satisfaction/job dissatisfaction among the first-level supervisors at the company?
3. What actions can the company take that will improve the level of job satisfaction and, in turn, the retention rate among first-level supervisors?
A theoretical assumption upon which the proposed research will be based is that high levels of job dissatisfaction among first-level supervisors at the company is a causal factor in the high rate of turnover among these first-level supervisors. From this assumption follows a second assumption to the effect that improvements in the levels of job satisfaction among first-level supervisors at the company will be translated into higher retention levels among these personnel.
A methodological assumption upon which the proposed research will be based is that the firm that will participate in the proposed study will not change human resource policy in relation to first-level supervisors during the period in which data for the proposed study are collected. A policy shift during this period would compromise the reliability and validity of the findings of the proposed study.
Edwin Locke (1983, p. 1300) defined job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences." Job satisfaction, however, is a complex factor, and the level of job satisfaction among a group of individuals is the product of the interaction of a variety of other factors (Maidani, 1991, pp. 441-448). Job satisfaction has been linked to the degree of autonomy employees feel that they have in the performance of their duties, and, in this context, job satisfaction has been defined as the extent to which one perceives that her or his organizational needs are satisfied by the job. Job satisfaction also is defined frequently within the context of the components of a job that affect perceptions of satisfaction, such as work, pay, promotion, coworkers, and supervision, as is...