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This study surveys the level of job satisfaction among government auditors in Singapore and investigates the factors affecting their job satisfaction. A questionnaire is administered in mid July 1990 to all the 150 government auditors in the Auditor‐General's Office in Singapore, resulting in a usable response rate of 76%. Descriptive statistics, t‐tests, wilcoxon Z tests, and Chi‐square tests of independence are used to analyse the data. Results of the survey show that government auditors in Singapore are very satisfied with their supervisors and co‐workers but very dissatisfied with the opportunities for promotion. Overall, however, they are satisfied with their jobs. Further, it is found that demographic factors such as sex, number of years in the present position, previous job, and income affect job satisfaction. Finally, the results show that the following factors are important determinants of Job satisfaction among government auditors in Singapore: (1) control over work, (2) frequency of sudden demands, (3) perceived necessity of overtime, (4) effect of sudden demands, (5) administrative supports, (6) interaction with supervisor, (7) physical work environment, (8) preparation for future career goals, and (9) extra‐organizational job opportunities.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

This paper investigates gender differences in reported job satisfaction and career choices revealed by a postal survey of accountants from the Queensland Division of the Institute of Chartered Accountants in Australia. Of particular interest are levels of satisfaction with remuneration and promotion. Two moderating factors of career age and firm size are also considered. Consistent with prior research, female accountants reported dissatisfaction with their opportunities for promotion. However, unlike prior research there was no evidence of a gender effect in remuneration levels, and in reported satisfaction with remuneration. Nor were there differences in satisfaction across age bands, and public accounting firms of different size. The link between satisfaction levels of female accountants and their career choices of leaving their current employer, moving to parttime employment, or leaving the accounting profession was also investigated. Consistent with a large body of organisational and accounting research, low levels of job satisfaction were associated with higher turnover intentions for female accountants.

The purpose of this study was to investigate the perceived gender differences in pay and promotion of bank managers in Nigeria, and how these differences affect job overall satisfaction of male and female bank managers in selected banks in Nigeria.

The population for this study comprised bank managers who were members of the Chartered Institute of Bankers of Nigeria. A total of 800 questionnaires were sent to potential respondents chosen from 50 banks. A total of 512 usable questionnaires were returned giving a response rate of 64 percent.

Results of this study indicate that a salary differential does exist between male and female bank managers in Nigeria. Male managers were more satisfied with their salary than their female colleagues. Results also indicated that there were gender differences in promotion. Male managers were overall more satisfied with their company promotion policies than their female counterparts.

This research is limited to the banking industry. Thus, the results cannot be generalized to other industrial sectors of the economy. This study needs to be replicated in other organizations using the same method.

The study offers practical suggestions to the banking industry and human resources managers on how to recruit, pay, promote and retain women managers as well as to maintain gender equity in the industry.

The study examines gender related issues in a developing economy this is under‐researched area. It offers recommendations on how to provide opportunities for women to excel in the banking industry in a developing economy.

The purpose of this study was to examine the effects of gender on the job satisfaction of US academics.

The population for this study consisted of full‐time college and university teachers listed in the “Brain Track University Index Directories of the United States Colleges and Universities”. A sampling technique was used to select the respondents surveyed for this study. A total of 1,100 questionnaires were administered to respondents chosen from 80 universities. A total of 560 usable questionnaires were returned, giving a response rate of 51 percent.

The findings of this research show that there are gender differences apparent in the job satisfaction levels of university teachers surveyed for this study. Female faculty were more satisfied with their work and co‐workers, whereas, their male colleagues were more satisfied with their pay, promotions, supervision, and overall job satisfaction. Results also indicated that ranks were significant in explaining gender differences and job satisfaction of the respondents.

This research is delimited to 4 year colleges and universities. Thus, the results of this study cannot be generalized to 2 year and community colleges.

Findings of the study provides institutional leaders, university and college administrators, and human resources professionals with key information that would enable them to recruit, reward, promote, and retain women faculty. The finding would also enable the government address the issues concerning female academics.

This paper offers practical recommendations to higher education administrators and human resources professionals on how to enhance job satisfaction of female faculty. It also offers suggestions to how to maintain more balanced gender equity in higher education.

To achieve a full understanding of the role of marketing from plan to profit requires a knowledge of the basic building blocks. This textbook introduces the key concepts in the art or science of marketing to practising managers. Understanding your customers and consumers, the 4 Ps (Product, Place, Price and Promotion) provides the basic tools for effective marketing. Deploying your resources and informing your managerial decision making is dealt with in Unit VII introducing marketing intelligence, competition, budgeting and organisational issues. The logical conclusion of this effort is achieving sales and the particular techniques involved are explored in the final section.

The purpose of this paper is to compare internal and external job mobility (quits and promotions) as separate mechanisms for workers improving earnings and job fit.

The authors sample the core workforce from the British Household Panel Survey, estimating the effects of quits and promotions on two sets of outcomes. The first is subjective; satisfaction with work, pay and hours. The second is objective realities about the job; gross monthly pay and weekly working hours. The authors use linear fixed-effects estimation to control for individual heterogeneity.

Quits and promotions are distinctly different mechanisms for improving earnings and job fit. Quits improve measures of job fit (satisfaction with work, pay and hours) but have little effect on earnings. Internal promotions bring earnings growth but have little effect on job fit. The findings shed light what drives “voluntary” mobility; internal mobility may be driven by higher “reservation wages” and career progression, while external mobility may be driven by job matching and the need to find more appropriate work.

Researchers should treat mobile labour markets with scepticism. The growth of “boundaryless careers” may closer resemble a release valve for poor working conditions in a varied market than a growth in new opportunities for earnings and career progression.

Studies of job mobility overwhelmingly focus on the effects quitting without explicitly comparing this mobility to promotions. This omission gives an incomplete picture of mobility. Bringing promotions back into the discussion, helps to understand why workers commit to internal careers and firm tenure. The paper shows that quits and promotions yield distinctly different outcomes for core workers, despite both mobility types being labelled “voluntary”. Thus, the authors show that inequality in earnings and working conditions is closely tied to access to the “life-chances” of mobility; those who are able to pursue promotion are rewarded objectively; those who quit for a new employer seek a better job fit.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

This research explores whether gender affects faculty satisfaction with opportunity for advancement in rank at two elite liberal arts colleges in the United States.

We analyze survey data from associate and full professors to identify predictors of satisfaction with advancement. Focus group and interview data supplement our interpretations of regression results.

The two colleges differ in the impact of gender, rank, perceptions of the full professor promotion process, and quality of department relationships on satisfaction with advancement. At one college, there is no gender difference, while at the other, women are less satisfied than men. The effect of gender at this college is fully mediated by department relationship quality.

This cross-sectional study was conducted at only two colleges. Interpretations of the quantitative results are inductively generated and not tested in the analysis.

We make recommendations to improve processes and pathways for promotion that recognize the role of department climates in fostering or hindering career progression. Gender may be less salient in contexts in which associate professors have positive department relationships and in which promotion criteria value their administrative service and other institutional contributions sufficiently.

Previous research about promotion to full professor has focused on research universities while we examine the issue at liberal arts colleges, institutions that emphasize undergraduate study.