The relationship between task success and task liking and satisfaction was investigated. The independent success measure consisted of three anagram word lists representing different degrees of difficulty. The difficulty criterion was a function of word frequency in the English language, ranging from High - Moderate - Low. Success was measured by the number of correctly solved anagrams. Liking was measured by the semantic differential evaluative dimension. The lists were also rated on potency and activity dimensions. There were three seven-point polar adjective scales on each dimension, making a total of nine ratings per list. Findings statistically support the relationship between task success and task liking and satisfaction. The High frequency list produced the largest number of correctly solved anagrams and was rated as the most liked, most potent and most active. The Low frequency list produced the smallest amount of correctly solved anagrams, and was rated as the least liked, least potent and least active. Practical implications for education and industry as well as further research suggestions were discussed.

Changes such as economic uncertainty, global competition, and an increase in mergers and acquisitions in the past decade have forced organisations to improve organisational effectiveness and streamline operations through downsizing, outsourcing, and restructuring. These actions are associated with large scale workforce reductions. For many employees these changes in working life cause feelings of insecurity of the nature and future existence of their jobs. Interest in the experiences of job loss, job insecurity and stressors associated with organisational restructuring, merging and downsizing has grown considerably during the past few years. The primary objective of this study was to determine the relationship between job insecurity and general health of employees working in a government organisation in the Free State. A cross-sectional survey design was used. A stratified random sample was taken from various occupational levels of a government organisation in the Free State. A total of 130 employees were included of which 83 participants responded. Descriptive and inferential statistics were used to analyse the data. The Job Insecurity Inventory (JII), the General Health Questionnaire (GHQ), as well as a biographical questionnaire were utilised for the purpose of the study. Results confirmed the reliability and validity of the various measuring instruments. Affective job insecurity showed an association with increased levels of social dysfunction, anxiety and sleeplessness and severe depression. Cognitive job insecurity was however not found to correlate with any of the GHQ subscales. Multiple regression analyses indicated that affective job insecurity holds predictive value with regard to severe depression (12%), as well as social dysfunction (10%). Conclusions were made, limitations of the current research were discussed and recommendations for future research were put forward. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

A study of the impact of privatisation on human resource management (HRM) practices was carried out on 319 employees of two privatised utilities in Malaysia, the telecommunication and electricity organisations. Employees were surveyed after privatisation, and two sets of data referring to before and after privatisation were obtained. Dependent variables comprised measures of organisational commitment and job satisfaction. Independent variables were human resource management practices concerning pay, promotion, benefits, performance appraisal, job security, physical working conditions and training and development. The sample comprised nonexecutive employeesw orking at the headquarterso f both organisations. Data were collected by questionnaires. The results were analysed using SPSS for Windows 6.1 using Mests, chi-square, correlation analysis and multiple regression analysis. The results supported some propositions. First, significant differences were found regarding the practi ces of job security, performance appraisal, and training and development before and after privatisation in both organisations. Second, both similar and different antecedents of the affective commitment (wanting to belong), continuance commitment (needing to belong), and normative commitment (obligated to belong) emerged in both organisations before and after privatisation. Third, the antecedents of intrinsic satisfaction (motivating factors) and extrinsic satisfaction (hygiene factors) also exhibited similarities and differences before and after privatisation. The practices of training and development was found to have strong relationship with employees' affective and normative commitment and also with intrinsic and extrinsic satisfaction before privatisation. After privatisation, the common antecedents in both organisations were: training and development for affective commitment, benefits for continuance commitment, and benefits and training and development for normative commitment. The antecedents of intrinsic satisfaction after privatisation in both organisations were training and development and job security, while for extrinsic satisfaction the antecedent practices were performance appraisal and pay. Further analysis of the change in practices in both organisations indicated that training and development was associated strongly with all the dependent variables except continuance commitment. The result showed that changes in training and development were highly associated with affective and normative commitment and with intrinsic and extrinsic satisfaction in both organisations. Results in this study showed that training and development practice has a strong association with organisational. commitment and job satisfaction both before and after privatisation. Therefore it could be inferred that training and development is related to many aspects of employees' attitude regarding the organisation and their job. Management must clearly make a great effort to underst and employees' needs and behaviour and to meet their needs and expectations in order to have committed and satisfied employees working in their organisation.

No description available.

Approved for public release; distribution is unlimited / This thesis examines the effects of personal, job-related, and college characteristics on the job success of women college graduates employed by a major U.S. manufacturing firm. Job success was defined in terms of performance evaluations, wage growth, and promotion rate models. The relative success of graduates of women's colleges were compared to graduates of coeducational institutions. Ordinary Least Squares analysis was used to evaluate the data. Empirical results indicate that performance evaluations were positively influenced by salary grade, various college majors, and attendance at a women's college. Conversely, the number of women faculty at the college attended adversely affected performance. The results of the promotion rate model show that performance evaluations reduce the time to promo­tion. Finally, the wage growth model illustrated the positive effects that marriage and education have on job success. / http://archive.org/details/factorsinfluenci00kell / Lieutenant, United States Navy

No description available.

This study attempted to find out what the employment opportunities and requirements were for women in certain areas of electronic manufacturing.

The purpose of this study is to assess the relationship between job satisfaction and the level of city urbanization. Significant job satisfaction differences between employees in highly urban and in moderately urban cities are expected on the basis of past research. It is hypothesized that employees in moderately urban cities will have higher satisfaction scores than employees in highly urban cities. An affirmative finding would enhance the value of the relationships described in past research, and it would imply a basis for generalization of findings along a rural-urban continuum.

Class of 2007 Abstract / Objectives: The purpose of this study was to determine the level of job satisfaction among faculty in Colleges and Schools of Pharmacy in the United States. Responses to survey questions regarding personal and demographic information were used to analyze differences in satisfaction among the faculty. Methods: A prospective study was performed by distributing an email containing a weblink to a questionnaire to 1,000 randomly selected full-time faculty members in Colleges and Schools of Pharmacy in the United States. The American Association of Colleges of Pharmacy (AACP) Roster of Faculty and Professional Staff for the 2005-2006 academic year was used to generate the list. The weblink directed prospective participants to a questionairre constructed on www.surveymonkey.com. Responses were collected from the website questionairre and analyzed using analysis of variance to interpret the data. Results: A total of 266 participants responded. The mean level of overall job satisfaction for the faculty was 3.6 (+ 1.0). The survey demonstrated significant differences in levels of overall job satisfaction particularly when related to faculty salary categories with the higher salaries generally showing higher levels of satisfaction than those in lower salary categories. Additionally, it showed that factors such as having time for family and other personal needs and opportunity to educate were more important than good salary and benefit packages. Conclusions: Faculty members employed in Colleges or Schools of Pharmacy in the United States are generally satisfied with their jobs.

Class of 2006 Abstract / Objectives: To determine whether staff, clinical, or integrated hospital pharmacists have greater job satisfaction and to determine if sex, age, number of years worked as a pharmacist, or academic degree result in changes in job satisfaction. Methods: A prospective quasi-experimental study was performed by distributing job satisfaction questionnaires to pharmacists working in inpatient locations at two hospitals. The surveys contained a pre-addressed, pre-postage paid envelope for the respondents to mail the completed questionnaires to the investigators. Results: Questionnaires were completed by 38 subjects (mean age = 38.36). Fourteen pharmacists who spent 0 to 40 percent of their time in clinical activities were categorized as staff pharmacists, 10 who spent 41 to 60 percent of their time in clinical activities were integrated, and 14 who spent greater than 61 percent of their time in clinical activities were clinical pharmacists. Overall each category of pharmacists reported mean satisfaction scores above 2.5, indicating that all are satisfied in their jobs. However, differences were seen in the amount of satisfaction. When it came to work environment and professional interaction, integrated pharmacists were more satisfied than staff pharmacists (p=0.026 and p=0.000, respectively). When it came to professional interaction and personal outlook, clinical pharmacists were more satisfied than staff pharmacist (p=0.001 for both). Conclusions: Job satisfaction is directly related to the number of clinical activities performed. Integrated and clinical pharmacists are both more satisfied than staff pharmacists.