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PubMedDate not supplied

Job satisfaction among primary health care workers in three selected local government areas in southwest Nigeria.

BACKGROUND: The primary health care system in Nigeria has been impaired by lack of dedicated workers who are willing to work in the rural areas. This study was carried out to examine factors that enhance job satisfaction among health workers in the primary health care system in Nigeria. METHOD: The study is a cross-sectional descriptive study conducted in May 2002. The respondents were selected from three local government areas in southwest Nigeria by multistage sampling technique. A standardized structured pre-coded close-ended self-administered questionnaire to collect relevant information on their socio-demographic characteristics and extent of job satisfaction of respondents. RESULT: A total of 125 health workers were interviewed in all. The mean score on job satisfaction was 26.15 out of the total possible score of 49. There was no statistically significant relationship in job satisfaction among the various cadres of health workers considered (p = 0.824). A larger proportion (66.4%) of the health workers were involved with the community based preventive services when compared with the health centre based curative care 33.4% (p < 0.05), there is however no significant difference in satisfaction between this two groups of personnel (p = 0.133). Age and marital status were found to be statistically significant in relation to job satisfaction (p = 0.000 and 0.034 respectively). CONCLUSION: The study shows no significant difference in job satisfaction among the various cadres of health workers in southwest Nigeria. However age and marital status were found to be significant factors influencing job satisfaction among the primary health care workers in Nigeria.

Adult↗
PubMed1981

Job satisfaction in the practice of clinical pharmacy.

Two groups of pharmacists (n = 69) assigned to 35 US Army Medical Treatment Facilities were surveyed to assess job satisfaction. Pharmacists providing patient care were significantly more satisfied on intrinsic job satisfaction measures than pharmacists not providing patient care. On the other hand, no significant difference in satisfaction was found between pharmacy groups on extrinsic job satisfaction measures. The results are discussed relative to intrinsic and extrinsic sources of job satisfaction and patient care.

Job Satisfaction↗
PubMed2002

Organization specific predictors of job satisfaction: findings from a Canadian multi-site quality of work life cross-sectional survey.

BACKGROUND: Organizational features can affect how staff view their quality of work life. Determining staff perceptions about quality of work life is an important consideration for employers interested in improving employee job satisfaction. The purpose of this study was to identify organization specific predictors of job satisfaction within a health care system that consisted of six independent health care organizations. METHODS: 5,486 full, part and causal time (non-physician) staff on active payroll within six organizations (2 community hospitals, 1 community hospital/long-term care facility, 1 long-term care facility, 1 tertiary care/community health centre, and 1 visiting nursing agency) located in five communities in Central West Ontario, Canada were asked to complete a 65-item quality of work life survey. The self-administered questionnaires collected staff perceptions of: co-worker and supervisor support; teamwork and communication; job demands and decision authority; organization characteristics; patient/resident care; compensation and benefits; staff training and development; and impressions of the organization. Socio-demographic data were also collected. RESULTS: Depending on the organization, between 15 and 30 (of the 40 potential predictor) variables were found to be statistically associated with job satisfaction (univariate analyses). Logistic regression analyses identified the best predictors of job satisfaction and these are presented for each of the six organizations and for all organizations combined. CONCLUSIONS: The findings indicate that job satisfaction is a multidimensional construct and although there appear to be some commonalities across organizations, some predictors of job satisfaction appear to be organization and context specific.

Adult↗
PubMed2002

Five-factor model of personality and job satisfaction: a meta-analysis.

This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model.

Factor Analysis, Statistical↗
PubMed1988

Job satisfaction and occupational stress among general practitioners--a pilot study.

Questionnaires assessing levels of job satisfaction and possible sources of stress were distributed to a random sample of general practitioners in the Greater Manchester area. The highest levels of job satisfaction were reported for ;intrinsic' job factors such as freedom to choose method of working, amount of responsibility and amount of variety, rather than ;extrinsic' factors such as rate of pay and hours of work. The main causes of stress appeared to be interruptions of various kinds. Factor analysis revealed four major sources of stress: interruptions; emotional involvement; administrative workload and work/home interface; and routine medical work. Of these, all but routine medical work were associated with job satisfaction. It is concluded that the major sources of stress for the general practitioner are not medical, but social.

Adult↗
PubMed2003

National survey of job satisfaction and retirement intentions among general practitioners in England.

OBJECTIVES: To measure general practitioners' intentions to quit direct patient care, to assess changes between 1998 and 2000, and to investigate associated factors, notably job satisfaction. DESIGN: Analysis of national postal surveys conducted in 1998 and 2001. SETTING: England. PARTICIPANTS: 1949 general practitioner principals, of whom 790 were surveyed in 1998 and 1159 in 2001. MAIN OUTCOME MEASURES: Overall job satisfaction and likelihood of leaving direct patient care in the next five years. RESULTS: The proportion of doctors intending to quit direct patient care in the next five years rose from 14% in 1998 to 22% in 2001. In both years, the main factors associated with an increased likelihood of quitting were older age and ethnic minority status. Higher job satisfaction and having children younger than 18 years were associated with a reduced likelihood of quitting. There were no significant differences in regression coefficients between 1998 and 2001, suggesting that the effect of factors influencing intentions to quit remained stable over time. The rise in intentions to quit was due mainly to a reduction in job satisfaction (1998 mean 4.64, 2001 mean 3.96) together with a slight increase in the proportion of doctors from ethnic minorities and in the mean age of doctors. Doctors' personal and practice characteristics explained little of the variation in job satisfaction within or between years. CONCLUSIONS: Job satisfaction is an important factor underlying intention to quit, and attention to this aspect of doctors' working lives may help to increase the supply of general practitioners.

Adult↗
PubMedDate not supplied

The effects of community, coworker and organizational support to job satisfaction of nurses in Cameroon.

This study examined the effects of community, co-worker and organizational support with the job satisfaction of nurses in Cameroon in six major components of the job namely; work, pay, promotion, supervision, co-worker relationships and the job in general. Each variable was examined separately. A convenience sample of 158 staff nurses, participated in this study. The Job Descriptive Index (JDI) questionnaire and the Job In General (JIG) scales were used to measure job satisfaction. Focus group interviews and a content analysis of major themes were conducted. Inferential statistics were used to test the effects of community, co-worker and organizational support and job satisfaction. Results showed significant, positive effects between perceived level of community support, coworker support and organizational support with components of job satisfaction sub-scales. These results are useful for nurse educators, and researches in the formulation and implementation of effective health policies for nurses and health care organizations.

Adult↗
PubMed2005

Burnout and job satisfaction comparing healthcare staff of a dermatological hospital and a general hospital.

BACKGROUND: Psychological distress among healthcare professionals can have negative effects on the well-being of the professionals and also on the quality of care they provide to patients. OBJECTIVES: To evaluate burnout and job satisfaction of dermatologists and nurses working with dermatological patients compared with physicians and nurses of other specialties. METHODS: A self-completed anonymous questionnaire was distributed to the personnel of two hospitals in Rome, Italy: a dermatological hospital (IDI) and a general hospital (GH), belonging to the same non-profit organization. Standardized instruments were used to assess burnout (Maslach Burnout Inventory) and job satisfaction. Multiple logistic regression was used to examine the association between burnout and working in dermatology vs. other specialties, job satisfaction, years of employment and respondents' sex and age. RESULTS: We distributed 929 questionnaires to clinical and non-clinical staff of IDI and 494 questionnaires to the GH staff (response rates: 53% at IDI and 50% at the GH). Among respondents there were 67 physicians and 59 nurses at IDI and 70 physicians and 148 nurses at the GH. Subsequent analyses refer only to this clinical subsample. Factor analysis showed that among physicians and nurses the two main factors explaining job satisfaction were respondents 'satisfaction with the management of their unit' and 'opportunities for personal growth'. Among nurses the likelihood of burnout decreased significantly with higher levels of job satisfaction [odds ratio (OR) = 0.78; 95% confidence interval (95% CI) 0.7-0.9] and working in dermatology compared with other specialties (OR = 0.46; 95% CI 0.2-0.9). Among physicians a lower likelihood of burnout was associated with job satisfaction (OR = 0.66; 95% CI 0.5-0.8) and older age (OR = 0.28; 95% CI 0.1-0.8). CONCLUSIONS: Among both physicians and nurses, job satisfaction was associated with a lower likelihood of burnout, independently of clinical specialty and other factors. Burnout was similar for dermatologists and other specialists. Nurses of the GH compared with those working in dermatology had a higher probability of burnout and were significantly less satisfied with the management of their units and with opportunities for personal growth.

Adult↗
PubMed1999

A job-satisfaction measure for internal medicine residency program directors.

PURPOSE: To develop a job-satisfaction measure that encompasses the multifaceted job of internal medicine residency program directors. METHOD: Questions were devised to measure program directors satisfaction with various facets of their jobs. In 1996, the authors surveyed all non-military internal medicine program directors in the United States. RESULTS: Of the program directors surveyed, 301 (78%) responded. More respondents than non-respondents held the title of department chairperson in addition to the title of program director (22% vs 7%). Factor analysis and correlation analysis yielded a multifaceted measure (termed PD-Sat) composed of 20 questions and six facets (work with residents, colleague relationships, resources, patient care, pay, and promotion) that made sense based on literature review and discussions with program directors (face validity). The PD-Sat had good internal reliability (Cronbach's alpha = .88), as had each of its six facets (Cronbach's alphas = .60-.90). The six facets correlated modestly with one another (Pearson's r2 = .12-.67), suggesting they were measuring different aspects of a common concept. The PD-Sat correlated significantly with an established four-question global job-satisfaction scale used in previous studies (Pearson's r2 = .33) demonstrating concurrent validity. Scores on the PD-Sat predicted whether program directors were considering, seeking, or making a job change (predictive validity). The PD-Sat performed comparably well in subsets of program directors who were and were not department chairs, suggesting that it might be applicable to different populations of program directors. CONCLUSION: The authors have developed a new facet-specific job-satisfaction measure that is reliable and valid for assessing the job satisfaction of internal medicine program directors. Because job descriptions for program directors in other specialties are similar, it may also be useful in these populations.

Adult↗
PubMed2005

[Job satisfaction and burnout in professionals in austrian mental health services].

OBJECTIVE: The aim of this study was to explore job satisfaction, professional role and burnout among community mental health staff in Austria. METHODS: The Minnesota Job Satisfaction Questionnaire, the GHQ-12, the Maslach Burnout Inventory and a questionnaire exploring staff's professional role and team identity were administered to 195 community-based mental health professionals in two Austrian regions. Staff's job perception was assessed in open questions. Predictors of burnout scores were identified in multivariate analyses. RESULTS: While the mental health professionals had elevated scores on the GHQ-12, their levels on the three burnout subscales were low. Social workers and psychologists showed the lowest job satisfaction, social workers also had low role identity scores. Being in the current job for a short time and disposing of psychosocial skills were predictors of high job satisfaction. High burnout scores were predicted by the lack of basic psychosocial competence and a lack of general knowledge in mental health care. The effect of caseload on psychological well-being was positive as well as negative. CONCLUSIONS: Even if the mental health professionals in our study show high levels of general stress, they seem to have less emotional problems resulting from extensively dealing with troubled individuals. Improving basic psychosocial competence and general expertise in mental health care might have a protective effect against developing a burnout syndrome.

Adult↗
PubMed2002

The relationship between nurses' job satisfaction and inpatient satisfaction: an exploratory study in a Taiwan teaching hospital.

This exploratory study sought to test the relationship between nurses' job satisfaction and inpatient satisfaction with quality of nursing care in Taiwan. Patient and nurse data were collected from six inpatient care wards in a teaching hospital. Statistical results showed that nurses' general job satisfaction, general feelings of happiness when they are doing their jobs, and their job satisfaction are significantly correlated with at least one of the inpatient satisfaction factors studied, except for the factor of patient education. The results provide partial support for a linkage between nurses' job satisfaction and inpatient satisfaction with nursing care.

Adult↗
PubMed1983

Stress and job satisfaction of clinical laboratory scientists.

Fifty-eight medical technologists currently working in laboratories in upper South Carolina hospitals were randomly selected and surveyed to determine job satisfaction and stress levels. Of the 27 (47%) technologists who reported job satisfaction, 3 (5%) were neutral and 29 (48%) were dissatisfied with their jobs; a total of 18 (31%) reported stressors checklist scores of 36 or more, which implies high stress levels. Since almost half (48%) of those surveyed reported job dissatisfaction, this study supported other studies showing that there is a high level of job dissatisfaction among clinical laboratory scientists. The chi-square probability distribution correlation of job stress and job satisfaction showed a significant relationship between the two within the profession. The results of this study indicate that management should implement strategies to increase the job satisfaction and decrease the job stress of clinical laboratory scientists.

Humans↗
PubMedDate not supplied

Nurse-physician collaborative relationship on nurses' self-perceived job satisfaction in ambulatory care.

The dynamic restructuring of the healthcare environment from a primary acute care focus to an ambulatory care focus has prompted a migration of nurses to the ambulatory care setting. The predication of nursing job satisfaction is a complex process that has received little attention in the ambulatory care setting. The purpose of this study was to determine if a relationship existed between the nurse-physician relationship and nurses' self-perceived job satisfaction in the ambulatory care setting. While study findings demonstrated there was no significant relationship between the nurse-physician relationship and nurses' self-perceived job satisfaction in the ambulatory care setting, it did confirm that registered nurses working in the ambulatory setting have a moderate level of job satisfaction. The lack of correlation between the nurse-physician relationship and job satisfaction may have been attributed to limitations such as a limited sample size and the nurses having a relationship with a smaller number of physicians in the ambulatory care setting. Recommendations to further understanding of the nurse-physician relationship included further descriptive studies of nurses working in the ambulatory care setting and further studies on job satisfaction of nurses.

Adult↗
PubMed1999

Role clarity, organizational commitment, and job satisfaction during hospital reengineering.

This study investigated the relationships among role conflict, role ambiguity, organizational commitment, and job satisfaction experienced by clinical team members in a hospital undergoing reengineering. The sample consisted of 409 registered nurses (RNs) and 278 non-RNs. Participants who experienced much role conflict and ambiguity exhibited less organizational commitment and job satisfaction. RNs had more role conflict and ambiguity than non-RNs. No significant differences in role conflict and role ambiguity, organizational commitment, and job satisfaction were observed between RNs working on medical-surgical units and those on specialty units. Strategies that reduce role conflict and role ambiguity to increase organizational commitment and job satisfaction are discussed.

Adult↗
PubMed1990

Job satisfaction among dental hygienists.

This paper presents definitions of job satisfaction from organizational theory, and a review of the dental hygiene literature on job satisfaction. Most studies of dental hygienists have used one or two global measures of satisfaction. Very few studies have used dimensional measures of satisfaction; and those that have, have not used identical measures. The studies--which measured satisfaction in a variety of ways and quantified dental hygienists' satisfaction in terms of percent satisfied--established that between 70% and 99% of dental hygienists are satisfied with their jobs.

Adult↗
PubMed1998

Predictive validity of the emergency physician and global job satisfaction instruments.

OBJECTIVE: To evaluate the predictive validity of the Emergency Physician Job Satisfaction (EPJS) and Global Job Satisfaction (GJS) instruments. METHODS: Prospective mail survey of 223 Canadian emergency physicians (EPs) using a 42-item questionnaire, including 14 items evaluating their reasons for leaving emergency medicine (EM). Original (1990) EPJS and GJS scores were analyzed using 1-way ANOVA and Scheffe's test comparing the physicians who left EM with those still in their original jobs, and those who had left their original jobs but who stayed in EM. Mean scores on the 14 "reason for leaving" items were compared with scores from an earlier sample of U.S. physicians using a t-test for independent means. Criteria for statistical significance were set at alpha = 0.05 for all analyses. RESULTS: The response rate for the primary study questions was 99.1%. Of the respondents, 29.4% had left their original jobs, and 10.4% had left EM altogether. The GJS scores for the physicians who left EM were significantly different from those for the physicians who stayed (p = 0.004). The EPJS scores for the physicians who left EM were not significantly different from those for the physicians who stayed (p = 0.56). There was no significant difference in scores between the Canadian and U.S. physicians' reasons for leaving EM (all p-values > 0.05). Shiftwork scored the highest as a reason to leave EM. CONCLUSIONS: A low GJS score is associated with physicians' leaving EM, but not with changing jobs. The EPJS instrument was not associated with either outcome. Canadian and U.S. EPs place similar levels of importance on potential reasons for leaving EM.

Analysis of Variance↗
PubMed1990

Study of educational experiences, support, and job satisfaction among critical care nurse preceptors.

Experienced critical care staff nurses are frequently called to serve as clinical preceptors for nurses and nursing students who are unfamiliar with the critical care unit. These critical care nurse preceptors require educational preparation, continuing education, and support for their role. This descriptive correlational study surveyed 73 critical care nurse preceptors at 10 teaching hospitals in a metropolitan area in the Midwest. Forty-eight (65.8%) participants reported receiving some type of educational experience to prepare them for the role of preceptor. Only 24.7% of the respondents, however, participated in continuing education experiences related to the preceptor role. Job satisfaction was measured with a 48-item Likert scale developed for nurses by Slavitt et al. No significant differences in job satisfaction were reported for preceptors who received educational preparation and those who did not. However, the type of unit in which the preceptor worked did affect job satisfaction. Critical care preceptors in units classified as intermediate care and emergency departments had greater levels of job satisfaction than nurses working in intensive care units (t[68] = 2.52, p = 0.01). In addition, the longer the preceptor worked in critical care, the lower the level of job satisfaction (r = -0.210, p = 0.04). Job satisfaction was also influenced by the support preceptors received from their institution; a significant positive correlation was seen between this support and the level of job satisfaction. A description of the format and content of preparation programs for critical care preceptors was also provided as a result of this study.

Adult↗
PubMed1995

Job satisfaction and health of house officers in the West Midlands.

A postal questionnaire survey was conducted in 1993 to determine the job satisfaction and current state of health of British-trained pre-registration house officers (PRHOs) working in the West Midlands Regional Health Authority. The questionnaire included parts of the Occupational Stress Indicator looking at job satisfaction, and mental and physical ill-health (as manifestations of stress). Out of 234 eligible PRHOs 182 (78%) returned questionnaires: female PRHOs had significantly higher scores for physical and mental ill-health than male PRHOs; 14.2% of PRHOs had scores for mental ill-health, and 17.6% scores for physical ill-health that were higher than the average reported for patients with psycho-neurotic disorders. The PRHOs had significantly lower scores for all individual aspects of job satisfaction and total job satisfaction, and significantly higher scores for mental and physical ill-health than a comparative group of junior hospital doctors (all grades), and a large group of non-health-care white-collar workers. These results indicate that there is a need to raise awareness of stress and stress-related problems faced by junior doctors, and to provide adequate support.

Adult↗