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The purpose of this study was to examine the relationship between personenvironment fit (P-E fit) and occupational stress. All 31 employees of the University Police Department of Ball State University were invited to participate in the study on a voluntary basis, and were assured anonymity. Participants completed a demographic information sheet and three questionnaires: the Work Environment Scale, Ideal (WES-I) and Real (WES-R) versions, and the Occupational Stress Inventory (OSI). Twenty-two participants turned in completed test packets. Raw scores were calculated and graphed for individuals (OSI) and the entire group (WES). A correlation matrix with Pearson r as the correlation coefficient among the 14 OSI subscales and the 10 WES subscales was used to examine the relationship between P-E fit and occupational stress. Different patterns of occupational stress and work environment were found. The three job subgroups (police officers, radio dispatchers, and "other") exhibited different levels of occupational stress, with the most difference in the Physical Environment subscale. The group perceptions of the ideal and real work environments were different on every WES subscore, indicating employees wanted improvement in each area tested. Radio dispatchers were found to have the widest gap between their ideal and real work environments. There appeared to be no significant relation between occupational stress and P-E fit for this small sample. The results suggested an inverse relationship between a University police department employee's occupational stress and how well that employee fits the work environment for four variables: Role Insufficiency, Role Boundary, Vocational Strain, and Psychological Strain. Those who fit the work environment least scored highest on the Rational/Cognitive Coping variable, the only statistically significant correlation. It is possible the work environment may have such a powerful effect on personal life that it is unaffected by personal efforts to change it. Recognition of the different work environments and occupational stress levels could be useful in departmental planning. Further study is suggested. / Institute for Wellness

This thesis has examined the relationship between intrinsic and extrinsic motivation on job satisfaction and job performance. The research was conducted in a tool and die company. Four questionnaires were used, with 27 employees serving as subjects. As predicted, intrinsic and extrinsic motivation correlated with job satisfaction and job performance. Of particular interest was the high correlation (r=.81) between intrinsic motivation and job performance. This finding suggests that higher performance levels will be reached with employees who are intrinsically motivated.

Teacher Job satisfaction wants and working condition wants have long been of interest to superordinates. This study was designed to investigate the hierarchy of teacher job satisfaction wants and working condition wants as perceived by principals, superintendents, school board presidents, National Education Association Uniserv directors, and field representatives of the American Federation of Teachers. The survey instrument was based on the work of Frederick Herzberg and Jerry Pipes. This national study was limited to randomly selected samples from the afore mentioned groups representing four geographical regions of the United States.Eighteen two-way comparisons of actual teacher wants and teacher wants as perceived by school board presidents, superintendents, principals, N.E.A. representatives and representatives of the A.F.T. were proposed. The Spearman rank-order correlation coefficient was used to determine degrees of difference or congruency.The data indicates that elementary and secondary teachers are in unison about their feelings toward Job satisfaction and working condition wants in the current educational environment. Principals, superintendents, and school board presidents have an accurate perception of what teachers expect out of, their Jobs. The Union groups did not accurately predict what teachers wanted from their Jobs. / Department of Educational Leadership

The purpose of the study was to investigate and analyze perceived intrinsic satisfaction, extrinsic satisfaction, and general job satisfaction among exempt level employees. Specifically, the study was designed to identify job satisfaction relative to employee age and sex. The research was conducted in a manufacturing organization listed in Fortune 500.Data collection involved the administration l: confidential self-report instrument (Minnesotasatisfaction Questionnaire, Short Form) regarding employee perceptions of job satisfaction. The final sample included fifty-seven exempt level employees of which. twenty- six were female and thirty-one were male. The average age the male was 37.3 years and for females 32.8 years. The average age of the two groups was 34.5 years. Data obtained from the respondents were analyzed by applying a 2 x 3 analysis of variance with the factors of age and sex considered to be fixed.An analysis made of the data obtained from the respondents determined no significant correlation of intrinsic satisfaction, extrinsic satisfaction, and general job satisfaction existed relative to respondent age. The data, however, did indicate a significant correlation between intrinsic satisfaction and general job satisfaction did exist relative to respondent sex. No correlation between extrinsic satisfaction relative to respondent age was found.The data further found both male and female groups described job security to be the source of highest satisfaction. Advancement was the source of least satisfaction for both groups.

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