Theses and Dissertations

ORCID

https://orcid.org/0000-0001-9037-6658

Advisor

Nukpezah, Julius

Committee Member

French, P. Edward

Committee Member

Stanisevski, Dragan

Committee Member

Potter, Michael R.

Committee Member

Dimitrijevska-Markoski, Tamara

Date of Degree

5-10-2024

Original embargo terms

Visible MSU only 2 years

Document Type

Dissertation - Campus Access Only

Major

Public Policy and Administration

Degree Name

Doctor of Philosophy (Ph.D)

College

College of Arts and Sciences

Department

Department of Political Science and Public Administration

Abstract

The study of work-life balance, teleworking, and diversity, equity, inclusion, and accessibility are increasingly studied among scholars using different theoretical frameworks. However, no study examines work-life balance, teleworking, and diversity, equity, inclusion, and accessibility as needs in these contemporary times that, when met, lead to higher employee job satisfaction. Existing scholarship suggests that employee job satisfaction is a function of needs. However, with globalization, human needs have changed to include social justice concerns and the desire to have a more fulfilling family life. When organizations respond to these needs, it leads to employee job satisfaction, which ultimately improves organizational performance. This dissertation proposes a Contemporary Needs Theory of employee job satisfaction and contends that work-life balance, teleworking, and diversity, equity, inclusion, and accessibility (DEIA) are contemporary needs that influence employee job satisfaction. Just as physiological, safety, love, self-esteem, and self-actualization needs are important, so are efforts to meet needs that contribute to work-life balance, teleworking, and DEIA policies. Using the 2022 federal employee viewpoint survey data and multivariate regression analysis, the findings indicate that work-life balance, teleworking, and commitment to DEIA policies contribute to employee job satisfaction. The study's policy and management implications inform researchers and practitioners of the socio-demographic dimensions affecting federal employee job satisfaction, the need for the federal government to examine policies from a historical perspective, and more effective ways of managing organizations. The study recommends that policymakers constantly review their policies and evaluate the workplace for disparities, cultural changes, and policy effect on employee behavior.

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