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No description available.

No description available.

In this study, I explored the career satisfaction, relationship satisfaction, friendship intimacy, and mentoring functions of female faculty in marriage and family therapy (MFT) programs. Study participants included 111 women affiliated with a MFT program in a research or liberal arts institution or training institute. Participants completed the Faculty Satisfaction Questionnaire (FSQ), Kansas Martial Satisfaction Questionnaire (KMS), Miller Social Intimacy Scale (MSIS), Mentoring Functions Questionnaire, and a demographics section with open-ended questions about their experiences. Faculty women reported higher levels of satisfaction with teaching than with service or research and higher satisfaction with service than research. Faculty who were part of a significant relationship reported high scores on the KMS while faculty who had a close friend indicated moderate intimacy levels on the MSIS. Those with a mentor reported that their mentor provided more psychosocial mentoring functions than career mentoring functions. Characteristics of the mentor and the mentoring relationship predicted the extent of the psychosocial and mentoring functions provided. Associations among career satisfaction, relationship satisfaction, friendship intimacy, mentoring functions, and demographic variables were determined using stepwise multiple regression analyses on a subsample of 37 faculty with complete data on key career and relationship functions. Expanded service duties, psychosocial mentoring functions, being Caucasian, and having received an award for research were associated with greater levels of career satisfaction. Career mentoring functions were associated with reduced levels of career satisfaction. Possession of a doctorate and psychosocial mentoring functions were associated with greater levels of friendship intimacy. Based on the results of this research and the literature of women in academia, implications and suggestions for improving the academic climate are presented for institutions, MFT programs, the American Association for Marriage and Family Therapy (AAMFT), and the Commission on Accreditation of Marriage and Family Therapy Education (COAMFTE). Limitations and suggestions for future research are also discussed. / Ph. D.

The purpose of this study was twofold. One, the study was to document facet-specific and general levels of job satisfaction of community college chairpersons in the United States. Two, the influence of selected personal and unit-related characteristics on general job satisfaction was investigated. A sample of 807 chairs was systematically selected from a population of 9,866 chairs. The Minnesota Satisfaction Questionnaire, Long Form (MSQ) was chosen to measure satisfaction levels of 20 job facets and general job satisfaction. A data form was used to collect information about selected personal and unit characteristics. Frequencies, percentages and appropriate summary statistics were computed for the personal and unit-related characteristics. The reliability and content validity of the MSQ were determined. Cronbach's alpha was computed to measure the internal consistency of the 20 MSQ facet scales and the general job satisfaction scale. A factor analysis was conducted to explore the instrument's content validity. A hierarchy of the 20 facet-specific MSQ scales was constructed. The mean and standard deviation for each facet scale were documented in addition to the frequencies, percentages, and summary statistics for the general job satisfaction scale. A multiple regression model was constructed to describe the relationship between selected personal and unit characteristics and general job satisfaction. The findings of the study indicated that each of the 21 MSQ scale scores has adequate internal consistency. The results of the factor analysis supported the instrument's content validity. Job facets of relatively greater satisfaction included social service, creativity, and achievement as reflected by respective means of 22.30, 21.28, and 21.26. Job facets of relatively lesser satisfaction included advancement, compensation, and company policies and practices as reflected by respective means of 16.60, 16.27, and 15.75. The mean, median, and mode of the respondents' general job satisfaction were all equal to 78 meaning that community college chairpersons appear to be generally satisfied with their jobs. The overall regression equation was statistically not significant. The independent variables as a set accounted for only 5.2% of the variance in general job satisfaction. / Ph. D.

The present study examined how cultural values impacted the job satisfaction of 75 Caucasian-American and 80 African-American students currently working while attending college. Past research examining racial differences between Caucasian-Americans and African- Americans show the latter tend to measure significantly lower on reported measures of job satisfaction. The dispositional perspective argues that one explanation for this occurrence is that each group (because of their distinct cultural background) enters the workplace with specific needs and values. Because of this, the work experience will vary for each group. To date, the cause of the distinctive needs of each group has been attributed to race. Recently, researchers have begun to examine the possibility of such racial differences being partially due to cultural differences that exist between these two groups. The present study examines the impact of cultural values on worker satisfaction to help explain observed racial differences in job between Caucasians and African-Americans. Using communalism and spirituality as cultural variables, hierarchical regression analysis was used to determine whether culture would significantly impact job satisfaction above and beyond race. Culture was not found to significantly impact satisfaction beyond race (which showed no significant impact). Control variables in this regression accounted for over 21% of variance in job satisfaction. When testing at the dimension level, culture was found to significantly impact supervisor and co-worker satisfaction beyond race and controls. Implications for using more complete approach to studying racial differences in work values are discussed. / M.S. / The present study examined how cultural values impacted the job satisfaction of Caucasian- American and African-American college students. Past research examining racial differences between Caucasian-Americans and African-Americans show the latter tend to measure lower on reported measures of job satisfaction. One explanation for this occurrence is that each group enters the workplace with a specific set of needs and values different from one another. Because of this, the work experience differs for each group. Past studies have attributed the distinctive needs of each group to race but recently researchers have begun exploring the possibility of such differences being partially due to the cultural differences (rather than racial differences) existing between these two groups. For this reason, the present study examines the impact of cultural values on worker satisfaction in helping to explain observed racial differences in mean job satisfaction scores between Caucasian and African-Americans. Using communalism and spirituality as cultural variables, the current study looked at how these variables were able to account for racial differences in job satisfaction after accounting for race. Culture was not found to significantly impact satisfaction beyond race (which showed no significant impact). Instead, it was the characteristics of the job (including a person’s supervisor and the work itself) and a person’s general mood (either positive or negative) that accounted for the majority of the racial differences in job satisfaction. When looking at specific aspects of the job, culture was found to significantly impact supervisor and co-worker satisfaction beyond race, job characteristics, and general mood. These findings help to broaden our understanding of the relation between culture and race and their impact on what employees will value and experience on the job.

Yes / Regional monopoly service organisations such as electricity, gas and water distributors, health trusts, public transport, and local government are subject to regulatory oversight. A common element in this is benchmarking an organisation against similar organisations based in different regions. Customer satisfaction is often an important part of this competitive benchmarking. However, if people from different regions give a different average satisfaction score for the same experience, then this disadvantages some companies. Therefore, regional satisfaction was investigated in an environment where differences in customer service levels are controlled for. The average online satisfaction ratings people from different regions of the UK gave to the same overseas holiday hotels were investigated. The 24,154 ratings were analysed using linear mixed effects and ordinal models. The average ratings given by people from the London region were significantly lower than those from elsewhere. Regional correction factors are developed and applied to published satisfaction ratings for electricity distributors. The adjustment was sufficient to move the London distributor from the penalty category to a borderline position. Hence, customer satisfaction ratings should be used cautiously when benchmarking regional organisations. This investigation of the potential for regional bias contributes to the large literature on customer satisfaction and behavioural intentions.

Job satisfaction is one of the most commonly studied variables in the organizational literature. It is related to a multitude of employee-relevant variables including but not limited to performance, organizational commitment, and intent to quit. This study examined two new instruments measuring the components of affect and cognition as they relate to job satisfaction. It further proposed including an evaluative (or true attitudinal) component to improve the prediction of job satisfaction. Results provide some evidence of both two and three factor structures of affect and cognition. This study found minimal support for the inclusion of evaluation in the measurement of job satisfaction. Affect was found to be the single best predictor of job satisfaction, regardless of the satisfaction measure used. Further development is needed to define the factor structures of affect and cognition as well as the role of these factors and evaluation in the prediction of job satisfaction.

Typescript (photocopy). / Digitized by Kansas Correctional Industries

The subject area for the study was that of job satisfaction in a chemical industry production unit and the various dimensions by which it is constituted. The study will focus on the dimensions which are found to have the biggest impact on the job satisfaction of employees at the production unit. As job satisfaction creates confidence in personnel which ultimately leads to improved quality in the output of the employees, it is a crucial task of management to instil job satisfaction within their employees (Tietjen & Myers, 1998:226). The challenge lies therein as to how management should go about to realize the job satisfaction of the staff, as it is “not the simple result of an incentive program” (Tietjen & Myers, 1998:226). Qualitative research by means of structured interviews was implemented in the study. The sample consisted of 8 Production Foremen and 51 Production Process personnel who were interviewed during four focus group sessions, and a former Production Area Manager from the unit who was interviewed separately. Quotations from transcribed tape recordings of the interviews were sorted or categorized according to the themes (or dimensions) they represented before being analysed. As a measure to ensure the validity of the research, the questions of the interviews were structured in such a way that the data of some of the questions had to either correspond, or not, to show the validity thereof. Current research found that several studies have attempted to identify the determinants for job satisfaction, but there is no agreed consensus as to the exact dimensions (Kreitner & Kinicki, 2008:170; Vieira, 2005). The findings of this research showed that job satisfaction is a conglomeration of MANY dimensions, with no absolutes, which need to be present in the correct mix in order for an employee to be happy or satisfied. Thus focusing on only one dimension will provide little success. It is proposed that an integrated strategy with the most common dimensions (in this instance: teamwork, leadership traits, and working conditions) are followed to establish a working environment that is conducive to satisfied employees, not forgetting that one of the most important dimensions is that of the employees themselves. / MBA, North-West University, Potchefstroom Campus, 2014