PERCEIVED JOB SATISFACTION LEVELS OF FEDERAL EMPLOYEES IN A DEPARTMENT OF DEFENSE ORGANIZATION

The purposes of this study were threefold: (a) to determine the general and specific levels of perceived job satisfaction of federal employees in a selected Department of Defense organization, the United States Army Materiel Command Logistic Control Activity (USAMCLCA); and to compare the federal employees' job-satisfaction levels with three norm groups (office clerks, employed nondisabled, and accountants); (b) to compare job-satisfaction level by five divisions (Customer Assistance, Logistic Readiness, Management Information Systems, Resource Services, and Systems Development and Analysis); and (c) to compare job-satisfaction level by ethnicity (Asian, Black, Caucasian Non-Hispanic ). Additionally, a clustering analysis was made of the perceived job-satisfaction levels of 20 job determinants defined by the Minnesota Satisfaction Questionnaire (MSQ).; All 222 full-time federal employees in USAMCLCA located at the Presidio of San Francisco were asked to complete the MSQ and a personal background questionnaire. Of these employees, 80% complied with the request.; Using one-way analysis of variance, a complete-link hierarchical clustering analysis, and Scheffe and Tukey follow-up tests, the following results were found.; Perceived job-satisfaction level of these federal employees was similar to a norm group composed of office workers but below the norm in comparison to non-disabled workers and accountants.; Significant differences were found among the five divisions wherein Computer Programmers rated Ability Utilization and Responsibility significantly higher than did Logistics Management Specialists.; Employees from different ethnic groups also differed significantly on three determinants: Caucasian employees perceived themselves more satisfied with Job Security than either Blacks or Asians. Blacks were more satisfied with Job Security than Asians. Caucasians saw themselves as more satisfied than Blacks on Supervision-Human Relations and Supervision-Technical.; The hierarchical clustering analysis supported Herzberg's theoretical classification of motivational factors affecting worker performance into motivators and hygiene factors.; After the study, feedback was given to the participating employees during which additional qualitative data were gathered.; Recommendations were made to management based on the findings from the feedback sessions. Additional recommendations based on the study were made for public administration researchers and educators.