Job Satisfaction in Aerospace Industry

This dissertation proposal investigates factors contributing to job satisfaction within the aerospace industry. It examines motivational and commitment drivers, the impact of economic and environmental factors, and how organizational behavior influences employee motivation. The research employs a quantitative approach with questionnaires and interviews to analyze data from 100 industry employees.

Running head: RESEARCH PROPOSAL 1
Dissertation Proposal
Name
Academic Institution

RESEARCH PROPOSAL 2
Dissertation Proposal
Title: Factors affecting job satisfaction in the aerospace industry
Researchable Topic Area and Objectives
The organizational behavior of the aerospace industry has encouraged the development of critical
variables that have contributed either positively or negatively to the performance of employees
within the industry (Moynihan & Pandey, 2007). The human resources within the industry
contribute successfully to the success of the industry since the commitment and satisfaction of
employees determines their performance and that of the entire industry (Borzaga & Tortia, 2007).
It is therefore important to ensure that employees of the aerospace industry exhibit a high level of
satisfaction from their job, so that they can carry out their work responsibilities diligently. The
interactions of employees of the industry both at work and away from work, as well as the
compensation offered by the industry to its employees are major contributors to the commitment
and motivation of employees to the industry (Durst & DeSantis, 2007).
The research objectives of this research are:
1. The factors that contribute to the motivation and commitment of employees to
their jobs.
2. The economic and environmental factors that contribute employee satisfaction
within this industry.
3. How the strategies and organizational behavior of the industry affect employee
motivation and commitment of employees.
Literature Review
Literature reviews conducted on the impact of job satisfaction on the performance of an
industry has shown it promotes the commitment and motivation of employees to perform their

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responsibilities diligently and thus contribute to a positive performance within the industry
(Judge, Heller, & Mount, 2012). The biggest contributors to job satisfaction within any industry
are experiences that the employees have when executing their work roles and how different these
experiences are from their expectations regarding that job and its responsibilities (Danish &
Usman, 2010). It is possible that the employees are satisfied with some aspects of the job and
completely unmotivated and dissatisfied with other aspects. The concept of job satisfaction
factors the emotional reaction of the employee to their job and is thus determined by how the
expectations of the employees are met by that job (Hagedorn, 2007). Thus the environmental and
economic factors contribute greatly to the emotional reaction of an employee to their job. The
business strategies commonly applied in the industry also ought to encourage commitment,
motivation and a positive attitude towards the job through opportunities, compensation, positive
relations, and the experiences of the work roles. This research will utilize a cause-and effect
model as the theoretical framework.
Proposed Research Methods
The research design utilized will be a descriptive design which will also incorporate a
quantitative research of the dependent and independent variables. This will be achieved through
collection of data through interviewing and questionnaires to conduct deductive reasoning on the
findings of the data collections to determine the applicability of the concepts of the literature
review. The questionnaire will entail 21 questions distributed to a sample of 100 employees in
the industry for data analysis. The ethical standards of conducting a research will have to be
observed through allowing the employees to sign informed consent forms. These informed
consent forms will indicate acknowledgement of the participants of the research to keep all the
collect data confidential and only used for the reasons explained in the study. Organizational

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consent forms are not required as the research cuts across the whole industry and a given
organization (Gaertner, 2010).
Timetable of Research
Month Dissertation Activity
September 2017 Introduction
September-October 2017 Literature Review
October 2017 Methodology
October-November 2017 Data Analysis
November 2017 Discussion and Conclusion
December 2017 Finalizing

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References
Borzaga,C.,& Tortia,E.(2006).Worker motivation, job satisfaction, and loyalty in public and
nonprofit social services. Nonprofit and Voluntary Sector Quarterly, 35 (1), 225-248.
Danish, R.Q., & Usman, A., (2010).Impact of Reward and Recognition on Job Satisfaction and
Motivation: An Empirical Study from Pakistan. International Journal of Business &
Mangement, 5(2)
Durst, S.L., & DeSantis, V.S. (2007). The determinants of job satisfaction among federal, state, and
local government employees. State and Local Government Review, 29(1), 7-16.
Gaertner, S. (2010). Structural Determinants of Job Satisfaction and Organizational Commitment in
Turnover Models. Human Resource Management Review, 9(4), 479-493.
Hagedorn, L.S. (2007).Conceptualizing faculty job satisfaction: Components, Theories, and
outcomes. In. L.S. Hagedorn (Ed.), what contributes to job satisfaction among faculty and
staff: New directions for institutional research, 105 (1), 5-20
Judge, T.A., Heller, D., & Mount, M.K. (2012).Five-factor model of personality and job satisfaction:
A meta-analysis. Journal of Applied Psychology, 87(3), 530-541.
Moynihan ,D.P & Pandey ,S.K.,(2007).Finding Workable Levers over Work Motivation Comparing
Job Satisfaction, Job Involvement, and Organizational Commitment. University of
Wisconsin-Madison, the University of Kansas, Lawrence. A sage publication.