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Organizational commitment and job sa...

McCurdy, Jullie Winn.

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Organizational commitment and job satisfaction: An examination of staff in higher education.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Organizational commitment and job satisfaction: An examination of staff in higher education./
Author:	McCurdy, Jullie Winn.
Description:	176 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.
Contained By:	Dissertation Abstracts International75-08A(E).
Subject:	Higher education. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3617798
ISBN:	9781303856044

Organizational commitment and job satisfaction: An examination of staff in higher education.
McCurdy, Jullie Winn.

Organizational commitment and job satisfaction: An examination of staff in higher education. - 176 p.

Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.

Thesis (Ph.D.)--The Claremont Graduate University, 2014.

This item is not available from ProQuest Dissertations & Theses.

College and university staff members contribute significantly to the day-to-day overall functioning of higher education institutions. Despite being the largest employee group in colleges and universities, staff are still the least studied group in higher education. The purpose of this study was to determine which work related variables and personal demographic characteristics most affected the levels of organizational commitment and job satisfaction for staff working in higher education. The work related variables examined included role stress, role clarity, and supervisor support. The personal demographic characteristics considered were gender, age, level of education, and length of service.

ISBN: 9781303856044Subjects--Topical Terms:

641065
Higher education.

Organizational commitment and job satisfaction: An examination of staff in higher education.
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100 1 $a McCurdy, Jullie Winn. $3 3176979
245 1 0 $a Organizational commitment and job satisfaction: An examination of staff in higher education.
300 $a 176 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.
500 $a Adviser: David E. Drew.
502 $a Thesis (Ph.D.)--The Claremont Graduate University, 2014.
506 $a This item is not available from ProQuest Dissertations & Theses.
506 $a This item must not be sold to any third party vendors.
520 $a College and university staff members contribute significantly to the day-to-day overall functioning of higher education institutions. Despite being the largest employee group in colleges and universities, staff are still the least studied group in higher education. The purpose of this study was to determine which work related variables and personal demographic characteristics most affected the levels of organizational commitment and job satisfaction for staff working in higher education. The work related variables examined included role stress, role clarity, and supervisor support. The personal demographic characteristics considered were gender, age, level of education, and length of service.
520 $a Using an electronic survey, anonymous data were collected from 346 support and professional staff. Data were coded and analyzed employing frequencies, means, standard deviations, principal components factor analyses, multivariate stepwise regressions, t-tests, analysis of variance (ANOVA), path analysis, and content analysis.
520 $a Results from this study revealed staff noted having their efforts recognized, being appreciated and feeling valued, having a good relationship with their supervisor, and trusting the senior administration to lead the institution were all significant predictors of organizational commitment. Further results indicated feeling valued, being supported, having clear roles and responsibilities, having access to professional development opportunities, and being included in decisions that affect them were all important predictors of job satisfaction for staff. While no statistically significant differences emerged in the level of job satisfaction based on gender or job classification, differences were found based on supervisory status, length of service, age, level of education, and income. Staff reported that colleagues and students were the two main reasons they enjoyed working at their institution. In addition to higher compensation, staff suggested better communication, effective leadership, more opportunities for advancement, being included in the decision-making process, and appreciating and valuing staff more were some of the recommendations for making their institution a better place to work. Having a more committed and satisfied staff allows institutions to operate more efficiently, provide better customer service to institutional stakeholders, decrease employee turnover, and ultimately achieve the goals of the institution.
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650 4 $a Organizational behavior. $3 516683
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710 2 $a The Claremont Graduate University. $b School of Educational Studies. $3 1684375
773 0 $t Dissertation Abstracts International $g 75-08A(E).
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791 $a Ph.D.
792 $a 2014
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856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3617798