El objetivo ha sido establecer la relación entre la motivación y la Satisfacción Laboral en los trabajadores del área de servicio al cliente de una Tienda por Departamentos en Lima Metropolitana. La hipótesis general ha comprobado la existencia de una relación directa y significativa entre la motivación y satisfacción laboral; obteniéndose un coeficiente de correlación Rho de Spearman donde el diseño de investigación ha sido de tipo descriptivo – correlacional, de tipo cuantitativo. The objective has been to establish the relationship between motivation and Labor Satisfaction in the workers of the customer service area of a Shop by Departments in Metropolitan Lima. The general hypothesis has proven the existence of a direct and significant relationship between motivation and job satisfaction; obtaining a Spearman Rho correlation coefficient where the research design has been descriptive - correlational, of a quantitative type.

Thesis (MPH)--University of Limpopo, 2010. / Relationships have been reported between job satisfaction, productivity, absenteeism and turnover among healthcare employees and as such it affects employees’ organizational commitment and the quality of healthcare services. The aim of the study was to determine the factors influencing job satisfaction among healthcare professionals at South Rand Hospital. The study was conducted among 103 participants. Self-administered questionnaires were used to collect data from the participants. Data was then analyzed using statistical software SPSS 17.0. The results showed a low level of job satisfaction. Almost 80% (79.6%) of participants were not satisfied with their jobs, and there was no association between job satisfaction and socio-demographic characteristics. Variables such as opportunity to develop, responsibility, patient care and staff relations were found to be significantly influencing job satisfaction and there was a significant positive medium association between job satisfaction and opportunity to develop, responsibility, patient care and staff relations for both clinical and clinical support staff. Satisfaction with one’s job can affect not only motivation at work but also career decisions, relationship with others and personal health. Those who are working in a profession that is extremely demanding and sometimes unpredictable can be susceptible to feelings of uncertainty and reduced job satisfaction. Job satisfaction is also an essential part of ensuring high quality care. Dissatisfied healthcare providers give poor quality, less efficient care. Interventions need to be implemented in order to improve the level of job satisfaction among healthcare professionals at South Rand Hospital.

A questionnaire survey of a stratified random sample (n=180) of registered nurses employed at two hospitals in the Australian Capital Territory was conducted to identify factors contributing to their job satisfaction and measure levels of satisfaction of registered nurses Grade 1, Grade 2 and Grade 3. The response rate was 75%. The survey found that registered nurses were satisfied with the scheduling, opportunities to utilize skills, working conditions, working relationships, leadership, decision making on patient care and intrinsic components of Job satisfaction and dissatisfied with the salary component. Registered nurses Grade 2 were more satisfied than the Grade 3 group and registered nurses Grade 1 were least satisfied (P=< .05).

<p>Wizz Airline company was established only three years ago. This thesis explores the customers' satisfaction about their services. The data was collected from internet forums and journals. The final conclusion was that the majority are satisfied with Wizz Air's services.</p>

Wizz Airline company was established only three years ago. This thesis explores the customers' satisfaction about their services. The data was collected from internet forums and journals. The final conclusion was that the majority are satisfied with Wizz Air's services.

Most of the researchers have discussed the phenomenon of job quality from different perspectives in Customer Contact Center. The current study has highlighted this issue by investigating the relationships of job quality within the organization and the external world. The literature of the study thoroughly discussed the issue in a symmetric way. Further, the hypothesis has been developed on the basis of previous literature and theory. By considering the both employees and customer’s perspective, a dyadic approach has been selected. The primary data were collected with the help of two questionnaires. Three sample companies have been selected from Telecom Industry of Pakistan. Subsequently, the empirical data is presented and tested by using statistical software (SPSS). Finally, the hypotheses have been verified by using statistical tools. In concluding, a positive indirect relationship has been found among the variables of job quality and customer satisfaction. The contribution to study along with further research has been conferred.

To date, only two studies have examined the accuracy of people’s perceptions of their romantic partners’ sexual satisfaction. These have yielded inconsistent results, with one study suggesting that men tend to overestimate their partners’ sexual satisfaction while women do not, and the other suggesting that women tend to overestimate their partners’ sexual satisfaction while men do not. Both studies have significant methodological limitations that make it difficult to interpret their findings. The first purpose of the current study was to investigate how similar people’s perceptions of their partners’ sexual satisfaction were to the levels of sexual satisfaction their partners reported, using an improved research methodology that addressed the limitations of past research. The second purpose of the current study was to better understand the factors that predict bias in perceptions of partner sexual satisfaction, using an integrative model that included both interpersonal and intrapersonal factors. Participants were 84 heterosexual couples who were married or cohabiting. They completed measures of sexual satisfaction (their own and their partners’), relationship satisfaction, quality of communication about sexual issues within their relationships, and also completed a task designed to assess emotion recognition abilities. We found that partner perceptions of sexual satisfaction were strongly correlated with self-reported sexual satisfaction for both males and females. We also found that males’ perceptions of their female partners’ sexual satisfaction were significantly biased, such that they underestimated their partners’ levels of sexual satisfaction. Females neither over nor underestimated their partners’ sexual satisfaction. Additionally, we found that better quality of sexual communication predicted decreased bias, while there was a trend toward better emotion recognition abilities predicting decreased bias. Further, quality of sexual communication and emotion recognition abilities interacted such that when the quality of sexual communication was good, there was no association between emotion recognition abilities and bias, but when the quality of sexual communication was poor, better emotion recognition abilities were associated with less bias. Implications of these findings are discussed.

Among the age competition, more and more companies know how to provide fine, humane benefit cares, in order to obtain satisfactory outcome and secure good employees. Therefore, companies should know employees¡¦ diverse needs in being cared. The purposes of the employees¡¦ benefit committee devoting to promote benefit cares are to lift working spirits, to raise working efficiency, and to increase the enterprise overall profits. The best method to evaluate employees¡¦ feelings toward the benefit of cares is to measure their satisfaction. At the customer-oriented new economy age, most companies realize that having satisfied employees can eventually bring in customer satisfaction. The main purposes of this study are to explore the degrees of satisfaction and importance, respectively, of the employees toward the care items proposed by the Taiwan Sugar Corporation Employee¡¦s Benefit Committee and to provide suggestions and ways of improving. We randomly draw 5¢H employees from the Taiwan Sugar Corporation and they are the subjects of this study. Totally 210 copies of questionnaires are given away and 188 copies deemed effective are retrieved. There are 34 survey questions in the questionnaire. The Likert scale is adopted and SPSS for Windows is used as the tool for statistical analysis. This paper tries to figure out the top five satisfactory/unsatisfactory, important/unimportant benefit care items. The benefit care items are categorized into four groups. They are the group with balanced demand and supply, the group with excess demand, the group with excess supply, and the group with wasted resources. The result can be a reference for Taiwan Sugar Corporation Employee¡¦s Benefit Committee to improve their benefit care items. This study finds that there is a difference between the degrees of satisfaction and the degrees of the importance and employees with different personal backgrounds are different toward the perception of satisfaction and importance.

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The link between job satisfaction and job performance is one of the most studied relationships in industrial/organizational psychology. Meta-analysis (Judge, Thoresen, Bono, & Patton, 2001) has estimated the magnitude of this relationship to be ρ = .30. With many potential causal models that explain this correlation, one possibility is that the satisfaction-performance relationship is actually spurious, meaning that the correlation is due to common causes of both constructs. Drawing upon personality theory and the job characteristics model, this study presents a meta-analytic estimate of the population-level relationship between job satisfaction and job performance, controlling for commonly studied predictors of both. Common causes in this study include personality trait Conscientiousness, Extraversion, Agreeableness, and core selfevaluations, along with cognitive ability and job complexity. Structural equation modeling of the meta-analytic correlation matrix suggests a residual correlation of .16 between job satisfaction and performance—roughly half the magnitude of the zero-order correlation. Following the test of spuriousness, I then propose and find support for an integrated theoretical model in which job complexity and job satisfaction serve as mediators for the effects of personality and ability on work outcomes. Results from this model suggest that job complexity is negatively related to satisfaction and performance, once ability and personality are controlled. Contributions of this paper include estimating the extent to which the satisfaction-performance relationship is partly spurious, which is an advancement because the attitude-behavior link has not been estimated in light of personality and job characteristics. Another contribution is the integrated theoretical model, which illuminates mediators in some of the effects of personality and ability.