Section 5.2 presents the analysis of the findings on work values and their implications as given by the interpreters interviewed and related literatures

(1)

CHAPTER FIVE DISCUSSIONS

5.1 Introduction

The aim of this study is to ascertain the specific work values held by active

interpreters in Taiwan, survey their current state of job satisfaction, and determine if

certain work values factors exhibit salient relationship with job satisfaction variables.

The results of this study have been presented in the previous chapter. This chapter

will discuss the findings and then provide implications for each subject in question.

Section 5.2 presents the analysis of the findings on work values and their implications

as given by the interpreters interviewed and related literatures. Section 5.3 follows

the similar framework and focuses on interpreters’ job satisfaction. The potential

relation between the work values and job satisfaction variables will also be discussed.

5.2 Interpreters’ Work Values

In Chapter Two, theories on work values were introduced, among which some of

the common factors they comprised included authority, co-workers, creativity,

independence, security, altruism, work conditions (Macnab, 1987). Later in Chapter

Three, a survey instrument based from Domestic Work Values Inventory (Wu et al.,

(2)

1996) was developed to investigate Taiwan interpreters’ work values. The

instrument included such dimensions as personal growth, self-actualization,

self-esteem, interaction with others, and sense of security and leisure. They will be

discussed along with the analysis results in the previous chapter and provide

implications.

5.2.1 Personal Growth

The Personal Growth Dimension of the survey questionnaire includes five

questions. They are: the job I do (5) allows me to constantly acquire new

information and skills; (6) gives me the chance to go into the depth of things; (7)

encourages me to be creative; (8) is full of prospects; and (9) is challenging and full of

variety. The respondents surveyed in this study in general assigned the items in this

category between moderately important and important, as indicated by a weighted

average of 3.90. Analysis of variance (ANOVA) and t-test show that the responses

of respondents as a whole and those classified by gender are statistically different.

Female respondents tended to score significantly higher than their male counterparts

in this dimension. A compilation of the statistics categorized by background

variables is as shown in Table 5.1, and the average scores for each question are

displayed in Table 5.2. On the whole, the two items that scored the highest are

“acquisition of new information and skills (Question 5)” and “challenge and variety

(3)

(Question 9)”, in descending order. In contrast, the one item that obtained the lowest

score is “creativity (Question 7)”. With regard to gender-specific results, the female

interpreters on average assigned higher scores than the male interpreters on the five

items.

Table 5.1

Interpreters’ Responses on Personal Growth (classified by background variables)

N Average F/T-value P-value

Male 12 3.567

Gender -2.207 0.034*

Female 24 4.067

20-29 10 3.900

30-39 13 3.769

40-49 11 4.091

Age 0.492 0.691

50-59 2 3.700

Single 19 3.895

Married 16 3.863

Marital 0.548 0.583

Status

Other 1 4.600

Bachelor’s 5 4.280

Master’s 28 3.779

Highest l

2.210 0.126 Degree Leve

Doctorate 3 4.400

Freelancer 18 3.800

Employed in another profession

14 4.114

Staff Interp Freelancer

reter + 3

4.000 Employment

rpreter 2.400

2.574 0.071 Status

Staff Inte 1

No experience 7 3.400

Freelancer 5 4.000

Prior Work Experience

2.603 0.089

Employee 24 4.025

1-5 15 4.013

Years of 0.848 0.403

Interpreting Experience

Over 5 21 3.819

(4)

Self-taught 3 3.867 Training program 4 4.350 Interpreter

udies

1.001 0.378 Training

Graduate st 29 3.841

0% 1 4.200

1-20% 9 4.022

21-40% 4 4.050

41-60% 9 3.933

61-80% 8 3.850

Inter Income

preter’s 0.430 0.824

81-100% 5 3.520

* p＜.05

b study

Table 5.2

Interpreters’ Responses on Personal Gr h (b )

5 Questio Q Question 8 Question 9

Source: compiled y this

owt y question Question n 6 uestion 7

All (36) 4.31 3.67 3.47 3.89 4.17

Gender

Male (12) 4.08 3.5 2.83 3.42 4

Female (24) 4.42 3.75 3.79 4.13 4.25

Source: compiled by this study

Implications:

n amount of literatu o the of a c t

lesk 1978) out, tance, terpre t

n inborn curiosity and must have the ability to take an interest in each and

an activity.” David Bernet, director of the documentary film on

senior AIIC interpreters “Fascination for the Go-Betweens,” noted that there were

common characteristics among the interpreters he had interviewed, and an unending

curiosity and a boundless thirst for knowledge were included (AIIC, 2002). AIIC in Quite a re has been devoted t making ompeten

interpreter.

“have a

Se ovitch ( pointed for ins that in ters mus

every area of hum

(5)

its Advice to Students Wishing to Become Conference Interpreters also stressed a high

degree of intellectual curiosity to be one of the essential aptitudes in shaping an

interpreter. And as interpreters participate in conferences on a variety of subjects,

they are at the forefront of what is happening in the world politically, scientifically

and culturally, meaning that they are constantly enriched (Taylor-Bouladon, 2007).

The aforementioned points imply that the interpreting job entails interpreters’

constant effort in acquiring new information and skills, and the willingness to meet

challenges. And as Hung (1998) indicated out that job traits play a role in the

formation of one’s work values, it is no surprise that the respondents in this study,

who are all active interpreters, reported on average fairly high scores in this

dimension. In addition, the responses from Question One in the section of

open-ended questions supported the high marks in this dimension. Eight out of the

36 respondents replied that they chose to become an interpreter because of the variety

of the job and that they are always at the front to receiving new information. Four

interpreters indicated that they were drawn by its challenging nature. From the

findings above, it is clear that the pursuit of personal growth is a distinctive trait

characterizing the group of interpreters.

Interesting to note is the relatively lower score given to “creativity (Question

7)”. The respondents in general regarded creativity to be of minor importance as

(6)

opposed to other variables. A reason could be that although both intellect and

artistry are involved in producing interpretation, the freedom for creativity is often

limited. Interpreters are generally trained to be faithful to the original (Chiang,

ter place; and (14) combines my interest. The interpreters surveyed in

nce of the items in this category between important and

very im

2003), and so must try, in most cases, to make do with what they have at hand.

As to the reason why the female respondents in this study on average assigned

higher scores than their male counterparts in this dimension requires further

investigation. Nevertheless, as the research by Neil & Snizek (1987) pointed out,

women tend to value more the intrinsic aspects of work than men. Such intrinsic

aspects generally include a sense of achievement, self-determination and competence,

and personal development/growth (Kim, 2005). This gender difference may explain

why the female interpreters gave higher scores in Personal Growth than the male

interpreters.

5.2.2 Self-Actualization

The Self-Actualization Dimension of the survey questionnaire includes five

questions. They are: the job I do (10) maximizes my potential; (11) helps me realize

my life-long dream; (12) brings variety to life; (13) allows me to serve the society and

make it a bet

general placed the importa

portant, as indicated by a weighted average of 4.11. Analysis of variance

(7)

(ANOVA) shows that the responses of respondents as a whole are statistically

different. A compilation of the statistics categorized by background variables is as

shown in Table 5.3, and the average scores for each question are displayed in Table

5.4. On the whole, the three items that scored the highest and above 4 points on

average were “maximizes my potential (Question 10)”, “combines my interest

(Question 14)” and “brings variety to life (Question 12)”, in descending order. The

item that received the lowest score was “allows me to serve the society and make it a

better place (Question 13)”.

Table 5.3

Interpreters’ Responses on Self-Actualization (classified by background variables)

Male 12 3.933

Gender -1.010 0.329

Female 24 4.200

20-29 10 4.220

30-39 13 4.015

40-49 11 4.055

Age 0.464 0.709

50-59 2 4.500

Single 19 4.116

Married 16 4.100

Marital 0.012 0.988

Status

Other 1 4.200

Master’s 28 4.100

Highest el Degree Lev

Doctorate 3 4.000

0.149 0.862

Freelancer 18 3.978

Employed in rofession

another p

14 4.314

Staff Interpreter + r

Freelance

3 4.133 Emplo

Status

yment

reter

Staff Interp 1 3.600

0.980 0.414

(8)

Freelancer 5 4.480

Prior Work Experience

2.799 0.075

Employee 24 4.158

1-5 15 4.227

Years Interpreting

of 0.852 0.404

Experience

Over 5 21 4.029

Self-taught 3 4.667

Training program 4 4.050 Interpreter

Training

29 4.062

1.304 0.285

Graduate studies

0% 1 4.200

1-20% 9 4.444

21-40% 4 4.150

41-60% 9 4.156

61-80% 8 3.775

Interpreter’s Income

1.088 0.387

81-100% 5 3.920

Table 5.4

Interpreters’ Responses on Self-Actualization (by question)

Question 11 n 12 n 13 14 Question 10 Questio Questio Question

All (36) 4.44 3.97 4.06 3.69 4.39

Implications:

As discussed in the previous se n, a that distinguished interpreters

from practitione r profession lov wledge and information, and

the spirit to fa e challeng nd ties arising from every new

ssignment. Moreover, aside from proficiency in the working languages, mental and

ualities such as an analytical mind and intuition, quick thinking and ability ctio feature

rs of othe is a e for kno

ce up to th es a uncertain

a

physical q

(9)

to adapt immediately n a t

, an abov e phy nerv ina, an excellent m

acy are all crucial to the making of a successful conference

interpreter (Taylor-Bouladon, 2007). As the interpreting profession demands much

of its practitioners, those who stay in the line are mostly individuals who really like

the job and feel that interpreting maximizes their potential and brings color to their

lives. When translated into survey results, the average score of this dimension is

notably higher than all the other work values dimensions in this study. A further

evidence to the findings lies in the open-ended questions section which had thirteen

interpreters (over one-third of the total respondents) stating that self-actualization and

an interest for the job were their main incentives to become an interpreter. Such an

interest, as noted by the respondents, generally derived from the challenging nature of

the job, which allowed its practitioners to constantly enrich themselves by taking on a

wide variety of tasks.

5.2.3 Self-esteem

The Self-esteem Dimension of the survey questionnaire includes four

questions. They are: the job I do (15) is in line with family expectations; (16) is

understood and acknowledged by others; (17) is one that I have ample control over its

conditions and environment; and (18) helps me obtain reputation and status. The to different speakers, acce ts, situations nd subjects, he power

to concentrate e-averag sical and ous stam emory,

and tact and diplom

(10)

respondents surveyed in this study in general assigned the items in this category

between moderately important and important, as indicated by a weighted average of

3.74. Analysis of variance (ANOVA) shows that the responses of respondents as a

lly different. A compilation of the statistics categorized by

backgro

whole are statistica

und variables is as shown in Table 5.5, and the average scores for each

question are displayed in Table 5.6. On the whole, the two items that scored the

highest and over four points were “acknowledgement by others (Question 16)” and

“control over working condition (Question 17)”, in ascending order. In contrast, the

item that obtained the lowest score was “in line with family expectation (Question

15)”, which also happened to be the lowest in the entire work values section of the

survey questionnaire. With regard to the results classified according to marital status,

apparent discrepancies have been observed on the responses for Questions 15 and 16,

with the married placing higher importance on family expectations than the singles,

and the singles valuing more on the acknowledgement of others than the married

counterparts. In terms of the years of interpreting experience, the respondents

having worked less than five years in general scored significantly higher than those

who have worked more than five years on responses for Questions 15 and 16.

Regardless of marital status and years of interpreting experience, all have given

similar ratings to Question 18.

(11)

Table 5.5

Interpreters’ Responses on Self-esteem (classified by background variables)

Male 12 3.500

Gender

Female 24 3.865

-1.803 0.080

20-29 10 3.775

30-39 13 3.865

40-49 11 3.591

Age 0.444 0.723

50-59 2 3.625

Single 19 3.724

Married 16 3.833

Marital

Other 1 3.000

0.950 0.397 Status

Master’s 28 3.804

Highest

Doctorate

0.656 0.525 Degree Level

3 3.500

Freelancer 18 3.694

Employed in 14

another profession 3.839 Staff Interpreter +

3.417 Freelancer

3 Employment

erpreter

0.698 0.560 Status

Staff Int 1 4.250

Freelancer 5 3.700

Prior Exper

Work ience

Employee 24 3.813

0.598 0.556

1-5 15 3.867

Years of 1.064 0.295

Over 5 21 3.655

Self-taught 3 3.583

Training program 4 3.688

Interpreter 0.145 0.866

Training

Graduate studies 29 3.767

0% 1 3.500

1-20% 9 4.000

21-40% 4 3.625

41-60% 9 3.889

61-80% 8 3.563

Interprete Income

r’s 0.901 0.493

81-100% 5 3.450

(12)

Table 5.6

Interpreters’ Responses on Self-Actualization (by question)

n 15 Quest Question 17 Question 18

Questio ion 16

All (36) 3.11 4.08 4.17 3.61

Implications:

It has been commonly agree at, rtz inted e

interpreting pro demanding one with considerable physical and intellectual

ing the interpreter’s physical and mental

quality of inte tatio s capture some

of the variables that are especially important to ers, and when broadly defined,

include compensation, benefits, hours and schedules, supervision, evaluation,

entoring/support, professional development and advancement, and physical

se, interpreters’ working

conditions in a given assignm re shaped e physica ironment, including

lated factors such as preparation, cognitive workload, and

arious input variables; and by inter-personal factors (e.g. relations with team

, 2004). Tietjen (1996) has stated in the d th as Swa (1999) po out, th

fession is a

stress. Many factors are involved, influenc

comfort at work and the rpre n. Working condition

interpret

m

environment (Swartz, 1999). In a more specific sen

ent a by th l env

time and place; by task-re

v

members, client feedback) (Pöchhacker

literature review of this study that these issues were what Locke (1976) referred to as

the “event factors” which influenced an individual’s job satisfaction.

(13)

It may not be coincident then that the respondents of this study assigned on

average a rating higher than four to “control over working condition (Question 17)”,

demonstrating considerable concern about the issue. Furthermore, as Garcez (2006)

asserted in a literature review, salient relationship exists between self-esteem and job

satisfaction. The notion is that a person who is satisfied at work has a higher

self-esteem than one who is not. Likewise, a person who has a high self-esteem is

likely to be more satisfied with the job (Garcez, 2006). Therefore when the

aforementioned factors of job satisfaction are addressed properly, the interpreters are

likely to feel more satisfied and acquire more self-esteem, creating positive chain

reactions.

In terms of the importance of reputation and status, the respondents surveyed

generally accorded with one another in this respect and gave a rather modest score to

it. From the findings in the aforementioned Personal Growth and Self-Actualization

Dimensions, it can be speculated that most of the subjects in this study became

interpreters for a pursuit of interest and psychological fulfillment, and so social

recognition plays a relatively minor role on the interpreters’ work values spectrum.

Interestingly, a study done by Hung (2004) discovered that along with four other jobs

- professor, engineer, nurse, journalist, interpreters enjoyed a professional standing

that was just higher than journalists. This was primarily due to the public’s lack of

(14)

understanding of interpreting as a profession. This perception might also have led to

interpreters’ reluctance to acknowledge reputation and status in an explicit manner.

5.2.4 Interaction with Others

re

hole, the item that received the highest rating in this

dimens

The Interaction with Others Dimension of the survey questionnaire includes

six questions. They include: the job I do (19) allows me to frequently collaborate

with others; (20) rarely sees conflicts between associates; (21) has co-workers that get

along quite well; (22) enables me to expand my personal network; (23) requires

efforts to be made to maintain relationship with my clients; and (24) can mostly be

done on my own; there is rarely a need to consult others. The respondents surveyed

in this study in general assigned the items in this category between moderately

important and important, as indicated by a weighted average of 3.78. Analysis of

variance (ANOVA) shows that the responses of respondents as a whole are

statistically different. A compilation of the statistics categorized by background

variables is as shown in Table 5.7, and the average scores for each question a

displayed in Table 5.8. On the w

ion was Question 21, while the lowest was Question 19, which was also the

second lowest score found in the entire work values section of the survey

questionnaire.

(15)

Table 5.7

Interpreters’ Responses on Interaction with Others (classified by background variables)

Male 12 3.667

Gender

Female 24 3.833

-0.635 0.530

20-29 10 3.800

30-39 13 3.949

40-49 11 3.742

Age 1.630 0.202

50-59 2 2.750

Single 19 3.754

Married 16 3.854

Marital

Other 1 3.000

0.641 0.533 Status

Master’s 28 3.821

Highest

Doctorate 3 3.500

0.279 0.758 Degree Level

Freelancer 18 3.796

Employed in 14

3.952

Employment 1.862 0.156

another profession Staff Interpreter + Freelancer

3 2.889 Status

Staff Interpreter 1 3.667

Freelancer 5 3.433

Prior Work e

38

1.777 0.185 Experienc

Employee 24 3.9

15 3.878 1-5

Years of terpreting

In

Experience

ver 5

0.684 0.499

O 21 3.706

Self-taught 3 3.278

Training program 4 3.875 Interprete

Training r

tudies

Graduate s 29 3.816

0.756 0.477

0% 1 4.333

1-20% 9 3.815

21-40% 4 3.708

41-60% 9 3.889

61-80% 8 3.667

Interpreter’s Income

81-100% 5 3.633

0.215 0.954

(16)

Table 5.8

Interpreters’ Responses on Interaction with Others (by question) n Question

2

Qu

2

Question 23

Question Questio

19 0

estion Question

21 2 24

All (36) 3.28 3.97 4.11 3.75 3.97 3.58

Source: compiled b

Implications:

y this study

Interprete employees, generally work outside of the

traditional nine- This is espec ith freelance interpreters, for

upon vice, and “colleagues” usually change from

titioners, eed office politics and the chance

en an assignme e th the attractions for taking the

ency toward work that can be done rather independently, without

ly with o , is reflected in the findings of this study,

where the respondents gave the lowest score on average to “the chance to frequently

it ers (Question 19)”. In y, t reter d

highly appreciated having nice and friendly colleagues, as shown by the high marks

given to “having co-workers that get along quite well (Question 21)”. This could be

cially those performing simultaneous interpreting tasks,

. Therefore having

partners that are easy to ge g with f ultimat addition st

interpreters surveyed agreed on the importance of customer relationship rs, unlike full-time

to-five routine. ially so w

whom attendance is required only ser

task to task. F

to work indep

job. The tend

or many prac the fr om from

dently on nt ar e some of

having to collaborate routine thers

collaborate w h oth terestingl he interp s surveye

because interpreters, espe

work in teams of two or three all throughout the assignment

t alon are o e importance. In , mo

of the

(17)

management, so that existing clients could be retained, and their lifetime value

maximized (as shown in Question 23). After all, the size of the clientele is in most

cases positively related to the number of incoming assignments. It is to interpreters’

interest to maintain a good relationship with their clients and to continue to expand

their personal network so that more customers could be acquired.

5.2.5 Sense of Security and Leisure

The Sense of Security and Leisure Dimension of the survey questionnaire

includes six questions. They are the job I do: (25) allows me to live comfortably on

just one income; (26) involves providing professional service only; I do not have to

tend to affairs outside interpreting; (27) seldom gives me feeling of uneasiness and

anxiety; (28) gives me a sense of security; I rarely have to worry about the future; (29)

has flexible work hours; and (30) seldom requires me to attend after-work networking

events. The respondents surveyed in this study in general assigned the items in this

category between moderately important and important, as indicated by a weighted

average of 3.94. Analysis of variance (ANOVA) shows that the responses of

respondents classified by gender are statistically different. Female respondents

tended to score significantly higher than their male counterparts in this dimension. A

compilation of the statistics categorized by background variables is as shown in Table

5.9, and the average scores for each question are displayed in Table 5.10. On the

(18)

whole, the items receiving the highest ratings in this dimension were Question 29 and

30, both scoring 4.17 on average. The lowest rating, on the other hand, fell on

Table 5.9 Question 28.

Interpreters’ Responses on Sense of Security and Leisure (classified by background variables)

Male 12 3.556

Gender

Female 24 4.132

-2.188 0.046*

20-29 10 3.850

30-39 13 4.269

40-49 11 3.773

Age 2.563 0.072

50-59 2 3.167

Single 19 3.877

Married 16 4.010

Marital

Other 1 4.000

0.170 0.844 Status

Master’s 28 3.946

Highest

Doctorate 3 4.056

0.105 0.900 Degree Level

Freelancer 18 3.889

Employed in 14

3.929 another profession

Staff Interpreter + 3

4.056 Freelancer

Employment 0.444 0.723

Status

Freelancer 5 3.833

Prior Work

Employee 24 3.979

0.127 0.881 Experience

1-5 15 3.956

Years of

Experience

0.118 0.906 Interpreting Over 5 21 3.929

Self-taught 3 3.611

Training program 4 3.750

Interpreter 0.636 0.536

Training

(19)

0% 1 3.167

1-20% 9 4.000

In

21-40% 4 4.042

41-60% 9 4.148

61-80% 8 3.458

terpreter’s

81-100% 5 4.300

1.800 0.143 Income

* P＜.05

Source: compiled b

Table 5.10

Interpreters’ Responses on Sense of Se an (by question) uestion

25

Question 2

Qu

2

Question 29

Question y this study

curity d Leisure Q

6

estion Question

27 8 30

All (36) 3.92 3.97 3.78 3.64 4.17 4.17

Gender

Male (12) 3.67 3.75 3.50 3.25 3.58 3.58

Female (24) 4.04 4.08 3.92 3.83 4.46 4.46

Implications:

For many interpreting profession, the variety in lifestyle is

probably one o ion Taylor ade it clear by

speaking on beh associates:

ce way of life, the independence it gives us

lity of saying “ o a ce doe

appeal for one reason or another. Most of us feel would not be happy in

r eeing sam ever ling

the same y day, knowing wher obably be next

who are in the

f the greatest attract

alf of her fellow

s. -Bouladon (2007) m

“Most of us prefer the free-lan

and the possibi no” t conferen offer that s not

a regula nine-to-five job s the e people y day, dea with

subject ever e we will most pr

(20)

month o

the unpre

r t the same . W the u ness

of the lifestyle (Taylo on, 2007).”

Therefore it is al that the freelancers surveyed in this study on average

work hours with the highest importance. The female

of this study showed an even more prominent sign by giving the highest

ores to t

r supp is fin n be n the ded s, w

many as eight interpreters cited “flexi urs” and “freedom” specifically as

sons to become an interpreter.

evertheless, freedom comes with a price. By keep away from traditional

reelance interpreters also give up a regular source of income, and in

sense of security. But it is also possible

that the subjects simply do not view such an issue as very important. This study is

not ab

the

interp g to

next year a time e enjoy nexpected and

dictability r-Boulad

not incident

credited having flexible

interpreters

sc his item, along with not having to attend after-work networking events. A

furthe ort to th ding ca found i open-en question here as

ble work ho

the main rea

N

work hours, f

most cases, benefit packages accompanying it. It is likely that out of the perception

of this reality, the freelance interpreters surveyed in this study on average assigned the

lowest score to having a job that provides a

le to further verify the real reason.

In addition to financial insecurity, the stressful nature underlying

reting profession is also loved and hated by interpreters. Accordin

(21)

Pöchh ainly

freela lated

fatigu and

speak ion as the most

important stressors. The uncertainty of the job also drove away some of those who

unpredictable nature. Taylor-Bouladon

and hear your own voice talking acker (2004), the AIIC Workload Study (2002) surveyed some 600 (m

nce) AIIC members, whose responses indicated high levels of work-re

e, exhaustion and mental stress, and pointed to different source texts

er delivery, poor booth conditions and insufficient preparat

were initially interested in the profession. Chiang (2003) exemplified in her book by

mentioning a student who performed quite well in a practicum later told her that he

did not enjoy himself at all while working, because it was simply too stressful. What

came next was always uncertain. He was not confident of handling all the incoming

messages properly and therefore would give second thought to becoming a

professional interpreter. On the contrary, to some interpreters, what is extremely

appealing about this job is precisely its

(2007) provided a vivid description of such a taste for challenge and excitement:

“When you are on the air you are in a special heightened mental state,

the adrenalin is pumping and as you look down at the rows of ear-phoned

heads listening to your words, you are suddenly capable of using words

you never thought you knew. It is an amazing experience to listen to

tapes of yourself, years later,

(22)

convincingly about things you know nothing of, using scientific

terminology with ease. As if you really understood (Taylor-Bouladon,

2007)....”

Four respondents also cited “challenge” as their main incentive to become an

interpreter. As a result of this love-hate relationship, the freelancers of this study on

average attached a rating between moderately important and important to the absence

of uneasiness and anxiety at work.

Interesting to note is that the freelancers surveyed in this study gave an average

of 4.00 to having to provide only professional service at work. However they detest

having to tend to affairs outside interpreting; interpreters, especially freelancers, are

unlikely to be able to fend off administrative matters like negotiating and collecting

fees if they do not have agents, as the Taiwan T&I Study (2004) pointed out.

Freelancers are bound to come face to face with their clients at a certain point. It is

therefore important for interpreters to develop a set of know-how to keep their

businesses running.

5.2.6

neral

descri this

Summary

Based on the analyses, a summary is drawn as follows to present a ge

ption of Taiwan interpreters’ work values. Overall, the respondents of

(23)

study ts of

their w ers,

on the

tudy

showed a strong need for constant intellectual input and pursued a challenging career.

t getting along well with teammates was vital, so

b Satisfaction

The definitions and theories of job satisfaction were presented in Chapter Two,

tecedents and consequences. In general the job satisfaction highly valued the personal growth, self-actualization and lifestyle respec

ork. Issues concerning self-esteem and opportunities to associate with oth

other hand, received relatively lower work values ratings.

By examining each facet, it is discovered that the interpreters of this s

In addition, the interpreters indicated that their job must greatly interest them,

maximize their potential, and bring variety to life. Having sufficient autonomy was

a must for the interpreters, in terms of the degree of control over working conditions.

The practitioners also believed tha

was maintaining good relationship with clients. Finally, flexible work hours meant a

lot to the interpreters while a sense of security did not seem to matter as much.

In short, the interpreters of this study could be characterized as an autonomous

group of professionals with a fervent passion for knowledge, who enjoy working in

small teams and stretching themselves to meet the myriad challenges of completing a

task.

5.3 Interpreters’ Jo

along with its an

(24)

constru

an interpreters’ job

dently;

8) the flexibility in work hours; and (39) the amount of time I can devote to my

mily. The respondents surveyed in this study in general assigned the items in this

ee, as indicated by a weighted average of 3.92.

ct includes dimensions such as the work itself, co-workers, supervision, pay,

working conditions, company policies and procedures, and opportunities for

promotion. In Chapter Three, a survey instrument based on the Minnesota

Satisfaction Questionnaire (MSQ, 1967) and Chen’s Job Satisfaction Questionnaire

for Interpreters (2005) was developed to investigate Taiw

satisfaction. The instrument included two facets, namely intrinsic satisfaction and

extrinsic satisfaction. They will be discussed along with the analysis results in the

previous chapter and provide implications while their correlation with the work values

variables are tested.

5.3.1 Intrinsic Satisfaction

The Intrinsic Satisfaction Dimension of the survey questionnaire includes nine

questions, which are nine dimensions themselves. They are: as an interpreter, I am

satisfied with (31) the current workload; (32) the opportunity to operate indepen

(33) the chance to do different things from time to time; (34) the chance to do things

for other people; (35) the chance to make use of my abilities; (36) the chance to try

my own methods of doing the job; (37) the sense of achievement I get from doing the

job; (3

fa

category between undecided and agr

(25)

Analysis of variance (ANOVA) shows that the responses of respondents as a whole

are statistically different. A compilation of the statistics categorized by background

displayed in Table 5.12. On the whole, the item that received the highest rating in

this dimension was “the chance to do different things from time to time (Question

33)”, which was also the highest score found in the entire job satisfaction section of

the survey questionnaire, while the lowest was “the current workload (Question 31).”

Table 5.11

Interpreters’ Responses on Intrinsic Satisfaction (classified by background variables)

Male 12 3.861

Gender

Female 24 3.944

-0.452 0.654

20-29 10 4.011

30-39 13 3.821

40-49 11 3.889

Age

2 4.222

0.484 0.696

50-59

Single 19 3.877

Married 16 4.007

Marital

Other 1 3.222

1.221 0.308 Status

Master’s 28 3.917

Highest

Doctorate 3 3.778

0.166 0.848 Degree Level

Freelancer 18 3.846

Employed in 14

4.016 another profession

Staff Interpreter + 3

3.926 Freelancer

Employment 0.292 0.831

Status

Freelancer 5 4.133

Prior Work

Employee 24 3.907

0.630 0.539 Experience

(26)

1-5 15 3.948 Years of

Over 5 21 3.894

0.278 0.784

Self-taught 3 4.370

Training

1.303 0.285

0% 1 4.222

1-20% 9 4.099

21-40% 4 3.694

41-60% 9 4.000

61-80% 8 3.806

Interpreter’s 0.656 0.659

Income

81-100% 5 3.733

Table 5.12

Interpreters’ Responses on Intrinsic Satisfaction (by question)

Q31 Q32 Q33 Q34 Q35 Q36 Q37 Q38 Q39

All (36) 3.50 3.89 4.25 3.86 4.11 3.83 4.03 4.06 3.72

der rmine the rel hip w an c

ction vari son correlation was employed to discover the possible pairs.

Then Cohen’s (1988) interpretation of the strength of the relationship was adopted,

lue on correlation = .1 ind all corr ;

.49 edium correlation; and r= .50 to 1.0 indicating large

Ta ts the p that exhibit medium correlation and above.

ings s interpre ’ sa in terms of the sense of

nt be three items from the Personal Growth and

Self-Actualizati . The interpreters’ satisfaction in terms of the Correlation with Work Values Variables

In or to dete ations between ork values d intrinsi

satisfa ables, Pear

with the va

r= .30 to

of Pears (r) 0 to .29 icating sm elation

indicating m

correlation.

The find

ble 5.13 presen airs

how that the ters tisfaction

achieveme ars a positive relation w

on dimensions

ith

(27)

flexibility in w its it ion with heir need fo job

which has flexible work hours. Another work-hour-related item is the degree of

spent th fa The f ica is

on with int ’ need for flexible work hours

fter-work netwo eve e 5.13

een Intrinsic Satisfaction and Work Values Variables

er isfied h th of a nt I

ork hours also exhib a pos ive relat t r a

satisfaction in t

variable shows

erms of the time wi mily. indings ind te that th

a medium relati the erpreters

and the opting out Tabl

Correlation betw

of a rking nts.

37. As an int doing the job.

preter, I am sat wit e sense chieveme get from

5. The job I do allows me to constantly acquire new information and skills. 0.38 9. The job I do is challenging and full of variety. 0.37

14. The job I do combines my interest. 0.49

38. As an interpreter, I am satisfied with the flexibility in work hours.

29. The job I do has flexible work hours. 0.42 39. As an inter m satisfied w the amount of time I can devote to my family.

preter, I a ith

29. The job I do has flexible work hours. 0.49 30. The job I do seldom requires me to attend after-work networking 0.30 events.

Implications:

In gener e th y e

The chance al, the interpreters surv yed in is stud accord d fairly high ratings to

their satisfaction toward the intrinsic components of the interpreting job.

to do different things from time to time (Question 33), the chance to make use of

one’s abilities (Question 35), and the sense of achievement deriving from the job

(Question 37) are among the variables that had the impressive scores of between

(28)

agree and strongly agree.

Based on the findings and summary of the previous section, which

characterized the interpreters as professionals who were in constant pursuit of

intellectual input, challenge and variety, the subjects of this study can be said to have

their psychological needs for challenge, growth, and variety mostly fulfilled by

working as an interpreter. The aforementioned correlation test demonstrates that the

more the subjects of this study deemed it important to have a job that is constantly

challenging, full of variety, and provides intellectual input, the more they are satisfied

with these respects of the interpreting job. Further evidence can be found in the

open-ended questions section, where the respondents were asked the most gratifying

part about the interpreting job. Among the 36 subjects, ten of them mentioned it was

allenging natu

the constant intellectual input and the chance to work on interesting topics that had

them highly attracted to the profession. Five of the interpreters cited challenge and

still another five pointed to the sense of achievement as the most gratifying part to

working as an interpreter. Therefore as commented by more than one-third of the

participants of this study, what drove them to choose interpreting as a career was

really a genuine and strong interest for the profession and its ch re.

5.3.2 Extrinsic Satisfaction

The Extrinsic Satisfaction Dimension of the survey questionnaire includes

(29)

twelve questions, which represent twelve dimensions themselves. They are: as an

interpreter, I am satisfied with (40) the recognition I receive from this job; (41) how

interpreting provides for steady employment; (42) my pay and the amount of work I

do; (43) the general working conditions and environment; (44) the way my coworkers

get along with each other; (45) the variety of resources available when I need help in

work; (46) the range of means available to enhance professional knowledge and

managerial know-how; (47) the current welfare benefits and the protection of interests;

(48) the number of clients and cases I have right now; (49) the general affairs I have

to do in addition to providing interpreting service; (50) the opportunity to expand my

personal network; and (51) how my clients understand and appreciate the job. The

respondents surveyed in this study in general assigned the items in this category

between undecided and agree, as indicated by a weighted average of 3.08. Analysis

of variance (ANOVA) shows that the responses of respondents as a whole are

statistically different. A compilation of the statistics categorized by background

displayed in Table 5.15. Overall, no item in this facet received a rating higher than

four. The highest rating in the facet fell on “the recognition I receive from this job

(Question 40)”, while the lowest went to “the current welfare benefits and the

protection of interests (Question 47)”, which was also the lowest of the entire job

(30)

satisfaction section.

Table 5.14

Interpreters’ Responses on Extrinsic Satisfaction (classified by background variables)

Male 12 3.188

Gender

Female 24 3.024

1.002 0.323

20-29 10 2.883

30-39 13 3.122

Age

40-49 11 3.242

50-59 2 2.875

1.258 0.305

Single 19 2.912

Married 16 3.297

Marital

Other 1 2.750

3.817 0.032*

Status

Master’s 28 3.021

Highest

Doctorate 3 3.361

0.070 0.355 Degree Level

Freelancer 18 3.074

Employed in 14 3.238

Staff Interpreter + 3 2.611

Employment 2.853 0.053

Status

Freelancer 5 2.917

Prior Work

Employee 24 3.156

1.022 0.371 Experience

1-5 15 3.011

Years of -0.739 0.465

Interpreting Over 5 21 3.127

Self-taught 3 3.194

0.121 0.887 Training

0% 1 3.500

1-20% 9 3.037

21-40% 4 2.958

41-60% 9 3.000

61-80% 8 3.125

Interpreter’s 0.381 0.858

Income

81-100% 5 3.233