This study examines responses to an employee satisfaction survey to ascertain the ability of the instrument to provide leadership with pertinent information relative to the employee attitudes at the workplace. The study concentrates on different job-types rating their own job satisfaction within the context of an organizational culture driven by centralized management and leaders. Descriptions of the measured employee satisfaction levels include the following employee job-types: (a) management, (b) engineers, (c) salaried, (d) union, and (e) non-salaried.

The study simultaneously contrasted responses to the questionnaires taken during the two periods of 2001 and identified chronological differences in employee attitudes regarding job satisfaction as well as differences in employee attitudes among job-types. The implications to leadership are that employee attitudes are dynamic in nature and catalysts of employee satisfaction vary among job-types.

The investigation performs principle component analysis (PCA) and structural equation modeling (SEM) on two sets of data to establish significant contributing components and relationships relative to the employee's job satisfaction. The investigation continues by examining analysis of variances (ANOVA) results concerning the various employee job-types in the organizational hierarchy for any significant differences between the groups.