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Smith, Kaye M., and mikewood@deakin edu au. "Employer satisfaction with employees with a disability." Deakin University. School of Health Sciences, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.160034.
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Previous research that addressed determents of employer satisfaction with employees with a disability (EWDs) mainly targeted employers perceptions of workplace performance. This thesis used quantitative and qualitative approaches to examine perspectives of employers and disability employment service providers (DESPs) on the complex nature of employer satisfaction with EWDs within an ecological paradigm. Three studies were undertaken. The first analysed questionnaire ratings for 656 employers of workplace performance of EWDs. Analyses found: (1) employers rated EWDs lower than non-disabled employees (NDEs) on employer satisfaction and work performance; (2) determinants of employer satisfaction differed between EWDs and NDEs; (3) employers were more satisfied with EWDs than NDEs in relation to work performance; (4) lower comparative ratings on employer satisfaction for EWDs influenced future employment intentions toward people with a disability; (5) employers perceptions of job-match affected ratings on employer satisfaction and performance; (6) effects of job-match on employer satisfaction were direct and indirect, through work performance; and (7) variables representing job-match were relatively more important to employers decisions to hire and retain a person with a disability than variables representing Social Concerns and employer/management items. A theoretical model that depicted the influence of processes (job-match) and outcomes (work performance) on employer satisfaction with EWDs was supported. The second study analysed questionnaire ratings from 36 non-employers of EWDs. Findings indicated very similar responses between employers and non-employers of EWDs on experiences related to employer satisfaction with NDEs. Views about the relative importance of variable related to hiring and retaining a person with a disability suggested that generalising findings from the first study to all employers was reasonable. The third study analysed data from interviews with 50 employers and 40 DESPs; and questionnaire responses for 56 DESPs and 36 non-employers of EWDs. This study validated the importance of job-match to successful employment outcomes; suggesting DESPs were undervaluing their services to the employers. The study also showed that Bronfenbrenners Ecological Systems Theory provided a relevant framework with which to interpret complex information from different stakeholders, important to understanding employer satisfaction. In summary, employer satisfaction was shown to be a relative concept that varied with referent, and a developmental phenomenon that was influences by many factors operating and interacting at a number of ecological levels. Policies and practices to promote employer satisfaction with EWDs need co-ordinated approaches that recognise the influence of contexts internal and external to the workplace and the dynamic nature and interrelationships of characteristics within these contexts.
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Larkin-Perkins, Bridgette. "Employee Job Satisfaction and Employees' Voluntary Turnover Intentions (VTIs)." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4150.
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Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from full- or part-time employees in the U.S. retail sales industry. The theoretical framework was based on Herzberg's motivation-hygiene theory. The results of a multiple regression analysis indicated that a combination of intrinsic and extrinsic job satisfaction, F (2, 87) = 3.51, p = .034, R2 = .08), significantly predicted employees' VTIs. However, extrinsic job satisfaction (t = 2.05, p = .034) was the only statistically significant predictor. Business leaders, who understand the factors that increase extrinsic job satisfaction, may increase retention within the organization, provide workforce stability, improve organizational and economic growth, and decrease costs related to job satisfaction and VTIs. The implications for social change include helping to reduce the economy's unemployment rate and improve relationships between the employees, their families, and their communities include (a) improving employees' and stakeholders' perceptions of their organization in the community and (b) improving employees' well-being by understanding the job satisfaction factors that improve their morale.
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Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.
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Yü, Ying-siu. "Employee motivation and satisfaction in different organizational levels : a study of banking industry in Hong Kong in transition to 1997 /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724546.
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Shelton, Karen. "The effects of employee development programs on job satisfaction and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001sheltonk.pdf.
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Milne, Claire. "Employees' experience of job satisfaction within a successful organisation." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1007639.
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In the present organisational climate characterised by intense competition, the success of an organisation is increasingly dependent on its employees' expertise and knowledge (Carrel, Elbert, Hatfield, Grobler, Marx & Van der Schyf, 1997). Employees need to be motivated to contribute to the organisation's goals, for their knowledge and expertise to benefit an organisation (Lawler III, 1994). Organisations need to foster a situation in which employees have a positive attitude towards work and are able to benefit personally through directing their effort towards organisational goals. (Robbins, 2000) This study focuses on an organisation that has managed to link job satisfaction with organisational gain, and explores the link between these two subjects. A case study of a South African mining operation is reported on, and examined in-depth. The mine, a successful operation in terms of productivity, is recognised by its holding company as exemplary and is competing with the best base metal producers in the world. The research was conducted in two stages. The first stage consisted of 20 semi-structured individual interviews. Ten employees were selected from both the lower employee-levels and the higher employee-levels. The individual interviews focused on the experience of working at the mine with particular reference to interpersonal dynamics, job satisfaction, leadership style, and reward systems. During the second stage of the research, focus groups were conducted with two groups of seven employees each, one group from the lower-levels and one from the higher-levels. The focus groups aimed at obtaining a deeper understanding of the issues that emerged from the individual interviews. Grounded theory analysis was used during both the first, and second phase of the study. The results indicated that the mine's employees experience a high level fulfilment of higher-order needs, and that this experience is a reaction to the mine's performance enhancing culture. It is further shown that the same factors that create job satisfaction, when applied in excess, or in certain circumstances may lead to dissatisfaction within the same context.
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Roberts, Heather Elise. "The role of self-leadership and employment characteristics in predicting job satisfaction and performance." Thesis, This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-09192009-040538/.
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Busch, Andrew. "A critical analysis of research related to workplace retention, satisfaction and motivation of the millennial generation." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005buscha.pdf.
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Aranson, Anne (Anne Elizabeth). "An Assessment of Employee Satisfaction within a Major Unit of a Worldwide Hotel and Resort Management Company." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279360/.
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The purpose of this study was to assess the satisfaction level of 240 employees of a single hotel property. The questionnaire, administered by the Corporate Director of Training, determined if a significant difference exists between overall satisfaction and individual departmental satisfaction regarding 11 dimensions: customer satisfaction, employee involvement/teamwork, work environment, training/development/evaluation, communication, compensation/benefits, supervision, resources, planning/goal setting, general, and departmental interaction. Percentages and t tests were used to analyze the data. Results of the study will help management recommend courses of action needed to address identified problem areas.
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Wynn, Jennifer Kay Lewis Philip M. "Defining bitterness in the workplace." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Summer/Theses/WYNN_JENNIFER_55.pdf.
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Boyd, Jesse J. "Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3931.
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Voluntary employee turnover in the healthcare industry is one of the most expensive and disruptive business problems that healthcare organizations encounter. Healthcare organizations can expect employee replacement costs to represent up to 150% of a departing employee's annual salary in new employee acquisition and decreased productivity. Guided by the leader-member exchange theory, the purpose of this single case study was to explore the strategies healthcare managers used to retain high-performing healthcare employees. Using semistructured interviews, the targeted population encompassed 6 healthcare managers from a healthcare organization in Central Texas who have demonstrated successful strategies for retaining high-performing healthcare employees by maintaining a 90% retention rate for a 12-month period. Organizational documents were reviewed, including reports of managers' retention rates and number of employees per manager, for a 12-month period. Data were coded, analyzed into themes via Yin's 5-step method, triangulated, and then subjected to member checking to bolster the trustworthiness of interpretations. Two major themes were revealed: employee engagement and leadership style. Participants noted that their employees were their priority and practiced participatory leadership to gain trust, loyalty, and commitment. The findings may promote positive social change by providing healthcare managers with information on successful strategies for retaining high-performing healthcare employees, which could reduce unemployment rates, stabilize families, and improve employees' work-life balance outside their organizations.
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LaFosse, W. Greg. "Employee Theft: The Relationship of Shrinkage Rates to Job Satisfaction, Store Security, and Employee Reliability." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc500587/.
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The correlation between employee theft and various employee attitudes is investigated with 489 subjects from a large discount store chain located in the southeastern United States. Subjects completed two tests: Personnel Decisions, Inc. 's Employment Inventory/Customer Service Inventory which measures employee reliability and orientation toward providing customer service; and the Organization Responsiveness Questionnaire which measures satisfaction and perceived store security. Individual scores on the tests were correlated with a performance rating form completed by the subject's supervisor. Scores were computed for each store and correlated with inventory shrinkage rates. Results revealed relatively weak correlations for some variables. The multiple regression analysis was unable to significantly predict any of the
criterion variables.
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Mason, Claire Marjorie. "Group task satisfaction : the construct of job satisfaction applied to groups /." [St. Lucia, Qld.], 2001. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16188.pdf.
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Abdulla, Jassem Mohammed. "Determinants of job satisfaction among Dubai police employees." Thesis, University of South Wales, 2009. https://pure.southwales.ac.uk/en/studentthesis/determinants-of-job-satisfaction-among-dubai-police-employees(b0fc7997-53be-40d9-9137-b8414e1a9ef8).html.
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Job satisfaction is one of the methods used to establish and maintain a healthy organisational structure. It has been frequently investigated in studies that deal with organisational strategies because of its potential impact on work attitudes such as job performance, productivity and organisational commitment. Although researchers have identified many factors that relate to job satisfaction, the majority of these factors can be grouped into two broad categories: (a) personal factors, and (b) environmental factors. Although personal and environmental factors are utilised as distinctly competing models of job satisfaction, researchers argue that the work environment is a better predictor of job satisfaction. Most, if not all, scales used to measure job satisfaction have been developed in Western countries. The aim of this study is to identify the determinants of job satisfaction in one of the largest public sector organisations in the United Arab Emirates, namely, the Dubai Police Force (DPF), and then, to develop a model of job satisfaction linking antecedents and consequences to job satisfaction. The police, like any other public sector organisation, needs to develop and maintain a strong relationship with its human resources in order to effectively perform crime fighting and service provider roles. The issue of job satisfaction, particularly amongst Middle East police force employees, has received only limited research attention. Although some studies have tried to identify the indicators of job satisfaction among police employees, empirical findings on those indicators have generally been sparse and inconclusive. The study employed a mixed method approach to meet its aims and to increase the reliability and validity of the results. The research strategy adopted involved sequential procedures. A qualitative study was conducted first to explore the research issue and to provide in-depth evidence for the research objectives (stage one). The results from the qualitative study were used to develop a scale. The quantitative study was carried out to explore the determinants of job satisfaction among the DPF employees (stage two). Five separate data collections (in-depth interviews, focus group, expert panel, pilot testing, and survey-DPF employees) were conducted, involving a total of 1,075 respondents. The results of this study support the conclusions of previous research that the work environment is a better predictor of job satisfaction than individual demographic variables and that personal factors are of little value to understanding job satisfaction. The results show that 47% of the variance in job satisfaction scores can be explained by eleven environmental and four personal variables (in order of importance): salary and incentives, nature of the work, public perception, organisational policy and strategy, relationships with co-workers, supervision, promotion opportunity, performance appraisal, professional development, communication, job stress, nationality, sex, shift work and public contact. Accordingly, several policy implications of the findings and recommendations for future research are discussed.
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Misdi, Masita. "Multigenerational Perspectives on Job Satisfaction among Hotel Employees." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1758.
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Previous research has shown that job satisfaction contributed to better employee engagement and intention to stay in organizations. Hotel employees who are satisfied with their job pursue their job tasks in a quality manner which possibly will establish competitive advantage for hotel organizations. This study extended the prior work of intrinsic motivation from the job itself based on Job Characteristics Model by examining: (1) the differences in job satisfaction of chain hotel employees from three generations; Baby Boomers, Generation X, and Millennials, and (2) to compare and contrast the generational perspectives on job satisfaction. The job satisfaction was measured in terms of the core job characteristics, critical psychological states, aspects of the jobs, and feeling of other employees with similar jobs. The Job Diagnostic Survey (JDS) was used in this study with some demographic questions. A purposive sample of 108 chain hotel employees from five hotel chains in three counties in southern Illinois participated in this survey. One way ANOVA and Welch ANOVA were conducted to investigate the differences between groups. The Games-Howell post-hoc test was used to confirm group differences. Overall differences were found between Baby Boomers and Millennials and between Baby Boomers and Generation X. There were no overall differences found between Generation X and Millennials. The findings indicated that Baby Boomers have the most engagement in the workplace and have more intention to stay in hotel organizations.
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Holtom, Brooks C. "Organizational attachment among core and contingent workers /." Thesis, Connect to this title online; UW restricted, 1999. http://hdl.handle.net/1773/8839.
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Robinson, Andrea L. "New residence life professionals : the impacts of personal transition issues on job performance and satisfaction." Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1178348.
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This study examined the impact that personal transition issues have on the work performance and satisfaction of new professionals in housing and residence life positions. Current first-year professionals in these positions were surveyed and interviewed using materials created for this research.New professionals felt that their personal transition has a significant impact on their overall satisfaction and performance in the work environment. They also expressed a desire for institutions to be more aware of these issues and more intentional in assisting with them. The survey population identified a number of correlations between personal transition issues, work performance, and work satisfaction. They offered examples of ways their institutions helped them in their transition, as well as suggestions for additional steps that can and should be taken.Department of Educational Leadership
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Barcus, Sydney Anne Guarnaccia Charles Anthony. "The impact of training and learning on three employee retention factors job satisfaction, commitment and turnover intent in technical professionals /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9797.
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Lassausaie, Claire, and Kyler Lotte. "Employees' Needs at Work : A case study of employee retention at a real estate firm." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151390.
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The intent of this study is to improve our understanding of employee behavior. Specifically, to understand why an employee would be motivated to seek a job somewhere other than their current place of employment. As well to understand the perspective of the employer with how they could retain these employees, considering the current job-hopping phenomenon and the high cost of employee turnover. The purpose of this study is to understand the needs of employees at work and apply them to retention strategies. The study focuses on the differences between organizational levels, as this has not been sufficiently studied in the past. The present study applies Maslow's hierarchy of needs, along with traditional retention strategies to employee's current views, in order to create a new framework for retention strategies. As a qualitative case study, interviews have been conducted within a small firm from the real estate industry in the USA to obtain an insight into employees' needs at work and their perception of retention. It was of paramount importance that every level of the organization was represented, with responses from the lowest level administrator up to the partner owner level of the company. Discussing the findings, this study intends to create a model for employee job satisfaction at two different levels of an organization, thus providing an understanding of their needs and goals at work. As well also contributing to suggested retention strategies by offering a retention model for each level. The main contribution of this study is that it demonstrates a difference in factors for job satisfaction at different levels of an organization, which justifies the adoption of a uniquely adapted retention strategy for each level. If the traditional means of motivation and retention can be used for employees highly positioned within the hierarchy, this study shows that at a lower-level, employees seek well-being far more than performance and financial rewards. Thus, the conclusion has been proposed that achievement and success are central to the satisfaction and retention of high-level employees where well-being and company culture are central to low-level employees.
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Bennett, Marcia. "Leadership Satisfaction and Turnover Intention Among Public Sector Employees." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5826.
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The changing demographics of the federal workforce require managers to understand generational differences in experiences, values, and leadership preferences that can negatively impact an agency's ability to fulfill its mission. There is a gap in the literature regarding generational cohort perceptions of employee satisfaction with leadership and turnover intention in the Small Business Administration (SBA). The purpose of this quantitative, cross-sectional study was to examine the generational perceptions of SBA employees regarding leadership satisfaction and intent to leave the organization within the next year. Strauss and Howe's generational theory served as the theoretical framework. This non-experimental quantitative study used the 2016 Federal Employee Viewpoint Survey that consisted of data from 407,789 federal government employees. The population in this study included 1,383 respondents who worked in the SBA. Data were analyzed using the Mann-Whitney U test to examine perceptions of leadership and perceptions of turnover intention between 2 age groups. Results indicated that employees under 40 had higher satisfaction with leaders than employees 40 and over (p < .05). There were no statistically significant differences between the age groups and turnover intention. Findings showed that generations differ based on shared experiences of their members. These findings can help government leaders enact policies to strengthen the relationship between leaders and employees, resulting in satisfied and committed employees across generations.
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Oumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.
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Job dissatisfaction among bank employees may adversely influence the financial performance of banks due to employee turnover, decreased productivity, poor service quality, decreased customer satisfaction, and negative employee attitudes in the workplace. The purpose of this correlational study was to examine how work on the present job, pay, opportunities for promotion, supervision, and coworker relationships predict job satisfaction among bank employees in Nigeria. The population of the study was 167 bank employees in 3 commercial banks in Nigeria. The 2-factor theory (TFT) served as the theoretical foundation in this study. Data collection was through a survey instrument called the job descriptive index. The results of the multiple linear regression analysis showed that the regression model significantly predicted job satisfaction, F (5, 95) = 10.806, p < .05, R2 = .363. Both supervision and coworker relationships were statistically significant predictors of job satisfaction among bank employees in Nigeria, while there were no statistically significant relationships between the predictors' work on the present job, pay, and opportunities for promotion, and the dependent variable, job satisfaction. The implications of this study for positive social change include the potential to provide senior bank executives with an understanding of factors that relate to job satisfaction among bank employees, including creating a desirable work environment, improving the quality of supervision in the organization, increasing job satisfaction, and making the organization more desirable for employees.
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Karayianni, Fotini. "Reorganization on employee satisfaction: The gray area of corporations : A case study on Intel Corporation’s employees." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44171.
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The present thesis exploits a concept that lays in the core of human capital, employee satisfaction, under the context of a proactive organizational change. The prior literature depicts organizational change as a strategy applied to increase the efficiency of the company and its relevance to the market involved. The unique element of the matter is that proactive reorganizations are a product of a structural practice initiated by an entity’s human resources department. The department operates under a standardized model of change, which focuses on addressing the technical discrepancies that may occur in the human capital. Mainly analyzed from a company’s perspective, its influence on the employees involved in the change is often been neglected. The thesis was conducted in an effort to assess the need for a change in the current model in order to better address employee’s needs. To achieve that a sample of 100 Intel employees was used to uncover the state of the employees’ job satisfaction after an organizational change has been taken place. Results of the analysis exhibited above average overall satisfaction scores. The areas that employees seem to be the least satisfied were that of job security and company’s policies. Moreover, the elements of culture and the type of reorganization have also seemed to influence the overall satisfaction scores. Upon viewing the results the authors concluded that a need does exist, for a more interpersonal human resource approach to be incorporated within the current reorganizational model of an entity.
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Maqoko, Sidwell Lizo. "Factors affecting employee satisfaction in the O.R. Tambo District Municipality." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020581.
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There is a perception that municipal employees are not committed to their jobs of delivering essential services to the residents.This perception is often exacerbated by media opinion that tend to project an unacceptable image about the work ethics and behaviour of public sector officials. Local government is at the coalface of services delivery in South Africa.Almost all complaints and service delivery protests are directed by communities to municipalities. This necessitates that local government employees should always be ready to serve the people with passion and vigour. From the advent of democratic dispensation in South Africa in 1994 the transformation of the public sector has become one of the central priorities of government.The Constitution of the Republic of South Africa (1996) sets the agenda of a developmental state and outlines objects of local government in Sections 152 and 153 of the supreme law of the land. Flowing from this Constitutional mandate a legislative and policy framework is enacted to guide the municipalities to ensure effective and efficient delivery of services to communities .In this respect the study argues that central to the delivery of services is the human capital. The researcher asserts that it is not the building or any other municipal asset that will ensure delivery of quality services to citizens, but the employees. Employees have a responsibility to ensure that goals and objectives of the OR Tambo District Municipality are realised. The researcher contends that there is a perception that there could be low levels of job satisfaction within the workforce of ORTDM .This could have a negative effect to the provision of basic services to the public .Thus this study is aimed to investigate factors that may affect employee satisfaction in the ORTDM. High level of job satisfaction amongst employees may cause ahighly dedicated and committed workforce. The consequence of that could be a positive impact on municipal performance.
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Walker, Matthew Robert. "Informational expectations, needs, and receptions of newcomers and transferees, and their effects on job satisfaction and organizational commitment /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3013038.
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Dotson, Jeffrey P. "Measuring the Effects of Satisfaction: Linking Customers, Employees, and Firm Financial Performance." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1242745594.
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Akuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment." Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.
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Dangerfield, Lyndsey, and University of Lethbridge School of Health Sciences. "Job satisfaction, substance use, and gambling behaviour of northern Albertan casino employees." Thesis, Lethbridge, Alta. : University of Lethbridge, School of Health Sciences, 2004, 2004. http://hdl.handle.net/10133/553.
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Relatively little is known about Canadian casino employees. The present study is a broad-based investigation intended to shed some light on this population. There were several specific areas of investigation. These included job satisfaction, substance use and abuse, gambling behaviour, gambling attitudes and beliefs, and problem gambling status. Because of this high-risk group’s excessive exposure to gambling, casino employees’ gambling behaviour may be indicative of the general adult population’s future gambling behaviour. Although there is some prior evidence of higher rates of problem gambling in this population, the causal direction of this relationship is not well established. That is, does working in a casino place employees at a higher risk for problem gambling, or does the industry actually attract problem gamblers?
The present study investigated the characteristics of 123 Canadian casino employees from two Alberta casinos. The study aimed to establish the actual impact of casino employment on substance use and gambling behaviour by means of a follow-up questionnaire that was distributed six months after the baseline questionnaire was collected. The results of the follow-up questionnaire tentatively suggest that problem gamblers are attracted to the casino industry, rather than the casino industry placing its employees at a higher risk for problem gambling. The study also found that Northern Albertan casino employees have higher rates of smoking, alcohol use, illicit drug use, medication use, gambling, and problem gambling than the general Albertan workforce.viii, 140 leaves ; 29 cm. --
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Silimi, Maimbo Mark. "Manager's perceptions of performance appraisal implemented at Kansanshi Mine, Zambia." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1013037.
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As managers with direct contact with workers on the floor, line managers are responsible for implementation of the performance appraisal system at Kansanshi Mining plc. Commonly, implementation of performance appraisal is affected by how line managers interact with their subordinates before, during and after an appraisal interview. Notably, no study has been conducted at Kansanshi mine to understand how line managers conduct performance appraisals since their introduction. This qualitative study aims to build an understanding of how line managers at Kansanshi conduct performance appraisal interviews and what enablers and barriers they face in this process. In pursuit of the research aim, line managers from all the ten departments of the mine were considered as eligible for the study. Using stratified random sampling, ten of the 30 line managers from all ten departments across the mine site were selected. A total of fifteen semi-structured, in-depth, face-to-face interviews were conducted with ten line managers to gather data. These individual interviews were conducted on the mine site in the interviewees' offices as well as other convenient places such as the Kansanshi main boardroom. On average, each interview took between 45 to 60 minutes. All these interviews were audio recorded, transcribed and thereafter analyzed using open coding and constant comparison technique to induce themes. Findings of the study show a variety of barriers and enablers of line managers in their conduct of performance appraisal interviews at Kansanshi mine in Zambia. All ten line managers unanimously highlighted that (a) lack of clear job descriptions and set of individual targets as well as (b) lack of adequate refresher training on how to conduct performance appraisals affected how they conducted performance appraisals. Eight of the ten line managers highlighted that (c) perceived subjectivity of the system while seven of the ten highlighted that (d) predominant production focus and priority were barriers to them in how they conducted performance appraisals. On the other hand, ten line managers highlighted that (a) top management commitment to the implementation of a performance appraisal system, seven highlighted that (b) employees' hope for rewards and five line managers highlighted that (c) spring for career development and progression were perceived as enablers in their implementation of performance appraisals. This research is of value as it highlights how the conduct of performance is not only impacted by organizational support and other complementary organizational systems but also how the barriers to the conduct of performance appraisals affect both the appraisee and the appraiser.
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Tsang, Lau Yee-wah Cecelia. "A study on the relationship of employees' perception of quality management and employee satisfaction in a social service organisation /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18023770.
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Simpson, Eric Phillip. "Examining Employee Satisfaction, Customer Service and Customer Satisfaction in a Retail Banking Organization." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5211/.
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In the increasingly competitive world of retail banking, organizations are focusing their attention on customer service as a means of increasing customer loyalty and retention. With this goal of increasing customer retention, the link between the attitudes of the service provider (employee satisfaction), the customer interaction behaviors that those attitudes lead to (customer service quality), and the attitudes that those behaviors generate in the customer (customer satisfaction) has become an increasingly important area of investigation. The goal of this research is to analyze the relationships that exist between these three variables: employee satisfaction, customer service quality, and customer satisfaction in a mid-sized retail bank. Data from three separate surveys collected during the same time period in 137 branches of a regional bank are analyzed using multiple regression analysis to determine whether relationships and interactions exist at a banking center level. While results of the analyses did not show a significant relationship between the variables, issues relevant to this determination are discussed and conclusions drawn regarding the nature of these constructs.
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Stafford, Keith Reginald. "Leadership Strategies to Retain Key Employees." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6281.
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Retention of key employees protects a firm's investment in its human resources. Employee retention is an issue in the insurance sector, particularly among sales employees. The purpose of this descriptive study was to explore leadership strategies used by insurance sales managers to retain key employees. Herzberg's dual factor theory and Adams's equity theory were used to explore insurance sales managers' insights into leadership strategies. Semistructured interviews were conducted with 15 insurance sales managers in southern California to elicit the strategies they used to maintain their key salespeople. Data were analyzed using the modified Van Kaam method. Seven themes emerged from data analysis: coach/mentorship, management style, unmet job expectations, pay, cost to the company, personal growth/realization of goals, and work environment. The findings from this study might contribute to positive change by providing company managers with strategies to retain key employees through improved stakeholder engagement, the longevity of workers in their communities, and enhanced corporate social responsibility encouraging companies to support local communities.
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Dixon, Sherry Ann. "Retention of Information Technology Employees." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3152.
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Business leaders often realize greater profitability when they have strategies to retain IT
employees. However, the cost to replace IT employees creates significant challenges for
business leaders. Given the growing impact of technology on operational costs, retention
of IT employees is imperative. This exploratory single case study sought to identify the
strategies that leaders use to increase IT employee retention. The population was 6
leaders from a military organization in Norfolk, Virginia, responsible for the retention of
IT employees. Herzberg's two-factor theory was the conceptual framework for this study.
The data was collected from semi-structured interviews with 6 leaders along with
organization documents. Data analysis and methodological triangulation included
thematic analysis to identify 7 themes in the study. These 7 themes were quality of life,
telework, leadership, inclusion, and staying abreast of new technology. Implications for
social change include the potential for leaders to save money on recruitment and training.
It also includes organizations becoming profitable through better employee retention
strategies, and it adds to the body of knowledge that leaders could use to provide stable
employment opportunities to individuals. The retention rates among IT employees affect
individuals, families, communities, organizations, and the economy. Implementing
retention strategies may result in improving employee-employer relationships and
organizational profitability.
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Hambuda, Fillemon Nangolo. "Job satisfaction and job performance during the implementation of a performance management system : the case of a Namibian municipality." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2661.
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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.
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Morais, João Marcelo. "Organizational structure in family business management styles and employees satisfaction." Universidade de Taubaté, 2004. http://www.bdtd.unitau.br/tedesimplificado/tde_busca/arquivo.php?codArquivo=24.
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Nowadays, world ambient discussion constitutes an important subject, which also includes Brazil, an organizations importance, especially the company that aims at profit, for economic, social and individual development. At the same time the form of expectations, the companies find themselves in competitive scenery, that is, a combined economic evolution in an open market, that resulted in new companies, international competitors entering the local market and improving products and services that already exist for focalizing quality and low cost. This scenery determines that the organizations should be alert in its organizational structure, especially in its reference an existing relation a between high administrative conception and its perspectives of managerial and other employees, because this can reflect in their market and clients. The aim of this thesis is to identify the organizational structure in a family business, or that is, managed and run by its owners. It also scopes on knowing the relevant structural factors facing the scenery mentioned before, as we realize de main characteristics of managers in a family organizations and influenced by a structural model used and management style in relation to the employees satisfaction. For this reason a typical family company was selected, managed and run by its owners, in the case, husband and wife, that work in services sector of international commerce which has its influence and administration, even though its head-office is situate in the city of São José dos Campos São Paulo Brazil -, and represents in the Brazilian and world economy, through its branches, risk partners and representatives. Such aspect meant using a research method collecting information from its owners, managers and employees co-localized in all its branches.Atualmente constitui-se tema de significante discussão em âmbito mundial, e não menos diferente no Brasil, a importância das organizações, especialmente as empresas destinadas a produzir lucratividade, para o desenvolvimento econômico, social e do indivíduo. De forma concomitante às expectativas declinadas anteriormente, as empresas se encontram em meio a um cenário referendado por características muito particulares de competitividade, ou seja, a evolução econômica combinada com a abertura de mercados, culminou com a criação de novas empresas, entrada de concorrentes internacionais no mercado local e aprimoramento dos produtos e serviços já existentes para um enfoque que exige qualidade e baixo custo. Este cenário determina que as organizações estejam atentas à sua estrutura organizacional, especialmente no que tange a relação existente entre as concepções da alta administração e as perspectivas do corpo gerencial e dos demais funcionários, vez que isto poderá produzir reflexos em seu mercado e clientes. Este trabalho tem como objetivo identificar a estrutura de organização de uma empresa familiar, ou seja, uma empresa administrada e gerida por seus proprietários. Também tem como escopo apreender os fatores relevantes da estrutura frente ao cenário anteriormente descrito, assim como perceber as principais características dos gerentes da organização familiar e a influência do modelo estrutural adotado e do perfil gerencial em face da satisfação do corpo operacional, isto é, dos funcionários. Para tanto, foi selecionada uma empresa tipicamente familiar, administrada e gerida por seus proprietários, in casu, marido e mulher, que atua no setor de prestação de serviços de comércio exterior e cuja zona de influência e atendimento, muito embora sua matriz esteja localizada na cidade de São José dos Campos - SP, perfaça localidades mais representativas da economia brasileira e mundial, por intermédio de suas filiais, parceiros de risco e representantes. Tal aspecto significou, para a metodologia de pesquisa empregada, a coleta de dados perante gerentes e funcionários co-localizados em todas as unidades da empresa selecionada.
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Masciocchi, Jeradean Emma Rehm. "Job Satisfaction of Classified Employees in a Public Suburban School District." PDXScholar, 1990. https://pdxscholar.library.pdx.edu/open_access_etds/1272.
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This study examined the sources of job satisfaction and dissatisfaction for classified employees in a large public suburban school district. The population included randomly-selected bus drivers, custodians, school and non-school secretarial employees, instructional assistants, maintenance workers, food service personnel and technical employees. Three research questions were posed: (a) What are the primary sources of job satisfaction and dissatisfaction for classified employees? (b) Is there a significant difference in job satisfaction among the specific categories of classified employees? (c) Are demographic/personal variables of classified employees related to overall job satisfaction? The study incorporated both qualitative and quantitative methodology. Focus groups were convened to identify satisfiers and dissatisfiers, which then served as a basis for questionnaire development.Sixty-four individuals participated in focus group discussions; 490 questionnaires were returned for a response rate of 78%. The self-designed questionnaire contained 100 job variables, including a single direct question of overall satisfaction. The assessment also included twelve demographic/personal variables and two open-ended questions. Data were statistically analyzed using ANOVA, ANCOVA, the Chi square test, multiple regression, and paired comparisons. The primary job satisfiers for all classified employees were: co-workers, students, work itself, work variety, autonomy, and work schedule. Dissatisfiers were: work overload, district policies, and job insecurity. There was a significant difference in job satisfaction among employee groups. There was also a significant difference in job satisfaction for the demographic variables of gender, work setting, and number of hours worked, even after the influence of job category was eliminated. The research suggests that there are issues which influence the job satisfaction of classified employees. In their quest for excellence, school district administrators, and business leaders, alike, can benefit from listening to the needs and recommendations of their support personnel.
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Jaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.
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Chiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.
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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.
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Fowler, Darlene. "The relationship between an organization's culture and its leadership, and the impact on employee performance and satisfaction." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009fowlerd.pdf.
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Foot, Kirsten Joan. "An exploration of factors that impact on levels of employee satisfaction and organisational performance : an organisational diagnosis." Thesis, Rhodes University, 2004. http://hdl.handle.net/10962/d1007951.
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Organisations today, regardless of their function, exist in an environment that is characterised by change. In order to maintain a competitive advantage it is vital that organisations manage such change and are sensitive to their human resource. It is imperative for organisations to understand and explore the factors that impact on employee satisfaction and overall organisational performance. The hospitality industry is an industry that is notorious for low levels of pay and long working hours, and often dissatisfied employees. This research focused on a hotel, that is part of an international chain of hotels, which has recently undergone a rebranding process (a change from within). This research aimed to assess and explore factors that impact on levels of employee satisfaction and organisation/hotel performance, in other words it aimed to 'diagnose' the hotel's current status. The research was conducted in two phases. Phase one made use of a widely used measure of job satisfaction, the job descriptive index (JDI), that looked at five facets of job satisfaction namely: pay, opportunity for promotion, co-workers, supervision and the nature of work. Phase two further explored the results of the JDI (staff being very dissatisfied with pay and promotions opportunity) and further explored other areas of the organisation/hotel with the use of an organisational development model, Weisbord's Six-Box Model (1990). The 'boxes' included areas of purpose, structure, relationships, leadership, rewards and helpful mechanisms. These areas were explored with staff using focus groups. Heads of departments (management) and the deputy general manager of the hotel were interviewed using a semi-structured interview format, exploring similar issues to those researched with staff. Results indicated problems in the hotel with regard to purpose, a severe lack of communication and staff feeling they have little chance for promotion as well as pay structures being perceived as unfair. The overall leadership at the hotel was described as erratic, and relationships between management revealed high levels of mistrust. Due to limited research in the South African hospitality industry, much of the literature available is based on experiences in the United States of America or the United Kingdom. For this research, the researcher had few previous published findings and was unsure of the many issues that could possibly arise. However, the intervention was enjoyable and recommendations have been provided for the hotel to consider, so the hotel can go from "good to great".
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Rathogwa, Avhaathu Thelma. "The effect of mergers and acquisitions : focus on employee job satisfaction of former employees of Smartcom in Vodacom SA." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/2713.
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Thesis (MPhil (Information Science))--Stellenbosch University, 2008.The general purpose of this study was to gain an understanding of the relationship between organisational mergers and/or acquisitions and job satisfaction. Specifically, the concept of job satisfaction was examined in relation to ex-Smartcom employees who were moved to Vodacom after the acquisition of Smartcom. Variables such as age, marital status, educational level, gender and job security were examined for a possible significant relationship to employee job satisfaction. Management involvement and intervention during the acquisition were also examined to establish whether or not this also affects employee job satisfaction. It was hypothesised that employees were dissatisfied as a result of the acquisition. The researcher used a combination of both quantitative and qualitative methods of collecting data. Through questionnaires, interviews and observation, the researcher achieved what is called ‘triangulation’ in order to get a better understanding of the results. The data was gathered and analysed effectively by using different methods of collecting and measuring data. This was done to ensure that the study’s trustworthiness, validation and reliability. The results are discussed in terms of the hypothesis set in the study. This is done through a discussion of the conclusion drawn from the findings. Even though employees are dissatisfied as a result of mergers and acquisitions, it was found that there are other factors such as work environment, pay, recognition, responsibility, team work, and security that can also lead to employee dissatisfaction. It was therefore concluded that when an acquisition is made, management should not only focus on the bottom-line, but also pay attention to the human factors that can lead to the failure or success of the acquisition. Integration and intervention programmes can be used as mechanisms for successful operations post mergers and acquisitions.
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Jiang, Jing, and 江婧. "Analysis of factors affecting job satisfaction in foreign invested construction companies in China." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193465.
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With China join into the WTO for over 10 years, increasing number of foreign investors, including foreign invested construction companies, show their interests in the Chinese market. Due to the cultural differences between foreign and local companies, the foreign investors will face many challenges when entering into Chinese market. These challenges may lead to difficulties not only in establishing relationships with government, customers, and suppliers but also in managing local employees. Employees’ job satisfaction is proven to be an important predictor to organizational performance. With more and more Chinese people working in foreign invested construction companies, it is not clear whether they feel live up to their expectations. Limited literature is found about people’s job satisfaction in foreign invested construction companies. There is a research gap as the factors affecting Chinese employees’ job satisfaction in foreign invested construction companies are not examined.
Based on literature review and exploration, 9 hypotheses are proposed for this research. The first hypothesis is to evaluate people’s overall job satisfaction in foreign invested construction companies. The remaining 8 hypotheses are used to investigate the specific factors affecting job satisfaction. A quantitative approach is adopted and a questionnaire survey is conducted for data collection. Data in both local and foreign invested construction companies are collected for comparison purpose. Afterwards, three experienced managers are interviewed to seek their opinions on the findings.
Multiple regression analysis is applied for hypotheses testing. The data analysis results confirm the first hypothesis that employees working in foreign invested construction companies have a lower job satisfaction compared to employees working in local construction companies. The results also show that performance appraisal system, monthly income, feel of responsibility and career prospect are significant factors affecting people’s job satisfaction in foreign invested construction companies.
This study portrays a whole picture of employees’ job satisfaction in foreign invested construction companies and several significant predictors are identified. According to the findings, suggestions and implications are provided to managers in foreign construction companies to enhance their employee’s job satisfaction.published_or_final_version
Real Estate and Construction
Master
Master of Philosophy
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Lee, JungHoon. "Antecedents and consequences of employee engagement: empirical study of hotel employees and managers." Diss., Kansas State University, 2012. http://hdl.handle.net/2097/13653.
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Doctor of PhilosophyDepartment of Hospitality Management and Dietetics
Chihyung Ok
Employee engagement has received a great deal of attention in the last decade in the popular business press and among consulting firms and the practitioner community. They claim employee engagement is a new human resource practice that business organizations can use in order to cope with the uncertainty of turbulent industry conditions. However, in the academic community, the concept remains new, and therefore, the concept requires rigorous seminal studies to validate it. Given that practical interest in work engagement has outstripped the currently available research evidence, fundamental questions, like how it can be increased and how and why it benefits individuals and organizations, still require answers. Therefore, this study empirically tested relationships among antecedents and consequences of employee engagement in the hotel setting. In particular, this study provided theory-based empirical evidence regarding whether employee evaluations of self (i.e., core self-evaluations) and perceptions of organizational environment (i.e., psychological climate) affect employee engagement. This study also investigated how employee engagement directly and indirectly leads to intrinsic rewards, job satisfaction, personal attachment to an organization (i.e., organizational commitment), and the leader-member exchange relationship (LMX). In accordance with the purpose and objectives of the study, 11 hypotheses were proposed based on several theories: Kahn's three psychological conditions theory, job demands-resources model, social exchange theory, and conservation of resources theory. To test the hypotheses, data were collected from 394 hotel employees and managers in the United States. The proposed relationships were examined using hierarchical multiple regression and structural equation modeling. Results of hypothesis testing showed that core self-evaluations and three components of psychological climate (managerial support for service, interdepartmental service, and team communication) positively influence employee engagement. The results also revealed that employee engagement is positively associated with all the outcome variables. This study further demonstrated that LMX mediates the relationships of employee engagement with job satisfaction and organizational commitment; job satisfaction mediates the relationships between employee engagement and organizational commitment and between LMX and organizational commitment. Given that employee engagement is an important current issue for hospitality companies, the findings should provide the hotel industry with a more complete picture of how employee engagement is associated with its antecedents and outcomes. A discussion of managerial implications is included along with theoretical implications of the findings, an evaluation of research limitations, and directions for future research.
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Schroder, Ralph. "Job satisfaction and organizational commitment for private university employees the relationship between job satisfaction, organizational, religious commitment, and demographics for employees of a private religious university." Saarbrücken VDM Verlag Dr. Müller, 2003. http://d-nb.info/989291006/04.
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Halepota, Jamshed Adil. "Determinants of work attributes and personality aspects towards employees’ job satisfaction." Thesis, Brunel University, 2011. http://bura.brunel.ac.uk/handle/2438/6326.
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Organisations are constantly dealing with challenges to stay on competitive and doing well, that induces organisations to consistently reassess their plans, formations, course of actions, procedure, and development to remain cost-effective and retain effective workforce. To keep employees highly motivated, content, and effective is however a focal and major issue in the domain of employee job satisfaction because of enormous human involvement. Consequently human resource managers are keen to find the strategies to keep their workforce fully motivated and dedicated to their jobs. In this study dissimilar from prior studies researcher has applied work attributes (Herzberg, 1968; Adams, 1963) and personality aspects (Judge etal, 2001) to examine the relationship of work attributes and personality disposition with job satisfaction. In current era of Information technology revolution organisations across the globe confronting several challenges on different counts including to keep workforce motivated and effective to gain maximum from their skills. Keeping workforce motivated to reduce tardiness, absenteeism, misuse of resources, and turnover are major issues of concern in the domain of employee job satisfaction and human resources management. Therefore, human resources management practitioners, managers, and policy makers are enthusiastically concerned to know about the factors that may help to make workforce effective, motivated and contend with work. The aim of this Doctoral thesis was to study the determinants of employee job satisfaction. The objectives were to explore the organisational work attribute factors and employee personality aspects in Public healthcare sector of Pakistan Where various reforms introduced after implementation of new health policy called Health for All(HFA) lately. This study was categorised in seven parts staring with introduction stating the setting of the study which covers background of this empirical study and supplies the transparent context information. In second phase systemic carefully carried literature review led to theoretical frame work and hypotheses development in third phase. Onwards Survey Questionnaires were administrated to General physicians working in public hospitals for data collection purpose. Descriptive statistics, multi analysis of variance, and exploratory factor analysis with the help of Statistical package for social science (SPSS) was applied to analyse the data, hypotheses testing and confirmatory factor analysis were done with the help of structural equation modelling(SEM). Outcome generated discovered that perception of procedural justice, on job training, working conditions, esprit de corps (team work) and personality aspects self esteem, and self efficacy belief, were significantly and affirmatively correlated and neuroticism personality aspect negatively correlated with employee job satisfaction. However, employee job clarity, task significance perception and personality aspect of locus of control orientation were not found to be related with job satisfaction. Implications and recommendation of research for employee job satisfaction are also discussed.
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Recascino, Anthony. "EMAIL UTILIZATION BY UNIVERSITY EMPLOYEES AND ITS RELATIONSHIP TO JOB SATISFACTION." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2978.
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The use of technology, such as electronic mail and the Internet, is becoming the norm in many workplaces. This is especially true in academic workplaces. The present study examined several issues related to electronic mail use and job satisfaction for employees within a higher education workplace. Results of the study found that administrative level employees both sent and received more email than non-administrative level staff. Job satisfaction was not found to be related to the amount of email sent or received. No difference in job satisfaction was found between employees at the main campus versus regional locations, nor was there a difference in job satisfaction between those employees who were supervised primarily via email and those who had in-person supervision. Results of this study help to clarify the role electronic mail plays in the workplace behavior and attitudes of higher education employees. This study also updates older research that found lower levels of job satisfaction in employees receiving e-supervision. The present study found no such differences, perhaps indicating a change in how employees experience e-supervision. Future researchers are urged to continue study examining how electronic technologies influence workplace attitudes and behaviors. While this study focused on email usage, other studies could examine Internet usage or focus on the integration of new technologies into the academic workplace.Ed.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership
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Abid, Abbas Syhood. "Job satisfaction and job performance of warehouse employees in Iraqi industry." Thesis, University of Glasgow, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309615.
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Fauvelle, Céline. "Perceived servant leadership and job satisfaction among culturally diverse restaurant employees." Thesis, Stockholms universitet, Företagsekonomiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-191176.
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High employee turnover is a costly problem for the restaurant industry. Previous research has shown that job satisfaction is one factor that is negatively associated with employee turnover in different fields and that the leadership style servant leadership is positively related to job satisfaction. Servant leadership is a management style where the leader shares power, puts the needs of others first and helps employees develop and perform as highly as possible. The relationship between job satisfaction and servant leadership had not previously been examined among culturally diverse restaurant employees across organizations, and that was the purpose of this study. The research question asked was: Is there a statistically significant correlation between the perception of servant leadership and job satisfaction for culturally diverse restaurant employees? To answer this question, 45 restaurant employees spread over 7 cultures completed a survey with a demographic questionnaire and short forms of the Servant Leadership Scale and the Minnesota Job Satisfaction Questionnaire. The data was analysed through the utility of SPSS and a correlation analysis revealed a statistically significant relationship between perceived servant leadership and job satisfaction among culturally diverse restaurant employees (r =+0.692; p < 0.01). The result suggested that the use of servant leadership in restaurant organizations may increase the job satisfaction among employees of different cultural backgrounds and thereby possibly reduce employee turnover. The findings of the study contributed to the body of knowledge regarding the utility of servant leadership in the multicultural restaurant industry and should be of interest to research in the fields of restaurant management, servant leadership and cross-cultural leadership.
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Moore, Jesse Earl. "Spiritual Well-Being, Intelligence, and Job Satisfaction Among U.S. Federal Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4083.
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Until a slight 1% increase in FY2015, job satisfaction within the United States federal government had decreased between 2010 and 2014. However, even with the slight increase, the job satisfaction level was low which presents a cause for concern for federal government agencies. A growing body of research has indicated that employees are looking for ways to express their spiritual essence in the workplace. Research in this area has suggested that when organizations allow their employees to exercise their spiritual essence in the workplace it not only increases job satisfaction for the employee but also increases job performance. This study examined the correlation between spiritual intelligence, spiritual well-being, and job satisfaction among federal employees. The theory of multiple intelligences and the spillover theory provided the theoretical framework for the study. Data collected from 392 participants via Survey Monkey using the Spiritual Well-Being Scale (SWBS), Spiritual Intelligence Self-Report Inventory (SISRI-24), and the Minnesota Satisfaction Questionnaire-Short Form (MSQ) were analyzed to test the study hypotheses. The correlations based on data from the SWBS, SISRI-24, and MSQ were not statistically significant. However, results showed that participants were moderately spiritual beings with moderately high spiritual intelligence. Further research is warranted.
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Hancer, Murat. "An analysis of psychological empowerment and job satisfaction for restaurant employees." The Ohio State University, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=osu1231520235.
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Koo, Leung-chee. "Determinants of employee-organization linkage behaviours : a longitudinal case study of tellers in Hongkong Bank /." [Hong Kong] : University of Hong Kong, 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13671492.
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