Exploring employee job satisfaction and job dissatisfaction at NASA headquarters : a single case study.

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dc.contributor.advisorShelton, Ryann N.
dc.creatorMayfield, Monika Emad, 1991-
dc.date.accessioned2024-07-30T12:45:46Z
dc.date.available2024-07-30T12:45:46Z
dc.date.created2023-12
dc.date.issued2023-12
dc.date.submittedDecember 2023
dc.date.updated2024-07-30T12:45:47Z
dc.description.abstractJob satisfaction is critical for employee well-being and organizational outcomes. Employees who feel satisfied with their jobs have greater mental and physical health and better overall life satisfaction. For employers, satisfied employees have lower levels of burnout, fewer accidents, less absenteeism, reduced turnover, and increased organizational commitment. Among the U.S. federal sector, the National Aeronautics and Space Administration (NASA) consistently ranks highest in employee job satisfaction and has held the number one spot in the best places to work across the U.S. federal government for 11 years. Despite a wealth of literature indicating employee job satisfaction is crucial for employees and employers alike, a disproportionately smaller number of studies explore the elements of job satisfaction in the U.S. federal sector. Additional research is needed to understand the reasons behind NASA employee job satisfaction. This single case study explored the elements of employee job satisfaction at NASA and included five employees from the Office of the Chief Human Capital Officer at Headquarters in Washington, D.C. The purpose of this study was to identify how employees described job satisfaction and dissatisfaction using Herzberg’s (1966) motivation-hygiene theory as the theoretical framework. Data collection consisted of conducting semi-structured interviews with five purposefully selected participants, administering online weekly reflective journals, and analyzing the NASA Policy Directives handbook. Findings from this study indicated that encouraging positive relationships among employees and supervisors, investing in employee growth and development, recognizing employees for their work, giving employees increasing responsibilities, granting employees autonomy, and providing employees with meaningful work duties that helps others were sources of employee job satisfaction among the participants. Alternatively, having poor relationships with coworkers and supervisors and lacking organizational funding and resources were sources of employee job dissatisfaction. This research study is timely and critical, and it sheds light on how decision-makers at U.S. federal agencies may improve employee job satisfaction.
dc.format.mimetypeapplication/pdf
dc.identifier.uri
dc.identifier.urihttps://hdl.handle.net/2104/12911
dc.language.isoEnglish
dc.rights.accessrightsNo access – contact librarywebmaster@baylor.edu
dc.titleExploring employee job satisfaction and job dissatisfaction at NASA headquarters : a single case study.
dc.typeThesis
dc.type.materialtext
local.embargo.lift2025-12-01
local.embargo.terms2025-12-01
thesis.degree.departmentBaylor University. Dept. of Curriculum & Instruction.
thesis.degree.grantorBaylor University
thesis.degree.nameEd.D.
thesis.degree.programLearning & Organizational Change
thesis.degree.schoolBaylor University

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