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Job Satisfaction Among Minority Advertising Professionals: An Update
Unformatted Document Text:  Minority Ad Professionals satisfaction was 3.7 on a 5-point scale. In the current 2010 study, which used a different instrument, job satisfaction was 5.09 on a seven-point scale. Because the 2006 survey measured job satisfaction on a five-point scale and used a different instrument, scores could not be directly compared. However, both groups appear to have been relatively satisfied with their jobs as indicated by scores above the mid-points of their respective scales. Simple mathematical conversion of the mean for the two scales reveals that minority professionals in 2010 may be slightly less satisfied with their jobs than those who responded to the survey in 2006. Again, the differences in the scales precludes the opportunity to compare the groups directly on that particular measure. Research Question 3: Does job satisfaction vary according to other factors such as race, age, salary or gender? There is a significant positive correlation between salary and job satisfaction (r = . 269; p = .02). Otherwise, demographic variables such as age, race and gender seem not to play a role in job satisfaction among minority professionals. Research Question 4: What are the career challenges for minority advertising professionals, and what are their strategies for dealing with them? Do current career challenges differ from the challenges reported in 2006? Because the 2006 survey employed the same open-ended question about career challenges of minority advertising professionals a comparison of the two studies could be made. Table 2, therefore, details career challenges cited by MPMS alumni from the 2006 and 2010 studies. Though fewer alumni from the 2010 survey (32 vs. 54 in 2006) responded to the open-ended questions about job challenges, they generated more examples of their challenges (66) than alumni in the 2006 study (50). For both surveys, 13

Authors: Fullerton, Jami. and kendrick, alice.
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Minority Ad Professionals
satisfaction was 3.7 on a 5-point scale.  In the current 2010 study, which used a different 
instrument, job satisfaction was 5.09 on a seven-point scale.  Because the 2006 survey 
measured job satisfaction on a five-point scale and used a different instrument, scores 
could not be directly compared.  However, both groups appear to have been relatively 
satisfied with their jobs as indicated by scores above the mid-points of their respective 
scales.  Simple mathematical conversion of the mean for the two scales reveals that 
minority professionals in 2010 may be slightly less satisfied with their jobs than those 
who responded to the survey in 2006.  Again, the differences in the scales precludes the 
opportunity to compare the groups directly on that particular measure.  
Research Question 3 Does job satisfaction vary according to other factors such as 
race, age, salary or gender?  
There is a significant positive correlation between salary and job satisfaction (r = .
269; p = .02).  Otherwise, demographic variables such as age, race and gender seem not 
to play a role in job satisfaction among minority professionals.
Research Question 4: What are the career challenges for minority advertising 
professionals, and what are their strategies for dealing with them? Do current career 
challenges differ from the challenges reported in 2006?
Because the 2006 survey employed the same open-ended question about career 
challenges of minority advertising professionals a comparison of the two studies could be 
made.  Table 2, therefore, details career challenges cited by MPMS alumni from the 2006 
and 2010 studies.  Though fewer alumni from the 2010 survey (32 vs. 54 in 2006) 
responded to the open-ended questions about job challenges, they generated more 
examples of their challenges (66) than alumni in the 2006 study (50).  For both surveys, 
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