rarchy. The proposed research will be focused on the investigation of three research questions, which will be stated as follows:
1. Does gender (the biological sex of individual international civil servants) affect the level of job satisfaction among international civil servants at the United Nations Secretariat in New York?
2. Does employment status (career staff or short term staff) affect the level of job satisfaction among international civil servants at the United Nations Secretariat in New York?
3. Does organizational hierarchy (the level in the organizational hierarchy of the positions held by individual members of the staff) affect the level of job satisfaction among international civil servants at the United Nations Secretariat in New York?
While the level of job satisfaction in organizations generally has been exhaustively studied and extensively reported in the literature, job satisfaction research specifically targeting international civil servants at the United Nations has been sparse. As early as the 1940s, Jenks (1943, pp. 93 105)
identified leadership responsibility, staff qualifications, employment status, political pressures, conditions of service, and compensation as factors affecting the effectiveness of the international civil service (at that time, League of Nations organizations. Jenks (1943, pp. 93 105) did not, however, address directly job satisfaction among international civil servants. In the 1950s, a United Nations committee determined that compensation, organizational commitment, and performance recognition adversely affected the performance of international civil servants at the United Nations (Mitchell, 1957, pp. 151 155). Again, however, the question of job satisfaction was not addressed directly. Swift (1957, pp. 228 246) found that compensation levels and the protection of the rights of staff caused recruiting difficulties for the international civil service at the United Natio...