Browsing by Subject "Career satisfaction"

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    The impact of organizational justice on career satisfaction of employees in the public sector of South Korea
    (2013-05) Oh, Jeong Rok
    The purpose of this study was to explore the relationship between organizational justice and career satisfaction of employees in the public sector of South Korea. Specifically, this study aimed to investigate the impact of three different dimensions (distributive, procedural, and interactional justice) of organizational justice on career satisfaction. Based on a literature review of previous research, this study hypothesized that employees' perceptions of organizational justice are positively associated with career satisfaction. This study contributed to human resource development (HRD) through investigating the direct relationship between organizational justice and career satisfaction in a career development context in the workplace. A total of 279 employees in six public organizations in South Korea participated in this research. Based on a convenience sampling approach, a self-administered survey was used to obtain these employees' perceptions. All four constructs (distributive justice, procedural justice, interactional justice, and career satisfaction) were based on multi-item scales. A total of 23 items (18 items for organizational justice and five items for career satisfaction) were prepared for use in a survey in South Korea. The data analysis process of this study followed three steps. First, the construct validity of each measurement model was examined by Confirmatory Factor Analysis (CFA). Second, the descriptive statistics and correlations were reported. Third, a hierarchical multiple regression was tested to identify the impact of three dimensions of organizational justice on career satisfaction. While distributive justice and procedural justice were found to be significant, interactional justice was found to be non-significant. In terms of standardized coefficients, procedural justice accounted for the variance in career satisfaction more than distributive justice did.The findings of this study were discussed in detail, comparing them with previous research. The primary theoretical implication of this study lies in investigating three dimensions of organizational justice as the antecedents of career satisfaction within a study in order to integrate organizational justice and career development research. HRD practitioners should facilitate fair decision-making processes and provide various career development opportunities to improve employees' career satisfaction in the organization. The limitations of this study and recommendations for future research were also discussed
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    Job Satisfaction Levels of Minnesota Dental therapists and the Associated Correlates
    (2020-06) Hamson, Nancy
    Purpose. Job satisfaction is important to employee commitment and performance, particularly in a new profession. There is an early indication that Minnesota (MN) DTs are satisfied with their career choice, however, correlates associated with job satisfaction are unknown. The purpose of this study was to investigate MN dental therapists’(DTs’) job satisfaction and the associated correlates. Methods. This study used a cross-sectional survey design. Licensed DTs currently practicing in MN comprised the study sample (n=89). Hackman and Oldham’s Job Diagnostic Survey (JDS) was used to measure the levels of five core dimensions associated with job satisfaction (skill variety, task identity, task significance, autonomy, and feedback from the job itself). Additionally, job motivation was also explored using Hackman and Oldham’s calculation for a Motivating Potential Score (MPS). Results. The overall response rate was 33% (n=28). Eighty-seven percent of MN DTs surveyed are satisfied with their job. The job dimension that held the strongest correlation with job satisfaction among MN DTs was task significance (92%), followed by autonomy (85%, task identity (82%), and skill variety (80%), and feedback from the job itself (78%). Participants who work in a private dental office were more highly motivated compared to those working in other settings (95% confidence interval [CI]: 22-117 points higher). Conclusion. This study found that MN job satisfaction is high. The correlates of job satisfaction reported among Minnesota dental therapists included responsibility to autonomously complete patient treatment utilizing a variety of skills, positive professional and interpersonal relationships, perceived meaningfulness of their work, and feeling motivated for continued growth. However, suggestions for improvement include pay commensurate with skillset utilization, more feedback from stakeholders, and mentorship to encourage positive work-place relationships and sustainability for the profession.