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Female job satisfaction and job role...

Veazie, Nola C.

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Female job satisfaction and job roles in nonprofit organizations.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Female job satisfaction and job roles in nonprofit organizations./
Author:	Veazie, Nola C.
Description:	169 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-02(E), Section: A.
Contained By:	Dissertation Abstracts International75-02A(E).
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3574892
ISBN:	9781303520617

Female job satisfaction and job roles in nonprofit organizations.
Veazie, Nola C.

Female job satisfaction and job roles in nonprofit organizations. - 169 p.

Source: Dissertation Abstracts International, Volume: 75-02(E), Section: A.

Thesis (D.M.)--University of Phoenix, 2013.

The current quantitative correlational study used statistical analysis to determine if any significant relationship existed between the predictor variables (stereotypical job roles) and the criterion variables (perception of job satisfaction). Job satisfaction was scored by the Job Satisfaction Survey (JSS) and stereotypical job roles determined through responses related to job title and job position. These were used to segregate job roles into nontraditional versus traditional using Eagly and Karau's (2002) agentic and communal characteristics. A random sample of 112 employees was selected from the target population of 146 female employees. Three different hypotheses were tested as part of the study involving multivariate statistical analysis and 9-point biserial correlations. Findings from the 9-point biserial correlations revealed no significant relationship between job satisfaction and stereotypical job roles. Results from the Pearson correlations showed significant positive correlations between the job satisfaction subscales and fringe benefits and with pay as well. Results from the Spearman correlation showed no significant correlation between the job satisfaction subscales and income. Seven multiple linear regressions were conducted to assess if compensation (fringe benefits and pay) predicted the other subscales of satisfaction after controlling for education, experience, and age. Results of the 7 regressions showed fringe benefits and pay predicted the job satisfaction subscales. However, fringe benefits uniquely predicted 6 out of the 9 job satisfaction subscales. Pay was a unique predictor of promotion, supervision, contingent reward, nature of work, and coworkers.

ISBN: 9781303520617Subjects--Topical Terms:

626628
Business Administration, Management.

Female job satisfaction and job roles in nonprofit organizations.
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020 $a 9781303520617
035 $a (MiAaPQ)AAI3574892
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100 1 $a Veazie, Nola C. $3 2094600
245 1 0 $a Female job satisfaction and job roles in nonprofit organizations.
300 $a 169 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-02(E), Section: A.
500 $a Adviser: Elizabeth Johnston.
502 $a Thesis (D.M.)--University of Phoenix, 2013.
520 $a The current quantitative correlational study used statistical analysis to determine if any significant relationship existed between the predictor variables (stereotypical job roles) and the criterion variables (perception of job satisfaction). Job satisfaction was scored by the Job Satisfaction Survey (JSS) and stereotypical job roles determined through responses related to job title and job position. These were used to segregate job roles into nontraditional versus traditional using Eagly and Karau's (2002) agentic and communal characteristics. A random sample of 112 employees was selected from the target population of 146 female employees. Three different hypotheses were tested as part of the study involving multivariate statistical analysis and 9-point biserial correlations. Findings from the 9-point biserial correlations revealed no significant relationship between job satisfaction and stereotypical job roles. Results from the Pearson correlations showed significant positive correlations between the job satisfaction subscales and fringe benefits and with pay as well. Results from the Spearman correlation showed no significant correlation between the job satisfaction subscales and income. Seven multiple linear regressions were conducted to assess if compensation (fringe benefits and pay) predicted the other subscales of satisfaction after controlling for education, experience, and age. Results of the 7 regressions showed fringe benefits and pay predicted the job satisfaction subscales. However, fringe benefits uniquely predicted 6 out of the 9 job satisfaction subscales. Pay was a unique predictor of promotion, supervision, contingent reward, nature of work, and coworkers.
590 $a School code: 0850.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Business Administration, Entrepreneurship. $3 1026793
650 4 $a Women's Studies. $3 1017481
690 $a 0454
690 $a 0429
690 $a 0453
710 2 $a University of Phoenix. $b Organizational Leadership. $3 2094601
773 0 $t Dissertation Abstracts International $g 75-02A(E).
790 $a 0850
791 $a D.M.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3574892