| This study focused on civil service engineers working for the Strategic Systems Program (SSP), a U.S. Navy organization responsible for the sea-based leg of the strategic triad. Two distinct groups of engineers, those who were employed prior to the end of the Cold War who remained on the job after December 1991 and those who were hired after the Cold War ended, were surveyed. The purpose of this research was to examine whether the two groups have different requirements for job satisfaction. The researcher also examined whether demographic factors have an effect on job satisfaction between the two groups. The theoretical framework for this research is based on the Herzberg et al. two-factor theory. The instrument chosen was the Minnesota Satisfaction Questionnaire (MSQ)-short form. A total of 127 of 220 surveys were returned (57.73%). General satisfaction scores were 78.91 for the engineers employed during the Cold War and 76.92 for engineers hired after the end of the Cold War. Moral values, security, and activity were the dominant satisfaction factors for Group 1. Security, variety, and responsibility were the dominant factors for Group 2. These groups differ from previous research that indicates that compensation is the dominant satisfaction factor. The lack of advancement opportunity was identified as the major dissatisfier for both groups. Spearman's correlation coefficient identified creativity (.768) for Group 1 and ability utilization (.801) for Group 2 as the two factors that had moderate relationships to general satisfaction. Demographic differences did not appear to influence overall satisfaction in either group. Further research into other Department of Defense activities that have undergone significant change as a result of the Cold War appears warranted. |
