Date of Award

1992

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Department

Education

Abstract

Companies have realized the importance of investing in human capital in today's competitive workplace. Human resource development (HRD) programs have been implemented to meet this need. One component of an HRD program is training. One goal of HRD training is an increased level of employee job satisfaction. The study focused on two different problems in training. One problem was to determine if there were differences in perceptions of job satisfaction of managers who received HRD training as compared to managers who did not receive HRD training. A second problem of this study was to determine if there were differences in perceptions of job satisfaction of hourly employees who received HRD training as compared to hourly employees who did not receive HRD training. Dimensions of job satisfaction examined were intrinsic, extrinsic, and general. Twenty-seven managers and 71 hourly employees at Digital Audio Disc Corporation (DADC) in Terre Haute, Indiana completed the Minnesota Satisfaction Questionnaire in December 1991. Two-tailed t-tests were used to determine if significant differences existed at the.05 level of significance. There was a significant difference in the perceptions of intrinsic job satisfaction between the trained and the untrained managers at DADC. There were no significant differences found in the perceptions of extrinsic and general job satisfaction between trained and untrained managers. There were no significant differences in the perceptions of intrinsic, extrinsic, and general job satisfaction for trained compared to untrained hourly employees. Further research of the effects of HRD programs is warranted.

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