This dissertation presents a model of translator satisfaction along with an instrument and empirical data that can be used for the assessment of translator satisfaction in the language industry (LI). The model has been adapted to address specific trends widely prevalent in the industry. These trends have emerged over the last two decades due to the widespread adoption of internet technologies and other technological advancements. The subcontracting model has become a very common mode of operation among large corporations and language service providers, leading to the replacement of the traditional translation processes by mass-production methods. Division of labor, higher specialization of skills and higher process standardization are some of the inevitable consequences of mass-production. Subcontracting has radically reshaped the work environment, with increasing virtual teamwork, outsourcing and telecommuting becoming widespread. Subject matter and technical expertise, terminology management and project management skills have become essential in the new professional profile that has emerged due to the trends in the current LI.
The model proposed in this dissertation implements Herzberg’s framework of job satisfaction in order to investigate the intrinsic and extrinsic predictors that influence three facets of satisfaction among active professionals in the LI—task, job and professional. A survey has been designed to collect data from active translation professionals, and the survey results are comprehensively post-processed and statistically analyzed in order to comprehend the factors and variables for each facet of satisfaction.
Study of the work behavior of a highly skilled labor force is important because translators remain a crucial component of the LI despite all the technological advancements. The findings suggest that most predictors come from the intrinsic sources of satisfaction found in individuals, tasks or the profession. Thus, new retention strategies that reinforce intrinsic satisfiers are recommended. The findings could be used to establish best practices, and further used by human resources management, employers and recruiters to review their approaches for retention as well as training and mentoring. The findings of this study may also be used to improve the academic curriculum in Translation Studies by incorporating modules that are deemed as important by the industry professionals.