Job Satisfaction Level Among Clergy
Research Problem
A precursory overview of what has been noted about religious service suggests that this profession can be notably challenging when it comes to achieving job satisfaction. According to Zondag (2001) “Pastors meet with little recognition, face heavy workloads, often have to go it alone, and promotion and career opportunities are few and far between” (p. 311). Based on the research provided by Zondag, many of the extrinsic variables that prompt satisfaction for other types of professions are not commonly present in religious service. With the realization that job satisfaction is such and important and integral part of individual well being and happiness (Zembylas & Papanastasiou, 2005), there is a clear need to understand the variables that impact job satisfaction for ministers.
Significance of the Problem
A recent report released by the State of Minnesota (2007, Occupation profile) found that by 2014 close to 14,000 new clergy and religious leaders will be needed across the United States. This represents a 12 percent increase over the number of religious leaders employed in 2004. Given that such a large number of jobs will be available, current religious leaders and religious followers need to ensure that they will be able to effectively recruit and retain qualified personnel. Understanding issues of job satisfaction may provide a clear means for current religious leaders to improve working conditions such that more individuals could be recruited to this profession. In terms of psychology, this study represents an opportunity to understand the intrinsic dimensions of job satisfaction that are important for improving outcomes for employees.
Research Question
The central research guiding the development of this investigation is: What specific factors contribute to job satisfaction for ministers working in Birmingham, Alabama? Supporting questions that will be used to facilitate answering this question include:
1. What extrinsic aspects of
A precursory overview of what has been noted about religious service suggests that this profession can be notably challenging when it comes to achieving job satisfaction. According to Zondag (2001) “Pastors meet with little recognition, face heavy workloads, often have to go it alone, and promotion and career opportunities are few and far between” (p. 311). Based on the research provided by Zondag, many of the extrinsic variables that prompt satisfaction for other types of professions are not commonly present in religious service. With the realization that job satisfaction is such and important and integral part of individual well being and happiness (Zembylas & Papanastasiou, 2005), there is a clear need to understand the variables that impact job satisfaction for ministers.
Significance of the Problem
A recent report released by the State of Minnesota (2007, Occupation profile) found that by 2014 close to 14,000 new clergy and religious leaders will be needed across the United States. This represents a 12 percent increase over the number of religious leaders employed in 2004. Given that such a large number of jobs will be available, current religious leaders and religious followers need to ensure that they will be able to effectively recruit and retain qualified personnel. Understanding issues of job satisfaction may provide a clear means for current religious leaders to improve working conditions such that more individuals could be recruited to this profession. In terms of psychology, this study represents an opportunity to understand the intrinsic dimensions of job satisfaction that are important for improving outcomes for employees.
Research Question
The central research guiding the development of this investigation is: What specific factors contribute to job satisfaction for ministers working in Birmingham, Alabama? Supporting questions that will be used to facilitate answering this question include:
1. What extrinsic aspects of
References: Marriott, A., Sexton, L., & Staley, D. (1994). Components of job satisfaction in psychiatric social workers. Health & Social Work, 19(3), 199-205. Occupational profile. (2007). State of Minnesota. Accessed May 26, 2007 at: http://www.acinet.org/acinet/occ_rep.asp?level=&optstatus=101000000&id=&nodeid=2&soccode=212011&stfips=18#op3. Watson, L.W. (1991). Temperament type and job satisfaction among selected West Virginia agricultural education teachers. Journal of Agricultural Education, 32(1), 25-30. Zembylas, M., & Papanastasiou, E.C. (2005). Modeling teacher empowerment: The role of job satisfaction. Educational Research & Evaluation, 11(5), 433-459. Zondag, H.J. (2001). Involved, loyal, alienated and detached. The commitment of pastors. Pastoral Psychology, 49(4), 311-323.