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Statement of the Problem. The object of this study is to test the theory of determinants of job satisfaction as proposed by Herzberg, Mausner and Snyderman in The Motivation to Work (1959) by applying Herzberg's (1959) technique to female library employees. The theory states that the factors causing job satisfaction ("satisfiers") are qualitatively different from the factors causing job dissatisfaction ("dissatisfiers"). Satisfiers or motivators are mostly the factors of "achievement", "recognition", "responsibility", "growth", "advancement" and "the work itself". The presence of these factors acts primarily as a satisfier. On the other hand dissatisfiers are mainly made up of such matters as "pay", “supplementalbenefits", "company (library) policy and administration", "behavior of supervision", "working conditions" and other factors which are peripheral to the task itself. The major criticisms of Herzberg's study (Brayfield, I960) (Ewen, 1964) are that the area has not been widely researched and that unwarranted generalizations are made from the findings which only include (1) a few job classifications and (2) practically no study of females (Herzberg et al., 1959; Myers, 1964). A third important criticism may be made which is that no one, at the time this study was made, had generated categories of satisfaction and dissatisfaction using Herzberg's technique, without referring to Herzberg's categories thus testing their validity. This study will deal with these criticisms by testing the applicability of Herzberg's technique to female librarians, library assistants, and clerks and by doing so will: 1. generate categories of satisfaction and dissatisfaction, without reference to Herzberg's categories, and thereby test the validity of Herzberg's categories, 2. test the applicability of the Herzberg technique on female subjects, and 3. test the applicability of Herzberg's technique to the job classifications of librarians, library assistants and library clerks. The Method. Seventy-seven subjects who were employees of the University of British Columbia Library were interviewed individually; 27 Librarians, 19 Library Assistants and 31 Clerks. The Herzberg (1959) patterned interview was used to elicit from the subjects sequences of events which were satisfying and dissatisfying. Categories of first-level and second-level "satisfiers" and "dissatisfiers" were generated and compared with Herzberg's (1959) categories of first-level and second-level "satisfiers" and "dissatisfiers". The frequency of responses in the first and second-level satisfying and dissatisfying categories in this study were compared with the frequency of responses in the first and second-level satisfying and dissatisfying categories in Herzberg's (1959) study. A comparison of the duration of feelings for first-level sequences between Herzberg's (1959) data and the data in this study was made. Conclusions. This study generally validates the first and second-level categories generated by Herzberg (1959). Virtually all Herzberg's (1959) categories were generated from the female library subjects plus some extra second-level categories which Herzberg did not find. The concept of unilateral satisfiers and dissatisfiers was generally supported but the unilateral satisfiers and dissatisfiers were not consistent for all job classifications. There were no consistently unilateral satisfiers for all the job classifications and only two consistently unilateral dissatisfying categories for the female library subjects: "company (library) policy and administration" and "working conditions". Herzberg's (1959) first-level satisfiers of long duration were first-level satisfiers of short duration for the female library subjects. The "work itself" was the only predominantly long duration first-level dissatisfier in Herzberg's (1959) study which was also a long duration first-level dissatisfier for the female library subjects. / Arts, Faculty of / Psychology, Department of / Graduate

&lsquo / Human capital&rsquo / is the buzzword of the 21st century and is becoming the core value of organisations. In South Africa it is estimated that more than R500 million is lost annually through absenteeism and loss of productivity as a result of stress. Employees are key contributors to the bottom-line and should be selected, placed and applied in such a way that the company only benefits from their output. Therefore, if the human element is a crucial element it becomes essential for the organisation to nurture, protect and optimise individuals to their full potential.<br /> <br /> There is a fair degree of agreement on the variables that act as organizational stressors, however, studies on stress and salutogenic functioning in a state owned enterprise have not been found. According to the literature, salutogenic factors function as generalised resistance resources and a high score on sense of coherence, as well as an internal locus of control correlates with low scores on stress. The present research has a general aim of exploring the relationship between stress and salutogenic functioning, within a state owned enterprise. The levels of stress were correlated with the presence of high or low levels of sense of coherence and whether the individuals display an internal or an external locus of control. A sample of 240 employees (N=240) was used from the organisation.<br /> <br /> The following questionnaires were utilised to measure the range of variables. Levels of stress were measured by the Experience of Work and Life Circumstances Questionnaire (WLQ). Whereas the salutogenic construct, sense of coherence was measured by the Orientation to Life Questionnaire (OLQ) and the second salutogenic construct, locus of control, was measured by the Locus of Control Inventory (LCI). The statistical analyses included inferential (correlation, t-test and analysis of variance) and descriptive statistics. The results demonstrated significant relationships between low stress levels, sense of coherence and internal locus of control. As such, salutogenic functioning in terms of sense of coherence and locus of control, had a significant correlation with levels of stress.

Cheung Yue-Lok. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 72-79). / Abstracts in English and Chinese ; questionnaire also in Chinese.

Digitized by Kansas Correctional Industries

Kwok, Tak Yee. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 99-115). / Abstract also in Chinese; appendix II-IV in Chinese. / ABSTRACT --- p.i / 摘要 --- p.iii / ACKNOWLEDGEMENT --- p.iii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vi / LIST OF FIGURE --- p.vii / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter CHAPTER 2 --- LITERATURE REVIEW --- p.6 / Overview of Climate --- p.6 / Content of Climate --- p.10 / Outcomes of Climate --- p.12 / Individual Processes Linking Climate and Outcomes --- p.14 / Deriving Climate from Perception of Human Resource Systems --- p.16 / Climate for Commitment - Perceptions of Commitment Human Resource Systems --- p.74 / Overview of Goal Orientation --- p.28 / Dimensionality of Goal Orientation --- p.30 / Trait versus State Goal Orientations and their Antecedents --- p.32 / Outcomes of Goal Orientation --- p.34 / Overview of Job Performance --- p.37 / Team Role Performance --- p.40 / Predictors of Team Role Performance --- p.43 / Chapter CHAPTER 3 --- MODEL AND HYPOTHESES DEVELOPMENT --- p.46 / Theoretical Underpinnings of Model --- p.46 / Model Development --- p.50 / Hypotheses Development --- p.54 / Climate for Commitment and Team Role Performance --- p.54 / Mediating Role of Learning Goal Orientation in the Relationship between --- p.54 / Climate for Commitment and Team Role Performance --- p.58 / Chapter CHAPTER 4 --- METHODS --- p.68 / Sample and Procedures --- p.68 / Measures --- p.70 / Chapter CHAPTER 5 --- RESULTS --- p.76 / Factor Structure of the Measures --- p.76 / Descriptive Statistics and Correlations --- p.80 / Test of the Hypothesized Model --- p.82 / Chapter CHAPTER 6 --- DISCUSSION --- p.86 / Theoretical Implications --- p.88 / Practical Implications --- p.91 / Limitations --- p.92 / Future Directions for Research --- p.95 / Conclusion --- p.98 / REFERENCES --- p.99 / APPENDIX --- p.116 / Appendix I: Measurement Items for this Study --- p.116 / Appendix II: Questionnaire for Subordinate at Time 1 (Chinese) --- p.118 / Appendix III: Questionnaire for Subordinate at Time 2 (Chinese) --- p.124 / Appendix IV: Questionnaire for Supervisor (Chinese) --- p.130

The interaction effects of perceived work schedule flexibility (PWSF) and the number of hours worked on work-family conflict, and the interaction effects of PWSF and the type of work schedule on work-family conflict were investigated for employees of a regional bank headquartered in the Pacific Northwest. A 50% response rate was obtained from a survey questionnaire administered to 2,000 randomly selected employees. Hierarchial multiple regression analyses conducted on 526 subjects revealed no significant interaction effects for PWSF and type of work schedule. The interaction effect for PWSF and number of hours worked was not tested due to a significant correlation between number of hours worked and type of work schedule. However, significant main effects were found for both PWSF and the type of work schedule. Employees_working a "part-time" schedule reported significantly lower work-family conflict than employees working a "standard" or "flexible" schedule. No significant differences were noted in work-family conflict between employees who worked "flexible" and "standard" work schedules. Overall, as PWSF increased, work-family conflict decreased. Employees who reported having "a lot" or "some" PWSF experienced significantly lower levels of work-family conflict than those employees who reported having "hardly any" or "no" PWSF. Supplemental analyses were conducted on the number of hours worked variable. Results revealed that the number of hours worked made a unique contribution to the total variance in work-family conflict above and beyond that accounted for by type of work schedule. In contrast, both PWSF and number of hours worked contributed uniquely to the total variance in work-family conflict above and beyond that accounted for by each variable individually. Limitations of the research study are discussed and suggestions for future research are provided.

When a fault develops in a chemical plant process, the plant operator must identify the fault rapidly and take immediate corrective action. The interaction of process factors varies from fairly to highly complex (in extreme cases, this interaction is not yet fully understood even by chemical engineers) and consequences of faults can occur in chainreactions. The operators task is to control all process parameters until the plant is brought back to normal conditions. Doing this, he is fully aware of the fact, that the consequences of wrong corrective action or failure to bring the plant under control can be grave in economic terms, extremely serious (lethal) in terms of the operator's hazards and potentially catastrophic. Thus a considerable amount of stress can be built up, which is potentially interfering with the "cool" required to succeed in overcoming the emergency as quickly and efficiently as possible. This project attempts to explore presumed correlations between personality factors and performance under stress. Where such correlations exist in significant manifestation, their rank of magnitude was established and their predictive value investigated. / Thesis (M.A.)-University of Natal, 1977.