The purpose of this study was to develop and test a conceptual model of teacher job satisfaction based on prominent job satisfaction theories in business and industry, but focused primarily on the theory of Frederick Herzberg. The variables selected for inclusion in the model were identified from a review of teacher job satisfaction literature and represented both the professional environment of the teacher and the potential for professional development. The Schools and Staffing Survey, an extant database from a national sample, provided the data for the path analysis procedures used in this study. Separate models were analyzed for general and special educators and for elementary and non-elementary general educators. The path analysis results suggested that the administrative climate (i.e. leadership, teacher participation in decision-making, teacher autonomy) had the greatest effect on perceptions of job satisfaction for both general and special education teachers. Peer support (perceived support from parents and colleagues) also appeared to have a significant direct effect on job satisfaction for general educators. An increase in teaching experience was associated with a decrease in both desire for professional development incentives and job satisfaction. In addition, the descriptive results indicated that very few respondents were currently receiving any type of career incentives. The results of the study also indicated a lack of substantive evidence that salary, teaching assignment, and education level of teachers have an impact on job satisfaction. The study concluded with the suggestion to school policy makers that the development of a working environment that includes teachers in decision-making, increases teacher autonomy, provides leadership and support, and promotes an atmosphere of collegiality may lead to increased levels of job satisfaction. / Ed. D.

The nursing home industry has been saturated for decades with culture change initiatives in an effort to improve resident quality of care. The direct care worker (DCW) is considered a critical position to achieving nursing facility quality improvements. Understanding what leads to job satisfaction for DCWs could result in improved resident care. The relationship DCWs have with their direct supervisor or upper-level manager can impact employee satisfaction. The purpose of this research is to identify factors that are associated with DCWs satisfaction with supervisor and management support. Data was obtained from 307 DCWs who were employed at 11 North Texas nursing homes. It was expected that factors affecting satisfaction with direct supervision and upper-level management would differ. In fact, the study found that the antecedents for employee satisfaction with supervisor support were participative decision-making/empowerment, age, information exchange and feedback. Furthermore, participative decision-making/empowerment, perceived competence, staffing, information exchange and feedback were found to affect direct care workers' satisfaction with manager support. In conclusion, this research provides a starting point towards a more holistic view of employee satisfaction with supervisor support by considering the preceding factors and its subsequent effects.

This research study evaluated the impact specific work-related factors have on home and family life for female managers in the health care food service industry. A random sample of 333 (33%) of the population was chosen to participate in this study. Each participant was a member of the American Dietetic Association's Management in Health Care Systems dietetic practice group. The work aspects with the most negative impact were number of hours worked per week, work schedule, and job security. Two variables found to significantly predict the overall impact of work on home and family life were number of hours worked per week (p-value .002) and annual gross income (p-value .002).

The purpose of this study was to investigate job satisfaction among full-time faculty members of nursing colleges in Thailand, by using the Faculty Job Satisfaction /Dissatisfaction Scale developed by Olin R. Wood. The investigation was based on the ten factors of job satisfaction selected from the Herzberg Motivation-Hygiene theory as follows: achievement, growth, interpersonal relations, policy and administration, recognition, responsibility, salary, supervision, work itself, and working conditions. The questionnaire consisted of 68 items, using a six-point rating scale for ten factors of job satisfaction. The population consisted of 621 full-time nursing faculty members in twenty-one nursing colleges across the country of Thailand. A total of 408 nursing faculty members or 65.70 percent of the population participated in this study. Frequencies, percentage, one-way ANOVA, two-way ANOVA, regression analysis, and coefficience of concordance W. were used in the follow-up investigation, with the level of significance at .05.

This thesis focuses on clarifying how brand loyalty interplays with brand satisfaction. As most research conducted on this subject have been quantitative, this study takes a qualitative approach as a way to further describe the interplay on an individual level in a specific context, in this case the clothing industry. It has been conducted through semi-structured interviews, using seven heterogeneously brand loyal informants who answered questions concerning their brand satisfaction and brand loyalty towards brands within the clothing industry. The results demonstrates that there are significant differences in the interplay on the individual level, though most of these can be explained through previous research. Furthermore, there is considerable differences between interplay that can be explained by the brand loyalty levels of the informants. The interplay was clear amongst manifestly brand satisfied consumers. Subcategories to mental brand loyalty influenced both brand loyalty and brand satisfaction and the identification-subcategory had a distinct influence on the reasoning of all consumers.

The purpose of the study is to measure satisfactions for United States retired military officers and to determine if there is a relationship between retrospective military career satisfactions and current second career or retired satisfactions. Hypothesis I states that there is a positive relationship between a retrospective measure of an officer's military career satisfactions and his current second career satisfactions. Hypothesis II states that there is a positive relationship between a retrospective measure of an officer's military career satisfactions and his retirement satisfactions. The first conclusion is that Hypotheses I and II are supported. Pearson coefficients of correlation indicate that a positive relationship exists for each hypothesis. For Hypothesis I coefficients range from .040 for pay to .270 for co-workers. All are significant at the .01 level except pay, and there is no evidence that the pay coefficient is statistically significant. The coefficients of correlations supporting Hypothesis II range from .164 for work to .415 for finances. All coefficients are significant at the .01 level. All distributions are skewed. The skewness and possible homogeniety of the sample may in all probability account for the low values of the coefficients. The second conclusion is that military officers receive greater satisfactions from their military careers than workers in civilian industry. When retrospective military career JDI means are compared with industry JDI means, the former score higher for work, promotion, and co-workers at the .01 level and supervision at the .05 level. There is no evidence of a significant difference between the two pay means. Moreover, when retrospective military JDI means are compared with current second career JDI means, the former score higher for total score, work, promotion, and co-workers at the .01 level and supervision at the .10 level. The latter score higher for pay at the .10 level. The third conclusion is that fully retired military officers receive greater satisfactions from their retired situations than retired industrial workers. The former score higher on every scale at the .01 level except for people where the level is .05. The two samples may not be comparable, but they are the only samples available. The fourth conclusion is that fully retired military officers and retired military officers currently working in a second career are about equally satisfied with their retired situations. A comparison of RDI means for each group results in no evidence of significant differences for total score and finances. Fully retired officers score 2.60 higher for work and activities and 2.45 higher for people while retired officers working in current second careers score 2.45 higher for health, all at the .01 level.

This study starts with the review of the literature in customer satisfaction, customer satisfaction methods and models. After selecting a proper customer satisfaction method and model, the study conducts a survey and a questionnaire among the customers and professionals in the modular kitchen sector. The aim of the study is to analyze the factors affecting customer satisfaction and finding out the ones related with the modular kitchen sector. After applying the survey, the relations between the inputs and outputs of the satisfaction are analyzed with the overall satisfaction itself. The strong and weak factors are determined and a proper CRM tool is build-up to realize a decision-support and forecast tool in the study, which can be seen as a beginning for the companies in the real sector in this business to build a much more detailed and ERP integrated software and to use them. The results of the survey are compared with the similar studies from the literature.

The benefits of occupying multiple roles have typically been overlooked. One reason for this oversight is the lack of a well-established scale measuring work-family facilitation. This study developed and validated short, self-report scales of work-to-family facilitation and family-to-work facilitation. Based on conceptualizations of work and family facilitation presented in current research content domains and definitions of the constructs are presented. Work-to-family facilitation is defined as a form of role facilitation in which the experiences in the job, work skills, and emotional gratification from work makes participation in the family easier. Family-to-work facilitation is defined as a form of role facilitation in which the experiences in the family, family skills, and emotional gratification from family makes participation in work easier. Advocated procedures were used to develop the scales and test dimensionality and internal consistency.

Meeting deadlines is an important aspect of every employee’s role within an organization because the ability to meet deadlines is one of the key performance areas that employees are measured against during their performance reviews. This study will focus on those factors that contribute to employees meeting or missing their business deadlines. The factors discussed in this study are employee loyalty, job satisfaction, employee satisfaction and confidence. South Africa is a controlled-time culture, and adherence to schedules is important and expected. In South Africa, missing a deadline is a sign of inefficiency and poor management and can have an impact on people’s confidence. Successful management will depend on the ability of individuals in the team, being able to meet deadlines. In this study, the target population consisted of fifty employees, in various positions, based in the city of Durban. The questionnaires were distributed via email and some were self-administered. The quantitative method was used to gather and analyse the data. The findings of this study reveal that employee satisfaction, job satisfaction, employee loyalty and confidence all contribute towards employees meeting business deadlines. Robbins (2009) states that numerous studies have shown that satisfied employees are highly motivated, have high morale at work and work more effectively and efficiently. These employees are also more committed to continuous improvement and to quality. The recommendation will be that managers or employers must schedule dates by which specific tasks or projects must be completed and they should keep to the schedule to avoid procrastination. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

Source: Dissertation Abstracts International, Volume: 56-12, Section: B, page: 6692. Supervisor: Lu Ann Aday. Includes bibliographical references (leaves 164-167).