The relationship between job satisfaction and the organizational climate for women higher education administrators at five institutions.

다국어 초록 (Multilingual Abstract)

This study examined women higher education administrators' job satisfaction levels and the relationship between their job satisfaction and perceptions of and satisfaction with the organizational climate. The literature suggests women higher education administrators' may be dissatisfied but few studies explore the influence of the organizational climate on job satisfaction.
A total of 186 useable surveys were returned from women administrators employed at five colleges and universities in the U.S. southeast and northeast. The survey, combining two existing instruments, assessed job satisfaction along three scales (<italic>Minnesota Satisfaction Questionnaire-short form </italic>), organizational climate perceptions and satisfaction along 14 dimensions (<italic>Organizational Climate Questionnaire</italic>), and beliefs about advancement opportunities. Statistical analyses revealed a number of significant associations between job satisfaction and the organizational climate.
Women higher education administrators' report good levels of intrinsic job satisfaction but only moderate levels of extrinsic job satisfaction. While this group characterizes all 14 organizational climate dimensions as important, they report dissatisfaction with each. The dimensions with the highest dissatisfaction ratings include conflict management, reward system, equity, commitment/morale, and planning/decision-making. Women higher education administrators' extrinsic job satisfaction was found to be strongly associated with the organizational climate, as was intrinsic satisfaction although to a lesser degree. Extrinsic job satisfaction was predicted by satisfaction with the climate for career development, communication, conflict management and reward system. Intrinsic satisfaction was predicted by satisfaction with the climate for planning/decision-making, conflict management and career development. The organizational climate dimension career development and a non-organizational climate variable, belief in equal opportunities for advancement within the institution, exhibited strong relationship with all aspects of women higher education administrators' job satisfaction.
The findings reported here reveal women higher education administrators' dissatisfaction with the organizational climate overall, and underscore the importance of the climate for career development. Equally important are the findings about advancement opportunities. Both factors affect women higher education administrators' job satisfaction, which may influence attrition as well as individual and organizational effectiveness.