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            This study indicated two out of three STs who worked in Taiwan were generally or highly satisfied with their jobs by comparing to US norm. However, when compared to the past studies in Taiwan, this study found lower job satisfaction. Chen et al. (2005) reported over 89.2% ST and audiologists were satisfied with their job. 

There were some signification findings. When comparing the pay factor and reward factor with US norm and US school-based SLPs, STs in Taiwan were the most satisfied with the salary and reward. Lin et al. (1991) mentioned 57.7% of Taiwan STs reported that the salary was low. Also, Chen et al. (2005) mentioned the low salary was one of many reasons that caused STs to consider changing jobs. On the other hand, Zhong & Yang (1996) reported that STs were satisfied with their salary. There are some factors that may affect the difference. Before this study was done, the global economic condition had been in decline. This economic crisis might influence the way STs respond to the issue of the salary. When comparing to past studies, the method of Zhong & Yang (1996), who also used a job satisfaction questionnaire, was similar to this study. Chung used a 5-point Likert scale with 1 equal “very dissatisfied” and 5 equaling “very satisfied” and 3 as “just fine”. These questions included salary, nature of work, working attitude, and promotion,..etc. On the other hand, Lin et al. (1991) and Chen et al. (2005) asked the participants to select factors that could affect STs to concern job change. The way of asking the question might result in a different outcome.  

Another assumptions were year experience and age. According to the data, STs with longer working experience were more satisfied than those whose career was shorter. However, the job satisfaction and the years of experience were not consistent. For example, STs whose experience was less than one year had higher total JSS mean score (mean=133.6) than these STs whose experience was between 11 years to 15 years (mean=128.1). The lowest JSS mean score (128.1) was in the group of 11 – 15 years experience and was followed by the group of 1-5 years experience (mean=129.9). The result of age was similar to the experience. The age increasing did not accompany with higher job satisfaction. The eldest group and the second elder group had higher job satisfaction mean score. However, the third elder group had the lowest job satisfaction scores in these seven age groups. This result of age and experience relating to job satisfaction was different with Wislewski &Shewan’s study in 1987 and Blood, et al. (2002). The past studies found that older workers were more satisfied than younger workers, and job satisfaction increased with work experience (Wislewski &Shewan, 1987; Blood, et al, 2002).          

After analyzing these nine factors of job, STs were highly satisfied with co-workers, nature of work, and communication. This result related to co-worker satisfaction was similar to the finding of Miller and Potter (1982), Pezzei & Oratio (1991), and Prickett & Cooper (1985). Previous studies showed most of public school SLPs were satisfied with their co-worker relationships. It perhaps STs in Taiwan and SLPs in the USA could have similar working environment where STs/SLPs might have a good relationship with other co-workers and form good teams. However, Blood et al (2002) had different result which presented US school-based SLPs were less satisfied with their co-workers.

Within the nine factors of job satisfaction, promotion and supervision resulted in lowest, though non-significant, means than the JSS norm. STs were dissatisfied with these two facets. Zhong et al. (1996) reported 47.3% of STs being dissatisfied with promotion. The result of promotion and supervision were also similar to the study of Blood et al. (2002), Zhong et al. (1996) and Prickett et al. (1985). Zhong & Yang (1996) reported STs had less opportunity for their professional advancement because there was no higher position in their working units. Some STs reported there was only one ST working in their units. Prickett & Cooper (1985) found similar result. It appears like that STs in Taiwan and SLPs in the USA have few opportunities of promotion and have more similar working environment than other occupations. In general, the promotion opportunity and supervisors’ support are insufficient in this professional. 

 Comparing the total job satisfaction score between STs had a six month-training/ intensive-class (G1) and STs held a degree of speech and hearing science/communication disorder (G2), G1 had slightly higher the total job satisfaction mean score than G2. However, there was no significant statistic difference between these two groups. It presumed the different training backgrounds did not influence job satisfaction. In addition, the highest education level had influence the total job satisfaction. To compare nine factors between these two groups, most factors did not show significant statistic differences. Only communication factor appeared the significant statistic difference between these two groups. In general, the G1 was slightly satisfied than G2 in pay, promotion, benefits, co-workers, and communication. On the other hand, G2 was slightly satisfied than G2 in supervision and operating procedure. The years of experience in G1 were higher than the years of experience in G2. The assumption of which G2 was slightly higher satisfied in supervision may be because STs in G1 had more years of experience and had more chances to be the supervisors of G2 in working places.      

The critical question about comparing this study to US previous studies was the working setting between STs in Taiwan and SLPs in the United States. From the demographic information, 70.5% of STs in Taiwan worked in hospitals and only 16.8% of STs worked in school settings. However, the respondents of job satisfaction studies in the United States were school SLPs. This factor may be the reason that STs in Taiwan was slightly satisfied than SLPs of Blood et al. (2002) in pay, promotion and co-workers. In Taiwan, Zhong et al (1996) was the similar study to this survey in job satisfaction. The job satisfaction factors of Zhong et al (1996) were in somehow different to this study. Other past studies used different type of questions to exam STs’ job satisfaction. Comparing to those past studies, the result of this study presented a clear whole picture in STs’ job satisfaction.

This study included many demographic variables but did not include an important factor which may affect STs’ job satisfaction. For example, the year of SLPs retain in the same position that was reported as an important factor in Blood et al (2002) study. The longer SLPs retaining in their current position, the higher job satisfied they would be. Therefore, it would be better to include this factor into the future job satisfaction study.

.    This study presented two third of STs had equally or highly satisfied with their jobs. Especially, STs was satisfied with salary. These results could be used to encourage students to choose this professional as their major and work in this field. Moreover, the organization may evaluate supervision and promotion to provide more opportunities for STs and avoid burnout or turnover