Job satisfaction

In this dissertation, I examined employee turnover during the Great Resignation. In my methods, I used the short-form Minnesota Satisfaction Questionnaire, the Scribd Questionnaire on Employee Turnover, and additional survey questions more applicable to our modern environment. A survey was conducted using Amazon Mechanical Turk that consisted of a sample of (N=1,036) professionals from the private, public, and nonprofit sectors who were either still employed with their organizations or had turned over in their roles within the last year.
Using correlation analysis, pictograms, regression analyses, and other tests, I inspected employee turnover, job satisfaction, and their effects on the private, public, and nonprofit sectors. The significance level was set at p-value = 0.10 in all regression analyses. Findings indicated validity in the claims that job satisfaction had a significant impact on turnover during the Great Resignation, the Great Resignation is related to characteristics, such as time of life, age, and work experience, and the Great Resignation contextually provided a trigger on turnover. However, the claim that the private, public, and nonprofit sectors have an impact on turnover during the Great Resignation proved to be inconclusive. A deeper analysis of hypotheses and results, limitations, recommendations, and prospective future studies are further provided in this dissertation.

This study examined the results of the National Prison Wardens’ Survey to ascertain the levels of job satisfaction, occupational sentiments, and work-related stress among prison wardens and to establish whether these variables differed between male and female respondents. The findings indicated that wardens generally experience high levels of job satisfaction, reflect positive occupational sentiments, and report low levels of work-related stress. Additionally, results from the Chi-square tests and Lambda measures of association indicated that little to no relationship existed between gender and any of the explored variables.

The level of job satisfaction of speech pathologists was examined in two organizational school systems, centralized and decentralized. The purpose of this study was to determine whether job satisfaction was greater among speech pathologists working in a centralized organizational system or among those working in a decentralized system. The rationale for this study involves the relationship between job satisfaction and employee behavior. Tardiness, apathy and sabotage are often expressions of dissatisfaction. Employee satisfaction is a key factor in maintaining low rates of absenteeism or turnover. The method for assessing positive or negative job satisfaction was an attitude questionnaire designed around five categories: (1) General job attitude satisfaction; (2) Overall system satisfaction; (3) Supervision satisfaction; (4) Immediate job satisfaction; (5) County school system satisfaction. Using the Likert scale, positive or negative job satisfaction was determined. The higher the scores the greater the magnitude of dependent variable. Subjects included a random sample of forty speech pathologists working in Broward or Dade County public school systems. Data were analyzed for correlation between paired ranks with the .05 level of probability being accepted as evidence of statistical significance. Analyses revealed statistically significant relationships among twelve out of thrity-eight questions. These results suggest that the level of job satisfaction can be altered by adjusting the characteristics of a decentralized and centralized system. Thus, to some degree job satisfaction is affected by organizational structure. Further analysis of the scores indicated that a decentralized system provides more positive job satisfaction than does a centralized system. Interpretation of findings was confounded by the following limitations. (a) The researcher can never be sure that the respondent is expressing his or her true attitude rather than a socially acceptable attitude. (b) The validity of this study is directly related to the validity of the responses made by individuals in the sample. (c) Job satisfaction involves many unpredictable factors, both intrinsic and extrinsic. Two more general concerns arise with research of this nature. First, the difficulty of determining which components of job satisfaction are most important to any given population and, second, the difficulty of determining how any one area of job satisfaction or dissatisfaction affects the other areas of the study. Research suggestions included the following: (1) Strengthening the statistical results by selection of a larger population in which to obtain base raw data. (2) The establishing of a needs hierarchy relative to job satisfaction. (3) Further research on the definition and measurement of job factors. (4) Determination of the relative independence of job factors. (5) Subdivision of the factors used in this study in the interest of producing more precise results. (6) More and better standardized instruments for the measurement of both job attitudes and their effects on job satisfaction.

This qualitative research study used the hermeneutic phenomenological method to discover the meaning of the experience of being a satisfied nurse. The study utilized van Manen's approach to phenomenology. The methods of inquiry included turning to the nature of the lived experience, existential investigation, identification of themes, phenomenological reflection, and phenomenological writing and rewriting. The aim of this study was to understand the meaning of being a nurse who finds satisfaction in the nursing profession. Six themes emerged as being significant to the experience of being a satisfied nurse: connecting with others, committing oneself, experiencing rewarding feedback, uncovering the unknown, caring for others, and finding meaning to life. The six themes reflect a unity of meaning of the experience of being a satisfied nurse. The unity of meaning is in feelings of enhanced humanness of the nurse and others. Implications for nursing research, nursing practice, and nursing education were discussed.

This dissertation investigates the nature of the relationship that exists between job satisfaction among temporary workers and general customer perceptions of service quality, customer-based appraisal of specific service provider performance, and customers' future behavioral intentions concerning doing business with the firm in the future (e.g., to increase business, to recommend the organization to others, etc.). The Job Descriptive Index (JDI) and its related Job-in-General scale were used to measure employee satisfaction. SERVQUAL was used to gauge general customer perceptions of service quality. A 13-item battery derived from marketing literature was used to measure customer future behavioral intentions. The customer appraisal of service provider performance was based on performance appraisal literature. Results indicated significant correlation between worker satisfaction and customer perceptions of service quality (r = .27; p < .01), customer-based appraisal of specific service provider performance (r = .30; p < .01), and customer intentions concerning doing business with the organization in the future (r = .20; p < .05). Customer quality perceptions were significantly associated with their future intentions (r = .71; p < .01) and with specific customer performance appraisal (r = .63; p < .01). However, when combined with general customer service perceptions (SERVQUAL), specific customer appraisal of service provider performance did not contribute unique predictive or explanatory capability. Unexpectedly, temporary workers' satisfaction with co-workers on their job assignment was significantly related to all customer outcome measures. The results are described and discussed in comparison with meta-analyses about job satisfaction, and in terms of other studies concerning contingent workers.

The purpose of this study was to identity within the workplace sources of satisfaction and sources of dissatisfaction for child care workers in southeast Florida and to develop a predictive model of child care workers' intentions to leave their jobs based on selected work environment variables. The work environment variables selected as predictor variables were administration, communication, compensation, career advancement opportunity, goals and job tasks, children, co-workers, parents, and facility and supplies. The population surveyed consisted of 227 child care workers from 45 licensed child care centers in Dade, Broward, and Palm Beach counties, Florida. Instruments used in this study were the Child Care Director Questionnaire and the Child Care Worker Questionnaire. Results of data analyses revealed a significant relationship between some of the predictor variables and child care workers' intentions to leave their jobs. The strongest correlations with intent to leave were compensation (r = -.461) and career advancement opportunity (r = -.426). The model with the greatest parsimony and ability to predict child care workers' intentions to leave their jobs included the predictor variables of compensation, career advancement opportunity, children, co-workers, facility, and communication. This model accounted for 25.6% of the variance in child care workers' intentions to leave their jobs. Compensation was identified as a source of job dissatisfaction for child care workers in southeast Florida. Administration, communication, parents, co-workers, children, career advancement opportunity, facility, and goals and job tasks were more sources of satisfaction than of dissatisfaction. More child care workers in this study (92.7%) were satisfied or very satisfied with working with children than with any other work environment variable.

The relationship between job satisfaction levels (as measured by work, pay, opportunities for promotion, supervision, co-workers, and the job in general) and demographic variables (age group, tenure with the hospital, sex, and job classification) was explored. A sample of 500 employees was selected from an alphabetical listing of the 2,800 employees at a 737 bed tax-assisted acute care Florida hospital on October 1, 1987. This was accomplished by selecting every sixth person from the alphabetical listing. Each selected employee was sent a memorandum explaining the survey's purpose (the method by which, and the people to whom the results of the survey would be presented and steps taken to ensure employee confidentiality), a Job Descriptive Index, instructions for its completion, and a return interoffice envelope. The results were analyzed by using MANOVA and Univariate F testing at the.05 level of significance and the Scheffe post hoc test at the.01 level of significance. The MANOVA test yielded no significant relationships between age group, tenure with the hospital, and job satisfaction levels. However, significance was demonstrated on the Univariate F tests for all six dependent variables, for the independent variable job classification, and the Scheffe post hoc test was performed on all dependent variables.

This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate analysis of variance (MANOVA) was conducted to examine whether or not there are differences between American and Saudi faculty members in their conflict management styles. Nationality was used as the factor, and the five conflict management styles (Integrating, Obliging, Dominating, Avoiding, and Compromising) were entered as dependent variables. The level of significance was 0.05. Additionally, Pearson's correlation was used to determine if a statistically significant relationship exists between the five conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. The level of significance was set at 0.05. Findings indicated that there were no statistically significant differences in conflict management styles between Saudi and American faculty members. Furthermore there were no significant correlations between any of the conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. Results were discussed in light of literature review. Practical implications, limitations of the study, and recommendations were provided.

Personal wellness and burnout have been common themes in research studies regarding professional satisfaction and career success. Personality characteristics in relation to job and career success among professionals have also been included in countless studies. However, Bateman and Crant (1993) defined and began research on the specific construct of the proactive personality and how it related to personal achievement, satisfaction, and success among executives. This dissertation study is an extension of their research in that the relationship between proactive personality, job satisfaction and levels of burnout among Licensed Mental Health Counselors in Florida specifically, is being examined. While proactive personality positively and significantly related to job satisfaction and satisfaction with being a counselor among the participants in this study, it did not significantly relate to feelings of emotional exhaustion or feelings of depersonalization toward clients. When age, salary, years licensed, and proactive personality in relation to job satisfaction and levels of burnout were included in the statistical analysis, proactive personality and salary positively related to job satisfaction, personal accomplishment, and satisfaction with being a counselor, but the relationships were not significant. Hence, the results of this study provides useful information regarding proactive personality and how it relates to the overall job satisfaction, levels of burnout among clinicians, and to assist in the development of wellness programs, burnout prevention, and in the empowerment of mental health professionals in this demanding field.

The purpose of this study was to explore what keeps nurses in nursing by examining the impact of the relational experiences between the nurse and her or his patient in the context of the nursing situation. Heideggerian hermeneutic phenomenology grounded the study and was the method used to interpret the registered nurse participants' meaning of their everydayness. The nurses' first hand perspectives elicited implications for nursing practice. This qualitative research study examined what keeps nurses in nursing. The eight registered nurse participants provided rich descriptive data from which four relational themes emerged: Practicing from Inner Core Beliefs, Understanding the Other from Within, Making a Difference, and Nursing as an Evolving Process. The hermeneutical interpretative process guided the researcher to synthesize the themes into a constitutive pattern of meaning which the researcher named Intentional Compassion Energy. In intentional caring consciousness, the nurse intentionally knows the nursed as whole. Compassion energy is the intersubjective gift of compassion that gives nurses the opportunity to be with the nursed. Compassion energy is composed of compassionate presence, patterned nurturance and intentionally knowing the nursed and self as whole. Thus, intentional compassion energy is defined as the regeneration of nurses' capacity to foster interconnectedness when the nurse activates the intent to nurse. Intentional compassion energy was discovered in the meaning of the nurse participants being in their everydayness of practice. The participants described the intention to care compassionately as the grounding of their practice, striving to understand the other, to make a difference while living their nursing as an evolving process. Hermeneutic phenomenology provided the opening to discover what keeps nurses in nursing.