| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "SCHOOL SUPERINTENDENTS JOB SATISFACTION": |
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School Superintendents & Job Satisfaction, 2001.
Discusses specific critical issues & problems; relationship to traditional measures of job satisfaction.
2,475 words (approx. 9.9 pages), 10 sources, $ 87.95
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From the Paper
"In exploring the literature on job satisfaction for school superintendents, there was little available in the literature. Instead, the focus seemed to be on how school superintendents and school administrators needed to satisfy everyone else, including all their major constituencies of students, teachers, staff, and community members. This might be a clue about the state of job satisfaction of school superintendents. Indeed, there is considerable evidence that it is a high-risk job, with large cities having difficulty filling the position, and tenures of school superintendents often being short, fraught with controversy, and the source of legal battles and civil settlements. The intention in the following pages is to look at some of ..."
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Superintendency, Stress and Job Satisfaction, 2002.
An examination of various studies about different factors which lead to stress and/or job satisfaction in the superintendency field.
2,464 words (approx. 9.9 pages), 5 sources, MLA, $ 75.95
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Abstract
This paper discusses the numerous studies which have identified the relationship between stress and job satisfaction among members of this professional group. It shows that one common variable that directly impacts upon job satisfaction among school superintendents is the perceived level and experienced impact of job-related stress. This paper highlights the main points of several studies in this field.
From the Paper
"Bluhm (1998) investigated efforts made by the Vermont school governance system to reduce demands put on superintendents that were perceived as increasing their stress levels. These efforts included reducing expectations that the superintendent would be available for every board meeting, separating functions within the supervisory office, and shifting some of the supervisor?s responsibility to school principals. Bluhm (1998) also indicated that many school superintendents experience stress due to multiple and conflicting constituency demands. Superintendents are accountable to school boards, the general public, school principals, and teachers unions. Each of these groups has a vested interest in supervisory policy and decisionmaking and satisfying the demands of these disparate groups can be difficult it not impossible."
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School Superintendents, 2002.
An assessment of the connections between job satisfaction and job performance for school superintendents.
967 words (approx. 3.9 pages), 5 sources, MLA, $ 34.95
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Abstract
This paper discusses how there is a substantial variation in how much satisfaction school superintendents find in their jobs and how much in turn this satisfaction is reflected in higher levels of performance. It examines how superintendents are generally satisfied with their jobs when they are granted the autonomy and authority to do their jobs well, how the two do tend to be correlated and how this seems to be less true for women and minorities.
From the Paper
"Another important element in considering possible correlations between job satisfaction and job performance for school superintendents is the race and gender of the superintendents. Despite the high level of diversity found among teaching corps, the ranks of superintendency remain dominated by white men, with the result at least in some cases that women and minorities feel themselves to be isolated. This can lead to a lower feeling of job satisfaction and may also contribute to lower job performance; people who are feeling the stress of being social pioneers face handicaps in performing their jobs, no matter how dedicated and talented they may be (Bjork, 2000, p. 4)."
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Job Satisfaction and Productivity in Nursing, 2005.
Defines job satisfaction and looks at how job satisfaction and productivity relate to nursing retention.
1,224 words (approx. 4.9 pages), 6 sources, APA, $ 41.95
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Abstract
This paper examines job satisfaction in nursing and the health care field. Once the definition of job satisfaction is determined, the paper examines how to improve one's personal satisfaction in the nursing field by examining why someone chooses the nursing profession and why they choose to stay. Productivity is then examined to determine how it affects job satisfaction.
From the Paper
"The future health care work environment will pose some significant challenges for employers and employees" (p.17). Job satisfaction, motivation, productivity, and retention are important in any profession. Nurses believe it is uncommon for the profession to experience these problems because of the current nursing shortage in the United Sates. Many nurses feel blessed to have chosen a profession that gives them personal and professional satisfaction everyday, and not in the monetary sense. Motivation and productivity is an economic aspect in the nursing profession."
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Job Turnover and Job Satisfaction, 2000.
A research design to determine if increasing job satisfaction among technological professionals reduces turnover rate.
2,250 words (approx. 9.0 pages), 7 sources, $ 79.95
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Abstract
A research design is described and explained for an intervention the objective of which is to reduce the turnover rate among technological professionals through enhancing the job satisfaction of such personnel. This description and explanation is presented within the contexts of (1) a description of the intervention, (2) the goal and objective of the intervention, (3) the target population for the intervention, (4) the stage of development of the intervention, (5) the purpose of this evaluation, (6) the evaluation design, (7) the sampling process, (8) the dependent and indepe
From the Paper
"Research Design: Reducing Turnover Through Enhancing Job Satisfaction At CCMP
Introduction
A research design is described and explained for an intervention the objective of which is to reduce the turnover rate among technological professionals through enhancing the job satisfaction of such personnel. This description and explanation is presented within the contexts of (1) a description of the intervention, (2) the goal and objective of the intervention, (3) the target population for the intervention, (4) the stage of development of the intervention, (5) the purpose of this evaluation, (6) the evaluation design, (7) the sampling process, (8) the dependent and independent variables, (9) the levels of measurement for the variables, and (10)..."
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Job Satisfaction of Principals, 2005.
A thorough literature review of factors which influence the job satisfaction of principals.
6,541 words (approx. 26.2 pages), 22 sources, MLA, $ 150.95
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Abstract
This literature review gathers data to help determine the level of job satisfaction among school principals. The data for this study is collected from information obtained in a literature review of both current and earlier studies and reports that illustrate factors that affect the level of job satisfaction for school principals. The research attempts to demonstrate that the following factors can affect a principal's level of job satisfaction. It points out that these factors include, but are not limited to, location and demographics of the school, principal-teacher relationships, principal-student relationships, principal-parent relationships, community's attitude towards the school, gender, wages and benefits. The secondary purpose of this review examines some theories and concepts about job satisfaction in general.
Literature Review
Theories of Job Satisfaction
Job Satisfaction Among Principals
Sources
From the Paper
"Basically, job satisfaction is about liking your job and finding fulfillment in what you do. It combines an individual's feelings and emotions about their and how their job affects their personal lives. There is no one definition that sums up job satisfaction but there are many theories on what contributes positively or negatively to those feelings.
Stemple (2003) notes that "Today the classic theories of Maslow (1943), Herzberg (1968), and Vroom (1964) on job satisfaction are the basis for much of the modern day studies. These classic theories have served as a basis for the evolution of job satisfaction research and have served as a springboard for research inside and outside the field of education. Because these classic theories have transcended into the field of education, from a historical perspective, it is important to look at the classic theories of job satisfaction. In their book on theories of job satisfaction, Campbell, Dunnettee, Lawler, and Weik (1970) divide the present-day theories of job satisfaction into two groups, content theories which give an account of the factors that influence job satisfaction and process theories that try to give an account of the process by which variables such as expectations, needs, and values relate to the characteristics of the job to produce job satisfaction. Maslow's (1943) Needs Hierarchy Theory and its development by Herzberg into the two factor theory of job satisfaction are examples of content theory. Equity, fulfillment and Vroom's (1964) expectancy theory are examples of process theory."
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Job Satisfaction, 2002.
A discussion of the factors affecting job satisfaction of administrative staff in the community college environment
1,186 words (approx. 4.7 pages), 10 sources, MLA, $ 40.95
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Abstract
This paper examines how today, jobs for ambitious and spiritually aware individuals do not only mean receiving a satisfying paycheck. Through a literature review, it looks at how job satisfaction is determined by various other factors and why today all the community colleges worldwide face the challenge of motivating their administrative staff, boosting their morale and maintaining high levels of job satisfaction among their administrative staff including managerial and executive members. It shows how the constant lack of interest in the job results in an alarming decrease in the degree of job satisfaction and ineffective leadership which directly affects the production level. It analyzes some ways of increasing job satisfaction of the administrative staff, the role of the community college chairperson and the attitude of the faculty and the CAOs in the community college environment which affects the job satisfaction of the administrative staff.
From the Paper
"On the same account, Coats (2000) investigated the impact of departmental chairperson?s interpersonal comportment on the directly proportionate leadership effectiveness and the related job satisfaction of the administrative staff. Research indicated that successful community college chairpersons believed in establishing and maintaining cordial relationships with their admin staff as a means to accomplish challenging working milieu and highly contented and motivated workforce (Coats, 2000, p. 773- 783). Another study indicated that the job satisfaction of the presidents that is the top management determines the job satisfaction of the administrative staff in the community college ambience. Thereupon, uninterrupted communication lines must be present and justified needs of the community college presidents must be promptly answered in order to have a successful, motivated environment (Evans, G., Jr., & Honeyman, D., 1998, p. 47- 48)."
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Job Satisfaction in Unions, 2002.
Examines the relation of job satisfaction to union involvement.a
2,150 words (approx. 8.6 pages), 2 sources, $ 80.95
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Abstract
Job satisfaction is one of those terms that might mean different things to different people. For some, there is no satisfaction in any kind of work. For others, all their personal dignity comes from their job. We can measure job satisfaction in terms of money, benefits, pension schemes, holiday bonuses. We can measure it in terms of the status the work confers on us or in the satisfaction we gain in performing a task well. A good employer will, of course, care about all of these issues. Productivity is, however, their main responsibility. At times, this sets up a conflict between a worker's job satisfaction and employers' needs. This then is when unions appear most necessary. Their stated goal is to assure worker's rights and create a decent working environment. Thus, job satisfaction does have an impact on union membership.
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Career Counseling and Job Satisfaction, 2002.
This paper is a literature review on the topics of career counseling and job satisfaction.
1,145 words (approx. 4.6 pages), 9 sources, APA, $ 39.95
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Abstract
This paper explains that job satisfaction and job counseling are both management and an employee issues. The paper quotes that the usual way of measuring job satisfaction through Total Quality Measurement (TQM) questionnaires is not effective because two people who do the same work for the same salary rarely record the same level of satisfaction as the motivation factor is missing from the questionnaire. The author concludes that job satisfaction is a component that can be tested through surveys and that can be promoted by means of in-house programs, but it is best promoted by good company policies that nurture an atmosphere that supports the needs and ambitions of workers and so motivates them to work their best.
From the Paper
"The author further notes that the advent of the computer has contributed to the trend by placing a premium on innovation and creativity. To achieve this, a company must create an environment in which people do not feel alienated so that they only do what is required of them. The company needs commitment and loyalty, which are nurtured by affiliation, which is a product of the progressive management approaches characterized as giving attention to spirituality. This means a new emphasis on values and culture, though this as well may raise people's expectations too high. To decide which policies, programs, and cultures are merely "nice to have?, which actually have a positive effect on business, more, and more companies are routinely conducting attitude, productivity, and employee and customer satisfaction surveys."
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Job Satisfaction Attitudes of Men and Women, 2005.
A look at gender differences in attitudes towards job satisfaction.
1,874 words (approx. 7.5 pages), 8 sources, MLA, $ 59.95
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Abstract
This paper examines if there are differences in attitudes regarding job satisfaction between men and women. It then discusses the reasons for any differences in job satisfaction attitudes. This paper aims to determine how likely it is that men and women have similar job satisfaction attitudes.
Table of Contents
Introduction
Literature Review
Research and Methodology
Results and Conclusion
Bibliography
From the Paper
"It seems that men and women have little in common (Rosenberg, 2003). They do not think the same, they enjoy different types of movies, they do not even have the same amount of ribs. However, when it comes to job satisfaction, it is unclear as to whether or not men and women share similar attitudes. While many people say that women getting paid less that men is blatant sexism, the real reasons for the discrepancy are much more complex, some argue (Bort, 2003). According to Bort (2003), survey respondents say these issues are at heart."
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Job Satisfaction in Mental Health Care, 2002.
Examining the effects of job satisfaction on productivity among behavioral care employees in private mental health care provider organizations.
4,125 words (approx. 16.5 pages), 23 sources, MLA, $ 110.95
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Abstract
This paper analyzes what the relationship between employee productivity and employee perceptions of job satisfaction or dissatisfaction is, among behavioral care workers in private mental health provider organizations. It shows that the findings of this study are that behavioral care workers in private mental health care provider organizations generally are satisfied with their jobs and that job satisfaction was positively related to the productivity of behavioral care workers.
From the Paper
"Behavioral care workers in mental health care provider organizations frequently are required to care for patients who are acutely psychotic, aggressive, highly destructive, suicidal, or at risk of escape. Traditionally, "management strategies" for such patients have included the use of physical restraints, seclusion rooms, or constant one-to-one observation. These strategies have been criticized on grounds of ethics, economics, and efficacy (Montgomery & Johnson, 1996). The continued use of seclusion and restraint in psychiatric facilities "in the face of low confidence in such coercive interventions by health care professionals may be a sign both of the persistence of traditional practices which have not been closely examined, as well as by the use of these traditional practices to shield the staff of such facilities against fear of mental illness, violence and loss of control" (Goren & Curtis, 1996, p. 7). Under such conditions, the stress placed on behavioral care workers becomes intense. Even when the needs of patients are less demanding than those described above, pressures and stress on behavioral care givers can reach damaging levels when accompanied by unsatisfactory organizational or working conditions (Wells, Astrachan, Tischler, & Unutzer, 1995)."
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Nursing Job Satisfaction, 2006.
A research proposal regarding whether cardiac nursing staff have more job satisfaction that other nurses.
1,530 words (approx. 6.1 pages), 6 sources, MLA, $ 50.95
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Abstract
This paper presents a research proposal to ascertain whether cardiac care nurses have a higher rate of job satisfaction than nurses who work on the medical floor. The paper explores literature on the topic of job satisfaction in the nursing industry, discusses the statement of problem, operational definitions and delimitations, and the methodology that are used for the study.
Outline:
Introduction
Hypothesis
Statement of the Problem
Methodology
Conclusion
From the Paper
"Finding out which areas of nursing provide the most job satisfaction can be an important component in the development of future nursing programs and job duty decisions. Cardiac care nurses are working in an environment that can be highly stressful due to the very nature of the patients that they care for. Medical floor nurses work under similar circumstances but with different sets of issues. Determining which field of nursing provides more job satisfaction can assist in promoting job longevity in the future through the use of programs and education.
"With the shortage on nursing professionals projected to reach one million by 2010 and the mounting evidence supporting the impact of nursing ratios on patient outcomes, the role of retention efforts has become a critical task for nursing leaders (Goreberg, 2003)."
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Nurse Job Satisfaction: A Quantitative Research Analysis, 2008.
An analysis of the study, "Nurses' Job Satisfaction, Stress, and Recognition in a Pediatric Setting" by M.E. Ernst, M. Franco, P. R. Messmer and J. L. Gonzalez.
1,546 words (approx. 6.2 pages), 5 sources, APA, $ 50.95
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Abstract
The paper examines the study, "Nurses' Job Satisfaction, Stress, and Recognition in a Pediatric Setting" that uses a quantitative research approach to look at nurses' satisfaction with their jobs.
Outline:
Problem
Study Purpose
Research Questions
Hypothesis
Study Variables
Conceptual Framework
Review of Literature
Study Design
Sample and Setting
Identification and Control of Extraneous Variables
Study Instruments and Tools
Data Collection Methods
Strengths and Limitations
From the Paper
"This study was conducted to resolve dissatisfaction that was occurring among nurses in the pediatric setting, (Ernst et al. 2004). Satisfaction among nurses is an important issue that is affecting the nursing profession. Job satisfaction in nurses should be of great concern to any organization. Nurses hold the majority of positions in most health care settings, and replacement of licensed personnel is costly and time consuming. In today's healthcare climate, with sicker patients and leaner staffs, some nurses become overwhelmed, (Huff, 1997). Unhappy nurses can translate into high turnover, unhappy patients, and a lower quality of care."
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Age and Job Satisfaction, 2005.
A look at whether there is a correlation between age and job satisfaction.
2,972 words (approx. 11.9 pages), 5 sources, APA, $ 87.95
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Abstract
This paper examines the question of whether there is any correlation between age and job satisfaction and concludes that age is a highly correlated predictor of employee satisfaction. In determining this, the paper considers several factors that likely contribute to that state of satisfaction including difficulty of finding a job at an older time of life, reluctance to part with built-up prerequisites such as leave time, insurance benefits, profit-sharing and regard of one's coworkers, employers and so on.
Chapter One: Background
Chapter Two: Literature Review
Chapter Three: Research Statements and Methodology
Chapter Four: Results and Conclusion
From the Paper
"When there are too many workers and too few jobs, it seems that an investigation into job satisfaction is relatively without merit; when people are simply happy to have a job at all, they are unlikely to leave that job simply because some parts of the job itself, or the company, or their co-workers or the pay doesn't suit them perfectly. Although that is the situation at the moment, however, it will not always be so. While there are currently abundant older workers, notably the Baby Boom members born between 1946 and 1966, behind that generation-the generation of people born in the 1960s-there is a very small generation. No one at the moment is thinking about Baby Boomers and job satisfaction; mainly, at least from reading the consumer media, one would get the idea that companies' main desire is to simply get rid of the Baby Boomers, preferably without having to continue to pay their high salaries or pensions. Their lack of satisfaction would seem to be a bigger boon to businesses today than is keeping them happy. However, as noted, that will change. Before it does, it would be interesting to know not only if older workers in general are more satisfied with their jobs, but, if not, what is it that a company could do to help them in that respect."
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Job Satisfaction, 2002.
A discussion of job satisfaction among employees in community colleges.
1,982 words (approx. 7.9 pages), 13 sources, MLA, $ 62.95
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Abstract
This paper examines how employees working in the community colleges are having a difficult time because these organizations are facing a severe resource crunch and they do not receive the necessary encouragement from the government. Through a literature review, it analyzes how for the employees working in such institutions, lack of job satisfaction can happen due to many factors like personnel problems, lack of professionalism and ambiguities in their job roles.
Outline
Introduction
Problem Research
Research on Solutions and Improvement Strategies
Conclusion
From the Paper
"The falling numbers of mainstream teachers have also lessened the demand of teachers working in community colleges because as the demand of mainstream teachers increase, those working in the community colleges also can aspire to get a better job in some good institutions. The US government has tried many ways to combat the shortage of teachers. Some the most innovative steps taken to solve the issue of shortage of teachers were to provide people with short term teaching licenses, which would ease some of the pressures on the existing teachers. Legislations were also passed, which allowed retired teachers to come back and join the force. In spite of all these steps, which were believed to work wonders, USA continues to face a shortage of qualified teachers."
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