CHAPTER V

SUMMARY, CONCLUSION AND DISCUSSION

This chapter includes a summary of the research

question and research design. Findings of this study are

also included followed by conclusions based on the analysis

and interpretation of data. Recommendations for further

research are listed.

Summary

The purpose of this study was to:

1. Determine the attitude toward RHIM education of RHIM

program graduates from Texas Tech University.

2. Investigate the job satisfaction of RHIM program

graduates from Texas Tech University.

3. Determine the relationship between the attitude toward

RHIM education and the job satisfaction of RHIM program

graduates from Texas Tech University.

From the review of related literature, it was found

that demographic factors affect level of job satisfaction.

Based on this knowledge, the hypotheses of this study,

stated in null form, included the following:

1. There is no difference in attitude toward RHIM education

among RHIM program graduates based on selective demographic

factors.

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2. There is no difference in job satisfaction among RHIM

program graduates based on selective demographic factors.

Another hypothesis was formed due to the researcher's

interest:
3. There is no relationship between attitude toward RHIM

and job satisfaction of RHIM program graduates.

The study was conducted in the spring and summer of

1989. No sample was drawn from the total population of 284

graduates from 1984 to the end of 1988. The (questionnaire,

a combination and modification of two originally validated

instruments, consisted of sections of additional education

and employment, job satisfaction and attitude toward RHIM

education. A cover letter cosigned by the director of RHIM

program, the advisory professor and the researcher was

enclosed in each mailed questionnaire. Follow-up postcards

were mailed to those who did not respond after two weeks.

Among the 284 graduates, 117 people returned the

questionnaire, providing a response rate of 41%. Data were

analyzed by descriptive and inferential statistics using

Lotus 1-2-3 and Statistical Analysis Package (SAS)

programs.

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Findings

The findings from the analysis of data are summarized

as follows:

1. Most RHIM graduate did not pursuit additional education

beyond their work in RHIM. Most of them were employed full

time at the time of the research.

2. The largest group of RHIM graduates were employed by

hotel or motels, the second largest group was employed by

restaurants, with only approximately 3% less.

3. A little less than half of the graduates consider

themselves in career transaction and the rest, not. Most

people considered RHIM education to be helpful to their

current jobs. With their current job related to their RHIM

education background, most people said they were satisfied.

4. Planning skills, communication skills and written

communication skills were considered most prepared from

RHIM education by the graduates. Persuading/motivating and

computing skills were considered least prepared.

5. Communication, decision making and organizing skills

were considered most needed in present jobs by respondents.

Computing and written communication skills were considered

least needed in present jobs.

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6. The relationship with supervisor in jobs was considered

the most satisfactory part of the job. The second most

satisfactory was promotions followed by coworkers, work

itself and pay respectively.

7. Most respondents felt positively toward RHIM and would

choose to attend RHIM if they could start over. The

graduates felt most satisfied with the accessibility of

instructor in RHIM. The second and third most satisfactory

aspects of RHIM were the channel of communication between

faculty and students and the acceptance and understandings

by faculty, respectively. The graduates felt least

satisfied with the extent they were challenged by RHIM.

Classroom evaluation procedures and the extent RHIM

provided a well integrated set of courses were also less

satisfactory to the graduates. However, the three items

that earn the least satisfaction level were all above the

mean score (3) on a scale of 1 to 5.

8. There was a significant difference in satisfaction level

toward RHIM education among respondents based on graduation

year.

9. There was no significant difference in satisfaction

level toward RHIM education among respondents based on type

of organization, gender, age, marital status and job level.

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10. There was no significant difference in overall job

satisfaction among RHIM graduates based on type of

organization, sex, age, marital status, job level and year

of graduation.

11. There was a significant difference in satisfaction

toward pay among RHIM graduates based on type of

organization they were employed by. There was no

significant difference in satisfaction toward work,

promotion, supervisor and coworker.

12. There was no significant difference in satisfaction

toward work, pay, promotion, supervisor and coworker based

on sex, age, marital status, job level and year of

graduation among respondents.

13. There was a relationship between attitude toward RHIM

education and job satisfaction of RHIM program graduates.

Conclusion and Discussion

The following can be concluded based on the findings

of the study:

1. Most RHIM graduates went directly to full-time

employment after graduation. Very few of them pursued

advanced degrees. The phenomenon could probably be

explained by little demands for degrees above B.S. in the

hospitality industry.

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2. Most graduates were employed by hotels, motels or

restaurants. It could be the result of the recruiting from

the above organizations and the emphasis by their RHIM

education.

3. The relationship with supervisors in jobs were

considered most satisfactory by most respondents. Also,

communication skills were considered one of the most

prepared skills from RHIM and one of the most needed skills

in job. From the findings above, a possible conclusion

could be drawn that because of the successful training of

communication skills by RHIM, RHIM graduates have the

advantages of successfully communicating their ideas with

their supervisors and thus promote good relationships

between the graduates and their supervisors.

4. The significant difference in satisfaction level toward

RHIM education among respondents based on graduation year

could be explained if taking into account the history and

development of RHIM program at Texas Tech University.

Group graduated in 1985 demonstrated higher satisfaction

than groups graduated in 1984, 1986 and 1988. One possible

explanation is that these people (group graduated in 1985)

were the "pioneers" of the RHIM program and each student

received more attention from the faculty because of the

small number of student enrollment at that time.

Therefore, students from this group might have developed

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a closer relationship with the department and thus became

more satisfied toward the RHIM education. However, group

graduated from 1984 was significantly less satisfied than

group 1985. Although they (group graduated in 1984) were

"pioneers" too, the department might have been less

organized then than it was a year after and thus

contributed to the difference in satisfaction level.

5. Graduates employed by higher education demonstrated

significantly less satisfied toward pay than those employed

by restaurants. One possible explanation is that most

people graduated within the past four years and did not

have sufficient time to gain a doctorate degree. Most

people who worked in higher education were either on

instruction level or teaching assistant positions.

Therefore, the pay was significantly less. This phenomenon

is expected to change a few years later while graduates who

are pursuing doctorate degrees actually graduate from their

doctorate programs and work in a higher education setting.

6. Although the effect of gender on pay was nonsignificant

at an Alpha level at .05, the effect was still important

(P-.08). If we reject the null hypothesis and concluded

that there was a significant difference in satisfaction

toward pay among RHIM graduates based on sex, the chance

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of making a type I error would be 8%. Careful thoughts

would be applied to consider this percentage acceptable in

views of making a exploratory finding of the RHIM

graduates.

5. Although the effect of age is considered nonsignificant

on work (P=.08) and attitude toward RHIM education (P=.06) ,

the effect was still important especially when the

significant effect of graduation year was considered.

Usually, graduates graduated in the same year were about

the same age. This explains the "almost significant"

effect of age while the effect of the graduation year was

significant on attitude toward RHIM education (P=.007).

6. No significant effect was found on job satisfaction and

attitude toward RHIM education based on most demographic

variables. Limited number of graduates in a short period

of time served as a possible illustration of this

phenomenon. By the time this study was done, the RHIM

program was established for 6 years. It was believed that

the longer the time period, the more different the

development of graduates will be. In other words, if this

study was done a few years later, it would probably be more

obvious to see the differences among the graduates.

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Recommendations for Future Research

The following topics are recommended for future

research related to this study:

1. Conduct follow up studies on a regular basis to detect

any changes in attitude toward RHIM education and their

jobs of RHIM program graduates.

2. Investigate ways to incorporate different classes into

the RHIM education curriculum to enable students to become

better prepared in job related skills including

persuading/motivating skills and managing skills.

3. Investigate the need and importance of advanced degrees

in RHIM in different areas of the hospitality industry and

education.

4. Investigate the reasons different types of employing

organization were chosen by RHIM program graduates.

5. Assess the effectiveness of industry recruiters and the

result in job satisfaction.