Job satisfaction--Testing

This study investigated the relationship between job satisfaction, as measured by the Minnesota Satisfaction Questionnaire, and values, as measured by the Allport-Vernon-Lindzey Study of Values Scale. The sample included 126 teachers (grades kindergarten through twelve) currently teaching in public, private religious and private non-religious schools in South Florida. The results of this study did not support the theory that values were related to job satisfaction. There were also no significant correlations between age, sex, and salary and job satisfaction at the .05 level of significance. It was found that among the teachers in this sample, private religious teachers had the highest level of job satisfaction as measured by the Minnesota Satisfaction Questionnaire. A further finding indicated that teachers ranked aesthetic values higher than the other five values measured by the Allport-Vernon-Lindzey Study of Values Scale. However, aesthetic value was not necessarily related to job satisfaction. It was found that teachers in private religious schools had the highest degree of job satisfaction as measured by the experimental instrument.

This study examined job satisfaction as it affected principals of large and small high schools and middle/junior high schools on the dimensions of work, pay, promotion, supervision, and co-workers. More specifically, 125 principals in selected school districts of Central Florida were asked to complete the Job Descriptive Index (JDI) to determine if there is a difference in the levels of satisfaction among and between the levels of principalship and size of school. The statistically significant conclusions drawn from the data were: (1) Principals of large schools were more satisfied than principals of small schools on the dimension of promotion. (2) Principals of large middle/junior high schools were more satisfied on the dimensions of promotion, supervision, and co-workers than principals of small middle/junior high schools. (3) Principals of large middle/junior high schools were more satisfied on the supervision dimension than those of large high schools. (4) Principals of small high schools were more satisfied than principals of small middle/junior high schools on the promotion and co-worker dimensions. Perhaps the most important conclusion drawn from this research is that principals at all levels in large and small schools alike are more satisfied with those dimensions of the job over which they have some control and that pertain to interpersonal relations--co-workers, supervision, and the work itself--and are least satisfied with those dimensions over which they have little or no control--pay and promotion.

The effects of possessing a specified level of field
dependence on job satisfaction and job performance were
examined in two occupational groups. The purposes of the
study were (a) to investigate the possibility of an "ideal"
level of field dependence for successful occupational
performance, (b) to determine whether job satisfaction
and/or performance was higher for workers whose field
dependence matched a presumed "ideal", and (c) to pave
the way for application of field dependence research
findings in occupational areas such as job design, screening
and placement, design of training programs and staff
development. Analysis using the Kolomogorov-Smirnov Test showed no
significant differences (p .05) in the satisfaction and performance levels between workers who possessed and
workers who did not possess the "ideal." Therefore, the
research hypothesis was not supported.
Interpretation of findings was confounded by (a)
possible inadequacy of the method of estimating the "ideal"
level of field dependence for successful performance in an occupation, (b) low validity of The Group Embedded Figures
Test, and (c) the questionable validity of a single job
satisfaction question.