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Title: A STUDY OF FLORIDA PUBLIC ELEMENTARY SCHOOL PRINCIPALS' JOB SATISFACTION FOLLOWING THE IMPLEMENTATION OF FLORIDA'S A+ SYSTEM FOR GRADING SCHOOLS.
Creator: Paswaters, Robert, Murray, Barbara, University of Central Florida
Abstract / Description: The problem of this study was to examine the impact of Florida's A+ program of accountability on elementary principal job satisfaction. Specifically, the study was conducted to determine the relationship between a school's grade and principal job satisfaction. Of primary interest was the extent to which school accountability impacted principal satisfaction with the facets of Work on Present Job, Pay, Opportunities for Promotion, Supervision, People on the Present Job, and the job as a...
Show moreThe problem of this study was to examine the impact of Florida's A+ program of accountability on elementary principal job satisfaction. Specifically, the study was conducted to determine the relationship between a school's grade and principal job satisfaction. Of primary interest was the extent to which school accountability impacted principal satisfaction with the facets of Work on Present Job, Pay, Opportunities for Promotion, Supervision, People on the Present Job, and the job as a whole. The instruments used, the Job Descriptive Index (JDI) and Job in General (JIG) were provided through the JDI Research Office housed at Bowling Green State University. The JDI and JIG results were analyzed using statistical analyses, comparisons of median scores within established satisfaction ranges developed for the JDI, and national norms also provided by the JDI Research Office. The data were derived from the responses of 65 (39.6%) public elementary school principals in three Florida counties. Overall, the findings demonstrated that 93.7% of responding principals reported overall satisfaction with their jobs as measured by the JIG. High levels of satisfaction were also reported on the JDI in the areas of Work on Present Job, Supervision and People on your Present Job. The two areas that were the least satisfying for responding principals were the facets of Pay and Opportunities for Promotion where a majority expressed feelings of ambiguity or dissatisfaction. In an analysis of the impact of school grades (A, B, or C), there was not a significant relationship between the grade received by the school and principal satisfaction on either the JDI or the JIG.
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Date Issued: 2006
Identifier: CFE0001465, ucf:47095
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001465

Title: RELATIONSHIP OF STUDENT SATISFACTION LEVELS IN DISTANCE LEARNING AND TRADITIONAL CLASSROOM ENVIRONMENTSAT EMBRY-RIDDLE AERONAUTICAL UNIVERSITY.
Creator: Gallogly, James, Bozeman, William, University of Central Florida
Abstract / Description: The purpose of this study was to determine (a) what differences, if any, exist between Embry-Riddle Aeronautical University (ERAU) students enrolled in distance learning and traditional courses during 2004 with regard to their satisfaction with course quality and (b) the level of satisfaction of distance learning students with regard to online delivery technology and administrative services provided to them in distance learning. Data were gathered using information from 400 distance learning...
Show moreThe purpose of this study was to determine (a) what differences, if any, exist between Embry-Riddle Aeronautical University (ERAU) students enrolled in distance learning and traditional courses during 2004 with regard to their satisfaction with course quality and (b) the level of satisfaction of distance learning students with regard to online delivery technology and administrative services provided to them in distance learning. Data were gathered using information from 400 distance learning undergraduate students using the Distance Learning Student Response Questionnaire (DLSRQ) and 400 traditional undergraduate students using the Student Survey Form (SSF). These students were enrolled in at least one of the four courses selected from the general education competency areas of Communications, Mathematics, Humanities, and Social Sciences during 2004. It was concluded that distance learning and traditional classroom students experienced a high level of satisfaction in regard to almost all aspects of course quality. It was also determined that there was very little difference in the levels of satisfaction between the two groups. Unlike traditional classroom students, distance learning students did not express a high level of satisfaction with the timeliness of instructor feedback. They did, however, express a high level of satisfaction with online delivery technology and administrative services. Implications and recommendations addressed a mentoring program, expanded quality control and professional development initiatives. Recommendations for future research were also offered.
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Date Issued: 2005
Identifier: CFE0000395, ucf:46326
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000395

Title: HOW LEADERSHIP AFFECTS FOLLOWER SATISFACTION: THE FEDERAL CASE.
Creator: Trottier, Tracey, Van Wart, Montgomery, University of Central Florida
Abstract / Description: This study focuses on the effect of leadership in the federal government. Using a slightly revised version of Bass's Full Range Leadership Model, the study examines the influence of transformational leadership, transactional leadership, and combination of the two on the perception of leadership effectiveness and follower satisfaction in the federal government. To establish if this revised model is consistent with federal employees' perception of effective leadership, if leadership in the...
Show moreThis study focuses on the effect of leadership in the federal government. Using a slightly revised version of Bass's Full Range Leadership Model, the study examines the influence of transformational leadership, transactional leadership, and combination of the two on the perception of leadership effectiveness and follower satisfaction in the federal government. To establish if this revised model is consistent with federal employees' perception of effective leadership, if leadership in the federal government increases follower satisfaction, and if both the transactional and transformational leadership are important to followers' perception of leadership and their satisfaction, data from the 2002 Federal Human Capital Survey was used. Multiple regression analyses were conducted using transactional leadership, transformational leadership, and a combination of the two as independent variables and perceived leadership effectiveness and follower satisfaction as the dependent variables. Control variables that accounted for personal demographics (gender, minority status, and supervisory status) and organizational/job dimensions (pay, benefits, career path, personal fulfillment of the job, the physical conditions, organizational training, workplace flexibilities, coworkers and communication) were also included. Results indicate that the revised model does capture federal employees' perception of effective leadership, that leadership does increase follower satisfaction in the federal government, and that both transactional and transformational elements are important to this perceived effectiveness and follower satisfaction.
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Date Issued: 2005
Identifier: CFE0000743, ucf:46577
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000743

Title: MINORITY PHYSICIAN JOB SATISFACTION: AN ANALYSIS OF EXTRINSICALLY-CONTROLLED ORGANIZATIONAL FACTORS.
Creator: Fletcher, Shaun, Barfield II, Rufus, University of Central Florida
Abstract / Description: Few organizational communication studies examine the organizational aspects influencing career satisfaction specifically among non-white cultures in the medical physician population. This study examines minority physicians' perceptions of extrinsically controlled work environment factors in comparison to their white counterparts. Three research questions were analyzed from a 17-question survey tool to measure: physician satisfaction levels with autonomy over medical decision-making; autonomy...
Show moreFew organizational communication studies examine the organizational aspects influencing career satisfaction specifically among non-white cultures in the medical physician population. This study examines minority physicians' perceptions of extrinsically controlled work environment factors in comparison to their white counterparts. Three research questions were analyzed from a 17-question survey tool to measure: physician satisfaction levels with autonomy over medical decision-making; autonomy over non-medical workplace decisions; and hospital cost containment efforts. These organizational variables have served as major points of discourse within the healthcare arena and they relate to the enigmatic nature of career satisfaction. Determined by the volume of respondents representing each race and ethnicity, five categories were selected for comparison: Asian/Pacific Islander, Indian/Pakistani, White/Non-Hispanic, Hispanic, and Black/African American. Participants that were surveyed included all physicians listed on the medical staff roster of a Southeastern, not-for-profit hospital group, regardless of status and medical specialty. The primary findings indicate that substantial variance exists among racial and ethnic subgroups regarding satisfaction with the dependent measures. Due to low numbers of minority health care physicians, previous studies have commonly measured physician job satisfaction aggregately, failing to differentiate cultural groups. Interestingly, when minority and non-minority groups were aggregately juxtaposed, no significant differences were reported in the data. However, when satisfaction was measured contrasting minority subgroupings with that of non-minority physicians, significant variations emerged from the data set. This study contributes to understanding better the organizational experiences of minority physicians in healthcare and the body of knowledge concerning minority health research as a whole.
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Date Issued: 2005
Identifier: CFE0000502, ucf:46454
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000502

Title: Front-Line Registered Nurse Job Satisfaction and Predictors: A Meta-Analysis from 1980 - 2009.
Creator: Saber, Deborah Anne, Norris, Anne, Andrews, Diane, Byers, Jacqueline, Bowers, Clint, University of Central Florida
Abstract / Description: Front-line registered nurses (RNs) make up the workforce that directly affect the care of patients in a variety of different healthcare settings. RN job satisfaction is important because it is tied to retention, organizational commitment, workforce safety, patient safety, and cost savings. The strongest predictors have been difficult to determine because workplaces differ, numerous tools to measure satisfaction exist, the workforce is diversified by generations and work positions, and ongoing...
Show moreFront-line registered nurses (RNs) make up the workforce that directly affect the care of patients in a variety of different healthcare settings. RN job satisfaction is important because it is tied to retention, organizational commitment, workforce safety, patient safety, and cost savings. The strongest predictors have been difficult to determine because workplaces differ, numerous tools to measure satisfaction exist, the workforce is diversified by generations and work positions, and ongoing policy changes directly impact the work of the front-line RN. The strength and stability of the workforce depends on an accurate understanding of the predictors of job satisfaction for the front-line RN. The purpose of this study was to comprehensively, quantitatively examine predictors of front-line RN job satisfaction from 1980-2009 to provide overarching conclusions based on empirical evidence. Of interest was: the (1) estimation of large, moderate, and small predictor summary effect sizes; (2) assessment of predictor differences among decades (i.e., 1980s, 1990s, and 2000s); (3) identification of causes for predictor differences among studies (i.e., moderators); and (4) investigation of predictor differences between generations (i.e., Baby Boomers, Generation X, and Millennials).A non-a priori meta-analysis approach was guided by inclusion and exclusion criteria to review published and unpublished studies from 1980(-)2009. The search process identified 48 published and 14 unpublished studies used for analysis. Within the studies that met inclusion criteria, 27 job satisfaction predictors met inclusion for analysis. Studies were coded for Study Characteristics (e.g., Year of Publication, Country of Study) that were needed for moderator analysis. Predictors were coded for data that were necessary to calculate predictor summary effect sizes (i.e., r, n). Coding quality was maximized with a coding reliability scheme that included the primary investigator (PI) and secondary coder. A random-effects model was used to guide the calculation of summary effect sizes for each job satisfaction predictor. Publication bias was examined using funnel plots and Rosenthal's Fail-safe N. An analysis of variance (ANOVA) was used to evaluate predictor differences among decades (i.e., 1980s, 1990s, and 2000s). Heterogeneity among studies was calculated (i.e., Q-statistic, I-squared, and Tau-squared) to guide the need for moderator analysis. Moderator analyses were conducted to evaluate Study Characteristics as sources of predictor differences among studies, and to investigate the influence of Age (i.e., generation) on predictor effect sizes.The largest effect sizes were found for three predictors: Task Significance (r=.61), Empowerment (r=.55), and Control (r=.52). Moderate effect sizes were found for 10 predictors (e.g., Autonomy: r=.44; Stress: r=-.43), and small effect sizes were found for nine predictors (e.g., Wages: r=.23; Staffing Adequacy: r=.19). Significant heterogeneity between studies was present in all of the 27 predictor analyses. Effect size differences were not found between decades or generations. Moderator analysis found that the sources of the difference between studies remain unexplained indicating that unknown moderators are present.Findings from this study indicate that the largest predictors of job satisfaction for the front-line RN may be different than previously thought. Heterogeneity between studies and unidentified moderators indicate that there are significant differences among studies and more research is needed to identify the source(s) of these differences. The findings from this study can be used at the organizational, state, and national level to guide leaders to focus efforts of workplace improvements that are based on predictors that are most meaningful to front-line RNs (i.e., Task Requirements, Empowerment, and Control). Future research is needed to determine contemporary predictors of job satisfaction for the front-line RN, and the causes of heterogeneity between studies. The findings from the current study provide the critical synthesis needed to guide educational and practice recommendations aimed at supporting job satisfaction of front-line RNs, thereby, maintaining this integral component of the healthcare workforce.
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Date Issued: 2012
Identifier: CFE0004592, ucf:49220
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004592

Title: AN INVESTIGATION OF THE RELATIONSHIPS BETWEEN MOTIVATION, WORKER ROLE CONFLICTS AND WORKER OUTCOMES.
Creator: Kennedy, Robert, Pritchard, Robert, University of Central Florida
Abstract / Description: This study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to...
Show moreThis study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to the amount of energy pool available to workers and the amount of motivation exhibited by workers. WLC also impacts important job and life attitudes directly and through the above mentioned motivation process variables. The basis for a comprehensive work motivation model will be posited and theoretical and practical implications will be discussed.
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Date Issued: 2011
Identifier: CFE0003816, ucf:48728
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003816

Title: A COMPARISON OF MENTORED AND NON-MENTORED NOVICE ELEMENTARY PRINCIPALS IN RESPECT TO JOB SATISFACTION.
Creator: Skinner, Colleen, Pawlas, George, University of Central Florida
Abstract / Description: The purpose of this study was to determine if mentoring programs had an impact on job satisfaction for beginning elementary principals in the state of Florida. It also examined if the following factors impacted job satisfaction: (a) length of the mentoring program, (b) frequency of meetings, (c) selection process for the mentor, (d) the position of the mentor, or (e) age and gender of the beginning principal. The population for the study consisted of 108 elementary principals with more than...
Show moreThe purpose of this study was to determine if mentoring programs had an impact on job satisfaction for beginning elementary principals in the state of Florida. It also examined if the following factors impacted job satisfaction: (a) length of the mentoring program, (b) frequency of meetings, (c) selection process for the mentor, (d) the position of the mentor, or (e) age and gender of the beginning principal. The population for the study consisted of 108 elementary principals with more than six months and less than fours years of experience in the state of Florida. Twenty-four districts participated in the study, covering all five regional areas in Florida. An online questionnaire, consisting of Bowling Green State University's Job Description Index and Job in General, was administered. The Job Description Index contained five subcategories of Work, Pay, Opportunities for Promotion, Supervision, and People at Work. The instrument Job in General provided an overall job satisfaction rating. An analysis of the Pearson Correlation found there was no statistically significant relationship for those who were in a mentor program compared to those who were not in a mentor program as a beginning principal. However, a Pearson Correlation found a statistically significant relationship between the frequency a mentor met with the beginning principal and job satisfaction in four subcategories: (a) Supervision, (b) Promotion, (c) Pay and (d) People at Work. There was also a significant relationship between the frequency of meeting with a mentor and the Job in General score. Additional analysis showed no statistically significant difference based on the length of the mentoring program, age and gender of the beginning principal, and the position held by the mentor. Recommendations based on this study include providing a formal mentoring program with established guidelines for the frequency of meetings. A school district may design mentor programs to meet the needs of their beginning principals, but close attention should be given to guidelines ensuring regular contact between the mentors and beginning principals. Future studies may continue the research into other factors of mentoring, such as whether a reporting system is in place or follow-up is required by the mentor. Also, this study may be replicated with secondary principals or expanded beyond the state of Florida.
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Date Issued: 2006
Identifier: CFE0001434, ucf:47045
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001434

Title: A CONFIGURAL APPROACH TO PATIENT SAFETY CLIMATE: THE RELATIONSHIP BETWEEN CLIMATE PROFILE CHARACTERISTICS AND PATIENT OUTCOMES.
Creator: Weaver, Sallie, Salas, Eduardo, University of Central Florida
Abstract / Description: Patient safety climate is defined as a holistic snapshot of enacted work environment practices and procedures related to patient safety, derived from shared perceptions of social and environmental work characteristics. While patient safety climate has been touted as a critical factor underlying safe patient care, our understanding of input factors influencing shared climate perceptions and, in turn, the effects of climate as a collective, group-level construct on important outcomes remains...
Show morePatient safety climate is defined as a holistic snapshot of enacted work environment practices and procedures related to patient safety, derived from shared perceptions of social and environmental work characteristics. While patient safety climate has been touted as a critical factor underlying safe patient care, our understanding of input factors influencing shared climate perceptions and, in turn, the effects of climate as a collective, group-level construct on important outcomes remains underdeveloped, both theoretically and empirically. Therefore, the current study examines (1) the antecedents that impact individual patient safety climate perceptions and (2) the relationships between hospital unit patient safety climate and two important unit level outcomes: patient willingness to recommend a facility to others and patient safety. This study also examines climate strength-the degree to which climate perceptions are shared-as a moderator of these relationships. While climate is conceptualized as a holistic description of the working environment, existing evidence has focused on relationships between the independent dimensions of patient safety climate and patient safety. No study to date has examined the configurations (i.e. patterns or profiles) among the multiple dimensions of patient safety climate or how these configurations are related to important employee and patient outcomes. This gap is redressed in the current study by examining patient safety climate in terms of three profile characteristics: (1) climate elevation (i.e., mean positive or negative valence across all dimensions), (2) climate variability (i.e., variance among dimensions), and (3) climate shape (i.e., the pattern of peaks and valleys among climate dimensions). Evidence from studies of general organizational climate suggests that the shape of the pattern among climate dimensions, the overall mean score across dimensions, and the degree to which dimension scores vary are predictive of employee attitudes, customer satisfaction, and organizational financial performance (Dickson et al., 2006; Joyce & Slocum, 1984; Jackofsky & Slocum, 1988; Gonzalez-Roma, Peiro, & Zornoza, 1999; Litwin & Stringer, 1968; Schulte et al., 2009). The current study, then, tests a theoretical model of patient safety climate examining the configural nature of the construct. An archival dataset collected from seven hospitals located in a metropolitan area of the southeastern United States was utilized to test study hypotheses. Data was collected from 3,149 individuals nested within 84 hospital units using the Hospital Survey on Patient Safety Culture (Sorra & Nieva, 2004). Unit level patient safety and patient willingness to recommend was collected by the hospital risk management and nursing administration departments. Hierarchical linear modeling (HLM7; Raudenbush, Bryk, Cheong, Congdon, & du Toit, 2011) was utilized to test hypotheses regarding antecedents of individual level perceptions of patient safety climate to account for the fact that individuals were nested within hospital units. Traditional multiple regression analyses were utilized to test unit level hypotheses examining the relationships between unit level patient safety climate and patient outcomes. Results indicated that unit membership was significantly related to individual climate perceptions-specifically, individual-level climate profile elevation. In turn, individual climate profile elevation and profile variability were related to employee willingness to recommend their organization to family and friends in need of care. At the unit level of analysis, climate profile variability was significantly related to patient willingness to recommend the organization to others, and climate shape was found to be related to patient safety. Furthermore, these results were not dependent on climate strength. The current study meaningfully contributes to the conceptual understanding of the patient safety climate construct by examining the degree to which configural aspects of the construct are predictive of important outcomes across multiple levels of analysis. In this way, it extends beyond existing studies of climate configurations to examine relationships at multiple levels of analysis and to also examine the moderating effects of climate strength. Practically, results provide insight into how the construct of patient safety climate can be used diagnostically and prescriptively to improve patient care and the working environment for providers. In addition to contributing to the theoretical understanding of the patient safety climate construct, this study also augments the evidence-base available to administrators, front-line providers, and regulators regarding how patient safety climate can be used to guide and align quality improvement efforts for greatest impact.
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Date Issued: 2011
Identifier: CFE0003992, ucf:48668
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003992

Title: THE COMBINED EFFECTS OF FREQUENCY OF SATISFACTION AND DOMAIN EQUITY ON RELATIONAL SATISFACTION.
Creator: Coho, Amanda Dawn, Rabby, Michael K., University of Central Florida
Abstract / Description: Romantic relationship research has yet to identify the relationship between conflict, an interpersonal variable, and equity, an intrapersonal variable. The current study represents the first attempt to understand these variables' contribution, separately and interactionally, on individual partner's feelings of relationship satisfaction. A total of 106 undergraduate and graduate participants completed questionnaires gauging their frequency of conflict and perceptions of equity across each of...
Show moreRomantic relationship research has yet to identify the relationship between conflict, an interpersonal variable, and equity, an intrapersonal variable. The current study represents the first attempt to understand these variables' contribution, separately and interactionally, on individual partner's feelings of relationship satisfaction. A total of 106 undergraduate and graduate participants completed questionnaires gauging their frequency of conflict and perceptions of equity across each of five relational domains: Love, Status/Power, Money, Services, and Sex, in addition to reporting general levels of relationship satisfaction. Data were interpreted in three separate relationships: conflict and satisfaction, equity and satisfaction, and the interaction of conflict and equity (conflict x equity) and satisfaction. Results indicate a significant negative relationship between conflict and satisfaction. Secondly, perceptions of inequity relate to low levels of satisfaction in the Love and Status/Power domains. Finally, the combination of conflict and inequity demonstrate significant differences in satisfaction scores in the Status/Power domain only.
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Date Issued: 2004
Identifier: CFE0000050, ucf:46066
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000050

Title: IS GAY REALLY GAY?: A HETEROSEXUAL/HOMOSEXUAL QUALITY OF LIFE COMPARISON.
Creator: Dzara, Kristina, Gay, David, University of Central Florida
Abstract / Description: This study examines differences in quality of life measures between heterosexual and homosexual respondents using General Social Survey data from 1996, 1998, 2000, and 2002. Analyses of quality of life are performed in an effort to compare the heterosexual and homosexual population of the United States. The three main areas which are explored in the analysis are physical health, general happiness, and life excitement. Few differences were found in subjective life satisfaction between...
Show moreThis study examines differences in quality of life measures between heterosexual and homosexual respondents using General Social Survey data from 1996, 1998, 2000, and 2002. Analyses of quality of life are performed in an effort to compare the heterosexual and homosexual population of the United States. The three main areas which are explored in the analysis are physical health, general happiness, and life excitement. Few differences were found in subjective life satisfaction between heterosexuals and homosexuals; however, some control variables differed. Directions for future research regarding homosexuality and quality of life are discussed.
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Date Issued: 2005
Identifier: CFE0000419, ucf:46408
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000419

Title: RELATIONSHIP BETWEEN SUPERVISOR LOCUS OF CONTROL AND EMPLOYEE SATISFACTION IN A RESIDENTIAL CARE FACILITY.
Creator: Nowotniak, Patricia, House, Jess, University of Central Florida
Abstract / Description: The goal of this research was to identify factors that may contribute to employee satisfaction. Review of the literature revealed potential factors influencing employee satisfaction, such as locus of control, difficulty of the work itself, and working conditions. These literature findings guided this research, to establish if a relationship existed between employee satisfaction of caregivers employed in a developmental institution and locus of control. Supervisors and their employees were...
Show moreThe goal of this research was to identify factors that may contribute to employee satisfaction. Review of the literature revealed potential factors influencing employee satisfaction, such as locus of control, difficulty of the work itself, and working conditions. These literature findings guided this research, to establish if a relationship existed between employee satisfaction of caregivers employed in a developmental institution and locus of control. Supervisors and their employees were given a locus of control scale; employees were additionally given a job satisfaction survey. The relationship between the supervisors' locus of control and employee satisfaction was evaluated as well as the relationship between the employees' locus of control and their job satisfaction. The resignation rate and rate of transfers within the agency were established for each of the supervisors and were assessed in relationship to the locus of control of the supervisors. Factors such as the level of physical exertion required by employees in their job duties and the level of behavioral intervention in their homes were assessed as they related to their own job satisfaction, their transfers, and their rates of resignations. Findings from the correlation procedures revealed no relationship to a statistically significant degree between the locus of control of supervisors and their employees' job satisfaction. The locus of control of supervisors was also not found to be statistically significantly correlated with the numbers of employee transfers within the organization; however, a relationship between the locus of control of supervisors and employee resignations was established. The supervisors who had an internal locus of control had fewer resignations. A statistically significant negative relationship was also found between employees' job satisfaction and their own locus of control. The employees who had an internal locus of control reported higher job satisfaction. Although there was no relationship established between the employees' job satisfaction and type of exertion, there was a statistically significant negative relationship between behavioral exertion and requests for inter-agency transfers and resignations, and a positive correlation between physical exertion and number of resignations. Results of this study suggest that locus of control is an impacting variable for job satisfaction and turnover. Combining attribution training with effective management practices with all employees may increase employee satisfaction. Findings from this research suggest a need for a better refinement of the theoretical construct of job satisfaction and a need to evaluate the effectiveness of the instrumentation currently used to determine job satisfaction.
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Date Issued: 2005
Identifier: CFE0000558, ucf:46417
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000558

Title: MARITAL SATISFACTION: FACTORS FOR BLACK CARIBBEANS AND AFRICAN AMERICANS LIVING IN THE UNITED STATES.
Creator: Edwards, Nvischi, Daire, Andrew, University of Central Florida
Abstract / Description: Marital satisfaction is the strongest predictor for happiness in many areas of life (Russel & Wells, 1994). A satisfying marriage is associated with better general adjustment and fewer health problems (Bray & Jouriles, 1995). Factors that contribute to marital satisfaction reported by researchers include religion and spirituality (Anthony, 1993; Marks et al., 2008; Shehas, Boch & Lee, 1990), family of origin dynamics (Cohn, Silver, Cowan, Cowan, & Pearson, 1992; Webster, Orbuch, & House, 1995...
Show moreMarital satisfaction is the strongest predictor for happiness in many areas of life (Russel & Wells, 1994). A satisfying marriage is associated with better general adjustment and fewer health problems (Bray & Jouriles, 1995). Factors that contribute to marital satisfaction reported by researchers include religion and spirituality (Anthony, 1993; Marks et al., 2008; Shehas, Boch & Lee, 1990), family of origin dynamics (Cohn, Silver, Cowan, Cowan, & Pearson, 1992; Webster, Orbuch, & House, 1995), and quality of family relationships (Timer, Veroff, & Hatchett, 1996). Additionally, satisfying marriages are beneficial to couples and children of these marriages. The purpose of this study of marital satisfaction was to investigate and examine factors that might affect marital satisfaction among Jamaicans and African Americans living in the United States and identify similarities and differences of those factors. No previous study has compared these cultural groups. This study utilized the National Survey of America Life data set. The factors investigated included the effects of age, gender, educational attainment, social support, and religion on the marital satisfaction of these two groups. For the first research question, the dependent variable was marital satisfaction and the independent variable was ethnicity. For the second research question the dependent variable was marital satisfaction and the independent variables were age, gender, and educational attainment. For the third research question, the dependent variable was marital satisfaction and the independent variables were social support and religion. A Pearson Chi-square analysis investigated the first research question's hypothesis that no relationship existed with marital satisfaction and ethnicity. Findings indicated a marginally significant relationship between marital satisfaction and ethnicity. A Multinomial Logistic Regression analysis investigated the second research question and hypothesis that no predictive relationship existed between marital satisfaction and ethnicity with age, gender, and educational attainment. Findings indicated that age, gender, and educational attainment level were significant predictors of marital satisfaction. A Multinomial Logistic Regression analysis investigated the third research question and hypothesis that no predictive relationship existed between marital satisfaction and ethnicity with social support and religion. Findings indicated social support was a significant predictor of marital satisfaction, and religion was not. Overall, these results suggested that ethnicity, age, gender, educational attainment, and social support were significant predictors of marital satisfaction opposed to religion. Investigating these two cultures in relation to marital satisfaction could lead to an enhanced awareness of the similarities and uniqueness of each group. It may also provide insight to service providers. For example, mental health clinicians or, specifically, marriage and family therapists, may gain insight into the similarities and differences of these two groups and therefore tailor their treatment services accordingly. Additionally, these findings might affect intervention approaches for clinicians.
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Date Issued: 2009
Identifier: CFE0002725, ucf:48149
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002725

Title: PREDICTING CHILDREN'S EMOTIONAL AND BEHAVIORAL FUNCTIONING: AN EXAMINATION OF COPARENTING AND PARENTAL SATISFACTION.
Creator: Scott, Samantha, Renk, Kimberly, University of Central Florida
Abstract / Description: To examine the interplay among shared parenting, coparent support, parental satisfaction, and child behavior problems, the current study examines the responses of mothers and fathers who have children between the ages of 3- and 6-years. As part of this study, 107 parents (i.e., 80 mothers and 27 fathers) completed a questionnaire packet including measures of coparenting, parental satisfaction, and child behavior problems. Results are examined using correlational and hierarchical regression...
Show moreTo examine the interplay among shared parenting, coparent support, parental satisfaction, and child behavior problems, the current study examines the responses of mothers and fathers who have children between the ages of 3- and 6-years. As part of this study, 107 parents (i.e., 80 mothers and 27 fathers) completed a questionnaire packet including measures of coparenting, parental satisfaction, and child behavior problems. Results are examined using correlational and hierarchical regression analyses. Correlational analyses suggest that coparent support and parental satisfaction are related positively and that coparent support and parental satisfaction are related negatively with children's behavior problems. Unique relationships are found in this study when examining overt supportive behaviors versus perceptions of coparent support, suggesting the importance of examining these constructs separately in relation to parental satisfaction and children's behavior. Hierarchical regression analyses reveal that, when coparent support measures are examined as different constructs, coparent support and parental satisfaction contribute uniquely to the prediction of children's emotional and behavioral functioning. These findings highlight the connection between coparent support and parental satisfaction as well as the importance of each in predicting outcomes for children, regardless of how evenly two parents divide childcare responsibilities. These findings also contribute to the literature by suggesting the importance of examining perceptions of support and overt supportive behavior separately. It is hoped that the findings of this study will provide valuable information for potential targets of parenting interventions provided to mothers and fathers in mental health facilities.
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Date Issued: 2009
Identifier: CFE0002784, ucf:48129
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002784

Title: EXPLORING THE ASSOCIATION OF THE ATTRIBUTES OF SELF-SERVICE KIOSKS, CUSTOMER CHECK-IN SATISFACTION, AND CUSTOMER COMMITMENT IN CONVENTION HOTELS:THE CASE OF THE ROSEN CENTRE HOTEL, A CONVENTION HOTEL.
Creator: Deel, Gary, Severt, Denver, University of Central Florida
Abstract / Description: Research regarding self-service technology and its integration into the traditional service environment is relatively limited as it applies to the lodging industry. The purpose of this study was to investigate the customer check-in satisfaction and customer commitment impacts of self-service hotel kiosks as implemented in convention hotels by examining perceptions of kiosk users. It has been theorized that customer perceptions of self-service technology attributes are positively related to...
Show moreResearch regarding self-service technology and its integration into the traditional service environment is relatively limited as it applies to the lodging industry. The purpose of this study was to investigate the customer check-in satisfaction and customer commitment impacts of self-service hotel kiosks as implemented in convention hotels by examining perceptions of kiosk users. It has been theorized that customer perceptions of self-service technology attributes are positively related to satisfaction and subsequent commitment. A model was employed in this study that had been previously supported outside of the hospitality industry which demonstrated support for a universal standard of investigating self-service technology impacts regardless of environment, but heretofore had not been tested in the convention hotel segment. This was a quantitative case study using survey analysis to examine customer perceptions of self-service technologies at the Rosen Centre Hotel in Orlando, Florida. The results of this study supported a direct association between positive and negatives attributes of SST and corresponding customer check-in satisfaction levels. Secondly, while results supported direct association between customer check-in satisfaction and affective customer commitment, virtually no association was found between satisfaction and instrumental commitment.
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Date Issued: 2010
Identifier: CFE0003358, ucf:48455
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003358

Title: Antecedents of Emotional Labor and Job Satisfaction in the Hospitality Industry.
Creator: Shapoval, Valeriya, Pizam, Abraham, Murphy, Kevin, Kwun, David, Wang, Chung-Ching, Joseph, Dana, University of Central Florida
Abstract / Description: It is a general policy in the hotel industry that all the service should be provided in the friendly and a professional manner. The first smile of a front desk clerk or a wait staff can make a difference in customer satisfaction and loyalty. A service quality is becoming more important with increase of competitiveness among hotels and hotel brands. A process of regulating positive emotions for an organization is called Emotional Labor (EL) (Grandey, 2000). While essential for the hospitality...
Show moreIt is a general policy in the hotel industry that all the service should be provided in the friendly and a professional manner. The first smile of a front desk clerk or a wait staff can make a difference in customer satisfaction and loyalty. A service quality is becoming more important with increase of competitiveness among hotels and hotel brands. A process of regulating positive emotions for an organization is called Emotional Labor (EL) (Grandey, 2000). While essential for the hospitality industry, empirical research on EL is very limited, and research on EL during stressful situations is almost nonexistent. To reduce the gap in the prior research, this study is looking into dynamics of a perceived organizational and customer (in) justice as a stress factor on an employee's EL and subsequent job satisfaction. To further understand dynamics of the proposed model, variables such as a gender and intensity of interaction were used as moderating effects. This study extended research done by Spencer and Rupp (2006, 2009) on employees' perceived customer injustice and its effects on employees' EL. This study drew on fairness, effective events, referent cognition, social exchange and action theories to explain why individuals' EL is impacted by injustice extended by guests and organization. Four types of organizational justice (procedural, distributive, interpersonal and informational) were used in this research. The results of the study indicated that employees EL (effort, dissonance) increases with increased effects of distributive (in) justice. EL dissonance had a significant negative effect on job satisfaction and EL effort had a significant positive effect on a job satisfaction. Finally, procedural (in) justice and informational (in) justice had a higher effects on male employees rather than their female counterparts. Since this study is first to explore effects of four facets of organizational (in) justice on employees EL, job satisfaction and gender as moderating effects, this study offers multiple theoretical and managerial implication for evaluation of EL and its antecedents in the hospitality industry.
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Date Issued: 2016
Identifier: CFE0006393, ucf:51505
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006393

Title: A Framework for Measuring and Analyzing Customer Satisfaction at Computer Service Company using Lean Six Sigma.
Creator: Abboodi, Mohammed, Elshennawy, Ahmad, Rabelo, Luis, Xanthopoulos, Petros, University of Central Florida
Abstract / Description: The computer service industry has been expanding dramatically due to the increase in the number of computing machineries in the last two decades. The entrance of large size companies in the market and the release of online tools that have the ability for diagnosing and troubleshooting hardware and software issues have boosted the competition. In the meantime, many of the small and medium size companies find themselves unable to keep their customers satisfied since their competitors provide...
Show moreThe computer service industry has been expanding dramatically due to the increase in the number of computing machineries in the last two decades. The entrance of large size companies in the market and the release of online tools that have the ability for diagnosing and troubleshooting hardware and software issues have boosted the competition. In the meantime, many of the small and medium size companies find themselves unable to keep their customers satisfied since their competitors provide high quality service with lower cost. The lack of a good measurement system to assess and analyze the satisfaction level with the provided service is the fundamental cause of customer decline. The aim of this study is to construct a robust framework to measure customer satisfaction and highlight the root causes of dissatisfaction in the computer service sector. This framework brings together the key aspects of Six Sigma and SERVQUAL instruments into a structured approach to measure and analyze customer satisfaction with computer services. It deploys the DMAIC problem solving methodology along with the SERVQUAL model, which contributes service dimensions and the Gap Analyze technique. Literature review indicates there have not been enough studies conducted to integrate Lean Six Sigma with SERVQUAL. To explore the effectiveness of the current framework, a computer service company has been selected. The satisfaction levels are calculated and the root causes of dissatisfaction have been identified. With a low overall customer satisfaction level, the company did not fulfill their customer requirements due to five major causes. Eliminating those causes will boost customer satisfaction, reduce the cost of acquiring new customers and improve the company performance in general.
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Date Issued: 2014
Identifier: CFE0005117, ucf:50751
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005117

Title: Exploring Stereotype Threat in the Workplace with Sexual Minorities.
Creator: Sanz, Elizabeth, Fritzsche, Barbara, Joseph, Dana, Negy, Charles, Parks, Kizzy, University of Central Florida
Abstract / Description: Sexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus,...
Show moreSexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus, this study also examines whether the visibility of the stigma is a necessary precursor to the experience of stereotype threat. Given the uniqueness of this population, a new and presumably more comprehensive model of stereotype threat (the Multi-Threat Framework) was also examined to ensure that stereotype threat was being adequately measured by examining every possible type of stereotype threat. Job satisfaction has been linked to many organizational outcomes such as poor performance, absenteeism, and turnover intentions; thus, it is important to examine predictors of low job satisfaction. Thus, the current study tested perceived stress as a mediator between stereotype threat and low job satisfaction in a sample of 150 sexual minorities who were employed full time. Internalized homophobia was predicted to moderate the relation between stereotype threat and perceived stress. Results indicated support for the moderated mediation model using only the traditional measure of stereotype threat; that is, stereotype threat predicted low job satisfaction through job stress. Moreover, at high levels of internalized homophobia, individuals reported high job stress, regardless of levels of experienced stereotype threat. However, those with low internalized homophobia reported high job stress only when stereotype threat was high. No differences were found with regards to degree of concealing, suggesting that the deleterious effects of high stereotype threat on job stress occurred regardless of whether participants were concealing. Additionally, the moderated mediation model was not supported when measured using the new Multi-Threat Framework, suggesting that the measure may not be measuring the same construct as the traditional measure. Finally, results suggest that stereotype threat added significant incremental validity in predicting job dissatisfaction over perceived discrimination. These findings, in total, suggest that stereotype threat is a valuable construct for predicting negative work outcomes for stigmatized individuals. Implications for improving the work lives of sexual minorities were discussed.
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Date Issued: 2014
Identifier: CFE0005409, ucf:50434
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005409

Title: Guest Satisfaction Analysis of a Casual Dining Restaurant: A comparison of tourist VS non-tourist satisfaction scores.
Creator: Wickey, Jessica, Murphy, Kevin, Ro, Hee Jung, Rompf, Paul, University of Central Florida
Abstract / Description: Purpose - The purpose of this study is to analyze guest/customer satisfaction surveys of a casual dining restaurant in the Orlando, Florida area; specifically, to analyze if there is a difference between satisfaction levels of tourist and non-tourist guests. The guest satisfaction surveys were analyzed on eight dimensions of satisfaction; Pace of Service, Service Overall, Server Communication (&) Accuracy, Food (Taste (&) Quality), Food Preparation, Bar (Beer, Wine, (&) Cocktail),...
Show morePurpose - The purpose of this study is to analyze guest/customer satisfaction surveys of a casual dining restaurant in the Orlando, Florida area; specifically, to analyze if there is a difference between satisfaction levels of tourist and non-tourist guests. The guest satisfaction surveys were analyzed on eight dimensions of satisfaction; Pace of Service, Service Overall, Server Communication (&) Accuracy, Food (Taste (&) Quality), Food Preparation, Bar (Beer, Wine, (&) Cocktail), Gratefulness, and Atmosphere in whole (including atmosphere and cleanliness).The eight dimensions were evaluated in the GPS (guest pulse survey) based on a Net Promoter Score, or NPS(&)#174; system, and were compared by guest type: tourist versus non-tourist. Multiple linear regression analyses results concluded that the dimensions of Pace, Service Overall, Food, Food Preparation, and Atmosphere were predicators of Overall Satisfaction for tourist respondents. Service Overall, Server Communication, and Gratefulness were predictors of Overall Satisfaction for non-tourist respondents.
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Date Issued: 2013
Identifier: CFE0005072, ucf:49965
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005072

Title: MINORITY PHYSICIAN JOB SATISFACTION: A CONTENT ANALYSIS OF WRITTEN RESPONSES TO OPEN-ENDED SURVEY QUESTIONS ABOUT PROFESSIONAL AND ORGANIZATIONAL DISSATISFACTION.
Creator: Daniels-Kranz, Devorah, Barfield, Rufus, University of Central Florida
Abstract / Description: Few interpersonal and organizational communication studies examine the professional and organizational aspects of career satisfaction among minority physicians. Due to the underrepresenation of minority physicians, most studies resort to comparing aggregate groups of minority physicians in juxtaposition to non-minority physicians. These studies fail to uncover possible communication differences, which originate from cultural dissimilarities between disaggregate racial/ethnic groups. Even...
Show moreFew interpersonal and organizational communication studies examine the professional and organizational aspects of career satisfaction among minority physicians. Due to the underrepresenation of minority physicians, most studies resort to comparing aggregate groups of minority physicians in juxtaposition to non-minority physicians. These studies fail to uncover possible communication differences, which originate from cultural dissimilarities between disaggregate racial/ethnic groups. Even fewer studies examine physicians' written communication to open-ended survey questions about career satisfaction/dissatisfaction between disaggregate racial/ethnic minority groups and non-minorities. This study specifically examines written responses to two open-ended survey questions about professional and organizational dissatisfaction and compares responses from disaggregate minority physician and non-minority physicians. Participants were divided into five response-driven categories of race/ethnicity as follows: Asian/Pacific Islander, Black/African American, Indian/Pakistani, Hispanic, and White/Non-Hispanic. The population consists of 1849 members of the medical staff roster of a Southeastern, U.S., not-for-profit hospital group. Primary findings indicate the presence of recurrent themes among disaggregate minority physician racial/ethnic groups' responses. Significant variation exists between responses from disaggregate minority physician racial/ethnic groups and non-minority physicians. Results imply that open-ended methods of data collection are essential to gaining knowledge about ways cultural dissimilarities between disaggregate minority racial/ethnic groups affect communication and satisfaction. Understanding more about cultural dissimilarities is necessary for: improving data collection quality; recruiting and retaining minority physicians; and reducing healthcare disparities among minorities.
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Date Issued: 2006
Identifier: CFE0001488, ucf:47090
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001488

Title: RURAL TEACHER SATISFACTION: AN ANALYSIS OF BELIEFSAND ATTITUDES OF RURAL TEACHERS' JOB SATISFACTION.
Creator: Huysman, John, Boote, David, University of Central Florida
Abstract / Description: The purpose of this research was to understand the beliefs and attitudes of teachers that affect their perceptions of job satisfaction in one small rural Florida school district. Data collected included a self-administered survey of Likert-type items measuring 20 factors for job satisfaction (96% response rate), individual semi-structured interviews, and focus groups. Analysis of the data confirmed prior research suggesting that multiple factors influence job satisfaction. Intrinsic...
Show moreThe purpose of this research was to understand the beliefs and attitudes of teachers that affect their perceptions of job satisfaction in one small rural Florida school district. Data collected included a self-administered survey of Likert-type items measuring 20 factors for job satisfaction (96% response rate), individual semi-structured interviews, and focus groups. Analysis of the data confirmed prior research suggesting that multiple factors influence job satisfaction. Intrinsic satisfaction factors were the best predictors of overall job satisfaction: security, activity, social service, variety, and ability utilization. Extrinsic factors were most likely to predict overall dissatisfaction: recognition, company policies, opportunities for advancement, co-workers, and compensation. Interviews and focus groups further confirmed how participants projected personal significance onto these factors and how they interacted. The complexity of these interactions stemmed from personal perceptions and values participants placed on individual extrinsic factors and linked those values to other extrinsic factors. Consequently, other extrinsic factors took on perceptions of dissatisfaction based on the original factor. In addition, this research revealed several issues not previously reported in studies of rural teaching. First, "role confusion" emerged as a major source of job dissatisfaction for teachers who were either raised in the community or who had spent a considerable number of years in the community. These teachers often found themselves frustrated at work because of conflicting expectations and perceptions between their professional roles as teachers and their social roles in the community. Second, a high majority of teachers interviewed expressed dissatisfaction because they believed other teachers to have undue influence and power. However, interview data suggested that power was distributed properly but pervasive informal decision making processes led to the widespread perception of favoritism. In addition, teachers often exercised influence because no one opposed them. This study suggests that research to gain a better understanding of the sociology of rural communities needs to be conducted in rural education generally and specifically in rural teacher job satisfaction. Rural teachers' job satisfaction is complexly intertwined with a wide range of factors. Suggested uses for this study include an invitation for rural administrators and teachers to incorporate issues related to job satisfaction into their school improvement and professional development strategies. Addressing the factors influencing rural teacher job satisfaction, which have been previously overlooked, affords rural administrators a new opportunity to positively influence teacher retention, teacher quality, student achievement, and school climate.
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Date Issued: 2007
Identifier: CFE0001656, ucf:47240
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001656

satisfaction (14)	+ -
job satisfaction (12)	+ -
Satisfaction (10)	+ -
customer satisfaction (5)	+ -
Customer Satisfaction (4)	+ -

Job Satisfaction (3)	+ -
Marriage (3)	+ -
patient satisfaction (3)	+ -
performance (3)	+ -
relationship satisfaction (3)	+ -
BSC (2)	+ -
DFSS (2)	+ -
DMS (2)	+ -
Education (2)	+ -
Engagement (2)	+ -
Higher Education (2)	+ -
Quality (2)	+ -
SERVQUAL (2)	+ -
Strategy (2)	+ -
amenities (2)	+ -
attrition (2)	+ -
burnout (2)	+ -
community college (2)	+ -
counseling (2)	+ -
couples (2)	+ -
dissatisfaction (2)	+ -
employee satisfaction (2)	+ -
healthcare (2)	+ -
higher education (2)	+ -
leadership (2)	+ -

ETD Collection (74)	+ -
Honors Collection (6)	+ -

University of Central Florida (80)	+ -
Daire, Andrew (6)	+ -
Cintron Delgado, Rosa (5)	+ -
Gregory, Amy (4)	+ -
Murphy, Kevin (4)	+ -

Andrews, Diane (3)	+ -
Boote, David (3)	+ -
Bozeman, William (3)	+ -
Elshennawy, Ahmad (3)	+ -
Kwun, David (3)	+ -
Malone, Linda (3)	+ -
Owens, J. Thomas (3)	+ -
Rabelo, Luis (3)	+ -
Ro, Hee Jung (3)	+ -
Al-Deek, Haitham (2)	+ -
Boyd, Tammy (2)	+ -
Fottler, Myron (2)	+ -
Fyall, Alan (2)	+ -
Joseph, Dana (2)	+ -
Lee, Gene (2)	+ -
Munyon, Matthew (2)	+ -
Murray, Barbara (2)	+ -
Negy, Charles (2)	+ -
Pawlas, George (2)	+ -
Preston, Michael (2)	+ -
Pritchard, Robert (2)	+ -
Salas, Eduardo (2)	+ -
Severt, Kimberly (2)	+ -
Torres Areizaga, Edwin (2)	+ -
Wan, Thomas (2)	+ -

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