izational level of policies and programs to effec tively address problems associated with these phenomena.
The findings of this current study did not conflict with the literature. They did, however, amplify the findings reported in the literature. The findings of this current study indicated that both job satisfaction and job dissatisfaction are significant considerations, but that they affect production managers in different ways. High levels of job satisfaction have positive effects on performance levels, while high levels of job dissatisfaction have negative effects on the intent of an individual to remain with the organization. It is impera tive, thus, for organizations to view job satisfaction and job dissatisfaction as independent phenomena, as opposed to the extremes of a continuum.
This current study also discovered that, while the task related and context related factors associated with a produc tion manager's job are equally important, they affect job satisfaction and job dissatisfaction in different ways. Task related factors have a greater impact on job satisfaction levels, while context related factors have a greater impact on job dissatisfaction levels. Again, it becomes imperative for an organization to consider task related and context related factors separately, rather than as a package.
The purpose of this research project was to identify the characteristics and causes of job satisfaction and job dis satisfaction for one class of managers production managers in manufacturing organizations. The goal of this project was to develop insights into the twin phenomena of job satisfaction and job dissatisfaction for the targeted managerial class, which would facilitate the development and implementation at the organizational level of policies and programs to effec tively address problems associated with these phenomena.
The scope of the research performed for this project covered both job satisfaction and ...