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Title: The experience of being a nurse who finds satisfaction in the nursing profession: A phenomenological study.
Creator: Basel, Patricia A., Florida Atlantic University, Bruce, Nancie
Abstract/Description: This qualitative research study used the hermeneutic phenomenological method to discover the meaning of the experience of being a satisfied nurse. The study utilized van Manen's approach to phenomenology. The methods of inquiry included turning to the nature of the lived experience, existential investigation, identification of themes, phenomenological reflection, and phenomenological writing and rewriting. The aim of this study was to understand the meaning of being a nurse who finds...
Show moreThis qualitative research study used the hermeneutic phenomenological method to discover the meaning of the experience of being a satisfied nurse. The study utilized van Manen's approach to phenomenology. The methods of inquiry included turning to the nature of the lived experience, existential investigation, identification of themes, phenomenological reflection, and phenomenological writing and rewriting. The aim of this study was to understand the meaning of being a nurse who finds satisfaction in the nursing profession. Six themes emerged as being significant to the experience of being a satisfied nurse: connecting with others, committing oneself, experiencing rewarding feedback, uncovering the unknown, caring for others, and finding meaning to life. The six themes reflect a unity of meaning of the experience of being a satisfied nurse. The unity of meaning is in feelings of enhanced humanness of the nurse and others. Implications for nursing research, nursing practice, and nursing education were discussed.
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Date Issued: 1996
PURL: http://purl.flvc.org/fcla/dt/15340
Subject Headings: Nurses--Job satisfaction, Nursing--Psychological aspects, Job satisfaction
Format: Document (PDF)

Title: A study of the relationship between work environment variables and the intent of child care workers in southeast Florida to leave their workplace.
Creator: Rinker, Leighan Roberts, Florida Atlantic University, MacKenzie, Donald G.
Abstract/Description: The purpose of this study was to identity within the workplace sources of satisfaction and sources of dissatisfaction for child care workers in southeast Florida and to develop a predictive model of child care workers' intentions to leave their jobs based on selected work environment variables. The work environment variables selected as predictor variables were administration, communication, compensation, career advancement opportunity, goals and job tasks, children, co-workers, parents, and...
Show moreThe purpose of this study was to identity within the workplace sources of satisfaction and sources of dissatisfaction for child care workers in southeast Florida and to develop a predictive model of child care workers' intentions to leave their jobs based on selected work environment variables. The work environment variables selected as predictor variables were administration, communication, compensation, career advancement opportunity, goals and job tasks, children, co-workers, parents, and facility and supplies. The population surveyed consisted of 227 child care workers from 45 licensed child care centers in Dade, Broward, and Palm Beach counties, Florida. Instruments used in this study were the Child Care Director Questionnaire and the Child Care Worker Questionnaire. Results of data analyses revealed a significant relationship between some of the predictor variables and child care workers' intentions to leave their jobs. The strongest correlations with intent to leave were compensation (r = -.461) and career advancement opportunity (r = -.426). The model with the greatest parsimony and ability to predict child care workers' intentions to leave their jobs included the predictor variables of compensation, career advancement opportunity, children, co-workers, facility, and communication. This model accounted for 25.6% of the variance in child care workers' intentions to leave their jobs. Compensation was identified as a source of job dissatisfaction for child care workers in southeast Florida. Administration, communication, parents, co-workers, children, career advancement opportunity, facility, and goals and job tasks were more sources of satisfaction than of dissatisfaction. More child care workers in this study (92.7%) were satisfied or very satisfied with working with children than with any other work environment variable.
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Date Issued: 1997
PURL: http://purl.flvc.org/fcla/dt/12496
Subject Headings: Child care workers--Job satisfaction, Employee motivation, Job satisfaction
Format: Document (PDF)

Title: The relationship between job satisfaction levels and demographic variables among hospital employees.
Creator: Mack, Wilhelmena Brown., Florida Atlantic University
Abstract/Description: The relationship between job satisfaction levels (as measured by work, pay, opportunities for promotion, supervision, co-workers, and the job in general) and demographic variables (age group, tenure with the hospital, sex, and job classification) was explored. A sample of 500 employees was selected from an alphabetical listing of the 2,800 employees at a 737 bed tax-assisted acute care Florida hospital on October 1, 1987. This was accomplished by selecting every sixth person from the...
Show moreThe relationship between job satisfaction levels (as measured by work, pay, opportunities for promotion, supervision, co-workers, and the job in general) and demographic variables (age group, tenure with the hospital, sex, and job classification) was explored. A sample of 500 employees was selected from an alphabetical listing of the 2,800 employees at a 737 bed tax-assisted acute care Florida hospital on October 1, 1987. This was accomplished by selecting every sixth person from the alphabetical listing. Each selected employee was sent a memorandum explaining the survey's purpose (the method by which, and the people to whom the results of the survey would be presented and steps taken to ensure employee confidentiality), a Job Descriptive Index, instructions for its completion, and a return interoffice envelope. The results were analyzed by using MANOVA and Univariate F testing at the.05 level of significance and the Scheffe post hoc test at the.01 level of significance. The MANOVA test yielded no significant relationships between age group, tenure with the hospital, and job satisfaction levels. However, significance was demonstrated on the Univariate F tests for all six dependent variables, for the independent variable job classification, and the Scheffe post hoc test was performed on all dependent variables.
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Date Issued: 1988
PURL: http://purl.flvc.org/fcla/dt/11928
Subject Headings: Hospitals--Employees, Job satisfaction
Format: Document (PDF)

Title: THE EFFECTS OF POSSESSING A SPECIFIED LEVEL OF FIELD DEPENDENCE ON JOB SATISFACTION AND PERFORMANCE.
Creator: WALKER, DIANE NANCY, Florida Atlantic University
Abstract/Description: 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...
Show moreThe 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.
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Date Issued: 1979
PURL: http://purl.flvc.org/fcla/dt/11730
Subject Headings: Field dependence (Psychology), Job satisfaction--Testing
Format: Document (PDF)

Title: EXPLORING EMPLOYEE TURNOVER DURING THE GREAT RESIGNATION.
Creator: Spano, Dominick John, Sementelli, Arthur, Florida Atlantic University, School of Public Administration, Dorothy F. Schmidt College of Arts and Letters
Abstract/Description: In this dissertation, I examined employee turnover during the Great Resignation. In my methods, I used the short-form Minnesota Satisfaction Questionnaire, the Scribd Questionnaire on Employee Turnover, and additional survey questions more applicable to our modern environment. A survey was conducted using Amazon Mechanical Turk that consisted of a sample of (N=1,036) professionals from the private, public, and nonprofit sectors who were either still employed with their organizations or had...
Show moreIn this dissertation, I examined employee turnover during the Great Resignation. In my methods, I used the short-form Minnesota Satisfaction Questionnaire, the Scribd Questionnaire on Employee Turnover, and additional survey questions more applicable to our modern environment. A survey was conducted using Amazon Mechanical Turk that consisted of a sample of (N=1,036) professionals from the private, public, and nonprofit sectors who were either still employed with their organizations or had turned over in their roles within the last year. Using correlation analysis, pictograms, regression analyses, and other tests, I inspected employee turnover, job satisfaction, and their effects on the private, public, and nonprofit sectors. The significance level was set at p-value = 0.10 in all regression analyses. Findings indicated validity in the claims that job satisfaction had a significant impact on turnover during the Great Resignation, the Great Resignation is related to characteristics, such as time of life, age, and work experience, and the Great Resignation contextually provided a trigger on turnover. However, the claim that the private, public, and nonprofit sectors have an impact on turnover during the Great Resignation proved to be inconclusive. A deeper analysis of hypotheses and results, limitations, recommendations, and prospective future studies are further provided in this dissertation.
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Date Issued: 2023
PURL: http://purl.flvc.org/fau/fd/FA00014236
Subject Headings: Labor turnover, Job satisfaction, Employee turnover
Format: Document (PDF)

Title: A comparative study of the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job among Saudi and American universities' faculty members.
Creator: Alzahrani, Mohammed., College for Design and Social Inquiry, School of Public Administration
Abstract/Description: This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate...
Show moreThis study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate analysis of variance (MANOVA) was conducted to examine whether or not there are differences between American and Saudi faculty members in their conflict management styles. Nationality was used as the factor, and the five conflict management styles (Integrating, Obliging, Dominating, Avoiding, and Compromising) were entered as dependent variables. The level of significance was 0.05. Additionally, Pearson's correlation was used to determine if a statistically significant relationship exists between the five conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. The level of significance was set at 0.05. Findings indicated that there were no statistically significant differences in conflict management styles between Saudi and American faculty members. Furthermore there were no significant correlations between any of the conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. Results were discussed in light of literature review. Practical implications, limitations of the study, and recommendations were provided.
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Date Issued: 2013
PURL: http://purl.flvc.org/fcla/dt/3362326
Subject Headings: Conflict management, Interpersonal communication, Job satisfaction, Personnel management, Labor turnover
Format: Document (PDF)

Title: A COMPARATIVE STUDY OF JOB SATISFACTION OF NIGERIAN PETROLEUM ENGINEERS IN PUBLIC AND PRIVATE PETROLEUM COMPANIES IN NIGERIA.
Creator: OLALEYE, JOSEPH AYOBODE., Florida Atlantic University, Clare, Donald A.
Abstract/Description: Nigeria is a country in a hurry for development, but the lack of executive and technological capacity is a common phenomenon. Efforts to provide the right climate for the development and encouragement of indigenous expertise will go a long way to enhance the job satisfaction of employees, particularly petroleum engineers in the petroleum industry, an industry requiring a high level technology and the largest national revenue earner. Concepts of motivation were used as a starting point to...
Show moreNigeria is a country in a hurry for development, but the lack of executive and technological capacity is a common phenomenon. Efforts to provide the right climate for the development and encouragement of indigenous expertise will go a long way to enhance the job satisfaction of employees, particularly petroleum engineers in the petroleum industry, an industry requiring a high level technology and the largest national revenue earner. Concepts of motivation were used as a starting point to provide a broad integrative perspective to the study of job satisfaction of Nigerian Petroleum Engineers. Empirical results of comparison of job satisfaction of Petroleum Engineers in the private and public petroleum companies in Nigeria highlight the areas needing attention to improve the job satisfaction of these engineers. The results also show the general characteristics of the private petroleum companies vis-a-vis the public petroleum companies as at the time the study was made.
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Date Issued: 1980
PURL: http://purl.flvc.org/fcla/dt/14040
Subject Headings: Job satisfaction--Nigeria, Petroleum engineers--Nigeria
Format: Document (PDF)

Title: A COMPARISON OF JOB SATISFACTION OF SPEECH PATHOLOGISTS IN CENTRALIZED VERSUS DECENTRALIZED SCHOOL SYSTEMS.
Creator: SINKIEWICZ, ROBERT WILLIAM, Florida Atlantic University
Abstract/Description: The level of job satisfaction of speech pathologists was examined in two organizational school systems, centralized and decentralized. The purpose of this study was to determine whether job satisfaction was greater among speech pathologists working in a centralized organizational system or among those working in a decentralized system. The rationale for this study involves the relationship between job satisfaction and employee behavior. Tardiness, apathy and sabotage are often expressions of...
Show moreThe level of job satisfaction of speech pathologists was examined in two organizational school systems, centralized and decentralized. The purpose of this study was to determine whether job satisfaction was greater among speech pathologists working in a centralized organizational system or among those working in a decentralized system. The rationale for this study involves the relationship between job satisfaction and employee behavior. Tardiness, apathy and sabotage are often expressions of dissatisfaction. Employee satisfaction is a key factor in maintaining low rates of absenteeism or turnover. The method for assessing positive or negative job satisfaction was an attitude questionnaire designed around five categories: (1) General job attitude satisfaction; (2) Overall system satisfaction; (3) Supervision satisfaction; (4) Immediate job satisfaction; (5) County school system satisfaction. Using the Likert scale, positive or negative job satisfaction was determined. The higher the scores the greater the magnitude of dependent variable. Subjects included a random sample of forty speech pathologists working in Broward or Dade County public school systems. Data were analyzed for correlation between paired ranks with the .05 level of probability being accepted as evidence of statistical significance. Analyses revealed statistically significant relationships among twelve out of thrity-eight questions. These results suggest that the level of job satisfaction can be altered by adjusting the characteristics of a decentralized and centralized system. Thus, to some degree job satisfaction is affected by organizational structure. Further analysis of the scores indicated that a decentralized system provides more positive job satisfaction than does a centralized system. Interpretation of findings was confounded by the following limitations. (a) The researcher can never be sure that the respondent is expressing his or her true attitude rather than a socially acceptable attitude. (b) The validity of this study is directly related to the validity of the responses made by individuals in the sample. (c) Job satisfaction involves many unpredictable factors, both intrinsic and extrinsic. Two more general concerns arise with research of this nature. First, the difficulty of determining which components of job satisfaction are most important to any given population and, second, the difficulty of determining how any one area of job satisfaction or dissatisfaction affects the other areas of the study. Research suggestions included the following: (1) Strengthening the statistical results by selection of a larger population in which to obtain base raw data. (2) The establishing of a needs hierarchy relative to job satisfaction. (3) Further research on the definition and measurement of job factors. (4) Determination of the relative independence of job factors. (5) Subdivision of the factors used in this study in the interest of producing more precise results. (6) More and better standardized instruments for the measurement of both job attitudes and their effects on job satisfaction.
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Date Issued: 1981
PURL: http://purl.flvc.org/fcla/dt/11787
Subject Headings: Job satisfaction, School management and organization--Florida
Format: Document (PDF)

Title: The structure of values synthesized from the lived experiences of agency nurses.
Creator: Strews, Wendy Lea., Florida Atlantic University, Parker, Marylyn
Abstract/Description: The purpose of this study was to identify nursing values from lived experiences of six nurses during interactions with patients. Nurses employed by nursing agencies were asked: "describe an interaction you have experienced with a patient that best represents your nursing values". Giorgi's method of interpretation for phenomenological studies was used to analyze the stories. From each participant's specific values a general description of the structure of all participants' values was generated...
Show moreThe purpose of this study was to identify nursing values from lived experiences of six nurses during interactions with patients. Nurses employed by nursing agencies were asked: "describe an interaction you have experienced with a patient that best represents your nursing values". Giorgi's method of interpretation for phenomenological studies was used to analyze the stories. From each participant's specific values a general description of the structure of all participants' values was generated. Caring was the predominant value that emerged and encompasses nursing practice and the compassionate action it teaches. Concepts emerging from the study are living and learning of values, unpretentious presence, and caring as the ascendent value in nursing practice. Recommendations for future study include exploration of these concepts toward development of a value based nursing practice to increase job satisfaction and self-esteem for nurses recognizing their values.
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Date Issued: 1992
PURL: http://purl.flvc.org/fcla/dt/14834
Subject Headings: Nurse and patient, Nurses--Job satisfaction, Nursing services
Format: Document (PDF)

Title: LEVELS OF SATISFACTION AMONG PRINCIPALS IN SELECTED FLORIDA SCHOOL DISTRICTS (JOB DESCRIPTIVE INDEX).
Creator: CALLARMAN, MARY HELEN, Florida Atlantic University, Rothberg, Robert A., Weppner, Daniel B.
Abstract/Description: 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...
Show moreThis 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.
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Date Issued: 1984
PURL: http://purl.flvc.org/fcla/dt/11851
Subject Headings: Job satisfaction--Testing
Format: Document (PDF)

Title: The relationship between employee job satisfaction and key customer outcomes: A study among temporary workers.
Creator: Hagan, Christine M., Florida Atlantic University, Bernardin, Harold John
Abstract/Description: This dissertation investigates the nature of the relationship that exists between job satisfaction among temporary workers and general customer perceptions of service quality, customer-based appraisal of specific service provider performance, and customers' future behavioral intentions concerning doing business with the firm in the future (e.g., to increase business, to recommend the organization to others, etc.). The Job Descriptive Index (JDI) and its related Job-in-General scale were used...
Show moreThis dissertation investigates the nature of the relationship that exists between job satisfaction among temporary workers and general customer perceptions of service quality, customer-based appraisal of specific service provider performance, and customers' future behavioral intentions concerning doing business with the firm in the future (e.g., to increase business, to recommend the organization to others, etc.). The Job Descriptive Index (JDI) and its related Job-in-General scale were used to measure employee satisfaction. SERVQUAL was used to gauge general customer perceptions of service quality. A 13-item battery derived from marketing literature was used to measure customer future behavioral intentions. The customer appraisal of service provider performance was based on performance appraisal literature. Results indicated significant correlation between worker satisfaction and customer perceptions of service quality (r = .27; p < .01), customer-based appraisal of specific service provider performance (r = .30; p < .01), and customer intentions concerning doing business with the organization in the future (r = .20; p < .05). Customer quality perceptions were significantly associated with their future intentions (r = .71; p < .01) and with specific customer performance appraisal (r = .63; p < .01). However, when combined with general customer service perceptions (SERVQUAL), specific customer appraisal of service provider performance did not contribute unique predictive or explanatory capability. Unexpectedly, temporary workers' satisfaction with co-workers on their job assignment was significantly related to all customer outcome measures. The results are described and discussed in comparison with meta-analyses about job satisfaction, and in terms of other studies concerning contingent workers.
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Date Issued: 1999
PURL: http://purl.flvc.org/fcla/dt/12602
Subject Headings: Job satisfaction, Consumer behavior, Temporary employees, Customer services
Format: Document (PDF)

Title: The effects of the proactive personality on the levels of job satisfaction and burnout for licensed mental health counselors.
Creator: Spina, Pamela F., College of Education, Department of Counselor Education
Abstract/Description: Personal wellness and burnout have been common themes in research studies regarding professional satisfaction and career success. Personality characteristics in relation to job and career success among professionals have also been included in countless studies. However, Bateman and Crant (1993) defined and began research on the specific construct of the proactive personality and how it related to personal achievement, satisfaction, and success among executives. This dissertation study is an...
Show morePersonal wellness and burnout have been common themes in research studies regarding professional satisfaction and career success. Personality characteristics in relation to job and career success among professionals have also been included in countless studies. However, Bateman and Crant (1993) defined and began research on the specific construct of the proactive personality and how it related to personal achievement, satisfaction, and success among executives. This dissertation study is an extension of their research in that the relationship between proactive personality, job satisfaction and levels of burnout among Licensed Mental Health Counselors in Florida specifically, is being examined. While proactive personality positively and significantly related to job satisfaction and satisfaction with being a counselor among the participants in this study, it did not significantly relate to feelings of emotional exhaustion or feelings of depersonalization toward clients. When age, salary, years licensed, and proactive personality in relation to job satisfaction and levels of burnout were included in the statistical analysis, proactive personality and salary positively related to job satisfaction, personal accomplishment, and satisfaction with being a counselor, but the relationships were not significant. Hence, the results of this study provides useful information regarding proactive personality and how it relates to the overall job satisfaction, levels of burnout among clinicians, and to assist in the development of wellness programs, burnout prevention, and in the empowerment of mental health professionals in this demanding field.
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Date Issued: 2013
PURL: http://purl.flvc.org/fcla/dt/3361058
Subject Headings: Burnout (Psychology), Work, Psychological aspects, Job satisfaction, Medical personnel, Job stress, Counselors, Mental health
Format: Document (PDF)

Title: A CORRELATIONAL ANALYSIS OF TEACHER JOB SATISFACTION AND JOB STRESS IN BROWARD COUNTY SCHOOLS.
Creator: Rodney-Hillaire, Renee, Shockley, Robert, Bogotch, Ira, Florida Atlantic University, Department of Educational Leadership and Research Methodology, Charles E. Schmidt College of Science
Abstract/Description: This study aimed to analyze factors that predict job satisfaction and stress among Broward County teachers. A modified version of the WeBS survey was used to collect data on teachers' demographics, attitudes, and experiences related to job satisfaction. The sample used in this study was delimited to include only full-time teachers in Broward County Schools. Six research questions provided the foundation of the study, which was operationalized by Astin's (1993) input environment outcome model ...
Show moreThis study aimed to analyze factors that predict job satisfaction and stress among Broward County teachers. A modified version of the WeBS survey was used to collect data on teachers' demographics, attitudes, and experiences related to job satisfaction. The sample used in this study was delimited to include only full-time teachers in Broward County Schools. Six research questions provided the foundation of the study, which was operationalized by Astin's (1993) input environment outcome model (IEO). A descriptive analysis described the sample's individual and institutional characteristics and demographics. Correlational analyses were conducted to determine the strength of the relationship between variables. Finally, the data were analyzed using hierarchical, multiple regression. The regression model explored factors predicting job satisfaction and job stress among teachers. This study reported statistically significant results for each regression model. Statistically significant at p < .001, the factors that explained 55% of the variance in the final job satisfaction model included: How do background characteristics (e.g., sex, ethnic origin, and age), behavioral factors (e.g., openness, intrinsic motivation), and institutional variables (autonomy, student behavior, leadership, and school climate and culture) predict teacher job stress in Broward County? Implications for policy, practice and future research regarding job satisfaction and stress are included.
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Date Issued: 2022
PURL: http://purl.flvc.org/fau/fd/FA00013959
Subject Headings: Teachers--Job satisfaction, Broward County (Fla.), Teachers--Job stress
Format: Document (PDF)

Title: Perceived job satisfaction of resident assistants in student housing at three Florida public universities.
Creator: Ovathanasin, Teeranai, Floyd, Deborah L., Morris, John D., Florida Atlantic University, College of Education, Department of Educational Leadership and Research Methodology
Abstract/Description: The purpose of this study was to determine differences in satisfaction of public university Resident Assistants (RAs) with regard to several job satisfaction factors identified on the Resident Assistant Satisfaction Survey (RASS), specifically as compared to Casey’s (2009) normative sample of RAs in privatized university housing. The RASS outlined eight Employment Aspect Factors and three Criterion Factors to determine RA job satisfaction. This study also determined if there were differences...
Show moreThe purpose of this study was to determine differences in satisfaction of public university Resident Assistants (RAs) with regard to several job satisfaction factors identified on the Resident Assistant Satisfaction Survey (RASS), specifically as compared to Casey’s (2009) normative sample of RAs in privatized university housing. The RASS outlined eight Employment Aspect Factors and three Criterion Factors to determine RA job satisfaction. This study also determined if there were differences in job satisfaction for public university RAs based on gender, racial ethnic identification, or academic class standing. Resident Assistants from three Research I Florida institutions in the United States completed the RASS. There has been very little research identifying the factors influencing job satisfaction of paraprofessional RAs, specifically at Florida public institutions of higher education and as compared to a privatized university housing Company.
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Date Issued: 2015
PURL: http://purl.flvc.org/fau/fd/FA00004458, http://purl.flvc.org/fau/fd/FA00004458
Subject Headings: College students -- Florida -- Housing, Residence counselors -- Florida -- Job satisfaction, Resident assistants (Dormitories) -- Florida -- Attitudes, Resident assistants (Dormitories) -- Florida -- Job satisfaction, Universities and colleges -- Florida -- Professional staff -- Job satisfaction
Format: Document (PDF)

Title: The job satisfaction, occupational sentiments, and work-related stress of prison wardens: results from a national survey.
Creator: DaSilva, Martina A.A., Stinchcomb, Jeanne B., Florida Atlantic University, College for Design and Social Inquiry, School of Criminology and Criminal Justice
Abstract/Description: This study examined the results of the National Prison Wardens’ Survey to ascertain the levels of job satisfaction, occupational sentiments, and work-related stress among prison wardens and to establish whether these variables differed between male and female respondents. The findings indicated that wardens generally experience high levels of job satisfaction, reflect positive occupational sentiments, and report low levels of work-related stress. Additionally, results from the Chi-square...
Show moreThis study examined the results of the National Prison Wardens’ Survey to ascertain the levels of job satisfaction, occupational sentiments, and work-related stress among prison wardens and to establish whether these variables differed between male and female respondents. The findings indicated that wardens generally experience high levels of job satisfaction, reflect positive occupational sentiments, and report low levels of work-related stress. Additionally, results from the Chi-square tests and Lambda measures of association indicated that little to no relationship existed between gender and any of the explored variables.
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Date Issued: 2014
PURL: http://purl.flvc.org/fau/fd/FA00004189, http://purl.flvc.org/fau/fd/FA00004189
Subject Headings: Job satisfaction, Job stress, Sex differences (Psychology), Sex role in the work environment, Stereotypes (Social psychology), Stress (Psychology)
Format: Document (PDF)

Title: Factors Affecting Registered Nurses' Job satisfaction and Intent to Leave.
Creator: Longo, Joy, Liehr, Patricia, Florida Atlantic University
Abstract/Description: It is estimated that there will be a 20% shortage of full time equivalent registered nurses (RN) by 2015. Retention of nurses is a priority in health care, so a better understanding of factors that contribute to job satisfaction and intent to leave is needed. One possible factor is the quality of the interpersonal relationships that occur among managers, peers, and nurses. A negative quality would be acts of hostility or horizontal violence, which is nurse-to-nurse aggression. This is...
Show moreIt is estimated that there will be a 20% shortage of full time equivalent registered nurses (RN) by 2015. Retention of nurses is a priority in health care, so a better understanding of factors that contribute to job satisfaction and intent to leave is needed. One possible factor is the quality of the interpersonal relationships that occur among managers, peers, and nurses. A negative quality would be acts of hostility or horizontal violence, which is nurse-to-nurse aggression. This is theorized to be a result of oppressed group behavior. These behaviors may influence job satisfaction and the intent to stay on the job and in the profession. The overall purpose of the study was to explore relationships between horizontal violence, oppressed group behavior, job satisfaction and intent to leave a position or nursing in the next 12 months. This pilot study examined factors that influence registered nurses ' job satisfaction and intent to leave a position or nursing. Convenience sampling was used to obtain the sample of registered nurses from a BSN completion program and a Novice Nurse Initiative Program (n=99). Written stories of conflict between nurses were obtained and analyzed with linguistic analysis and word count (LIWC) software and various standardized instruments were used including the Nurses Workplace Behavior Scale (NWBS), the Organizational Climate for Caring Scale (OCCS), the Peer Group Caring Interaction Scale (PGCIS), The McCloskey/Mueller Satisfaction Scale (MMSS) and two visual analogue scales (VAS). Significant relationships were found between job satisfaction and intent to stay in a position and nursing (p<.01), oppressed group behavior and intent to stay in nursing (p<.01), oppressed group behavior and job satisfaction (p<.01). Manager and peer caring behaviors were related to intent to stay in a position and nursing (p<.01). Using stepwise multiple regression, both manager and peer caring behaviors were found to influence the relationship between job satisfaction and intent to stay in a position or nursing. The findings of this study suggest that the quality of interpersonal relationships between managers, peers and nurses can influence job satisfaction and intent to stay in a position or nursing.
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Date Issued: 2007
PURL: http://purl.flvc.org/fau/fd/FA00000622
Subject Headings: Nurses--Job satisfaction, Nursing services--Administration, Burn out (Psychology)--Prevention, Nurses--Job stress
Format: Document (PDF)

Title: The Relationship Between McGregor’s Leadership Theory and Happiness Among Higher Educational Leaders.
Creator: Sullivan, Jeannette S., Maslin-Ostrowski, Patricia, Florida Atlantic University, College of Education, Department of Educational Leadership and Research Methodology
Abstract/Description: The purpose of this research was to determine if a relationship exists between McGregor’s Leadership Theory and subjective states of well-being among higher educational leaders in state and community colleges in Florida. The underlying supposition was that the preference for what Douglas McGregor called Theory X or Theory Y assumptions, indicate intrinsic assumptions about human nature and are linked to subjective happiness. Quantitative data were collected through electronic administration...
Show moreThe purpose of this research was to determine if a relationship exists between McGregor’s Leadership Theory and subjective states of well-being among higher educational leaders in state and community colleges in Florida. The underlying supposition was that the preference for what Douglas McGregor called Theory X or Theory Y assumptions, indicate intrinsic assumptions about human nature and are linked to subjective happiness. Quantitative data were collected through electronic administration of two surveys and demographic questions to higher educational leaders at 28 state and community colleges in the State of Florida. These instruments measured levels of well-being through the PERMA-Profiler instrument and preferences for Theory X or Theory Y using the Theory X and Theory Y Managerial Assumptions Inventory. Multiple correlation and regression analyses were used to address the research questions. This study detected no relationship between well-being and happiness in this sample.
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Date Issued: 2017
PURL: http://purl.flvc.org/fau/fd/FA00004831, http://purl.flvc.org/fau/fd/FA00004831
Subject Headings: Personnel management., Educational leadership., Quality of work life., Work--Psychological aspects., Happiness., Job satisfaction.
Format: Document (PDF)

Title: Nursing practice in a patient care setting where the director is not a nurse.
Creator: Cleva, Joyce., Florida Atlantic University, Warner, Marguerite
Abstract/Description: The purpose of this study was to describe the practice of nursing and the factors that influence nursing practice in one patient care setting where the Director is not a nurse. A qualitative design employing the methods of grounded theory was utilized. Reaching for Completeness was the core concept that emerged from the analysis. Reaching for Completeness describes the directionality of nursing practice in this setting. It includes: coming to Know the Client, Responding to the Immediate Needs...
Show moreThe purpose of this study was to describe the practice of nursing and the factors that influence nursing practice in one patient care setting where the Director is not a nurse. A qualitative design employing the methods of grounded theory was utilized. Reaching for Completeness was the core concept that emerged from the analysis. Reaching for Completeness describes the directionality of nursing practice in this setting. It includes: coming to Know the Client, Responding to the Immediate Needs of the Client, and Pulling it All Together. Factors that appeared to influence the practice of nursing in this setting were the management styles of the director and nurse manager, shared expectations of professionalism, and a shared sense of satisfaction in what the patients and staff accomplished together each day. The results of this study suggest that the main factor affecting the development of nursing practice in a patient care setting may not be whether the director is a nurse, but rather, whether nursing retains ownership of the practice of nursing.
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Date Issued: 1994
PURL: http://purl.flvc.org/fcla/dt/15114
Subject Headings: Nursing services--Administration, Nurses--Job satisfaction, Nursing services--Business management
Format: Document (PDF)

Title: A structure of values synthesized from the lived experience of new registered nurses.
Creator: Amole, Carol., Florida Atlantic University, Parker, Marilyn
Abstract/Description: The purpose of this study was to evolve a description of values of nurses who were recent graduates of associate degree nursing programs. Six new nurses who were employed in hospitals were asked for illustrations of nursing situations that described values important to their practice. Giorgi's method of interpretation for phenomenological studies was utilized for data analysis. Caring was the value that emerged as central to nursing. New graduates expressed this value as caring promoting...
Show moreThe purpose of this study was to evolve a description of values of nurses who were recent graduates of associate degree nursing programs. Six new nurses who were employed in hospitals were asked for illustrations of nursing situations that described values important to their practice. Giorgi's method of interpretation for phenomenological studies was utilized for data analysis. Caring was the value that emerged as central to nursing. New graduates expressed this value as caring promoting growth. Subsumed within the value of caring for new nurses are hope, conscience, courage, honesty, humility, empathy and human connectedness.
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Date Issued: 1995
PURL: http://purl.flvc.org/fcla/dt/15125
Subject Headings: Nursing--Philosophy, Nursing ethics, Values, Caring, Nurses--Job satisfaction
Format: Document (PDF)

Title: THE RELATIONSHIP BETWEEN PRE-SERVICE TEACHERS’ SOCIAL EMOTIONAL COMPETENCE AND TEACHER BURNOUT, SECONDARY TRAUMATIC STRESS, AND COMPASSION SATISFACTION.
Creator: Glass, Bridget Kathleen, Villares, Elizabeth, Florida Atlantic University, Department of Counselor Education, College of Education
Abstract/Description: Teachers are essential to the academic and social-emotional progress of children in the US (Jennings & Greenberg, 2009). American teachers work tirelessly to provide quality instruction in a safe learning environment that nurtures the educational and emotional needs of their students (Jennings & Greenberg, 2009). Many teachers report that the emotional toll of teaching has impacted their professional and personal lives in a negative way (Werner Juarez et al., 2020) As a result, teachers are...
Show moreTeachers are essential to the academic and social-emotional progress of children in the US (Jennings & Greenberg, 2009). American teachers work tirelessly to provide quality instruction in a safe learning environment that nurtures the educational and emotional needs of their students (Jennings & Greenberg, 2009). Many teachers report that the emotional toll of teaching has impacted their professional and personal lives in a negative way (Werner Juarez et al., 2020) As a result, teachers are vulnerable to the development of occupational hazards such as stress, burnout, and secondary traumatic stress (STS) which may diminish their professional quality of life (Richards, 2012). The literature indicates that the deterioration of professional quality of life is strongly correlated to more systemic problems in education, such as elevated attrition rates and the retention of highly qualified teachers (Schutz & Zembylas, 2009). The research suggests that indicators for these professional deficits may begin to present during the preparation phase of teaching (Miller & Flint-Stipp, 2019). However, most universities provide inadequate training for the protection and improvement of teacher well-being across the span of their careers (Schonert-Reichl, 2017). In addition, there has been little research invested in the development of compassion satisfaction, a protective factor in cultivating teacher resilience (Pérez-Chacón et al., 2021). The purpose of this study was to explore the relationship between social and emotional competence (SEC) and professional quality of life factors in pre-service teachers. A nonexperimental, correlational design was used to examined whether emotion regulation and relationship management skills is predictive of an educators’ perceived levels of burnout, STS, and compassion satisfaction (N = 51).
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Date Issued: 2022
PURL: http://purl.flvc.org/fau/fd/FA00013881
Subject Headings: Teachers--Job stress, Secondary traumatic stress, Burnout, Professional, Compassion satisfaction
Format: Document (PDF)

Job satisfaction (10)	+ -
Nurses--Job satisfaction (5)	+ -
Job satisfaction--Testing (3)	+ -
Personnel management (3)	+ -
Teachers--Job satisfaction (3)	+ -

Dissertations, Academic -- Florida Atlantic University (2)	+ -
Employee motivation (2)	+ -
Job stress (2)	+ -
Labor turnover (2)	+ -
Medical personnel (2)	+ -
Nurses--Job satisfaction. (2)	+ -
Nursing services (2)	+ -
Nursing services--Administration (2)	+ -
Teachers--Job stress (2)	+ -
Administration (1)	+ -
Allport-Vernon study of values test (1)	+ -
Broward County (Fla.) (1)	+ -
Bullying in the workplace. (1)	+ -
Burn out (Psychology)--Prevention (1)	+ -
Burnout (Psychology) (1)	+ -
Burnout, Professional (1)	+ -
Caring (1)	+ -
Child care workers--Job satisfaction (1)	+ -
College students -- Florida -- Housing (1)	+ -
Commitment (Psychology) (1)	+ -
Compassion satisfaction (1)	+ -
Conflict management (1)	+ -
Consumer behavior (1)	+ -
Counselors (1)	+ -
Customer services (1)	+ -

Florida Atlantic University (24)	+ -
College of Education (4)	+ -
Christine E. Lynn College of Nursing (3)	+ -
Department of Educational Leadership and Research Methodology (3)	+ -
College for Design and Social Inquiry (2)	+ -

Department of Counselor Education (2)	+ -
Liehr, Patricia (2)	+ -
School of Public Administration (2)	+ -
Abiri, Olga (1)	+ -
Acker-Hocevar, Michele A. (1)	+ -
Alzahrani, Mohammed. (1)	+ -
Amole, Carol. (1)	+ -
Basel, Patricia A. (1)	+ -
Bernardin, Harold John (1)	+ -
Bogotch, Ira (1)	+ -
Bruce, Nancie (1)	+ -
CALLARMAN, MARY HELEN (1)	+ -
Charles E. Schmidt College of Science (1)	+ -
Clare, Donald A. (1)	+ -
Cleva, Joyce. (1)	+ -
DaSilva, Martina A.A. (1)	+ -
Dorothy F. Schmidt College of Arts and Letters (1)	+ -
Dunn, Dorothy J. (1)	+ -
Floyd, Deborah L. (1)	+ -
Glass, Bridget Kathleen (1)	+ -
Gray, Mary B. (1)	+ -
Hagan, Christine M. (1)	+ -
LOMBARD, CHERYL RUTH. (1)	+ -
Linker, Lois J. (1)	+ -
Longo, Joy (1)	+ -

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