Drawing from management models of several researchers in behavioral sciences, conclusions about how to motivate employees are presented. Some insight into the factors affecting motivation and managerial action to improve staff motivation are discussed. (Author/MLW)

A 1980 teacher satisfaction study involving 1,295 secondary teachers in 23 Iowa high schools of 1,000 or more reveals that: higher level teacher needs are unfulfilled; these needs are not gender related; teachers aged 25 to 34 years are least happy; and those teaching higher level ability students are most satisfied. (NEC)

Results support the moderating role of employee higher order need strength (HONS). Job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. (Author)

A causal model of organizational commitment was developed from previous theory and research. The model included variables from each of four categories--personal needs, job characteristics, role states, and work experiences--as well as employees' job satisfaction and mental health. It was tested in surveys of nonprofessional and professional…

Using data collected at a Western State's press association convention, a study compared predicted motivation profiles for several newspaper management jobs to the actual profiles of men and women holding those jobs. In addition, the levels of job commitment and satisfaction were examined to learn how happy and dedicated the managers were.…

The Hoppock Job Satisfaction Record and the Job Questionnaire were used to assess job satisfaction in a major extension field district and for comparison with similar groups. Three factors found to rank high in both importance and deficiency in jobs were: sound management policies, good supervision, and pleasant co-workers. (Author/MS)

Examines personal and organizational correlates of organizational identification in two types of organizations -- the Roman Catholic Church and research and development laboratories. (Author)

Results of a study suggested possibility of a process whereby (1) service-oriented individuals are attracted to and recruited by the Forest Service, (2) service-oriented members are likely to identify strongly with the Service, and (3) this identification results in intrinsic need satisfactions. (Author/KJ)

The purposes of this study are first, to isolate the individual factors in conflict which teachers experience in their work, and second, to determine their relationships to perceived bureaucracy, central life interests, voluntarism, and satisfaction. (Author)

The results of a study measuring the Central Life Interests (CLI) of public school teachers are presented. Elementary and secondary teachers responded to a questionnaire rating their attitudes as being job oriented, nonjob oriented, or as having no preference. Four subscales measured the attachment felt toward the informal social relations among…

The basic parameters of intrinsic motivation to work are explored. Principles are sought relevant to ways of redesigning jobs to increase their intrinsic motivation properties and to avoid task overload and boredom. Coordinated field and experimental laboratory studies are described. (Author)

Employment satisfactions and dissatisfactions, with the accompanying levels of faculty morale and motivation, may be classified into 2 groups: those derived from the basic salary, and those derived from factors, practices and conditions not related to the salary, or so-called fringe benefits. This study was designed to identify and to…

The author contends that the counselor, accepting a hierarchy of needs, can assist the client in assessing the fulfillment of those needs and choosing from social institutions the alternatives that will permit adequate gratification of unmet needs. Plans to satisfy needs at higher levels can then be made. (Author/BY)

This study investigated: (1) the concurrent validity of Holland's theory for employed men; and (2) the pattern of needs associated with occupations exemplifying each of Holland's models. Five vocational scales distributed eight work groups, representative of each of Holland's vocational models, in a comparable fashion according to their interests.…