This study examined the sources of job satisfaction and dissatisfaction for classified employees in a large public suburban school district. The population included randomly-selected bus drivers, custodians, school and non-school secretarial employees, instructional assistants, maintenance workers, food service personnel and technical employees. Three research questions were posed: (a) What are the primary sources of job satisfaction and dissatisfaction for classified employees? (b) Is there a significant difference in job satisfaction among the specific categories of classified employees? (c) Are demographic/personal variables of classified employees related to overall job satisfaction? The study incorporated both qualitative and quantitative methodology. Focus groups were convened to identify satisfiers and dissatisfiers, which then served as a basis for questionnaire development.Sixty-four individuals participated in focus group discussions; 490 questionnaires were returned for a response rate of 78%. The self-designed questionnaire contained 100 job variables, including a single direct question of overall satisfaction. The assessment also included twelve demographic/personal variables and two open-ended questions. Data were statistically analyzed using ANOVA, ANCOVA, the Chi square test, multiple regression, and paired comparisons. The primary job satisfiers for all classified employees were: co-workers, students, work itself, work variety, autonomy, and work schedule. Dissatisfiers were: work overload, district policies, and job insecurity. There was a significant difference in job satisfaction among employee groups. There was also a significant difference in job satisfaction for the demographic variables of gender, work setting, and number of hours worked, even after the influence of job category was eliminated. The research suggests that there are issues which influence the job satisfaction of classified employees. In their quest for excellence, school district administrators, and business leaders, alike, can benefit from listening to the needs and recommendations of their support personnel.

MPH, University of the Witwatersrand, Faculty of Health Sciences / Introduction: Physician’s job satisfaction is a cornerstone for the delivery of quality health care, and its continuity. The objective of this study was to identify the extent of job satisfaction among public sector physicians in Botswana and to explain its main components among physicians. Methods: Public sector physicians from the Princess Marina Hospital, a referral hospital in southern Botswana, were selected to participate in the study. All participants were asked to complete a self administered questionnaire which included questions pertaining to socio-demographic characteristics and job satisfaction with regard to achievement, career satisfaction, salaries/incentives, as well as working conditions. Results: Eighty-two physicians participated in the study. Mean and median ages were 37 and 33 years respectively and 73% were males. The major finding of the study was that the most important components of satisfaction were; relation with supervisors (74%), relations with colleagues (73%), job security (71%) and job variety (70%). Physicians tended to be most dissatisfied with their working conditions (69%) and responded on the dissatisfaction scale for the domains as follows: working conditions (69%), hospital administration (58%), Salary (57%), professional development (54%) and promotion (51%). Forty-two (42%) percent of the physicians were, overall, satisfied with their job, but most of them (58%) were not satisfied. Gender, length of service and age were not associated with job satisfaction. Younger physicians were more likely to be dissatisfied than older physicians. Conclusion: The main recommendation arising out of the study results is a need to address job satisfaction among physicians in Botswana in order to improve the quality of health care and attract them in the public sector. Attention to working conditions, career and professional development, and salary/incentives and the training of local physicians is critical for sustaining the continuity of quality health care in Botswana.

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