¡@¡@The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer¡¦s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results: I. Engineer¡¦s pay satisfaction affects his work attitude. 1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment. 2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction. 3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention. II. Engineer¡¦s pay equity affects his work attitude. 1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment. 2. There is a significant positive relation at the external and internal distributive equity and job satisfaction. 3. There is a significant negative relation at the external and individual distributive equity and turnover intention.

¡§Recovery Paradox¡¨ (RP) means that customer who experienced a service failure and a superior service recovery were more satisfied than the customer who didn¡¦t experience a service failure. Furthermore, ¡§Double Deviation¡¨ (DD) means that customer who experienced a service failure and a inferior service recovery were more dissatisfied than the customer who didn¡¦t experience a service failure or just experience a service failure. These two phenomena imply that customers pay more attention on the recovery than on the failure and that the evaluation of recovery is boosted by the initial failure. This study aims to discuss the boundary conditions in which the RP and DD are more likely to occur. This study uses experimental design to examine the boundary conditions of RP and DD. Experiment scenarios were composed of a series of service event in a restaurant. And the experiment wants to examine whether the customer who experienced the service failure would magnify the evaluation of recovery. Moreover, the experiment also wants to examine whether there are other factors affect the occurrence of these two phenomena. The previous failure experience, the strength of service and the measurement of satisfaction were included in this study as potential boundary conditions. The result supports RP, but doesn¡¦t support DD. And the result shows that there is no significant effect between the satisfaction and the previous failure experience. Beside, the strength of service and the measurement of satisfaction have effect on recovery satisfaction.

Thesis (M.S.W.)--University of Hong Kong, 1986.

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

This study examined sexual frequency, sexual satisfaction, and marital satisfaction in connection with the emotional climate within which it exists, using data from a 13-year longitudinal study about marriage. First, affection and negativity were used to predict sexual frequency. Second, affection, negativity and sexual frequency were used to predict spouses' sexual satisfaction. Third, sexual frequency and spouses' sexual satisfaction were used to predict marital satisfaction. A positive association was found between affection and sexual frequency, whereas no association was found between negativity and sexual frequency. Affection was found to be associated with higher sexual satisfaction for husbands in the early years of marriage and negativity was associated with lower sexual satisfaction for both spouses. An association was also found between one's own sexual satisfaction and marital satisfaction. No association was found between sexual frequency and marital satisfaction when the emotional climate was considered. / text

The research study proposed in this report reviews and integrates the literature on client/parent satisfaction with Therapeutic Assessment. Specifically, the importance of parent collaboration and the intervention potential of child assessment are highlighted. The result is the development of a parent self-report measure that could be utilized in multiple settings to assess the interpersonal and collaborative experiences of parents. It is these experiences of parents which have been shown to be more highly related to general satisfaction than outcomes or demographics. The methodology includes Confirmatory Factor Analysis to revise the scale and MANCOVA to compare traditional assessment with collaborative/therapeutic assessment practices in multiple settings. / text

published_or_final_version / Public Administration / Master / Master of Social Sciences

published_or_final_version / Public Administration / Master / Master of Social Sciences

Purpose - The purpose of this study is to find out to what extent the business administration students of Kristianstad University feel satisfaction in regard to service quality. Also, we want to find out if the impact of positive news about the university affects the students’ level of satisfaction. Approach/methodology - In order to be able to answer these questions, a quantitative research was conducted. Additionally, we used a 7-point Likert scale to measure the students’ opinions. Findings - The study found that the students were satisfied with the university, despite a negative service quality-gap. Furthermore, service quality only affected customer satisfaction to a small degree. Also, we found a positive relation between the impact of positive news and the level of satisfaction amongst the students. Research limitations/implications - The University may look at this paper’s findings and use them to realize its strengths and weaknesses. Future research may be conducted to find out if other factors have greater impact on customer satisfaction than service quality does. Originality – This study is unique in the sense that it investigates the service quality-gap in a higher education context. Also, the study brings new knowledge of the impact of positive news on customer satisfaction. Social implications - Hopefully, the impact of this study will increase the public’s insight of Kristianstad University. A study similar to this one is useful to any organization in the world, in order to establish the level of satisfaction from time to time.

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.