Browsing by Subject "Job satisfaction"
Now showing 1 - 20 of 41
Results Per Page
Sort Options
Item A comparative study of work motivation in selected occupation areas(Texas Tech University, 1965-08) Henry, Alan RayNot availableItem A comparison of student expectations and alumni experience concerning hospitality careers(Texas Tech University, 1999-12) Xia, LingAs America's hospitality industry proceeds into the 21*' century, most industry professionals are projecting an optimistic future for the lodging and restaurant industry. Revenues from the lodging industry are expected to exceed $100 billion in 1999 and continue to climb nearly 6.2 percent in both the year 2000 and the year 2001 (PricewaterhouseCoopers L.L.P., 1999). The National Restaurant Association (1999) forecasts that restaurant-industry sales will increase 4.6 percent in 1999 to hit a record $354.0 billion. Realization of these projections is dependent upon hiring an increasing number of quality hospitality front-line employees and managerial professionals. The National Restaurant Association (1999) pointed out that the continued growth of the restaurant industry would challenge restaurateurs' recruitment and retention efforts. The Bureau of Labor Statistics also predicts that many job openings will be created for new lodging and restaurant managers as a result of the industry's high turnover rate (Bureau of Labor Statistics, 1998). In addition, an exceptionally low national unemployment rate of 4.5% in 1998 is exacerbating the problem of finding qualified people. This shrinking labor pool is forcing hospitality employers to vie with other industries for qualified workers (National Restaurant Association, 1999).Item A content analysis of employee satisfaction surveys(Texas Tech University, 2003-08) Hull, Penny LNot availableItem A path analytic investigation of interrole conflict and organizational commitment related to performance ranking(Texas Tech University, 1996-12) Chadwick, ColleenRole theory can serve as a valuable conceptual framework to understand how an individual functions in the work and family domains. The challenge for any individual is to manage multiple roles to achieve balance. The purpose of this study was to examine the relationships of multiple roles, interrole conflict, multiple role balance, and organizational commitment to performance ranking. The sample consisted of 344 County Extension agents in Texas. Family role, personal interest/self-development role, job role, interrole conflict, multiple role balance and organizational commitment were assessed using 4-point Likert scales. Exploratory factor analysis was used to identify the underlying patterns of responses to the 51 questionnaire items. Multiple role balance and interrole conflict were found to be intercorrelated, and were intergraded into one latent exogenous variable, interrole conflict. The five latent exogenous variables were defined by fifteen indicator variables, and the one manifest endogenous variable was determined by performance ranking. The path analytic study was conducted using SAS^R CALIS. Results indicated that the personal interest/self-development role had a positive relationship with interrole conflict. There was a significant positive relationship found between job role and organizational commitment. Time commitment was the strongest predictor of both family role and personal interest/self-development role, but was the weakest predictor of the job role. This suggested that Extension Agents devoted necessary time to fulfill job responsibilities at the sacrifice of time for family and self. These findings were congruent with previous empirical studies.Item An analysis of stress in the nursing profession(Texas Tech University, 1984-08) Timmons, Curtis LeeNot availableItem An approach to the incorporation of social psychological factors in work design.(Texas Tech University, 1974-08) Badalamente, Richard V.Not availableItem An exploration of stress, job satisfaction, individual teacher and school factors among Teach For America teachers(2016-05) Reiser, Jenson Elizabeth; McCarthy, Christopher J.; Rochlen, AaronCurrent research suggests that the attrition rate for novice teachers continues to rise and that chronic stress plays a significant role (Ingersoll, 2001; Klassen & Chiu, 2011). While stress in educational settings is widely acknowledged, specific factors contributing to teacher stress are not well understood (McCarthy, Lambert, O’Donnell, & Melendres, 2009). To address this gap in the literature, data were collected from 51 novice teachers (Teach For America corps members and alumni; mean years’ teaching experience = 2.04) to explore vulnerability to stress, job satisfaction, preventive coping resources, perfectionism, and school context (charter vs. district). Results demonstrated that this sample of teachers reported higher than average demands and stress levels, and lower than average levels of classroom resources. Data also suggested higher levels of preventive coping were related to lower perceptions of classroom demands and lower perfectionism scores. Additionally, higher levels of perfectionism were related to lower perceptions of classroom resources. Participants were classified into groups (Resource, Demand, & Balance) based on scores on perceptions of classroom demands and resources. Membership in the Demand group exceeded average numbers found in previous studies. Preventive coping did not differ significantly between members of the Demand group and non-members of the Demand group, though the Demand group had significantly higher perfectionism and significantly lower job satisfaction scores. Finally, while differences in perceived demands were not significantly different by school context, teachers at charter schools showed significantly higher perceived resources. These findings highlight the need to provide a more complex understanding of factors placing novice teachers at risk for occupational stress and could inform decisions on how best to support them.Item At the crossroads of crisis : newspaper journalists' struggle to redefine themselves and their work as their organization and the profession change(2010-08) Hinsley, Amber Willard; Poindexter, Paula Maurie; Sylvie, George; Lasorsa, Dominic; Coleman, Renita; Bartel, CarolineNewspaper journalists today find themselves at the nexus of a changing media landscape. Their professional principles and job roles are being challenged by changes in the technology they are expected to use, changes in the economic model that has supported the industry since this nation was founded, and changes in public attitudes and perceptions of newspaper journalism. This study examines these changes through the lens of social identity theory, examining how technological and economic changes have affected newspaper journalists’ perceptions about the ways in which they are able to perform their jobs and their perceptions about threats to the status of their profession, and how those beliefs affect their identification with their newspaper organizations and the profession. The primary methodological approach used was a national Web-based survey of journalists working at newspapers with circulations of more than 10,000. To supplement the survey findings, in-depth interviews were conducted with survey participants who volunteered to be interviewed. The findings included that journalists who have negative perceptions about changes in the newspaper industry will be more likely to have negative feelings about the impact of those changes on their jobs, and that journalists with negative feelings about those changes on their jobs will be more likely to have lower organizational identification. Professional identification was found to partially mediate this relationship, in large part because it has a considerable overlap with journalists’ organizational identification. This study also found that journalists who have negative perceptions about changes in the industry will be more likely to perceive the status of the profession has been threatened, and that journalists who perceive those status threats will be more likely to have lower professional identification. Additionally, journalists’ job type and the circulation size of their newspaper affected some of these relationships, such as the link between negative feelings about technological and economic changes and lower organizational identification. The implications of this study’s findings for the newspaper profession and those who study it are discussed in the last chapter.Item Career alternatives for home economics education graduates(Texas Tech University, 1987-06) Jones, Rebecca Jean GarrisonNot availableItem CHIEF CONCERNS: IDENTIFYING THE PERSONAL AND WORK-RELATED FACTORS ASSOCIATED WITH JOB SATISFACTION, BURNOUT, AND TURNOVER INTENTIONS AMONG POLICE CHIEFS(2017-04-18) Brady, Patrick Quinn; King, William R.; Wells, William M.; Hoover, LarryThe President’s Task Force on 21st Century Policing has identified officer safety and wellness as a key pillar to improving police practices. Yet in order to improve the health and wellness of officers, the issue needs to be relevant to key decision-makers: police chiefs. Existing literature on stress and policing, however, has focused primarily on frontline officers and midlevel managers. As a result, less is known about the factors shaping the well-being of police chiefs. This is problematic considering the demanding duties and responsibilities of police chiefs. Additionally, the wellbeing of police chiefs can have a substantial influence over the attitudes and behaviors of their subordinates. The purpose of this study was two-fold. The first goal was to establish baseline estimates of job satisfaction, burnout, and turnover intention among police chiefs. The second goal of the study was to identify and isolate the key personal, operational, and organizational characteristics associated with job satisfaction, burnout – both exhaustion and disengagement, and turnover intentions to explore the personal, operational, and organizational characteristics associated with job satisfaction, burnout, and turnover intentions among police chiefs. Data were collected from 315 Texas police chiefs from varying types and sizes of police departments. Findings indicated that chiefs were, on average, relatively satisfied with their jobs and reported low to moderate levels of exhaustion, disengagement, and intentions to leave their department. Additionally, operational and organizational factors, such as work-family conflict and organizational commitment, accounted for more of the variance in job satisfaction, burnout, and turnover than personal characteristics of police chiefs. Findings, policy implications, and avenues of future research are discussed.Item Commitment in the workplace(Texas Tech University, 1999-05) Bybee-Lovering, SandeeOrganizations today, much like those of the past, still struggle with the continual loss of employees. High voluntary turnover rates have both visible and hidden costs for organizations. The total monetary cost of turnover for a firm employing 2,000 people is $14.67 million annually (Hansen, 1997). Essentially, the loss of one employee is equal to that employee's one year salary and benefits (Fitz-enz. 1997). Employee turnover results in additional advertising and training which costs organizations money. Organizations are affected by turnover in more subtle ways as well. Hidden costs include inefficiency, lost opportunities from being understaffed, and poor performance from those workers who must do more to fill the gap (Taylor, 1993). Both visible and hidden costs cut into an organization's profit margin. Consequently, organizations are constantly searching for ways to decrease turnover rates, which would positively influence profit margins. Past research has isolated two variables that impact voluntary employee turnover. The first is organizational commitment, which is simply an employee's identification with and involvement in an organization. The second variable is perceived organizational support, which is the employee's perception of the level of commitment an organization has to that employee. Many studies have alluded to the influence communication has on these two variables, but few have focused exclusively on superior subordinate communication.Item Communication apprehension and job position as variables affecting job satisfaction(Texas Tech University, 1983-08) Mathews, Martha ProngerNot availableItem Congruence between volunteers' and coordinators' vocational needs, personality factors, and activity(Texas Tech University, 1977-05) Kegerreis, John PNot availableItem Do Increased Employee Participation; Job Satisfaction, Communication Satisfaction, and Organizational Commitment Affect Employee Intent to Quit In the Casual Dining Restaurant Industry?(2011-08) Tobin, Eric R.; Blum, Shane C.; Boyce, Janice B.; Feng, DuThis study investigated the effect of participative management initiatives on both management and non-management employees in casual dining restaurants. The participants completed a self-administered questionnaire containing questions pertaining to employee perceptions about job satisfaction, communication satisfaction, organizational commitment, and the intent to turnover. Based upon a review of the literature 7 research questions were formulated to analyse two different variables of interest. The first part of this study was designed to determine whether the level of job satisfaction, communication satisfaction, and organizational commitment of the employees in a casual dining restaurant was affected by participative management by the restaurant. The second area of attention of this study was to determine if increased employee participation caused a decrease in an employee’s intent to turnover. Various methods were adopted to collect and analyse the data. Data was obtained from both primary and secondary sources. The data was then examined using correlation and ANOVA analysis. Results indicate that the greatest problem facing organizations today is how best to motivate their employees and consequently increase their job satisfaction.Item Effects of external rewards on internal motivation and job satisfaction(Texas Tech University, 2002-05) Weatherly, Rusty LNot availableItem Effects of organizational structure on group task performance(Texas Tech University, 1980-08) Roberts, Samuel JosephThis study examined the effects of organizational structure on group performance and task satisfaction. Group structure and role flexibility were included in a 2, 2 factorial design. No significant main effects of structure on flexibility were found for group performance. Low flexibility groups were found to report greater task satisfaction over trials than high flexibility groups. This finding may have been due to the less consistent performance over trials observed in high flexibility groups relative to low flexibility groups. It is suggested that consistency of performance may influence task satisfaction to a greater degree than does overall performance.Item Exploratory study on factors impacting job satisfaction among ethnic minority employees(2011-12) Koo, Lamont Bon-gul; Lewis, Kyle, 1961-; McCann, BruceAs organizations are being confronted with the pool of people seeking employment that are increasingly diverse in terms of ethnicity (Oerlemans et al. 2008), and as job satisfaction has been one of the important drivers for work-related well-being in employees, there have been a number of studies about job satisfaction among ethnic minorities (Spector 1997). Although there is a growing body of research on job satisfaction and ethnic minorities at work, there is still a paucity of studies regarding factors impacting job satisfaction among ethnic minorities specifically. The present study explores contributing factors impacting ethnic minorities’ job satisfaction, using qualitative method based on Motivator-Hygiene Theory (Frederick 1966, 2003) and Job Characteristics Theory (Hackman and Oldham 1976). Three Hispanic/Latino Americans and three Asian Americans, all workers in construction sites in Samsung semiconductor in Austin, Texas, were individually interviewed with open-ended questions by the author in the summer of 2010. Participants reported professional development opportunities and appropriate and well-deserved compensation as the main factors impacting job satisfaction, while heavy workload, not being recognized, time constrains, and stressful work environment were reported as factors in dissatisfaction. Family, personal goals and money were the three most important personal values that participants considered when making decisions about their career paths. It is important to continue to examine other predictors of and contributing factors to job satisfaction of ethnic minority employees, so that their employers and managers in the work place can form a better understanding of these populations and work effectively with them. It is also important to educate human resources professionals about ethnic minorities’ needs and how those needs can be met for work-related well-being.Item Hardiness and support at work as predictors of work stress and job satisfaction(2003) McCalister, Katherine Saunders; Steinhardt, MaryItem Holland codes and congruency of life roles(Texas Tech University, 1987-05) Chesson, Charles Victor.Item Job satisfaction among advertising personnel on Texas daily newspapers(Texas Tech University, 1980-05) Sims, Kenda Laurel AllenJob satisfaction is an important determinant in productivity, efficiency, and morale which in turn are the foundation for economic well-being of a nation. Modern job satisfaction studies have given new meaning to the Biblical saying, "Man does not live by bread alone." A 1978 national employment survey found that 36 percent of American workers felt that their skills were underused, 32 percent felt overeducated for their jobs, and 50 percent complained about the lack of control over the days they work and the job assignment. Advertising is now recognized as an indispensable instrument in modern economy based upon mass production, mass distribution and mass consumption. Daily newspapers are still the largest retail advertising revenue recipients, despite the popularity of television. Job satisfaction is intricately related to productivity and efficiency, and, thus, to profitability. It seems an area commonly neglected by newspaper management. The basic intent of this study was an investigation of several aspects of job satisfaction and dissatisfaction among daily newspaper advertising personnel. In brief, it appears that job satisfaction or dissatisfaction is an expression by each individual worker as to whether or not his perceived physiological and psychological needs are being met in accordance with his individual set of values. In addition, the worker changes his priorities with changing circumstances. Based on the data analysis and summary of results, it was concluded that: (1) the respondents seemed satisfied with many aspects of their Work, Supervision, and relationships with co-workers; (2) however, there seemed to be lack of opportunity for input and feedback (with supervisors); (3) although many worked much overtime, over two thirds claimed to have no problems with work hours; (4) yet over one half were interested in trying a four-day workweek and flextime; (5) Pay seemed to be a major area of dissatisfaction; (5) with even more dissatisfaction expressed in regard to Promotions—with indications of little opportunity for advancement; (6) those in 'Other' advertising-related positions (as opposed to strictly Retail, Classified or National positions) were consistently the most dissatisfied with all areas of employment; and (9) size of newspaper seemed to have little effect on satisfaction/dissatisfaction (except in the area of Pay (somewhat higher pay with larger newspapers, somewhat greater satisfaction).
- «
- 1 (current)
- 2
- 3
- »