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The purpose of this study was twofold. One, the study was to document facet-specific and general levels of job satisfaction of community college chairpersons in the United States. Two, the influence of selected personal and unit-related characteristics on general job satisfaction was investigated. A sample of 807 chairs was systematically selected from a population of 9,866 chairs. The Minnesota Satisfaction Questionnaire, Long Form (MSQ) was chosen to measure satisfaction levels of 20 job facets and general job satisfaction. A data form was used to collect information about selected personal and unit characteristics. Frequencies, percentages and appropriate summary statistics were computed for the personal and unit-related characteristics. The reliability and content validity of the MSQ were determined. Cronbach's alpha was computed to measure the internal consistency of the 20 MSQ facet scales and the general job satisfaction scale. A factor analysis was conducted to explore the instrument's content validity. A hierarchy of the 20 facet-specific MSQ scales was constructed. The mean and standard deviation for each facet scale were documented in addition to the frequencies, percentages, and summary statistics for the general job satisfaction scale. A multiple regression model was constructed to describe the relationship between selected personal and unit characteristics and general job satisfaction. The findings of the study indicated that each of the 21 MSQ scale scores has adequate internal consistency. The results of the factor analysis supported the instrument's content validity. Job facets of relatively greater satisfaction included social service, creativity, and achievement as reflected by respective means of 22.30, 21.28, and 21.26. Job facets of relatively le...

The grounded theory presented in this study describes practices elementary principals utilize in influencing new teachers to remain in education. Eleven teachers and three elementary principals from one school division in Virginia participated in this study. Interview data were collected, elementary principals were shadowed, and documents were analyzed. Thematic categories and sub categories were formed through data analysis. The grounded theory that resulted from this study is: principals who create an atmosphere of trust, of mutual respect, and of service to children within a school foster teachers who state they feel successful, valued, safe, loyal, and professional and want to and expect to continue teaching. New teachers reported three themes that created their sense of success, value, safety, loyalty, and professionalism. Those themes are: (a) support; (b) communication; (c) first year success stories. Principals stated they employed a variety of practices to create the climate identified by the new teachers. The practices are: maintaining an open door policy, utilizing positive communication, developing leadership teams, encouraging professional iii development, designing and implementing support structures, providing opportunities for professional development, participating in decision making, encouraging and expecting peer collaboration and child centered instructional and behavioral programs. iv DEDICATION This dissertation is dedicated to my Mother and Father, may their souls rest in peace. To my mother for her constant encouragement as I began this process, I regret she did not live long enough to be present at my graduation and see the culmination of a dream. And to my father who was ABD, I can now more fully understand your decision to be with your fam...

This paper develops the use of `guided interviews' and questionnaires in an empirical study of a small software development company. In particular, the study identified a number of human issues in communications, technology, teamwork and political factors that significantly influenced the implementation and evolution of eXtreme programming into a software development team.

principal components analysis

During the 1950s and 1960s, research teams across the country searched for differences that explained why some organizations were highly successful while others were only marginally successful, if at all. Several of them came to similar explanations involving managerial treatment and

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