The Impact of Trust in Confidant on the Relationship Between Self-Disclosure and Job Satisfaction Among Pastoral Leaders in the Church of God of Prophecy in the United States
Louis Feldon Morgan
This quantitative research study examined how pastoral leaders��� trust in a confidant impacts their perceived self-disclosure and job satisfaction. An 84-item questionnaire, based on a review of related literature and comprised of validated research scales, including the Revised Self-Disclosure Scale (Wheeless, 1976), a slightly modified version of Robinson���s (1996) seven item trust scale, and the Job Satisfaction Survey (Spector, 1985), was utilized to collect data among pastoral leaders in the Church of God of Prophecy (COGOP) within the continental United States. Two hundred forty six participants returned completed questionnaires from which multiple regression analyses were performed to determine if trust in confidant impacted job satisfaction more than the impact of self-disclosure on job satisfaction among COGOP pastoral leaders. Separate analyses were conducted, including one for the Job Satisfaction Survey and one for each of the satisfaction dimensions within the scale: (a) pay, (b) promotion, (c) supervision, (d) benefits, (e) rewards, (f) operating procedures, (g) nature of work, and (h) communication. Findings suggest COGOP pastoral leaders��� trust in a confidant does not have a greater positive influence on the relationship between their self-disclosure and job satisfaction more than the influence of self-disclosure without trust. A discussion about the research findings and their practical application for COGOP pastoral leaders is included as well as potential study limitations and possible future research related to this topic.
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