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Measured Job Satisfaction of Directors of Institutional Research In Institutions of Higher Education Toward Selected Aspects of Their Work Environment

Bayley, Francis L.
http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554464085300234

Abstract Details

1971, Doctor of Philosophy (Ph.D.), Bowling Green State University, Higher Education Administration.
The substantive findings of related studies and the proce­dural precedence for this investigation of job satisfaction rests in social psychology, and in particular, role theory. An individual's private notions about what constitutes his own best interest are the result of environmental perception and his ability to affect it. Potential satisfiers within the framework for analysis are best classified as tangible and intangible incentives. Various demographic organization-related, and individual­related independent variables applicable to professional per­sonnel were developed or borrowed from previous studies and used in the current investigation. Through the use of a ques­tionnaire designed to elicit responses to satisfaction and importance interval scales for selected aspects of the work environment, it was possible to measure job satisfaction of nearly two hundred directors of institutional research. Although the degree of job satisfaction varied between role incumbents and within the various duties and responsibilities assigned to the bureaus of institutional research, the develop­ment of a composite picture of the general conditions of em­ployment confronting directors was considered to be beneficial to university administrators, incumbent directors, and inter­ested individuals and institutions wishing to engage in this type of organizational activity. Data were compiled represent­ing demographic differences among institutions, individuals, and positions. Each aspect of the work environment was ana­lyzed on the basis of independent variables and by the sample population collectively. Overall, the characteristics tested had little effect upon perception of job satisfaction. Furthermore, it is difficult to draw conclusions relative to related characteristics of other job satisfaction studies due to the use of inapplicable independent variables or dissimilarities between the groups. Any presumption that tangible incentives are scarcer than intangible incentives, and, therefore, have a greater effect upon job satisfaction among directors of institutional research would appear unfounded. Greatest dissatisfaction is most fre­quently observed with certain aspects of leadership, adminis­trative concern for personal welfare and career development, and academic colleagues.
William York (Advisor)
Higher Education Administration

Recommended Citations

Citations

  • Bayley, F. L. (1971). Measured Job Satisfaction of Directors of Institutional Research In Institutions of Higher Education Toward Selected Aspects of Their Work Environment [Doctoral dissertation, Bowling Green State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554464085300234

    APA Style (7th edition)

  • Bayley, Francis. Measured Job Satisfaction of Directors of Institutional Research In Institutions of Higher Education Toward Selected Aspects of Their Work Environment. 1971. Bowling Green State University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554464085300234.

    MLA Style (8th edition)

  • Bayley, Francis. "Measured Job Satisfaction of Directors of Institutional Research In Institutions of Higher Education Toward Selected Aspects of Their Work Environment." Doctoral dissertation, Bowling Green State University, 1971. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554464085300234

    Chicago Manual of Style (17th edition)

bgsu1554464085300234
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