Thesis (M. Consumer Science)--University of Pretoria , 2005. / Title from opening screen (viewed March 22, 2006). Includes summaries in English and Afrikaans. Includes bibliographical references.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2006. / Title from title screen (site viewed on Sept. 12, 2006). PDF text of dissertation: 171 p. : ill. ; 1.18Mb. UMI publication number: AAT 3208082. Includes bibliographical references. Also available in microfilm, microfiche and paper format.

Thesis (Ph.D.)--Brown University, 2005. / Vita. Thesis advisor: Vincent Mor. Includes bibliographical references (leaves 76-84). Also available online.

Thesis (M. Hous. M.)--University of Hong Kong, 2006.

Thesis (M. Comm) -- University of the Western Cape, 2008. / Includes bibliographic refernces (leaves 108-131).

Thesis (M. Hous. M.)--University of Hong Kong, 2007.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2006. / Includes bibliographical references.

Thesis (Ed. D.)--Lehigh University, 2006. / Includes vita. Includes bibliographical references (leaves 120-144).

La finalidad de la presente investigación es fundamentar de qué modo la satisfacción laboral incide en el compromiso organizacional. La primera variable ha sido medida con el cuestionario S20/23 de Meliá y Peiró en 1989, la cual considera satisfacción con la supervisión, satisfacción con el ambiente físico de trabajo y satisfacción con las prestaciones recibidas. La segunda variable ha sido medida con la escala de compromiso organizacional de Meyer y Allen en 1991, que incluye al compromiso afectivo, compromiso de continuidad y el compromiso normativo. La novedad reside en el enfoque de los trabajadores de la empresa ILF Agroindustrial, 18 miembros que abren camino a un análisis de la situación actual de dicha organización nunca antes realizada. Entre los resultados se destaca que la satisfacción laboral incide significativamente en el compromiso afectivo, continuo y normativo, cumpliendo las expectativas, una variable incide sobre las tres dimensiones de compromiso organizacional. Los hallazgos reportados han sido constatados por investigaciones previas. The purpose of this research is to establish how job satisfaction affects the organizational commitment. The first variable has been measured with Melia and Peiro Questionnaire S20/23 in 1989, which considers satisfaction with supervision, satisfaction with the physical environment of work and satisfaction with the benefits received. The second variable has been measured with Meyer and Allen organizational commitment scale in 1991, which includes affective commitment, continuous commitment and normative commitment. The novelty lies in the approach of the workers of the company ILF Agroindustrial, 18 members that open a way to an analysis of the current situation of the organization never done before. Among the results it is highlighted that job satisfaction affects significantly the affective, continuous and normative commitment, fulfilling the expectations, a variable affects the three components of organizational commitment. The reported findings has been verified by previous investigations.

Popular media reports indicate that there is a national teacher shortage. Scholars have written that there is either a recruitment crisis, a greying of the teaching population, or that teachers are leaving the profession due to dissatisfaction. This dissertation attempts to answer two central questions related to the lattermost: what are the components that go into the calculus of job satisfaction for public and private school teachers and what role does job satisfaction play in a teacher's decision to leave the profession. Drawing on the literature of job satisfaction and organizational exit behaviors, I develop hypotheses designed to test three related research questions concerning the relationship between sector of employment, job satisfaction, and turnover behavior. Findings indicate that although private school teachers report greater overall job satisfaction, they are nearly twice as likely to leave the profession as public school teachers. Findings indicate that sector of employment affects job satisfaction, and that the relationship between sector of teacher employment and job satisfaction is mediated by organizational perceptions including school environment, school structure, professional development opportunities, and employment conditions. Findings further indicate that job satisfaction, net of other factors, does not predict quit behavior; however, occupational pulls outside of teaching do increase turnover.