Thesis (PH. D.)--University of Nebraska. / Bibliography: p. 3-4. Also issued in print.

Thesis (PH. D.)--University of Nebraska. / eContent provider-neutral record in process. Description based on print version record. Bibliography: p. 3-4.

abstract: The purpose of this study is to determine job satisfaction among school administrators who were involved in the teacher RIF (reduction in force) process in the spring of 2009. The study attempts to ascertain the effects of RIF on administrator job satisfaction in one, large, urban school district in Arizona and what impact, if any, the RIF process may have on the district and its personnel in the future. This study will question to what extent administrators within sample district are satisfied with their jobs, to what extent demographic information such as years of experience, age, gender, district position, and school level correlate with job satisfaction of administrators, in what ways has administrative job satisfaction been affected by the RIF process, what aspects of the RIF processes correlate with administrative job satisfaction, and what suggestions, if any, do administrators have regarding future RIF notifications during that time. This study will also recommend methods of notification delivery, advocate for administrator job satisfaction, and report any correlations within our findings to the sample district for review and consideration for the future. This study found that most administrators are very satisfied with their jobs, but the RIF process was somewhat influential in affecting their job satisfaction. Additionally, it seems that the higher the job position, the higher the job satisfaction. Advanced age, higher educational accomplishment, and longevity in one`s current position also correlated with high job satisfaction. / Dissertation/Thesis / Ed.D. Educational Administration and Supervision 2011

The United States Air Force (USAF) has downsized an average of 10,000 active duty personnel each year from 1990 to 2010. Despite this downsizing, the mission remains the same, which increases the workload on the remaining airmen, lowers morale, decreases specialization, changes the mindset/culture, accelerates promotion rates, and shifts the dependence on technology in the Security Forces career field. The USAF needs adequately sized and proficient members to meet its mission. This phenomenological study examined the effects of USAF downsizing on the USAF Security Forces career field. The great man theory, social learning theory, theory of expertise, and Maslow's hierarchy of needs provided the conceptual framework. Semistructured interviews were gathered with a purposeful sample of 24 retired Security Forces members, near Air Combat Command bases; data were then analyzed through the Moustaukas modified van Kaam technique. The themes from this study were the cycle of downsizing; increased workload despite decreased number of personnel, also known as "more with less"; an accelerated promotion rate; and dependence on technology. The primary finding suggested the need for specialization and consistency of technology used. Further research on downsizing based on budgetary constraints, awareness of the loss of specializations after downsizing, and communication while downsizing could expand the findings of this study. The results of this study can be used by all leadership facing budgetary constraints and technology upgrades. Social change could ensue if leadership observes the cultural changes that occur when choosing to downsize and merge.

Downsizing, realignment, and closure of military bases have forced many low-skilled, blue-collar federal employees into involuntary job loss and job transition. The impact of involuntary job loss on blue-collar workers has been linked to stress and other adverse psychological effects. There is gap in the literature regarding the lived experiences of federal blue-collar employees following downsizing of military bases. The purpose of this qualitative, interpretive phenomenological study was to examine lived experiences of job loss and job transition for federal blue-collar employees following downsizing of military bases. Schlossberg's transition theory provided a conceptual framework for the study. Ten ex-federal blue-collar employees were recruited through purposeful sampling and interviewed using a semistructured interview strategy. The modified Moustakas and Stevick-Coliazzi-Keen method of analysis was used to analyze the data and report emergent themes. The following 7 themes emerged from the data: transition was associated with negative feelings, employer was unprepared for transition process, support provided by employer, emotional support from family and significant others, engaged in other activities, accepted the transition process, and drew motivation from family. The findings from this study may contribute to positive social change by providing important information that human resource managers, industrial/organizational psychologists, and government agencies can use to advocate for the need for developing programs that support civilian job transition services to individuals who are affected by federal downsizing.