Job Satisfaction in Social Services
The results of a study done in a mid-South state department of human services office detailing the job satisfaction levels of social workers, providing interesting insights into methods of rewarding employees. Williamson concludes that intrinsic job satisfaction is more important to people in helping professions than traditional, business oriented monetary or promotion awards. Annotation copyright by Book News, Inc., Portland, OR
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01 Omitted benchmark 19 Davidson County-Nashville agency and client agency control analysis authority legitimacy benchmark categories include client controls client frustrations co-workers commitment and professional Davidson County DHS policies Disabil.Cl.Ex Disability Claims Examiners effects Eligibility Counselors employees equation expected experience extrinsic factors fair considering four job groups global job satisfaction global satisfaction high expressive orientation higher levels impact of job impact on global important increase Independent Variables indicate interaction intrinsic rewards job commitment levels of job levels of satisfaction Lincoln and Kalleberg LOCUS Marital status Mean scores measure model of job models of satisfaction OLS Regression Omitted benchmark categories organization pay compared people-helping perceived control perceptions of authority perceptions of control positive relationship predicted professional commitment Region Regression of SATIS respondents Salary annual satisfaction and commitment SAYSO significant predictor significantly Social Counselors social service Standardized Coefficients supervisors Table Tenure values Voc.Rehab.Co Vocational Rehabilitation Counselors