In a larger study carried out by O’Sullivan et al to explore the perceptions and experiences of teachers in the Republic of Ireland and Northern Ireland who were engaged in continuing professional development (CPD), one of the significant findings to emerge was the key role of teacher motivation The current study therefore focuses on the motivating and inhibiting factors involved and examines these against Herzberg et al’s ‘two-factor theory’ of motivation The data collection methods involved two initial focus groups (n = 9) followed by questionnaires (n = 74) Motivation factors are considered at three levels: personal, school-related and system-wide A Teacher CPD Motivation Model has been devised, which privileges the personal motivators of achievement, growth and advancement; promotes contingent factors such as interpersonal relations and school policy; and advocates a benevolent tangential factor of compulsory CPD Implications are drawn out for initial teacher educators, school management teams 

Continuing professional development – why bother? Perceptions and motivations of teachers in Ireland

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To transform a culture: The rise and fall of the U.S. Army organizational effectiveness program, 1970-1985

-Leadership style (LS) has not been effectively examined in educational institution in developing countries. The purpose of this study is to examine the effect of LS on academic staff performance (ASP) in Iraq. Based on the review, the study proposed that LS and its components; transformational leadership (TFL) and transactional leadership (TSL) will affect ASP. In addition, the study proposed job satisfaction (JS) as a mediator between LS, TFL, TSL, and ASP. Methodology The population of this study is the Iraqi academic staff in Baghdad. A stratified sampling technique was deployed to collect 297 responses from nine universities in Baghdad. The findings showed that LS, TFL and TSL have significant effect on ASP. JS mediated partially the effect of LS, TFL and TSL on ASP. Decision makers are advised to implement the TFL and increase the JS among academic staff.

The Mediating Role of Job Satisfaction between Leadership Style and Performance of Academic Staff

The world’s economic attention is rapidly shifting towards the direction of emerging economies. In order to facilitate and accelerate this process, it is important that designated economic hubs are well positioned in terms of infrastructural and social development. This can only be achieved through an integrated human resource practices that recognises the importance of human beings (employees) as the most important factor for the success or failure of any social or economic project. This imperative therefore places employee motivation and job satisfaction in the forefront. It was against this background that this research was conducted to determine the level at which municipal employees of one of the world-class socio-economic cities in South Africa enjoyed job satisfaction using selected motivational variables. The study adopted a survey research method using quantitative research design. A measuring instrument with a Cronbach alpha coefficient of above 0.70 was developed and used to collect primary data from 300 employees of the municipal council. Main hypotheses were formulated and tested using both regression and correlation statistical analyses. Results show that intrinsic and extrinsic motivational variables impacted significantly on the level at which employees derived job satisfaction. Management can therefore develop a job satisfaction practice around identified motivational variables in order to maximise employee productivity and enhance quality service delivery. DOI: 10.5901/mjss.2014.v5n9p267

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Revisiting employee motivation and job satisfaction within the context of an emerging economy: Theoretical representation and developing the model

Background: Clinical supervision has been widely used as a tool to improve nurses’ job satisfaction and competence through shared experiences and reflection. This study, which examined job satisfaction before and after a clinical supervision intervention in Primary Health Care (PHC) organisations in Saudi Arabia (SA), is the first of its kind in this particular context. 
Research Question: Does clinical supervision improve job satisfaction for qualified nurses in Primary Health Care in Jeddah, Saudi Arabia? 
Methodology: A mixed-methods approach was used to explore participants’ perceptions of job satisfaction before and after a clinical supervision intervention. The design and execution occurred within the ‘Plan, Do, Study, and Act’ (PDSA) quality improvement framework cycle. 
Methods: Quantitative data were collected using a quasi-experimental design, where a non-equivalent pre-test and post-test control group was used to determine whether clinical supervision could improve nurses’ job satisfaction in six selected PHC centres in Jeddah, SA. Subsequently, 91 nurses in the pre-test group and 78 nurses in the posttest group completed the Minnesota Satisfaction Questionnaire (MSQ). The external moderators provided supervision-training sessions, followed by six months of implementation after the pre-test, which was only provided for the intervention group, who become the supervisors and supervisees. Following the post-test process for both groups, semi-structured interviews were conducted with six participants from the intervention group only. 
Analysis and Results: Quantitative data was analysed via SPSS (version 22). The analysis of variance (ANOVA) and analysis of covariance (ANCOVA) statistical tests were utilised to equate and compare the two groups. Qualitative data were analysed using both NVivo software (version 11) and a manual process. Both methods’ findings were integrated to inform the study findings. Quantitative findings reported that the intervention group developed more positive job satisfaction than the non-intervention group. Qualitatively, a number of participants showed improved job satisfaction after six months of the clinical supervision intervention. 
Supported by both quantitative and qualitative data, the findings of this study indicate that, in this context, clinical supervision may boost job satisfaction among qualified PHC nurses as job satisfaction improved after a six-month intervention.

Does clinical supervision improve job satisfaction for qualified nurses in primary health care in Jeddah, Saudi Arabia?

: This report presents a summary of the Herzberg two-factor theory of job satisfaction. The purpose of the study is to develop the Herzberg theory and its possible application to an organization as a means of increasing worker productivity. The study was conducted by means of a systematic research of a representative sample of the literature available on the theory.

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Nelson H. Noell

Papers

Herzberg's Two-Factor Theory of Job Satisfaction