Dissertations / Theses on the topic 'Measurement of job satisfaction'

Job satisfaction is an important job-related attitude that has been linked to various outcomes for both the organization and its employees. In spite of this, researchers of the construct disagree about how job satisfaction is defined and measured. This study proposes the use of the Facet Satisfaction Scale, a new scale of measurement for job satisfaction that is based on more recent definitions of the construct. Reliability and preliminary predictive validity studies were conducted in order to determine the utility of this scale. Next steps in scale development are discussed.

[Truncated abstract. Please see the pdf version of the abstract for the complete text.] This study examines the 'happy-productive worker' thesis, by investigating the impact of job-related affective well-being and intrinsic job satisfaction on managers' performance. The fundamental goal of the research was to establish which indicators of managers' affective well-being and intrinsic job satisfaction predict dimensions of their contextual and task performance. A critique was undertaken of the substantial literature on affective well-being, intrinsic job satisfaction and managers' performance. Key theoretical developments were integrated to provide linkages between the conceptual bases of these constructs. Warr's Vitamin Model was identified as the most comprehensive synthesis of research and theories into affective well-being. Evidence has emerged to suggest that managers' job performance comprises both contextual and task performance domains. Decades of research have been unable to establish a strong link between job satisfaction and performance. Affect has rarely been used as a predictor of managers' job performance outcomes. Despite mixed empirical evidence, there is support in the literature to suggest that a relationship exists between affective well-being, intrinsic job satisfaction and managers' performance. A series of ancillary research questions, underscoring the main goal of the study, were developed from the gaps identified in the literature to establish if there was an association between managers' affective well-being, intrinsic job satisfaction and their contextual and task performance. To what extent does affective well-being and intrinsic job satisfaction determine different dimensions of managers' contextual and task performance? Does the construct of managers' performance consist of the two dimensions, contextual and task performance? Does positive affective well-being result in enhanced managers' performance, and is poor affective well-being detrimental to managers' performance? These research questions were formed into hypotheses for testing. Questionnaire items were derived from the literature to establish the affective well-being and intrinsic job satisfaction scales. Managers' contextual and task performance scales were developed through an analysis of the literature. Questionnaire items were further refined using feedback from expert reviewers and a pilot survey. A cross-sectional survey was administered to managers (n=1,552) from a range of occupational groupings in 19 Western Australian private, public, and third sector organisations. A total of 400 useable questionnaires was returned, representing a response rate of 26%. Self-report data were used to measure affective well-being and intrinsic job satisfaction, while superiors' ratings provided an evaluation of managers' contextual and task performance. An empirical methodology was used to test the hypotheses to enable the research questions to be answered and to suggest a Partial Model of Managers' Affective Well-being, Intrinsic Job Satisfaction and Performance. Answering the research questions required the development of an instrument to measure the structure of managers' contextual and task performance. An 8- dimensional measurement model of managers' performance, derived from the survey data, was tested by exploratory and confirmatory factor analysis to differentiate the structure of managers' contextual and task performance. The performance construct was operationalised in terms of four contextual dimensions (Endorsing, Helping, Persisting, Following) and four task dimensions (Monitoring, Technical, Influencing, Delegating). These dimensions were confirmed through multi-sample analysis and cross-validation techniques of managers' and superiors' ratings (n = 200 and n = 125). Canonical correlation and standard multiple regression were used to analyse the linear combination of managers' affective well-being and intrinsic job satisfaction with contextual and task performance. Indicators of affective wellbeing and intrinsic job satisfaction were found to predict dimensions of managers' performance, irrespective of whether the performance scores were from self-report or superiors' ratings. A large amount of the variance of managers' performance was explained by affective well-being and intrinsic job satisfaction. Affective well-being selfreport (Positive Affect, Intrinsic Job Satisfaction) was found to be positively associated with a dimension of superiors' reports on task performance (Influencing). Positive associations for dimensions of affective well-being selfreport (Positive Affect, Anxiety and Relaxation) were also found to be negatively associated with dimensions of superiors' reports on managers' task performance (Monitoring) and contextual performance (Following) that was also negatively associated with the task performance dimension (Technical). As predicted, positive affective well-being was related to enhanced managerial performance, whereas diminished affective well-being indicated poorer performance.

Morale is a commonly used term both in business and society but the concept of morale is relatively poorly defined and understood. In a recent paper Liefooghe et al. (2004) expressed surprise that "when reviewing the literature, no strong theory to explain morale as such is in evidence, nor are there many empirical studies that offer solid ground to advise organisations"(p 1). This thesis aims to provide these theories and this empirical evidence in order to produce a better understanding of morale. This research identifies a number of deficiencies in the current understanding of morale. These range from elision with other concepts to disagreement about whether it is an individual or group phenomenon. In this study, four principal domains are examined: (i) what morale is; (ii) how it differs from other concepts; (iii) the antecedents of morale and (iv) its consequences. A mixed methods approach was adopted combining idiographic and nomothetic research. The idiographic phase of the research adopted a Straussian (1998) grounded theory approach, involving data collection from seven different organisations. The data was accrued from a combination of site visits, informal contacts, external research, and 203 semi-structured interviews which were supplemented with psychometric instruments. The data were then coded and analysed. Morale could be readily differentiated from other concepts and emerged as a phenomenon with three dimensions: affective, future/goal and interpersonal. It was also viewed as a single phenomenon which was generalisable across situations and rooted in the individual although perceived members of the group exerted considerable influence. The antecedents of morale impacted on the three dimensions outlined above. Its consequences were the zeal with which tasks are undertaken, creativity and engagement. The nomothetic element of the research developed a number of measurement scales, grounded in the qualitative phase. These allowed morale to be differentiated from other phenomena and offered insights into individual and group perceptions of morale and the influence of personality variables. Further quantitative research confirmed the three dimensional structure of the concept. The results of these two phases were then integrated to provide a picture of the phenomenon of morale, differentiate it from other concepts and elucidate its antecedents and consequences. An appraisal of the limitations of the research is also made. Finally the implications of this research for both academic researchers and practitioners are discussed along with suggestions for future research.

This dissertation sets out to explore the roots of trade union members' job dissatisfaction, as a large body of prior quantitative research, spanning more than four decades, indicates that trade union members express higher levels of job dissatisfaction than non-union members. Industrial relations scholars have not been able to agree on an explanation as to why trade union members express comparatively more job dissatisfaction. The ambiguity in establishing a causal relationship between trade union membership and job dissatisfaction is due to the fact that previous works have largely been biased towards the use of quantitative methods. The present study, therefore, uses a unique qualitative approach consisting of grounded theoretical techniques and interviews with 43 trade union members to gather new insights on the topic. Interviews were conducted at two case study organisations, one a manufacturer and the other a public services organisation, in Scotland. Three alternative explanations that have sought to explain trade union members' job dissatisfaction were unpacked. These explanations link trade union members' job dissatisfaction to (i) unmet expectations from trade union membership, (ii) awareness of inequalities and (ii) industrial relations climates. The aim of this dissertation was to develop insights to enable a better understanding of why trade union members appear to express dissatisfaction with their jobs. The grounded theoretical approach has enabled at least three contributions to the industrial relations literatures and, to a lesser extent, to the human resources and job satisfaction literatures. These contributions are: (i) a deep, qualitative approach towards understanding the phenomenon; (ii) a critical evaluation of three alternative explanations of the phenomenon; and (iii) insights towards an initial model explaining the roots of trade union members' job dissatisfaction.

Thesis (Ph.D.)--Indiana University, Dept. of Counseling and Educational Psychology, 2008.
Title from PDF t.p. (viewed on Jul 21, 2009). Source: Dissertation Abstracts International, Volume: 69-10, Section: A, page: 3865. Adviser: Susan C. Whiston.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.
The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.

The purpose of this qualitative case study was to explore and recognize if district-created student art assessments and teacher evaluations influenced the job satisfaction of art teachers due to the increased teacher turnovers and teacher shortages. The experiences, beliefs, and perceptions of the art teachers were critical in understanding and establishing if the increased implementation of the accountability measures added to the stress level and job satisfaction experienced by art teachers. The sample for this case study comprised of 10 male and female art teachers who were certified to teach art within the State of Florida for at least five years and were currently or formerly employed in the Central Florida region. The art teachers were invited first through email invitations and subsequent participants were recruited through the snowball method. Data gathered in this study was collected through audio and visual recordings through the semi-structured interview process. The data collected were analyzed using NVivo 11 Pro (QSR International, 2017) software to uncover themes, patterns, and critical phrases shared by participants. The five themes were: (a) there is a greater level of stress is experienced by teachers from student art assessments and teacher evaluations than ever before; (b) there is much confusion and lack of information on the purpose, procedures, and calculation of student art assessments and VAM scores; (c) class size and an overloaded schedule are detrimental to both the already heightened stress level of art teachers; (d) a supportive, understanding, and appreciative leadership team at each school has a positive impact on an art teacher; (e) a teacher evaluation system that is applicable and fitting for performing arts courses is a necessity within the district. Research findings from this qualitative study exposed the experiences, perceptions, and challenges art teachers have encountered in relation to the district-created student art assessments and teacher evaluations, while teaching in the Central Florida region.

Thesis (M.A. (Media Studies)) --University of Limpopo, 2014
The purpose of this study was to investigate if there was any statistical significant difference in attitude towards Affirmative Action and job satisfaction of employees in the South African Broadcasting Corporation in Limpopo Province (SABC Limpopo Combo). The Attitude towards Affirmative Action Questionnaire (AAAQ) and the Job Satisfaction Questionnaire (JSQ) were distributed among employees/journalists (N=86) who were randomly selected. The results were analysed using the Chi-Square test and the t-test. The results revealed no statistical significant difference in attitudes towards Affirmative Action among employees or journalists and no significant relationship between attitudes towards Affirmative Action and job satisfaction. However, results revealed that senior employees/journalists were more satisfied than junior employees/journalists in (1) pay and benefits, and (2) job activities/work itself. Recommendations were made, which may be considered during the interpretation of organisational turnaround strategies and employment equity in workplaces or in the media.

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Universidade Federal Fluminense
A exposição a mudanças muito rápidas em relação conceitos, paradigmas, comportamentos, dentre outros aspectos, é uma tendência do mundo moderno. As alterações e as adaptações a essas mudanças têm período de transição cada vez mais curtos, provocando angústia e ansiedade nos indivíduos, que se sentem coagidos a processar um grande volume de informações rapidamente e provocam alterações em suas relações pessoais e profissionais. Nesse cenário é visualizado o profissional de informação, que lida diretamente com o impacto causado pela explosão documental e pelas inovações tecnológicas (e suas demandas). O presente estudo objetivou avaliar o nível de satisfação no trabalho desses profissionais, trabalhadores de uma Instituição Federal de Ensino Superior, e suas possíveis relações com as condições e a organização do trabalho: a EST e a EIPIST. Os resultados obtidos após a análise dos dados coletados mostram que os profissionais pesquisados estão conseguindo equilibrar o prazo e o sofrimento no trabalho, apontando assim mais satisfação do que insatisfação entre as dimensões abordadas.
Exposure to very rapid changes concerning concepts, paradigms, behaviors, among others aspects is a tendency of the modern world. The transition periods to these changes amendments and adaptations are getting shorter and shorter, causing distress and anxiety in individuals, who feel compelled to porcess a large amount of information quickly, affecting their personal and professional relationships. The professional of information is displayed in this scenario as being the one who deals directly with the impact caused by the documental explosion and the technological innovations (and their demands). It is intended in this study to assess the level of job satisfaction of these professionals - workers of a Federal Institution of Higher Education - and the possible relations with the working conditions and work organization. Two scales, aiming to measure job satisfaction, were applied to the subjects of the study as the methodology to achieve the goals: the EST and the EIPST. The results obtained after the data analysis show that surveyed professionals are managing to balance the pleasure and suffering at work, thus indicating more satisfaction than dissatisfaction among the dimensions addressed.

Titel: Arbetsnöjdhet genom employer branding - En kvalitativ studie om personalomsättningens inverkan på de anställdas arbetsnöjdhet. Nivå: Examensarbete för kandidatexamen i företagsekonomi. Författare: Linn Wikström och Gabriella Kalén. Handledare: Jonas Molin och Lars-Johan Åge. Datum: 2018 – maj. Syfte: Syftet med studien är att öka förståelsen för om och hur de anställdas arbetsnöjdhet påverkas av personalomsättning i franchiseföretag. Metod: Eftersom studiens syfte har varit att öka förståelsen för ämnet har en kvalitativ metod använts. Studiens har undersökts inom kontexten för franchiseföretag. För att samla in empiriskt material har semistrukturerade intervjuer utförts med tolv deltagare. Materialet har analyserats och redovisats med hjälp av tematisk analysmetod. Resultat & slutsats: Studiens resultat visar att anställda upplever en större arbetsnöjdhet på franchisekontoret med den lägre personalomsättningen i jämförelse med franchisekontoret med den högre personalomsättningen. Resultatet visar att det både finns likheter och olikheter gällande personalomsättningens påverkan på arbetsnöjdhet. Förslag till fortsatt forskning: Våra förslag till framtida studier är att utföra liknande undersökning i större omfattning för att få en mer generaliserbar forskning. Denna studie studerar en speciell subgrupp inom en kontext och framtida forskning kan därför studera ämnet inom annan kontext och subgrupp. Examensarbetets bidrag: Studien belyser hur personalomsättning påverkar arbetsnöjdhet, där vårt bidrag är hur fenomenet personalomsättning påverkar arbetsnöjdhet och inte tvärtom som tidigare forskning fokuserat på. Som bidrag till framtida forskning anser vi att denna studie beskriver ett samband mellan påverkan på arbetsnöjdhet, personalomsättning och employer branding. Denna studie skulle kunna bidra till det teoretiska perspektivet i framtida studier med liknande undersökning inom annan kontext eller subgrupp. Nyckelord: Employer branding, arbetsnöjdhet, personalomsättning, interna mätsystem.
Title: Employee satisfaction within employer branding - A qualitative study about the impact employee turnover has on the employee satisfaction. Level: Final assignment for Bachelor Degree in Business Administration. Author: Linn Wikström and Gabriella Kalén. Supervisor: Jonas Molin and Lars-Johan Åge. Date: 2018 – May. Aim: The purpose of this study is to increase the understanding of whether employee satisfaction is affected by staff turnover in franchises. Method: Since the purpose of the study has been to increase understanding of the subject, a qualitative method has been used. The study has been investigated within the context of franchises. To collect empirical material, semi structured interviews have been conducted with twelve participants. The material has been analyzed and reported by using a thematic analysis method. Result & Conclusions: The study's result shows that employees experience greater job satisfaction in the franchise with lower staff turnover comparing to the franchise with the higher staff turnover. The result shows that there are both similarities and differences when it comes to the impact of staff turnover on job satisfaction. Suggestions for future research: Our suggestions for future studies are to carry out a similar survey largely to get more research that is generalizable. This study is limited to one specific subgroup within a specific context. We suggest that future research can study the same subject area within other contexts and subgroups. Contribution of the thesis: As a contribution to future research, this study describes a link between the impact on job satisfaction, employee turnover and employer branding. This study could contribute to the theoretical perspective of future studies with similar research within another context or subgroup. Keywords: Employer branding, job satisfaction, staff turnover, internal measurement system.

Applying The Theory of Work Adjustment, the purpose of this study was to test the following hypotheses: (1) Higher levels of correspondence between vocational needs and work environment reinforcers will be associated with decreased severity of illness. In addition, personality flexibility will moderate these relationships such that higher levels of flexibility will attenuate the relationship between discorrespondence and illness. (2) Those individuals with greater tenure in an occupation where there is discorrespondence between work reinforcers will display more flexibility than those with similar degrees of discorrespondence and less tenure.Medical records were reviewed from 122 subjects from the Counseling Psychology section of the Minneapolis Veterans Administration Medical Center. Severity of illness was determined form these records. Occupational fit was measured through comparison of the individual's Minnesota Importance Questionnaire (Rounds, Henly, Dawis, Lofquist, & Weiss, 1981) profile and the reinforcers present in his/her primary occupation. Flexibility was measured by selected subscales from the Jackson Personality Inventory (Jackson, 1976) and a criterion variable and occupational fit, tenure, job satisfaction, and personality flexibility as predictor variables. Also, a hierarchial multiple regression technique was applied to test possible interaction effects between Flexibility and Fit.A brief self-report measure of flexibility was administered to a subsample and, although correlating in the expected direction, it was not significantly associated with Flexibility as measured by the JPI. Neither was it correlated with any of the other variables of interest in this study.The first hypothesis was not supported. Correspondence between vocational needs and work environment reinforcers was not associated with decreased severity of illness. There was no significant correlation between job satisfaction and occupational fit although there was a trend in the expected direction. It was found, however, that Flexibility, as measured by selected subscales from the JPI, was associated (p < .01) with a lesser severity of illness rating.There was not support for the second hypothesis. Tenure was not significantly associated with any of the variables of interest in this study. There was a trend, however, in the expected direction among tenure, job satisfaction and occupational fit. They all correlated positively.

Job satisfaction is the central attitude about work and can be considered among the most important constructs in organizational psychology and managerial practice. While scholars traditionally focused on job satisfaction of individual employees, the ongoing shift from individual to team-based working led to a new emphasis of satisfaction in the context of teams. Specifically, the focus on job satisfaction as an individual-level construct was complemented by a group-level perspective, which describes the satisfaction of teams as a whole. Furthermore, employees’ satisfaction with the team (i.e., team satisfaction) appeared as a new facet on the research agenda. Although research on job satisfaction in teams has grown in recent years, it still faces important challenges. The main problem is that prior research mostly viewed satisfaction in teams from a single-level perspective and conceptualized it as construct that is shared by all team members, overlooking that exclusion and polarization processes might lead to other than uniform satisfaction patterns. Second, while the literature already established a relationship between teams’ average satisfaction and performance, authors so far devoted only little attention to multi-level conceptualizations, neglecting that satisfaction on different levels of analysis can have different effects on emergent states, team processes, and performance. Finally, a lack of validated scales to assess satisfaction in teams forces researchers to rely on ad-hoc measures, on scales that were adapted from different research contexts, and on single-item measures, which complicates the testing of theoretical models, and the prediction and improvement of performance of individuals and teams. This dissertation addresses these challenges in a series of four studies. Study 1 presents a conceptual multi-level framework of team satisfaction. Current theorizing on team satisfaction as a group-level construct and its relationship to team performance faces two challenges: (1) a merely consensus-based conceptualization of team satisfaction at the group level and (2) a neglect of multi-level effects. This limits our understanding of team satisfaction and its influence on team performance because team members’ satisfaction does not always emerge as a uniform group-level construct. In this case, current theory cannot adequately explain the relationship between team satisfaction and team performance. In this conceptual paper, my co-authors and I develop a typology of different forms of team satisfaction (uniform, fragmented, deviate, and bimodal satisfaction), and introduce a multi-level framework that explains how these forms affect team performance within and across different levels of analysis. Based on our framework, we propose that the forms of team satisfaction affect emergent states, such as cohesiveness and trust climate, and team processes, such as cooperation and conflict resolution, that affect team performance beyond the effects of team members’ individual level of satisfaction. The paper contributes to current theory about team satisfaction and its relationship to team performance. Study 2a focuses on a methodological problem concerning the measurement of job satisfaction. Although an economical and differentiated assessment of job satisfaction is important for research and practice, German job satisfaction scales are often extensive or cannot differentiate between satisfaction facets. In order to fill this gap, I construct and validate a short questionnaire to assess general job satisfaction as well as satisfaction with the work itself, coworkers, promotions, pay, and supervision. First, I derive a large item pool from different versions of the Job Descriptive Index (JDI) and its German equivalent Arbeitsbeschreibungsbogen (ABB). Second, based on data collected with an online survey (N = 217), I subsequently reduce the item pool to a 30-item short questionnaire. Finally, I cross-validate the short questionnaire with an independent sample (N = 377). Given its satisfactory psychometric properties, the new scales allow for a reliable, valid, and economical measurement of job satisfaction and its facets in the German language. Study 2b adapts these newly developed scales to the context of teams. Studies that assess satisfaction in the team context usually rely on ad-hoc measures that are not validated and difficult to compare across studies. To address this problem, Study 2b adapts the scales developed in Study 2a to the team context and validates them using the data from 202 team members working in 47 teams. Despite a small method bias due to reverse-coded items, the scales’ psychometric properties are satisfactory. The results further show that, in contrast to non-team contexts, satisfaction with the team members appears to be the most important facet of satisfaction as it exhibits the strongest relationships with performance-related criteria and overall satisfaction. In summary, the results suggest that the adapted scales provide for a reliable and valid measurement of satisfaction in the context of teams. Study 3 addresses the emergence of job satisfaction in teams by examining homogeneity of satisfaction. Job satisfaction homogeneity is necessary for aggregating team members’ job satisfaction to the group level, and affects team-related outcomes such as social integration, team cohesion, and absenteeism. However, our understanding of the processes that lead to shared satisfaction is limited. Based on affective events theory, I test competing hypotheses about situational, dispositional, and social antecedents of satisfaction homogeneity. Path analyses based on data from 415 team members working in 110 teams suggest that job satisfaction homogeneity primarily depends on characteristics of the working environment, and to a lesser extent on team members’ personality traits. Unlike earlier studies, the study finds no evidence that social interaction leads to agreement in job satisfaction. Additionally, the study partly replicates the finding that satisfaction homogeneity moderates the group-level satisfaction—team performance relationship. Taken together, the studies comprising this dissertation contribute to three research domains — emergence, measurement, and consequences — of job satisfaction in teams. Concerning emergence, the studies comprising this dissertation present strong arguments and empirical evidence why satisfaction dispersion can occur in real-life teams, which marks a departure from the former emphasis on satisfaction as a shared group-level construct. In particular, whereas Study 1 argues that team satisfaction can emerge as a configural construct on the group-level in addition to uniform satisfaction, Study 3 analyzes the antecedents of satisfaction homogeneity. Concerning measurement, the results of Studies 2a and 2b provide valuable shortscales for future research and organizational practice that can be used to assess overall and facet-specific job satisfaction in team and non-team contexts. Given their individual-level nature, scale scores can be interpreted in cases without sufficient consensus and can be used for a variety of research questions at different levels of analysis. Finally, concerning consequences, this research emphasizes the importance of satisfaction facets and configurations for the relationship to team performance. Whereas Study 2b showed that facets of satisfaction are differently related to individual-level and group-level performance criteria, the theorizing of Study 1 and the findings of Study 3 build on and advance prior studies that have shown that differences in jo satisfaction are meaningful in the team context. A further contribution of this dissertation lies in the development of a multi-level input-mediator-outcome framework which advances prior team effectiveness frameworks and connects to a wide range of research areas. Taken together, the theorizing and empirical findings of this dissertation show that a configural and multi-level conceptualization is necessary to advance research on satisfaction in teams
Arbeitszufriedenheit ist die zentrale Einstellung gegenüber der Arbeit und zählt zu den wichtigsten Konstrukten in der Organisationspsychologie und der praktischen Personalarbeit. Traditionellerweise beschäftigte sich die Forschung mit der Arbeitszufriedenheit individueller Mitarbeiter. Der anhaltende Trend hin zu team-basierten Arbeitsformen führte jedoch zu einer Betonung der Arbeitszufriedenheit im Teamkontext. Zum einen wurde der Fokus auf Arbeitszufriedenheit als Konstrukt auf der Individualebene durch eine Gruppenlevel-Perspektive ergänzt, die die Zufriedenheit von Teams beschreibt. Zum anderen erschien Team-Zufriedenheit, die Zufriedenheit mit dem Team, als eine spezifische (Sub-)Facette von Arbeitszufriedenheit auf der Forschungsagenda. Obwohl die Forschung zu Arbeitszufriedenheit in Teams in der Vergangenheit große Fortschritte verzeichnen konnte, sieht sie sich nach wie vor wichtigen Herausforderungen gegenüber. Das Hauptproblem ist in der Konzeptionalisierung von Gruppen-Level-Zufriedenheit ausschließlich als geteilte Eigenschaft des Teams und im Verzicht auf Mehr-Ebenen-Konzeptionen zu sehen. Die Möglichkeit, dass Exklusions- und Polarisierungsprozesse zu anderen als uniformen Zufriedenheitsverteilungen führen könnten, wird in der Regel nicht betrachtet. Ein weiteres Problem besteht darin, dass sich die Forschung insbesondere auf durchschnittliche oder summierte Zufriedenheit konzentriert, um den Zusammenhang von Zufriedenheit auf Gruppenebene und Teamleistung zu erklären. Mehr-Ebenen-Konzeptionen, die unterschiedliche Effekte auf Teamprozesse, Teameigenschaften und Teamleistung auf verschiedenen Analyseebenen beleuchten, werden nicht betrachtet. Schlussendlich ist das Fehlen validierter Messinstrumente zur Erfassung von Zufriedenheit in Teams zu konstatieren. Forscher greifen daher häufig auf Ad-hoc-Maße, Ein-Item-Skalen oder adaptierte Skalen aus anderen Forschungskontexten zurück, was sowohl das Testen theoretischer Modelle als auch die Vorhersage und Verbesserung von Individual- und Gruppenleistung erschwert. Die Dissertation befasst sich mit diesen Herausforderungen in vier Studien. In Studie 1 wird ein konzeptionelles Mehrebenen-Rahmenmodell von Arbeitszufriedenheit in Teams entwickelt. Das derzeitige Verständnis von Arbeitszufriedenheit in Teams und ihrem Zusammenhang zur Teamleistung ist durch zwei Probleme gekennzeichnet: (1) ein ausschließlich konsensbasiertes Konzept von Zufriedenheit auf Gruppenebene sowie (2) die Vernachlässigung von Mehrebenen-Effekten. Diese schränken das Verständnis von Zufriedenheit auf Gruppenebene und ihrem Zusammenhang zur Teamleistung ein, da aus der Arbeitszufriedenheit einzelner Teammitglieder nicht immer geteilte Zufriedenheit entsteht. Da der Zusammenhang zwischen Zufriedenheit auf Gruppenebene und Teamleistung mit den derzeitigen Ansätzen nur unzureichend erklärt werden kann, entwickeln meine Koautoren und ich in Studie 1 eine Typologie von Zufriedenheitsformen (uniforme, fragmentierte, abweichende und deviante Zufriedenheit), und stellen ein Mehrebenen-Rahmenmodell vor, das den Zusammenhang dieser Formen und Teamleistung innerhalb und zwischen verschiedenen Analyseebenen erklärt. Auf Basis des Rahmenmodells stellen wir dar, dass die Zufriedenheitsformen emergente Eigenschaften wie die Teamkohäsion und das Vertrauensklima sowie Teamprozesse wie Kooperation und Konfliktlösung beeinflussen. Diese wiederum beeinflussen die Teamleistung über die individuelle Zufriedenheit hinaus. Die Studie leistet einen Beitrag zur aktuellen Forschung zur Teamzufriedenheit und ihrem Zusammenhang zur Teamleistung. Studie 2a befasst sich mit dem methodischen Problem der Messung von Arbeitszufriedenheit. Obwohl eine ökonomische und differenzierte Erfassung von Arbeitszufriedenheit für Forschung und betriebliche Praxis von hoher Relevanz ist, sind deutschsprachige Messinstrumente meist sehr umfangreich oder nicht in der Lage, zwischen Zufriedenheitsfacetten zu differenzieren. Vor diesem Hintergrund besteht das Ziel des Beitrags darin, einen Kurzfragebogen zu entwickeln und zu validieren, mit dem sich die Gesamtzufriedenheit sowie die Zufriedenheit mit den Tätigkeiten, Kolleginnen und Kollegen, Entwicklungsmöglichkeiten, der Bezahlung und der/dem Vorgesetzten messen lassen. Hierfür wird zunächst auf Basis verschiedener Versionen des Job Descriptive Index (JDI) und des Arbeitsbeschreibungsbogens (ABB) ein umfangreicher Itempool abgeleitet. Dieser wird anschließend mit Daten einer Onlinebefragung (N = 217) zu einem 30 Items umfassenden Kurzfragebogen verdichtet. Der neu entwickelte Kurzfragebogen wird schlussendlich an einer zweiten, unabhängigen Stichprobe (N = 377) kreuzvalidiert. Die Ergebnisse der Studie zeigen, dass das neu entwickelte Verfahren in der Lage ist, Arbeitszufriedenheit und ihre Facetten reliabel, valide und ökonomisch zu messen. In Studie 2b werden die neu entwickelten Skalen auf den Teamkontext adaptiert. Frühere Studien nutzten in der Regel Ad-hoc-Maße, die nicht sorgfältig entwickelt und validiert sind, häufig keine Differenzierung von Zufriedenheitsfacetten zulassen und deren Messergebnisse sich nur eingeschränkt zwischen Studien vergleichen lassen. An den Items und Vignetten der in Studie 2a entwickelten Skalen wurden daher linguistische Anpassungen vorgenommen und die adaptieren Skalen anschließend mit Daten von 202 Teammitgliedern aus 47 Teams validiert. Die Ergebnisse zeigen, dass die psychometrische Qualität der Items und Skalen, abgesehen von einem schwachen Methoden-Bias aufgrund negativ kodierter Items, solide und vergleichbar zu der der Original-Skalen ist. Darüber hinaus offenbart die Studie Unterschiede zur Arbeitszufriedenheit in Nicht-Team-Kontexten. Insbesondere zeigen die Ergebnisse, dass die Zufriedenheit mit den Tätigkeiten nur eine untergeordnete Rolle für die Gesamtzufriedenheit sowie für individuelle und teambezogene Leistungsmaße spielt. Insgesamt deuten die Ergebnisse darauf hin, dass die adaptierten Skalen eine zuverlässige und valide Messung von Arbeitszufriedenheit im Teamkontext ermöglichen. Studie 3 befasst sich mit der Emergenz von Arbeitszufriedenheit in Teams, insbesondere mit ihrer Homogenität. Zufriedenheitshomogenität ist eine wichtige Grundvoraussetzung, um individuelle Zufriedenheitsurteile zu einem Gruppenkonstrukt zu aggregieren und wirkt sich auf verschiedene Teammaße, wie z.B. soziale Integration, Kohäsion und Absentismus aus. Die Prozesse, die eine geteilte Zufriedenheitsstruktur begünstigen, sind jedoch noch weitgehend unklar. Auf Basis der Theorie affektiver Ereignisse werden in dieser Studie alternative Hypothesen zu situativen, dispositionalen und sozialen Einflussfaktoren auf Zufriedenheitshomogenität getestet. Pfadanalysen (n = 415 Teammitglieder; N = 110 Teams) zeigen, dass Zufriedenheitshomogenität primär von der Arbeitsumgebung und zu einem geringeren Ausmaß von Persönlichkeitsmerkmalen der Teammitglieder abhängt. Im Gegensatz zu früheren Studien konnten keine Effekte sozialer Interaktion auf Zufriedenheitshomogenität nachgewiesen werden. Zudem werden frühere Untersuchungen teilweise repliziert, die zeigen konnten, dass Zufriedenheitshomogenität den Zusammenhang zwischen Zufriedenheit auf Gruppenebene und Teamleistung moderiert. Im Zusammenhang leisten die vier Studien dieser Dissertation Beiträge zu den Forschungsbereichen Emergenz, Messung und Konsequenzen von Zufriedenheit in Teams. Bezüglich der Emergenz auf Gruppenebene liefern die zusammengefassten Ergebnisse sowohl theoretische Argumente als auch empirische Evidenz, wieso Zufriedenheit in Teams unterschiedlich verteilt sein kann und stellt damit eine Abkehr vom vorherrschenden Fokus auf geteilte Zufriedenheit dar. Während Studie 1 postuliert, dass sich Teamzufriedenheit nicht nur zu einer uniformen, sondern auch zu einer konfiguralen Eigenschaft auf Gruppenebene entwickeln kann, untersucht Studie 3 die Emergenz zu einem geteilten bzw. uniformen Gruppenkonstrukt. Bezüglich der Messung von Zufriedenheit liefern die Ergebnisse von Studien 2a und 2b wertvolle Kurzskalen für die Forschung und Praxis, die zur Erfassung von allgemeiner und facettenspezifischer Zufriedenheit sowohl im Teamkontext als auch in anderen Kontexten genutzt werden können. Da die Skalen die Zufriedenheit auf der Individual-Ebene erfassen, lassen sich die Messergebnisse auch ohne hinreichende Übereinstimmung im Team interpretieren und sind daher für verschiedene Forschungsfragen auf verschiedenen Analyse-Ebenen nutzbar. Bezüglich der Konsequenzen von Zufriedenheit verdeutlichen die Ergebnisse die Wichtigkeit von Zufriedenheitsfacetten und -konfigurationen für den Zusammenhang zur Teamleistung. Während Studie 2b zeigen konnte, dass sich unterschiedliche Facetten von Zufriedenheit in unterschiedlichem Maße auf gruppenbezogene Leistungsmaße auswirken, verdeutlichen die Befunde aus Studien 1 und 3 die Relevanz von Zufriedenheitsdifferenzen im Teamkontext. Die Dissertation leistet einen weiteren Beitrag in Form der Entwicklung eines Mehrebenen-Rahmenmodells, das in Studie 1 vorgestellt wird. Das neue Rahmenmodell stellt eine Weiterentwicklung vorheriger Rahmenmodelle zur Teameffektivität dar und ist an verschiedene Forschungsbereiche anschlussfähig. In ihrer Gesamtheit zeigen die theoretischen und empirischen Befunde dieser Dissertation, dass eine konfigurale Mehrebenenkonzeption nötig ist, um die Forschung zur Arbeitszufriedenheit in Teams weiterzuentwickeln

The harassed boss who faces an office full of mutinous, recalcitrant staff every morning may not believe it, but half of South Africa’s employees love their jobs and their employers. That’s according to TNS Research Surveys, which recently released the results of a survey into employee wellbeing and commitment. TNS director Neil Higgs issued a caution, though: because of the tough economic times, employers are likely to be stuck with the malcontents among their staff for longer than they might like (Ferreira, 2009). From the above mentioned it can be deduced that there are many employees who are currently not satisfied with their jobs. This poses a danger for employers and their productivity, as an unsatisfied employee is likely to be an unproductive employee. Satisfied employees are likely to make a better contribution to the economic growth of this country as more drive and motivation will be shown in the workplace. In these tough economic times, those employees who are not satisfied with their jobs are less likely to find employment elsewhere as mentioned above. The main purpose of this research paper was to identify certain factors impacting on job satisfaction. The first step was to complete a literature study on the selected factors which impacts on job satisfaction. The factors selected were that of recruitment and selection, rewards offered by employers, personality of employees and leadership characteristics of superiors. The literature study revealed which methods to use in attempting to deal with the selected factors impacting on job satisfaction. Secondly, the views of staff in various departments and views of staff specifically in the Human Resources department of the selected company were asked various questions in an empirical study. These questions were based on the selected factors mentioned in the previous paragraph, this involved them completing questionnaires. v Based on the findings of the literature study and the empirical study, the last step was to make recommendations to the selected company on how to improve job satisfaction of employees. Recommendations were also made as to what to look for to make it easier in recruiting new employees, who are likely to have enhanced job satisfaction for the good of the company.

Incidents of incivility in the workplace have continued to increase in frequency. Workplace incivility impacts the health and well-being of those who experience or witness the behavior and impacts morale, levels of engagement, attendance, retention, and overall organizational health. Researchers have explored the damage caused by workplace incivility, but few have focused on the impact of incivility among federally employed women. The purpose of this quantitative, correlational study was to examine the relationship between incivility, job satisfaction, and job stress among women working in the federal sector. The affective events theory framed this study. Online surveys were used to capture perceptions of workplace incivility while controlling for demographics (i.e., age, race, ethnicity, general schedule level, position, and tenure). Survey responses from 94 federally employed women were analyzed using a regression model. Findings revealed a negative correlation between job satisfaction and job stress, and a positive correlation between incivility and job stress. The findings can be used to create a positive social change within organizations. Organizational development professionals can use the analyses to interrupt and reverse patterns of negative workplace interactions and worker mistreatment.

The recent economic recession has led to a large number of dual-income families losing their second income or having a smaller overall household income as a result of hourly wage cuts. Previous research has examined how job satisfaction can spill over into home life satisfaction; however, literature on how life satisfaction can affect job satisfaction is scarce. Based on theories of job satisfaction, personality, conservation of resources, and affective spillover, this study examined whether job satisfaction of the working partner was affected when the other became unemployed. Measures of job satisfaction, life satisfaction, personality, spousal status, and some demographic data were collected from 99 participants, recruited via various social media sites, who were a dual earning couple and had a significant other who had lost their job in the prior six months. Analysis of covariance was used to compare job and life satisfaction of single- versus dual-earner families, with these covariates: age, education level, income, and the personality traits of neuroticism and conscientiousness. A multivariate analysis of covariance found that the covariates did not account for any significant variance in the analyses, and there were no significant differences between single- and dual-earner family status for either life or job satisfaction. While no empirical support was found for the hypotheses, supplemental analyses revealed that having a partner who worked part-time was preferable to having one who worked full-time, suggesting that part-time work allows for more family/spouse involvement. The social change implications for individuals and organizations include the exploration of how significant life events can impact job satisfaction. Continued research in this area could assist in increasing overall job satisfaction and performance.

In the auditing profession, many business owners are unable to retain auditing staff. The cost to replace an auditor can cost a company as much as 150% of the auditors' annual salary. Perpetuating this problem is that some auditing business owners do not know the relationship between internal auditors' intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Grounded in Herzberg's 2- factor theory, the purpose of this correlational study was to examine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Participants included 96 members of the Central Florida Institute of Internal Auditors. Data were collected using the Minnesota Satisfaction Questionnaire and the Michigan Organizational Assessment Questionnaire. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict auditors' turnover intentions, F(2, 93) = 47.635, p < .001, R2 = .506. Extrinsic job satisfaction was the only significant predictor (t = -6.515, p < .001). Implications for social change include the potential for leaders to better understand predictors of involuntary turnover and the potential to save money on recruitment and training. Business owners may become more profitable through better employee retention strategies; these findings may also add to the body of knowledge for stable employment opportunities. Business owners can develop strategies to enhance the level of intrinsic and extrinsic job satisfaction of internal auditors. Job satisfaction of internal auditors is essential and a fundamental determinant of growth, service, and quality within an organization.

A questionnaire survey of a stratified random sample (n=180) of registered nurses employed at two hospitals in the Australian Capital Territory was conducted to identify factors contributing to their job satisfaction and measure levels of satisfaction of registered nurses Grade 1, Grade 2 and Grade 3. The response rate was 75%. The survey found that registered nurses were satisfied with the scheduling, opportunities to utilize skills, working conditions, working relationships, leadership, decision making on patient care and intrinsic components of Job satisfaction and dissatisfied with the salary component. Registered nurses Grade 2 were more satisfied than the Grade 3 group and registered nurses Grade 1 were least satisfied (P=< .05).

The recruitment, hiring, and retention of registered nurses (RNs) is of critical concern for nursing home administrators. Many times, nursing homes unsuccessfully compete with hospitals and staff relief agencies for available RNs (Braddy, Washburn, & Carroll, 1991). Understanding the factors that influence nurses to seek a particular employer is significant in recruitment and hiring. Factors related to nursing decisions to choose employment in nursing homes were identified in this descriptive study.Price and Mueller's (1981) Causal Model for Turnover (CMT) provided a conceptual framework for the study. The investigator used a revised form of an instrument developed by Price and Mueller for a 1981 study of hospital turnover. The instrument contained 67 items presented in a combination of 59 multiple choice items and 8 five-point Likert-type items. The reliability for each of the seven subscales was equal to or greater than .70.A sample of 300 full-time RNs with tenure of at least 6 months employment with a large for profit corporation was selected for this study. Questionnaires were mailed to participants with a letter of introduction from the investigator and the divisional vice president of the corporation. Subjects were provided with a self-addressed, stamped envelope to be used to return completed questionnaires. A follow-up call was done one week after the mailing requesting return of all completed questionnaires.There were no risks or ill effects from participating in this study. Respondents were free to ask any questions during the study. The agency and respondents were not identified in the sampling and the results of the study. Completion of the questionnaire was interpreted as the respondent's agreement to participate in the study.Results should help administrators understand the factors that influence registered nurses to seek employment in nursing homes. The results of the study should be utilized in reviewing current recruitment, hiring, and retention strategies.
School of Nursing

O presente estudo visa analisar a relação entre satisfação no trabalho e o alinhamento do emprego do indivíduo com suas habilidades, necessidade e valores, denominadas âncoras de carreira. Para tanto, foi realizada uma pesquisa quantitativa, um survey baseado no Modelo de Âncoras de Carreira de Schein e Van Maanen (2013) e na Escala de Satisfação do trabalho de Siqueira (2008), para uma amostra não probabilística de 96 alunos de uma escola de Administração de uma universidade privada de Rio de Janeiro. A partir da pesquisa concluímos que não existe associação significativa entre a satisfação no trabalho e o alinhamento com a âncora de carreira. A âncora que apresentou maior frequência, independente do gênero do entrevistado, foi Estilo de Vida, indicando a tendência de se buscar uma carreira que permita equilibrar a vida profissional e a vida pessoal. Por outro lado, foi observado que participantes do sexo masculino priorizam mais a âncora Autonomia e os de sexo feminino a de Competência Técnica / Funcional. Por fim, também identificamos na pesquisa que os indivíduos autônomos são mais satisfeitos que os assalariados, os de sexo masculino estão mais satisfeitos no trabalho do que os de sexo feminino e que existe uma associação positiva entre anos de experiência e satisfação no trabalho.
The present study explores the relationship between job satisfaction and congruence between the individual s actual occupation and his talents, needs and values, namely his career anchors. For that purpose, a quantitative survey using Schein e Van Maanen s Career Anchor model (2013) and Siqueira s Job Satisfaction survey (2008) was performed for a non-probabilistic sample of 96 undergraduate and graduate students at the Business School of a private University in Rio de Janeiro. The results of that survey showed that there is no significant association between satisfaction at work and congruence with career anchor. The most frequent career anchor for both genders was Lifestyle, showing a trend towards a career that allows some balance between professional and personal life. Male participants prioritize more Autonomy and Independence, females prioritize more Technical and Functional Competence. The study showed also that self employed individuals are more satisfied than the ones employed, that among the employed individuals, men are more satisfied at work than women and that there is a significant association between years of experience and work satisfaction.

Research reveals that rehabilitation counselors who are satisfied with their work environment tend to be more effective and have increased productivity. Rehabilitation counselors work with persons with disabilities to assist them in maximizing their ability to live independently in their communities.

Master of Science
Department of Hospitality Management and Dietetics
Kevin L. Sauer
Satisfaction with internal communication is important in all organizations and is influenced by the quality and consistency of communication exchange. Job satisfaction is also widely studied in organizations and plays a significant role in employee behavior. Job satisfaction typically correlates with communication satisfaction across different occupations, yet little is known about the communication and job satisfaction relationship in the hospitality industry or specific foodservice organizations. This study explored multiple facets of communication and job satisfaction in a university foodservice setting using the Communication Satisfaction Questionnaire and the Abridged Job Descriptive Index. Results indicated that student employees had the highest levels of communication satisfaction (M=181.75±38.24) while classified employees reported lower communication satisfaction (M=161.00±35.04). Managers reported the lowest levels of communication satisfaction (M=156.17±30.34) and also expressed the highest job satisfaction (M=78.66±18.66). Substantial relationships between job and communication satisfaction were not clearly defined in this study; however, specific themes and opportunities for future research were discovered. Results of this study advance the knowledge about communication and job satisfaction in the foodservice environment.

The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.

In the present study, the relationship between dispositional affectivity and job performance was investigated under the potential mediating effects of job satisfaction. The study was conducted in three phases. In Phase I, the scale development phase, an assistant evaluation form (AEF) was developed by collecting job analytic information from 35 Teaching Assistants (TAs) and critical incidents from 38 faculty members from a wide range of departments in Middle East Technical University (METU). In the second phase of the study, the pilot study, factor structure of the AEF was examined using principle component analyses. Pilot data were gathered from the faculty members working in different departments at METU. Results yielded two factors underlying the AEF. The first factor was named task performance, the second factor was named contextual performance. In the main study phase of the study, hypotheses were tested by gathering dispositional affectivity and job satisfaction data from 103 TAs, and performance evaluation data from 103 instructors whom the TAs had worked with during the previous semester. Results supported only the hypothesis stating that positive affectivity (PA) would predict job satisfaction. Results are discussed along with the limitations of the study and suggestions for future research.

The aim of the study is to prove that a correlation exist between job satisfaction and the levels of absenteeism, turnover, performance and customer satisfaction. Data were collected using the Job Satisfaction Survey which is a self-administered questionaire to measure job satisfaction of call centre representatives. Additional data were collected using the company's existing measures for measuring absenteeism, turnover, performance and customer satisfaction. The study found a relationship between job satisfaction and performance, between job satisfaction and turnover and between job satisfaction and customer service. However, no relationship was found between job satisfaction and absenteeism, which is consistent with previous studies.

Thesis (Ed. D.)--University of North Carolina at Chapel Hill, 2010.
Title from electronic title page (viewed Jun. 23, 2010). "... in partial fulfillment of the requirements for the degree of Doctorate of Education in the School of Education." Discipline: Education; Department/School: Education.

Ho Chung-lim.
"31 August 2002."
Thesis (Ph.D.)--Chinese University of Hong Kong, 2002.
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Mode of access: World Wide Web.
Abstracts in English and Chinese.

Submitted in fulfilment for the requirements of the Degree of Doctor of Technology: Public Management, Durban University of Technology, 2014.
World over, police officers are tasked with the responsibility of maintaining peace and order in the society. The Swaziland Government has given the Royal Swaziland Police Service (RSPS) performance targets of reducing crime in the country by twelve percent. Over the years, the RSPS has been struggling to meet its performance targets. The research aimed to investigate job satisfaction in the RSPS. The objectives of the study included to examine the factors that influence job satisfaction within the RSPS, to explore the perceived impact of job satisfaction on performance and to make recommendations to the police management on how job satisfaction in the RSPS can be enhanced. A case study involving two administrative regions (Manzini and Hhohho) using a quantitative and qualitative research was adopted. Questionnaires were handed to 345 police officers (respondents) using a personal approach as part of the quantitative research. This showed a 100 percent response rate. The qualitative research involved conducting recorded semi-structured interviews with 10 senior police officers, which included serving and retired officers. A focus group discussion was conducted with 9 junior police officers as a form of control in the qualitative research. Data was scientifically analyzed using the Scientific Package for Social Sciences (SPSS) version 12. It enabled the researcher to describe and compare variable numerically. The findings of the study showed that the respondents perform effectively when given necessary resources. Respondents are willing to put a great deal of effort beyond of what is normally expected of them in order to make the RSPS successful. On another note, most of the respondents are generally not satisfied with the salary increases and allowances as they are not adequate to meet the increasing cost of living. The respondents expressed that not everyone is treated fairly and that promotions are not based on ability. An improvement in police officers accommodation is needed. Recommendations to improving job satisfaction in the RSPS are presented in the study. Finally, the literature reviewed and findings show that there is a significant relationship between job satisfaction and performance.

Thesis (M.B.A.)-Business Studies Unit, Durban University of Technology, 2006 xii, 117 leaves
In 2005, Masonite (Africa) Ltd embarked on a level 1 learnership program, in line with the National Skills Development Strategy. Within a few months, it became apparent that there was a need to investigate the job satisfaction of the level 1 learners (learners) in the work component of their learnership program. To investigate their job satisfaction, a study was conducted which was guided by three objectives. These were: firstly to determine the general job satisfaction of the learners; secondly, to assess the satisfaction of the learners according to twenty dimensions of the job, as measured by the Minnesota Satisfaction Questionnaire (MSQ) and thirdly, to investigate the relationship between the job satisfaction of the learners and their demographic variables gender, age, work experience and level of education.

碩士
國立臺南大學
國教所初等教育學系學校行政碩士班
90
The primary purpose of this study is to develop a Taiwan localized and suitable inventory for the measurement of teachers΄ job satisfaction at public elementary schools. Through reviewing relevant literatures and referring to opinions from scholars of organizational behavior and HRM, as well as practical experiences from the teachers in public elementary schools. the framework of the inventory will be initially established. The construction of reliability and validity is based on strict research methods. The first manuscript will be reviewed by experts and scholars to examine the relevance of measuring dimensions and questionnaire items .The wording will be localized, and the principles of inventory designing will be followed to ensure higher content validity .A factor analysis will be undertaken on pre-tested samples to extract common factors to be processed by the orthogonal rotation of factor axes. In exclusion of items with low community and factor loading, the dimensions and items will be determined.Thus, the construction of inventory validity and reliability will be completed.Concerning the inventory reliability testing, Cronbach''s ?coefficient, Item-Total correlation coefficient have been employed to test the extent of internal consistency and the stability of the inventory. On validity testing, as for the construction of validity, the sub-model of linear structural relation was adopted to carry out confirmatory factor analysis (CFA). The suitability and fitness of all dimensions and items have been thus verified. If this inventory was verified with adequate validity and reliability, it will be able to serve as effective instrument for the measurement of job satisfaction for the teachers in public elementary schools.

Submitted in fulfilment of the requirements for the Degree of Magister Technologiae: Human Resources Management, Durban University of Technology, 2013.
The purpose of this study was to investigate job satisfaction and employee performance at Stodels Retail Nurseries in the Western Cape. The main aim of the study was to determine the level of job satisfaction and its impact on employee performance. A quantitative methodological approach was used for collecting the data. The target population comprised of 122 employees at Stodels Retail Nurseries. A pre-coded close ended patented questionnaire was administered to the target population, using the survey method. There was a significantly high response rate of 100% which was largely due to the fact that the personal method was used for the administration of the questionnaire. The Statistical Program for the Social Sciences (SPSS) version 20.0 for Windows was used for the statistical analysis. There were some significant findings that emerged from the empirical analysis and results. The majority of respondents (64%) generally experienced job satisfaction at Stodels Retail Nurseries and a significant number of respondents (52.5%) also expressed their dissatisfaction with pay, compensation and benefits. A moderate number of respondents (43%) expressed further dissatisfaction with the limited opportunities for promotions. This however, did not affect the level of employee performance significantly. The hypothesis tested revealed that there was no significant relationship between job satisfaction and employee performance. It was recommended that employees at Stodels Retail Nurseries should be kept constantly motivated to ensure that job satisfaction and employee performance levels are kept high. Top management of Stodels Retail Nurseries need to implement a programme to increase job satisfaction and employee performance as this may lead to the added benefits for sustaining and improving its success in the retail nursery sector. The study concluded with directions for further research as well.
M

碩士
美和科技大學
社會工作系碩士班
105
The purposes of this study included: explore social workers’ psychological capital (PsyCap) measurement model, the difference between demographic variables and PsyCap, job satisfaction, and turnover intention of the social workers in non-government social welfare organization, the current situation and the correlation among PsyCap, job satisfaction, and turnover intention of social workers in non-government social welfare organization. This study conducted a questionnaire survey which 300 social workers in non-government social welfare organization from Kaohsiung, Taitung and Pingtung as the empirical research subjects. 300 social workers completed self-report instruments including demographic questionnaire, PsyCap Questionnaire, Job Satisfaction Scale, and Turnover Intention Scale. Data obtained from the survey were analyzed by Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), Descriptive Statistics, t-test, ANOVA, and structural equation modeling (SEM). Statistical analysis yielded the following results. (1) The fit of one- second -order-factor and four-first-order-factor model for PsyCap was acceptable. (2) Psychological capital and job satisfaction of social workers in non-government social welfare organization was worse. (3) Turnover intention of social workers in non-government social welfare organization was higher. (4) Social workers’ PsyCap correlated with position, service type, and salary. (5) Social workers’ job satisfaction correlated with age, working year, and salary. (6) Social workers’ turnover intention correlated with work type, service type, and salary. (7)There was significant correlation among psychological capital, job satisfaction, and turnover intention of social workers in non-government social welfare organization. Based on those results, implications for the promotion of psychological capital of social workers in non-government social welfare organization were providing. Suggestions for nomological network, practice apply, and future study were providing in this study.

The aim of the study was to explore the differences between generations X and Y in the military by exploring whether belonging to a particular generational cohort influences perceptions of job satisfaction and emotional intelligence (EI). Data on generational groupings, job satisfaction and EI was drawn from a convenience sample of 187 members from the Human Resources (HR) Division in the South African National Defence Force (SANDF). Descriptive statistics, correlations and t-tests for independent samples were used to analyse the data. Analysis revealed that job satisfaction has a significant positive relationship with EI. Furthermore, the empirical study also yielded evidence to support a difference between Gen X and Gen Y in relation to two job satisfaction facets, namely promotion and supervision. The findings, however, did not support a difference between Gen X and Gen Y in terms of overall job satisfaction and total EI. The leadership of the SANDF may be able to use the study’s findings to guide effective organisational policies and processes to maintain and retain a loyal and productive human resources pool working in cohesion despite underlying differences.
Industrial and Organisational Psychology
M. Com (Industrial and Organisational Psychology)

In his seminal work, Out of the Crisis, W. Edwards Deming provided American corporations with a direction and method for improving both man and machine in an effort to transform the way in which these corporations performed and managed both service and industry functions. His ideas for statistical control have taken hold within the workplace and are becoming increasingly popular among managers and corporate executives who are intent on improving the bottom line. However, most companies have limited their incorporation of Deming's methods and failed to include Deming's approach to improved leadership and employee involvement. This study will review the human aspects of Deming's ideas and their convergence with an existing theory on employee engagement. Additionally, the impacts of employee engagement will be reviewed to better understand the potential gains that may be had by corporations when they implement Deming's Total Quality Management to the extent that he originally intended.
Contract number: N62271-97-G-0059

Human resources are the most important assets of any health system. In recent years it has been increasingly recognised that improving the performance of health personnel should be at the core of any sustainable solution to health system performance. However, it is widely acknowledged that health systems are not producing the desired output of health interventions due to factors such as insufficient skilled and experienced health personnel, demotivated health personnel, lack of management skills, poor working conditions and environment, and inadequate remuneration. This study explores the factors that affect performance of nurses in Namibia with the aim of providing a management framework for improving the performance of professional nurses. The study followed a quantitative research approach using an explorative descriptive design. A survey method using questionnaires was applied. The reaction to the study was positive as a response rate of 75.8% was obtained. Data analysis included identifying and comparing existence or absence of factors using the SSPS package. The target population included all professional nurses in Oshana, Otjozondjupa and Khomas regions. Baseline results revealed various factors which affect performance. The study revealed that hospitals currently have deficiencies in human resource management aspects such as recognition of employees who perform well, working conditions, implementation of performance appraisal systems, feedback on performance outcomes and management skills. These aspects are strongly associated with level of performance of health personnel. Based on the results, a management framework was proposed. The framework consists of activities for enhancing the nursing profession; strengthening knowledge and expertise, including management skills; improving performance; and generating knowledge through research.
Health Studies
D. Litt. et Phil.(Health Studies)