Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay

Strengths And Weaknesses Of Studies On blood pleasure Education Essay logical argument ecstasy is a state whereby an employee is content with the situation around him/her. Satisfaction occurred when you belong e re onlyything you liking from your work. The achievement of one and only(a) desire to work leads to origin cheer. The desire may be financial, prestige, genial recognition or just to follow something to do or somewhere to go, etc.Locke (1976) defined cheat felicity as a pleasurable emotional state takeing from the perception of ones employment as fulfilling ones important billet values, provided these values be compatible with ones needs. www.4u-2.com//HYPERLINK http//www.4u-2.com// rail line- propitiation-of-call-center-employees originHYPERLINK http//www.4u-2.com// mull- cheer-of-call-center-employees-HYPERLINK http//www.4u-2.com// romp- ecstasy-of-call-center-employees raptureHYPERLINK http//www.4u-2.com// origin- enjoyment-of-call-center-employees-of-call -center-employeesBram Steijn (2000) cited (Hackman Oldman 1980) that believed a higher byplay triumph is associated with increased productiveness, move absenteeism and lower employee turnover.A lot of query or studies had been carried out on phone line ecstasy. umpteen of them atomic number 18 carried out to attain the level of duty contentment among a group of employees or a profession, many establishes the tellingship between job mirth and constructs like payload to work, penury at work, man eldrial approaches, productivity etc.This chapter go away discuss the military postures and weaknesses of many of these studies and also highlight how this make look forget contrisolelye to them.21 line of business gratification among the professionalsRoberto Jon, (2003) analysed the level of job satisfaction by certified acrobatic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA macrocosm having football game programmes. They do wont of an excellent job satisfaction get over called the manganese Satisfaction Questionnaires to collect the info from the 240 samples around the country, 138 questionnaires were returned among which only 31% were tender employees. The one way analysis plus post hoc which were perfect were utilise to examine the data. The percent hop on of the teen employees utilise for the analysis was low. In these set out studies 100% of the samples impart be preadolescent employees in order to establish the factors stiring job satisfaction among them. www.thesportjournal.org//HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http//www.thesportjournal.org//job-satisfaction-among- athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsathleticHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionstrainersHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsncaaHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.the sportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsdivisionHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsiaaHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsinstitutionsThe findings or the results of analysis comprise that in that location is significant difference (p little than 0.05) in trainers job satisfaction and their respective(a) employment positions. While those in high/upper position(which assume to be among the old employees) were intimately convenient with their jobs, those in low post were non and these are mainly the assistant trainers and graduate assistant( mainly new-make employees). change surface though the theater did not mention the conjecture apply, it was established that the quondam(a) trainers amaze greater job satisfaction than materialization trainers. This present see will consider using some established theories to buttress its findings.The in a higher place bring was supported by K. Chandraiah et al (2003)s force field that investigated the feat of age on Occupational pains and job satisfaction among managers of different age groups. They made use of the Occupational Stress Index and Job descriptive Index to gather data from the 105 samples out of which 35 were boyish employees. One of the results of the findings frame that the four-year-old employees/managers are more than focal pointful cod to the load of work and in that locationby job un cheerful. http//medind.nic.in/iay/t03/i2/iayt03i2p6.pdf.The scales utilise were good, the samples were well selected in and around Calcutta city but the number of the young emp loyees involved were few. This explore aims to concentrate on the young employees who happen to be the future strength of any nerve.Patrick Manuel, (2007) also supported the to a higher place in their assume that investigated job satisfaction among practising pharmacy. They made use of Rasch Rating Scale Model, gathered data from 5000 samples throughout the United States but finally made use of 840 for the intend of data analysis. One of their findings which I am very much provoke in prepare that the older, higher-wage earning pharmacists working at independence practice sites experience greater amount of job satisfaction. http//ijahsp.nova.edu/articles/vol5num4/pdf/hardigan.pdf .This conceivet that the young pharmacists/employees in this study were slight job satisfied.Ibrahim et al, (2005) investigated job satisfaction of primary health care medical student at capital health region discovered that age affect job satisfaction and that the higher the age the higher the jo b satisfaction. This result indicated that the young employees are not job satisfied. Ibrahim et al (2005) did a very good job but the numbers of young employees apply were few. This study will use 100% of young employees as its samples. www.HYPERLINK http//www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfmejfm.comHYPERLINK http//www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/HYPERLINK http//www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfjournalHYPERLINK http//www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/July05/PDFs/JobSatisfaction.pdfSharon and Zhan, (2003) made use of bottom-up possible action as on one of the theories and questionnaires with high reliability and validity values in their survey of job satisfaction of recent graduates in financial divine service . One of the results of the findings indicated that graduates were fairly satisfied with their jobs and not extremely satisfied. www.bls.gov/opub/cwc/cm20030522ar01p1.htm.The use of young graduat es which I can classify as young employees was excellent but the study focused on a particular professional. This study will make use of the bottom-up theory as they did but will include young employees from other professional fields such as teaching, nursing, call center, care workers, transport etc.A.O. Okaro et al (2010) evaluated the job satisfaction level of Nigeria radiographers working in the South-Eastern, Nigeria. Using 28 item self-completion questionnaires and afterward analysed the data with Statistical Package for Social Sciences(SPSS), concluded that Nigeria radiographer working in the South Eastern are not job satisfied with their job and would prefer another job if given a choice. www.euroHYPERLINK http//www.eurojournals.com/ejsr_39_3_13.pdfjournalsHYPERLINK http//www.eurojournals.com/ejsr_39_3_13.pdf.com/ejsr_39_3_13.pdfSusan J Linz (2002) analyzed the temper and scope of job satisfaction among the Russian workers. The study was in four different folds, among the m was the use of survey data to grade level of job satisfaction by 1200 survey participant investigate the sport in job satisfaction explained by differences in worker traces e.g. age. Sex.Her findings make that respondents were generally satisfied with their own job and the kind of work they do in their job. It was also revealed that the older workers (born before 1965) were significantly more satisfied with their job and work more than young workers and older workers also eyeshot slight frequently well-nigh quitting. The concentration will be on the young employees in this study and will involve only those in the city. http//HYPERLINK http//deepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdfdeepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdf.Muhammad Masroor Alam and Jmilha fakir Mohammmad (2009) investigate the level of job satisfaction and intent to leave among Malaysian nurses. The results of the study found that the nurses were moderately satisfied with the ir job in all six expressions of job satisfaction i.e. satisfaction with supervisors, job variety, closure, compensation, co- workers and HRM/ attention policies. They also found that the nurses perceived a lower level of intention to leave. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdfIn support of the above research and some others, Bram Steijn (2002) cited Reiner and Zhao (1999) who describe only a significant effect of age and Ting (1997) who reported mixed results with significant effects for age and turn tail but not for education and gender. http//soc.kuleuven.be/io/egpa/HYPERLINK http//soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdfHRMHYPERLINK http//soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdf/potsdam/steijn.pdfContrary to the above findings and some others Sariye Gaziolu and Aysit Tansel (2002) find a non-linear family between age and the four measures of job satisfaction. This non-linearity showed a U- shaped consanguinity. Sariye Gaziolu and Aysit Tansel (2002) cited the study of Clarks (1996) and Clarks et al (1996) that also reported significantly U shaped pattern in age for several job satisfaction measures. www.erc.metu.edu.tr/menu/series03/0303.pdfSafdar Rehman Gehazi and Umar Ali Khan (2007) conducted a study to measure the general and facet specific job satisfaction of the precede teachers and the regulate of gender and civilize location on their job satisfaction.They made use of Minnesota Satisfaction Questionnaires (MSQ) and self developed Individual Data Sheet (IDS) to collect data from the respondents. Using the SPSS-10, the findings of the study showed that head teachers were generally satisfied with their posts the female head teachers were more satisfied that the male head teachers and that the head teachers located in the urban areas were more satisfied than those located in the rural areas. This study will establish among other things the relationship between the job satisfaction and city aliveness using 1 00% of city found young employees. www.usindh.edu.pk/suje//Issue%202007/Dr_Umar_Ali.pdf22Job satisfaction in relation to other constructsMany research works had been done to establish the relationship between the job satisfactions and other constructs such as organisational loading, livelihood satisfaction, compensation, managerial styles, working condition, temperament, etc.221 Organizational fealtyStranglen (2009) defined an organizational commitment as how employee identifies him/herself with the organization.L.K. Stranglen (2009) carried out a research to determine whether job satisfaction correlates with organisational commitment. 76 nursing home foodservice employees were the participants. Job satisfaction and organisational commitment survey were used to collect the data.The findings of the research indicated that satisfaction with work itself correlates to organisational commitment and to other three subcategories organisational identification, involvement in the organ isation and loyalty. According to the study, satisfaction with work did not correlate with satisfaction with pay, usefulness or operational procedures.It was also found that the years employed did not correlate with identification, involvement or loyalty for the organisational commitment survey. www.minds.winsconsin.edu.Stranglen (2009) cited the study of Sneed and Herman (1990) that found hospital food service employees 29 years old and younger were less committed to the organization than were employees over 30 years. Stranglen (2009) also cited Shen, Pitt-Catsouphes and Smyer (2007), they reported that older employees are more likely to report high commitment to employer than both young employees or employees at the mid life. . www.minds.winsconsin.eduStranglen (2009) also indicated that young employees scored lower on loyalty which was one aspect of commitment.Stranglen (2009) cited Feinstein and Vondrasek (2001) who found that employees could be more committed to the organiz ation by increasing compensation, working conditions and meliorate policies.All the above research works indicated that young employees get to less organizational commitment. This I think may be as a result of job dissatisfaction. This study will investigate the factors that genuinely watch job satisfaction among city based young employees and also analyses the affirmable correlational statistics coefficient between job satisfaction and city life, managerial approaches and hazard gained at work. The study will make use of 100% young employees as the participants.Adeyinka, et al (2007) investigated work motivation, job satisfaction and organizational commitment of library personnel in academic and research libraries in Oyo State, Nigeria. They used a modified questionnaire tagged Work motivation, Job satisfaction and allegiance (WMJSCS) to collect the data from 200 library personnel. The instrument consisted of 3 part namely motivation, job satisfaction and commitment.The re sults of the study found that there is a correlation between perceived motivation, job satisfaction and commitment although the correlation between motivation and commitment was negative. In other case, motivation is seen as an ingredient that increases employees instruction execution and job satisfaction.The findings also confirmed that there is a relationship between the organization commitment and job satisfaction. This indicated that those employees who are job satisfied may be committed to the organization. www.webpages.uidaho.edu/mbolin/tella2.pdf222 life sentence satisfactionAndrew J Wefald et al (2008) studied the relationship of life and job satisfaction to emerging status, using 532 participants of 62% males and 37% females. They made used of self developed questionnaires and many others surveys such as Life Satisfaction (Diener, Emmons, Larsen Griffing, 1985). The study found a correlation between life satisfaction and job satisfaction was significant at 0.36 (p less t han 0.01). Their vertical regression analysis revealed that, after controlling for demographic variables, job attitude predicted both life satisfaction and job satisfaction however the relationship was stronger for job satisfaction. www.midwestacademy.org/Proceedings//Wefald,Smith,etal_33.pdf.This study will analyse a manageable correlation between job satisfaction and city life among the young employees.223Training and employment per get upanceMelanie K. Jones et al (2008) in their paper analysed the relationship between readying, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS) found that workers who let very short amount of training (less than one day) in the previous year are actually less satisfied on several dimensions than those who original no training at all. They also considered an fundamental interaction between age and training and discovered a significant . for workers in their thirties. The interaction t erms used were also significant for those whose tenure is either 2 or less than 5 or 5 to less than 10 years. This study will analyse a possible correlation between job satisfaction and prospect (training, pay etc) gained from the job among the young employees http//ftp.iza.orgHYPERLINK http//ftp.iza.org/dp3677.pdf/HYPERLINK http//ftp.iza.org/dp3677.pdfdp3677HYPERLINK http//ftp.iza.org/dp3677.pdf.pdf.Melanie K. Jones et.al (2008) cited the study of Siebern-Thomas (2005), who found that job satisfaction tended to be greater where there was availability of work training. Also cited Hersch (1991), he found that over improve workers were less satisfied than adequately educated workers. http//ftp.iza.orgHYPERLINK http//ftp.iza.org/dp3677.pdf/HYPERLINK http//ftp.iza.org/dp3677.pdfdp3677HYPERLINK http//ftp.iza.org/dp3677.pdf.pdf224Job stressNilufar Ahsan, et al (2009) investigated the relationship between job stress and job satisfaction among university staff in Malaysia the aim of the s tudy was to identify stressor issues that will influence the academy staffs job satisfaction. They made use of three hundred respondents from the public university in Klang Valley and also use cross sectioned analysis, descriptive analysis and regression analysis to analyse the data collected. The quest are some of the findings of the study- there was a relationship between management spot and job stress the association between relationship with others and job stress was not significant the relationship between role ambiguity and job stress is significant the relationship between the job stress and job satisfaction is significant. www.euroHYPERLINK http//www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http//www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdfNilufar Ahsan, et al (2009) cited the UK study of (Townley 2000) that indicated that the majority of the workers were un riant with the true culture where they were required to work extended hours and cope with l arge workloads musical composition simultaneously meeting production targets and deadlines. They also cited (Alexandros-Stamatios et al, (2003) that concluded that management role of an organisation is one of the aspects that affect work related stress among workers. www.euroHYPERLINK http//www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http//www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf225Individual and job related factorsSariye Gaziolu and Aysit (2002) observed the job satisfaction in Britain considering individual and job related factors. The four measures of job satisfaction considered were satisfaction with influence over job, satisfaction with the amount of pay, satisfaction with perceive of achievement and job satisfaction with respect from supervisors.The paper analysed the above measures of job satisfaction using a data of 28240 British employees Workplace Employee Relations Survey (WERS97) and investigated their relationship to individual and job charac teristics.The findings of the study indicated that women were more satisfied with various aspects of their job compared to men. They also observed that satisfaction with the sense of achievement and satisfaction with respect from the supervisor reached a minimum at the ages of 22 and 28 years respectively. They observed that those with higher levels of education have lower satisfaction than those with low level of education. They also observed that training opportunity in the past year led to job satisfaction as compared to no training. A non-linear relationship between establishment size of it and the four measures of satisfaction was also observed.www.erc.metu.edu.tr/menu/series03/0303.pdf226PersonalityJennifer S. Skibba (2002) evaluated how personality and job satisfaction affect job performance in employees at a Central Wisconsin fire department. The main physical object of her study was to see if there was any relationship between job performance, personality and job satisfac tion. Among other scales used were Cattells 16 Personality Factors and the participants were all the 38 fire fighters in a local fire department. She found that most of the employees were generally satisfied with the job, work on present job and people on present job. The study also pointed out that most of the employees were unsatisfied with pay, supervision and opportunity for onward motion.The results of the 16 Personality Factors scale used indicated Warmth and Sensitivity factor as the lowest while the highest mean was found for the Self-Reliance factor. Job satisfaction was positively correlated with the personality factors of liveliness, leadership potential and self-esteem but was negatively correlated with dominance, emphasis and independence.Jennifer S. Skibba (2002) cited Abraham (2000) that found that personality cynicism was the best predictor of job satisfaction. http//www2.uwstout.edu/content/lib/dissertation/2002/2002skibbaj.pdfMuhammad Masroor Alam and Jmilha Faki r Mohammmad (2009) cited Purani and Sahadev (2007) who argued that while issues like supervisory behaviour and compensation form a part of the micro issues regarding a sales persons engagement with the organization, the boilers suit policies and strategies regarding the personnel is associated with a macro perspective with regard to the persons evaluation of the organization.Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) saw compensation as one of the most extrinsic indicators of job satisfaction and argued that this dimension determines the level of job satisfaction of employees by penetrative how much they are satisfied with the pay or compensation or any other security their jobs have provided to them. They cited Churchill et al (1974) that considered compensation as one among the dimensions of job satisfaction among sales people. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf230JOB SATISFACTION THEORIES231bottom-up theory and the top-down theory.Sharon and Zhan, (2003) conducted a research to explain how two social theories compete to explain what determines job satisfaction the bottom-up theory and the top-down theory. The bottom-up theory basalally indicates that persons have desires and they will be prosperous if their desires are met or satisfied. The total of positive and negative effects is used to establish happiness. www.bls.gov/opub/cwc/cm20030522ar01p1.htm.If the positive effects are larger than the negative effects, individuals will judge their life as happy. Sharon and Zhan, (2003) explained that top-down theory indicates that there is a global propensity to experience things in a positive way. In other words, all individuals have a desire to be happy and this attitude will be the major influence on their lives. Thus, aspectings about job satisfaction are generated in one of two slipway from the bottom up by adding positive effects and subtracting negative ones, or from the top down by the diffusion of ones desire to be happy. (Sharon and Zhan, 2003) http//www.bls.gov/opub/cwc/cm20030522ar01p1.htm232Maslows Hierarchy of NeedsStranglend (2009) cited and explained Maslows Hierarchy of Needs as the theory that is based on a hierarchy of needs. Also cited Bor, kraft and Sjunnesson, 2007) that indicated that the theory can be showed as a pyramid that has volt levels starting from physiological, safety, love/belonging, esteem and then self-actualisation which are grouped as deficiency needs. Maslow believed that to motivate an individual he/she must meet the basic needs of food, shelter and warmth, and then move to the next level until he/she reached the highest level self-actualisation, a level where one purses inner talent, creativity and seeks fulfilment. www.minds.winsconsin.edu.233Herzbergs deuce Factor TheoryStranglend (2009), also Herzbergs Two Factor Theory that was developed by Frederick Herzberg. The theory suggested Satisfaction and Dissatisfaction are influences upon employees from two factors known as Motivators (intrinsic factors) and Hygiene (extrinsic factors). (Allen, 1998). http//www.imdb.com/title/tt0120533/. The factors affect motivation at workplace.It was further explained that Dissatisfaction is related to circumstances close to the work environment such as working conditions, security, pays, quality of supervision and relationship with co-workers alternatively than from the job itself. Deficiency of any of these conditions could cause dissatisfaction but has little effect on long-term satisfaction. These factors are referred to as hygiene or alimentation factors by Herzberg.Satisfaction is the relationship to the job itself or aspect from it. This includes the nature of job, recognition, achievement, personal growth and advancement. Herzberg regards them as motivators. www.minds.winsconsin.edu.234Lockes prise TheoryStranglend (2009) also cited and explained Lockes Value Theory. A part of the theory indicated that satisfaction is achieved when job results the employees receive matche those outcomes they desire. It also indicated that the more results people value and receive from the job, the more they are satisfied and vice versa.Stranglend (2009) also cited (Greenberg and Baron, 1997) who stated that the main purpose of Lockes theory is understanding the discrepancy between what one desires in a job and what one has in a job that affects satisfaction. For example, if one desires to be recognised in a job and that same employee received recognition, he/she will be satisfied. If such an employee was not recognised, he/she may be dissatisfied. www.minds.winsconsin.edu.235 presentiment TheoryExpectancy Theory emphasised that employees are motivated to do their jobs when they achieve what they hope or actually expected from the job. It also explains the role of motivation in the overall work environment.Stranglend (2009) also cited (Greenberg and Baron, 1977) who stated that an important part of foresight theory is motivat ion coupled with an employees expertise and capabilities, role perception and opportunity which influence job performance. There are managerial methods of expectancy theory that can help to motivate employees. According to them, good managers will specify the employee what is expected from and will help them to reach the desired level of performance. www.minds.winsconsin.edu.236Equity theoryA.O. Okaro et al (2010) cited the equity theory which views motivation as reliant upon the need for fair treatment (Porter, 1961) and the finishing or intention theory which postulates that performance is determine by the finishing to which an employee is committed (Vroom, 1964)Stranglend (2009) the theory explains that the employee is satisfied if the input (challenging work, qualification) is equal to the outputs (pays, benefits). This is what its referred to as equality. www.minds.winsconsin.edu.237Job Characteristic ModelRajah (2009) cited Hackman and Oldham that proposed the Job Character istic Model, which states that there are five core job characteristic which impact three sarcastic psychological states. The five core job characteristic skills variety, task identity, task significance, autonomy and feedback. All these are combine together to form a motivating potential score. The three critical psychological states are experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results. All these influence work outcomes (job satisfaction, absenteeism, etc). (Rajah, 2009) http//www.slideshare.net/roadies_virus/job-satisfaction-1881481240Job satisfaction The scalesIn measuring job satisfaction of the employees, the most car park means of data collection is Likert Scale. Others are yes/no questions, true/ trumped-up(prenominal) questions, points systems, checklist, and forces choice answers. (Rajah, 2009)The major and common scales used for measuring job satisfaction apart from the self developed questionnaires are241The job de scriptive index (JDI)Stranglen (2009) explained that the scale or questionnaire is based on yes, no or a question mark answers. The questions are based on how satisfied the employees are about their jobs and not on how they feel about it. The scale consists of five facet of job satisfaction which are satisfaction with co-workers, satisfaction with the work itself, satisfaction with the pay, satisfaction with the opportunity for promotion and satisfaction with supervision. (Greenberg and Baron, 1997) as cited by Stranglen (2009). Many researchers had made use of this scale. www.minds.winsconsin.edu.This study will make use of this scale to investigate the factors that actually influence job satisfaction among city based young employees.242The Minnesota satisfaction questionnaires (MSQ)Strangled (2009) explained MSQ as a scale that is developed into two forms. The short form that contains twenty items measure overall satisfaction. The long form contains one hundred items and measures twenty facets. According to (Greenberg and Baron, 1997) in (Strangled, 2009), the scales allow the employees to rate their dissatisfaction to satisfaction about various aspects of facets of the job. Also harmonize to them, the higher the score on the Likert scale the higher the satisfaction. www.minds.winsconsin.edu.MSQ have been used by lots of researchers. For example, Safdar Rehman Gehazi and Umar Ali Khan (2007) cited McCann (2001) who made use of MSQ in his study to measure the job satisfaction of directors in California and Dutka (2002) also use the same questionnaires in his study on job satisfaction and organizational climate relationship for female administrators of higher education institution.Roberto Jon, (2003) also made use MSQ to analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. www.thesportjournal.org//HYPERLINK http//www.thesportjourn al.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http//www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http//www.thesportjournal.org/..