Investigation into factors that influence job satisfaction of African American librarians in some urban public library systems in the United States

Abstract

This study investigated factors that influenced the job satisfaction of 10 female African-American librarians working in urban public library systems in various geographic areas of the United States. The epistemological basis of the study was phenomenology. Narrative methodology was used to collect the data. The investigator interviewed participants on a face-to-face basis. The interviews were audio taped. The tapes were transcribed and coded using Sage Publication’s QSR N6 Software. Each participant submitted a written document six weeks after her interview responding to a question about her job satisfaction. Depending on the content of their interviews, some participants were asked to describe the role religious belief played in their achieving job satisfaction. Others were asked to describe their perception of the competency of their managers and supervisors. Grounded theory methodology was used to extract meaning from both sources of data. Triangulation was achieved by using the transcripts of the interviews, the written documents, and the U.S. Equal Employment Opportunity Commission’s regulations enforcing federal laws prohibiting job discrimination. Performance of the duties of a professional librarian emerged as the prime factor in attaining job satisfaction. The primary reason cited by all participants for satisfaction in performing the work of a professional librarian was helping people. Other predominant factors contributing to job satisfaction noted were mentoring and religious beliefs. The chief source ofjob dissatisfaction was the perception that managers lacked the necessary skills to manage their organizations. The primary reasons cited for poor management were the perception that managers and supervisors discriminated in assigning work duties, in awarding promotions, and in allowing library patrons and staff to behave in a discriminatory manner toward African-American employees. Salary did not emerge as a factor for job satisfaction or job dissatisfaction.