Identifying the component structure of job satisfaction by principal components analysis among extension officers in North West Province, South Africa

The component structure of a 34-item scale measuring different aspects of job satisfaction was investigated among extension officers in North West Province, South Africa. A simple random sampling technique was used to select 40 extension officers from which data were collected. A structured questionnaire consisting of 34 job satisfaction and 10 personal characteristic items was administered to the extension officers. Items on job satisfaction were measured at interval level and analyzedwith Principal ComponentAnalysis. Most of the respondents (82.5%) weremales, between 40 to 45 years, 85% were married and 87.5% had a diploma as their educational qualification. Furthermore, 54% of the households size between 4 to 6 persons, whereas 75% were Christians. The majority of the extension officers lived in their job area (82.5), while 80% covered at least 3 communities and 3 farmer groups. In terms of number of farmers covered, only 40% of the extension officers covered more than 500 farmers and 45% travelled more than 40 km to reach their farmers. From the job satisfaction items 9 components were extracted to show areas for job satisfaction among extension officers. These were in-service training, research policies, communicating recommended practices, financial support for self and family, quality of technical help, opportunity to advance education, management and control of operations, rewarding system and sanctions. The results have several implications for motivating extension officers for high job performance especially with large number of clients and small number of extension agents.

Cohort-specific effects of the expansion of the welfare state on job opportunities: a longitudinal analysis of three birth cohorts in the Federal Republic of Germany

Ziel der Untersuchung war es, Einflüsse auf den Arbeitsmarkt der Bundesrepublik durch das Anwachsen des Wohlfahrtsstaates zu ermitteln. Zu diesem Zweck wurden zwischen 1981 und 1983 2.171 Männer und Frauen der Geburtskohorten 1929-31, 1939-41 und 1949-51 mit standardisierten Interviews befragt zu ihrem Lebensverlauf, speziell unter den Gesichtspunkten: Soziale Herkunft, Ausbildung, Beschäftigung, Familie, Mobilität. Insbesondere interessierte die Frage nach der Beschäftigung im öffentlichen Dienst oder in der Privatwirtschaft bzw. ob und wann ein Wechsel von einem in den anderen Bereich stattgefunden hat. Einige Ergebnisse: Die Bildungsexpansion in den 70er Jahren führte dazu, daß eine steigende Anzahl von Universitätsabsolventen im öffentlichen Dienst Beschäftigung fand; seit der Stagnation des Wohlfahrtsstaates ab ca. 1980 sind die Beschäftigungschancen für hochqualifizierte Berufsanfänger dort wieder gesunken. In der Privatwirtschaft wird unqualifizierte Beschäftigung durch höher qualifizierte ersetzt, während im öffentlichen Dienst bei geringerem Arbeitsplatzangebot weniger hochqualifizierte Berufsanfänger nachgefragt werden.

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high-quality supervisor–employee relationships. A full cross-lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.

Construction and analysis of achievement tests; the development of written and performance tests of achievement for predicting job performance of public personnel,

"Selected references" at end of each chapter.

The changing character of the superintendent's job: a guide for the analysis of the job of the superintendent of schools in council communities.

Cover title.

A task analysis of the job duties & responsibilities of a certified public water supply operator.

Mode of access: Internet.

A review and meta-analysis of education as a predictor of job performance : summary version /

"December 1988."

Job-exits and job-to-job transitions in the U.S. : an empirical analysis using SIPP /

Includes bibliographical references (p. 17).