Browsing by Subject "Job satisfaction"

Now showing 1 - 6 of 6
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    The Effects of Outdoor Education Mentoring on Teacher Job Satisfaction
    (2012) Erickson, Deanna M
    A strong relationship has been demonstrated between mentoring and job satisfaction in research across multiple fields. Job satisfaction is also a key indicator of teacher retention. A few programs in the US are using mentoring to incorporate outdoor education into teacher pedagogy and the broader public school system. In this model, experienced outdoor educators work with teachers individually over a period of time to model curriculum and to provide feedback, logistical and personal support in incorporating this method into the classroom. A case study investigation in the Bioregional Outdoor Education Project on the Colorado Plateau found that outdoor education mentoring resulted in increased use of outdoor education by teachers, reports of enhanced student achievement, especially engagement, and positive change in teacher feelings of satisfaction with work. Meaningful benefits that result from incorporating outdoor education may increase the likelihood that teachers continue to use this method, a topic for future investigation. Infusing outdoor education through the curriculum with the help of mentors may offer a potential means of school reform, if support from peer teachers and administrators is garnered through information about the potential benefits to both students and teachers.
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    Influence of Spatial Layout on Physical Activity and Face-to-Face Interactions in the Work Environment
    (2015-05) Bae, Suyeon
    Lack of enough activity during the day in the workplace has become a serious issue resulting in obesity and health problems. This research explores how interior layout of workspace can affect employees' number of steps and face-to-face- interactions and also investigates whether face-to-face interactions relate to job satisfaction. Twenty one participants were recruited and the data was collected through completing self-report forms to report the number of steps and interactions the participants had daily for ten business days. The data was analyzed using the linear mixed effect models, correlations, ANOVA, and t-tests. The findings support both social ecological model and space syntax theory with positive relationships among distance, depth, the number of steps and interaction, and moderate variables (personal, organizational, and environmental factors). However, there is no significant correlation between interactions and job satisfaction. Since limited studies have been conducted to examine a correlation between movement and interaction in work environments, this research fills the gap of findings from previous literature and makes recommendations for future research.
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    An Investigation of the Predictors and Moderators of Climate Strength
    (2015-08) D'Mello, Susan
    Organizational climate is a useful set of variables used to describe and better understand work environments that has been shown to relate to various individual and group outcomes. While most of this research has focused on the means of individual climate perceptions aggregated to higher levels, the degree of agreement or "strength"� has received markedly less attention. The climate strength hypothesis states that climate strength moderates the relationship between climate perceptions and outcomes, where a stronger link is found for stronger climates (Denison, 1984; Schneider, Ehrhart, & Macey, 2013). Though this hypothesis has been empirically tested by several researchers, sample and group sizes were limited, and they were smaller scale examinations. This study used a large multi-level survey to look at climate strength from a more macro perspective involving individuals nested within large subagencies, nested within larger agencies comprising the U.S. federal government sector. First, demographic variables including gender, age, organization size, tenure, and minority status were examined as possible antecedents of climate strength, where members of the same groups (e.g., ethnic minorities, females) were expected to have greater agreement regarding their climates. Second, links between climate strength, climate level, and individual-level satisfaction were examined, including a test of the climate strength hypothesis. Results demonstrated that larger organizations had stronger climates up to a certain threshold, the youngest and newest employees were the only groups to have stronger climates than the overall group, and groups of similar gender did not display greater climate strength. In terms of links to satisfaction, relationships depended on the type of facet-specific climate strength and level. Mixed support was found for the climate strength hypothesis, such that greater strength generally only mattered when climate level was low. Implications of these results on future climate research and change interventions are 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.
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    Job Satisfaction of Nurses in Jamaica
    (2013-12) Nelson, John Willard
    Background: No model of nurse job satisfaction was found in the literature that had been empirically tested in Jamaica or surrounding countries in the Caribbean.Objective: The objective of this study was to test an instrument of nurse job satisfaction in Jamaica and use results to improve nurse job satisfaction at the unit level and refine efficiency of care delivery across the hospital.Methods: Convenience sampling was used to gather data in a 579-bed urban hospital in Southeast Jamaica regarding nurse job satisfaction, nurses' clarity of self, role and system, and demographics. Parceling of data was used in a confirmatory factor analysis (CFA) to test an 11-factor construct of nurse job satisfaction. Hierarchical regression was used to examine explained variance of nurse job satisfaction.Results: Complete surveys from 82 nurses (14% response rate) revealed good model fit for all 11 dimensions, including four social factors (satisfaction with relationship with coworkers, relationship with the patient, relationship with unit/ward manager, and relationship with physicians) and seven technical dimensions (satisfaction with resources, autonomy, staffing/scheduling, professional growth, executive leadership, distributive justice, and workload). Results revealed adequate fit, RMSEA .08, CFI .90, and SRMR .07. Path coefficients ranged from .35 to .72 (p = < .001 for all coefficients). The best fitting model for predicting nurse job satisfaction included service line (R = .475, R2 = .226, F (7,74) = 3.078, p = .007), and clarity of role (R = .543, R2 = .295, F (1,73) = 7.192, p = .009). Combined, both predictors explained 29.5% of the variance of nurse job satisfaction. Discussion: Data was presented to staff and management to understand the 11 dimensions of nurse job satisfaction in this sample in Jamaica. Results were presented at the aggregate hospital and unit level. Staff and management are currently using the results to make changes at the unit level, using the data to guide planning. This study met the objective to empirically develop, test, and use a model of nurse job satisfaction in Jamaica.