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• Overall job satisfaction at George Mason is reasonably high, with nearly two-thirds (63%) saying they are either "satisfied" or "very satisfied." A similar percentage agree or strongly agree that the quality of their work life is good.
• Employee perceptions of organizational support and organizational commitment at GMU are similar to what is found in other large organizations.
• George Mason employees value their relationships with their coworkers and rate them highly.
• The work and family items on the survey suggest that GMU is doing a reasonably good job of helping employees juggle work and family. Still, 34% agree that the demands of work interfere with family life. The availability of on-campus child care garners the most frequent "not satisfied" rating from employees across the board.
• Most employees express general satisfaction with their supervisors and do not report this as a significant source of stress. At the same time, however, responses to certain items imply that supervisors could have an important role to play in addressing issues of great concern to staff and faculty (e.g., promoting recognition for special achievements).
• Employees at all levels value the autonomy of their jobs. This shows up in several items, including satisfaction with flexible hours, the use of a variety of skills, the opportunity to develop new ideas, and the chance to work independently.
• Work load is a significant source of stress for the entire sample, especially for all faculty groups and classified employees. Overall, 62% cite work load as a source of extreme or moderate stress.
• A majority of classified staff and tenure-line, restricted, and administrative faculty identify "institutional procedures and red tape" as sources of stress.
• Lack of promotion opportunities or the review/promotion process are sources of stress to many employees.
• A lack of "special recognition for achievements and milestones" was a source of great dissatisfaction among classified and faculty employees (except adjunct faculty). While there are university programs that reward outstanding and exemplary performance, there is clearly a feeling that hard work is not sufficiently recognized by the university.
• Lack of home Internet access was cited by many employees, both faculty and classified. In addition, classified employees were unsatisfied with opportunities to work from home.
• There are fairly large and statistically significant differences in the perceptions of minority and non-minority employees at GMU, with minorities expressing less satisfaction and greater levels of stress on many items. These differences are not just a function of differences in job type or compensation plan.
• Transportation and parking are commonly heard complaints on campus. In this survey, they were mentioned as sources of "extreme" or "moderate" stress by a large minority of respondents.

The sources of satisfaction for specific types of employees are listed below. We have identified items that 70% or more of the respondents were satisfied with. This list does not include the "autonomy" items, which are sources of satisfaction for all employees, and are discussed in the sixth bullet of the summary. The items below are listed in descending order for each category.