Job Satisfaction of Employee Assistance Professionals in the United States

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dc.contributor.authorSweeney, Anthony P.en
dc.contributor.committeecochairFortune, Jimmie C.en
dc.contributor.committeecochairHohenshil, Thomas H.en
dc.contributor.committeememberCurcio, Claire Cole Vaughten
dc.contributor.committeememberTalbutt, Louen
dc.contributor.committeememberBrown, Michael B.en
dc.contributor.departmentEducational Leadership and Policy Studiesen
dc.date.accessioned2014-03-14T20:09:02Zen
dc.date.adate2000-04-11en
dc.date.available2014-03-14T20:09:02Zen
dc.date.issued2000-03-27en
dc.date.rdate2001-04-11en
dc.date.sdate2000-04-07en
dc.description.abstractThis study was designed to examine and describe the levels of job satisfaction, the sources of job satisfaction and the relationship between the variables in a national sample of employee assistance program (EAP) professionals. The sample for this study consisted of EAP professionals who worked full-time, and who were members of the Employee Assistance Professionals Association.Data were collected through mailed surveys consisting of and an Individual Information Form and the Minnesota Satisfaction Questionnaire (MSQ). A total of 354 EAP professionals were mailed survey materials. This mailing resulted in 211 completed returns.Overall, EAP professionals indicated that they were moderately satisfied with their jobs. MSQ questionnaire results show that 9% of respondents scored in the very satisfied category, and 71% scored in the satisfied category. The average MSQ total score was within the satisfied range.Demographic variables had mixed results on job satisfaction. EAP external organization respondents were, as a group, more satisfied with their jobs than those respondents who worked in an internal EAP. Age, gender, race of respondent, rural versus non-rural work setting and national certification/recognition had no statistically significant impact on job satisfaction. Several recommendations and implications were drawn from the study. These included the need for open lines of communication with regard to career advancement and company policies; gender inequity issues are seen as barriers to job satisfaction and the masters degree is seen as the logical choice for the entry level EAP professional.en
dc.description.degreePh. D.en
dc.identifier.otheretd-04072000-12570023en
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-04072000-12570023/en
dc.identifier.urihttp://hdl.handle.net/10919/26671en
dc.publisherVirginia Techen
dc.relation.haspartSweeneyBody.pdfen
dc.relation.haspartsweeneyAbstractTitle.pdfen
dc.rightsIn Copyrighten
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.subjectcounselingen
dc.subjectadvancementen
dc.subjectEmployee Assistance Programen
dc.subjectjob satisfactionen
dc.titleJob Satisfaction of Employee Assistance Professionals in the United Statesen
dc.typeDissertationen
thesis.degree.disciplineEducational Leadership and Policy Studiesen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.leveldoctoralen
thesis.degree.namePh. D.en

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