The two research questions of the study were: (1) Is the job satisfaction of school district administrators related to the personal factors of group membership and sex? (2) What are the sources of overall job satisfaction? Do they confirm findings from previous studies in which autonomy, responsibility, the work itself, growth, recognition, feedback, achievement, and interpersonal relationships were found to be major contributors to job satisfaction? Utilizing the Job Diagnostic Survey (JDS) developed by Hackman and Oldham and free response questions, ratings of job satisfaction were obtained to determine if sex and group membership (elementary principal, secondary principal and vice principal, or central office administrator) made a difference in the level of job satisfaction. The findings from the two research questions were: (1) Group membership and sex do not significantly relate to job satisfaction. (2) Approximately 22% of job satisfaction for administrators was attributed to autonomy and feedback from the work itself. Data gathered from the free response questions did reveal some differences in the sources of job satisfaction and dissatisfaction according to group membership. The main sources of satisfaction--regardless of group membership--involved the work itself, achievement, and interpersonal relationships. Recognition was also seen as a source of satisfaction at the central office and secondary level. Student performance and interaction was seen as a primary source of satisfaction at the elementary and secondary level. Autonomy was a main source of satisfaction at both the elementary and central office level. The main sources of dissatisfaction--regardless of group membership--involved amount of work, lack of feedback, constraints, and administrative policies. While interpersonal relationships were seen as sources of satisfaction by 25% of those responding administrators in central office positions, 60% of the responding administrators identified them as sources of dissatisfaction. The findings of this study imply that boards of education and upper-echelon administrators should be aware of the motivational potential in the two factors of autonomy and feedback and in the identified areas of job satisfaction and dissatisfaction. Opportunities which allow for greater administrator autonomy and feedback should be expanded in order to increase job satisfaction.
| Identifer | oai:union.ndltd.org:pdx.edu/oai:pdxscholar.library.pdx.edu:open_access_etds-1487 |
| Date | 01 January 1986 |
| Creators | Borquist, Linda Cartier |
| Publisher | PDXScholar |
| Source Sets | Portland State University |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Dissertations and Theses |
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