This thesis aimed to test the relationship between resident satisfaction and staff satisfaction. Using a cross-sectional design, administrators, staff and residents from 24 LTC homes were surveyed. Logistic regression models predicting high resident satisfaction were developed with a primary focus on the relationship to direct care staff satisfaction, while controlling for facility, staff and resident characteristics (and facility-level clustering). Regression models were developed for overall staff satisfaction and three other domains of job satisfaction. The odds of high overall resident satisfaction decreased by 27% and 31% for each 1-unit increase in overall job satisfaction and satisfaction with workload, respectively. In contrast, the odds of high overall resident satisfaction increased by 5.56 times for each 1-unit increase in mean staff satisfaction with work content. LTC homes may be able to improve staff and resident experiences concurrently by encouraging direct care staff to enter into meaningful relationships with residents.

Canada is challenged with a perceived nursing shortage. Better understanding of the factors that influence satisfaction and turnover may help to formulate improved strategies for retention of the nursing workforce. Our analysis revealed that satisfaction levels in both the job and the nursing profession are high in the Canadian nursing workforce corresponding to relatively high retention rates in the workforce. We found that dissatisfaction with the job and nursing are distinct concepts that are intrinsically associated. Dissatisfaction in the job significantly increased the likelihood of dissatisfaction with being a nurse and vice versa for RNs. Also, nurses were more likely to express intentions to switch jobs than intentions to leave nursing. Job dissatisfaction was the strongest predictor for both the intentions to leave nursing and switch jobs. The findings suggest that targeting both the job structures and the profession’s role would help to maintain and improve retention rates for nurses.

The value of specific individuals for the success of a company has increased drastically because of the increased demand on knowledge and service orientation, and job satisfaction has become more important in the competition of the most attractive employees. Improving job satisfaction also brings along additional advantages. For example, it has been proven to have a direct impact on customer satisfaction. This study aims at providing a working procedure for organizations that wish to increase the level of employee job satisfaction, and a method has been developed that gives practical instructions on how to organize the improvement work. To evaluate the current level of job satisfaction in order to find improvement areas, the most important determinants to job satisfaction have been identified through a literature survey. The method has four phases, Prepare, Investigate, Design and Implement, and is shaped as a closed loop to symbolize the need of continuous improvements. To validate the usefulness and precision of the method, it has been tested in a single case study. The case study showed that the method is applicable in the sense that all four phases were possible to carry out, and that it is capable of providing a practical working procedure to increase job satisfaction. It is also useful when it comes to evaluating already existing working procedures. Most important when it comes to increasing job satisfaction is to let the employees actively participate in the improvement work. This will ensure that the solutions suggested are relevant and enduring, and it will make employees feel acknowledged and motivated to follow out the changes.

Title: Construction, Development and Consequences of Job Satisfaction in Banking Sector of PakistanLevel: Second CycleAuthor: Muhammad Naveed Iqbal and Sidra RizviSupervisor: Dr. Maria Fregidou-MalamaDate: 2012, February.Purpose: This study investigates job satisfaction concepts by considering jobs satisfaction factors, leader/manager’s behavior and effects of job satisfaction in the form of organizational efficiency and individual efficiency. It studies the construction, development and consequences of job satisfaction.Design/methodology: The data is collected from commercial bank in Pakistan through a survey by using two different questionnaires, one for employees and one for managers. SPSS technique was used for data analysis.Result & Conclusion: The job satisfaction factors and manager behavior are the input in construction and development of employees’ job satisfaction. Six factors: (promotion, pay, benefit, rewards coworkers and job responsibilities) and managerial style: (middle to the road managerial style) are the most important basis to build the satisfaction level of the employees. Satisfaction/dissatisfaction of an employee affects the organizational efficiency as well as individual efficiency.Contribution: This research helps researchers to use the created model for further extensive research on job satisfaction. It helps the organizations to assess the status of their employee in regard of job satisfaction. Managers can manage polices related to factors and design training accordingly for the desired leadership behavior according to employees preference.Further Suggestion: This research is done in one department of commercial bank in Pakistan. Increase in sample size could produce comprehensive results. National culture effect is ignored in this research that helps to look on different consequences of job satisfaction assessment according to country’s culture. More service sectors such as hospital, insurance, telecommunication etc. should be considered to get more general results.Originality: This research presents construction, development of employee job satisfaction through factors and manager/leader behavior and its results in the form of consequences of satisfaction or dissatisfaction.Keywords: Job Satisfaction, Employees, Job Satisfaction Factors, Manager/Leader

With the global liberalization of economic and trading development, the limitation of political and geographical enterprises across countries id getting less. A leader with cross-culture experience will lead his/her team member to achieve better performance. The Mainland carries out the policies of reforming and opening to the outside since 1970. Returned overseas Chinese also brings new management, technology, market, and concept knowledge for Mainland China from western countries. These returned overseas Chinese not only to be high level manager in China¡¦s company but also in Taiwan¡¦s, and this change becomes a huge impact to Taiwanese due to ¡§ Taiwanese always lead Chinese¡¨ in the past. Chinese high level managers should perform their leadership style with respect behavior break through cultural difference, to increase the degree of staffs¡¦ satisfaction in leadership and job. Thus, these managers may hit the company¡¦s goal with his/her team. The author found the five propositions as below after interviewing and analyzing interview data 1: To suggest Chinese high level managers performing their leadership style in participating and delegating when they work for international company; the leadership style will changed and effect by enterprise culture. 2: Chinese high level managers will gain more leadership satisfaction from their Taiwan subordinates when they overcome the interference of cultural difference. 3: Taiwan subordinates¡¦, who work for international company, main job satisfaction comes from the challenge of job and payroll two concepts. 4: Taiwan subordinates¡¦ job satisfaction will not affect by the frequency high level manager changed due to they recognize the company¡¦s cultural. 5: Taiwan subordinates will present happier behavior and with more passion in their job when Chinese high level manager present their leadership style in participating and delegating.

Medicine cures and kills people. In some advanced nations, prescription transparency is achieved through the separation of prescribing and dispensing, which further leads to public examination of prescriptions. Such an operation results in a restriction mechanism to prevent misuse and abuse of drugs and to guarantee the safety of consumers. Taiwan initiated the separation of prescribing and dispensing on March 1, 1997; however, most people do not recognize the significance of the system and conclude the issue to be an interest dispute between doctors and pharmacists. In the separation of prescribing and dispensing, disputes over the right of dispensation between doctors and pharmacists are commonly seen, but literatures are rarely found to review from consumers' position. This study plans to investigate consumers' viewpoints in respect of prescription transparency and understand its effect on satisfaction. Consequently, this study would be the benchmark for the government and health care sectors in promoting the separation of prescribing and dispensing. The study found the followings: 1. The discrepancy between satisfaction and attention to drug information is 0.88. Most people are used to nontransparent prescriptions, so such non-transparency does not cause significant dissatisfaction. 2. Among the people interviewed, the prescription transparency service they receive is 100% in academic medical centers, 66% in hospitals, and 23% in clinics. 3. 52.3% of the interviewees pays strong attention to drug information, 31.8% pays attention, 11.4% pays little attention, 2.8% pays very little attention and 1.7% do not pay attention at all. 4. The results show the diversity of demand to prescription transparency. Public displays different recognition to the importance of the list of medications: 82.5% thinks listing medication titles for easy reference. 81.9% considers the list represents a sense of responsibility from doctors and their prescriptions. 65.0% keeps the list for later use or for resolving medical disputes. 35.6% uses the list to enrich knowledge in medication. And 1.1% considers the list insignificant in all aspects. 5. Under the condition of non-transparent prescriptions, the educational level will influence the newly-developed factor in satisfaction. In other words, highly educated people tend to care more about prescription transparency

This research in Langford Building 'A', Texas A&M University, is an attempt to determine the user satisfaction of the new, low consumption toilet fixtures and lavatory valves. 253 surveys were given to the subjects, during the four phases of upgrading the restroom fixtures, to find and compare user satisfaction in each phase. The four phases were: 1. The as-is condition of the flush valves and the lavatory valve. 2. Low consumption manual flush valve and low consumption manual lavatory valve. 3. Old style low consumption automatic flush valve and low consumption automatic lavatory valve. 4. Low consumption manual flush valve and low consumption automatic lavatory valve. The survey analysis for the building showed a positive response from the users for the low consumption valves, but not for the automatic valves, as they did not function as they were expected to.

With dual-career couples comprising the most common family type, it is important for mental health professionals, employers, and policy makers to understand the unique challenges of this population (Haddock et al., 2001; Saginak & Saginak, 2005.) Numerous researchers have studied the consequences of family and work role strain for dual-career couples. However, when dual-career couples are able to share responsibilities and negotiate degendered roles they experience the benefits of dual-career couples. The literature clearly supports the importance of egalitarian roles for marital satisfaction and life satisfaction of dual-career couples. While researchers have studied social role strain, gender role strain, marital satisfaction, and life satisfaction and discussed the importance of degendered roles and responsibilities for dual-career couples, no studies have examined gender ideology. Saginak and Saginak (2005) called for researchers to investigate how gender ideologies and the gender socialization process perpetuate the challenges faced by dual-career couples in balancing work and family. This study investigated the associations between gender ideology and gender role strain, job-family role strain, marital satisfaction, and life satisfaction among 70 individual members of dual-career couples. A multivariate analysis of variance was utilized to investigate the relationship between gender ideology and the criterion measures. Gender ideology was partially associated with gender role strain with the androgynous gender ideology group scoring significantly lower on gender role strain than the masculine or undifferentiated gender ideology groups but not significantly lower than the feminine gender ideology group. Gender ideology was not associated with job-family role strain or marital satisfaction. In addition, gender ideology was also partially associated with life satisfaction with the androgynous gender ideology group scoring significantly higher on quality of life than the masculine or undifferentiated gender ideology groups but not significantly higher than the feminine gender ideology group. Thus, the current study indicates there are partial associations between gender ideology and gender role strain and life satisfaction for dual-career couples. Mental health professionals, employers, and policy makers working with dual-career couples should assess the socially constructed gender norms and expectations internalized by individuals into a gender ideology as the possible source of challenges experienced by the dual-career couple.

¡@¡@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.