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.

The purpose of this study is focus on the relationship among the sense of calling, workload and work satisfaction. Using police officers as the research subject, this study also intends to discuss the concept and the importance of the sense of calling. The results of this study show that older and married male, with longer tenure and higher ranking, seem to display higher degree of the sense of calling. Furthermore, the results also indicate that the sense of calling is positively related to work satisfaction, and surprisingly, is positively related to workload as well, which may imply the opposite sides of the influences of the sense of calling. Considering the strong link among the sense of calling, workload, and work satisfaction, it is believed that the sense of calling might play a critical role in the working context. Also, the concept of the sense of calling may differ from the previous illustration under the Chinese culture and in the specific occupational context, i.e. police; therefore, it should be worth to discuss in the future studies.

Makaibari Tea Estate is one of the plantations in Darjeeling, West Bengal, which has converted to organic practices. Organic agriculture is an acknowledged farming practice, with both environmental and health-related benefits. However, workers’ direct experience of working at an organic tea estate differs. This study was investigating the organic awareness, level of work satisfaction and health among the workers of Makaibari Tea Estate. The aim was to examine what advantages the workers perceive, as well as what limitations there still are to achieve a good work environment. The method used was qualitative and data was collected by interviewing 31 people from six villages belonging to the tea estate. Thematic analysis was used when coding the data. The results show that there is a lack of knowledge and awareness about the meaning of organic, both in a broader perspective, as well as within the tea estate. Even if there is a knowledge deficiency about the organic practices of Makaibari Tea Estate, the workers were very positive about Makaibari being organic. Moreover, the workers of the tea estate had very few health issues with even less of them related to their work situation. The work satisfaction was high but the majority of workers worked unwillingly. To increase the knowledge and awareness of organic, accessible information from the company should be provided on regular basis. Secondly, the wage and the education level should be raised, in order to empower the people on the tea plantation.

Land Survey Bureau, Ministry of Interior is mainly in charge of planning and execution of national cadastral maps, assessment commissioned by judicial and prosecutorial institutes, and inspection on disputes of survey and drawing, etc. The nature of work is external survey. Jobs of surveyors vary on different locations of survey plans and cannot be fixed. Moreover, cadastral maps making by surveyors has a significant influence on the interests of people. In the past years, public voices are getting higher and higher and people have higher demands on service quality of civil servants, brining more pressure to civil servants who want to change jobs as a result. To find out the factors affecting pressure of surveyors and the seriousness of pressure in order to understand surveyors¡¦ tendency to change jobs will not only help improvement of individual work and life but also helps organization development and human resource management. The study targets the Land Survey Bureau and surveyors of the six Survey Teams and is made in questionnaires. A total of 570 copies are issued with 400 valid ones collected and analyzed in SPSS. To begin, descriptive statistics are used to analyze basic data characteristics of the variables. One-way ANOVA is then used to examine distinctive differences on work pressure, work satisfaction and career change tendency of different demographic statistics. Relevant analysis and level regression analysis are adopted to discuss between relevancy of variables and whether there are distinctive influences. The results are: 1.Partial constructs of work pressure, work satisfaction and career change tendency pose distinctive differences from partial demographic statistics. 2.Work pressure has significant negative relevancy with work satisfaction; work pressure has significant positive relevancy with career change tendency; work satisfaction has significant negative relevancy with career change tendency. 3.Work pressure show substantial negative influence over work satisfaction. 4.¡§Social work satisfaction,¡¨ ¡§sense of achievement in work,¡¨ ¡§work remuneration¡¨ and ¡§department transference¡¨ in work satisfaction have negative influence over ¡§leaving public office.¡¨ ¡§Sense of achievement in work,¡¨ ¡§work remuneration¡¨ and ¡§development of work¡¨ have negative influence over ¡§leaving office.¡¨ ¡§Social work satisfaction,¡¨ ¡§sense of achievement in work,¡¨ and ¡§development of work¡¨ have negative influence over ¡§leaving current professional field.¡¨ 5.¡§Working conditions,¡¨ ¡§role conflict¡¨ and ¡§work performance¡¨ of work pressure have significant positive influence over career change tendency. ¡§Working conditions,¡¨ and ¡§role conflict¡¨ have significant positive influence over ¡§leaving public office.¡¨ ¡§Role conflict¡¨ and ¡§work performance¡¨ have significant positive influence over ¡§departing from current professional occupation.¡¨ 6.¡§Role conflict¡¨ and ¡§work performance¡¨ of work pressure pose indirect positive influences over career change tendency through work satisfaction as the intermediary variable.

Recently, in Taiwan, upon enforcement of national health insurance, the medical care system has suffered the tightened growth of expenses and uncertain fluctuation of point value under the global budget payment system, and the stable growth of the local medical care environment was forced to be transformed to negative growth. In order to maintain competitive strength, hospitals focused their operations on organizational reform. The reform may cause employees to feel the uncertainty of hospitals¡¦ future development and also feel terrified and unsafe, and thereby is likely to decrease employees¡¦ morale and organizational commitment, and even severely affect their performance and work satisfaction. The study is intended to explore the change of employees¡¦ organizational commitment, morale and work satisfaction prior to and after salary adjustment. Full-time employees of a district teaching hospital, including doctors, nursing staff, medical technicians and executive staff were surveyed. The survey of first questionnaire of a total of 400 copies was conducted in June 2005. The effective recalled questionnaire totaled 302 copies, with a recall rate 75.5%. The second questionnaire was released in February 2006 to 400 employees, of which the effective recalled questionnaire totaled 254 copies, with recall rate 63.5%. Reliability analysis, descriptive statistics, t-test, One-Way ANOVA and general lineal model were conducted using software SPSS. The results show that: 1.No significant differences were observed in the organizational commitment, moral and work satisfaction prior to and after salary adjustment. 2.Significant difference takes place in the organizational commitment, moral and work satisfaction with respect to the various personal characteristics of employees. 3.The organizational commitment was affected by gender, age, religion and position, regardless of the salary adjustment. The moral was affected by age, educational degree, religion and position, regardless of the salary adjustment. The work satisfaction was affected by age, religion and position, regardless of the salary adjustment.

Thesis--University of Wisconsin--Madison, 1969. / Transcript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliography.

La presente investigación muestra el proceso que se ha seguido con el fin de alcanzar los resultados de la medición de las variables y establecimiento de las relaciones entre ellos. En el primer capítulo detallamos el problema a través de la descripción de la realidad problemática. Los antecedentes de la investigación, investigaciones estructurales nacionales e internacionales se plasman en el segundo capítulo, así como el marco teórico y el marco conceptual. La investigación se circunscribe al diseño no experimental; La muestra, el diseño y el método de la investigación se presenta en el tercer capítulo. El instrumento empleado fue el cuestionario, un inventario de reactivos para cada variable; se presenta además las actividades vinculadas al procedimiento y recolección de datos y se explica el uso del estadígrafo Chicuadrado para analizar los datos. En el cuarto capítulo se presenta la descripción de resultados, cada dimensión y cada variable aparecen en tablas de distribución de frecuencia acompañadas de sus respectivas figuras de barras donde se aprecia la distribución de los resultados por categorías. La prueba de hipótesis muestra las tablas bidimensionales, es decir tablas de contingencia, con los resultados de la prueba Chicuadrado, los grados de libertad y el valor de significancia, todos ellos con el objetivo de realizar la constatación de hipótesis. Finalmente, el quinto capítulo expone un resumen de resultados priorizando los objetivos de la investigación, las conclusiones expresadas a partir de las hipótesis propuestas para el presente trabajo y las recomendaciones coherentes y congruentes con la realidad del Gobierno Regional de Ica. This research report shows the process that has been followed in order to achieve the results of the measurement of variables and the establishment of relations between them. The first chapter details the problem through the description of problematic reality. The background of research, national and international structural research is reflected in the second chapter, Peruvian legal regulations are also seen in this chapter, as well as the theoretical framework and conceptual framework. These referents allow us to elaborate affirmative propositions denoted as specific general hypothesis. Research is confined to non-experimental design; the sample, design and method of research is presented in the third chapter. The instrument used was the questionnaire, an inventory of reagents for each variable; it also presents the activities related to the procedure and data collection and explains the use of the Chicuadrado statistician to analyze the data. In the fourth chapter the description of results is presented, each dimension and each variable appear in tables of frequency distribution accompanied by their respective bar figures where the distribution of the results by categories is appreciated. The hypothesis test shows the two-dimensional tables, that is, contingency tables, with the results of the Chicuadrado test, the degrees of freedom and the significance value, all of them with the objective of realizing the hypothesis. Finally, the fifth chapter presents a summary of results prioritizing the objectives of the research, the conclusions expressed from the hypotheses proposed for the present work and the recommendations coherent and congruent with the reality of the Regional Government of Ica.

El propósito de este estudio fue determinar la relación entre la Cultura Organizacional y la Satisfacción Laboral en trabajadores administrativos. Con este fin se aplicó dos escalas: Cultura Organizacional de Denison y un cuestionario de Satisfacción Laboral SLP, a un grupo de 60 empleados de una entidad financiera The purpose of this study was to determine the relationship between Organizational Culture and Labor Satisfaction in administrative workers. To this end, two scales were applied: Organizational Culture of Denison and a questionnaire of Labor Satisfaction SLP, to a group of 60 employees of a financial institution

<p>Känslan av att man alltid ska vara produktiv är medfödd hos oss människor. Att få de anställda att vara motiverade och därmed prestera bra på arbetet är något som blivit en utmaning för arbetsgivarna, eftersom många arbetstagare numera söker arbetstillfredsställelse på andra sätt än bara genom det faktum att man får lön för mödan. För att undersöka huruvida arbetsmotivationen skiljer sig beroende på kön, tjänst och arbetslivserfarenhet genomfördes en enkätundersökning på ett medelstort svenskt företag. Enkäten innehöll fem frågeområden som tillsammans mäter arbetsmotivation. Deltagare var 64 anställda, varav 48 män och 16 kvinnor. Resultaten visade att män värderade engagemang högre än kvinnor gällande arbetsmotivation. I övrigt visade resultaten inga signifikanta skillnader i arbetsmotivation mellan grupperna vilket kan tolkas som att de anställda på det aktuella företaget utgjorde en homogen grupp med likvärdig arbetsmotivation.</p>

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