Thesis (M.S.)--University of Wisconsin--Madison, 1965. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 88-89).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1975. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

M.A. (Psychology) / Please refer to full text to view abstract

The harassed boss who faces an office full of mutinous, recalcitrant staff every morning may not believe it, but half of South Africa’s employees love their jobs and their employers. That’s according to TNS Research Surveys, which recently released the results of a survey into employee wellbeing and commitment. TNS director Neil Higgs issued a caution, though: because of the tough economic times, employers are likely to be stuck with the malcontents among their staff for longer than they might like (Ferreira, 2009). From the above mentioned it can be deduced that there are many employees who are currently not satisfied with their jobs. This poses a danger for employers and their productivity, as an unsatisfied employee is likely to be an unproductive employee. Satisfied employees are likely to make a better contribution to the economic growth of this country as more drive and motivation will be shown in the workplace. In these tough economic times, those employees who are not satisfied with their jobs are less likely to find employment elsewhere as mentioned above. The main purpose of this research paper was to identify certain factors impacting on job satisfaction. The first step was to complete a literature study on the selected factors which impacts on job satisfaction. The factors selected were that of recruitment and selection, rewards offered by employers, personality of employees and leadership characteristics of superiors. The literature study revealed which methods to use in attempting to deal with the selected factors impacting on job satisfaction. Secondly, the views of staff in various departments and views of staff specifically in the Human Resources department of the selected company were asked various questions in an empirical study. These questions were based on the selected factors mentioned in the previous paragraph, this involved them completing questionnaires. v Based on the findings of the literature study and the empirical study, the last step was to make recommendations to the selected company on how to improve job satisfaction of employees. Recommendations were also made as to what to look for to make it easier in recruiting new employees, who are likely to have enhanced job satisfaction for the good of the company.

A review of the literature on work environments suggests that workers in specific settings will have specific and unique job satisfactions. Porter and Lawler, however, suggest that these unique environmental perceptions may all be described in terms of their theoretical model linking job attitudes and performance. The present study examines the job satisfactions, personal histories and performance ratings of workers in the specific environment of isolated work settings in the Canadian Arctic, and tests a number of hypotheses based on the Porter-Lawler model. Job satisfactions are measured by an eighteen item adaptation of the Porter managerial questionnaire. Numerical measures are obtained of the fulfillment, dissatisfaction and importance perceived to exist for specific job factors related to the Physiological, Security, Social, Esteem, Autonomy and Self-Actualization needs described by Maslow. Personal history information is contained in a coded data sheet similar to that used in the Antarctic studies of Gunderson. Performance ratings of each worker are taken from the results of a rating scale and a rank order process carried out by each worker's manager and supervisor. The sample consisted of 228 workers interviewed by the writer in five small, isolated mining camps in the Yukon and Northwest Territories of Canada in the early winter of 1968. Results from each camp are analysed separately so as to provide answers to the following three problems: 1. The determination of overall differences between the fulfillment, dissatisfaction and importance of Maslow needs categories across all workers. 2. The determination of differences between the need perceptions of successful and unsuccessful workers. 3. The determination of differences between the personal and occupational histories of successful and unsuccessful workers. Analyses regarding problem 1 showed, that, in general, Esteem and Autonomy needs are the least fulfilled, that Esteem and Self-Actualization needs provide the most dissatisfaction and that Autonomy needs are considered to be the least important. Analyses regarding problem 2 showed that, in the two camps where valid performance ratings were obtained, the differences between the overall fulfillment and dissatisfaction scores of successful and unsuccessful workers were significant and in the predicted direction. Analyses regarding problem 3 showed there to be no significant differences between the personal histories of successful and unsuccessful workers. Conclusions are drawn as to the usefulness of the Porter-Lawler model and the Maslow theory for Manpower counsellors and for management. Comparisons are made between the present results and those obtained, in the Porter and Lawler management studies. Suggestions for future needed research include replications in other specific isolated and non-isolated job settings, and a field experiment in an isolated setting where rewards in the form of need fulfillment can be controlled and the resulting satisfactions monitored over time. / Education, Faculty of / Graduate

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Thesis (M. Soc. Sc.)--University of Hong Kong, 1987.

Thesis--University of Florida. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 252-259).