe the methodology of my research. In the second chapter I would like to present some of the theoretical analysis of job satisfaction and employee motivation. I will mention some of the work motivation theories. I will also mention the relationship between job satisfaction, loyalty, and later on identification of an employee with the company. I will discuss material rewards and benefits as significant factors in job satisfaction. In the research part, I will introduce the company, especially its personnel policy. I will describe the research sample, analyze the empirical research and hypotheses. In the final part, I will submit concrete proposals to improve the situation in the given company.

El objetivo de la investigación fue determinar la relación entre la percepción de sexismo y la satisfacción laboral en 160 mujeres trabajadoras de una empresa del rubro de útiles escolares de Lima Metropolitana, entre 19 y 29 años. Se aplicó, la Escala de sexismo percibido y el Cuestionario de satisfacción laboral. Se encontró que la percepción de sexismo no se relaciona de manera directa con la satisfacción laboral de las trabajadoras. Sin embargo, se halló que las trabajadoras que tienen de 0-6 y 7-12 meses tienen mayores puntajes promedios de satisfacción laboral. En conclusión, se encontró que no existe una relación inversa entre la percepción de sexismo y la satisfacción laboral de las trabajadoras. / The objective of the research was to determine the relationship between the perception of sexism and job satisfaction in 160 working women of a company in the business of school supplies in Metropolitan Lima, between 19 and 29 years old. The Perceived Sexism Scale and the Job Satisfaction Questionnaire were applied. It was found that the perception of sexism is not directly related to the job satisfaction of the workers. However, it was found that female workers who are 0-6 and 7-12 months old have higher average job satisfaction scores. In conclusion, it was found that there is no inverse relationship between the perception of sexism and the job satisfaction of female workers. / Tesis

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Arbetstillfredsställelse är ett komplext begrepp (Smith m.fl., 2010) som kan beskrivas som en attitydsvariabel för hur individen upplever sitt arbete (Spector, 1996). Tidigare studier har visat att sociala faktorer, personlighetsdraget extraversion såväl som stress påverkar individens grad av arbetstillfredsställelse. Arbetsmiljöverkets rapport från 2001 visade att lagerarbetare är ett av de 10 mest stressade yrkena bland män. Däremot är forskningen om arbetstillfredsställelse i denna yrkesgrupp mycket begränsad. Föreliggande studies syfte var därför att undersöka om de psykologiska och sociala faktorerna (arbetskrav, rollförväntningar, kontroll i arbetet, social interaktion, ledarskap, grupparbete, organisationskultur- och klimat, förutsägbarhet samt skicklighet i arbetet) predicerar arbetstillfredsställelse. Vidare var syftet med studien att undersöka om grad av stress och extraversion påverkar arbetstillfredsställelsen. Studien omfattade 84 anställda vid två lagerföretag. Instrumentet som användes var QPSNordic 34+ (frågeformulär om psykologiska och sociala faktorer samt stress) och Eysencks personlighetstest EPQ-R (Eysenck personality questionnaire- revised). Resultatet av MRA visade att de psykologiska och sociala faktorerna tillsammans förklarade 13.3% av arbetstillfredsställelsen. Vidare visade resultat från ett ANOVA-test att individer med en låg grad av stress upplevde hög arbetstillfredsställelse. Slutligen fanns det inga skillnader mellan grad av extraversion och arbetstillfredsställelse bland lagerarbetare. Nyckelord: Lagerarbetare, Arbetstillfredsställelse, psykosociala faktorer, stress, extraversion. / Work satisfaction is a complex construct (Smith et al., 2010) which can be described as a variable of attitude on how the individual experiences the workplace (Spector, 1996). Previous studies have showed that social factors, the personality trait extraversion, and stress, influence the level of work satisfaction. A report from the Swedish Work Environment Authority from 2001 indicates that store workers is one of the ten most stressful occupations among men. Research regarding work satisfaction which concerned this group is very narrow. The purpose of the study was to highlight this occupation, and examine if psychological and social factors (work requirement, role expectations, control at work, social interaction, leadership, group work, organizational culture and climate, predictability and skillfulness at work) can predict work satisfaction. Furthermore, the purpose of the study was to investigate how the level of stress and extraversion can have an impact on work satisfaction. This study was implemented with a sample of 84 employees from two companies. The instruments used were the QPSNordic 34+ (Questionnaire with psychological and social factors and stress) and the Eysenck’s personality test EPQ-R (Eysenck personality questionnaire-revised). The result of the MRA showed that the psychological and social factors explained 13,3 % of the work satisfaction. Furthermore, the ANOVA showed that low stress level results in high work satisfaction. The study showed no differences between levels of extraversion and work satisfaction among store workers.

Samtidigt som antalet äldre med stora omsorgsbehov ökar, har äldreomsorgen rekryteringsproblem och hög personalomsättning, vilket är en utmaning för samhället. Att uppleva tillfredsställelse i arbetet har visat sig kunna minska personalomsättningen. Uppsatsens syfte är att undersöka hur undersköterskor upplever sitt arbete i äldreomsorgen samt vad som ger tillfredsställelse respektive skapar otillfredsställelse i arbetet. Uppsatsen bygger på kvalitativa intervjuer med undersköterskor (n=6). Resultaten analyserades hermeneutiskt och utifrån Herzbergs tvåfaktorsteori samt Antonovskys teori om KASAM. Undersköterskorna i vår studie upplevde sig generellt tillfredsställda med sitt arbete. Resultatet visar att en viktig faktor som gav förutsättningar till arbetstillfredsställelse var goda mellanmänskliga relationer. Otillfredsställelse i arbetet skapades framförallt av bristande tid att utföra arbetsuppgifter på ett tillfredställande sätt. Vi argumenterar för att vårt resultat kan ge en vägledning till vad som ger tillfredställelse respektive skapar otillfredsställelse för undersköterskor i äldreomsorgen och därigenom bidra med kunskap till äldreomsorgen. / The number of older people with major care-needs increase, at the same time as elder care has problems with recruitment and high staff turnover. This is a challenge for society. Satisfaction at work has been shown to reduce staff turnover. The purpose of this study is to examine how nurse assistants perceive their work in elder care, and what creates satisfaction and dissatisfaction at work. The results, based on interviews with nurse assistants (n=6) analyzed hermeneutically using Herzberg’s two-factor theory and Antonovsky’s sense of coherence theory showed that most nurse assistants felt generally satisfied with their work. The result shows that an important factor giving the conditions for work satisfaction was good human interpersonal relationships. Dissatisfaction at work was mainly due to the lack of time to fulfill work tasks to a satisfactory level. We argue that our results can provide guidance to reasons for satisfaction and dissatisfaction for nurse assistants in elderly care and contribute to important knowledge to elder care.

Syftet med studien var att tillämpa Paulsens (2017) modell av funktionell dumhet som en form av organisatorisk lydnad på socialtjänsten som arbetsplats. Paulsens tio ”anpassningslogiker” operationaliserades till 20 frågor med svarsalternativ på en Likert-skala. En enkät med dessa frågor samt ett envariabelsmått på arbetstillfredsställelse skickades sedan ut till socialarbetare i sex kommuner (N=73). Resultatet visar att en majoritet av studiedeltagarna kände igen sig i anpassningslogikerna, samt att ”förtvivlan” är vanligast som lydnadsmodus på socialtjänsten. Bivariat analys och test av intern konsistens visar på god reliabilitet hos modellen. Samtidigt visar en multipel regressionsanalys att funktionell dumhet förklarar 30 procent av socialarbetares arbetstillfredsställelse, med ”auktoritarism” och ”cynism” som signifikanta prediktorer. Studien tyder på att Paulsens modell av funktionell dumhet kan bidra till vår förståelse för hur socialarbetare hanterar det sociala arbetets problematiska sidor. / The study's aim was to apply Paulsen’s (2017) model of functional stupidity as a form of organizational compliance to a social work context. A questionnaire was developed with 20 Likert items that operationalised Paulsen's ten “stupidity rationales”, together with a measure of work satisfaction, and distributed to social workers in six municipalities (N=73). Results show that most stupidity rationale items were endorsed by a majority of participants, with the “despair” mode of compliance most strongly endorsed. Bivariate and internal consistency reliability analysis indicated that Paulsen's model was a good fit to the data, while multiple regression analysis demonstrated that the model of functional stupidity explained 30 percent variance in work satisfaction, with “authoritarian” and "cynicism" modes as significant predictors in the model. The study suggests that Paulsen's model of functional stupidity has potential value for increasing our understand of how social workers' cope with the demands of their work.