Date of Award
12-1-2004
Document Type
Dissertation
Degree Name
Doctor of Philosophy (PhD)
Department
Public Health
Abstract
Today’s critical shortage of clinical laboratory professionals has presented a tremendous challenge for many laboratory managers. To recruit and retain laboratory professionals, managers must succeed iI1 creating an environment where laboratory professionals want to be employed. Maintaining overall satisfaction of these laboratorians is key to their retention. This study had three purposes. First, the researcher determined the levels of career commitment, satisfaction with benefits, and overall job satisfaction of the North Dakota licensed CLSs (Clinical Laboratory Scientists) and CLTs (Clinical Laboratory Technicians) currently employed. Secondly, the researcher investigated the relationships among career commitment, satisfaction with benefits, and overall job satisfaction of the North Dakota licensed CLSs and CLTs. Thirdly, the researcher examined the congruity between pre-employment expectations and the perceptions of the actual work experience ir1 the laboratory setting. Surveys were sent to the 892 licensed CLSs and CLTs in North Dakota. Completed surveys were returned by 521 respondents, and the focus of the study was narrowed to a dataset of 3 14, which indicated only respondents currently employed full time. The overall response pattern showed a positive response to career commitment with positive responses of 45.5%, neutral responses of 26.2%, and negative responses of 28.3%. The means of the satisfaction with benefits indicated most of the CLSs and CLTs were less than satisfied with benefits in general. Examination of the total means for the nine subscales of overall job satisfaction indicated the CLSs and CLTs appeared to be satisfied with their jobs. The relationships among career commitment, benefits, and overall job satisfaction, including the subscales were all positive and significant. In reviewing the averages of each of the six categories of expectations and perceptions, responsibility received the highest mean, followed by interpersonal relationships, rewards of work, recognition, supervision, and lastly orientation. Examination of the averages of each category revealed that only orientation received a mean of less than expected. CLSs and CLTs demonstrated a positive response to career commitment, were less than satisfied with benefits, appeared satisfied with their jobs, and had a majority of their expectations and perceptions met.
Recommended Citation
Olson, Marcia L., "Career Commitment and Overall Job Satisfaction of the Clinical Laboratory Scientists and Clinical Laboratory Technicians in North Dakota" (2004). Theses and Dissertations. 6597.
https://commons.und.edu/theses/6597
