A job satisfaction questionnaire measuring satisfaction with various job aspects was administered to 458 male equipment operators in 30 district offices of a North Texas based petroleum services company to determine whether mean district scores on any of nine sub-scales developed through factor analysis or on the composite overall satisfaction scale were predictive of subsequent district turnover rate. Eight of the nine sub-scales were correlated with district turnover rate at the .05 level or better. Overall satisfaction was also significantly related to district turnover rate (r = .57, p < .001). It was concluded that the instrument is a valid indicator of subsequent employee turnover rate in the population studied. However, a cross-validation was suggested to determine whether the relationships can be generalized to other populations.

The main objective of this study was to determine the relationships between sets of key variables, as portrayed in the theoretical model. This model suggested inter alia, that selected personality variables are the mediators of the relationship between job satisfaction and organisational culture. The final empirical predictive model revealed that the selected personality variables were not the mediators of the relationship between job satisfaction and organisational culture. The methodology of the study has been designed to answer the research questions. The research design is a quantitative design and the application of measuring instruments generated primary data. Five different questionnaires have been applied, namely the Minnesota Satisfaction Questionnaire, Five Factor Personality Inventory, Sense of Coherence Questionnaire, Self-Efficacy Scale and the Organisational Culture Scale. An ex post facto approach to data analysis has been used for retrospectively exploring the inter-relationships between the data sets. A two-stage process of data analysis has been followed. The objective of the first phase is to establish scale reliabilities before proceeding to the second phase. The objective of the second phase is to establish the nature of the relationships between key variables in applying multi-variate statistical techniques (e.g. multi factor analysis of variance (ANOVA) and General Linear Modeling (GLM) and to develop an empirical theoretical model for predicting organisational culture. In phase one, the statistical procedures applied include descriptive statistics, tests for sampling adequacy and tests for sphericity, in order to establish if the inter-correlation matrices were suitable for further factor analysis. The factor analyses are followed by iterative item analyses. From the descriptive scale one can infer that conscientiousness, agreeableness, goal-directedness, imposed personal demands, internal climate and intrinsic satisfaction are the best answered items. Three dimensions of the Minnesota Satisfaction Questionnaire, two dimensions of the Organisational Culture Scale, five dimensions of the Five Factor Personality Inventory and one scale each of the Sense of Coherence Questionnaire and Self-Efficacy Scale have been identified. These scales all presented high and acceptable Cronbach Alphas and the total score distributions indicate that parametric (normal distribution) inferential statistical procedures can be applied. In the second phase, inferential statistical procedures have been conducted to test the hypotheses. In applying bi-variate analyses (i.e. analyses of variance) the relationship between biographical variables, job satisfaction and organisational culture has been established. The main findings of this part of the research can be summarised as follows: • Significant differences in the mean scores between the race groups – Blacks compared to the Coloured/Asians and Whites - and imposed personal demands were found. • Significant differences in the mean scores between the education groups – Basic diploma and specialised diploma and Basic diploma with additional qualifications – and intrinsic satisfaction were found. • Significant differences in the mean scores between the home language groups and job satisfaction dimensions – personal demands and extrinsic satisfaction -- were found. A similar statistical procedure has been applied by using the GLM, in which all the biographical variables and personality variables were included in the equation to predict job satisfaction. The findings are: • Selected personality variables (Five Factor Model) predicted job satisfaction and, in certain cases, the personality variables were moderated by a biographical variable, namely hospital type. In applying the GLM to determine job satisfaction as predictor of organisational culture, the following results have been obtained: • Imposed Personal Demands did predict organisational culture – with regard to goal-directedness, however, a negative regression line was shown. • Extrinsic Satisfaction predicted organisational culture – goal-directedness and internal climate depended on diploma and specialised diploma. In applying the GLM to determine the selected personality variables as the mediators of the relationship between job satisfaction and organisational culture, no empirical significant results have been achieved. With regard to the relationship between biographical variables, selected personality variables and organisational culture, it has been found that personality variables did predict organisational culture (goal-directedness and internal climate). The biographical variables acted as moderators of the personality variables. The hypothesised difference between the five-work units’ organisational cultures revealed no statistical significant differences in the mean scores. In applying the GLM, it was found that the CTICU was a moderator of conscientiousness in the prediction of the internal climate. It was found that the biographical variables, hospital type, educational level and unit of work, were the moderators of selected personality variables in the prediction of job satisfaction and organisational culture. It was found that the job satisfaction dimensions explained more variance in the prediction of organisational culture, opposed to the selected personality variables that primarily predicted job satisfaction and secondarily perceived organisational culture. However, a moderating effect was present in this prediction. The findings have some theoretical value as the nursing professionals were included for the first time in a study of this nature. A more sophisticated multi-variate General Linear Model (GLM) was applied for the prediction of job satisfaction and organisational culture. Different predictors explained the variance in job satisfaction and organisational culture, which resulted in a parsimonious predictive empirical model. The model also illustrates possible significant moderating effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining organisational culture. A final review of the research indicated clearly that all the literature and empirical objectives, as set out in the beginning of the study, have been met at the end of this research. A final integrated multivariate empirical model for subjective organisational culture was the result. / Prof. G. Roodt

Thesis (M.A.)--香港中文大學硏究院社會學部. / Reprint of manuscript. / Includes bibliographical references (leaves 298-318). / Thesis (M.A.)--Xianggang Zhong wen da xue yan jiu yuan she hui xue bu. / 圖表目錄 --- p.Xiii / 解說圖表目錄 --- p.XX / 附錄目錄 --- p.Xxi / Chapter 第一章 --- 緒論 --- p.1 / Chapter 一 --- 研究問題的性質 --- p.1 / Chapter 二 --- 研究目的 --- p.4 / Chapter 三 --- 研究的意義 --- p.7 / Chapter 四 --- 研究的限制 --- p.12 / Chapter 五 --- 重要概念詮釋 --- p.14 / Chapter 六 --- 論文結構 --- p.22 / Chapter 第二章 --- 文獻探討：台灣製造業及其勞工概況 --- p.25 / Chapter 一 --- 製造業在台灣經濟結構中的地位 --- p.26 / Chapter 二 --- 台灣製造業員工概況 --- p.33 / Chapter 1 --- 就業人數 / Chapter 2 --- 年齡結構 / Chapter 3 --- 教育程度 / Chapter 4 --- 工作時數 / Chapter 5 --- 薪資 / Chapter 6 --- 工作年資 / Chapter 7 --- 求職方式 / Chapter 8 --- 轉業意向 / Chapter 9 --- 轉業類型 / Chapter 10 --- 轉業率 / Chapter 11 --- 轉業因素 / Chapter 第三章 --- 文獻探討：相關理論與研究 --- p.49 / Chapter 一 --- 工作投入 --- p.50 / Chapter 二 --- 轉業行為 --- p.67 / Chapter 三 --- 工作投入與轉業行為 --- p.76 / Chapter 第四章 --- 研究假設 --- p.87 / Chapter 第五章 --- 研究設計與方法 --- p.98 / Chapter 一 --- 研究對象 --- p.98 / Chapter 二 --- 研究工具 --- p.103 / Chapter 三 --- 研究程序 --- p.109 / Chapter 四 --- 資料分析法 --- p.117 / Chapter 第六章 --- 研究結果的描述 --- p.135 / Chapter 一 --- 樣本特徵、工作投入和轉業行為的分部型態 --- p.136 / Chapter （一） --- 樣本特徵 --- p.136 / Chapter （二） --- 工作投入 --- p.146 / Chapter （三） --- 轉業行為 --- p.157 / Chapter 二 --- 樣本特徵、工作投入和轉業行為三者之間的関联性 --- p.163 / Chapter （一） --- 個人基本資料與四種工作態度及轉業行為 --- p.164 / Chapter （二） --- 組織投入與轉業行為 --- p.171 / Chapter （三） --- 行業投入與轉業行為 --- p.176 / Chapter （四） --- 工作滿意與轉業行為 --- p.182 / Chapter （五） --- 組織投入與行業投入 --- p.187 / Chapter （六） --- 工作投入類型與轉業行為 --- p.189 / Chapter 第七章 --- 研究結果的分析和討論 --- p.195 / Chapter 一 --- 樣本特徵的分析和討論 --- p.196 / Chapter （一） --- 個人基本資料 --- p.198 / Chapter （二） --- 工作態度 --- p.207 / Chapter （三） --- 轉業行為 --- p.226 / Chapter 二 --- 假設測定和分析 --- p.240 / 副假設 --- p.240 / 副假設 --- p.243 / 副假設 --- p.245 / 副假設 --- p.248 / 副假設 --- p.251 / 副假設 --- p.253 / 中心假設 --- p.263 / Chapter 第八章 --- 摘要和結論 --- p.272 / Chapter 一 --- 研究摘要 --- p.272 / Chapter 二 --- 研究貢獻 --- p.277 / Chapter 三 --- 再研究的建議 --- p.284 / 附錄 --- p.291 / 書目 --- p.298

Thesis (MBA.) -- University of Limpopo, 2015 / This research report investigated job satisfaction and organisational commitment in a changing environment at Sefako Makgatho Health Sciences University (SMU). The desire to this enquiry was a result of the recent de-merger and name change experienced at the University hence the researcher developed curiosity to determine if employees are still satisfied with their jobs and whether they are still committed to work for the organisation. The research also investigated the perceptions of employees regarding management of change at SMU. Evidence from the obtained data shows that employees are generally satisfied to work for SMU hence it seems to suggest that they are also committed to work for SMU. The research was quantitative in nature utilising convenient sampling method. A convenient sample size of (114) was utilised in the execution of this research. The sample was drawn from both administrative and academic staff of the institution. Sections A, B and C of the questionnaire were analysed using SPSS version 22 and section D of the questionnaire was analysed using thematic analysis.

Thesis (MBA) -- University of Limpopo, 2011 / The change or transformation of higher education institutions in South Africa (SA) was mandated by the government, as a response to address past disparities that prevailed as a result of the apartheid government. These disparities, included inter alia, improving access to higher education institutions, improving staff and student equity and improving the quality of higher education throughput. The merger of higher education institutions in SA, like any other institution in another country that had undergone a similar form of change, mostly share the similar experiences, especially if the mergers are mandated by the government. The fundamental issue and the inspiration of the study is the impact of the merger, whether directly or indirectly, on employees’ job satisfaction, organisational commitment and intention to leave. The target population of the study was the university of Limpopo employees, clustered into three categories, viz. the academic, administrative and support services personnel. The study used a random sampling method. A questionnaire, with a combination of closed and open ended questions, was used to collect data. The results indicated that the respondents were not satisfied with their jobs had low organisational commitment and some intentions to leave the employ of the university. However, they indicated that the merger had very little effect on these results.

Title: Construction, Development and Consequences of Job Satisfaction in Banking Sector of PakistanLevel: Second CycleAuthor: Muhammad Naveed Iqbal and Sidra RizviSupervisor: Dr. Maria Fregidou-MalamaDate: 2012, February.Purpose: This study investigates job satisfaction concepts by considering jobs satisfaction factors, leader/manager’s behavior and effects of job satisfaction in the form of organizational efficiency and individual efficiency. It studies the construction, development and consequences of job satisfaction.Design/methodology: The data is collected from commercial bank in Pakistan through a survey by using two different questionnaires, one for employees and one for managers. SPSS technique was used for data analysis.Result &amp; Conclusion: The job satisfaction factors and manager behavior are the input in construction and development of employees’ job satisfaction. Six factors: (promotion, pay, benefit, rewards coworkers and job responsibilities) and managerial style: (middle to the road managerial style) are the most important basis to build the satisfaction level of the employees. Satisfaction/dissatisfaction of an employee affects the organizational efficiency as well as individual efficiency.Contribution: This research helps researchers to use the created model for further extensive research on job satisfaction. It helps the organizations to assess the status of their employee in regard of job satisfaction. Managers can manage polices related to factors and design training accordingly for the desired leadership behavior according to employees preference.Further Suggestion: This research is done in one department of commercial bank in Pakistan. Increase in sample size could produce comprehensive results. National culture effect is ignored in this research that helps to look on different consequences of job satisfaction assessment according to country’s culture. More service sectors such as hospital, insurance, telecommunication etc. should be considered to get more general results.Originality: This research presents construction, development of employee job satisfaction through factors and manager/leader behavior and its results in the form of consequences of satisfaction or dissatisfaction.Keywords: Job Satisfaction, Employees, Job Satisfaction Factors, Manager/Leader

Thesis (M.B.A.)--University of Hong Kong, 1985.

published_or_final_version / Public Administration / Master / Master of Social Sciences

published_or_final_version / Public Administration / Master / Master of Social Sciences

AIM: The aim of the study is to explore the factors that contribute to job satisfaction among registered nurses at KFH and to determine factors associated with job dissatisfaction among registered nurses at KFH. METHODOLOGY: A quantitative, descriptive, exploratory study was conducted to explore the factors that contribute to job satisfaction among Registered nurses at King Faisal Hospital. A non probability convenience sampling technique was used to include all the available registered nurses doing bedside nursing in the study. A criterion for inclusion into the study was to be a registered nurse working in the area for at least 6 months full time employment. Data was obtained through a questionnaire survey using Job Satisfaction Survey (JSS), to assess factors influencing job satisfaction among nurses at KFH, Kigali-Rwanda. Data were analysed by SPSS 15.0 for Windows. FINDINGS: The findings of this investigation was that the factors, namely; supervIsIOn, coworkers, nature of work and communication were factors that contributed to a greater job satisfaction of registered nurses (45.5%); while factors such as pay, promotion, fringe benefit, contingent reward and operation procedures, were factors that caused moderate job satisfaction (55.5%). Simultaneously, the research found that these results also indicated, to some degree, that these factors are contributing to job dissatisfaction, albeit small. The study recommends strategies that management can utilise by improving income (salary, benefits and rewards), job promotion and working conditions may increase RNs' job satisfaction and therefore improve the overall well being of nursing personnel and quality of health services. These strategies may be used as a tool to keep employees satisfied and motivated in their jobs. It also recommends ways by which management can reduce job dissatisfaction amongst employees by improving and simplifying the hospital policy and administrative matters. CONCLUSION: The results of this study revealed that registered nurses are moderately satisfied with their job. The nurse administrators will know that they need to do more to improve nurses' job satisfaction since registered nurses are only moderately satisfied. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2008.