A study to determine the relationship between attitudes of recently terminated civil service employees and earlier selected civil service employees
Crull, George Walter
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The present study was designed to survey the attitudes of civil service employees who terminated their employment at Northern Illinois University between April 30, 1968, and May 30, 1969. The results were used to discover what improvements, if any, had taken place since the study conducted by Charles O. Schranz between 1965 and 1967. More specifically, the study involved conducting an investigation of recently terminated civil service employees to determine if any appreciable corrections have taken place in the areas indicated as needing improvement in the study conducted earlier. A 50 item questionnaire was sent to 4-98 post-employees. Of these, 208 usable returns were received. Approximately 70 percent of the respondents were in the 25 years of age and younger category. Research revealed the Northern Illinois University post-civil service employees were generally satisfied with their jobs and with the University as a place to work, while a fairly good state of morale existed. Findings suggested that the University Civil Service promotional policies needed reviewing. Female members felt there was a definite ceiling on how far they could advance. The previous findings inferred that many of the nonacademic employees hired by the University could be more qualified for the work they performed. Considerable improvement was shown in this area. Most of the post-employees still believed the compensation they received at Northern Illinois University was comparable to what other employers in the DeKalb, Illinois area were paying for similar work. There was no appreciable change of any nature in the way the employees felt regarding their chances of being properly rewarded for their efforts if they worked harder or did a better job. For the most part, opportunities of this type were not viewed as being readily available to the employees. It is still generally the case that post-employees liked the fringe benefits which were offered by the University Civil Service System. Displeasure still existed concerning the lack of training opportunities offered by the supervisors and administrators at the University. An almost equal number of persons felt their supervisor seldom or never tried to develop them. Communications between offices, supervisors, and subordinates revealed signs of weakening from the relatively low level of the previous study. On the whole, those areas showing improvement over the previous study were far outweighed by areas witnessing deterioration. This would tend to indicate that there is still room for improvement on the Northern Illinois University employment scene.