ion involves placing similar themes together and developing a new name for the cluster. Themes are grouped together under super-ordinate theme titles (Smith et al., 2009). An example in the research of a super-ordinate theme was the impact of supervision on the participants’ perception of job satisfaction. The researcher also used contextualisation as a method of identifying patterns and connections. This method acknowledges the contextual or narrative elements within the transcript (Smith et al., 2009). Examples of such themes could be temporal, narrative or cultural themes. An example of a temporal theme is the perception of autonomy as voiced by a participant. Significant moments and examples in his work history enforced his perception of the importance of independence and flexibility in the workplace. Such comments include his reference to the choice to arrive or leave work at a chosen time and the freedom experienced in having a choice which creates the perception of an independent work environment. Finally, the researcher used numeration as a supportive method in the data analysis. This method acknowledges the frequency with which a specific theme is supported. Smith et al. (2009) warns that this method should not be enunciated, but it could be one way of indicating the relative significance of emergent and super-ordinate themes. An example in the data of numeration was where a participant mentioned the impact of role conflict on seven occasions. Similarly, it was also considered how many participants mentioned a specific aspect such as the positive contribution of their supervisor in their work experience. The following table illustrates an example of themes and the development of super-ordinate themes.

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A qualitative investigation into the sources of job satisfaction among black middle level managers

Transnational Higher Education Networks for Learning and Teaching (TNLTs) in Geography are networks of academic geographers that facilitate a common interest in exchanging knowledge about higher education learning and teaching. Participation within these learning and teaching networks arguably provides benefits of information sharing but is often compromised by barriers such as finance and time. The aim of this study is to contribute to geographies of higher education by exploring academic networking practices for learning and teaching through geographers motivations, experiences and outcomes of participation alongside the role that technology plays in facilitating these. The subject of learning and teaching is an increasingly important area of study. The complex relationship between the practices of learning and teaching alongside research and administration duties within higher education has been previously explored yet little discussion is offered on academics who focus on learning and teaching practice. However, within the context of human geography research TNLTs as defined within this thesis have only received cursory treatment. This study situates TNLTs under the umbrella of geographies of higher education that are increasingly being studied with focuses on transnational academic mobility, international student mobility and international collaborations in higher education. This study sketches a conceptual framework for engaging in academic networking by bringing research together on TNLTs, Continuing Professional Development (CPD), higher education on a global scale, Communities of Practice (CoP) and the technology driven-network society that comprise five bodies of literature that have not been considered collectively before. Due to a lack of literature and previous work on TNLTs, this thesis applies grounded theorising that generated findings out of the data rather than testing a hypothesis. Such inductive methodology develops and constructs theory and is a useful approach to researching TNLTs because it also allows for a combination of different research methods. In this thesis, various ways to access TNLTs are blended to effectively study them, including both face-to-face and online surveys and interviews

Transnational Higher Education Networks for Learning and Teaching (TNLTs) in geography

The article analyses current research trends on job satisfaction, organizational commitment and positive psychological capital. It also presents some results of the study on the mentioned constructs that were surveyed in various Lithuanian organizations (n=92). The subjects of the study were 44 (47,83 %) men and 48 (52.17 %) women. The methodology used in this survey: to assess personal job satisfaction (Job Satisfaction Survey, Spector, 1985), organizational commitment (Organizational Commitment Questionnaire, Mowday et al., 2000) and positive psychological capital (Psychological Capital Questionnaire, Luthans et al., 2007). It was found that job satisfaction, organizational commitment and positive psychological capital are related constructs. The study also showed statistically significant differences between these constructs and some socio – demographic characteristics. The data of this study revealed that salary is still one of the major motivational factors in Lithuania. The article also discusses what additional studies are essential for further development of research base on organizational and management effectiveness.

Relationship between organizational commitment, job satisfaction, and positive psychological capital in Lithuanian organizations

The article analyses current research trends on psychological constructs related to well being at work. Right around the turn of the last century, the field of psychology began to place greater importance on investigation what contributes to human flourishing, however, positive approach is still developing, and evidence on relationship between positive constructs has not been grounded culturally yet. This paper presents some results of the survey (n=197) which was conducted in Lithuania. It aimed to identify psychological factors that were found to be related to well being at work: job satisfaction, organizational commitment, psychological capital, personality traits, constructive thinking. This study confirmed that job satisfaction, organizational commitment and positive psychological capital are related constructs, and this Lithuanian research complements the previous studies done in various countries. The study has also demonstrated some statistically significant relations between personality traits and constructive thinking in Lithuanian organizations.

https://eujournal.org/index.php/esj/article/download/2393/2266

Well being at work:what makes a difference?

This paper presents the results of a survey of the employment experiences of women in the Australian Information Communications Technology (ICT) industry. The survey was conducted in 2008 in response to a perceived lack of data within the sector concerning the working experiences of women. It examines a range of features associated with women employed in the sector - including socio - demographic characteristics, types of jobs held, level of remuneration received, hours worked and balance between work and other life issues. The paper also examines the career aspirations and obstacles experienced within the industry. A comparative analysis of three cohorts of survey respondents is then undertaken according to qualifications, employment status, salary range, years in ICT, hours worked and perceived career issues. The cohorts include women under the age of thirty five, those between thirty five and forty nine and women aged over fifty. The paper concludes with an overview of the career stages of women in the ICT sector.

http://espace.cdu.edu.au/view/cdu:30182/Bandias_30182.pdf

The Employment Experiences of Women in the Australian Information Communication Technology Industry

This article investigates the relationship between individual characteristics and job satisfaction from the career perspective. Using 279 employees from a large bank in Hong Kong as the sample, it was found from the questionnaire survey that education was the most significant variable in analysing job satisfaction, with a negative correlation between these two variables. Age and working experience, which relate to career stages, were also found to be important and to have positive correlations with job satisfaction. The article suggests that to attract and retain workers at both the organisational entry level and the early career stage, and also to maintain or enhance their job satisfaction levels, opportunities for continuous learning and development should be provided for employees within the organisation.

Mary Pang

Papers

Personal Characteristics, Career Stage and Job Satisfaction