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.

Given the positive benefits of physical activity, workplaces have made many attempts to increase physical activity levels of sedentary employees, typically through the use of an exercise intervention. The main purpose of the present research was to investigate whether the simple act of supplying employees engaged primarily in sedentary office-type work, who were intent on becoming physically active, with a tool capable of measuring walking activity (a pedometer) would enhance their physical activity levels over an eight-week period. As predicted, those who received a pedometer reported a significant increase in physical activity from Time 1 to Time 2, while those who did not reported no change. Furthermore, changes in physical activity levels were found to be negatively correlated with perceived barriers to physical activity at Time 1 and also with changes in perceived barriers over the eight-week period. These findings offer a simple and cost-effective alternative to traditional exercise interventions and highlight the importance of reducing barriers to physical activity to increase success when implementing future physical activity initiatives. No relationships between changes to physical activity and life satisfaction, job satisfaction or work-related stress were found. Implications of these results and suggestions for future research are discussed.

The purpose of this study was to determine if mentoring functions provided within a head coach — assistant coach dyad correlated to overall job satisfaction and occupational turnover intent of Division I Assistant Women Soccer Coaches. This study attempted to identify gender differences in perceived mentor functions and overall occupational turnover intent of Assistant Soccer Coaches. Data from this study helps define the head coach — assistant coach relationship and is applicable to the further development and retention of female collegiate coaches.A purposeful sample of Division I Assistant Women's Soccer Coaches was identified using the 2005 — 2006 National Directory of College Athletics, corresponding institutional athletic websites, and on-line email directories. Participants (N = 182) completed the questionnaire that contained four scales: Mentor Role Instrument, Abridged Job Descriptive Index, Job in General Scale, and an Occupational Turnover Intent Scale.Descriptive tests analyzed the perceived mentor functions that Division I Assistant Women's Soccer Coaches. Participants reported receiving slightly more psychosocial functions (M = 81.1, SD = +1- 32.318) than career-related functions (M = 76.6, SD = +1- 25.001). An independent T-test identified the psychosocial function of social as the only significant gender difference of perceived mentor functions.A Pearson Correlation identified a significant moderate correlation (r = .596; p < .05) between all of the mentor functions and job satisfaction with the exception of the mentor function of parent that demonstrated a low correlation value (r = .236; p <.05). Variance levels demonstrate that mentoring does play a moderately significant role in the job satisfaction of Assistant Women Soccer Coaches; however, other employment factors also contribute to their overall job satisfaction.A regression analysis (p < .05) determined the relationship between mentoring and occupational turnover intent. Psychosocial functions (p = .030) and gender (p = .002) were found to be significant predictors as to how frequently Assistant Women's Soccer Coaches think about getting out of coaching. However, only psychosocial functions (p = .038) presented a significant prediction relationship to actual occupational turnover intent in Assistant Women's Soccer Coaches.According the findings of this study, similar perceived mentor functions were reported by both male and female participants. Mentoring was found to play a significant role in the overall job satisfaction of Assistant Soccer Coaches. In addition, the variables of psychosocial functions and gender were identified as significant predictors of occupational turnover intent. / School of Physical Education, Sport, and Exercise Science