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PubMedDate not supplied

Nurse faculty job satisfaction: a national survey.

Faculty dissatisfaction and fewer qualified recruits choosing a career in academia threaten the integrity of the higher education system. Retention of highly qualified nurse faculty affects the reputation of the school of nursing, the faculty commitment to the organization, and the learning environment for students. Through use of a system's framework derived from Neuman and Kast and Rosenzweig, the purpose of this survey was to ascertain the relationship between job satisfaction among nurse faculty and selected demographic variables, organizational characteristics, and role orientation. Approximately 80 per cent of the schools of nursing in the target population of universities offering a doctorate in nursing participated in the study. The overall subject response rate was 60 per cent. Instruments used for data collection included three researcher-developed tools and two standardized instruments to measure job satisfaction (the Job Descriptive Index and the Job in General Scale). Significant correlations (P < .05) emerged between each of the demographic variables and at least one of the criterion measures of job satisfaction. In addition to descriptive statistics and correlation analysis, a stepwise linear regression-correlation analysis showed that salary, degree level of nursing students taught, and length of annual contract were significant indicators of nurse faculty job satisfaction.

Career Mobility↗
PubMedDate not supplied

Reproductive laboratory technology: an alternative career.

OBJECTIVES: Define the job description for reproductive laboratory technologist (RLT); describe the RLT laboratory setting; identify education level and certification of the respondents; establish level of job satisfaction and job security; determine if certification and position affect performance and job satisfaction; compare RLT job with any previous clinical laboratory position; and document education and training important for the position. SURVEY INSTRUMENT: A questionnaire was developed with questions targeted to answer objectives. SURVEY POPULATION: The questionnaire was mailed to a random sample of 300 non-physician members from the Reproductive Biology Professional Group and the Reproductive Laboratory Technology Group from membership lists provided by the American Society for Reproductive Medicine. STUDY POPULATION: 81 survey respondents. RESULTS: RLTs are mostly college-educated, certified and non-certified laboratory professionals, trained on the job for specialty work in andrology and assisted reproductive technology (ART). Position, but not certification, correlate with job performance and job satisfaction. Respondents describe the position of RLT as stressful, but very interesting, exciting, fulfilling, and secure. Respondents with previous clinical laboratory experience rated level of job satisfaction higher for the reproductive laboratory. The CLS curriculum is an excellent background for RLT. CONCLUSIONS: RLT is an exciting career alternative for CLSs. Newly formed laws and regulations, and the demand for more stringent regulation, will continue to increase the demand for certified CLSs for this position. Formal education and certification requirements are anticipated for RLT. The specialty is being incorporated in CLS training programs.

Career Choice↗
PubMed1989

Work-related stress and its predictors among Canadian dental assistants.

This paper reports the results of a survey of 1000 certified dental assistants in Ontario, Canada. The aim was to obtain data on work-related stress, its sources and predictors. Of those responding to the survey, 38.8% said that their work was moderately stressful and 14.5% said it was very or extremely stressful. Approximately one-third had been bothered by stress at work on three or more days in the previous week. The main sources of stress were working under constant time pressures, running behind schedule and feeling undervalued by the dentist. Stepwise regression analysis revealed that the main predictors of work stress were not having a clear job description, working long hours, life stress while not at work and age. However, these variables explained less than 10% of the variance in job stress scores. Overall, 22.8% said it was very likely that they would seek work in another practice or seek work outside dentistry in the coming year. There was a significant association between work stress and job intentions; 43.0% of those reporting high levels of stress intended to change jobs compared to 8.9% of those who said that their job was not at all stressful (P less than 0.0001). These findings have implications for the way in which dental practice is organised and managed.

Adult↗
PubMed1995

Monitoring of Dinitrotoluene and its metabolites in urine by spectrophotometry of their coupled aryldiazonium salts.

A rapid, accurate method was developed for monitoring employee absorption of dinitrotoluene (DNT). The method reduces DNT and its metabolites in urine to primary arylamines, diazotizes them with nitrous acid, then couples the diazo compounds with N-(1-Naphthyl)ethylenediamine, producing a colored complex. Spectrophotometric analysis of the colored complexes at 550 nm provides a measure of DNT absorption. The chemistry prevents interferences from all but primary arylamines and compounds reduced to primary arylamines. A six-month monitoring program of employees at a DNT manufacturing facility was conducted. Control samples from individuals not exposed to DNT were used to define an exposure indication level. The exposure indication level was used to correlate DNT exposure with job description or individual activity and was defined as apparent DNT and metabolite concentrations greater than 38 micrograms/ml. Group exposure also was indicated and associated with plant activity. Job description were ranked according to a rational evaluation of exposure potential and correlated well with monitoring data.

Case-Control Studies↗
PubMed1990

Pulmonary function in commercial glass blowers.

This study examined the pulmonary function of 87 male commercial glass factory workers. Statistical analysis of the data indicated that workers with full-time glass blowing job descriptions had significantly higher percent predicted values for FVC, FEV1 and significantly higher maximal inspiratory and expiratory muscle pressures than their cohorts with minimal or nonglass blowing job descriptions. The results of this study indicate that persons using their respiratory muscles as full-time blowers to manufacture commercial blown glass products have significantly greater lung function values than part-time blowers or their nonglass blowing co-workers.

Adult↗
PubMed2003

Dimensionality of military job satisfaction items: an exploratory factor analysis of data from the spring 1996 Sample Survey of Military Personnel.

The Sample Survey of Military Personnel in the spring of 1996 asked detailed questions of Army personnel about job satisfaction. Maximum likelihood factor analysis yielded four factors: satisfaction with supervision, with job environment, with the duty specifically, and with opportunity for development, factors similar to those used in Smith's Job Descriptive Index, 1992. Scales developed from these factors showed acceptable internal consistency reliability and correlated as expected with measures of satisfaction with Army life, retention, morale, combat preparedness, and overall job satisfaction. Some divergent validity was established with measures of personal/family stress and with previous job stress. Demographic data suggested that soldiers with higher education found more satisfying job opportunities while those with higher rank, more years of service, and higher age reported greater satisfaction with job fulfillment, perhaps a consequence of selection effects.

Adult↗
PubMed1985

Identifying competencies of clinical nurse specialists.

The performance of clinical nurse specialists (CNSs) is evaluated most often by quantitative checklists, peer review, self-evaluation, administrative review, or nursing audits. Observations of actual clinical and managerial competencies demonstrated by expert clinical nurse specialists seldom are used. An ethnographic study of the CNS role identified common competencies and skills that can be used by nurse administrators to justify the cost of the advanced practice role and its contributions to organizational goals, and to serve as criteria for job descriptions, performance evaluations, and predictors of employment success.

Clinical Competence↗
PubMed1996

Research review: A comparison of levels of job satisfaction between traditional hospital coders and coders using computerized encoders.

Computerized encoders that assist medical record department coders in making ICD-9-CM disease and operative code selections have been available for approximately 10 years but there have been no studies to evaluate job satisfaction among coders using this technology. The purpose of this study was to determine whether there is a difference in job satisfaction between coders who use computerized encoders and those who do not. The Job Descriptive Index was mailed to hospital medical record departments in Cleveland, Columbus, and Cincinnati, Ohio; the return rate was 93.5 percent. Results indicated that individuals in these three cities coding by the traditional manual method were more satisfied with their jobs than those who used computer technology. The coders in the traditional group were more challenged by their jobs and had more positive interactions with their peers and supervisors. Also traditional coders were satisfied with the pay they received; coders using computerized encoders believed that their pay was inadequate.

Abstracting and Indexing↗
PubMed1987

Role and responsibilities of general practitioner organisers of continuing medical education.

A total of 359 general practitioner organisers of continuing medical education in England and Wales were sent a questionnaire on their role and responsibilities in 1985; 206 with relevant duties replied. The results of the survey showed that they were playing an effective part in planning, organising, and evaluating educational activities at district level, that many were highly qualified and experienced general practitioners, and that many had previously been concerned in vocational training. Less than half had undergone formal training for their continuing education role. Only 105 (51%) were appointed district general practitioner tutors. They were more active in postgraduate centres than in practice based education. Almost a quarter (49) spent three to five hours a week on their educational duties, but 111 (54%) spent fewer hours. Although well provided with educational resources, few had any control over district educational funds, and over half lacked office space. As to remuneration, 161 (78%) received 500 pounds or less a year and almost two thirds received no reimbursement for expenses. Most had no job description. Attention is drawn to the case for appointing general practitioner organisers of continuing medical education ("district general practice tutors") in all districts of England and Wales, to their role in improving the participation of general practitioners in continuing medical education, and to the urgent need for a national agreement on their job description, preparation, support, and remuneration.

Education, Medical, Continuing↗
PubMed1997

The psychiatrist's role as medical director: task distributions and job satisfaction.

OBJECTIVES: Previous surveys of the alumni of Columbia University's fellowship in public psychiatry suggest that a large number of alumni fill positions as program medical directors. In contrast with agency medical directors, program medical directors work within team structures and maintain a high degree of clinical involvement. The fellowship faculty surveyed the alumni to catalog the tasks performed by program medical directors, agency medical directors, and staff psychiatrists and to determine the extent to which these tasks contribute to job satisfaction. METHODS: A survey form was developed using a list of tasks derived from the American Psychiatric Association's guidelines for psychiatrists working in organized mental health care delivery systems and from a recent article that surveyed job descriptions of psychiatrists in community mental health centers. The survey form was distributed to all current fellows and alumni in active practice (N = 89). RESULTS AND CONCLUSIONS: Seventy-two forms were returned, for a response rate of 81 percent. Respondents who were medical directors performed a greater variety of tasks and reported higher job satisfaction than those who were staff psychiatrists. Higher job satisfaction was related to a greater variety of tasks performed, especially tasks involving clinical collaboration. Most of the respondents were program medical directors rather than agency medical directors. The position of program medical director constitutes a relatively small and attainable step above that of staff psychiatrist. Agencies would do well to consider creating positions of program medical directors for their staff psychiatrists whenever feasible, and psychiatrists committed to public-sector careers should negotiate to have such positions.

Adult↗
PubMed1997

Home visits to elderly patients in Saudi Arabia.

The present study was conducted to examine the perception of participating physicians in hospital and primary health care (PHC) on the nature of illness that requires home visits, type and job description of health personnel that should make home visits and other prerequisites needed for successful home visits. A predesigned questionnaire consisting of demographic and professional characteristics of doctors was sent confidentially to randomly selected PHC and hospital doctors during the period January to June 1994. The respondents were asked to give their opinion on the categories of health problems that necessitate home visits, job descriptions of various professionals needed and the prerequisites for the successful running of home visits. Three hundred and ninety-six PHC and 238 hospital doctors participated in the study. PHC doctors were younger, having more females and less qualified than hospital doctors. Both PHC doctors and hospital doctors gave priority to bed-ridden patients and lowest priority to mobile chronically ill patients. PHC doctors were more keen on home visits than hospital doctors. More PHC doctors than their hospital counterparts would like nurses and health visitors to be involved in nursing procedures performed at home except when it comes to notifying doctors about patients' problems. In case of stroke more hospital doctors would like physiotherapists to be involved than PHC doctors and vice versa in the case of osteoarthritis. Most PHC doctors preferred occupational therapists involvement in training patients and the modification of their environment to lead independent lives. More hospital doctors than their PHC counterparts preferred afternoon sessions for home visits. The respondents' views in the present study can be made use of in establishing a home visit programme to the Saudi elderly to need of such services. In addition, the number, qualifications and responsibilities of the various professionals involved in the visit should be re-evaluated after adequate implementation.

Adult↗
PubMed1999

Serologic hepatitis B immunity in vaccinated health care workers.

BACKGROUND: Hepatitis B vaccination is recommended for health care workers but has a nonresponse rate of 5% to 32% and an unknown duration of immunity. There is no standardized postvaccination protocol to confirm, monitor, and maintain immunity. OBJECTIVE: To assess the hepatitis B serologic immune status in health care workers who were previously vaccinated. METHODS: A convenience survey and an objective laboratory study, which included testing for hepatitis B surface antigen, core antibody, and qualitative and quantitative surface antibody (anti-HBs), were performed. The data collected included vaccination date, number of doses of vaccine, whether and when titers had previously been checked, titer results, sex of patient, job description, and age at the time of our study and at vaccination. RESULTS: Group A (n = 109, 71%) had detectable anti-HBs titers, and group B (n = 45, 29%) had no detectable anti-HBs titers. Group A was vaccinated 4.80 +/- 0.30 (mean +/- SEM) years prior to our testing, received 2.91 +/- 0.04 (mean +/- SEM) vaccinations, and had a mean +/- SEM titer of 112.91 +/- 5.18 mIU/mL. There was no statistical significance in time since vaccination, number of doses of vaccine, sex, job description, age at the time of our serologic testing, or age at the time of vaccination between groups A and B. Six of 6 subjects given booster doses of vaccine in group B developed anti-HBs. Only 62 subjects (40%) in the entire study population had anti-HBs status previously determined, with 48 (77%) reporting immunity to hepatitis B virus. CONCLUSIONS: Twenty-nine percent of the health care workers who were vaccinated against hepatitis B showed no serologic evidence of hepatitis B immunity. It is unclear whether these subjects are nonresponders, lost immunity, or retained anamnestic potential. Booster vaccination response in 6 of 6 subjects suggests immunity. We recommend (1) postvaccination testing within 1 to 2 months to document immunity, (2) periodic anti-HBs monitoring, and (3) booster vaccination to maintain protective titer levels.

Adult↗
PubMed2007

A first-line nurse manager's goal-profile.

AIM: The aim of this case study was to acquire understanding concerning the first-line nurse manager's goal-profile, i.e. prioritization of goals in her work as a first-line nurse manager, through use of an action-theoretic and confirmatory theory. BACKGROUND: The first-line nurse manager's pivotal role regarding quality of care and development in relation to on-going changes in the health care sector is stressed by many researchers and the transition from nurse to manager is described as a demanding challenge for the first-line nurse manager. METHODS: The case study described in this paper concerns a first-line nurse manager in an actual working environment in care of older people. Data collection comprised interviews, observations, a job description and policy documents. A hermeneutic interpretation was used for data analysis. RESULTS: The results showed that the first-line nurse manager had three goals in her goal-profile, in the following order of priority: (i) a nurse goal that she had strongly accepted and in which she had excellent control, (ii) an administrator goal that she had accepted and in which she had control, (iii) a leadership goal that she had not accepted and in which she did not have control. Both the administrator and leadership goals were based on her job description, but the nurse goal was a personally chosen goal based on her own self-relation/goal-fulfillment. CONCLUSION: The first-line nurse manager's prioritized self-identity, based on successful realization of goals in her goal-profile, was decisive in the manifestation of her work. RELEVANCE TO CLINICAL PRACTICE: This study contributes to a new understanding of the first-line nurse manager's self-identity related to work in terms of goal acceptance and goal control of prioritized goals. This action-theoretic approach could be a valuable 'key' for understanding leadership (or lack of leadership) in clinical practice.

Female↗
PubMedDate not supplied

Occupational sunlight exposure and melanoma in the U.S. Navy.

Melanoma is the second most common cancer, after testicular cancer, in males in the U.S. Navy. A wide range of occupations with varying exposures to sunlight and other possible etiologic agents are present in the Navy. Person-years at risk and cases of malignant melanoma were ascertained using computerized service history and inpatient hospitalization files maintained at the Naval Health Research Center. A total of 176 confirmed cases of melanoma were identified in active-duty white male enlisted Navy personnel during 1974-1984. Risk of melanoma was determined for individual occupations and for occupations grouped by review of job descriptions into three categories of sunlight exposure: (1) indoor, (2) outdoor, or (3) indoor and outdoor. Compared with the U.S. civilian population, personnel in indoor occupations had a higher age-adjusted incidence rate of melanoma, i.e., 10.6 per 100,000 (p = .06). Persons who worked in occupations that required spending time both indoors and outdoors had the lowest rate, i.e., 7.0 per 100,000 (p = .06). Incidence rates of melanoma were higher on the trunk than on the more commonly sunlight-exposed head and arms. Two single occupations were found to have elevated rates of melanoma: (1) aircrew survival equipmentman, SIR = 6.8 (p less than .05); and (2) engineman, SIR = 2.8 (p less than .05). However, there were no cases of melanoma or no excess risk in occupations with similar job descriptions. Findings on the anatomical site of melanoma from this study suggest a protective role for brief, regular exposure to sunlight and fit with recent laboratory studies that have shown vitamin D to suppress growth of malignant melanoma cells in tissue culture. A mechanism is proposed in which vitamin D inhibits previously initiated melanomas from becoming clinically apparent.

Adolescent↗
PubMed2001

A profile of PMS salaried GP contracts and their impact on recruitment.

BACKGROUND: Personal medical services (PMS) pilot sites aim to use salaried GP schemes to improve GP recruitment and retention and enhance the quality of service provision, particularly in underserved areas. OBJECTIVES: Our objectives were to (i) compare the work incentives of salaried compared with standard GP contracts; (ii) assess recruitment success to salaried posts; and (iii) describe the types of GPs attracted to these new posts. METHOD: All first wave PMS pilot sites with salaried GP posts known to be 'live' in October 1998 were included in the analysis of employment contracts and job descriptions. Information on recruitment was obtained by a questionnaire survey of PMS sites that were intending to recruit a salaried GP. RESULTS: The mean full-time equivalent salary was 43,674 pounds sterling with additional benefits in terms of sick leave, maternity leave and paid expenses. Eighty-nine percent of posts were eligible for the NHS pension scheme. Posts were mainly full time (40.8 hours per week). GPs were responsible for providing services equivalent in scope to general medical services. One-fifth of contracts freed GPs from out-of-hours responsibility and most freed them from practice management. Forty-three of the pilot sites actively recruited to fill 63 salaried posts, which involved a total of 51 recruitment 'rounds', with some pilots advertising more than once. There were 291 applications. The median number of applicants per post was three and the median time to recruitment was 6 weeks. Eighty-five percent of sites were satisfied with the quality of their applicants and 64% with the quantity. Eighty-five percent of applicants previously had been working in general practice, most in locum or salaried posts. Applicants tended to be young and male. Sixty posts were filled. CONCLUSIONS: Salaried contracts offer positive incentives to recruitment in terms of reduced hours of work and freedom from administrative responsibility. Recruitment success was similar to that achieved by inner city practices generally. This modest achievement might be enhanced by the addition of professional development schemes and increased flexible/part-time working.

Adult↗
PubMed1991

Nursing outside hospitals: the working experience of community nurses: job characteristics.

The Community Nursing Project reports the results of a mailed questionnaire survey of the working and educational experience of 689 nurses employed outside hospitals and nursing homes in Victoria in 1985. This paper reports that part of the study relevant to their practice settings, job titles, job content and working conditions. Confusion about titles for community nurses was evident given that subjects offered 281 separate job titles. A title with the general form 'Community Nurse--specialist designation' was acceptable to 88% of nurses. Eighteen (of 57) job activities were identified that were performed at least weekly by four of the six principal practice areas. Therefore while the concept of the generic community nurse is a meaningful one, it is only so when the differences in job content across practice areas are acknowledged. Medical clinic nurses however do not conform to this general pattern. Seventy-nine per cent of the nurses currently had a job description. However, only 45% had a statement of job conditions, 26% had a formal job orientation, 24% worked overtime unrewarded by payment or time in lieu and only 59% could reschedule their work times. These figures varied greatly between practice areas. It is suggested that the concept of the community nurse--specialist designation be promoted. Specifically this could be done by the adoption of this title and the development of appropriate post-basic educational courses. While these conclusions have most relevance for Australia, they will also be of interest to nurses of other countries where an increasing emphasis on primary health care has resulted in an expansion of community nursing practice.

Community Health Nursing↗
PubMed1992

Skills for selecting valued leaders. Eastern Mercy Health System takes a nine-step approach to choosing managers.

Catholic healthcare facilities seek skilled leaders who can adapt to the organization's culture. Eastern Mercy Health System, Radnor, PA, has developed an educational course, Selecting Valued Leaders, that teaches interviewers selection skills on the basis of the organization's values and mission. The course covers four major topics. The first is building culture. Each participant examines his or her organization's history, communication styles, organizational behavior, and mission. Next, course participants discuss the competencies necessary for a leader's success. Eastern Mercy Health System has identified the following six competency clusters essential for its values-oriented leaders: empower people, steward resources, integrate values, act as advocate, support sponsor's priorities, and maintain Catholic identity. The third part of the course covers a nine-step approach for selecting values-oriented leaders. Participants discuss topics such as the search committee, job description, search strategy, and job offer. In the final section of the course, participants sharpen their selection skills. They review appropriate interview procedures and discuss open-ended questions to ask the candidate.

Catholicism↗