Browsing by Subject "job satisfaction"
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Item An Examination of Cultural Values and Employees' Perceptions of Support on Affective Reaction and the Desire to Participate in a Formal Mentoring Program in an Oilfield Services Corporation(2012-07-16) Hayes, Hanna BeaMany researchers have examined the effect of formal mentoring on job satisfaction and organizational commitment. However, there has been little or no focus on an employee's intent to participate in a formal mentoring program based upon an employee's perceived organizational support, and/or affective reaction (job satisfaction and organizational commitment). In the current study, the researcher examined the relationship among cultural values, perceived organizational support (career and psychosocial support), affective reaction (job satisfaction and organizational commitment), and the intent to participate in a formal mentoring program in an oilfield services organization. A 44-item electronic survey was utilized to collect data. The questionnaire was sent to 831 Field Engineers 1 (FE1's) in forty-two countries within an oilfield services organization. The sample included 341 respondents. Descriptive statistics, Cronbach's alpha estimates for reliability, factor analysis, correlation analysis, regression analysis, path analysis, and structural equation modeling were the analyses used in the study. The researcher posited that cultural values amongst the FE1's do not differ significantly; moreover, the cultural values do not influence the FE1's perceived organization support. Further, it was found that FE1's perceived support (career and psychosocial) and affective reactions predicted the FE1's intent to participate in a formal mentoring program.Item Motivation and Satisfaction of the Modern Day Police Officer: Is There One Correct Answer?(Law Enforcement Management Institute of Texas (LEMIT), 2002) Sala, W. J.Item Officer retention in law enforcement(Law Enforcement Management Institute of Texas (LEMIT), 2005) Boyd, RoyItem Racial Differences in Job Satisfaction: An Explanatory Model(2011-02-22) Rodriguez, Jennifer MarieUsing meta-analysis, the current paper reveals a modest difference between Black and White employees in terms of job satisfaction (d = -0.13; k = 65; N = 29,560). Several potential moderators of this relationship were investigated, but only two were supported: the proportion of Black employees in the organization and historical time period (i.e., year of publication and year of data collection). Specifically, Black employees tend to be relatively more satisfied when their proportional representation is larger and White employees have tended to be relatively more satisfied than Black employees over the years, with maximal White advantage occurring at the present day. This study further attempts to investigate race effects on job satisfaction through mediational analysis, with job complexity as the mediator. This analysis at the individual level does not support job complexity as a mediator. Further analyses involving race and job complexity at the job level of analysis show promise but are not fleshed out in detail. Results are discussed in light of both the job characteristics model and frame-of-reference (Cornell model) explanations for the origin of job satisfaction.Item Science Teaching in Texas: Investigating Relationships among Texas High School Science Teachers' Working Conditions, Job Satisfaction, and Retention(2012-02-14) Hollas, VictoriaIn many critical subject areas our schools are facing a need for teachers, particularly in the "high-need" areas of mathematics, science, and bilingual education. Educators and researchers alike have identified teacher turnover as a major contributor to the challenge of finding and keeping highly-qualified teachers in American classrooms. The purpose of the three studies in this dissertation was to investigate the potential role of working conditions in explaining the turnover rates of high school science teachers. I used data collected by the Policy Research Initiative in Science Education (PRISE) Research Group during the 2007-2008 and 2008-2009 academic years, from their random, stratified sample of 50 Texas high schools and their 385 science teachers. The first study focuses on the development of a rubric assessing individual science teachers' working conditions, which involved the examination of multiple data sources, including school master schedules and AEIS reports to determine the working conditions of 385 science teachers. Analyses from this study suggested that (a) science teachers from small schools experience tougher working conditions than science teachers from both medium and large schools; (b) veteran science teachers experience tougher working conditions than both induction and mid-career teachers; and (c) science teachers from lower minority schools experience tougher working conditions than science teachers from schools with higher MSEPs. The second study focuses on the relationship between high school science teachers? working conditions and their levels of job satisfaction. Findings included that (1) science teachers from small schools experienced tougher working conditions, even though they were more satisfied with their jobs; (2) veteran science teachers experienced tougher working conditions and were more satisfied with their jobs; and (3) science teachers from lower minority schools experienced tougher working conditions and were more satisfied with their jobs. The final study focuses on the relationship between high school science teachers' school size, MSEP, teacher type, working condition scores, job satisfaction scores, and retention status. Results of independent samples T-test revealed no significant difference in working condition scores for "stayers" versus "non-stayers." Pearson's correlation revealed school size and the experience level of the science teacher as significant predictors of working condition and job satisfaction scores. Results of the discriminant analysis revealed (a) working condition scores and job satisfaction scores as not significantly predicting science teacher retention; and (b) teacher type (beginning, mid-career, and veteran) as the only significant predictor of teacher retention.Item Spirituality in the salesperson: the impact of the golden rule and personal faith on workplace job attitudes(Texas A&M University, 2007-09-17) Smith, James GarryDo salespeople who follow the Golden Rule or let their faith influence their behavior serve their customers better or like their jobs and employers more than other salespeople? The Golden Rule is a quote from Christ found in Matthew 7:12 NIV and is considered a universal ethical principle taught by all major religions. It is also a behavioral standard for many in business. A review of the sales, marketing, and organizational literatures, however, failed to uncover studies which assess the relationships of following the Golden Rule or a person??????s faith or spirituality with key business outcomes. Salespeople impact the performance and perception of their firms, yet are regarded as highly unethical by the public. Therefore, an investigation of how these variables influence their behavior seems justified. A Golden Rule Disposition (GRD) is conceptualized as a higher-order personality disposition which influences the traits of agape love, forgiveness, gratitude, humility, and selflessness. Personal faith is defined as a higher order personality trait blending a desire for a personal relationship with God (the Divine or Supreme Being) with core personality influences on the behaviors of an individual. A comprehensive model was developed and tested using structural equation modeling to investigate a GRD??????s relationships with job satisfaction, organizational commitment, propensity to leave, life satisfaction, and customer orientation. Personal faith??????s influence on these relationships was tested using moderated multiple regression. Completed questionnaires were collected from 142 members of an automobile dealer??????s sales force to provide the data for this study. A GRD influenced all proposed lower order traits except for selflessness and humility. A GRD had a positive effect on all dependent variables except propensity to leave and life satisfaction. Faith was not a moderator of any relationships, but was found to be positively related to forgiveness and gratitude. A surprising result was the lack of a relationship between job satisfaction and life satisfaction. These findings should be important to organizations that practice the marketing concept. The combined effect of following the Golden Rule and personal faith leads to more satisfied customers and a more stable workforce to meet organizational goals.Item Sponsorship and the internal audience: examining how corporate sponsorship is related to organization identification and job satisfaction(2009-05-15) Hall, Todd KristopherAn investigation of the relationship between corporate sponsorship activities and human resource constructs was conducted through an online questionnaire with employees of a southern U.S. energy provider. Specifically, three sponsorship-related constructs, fan identification with a sponsored sport property, employee involvement with the sponsorship, and employee attitude toward the sponsorship were hypothesized to be positively related to employee organization identification and job satisfaction. Social identification theory (SIT) provided the theoretical foundation of this study. Through a series of hypotheses, the three sponsorship-related constructs were hypothesized to exert both direct and indirect effects on employee organizational identification and job satisfaction. Testing the process of missing data for approximately 80 of the total 427 respondents showed that data was missing at random (MAR). Thus, missing data values were imputed using regression techniques available in AMOS 16.0 software. Structural equation modeling (SEM) was employed to evaluate the path of predicted relationships. Assessment of the measurement model fit for the entire model showed that all but one indicator, for involvement with the sponsorship, loaded on latent variables as expected. In addition to comparing the results of the SEM analysis of the imputed data set (n = 427) to the data set with only complete responses (n = 308), a random sample (n = 200) was also analyzed, in order to assess the impact of sample size on fitting the data to the models. A competing models approach to SEM analysis showed that four nested models differed only marginally on a couple goodness-of-fit indices. The principle of parsimony was thus utilized to select and evaluate the fit of the appropriate model. Evaluation of the hypotheses showed that fan identification and involvement with the sponsorship did not exert direct effects on employee organization identification and job satisfaction, but did influence these human resource constructs in an indirect manner. Additionally, an unpredicted, indirect relationship between organization prestige and job satisfaction was also established. Lastly, theoretical and managerial implications are discussed, along with the identification of several recommendations to guide future research relating corporate sponsorship with the internal audience.Item The Impact of Physical Fitness on Perceived Job Satisfaction for Law Enforcement Officers(Law Enforcement Management Institute of Texas (LEMIT), 2003) Grothaus, Mark T.