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PubMedDate not supplied

Factors influencing job satisfaction on specialty nursing units.

In the midst of downsizing, restructuring, layoffs, hospital closures, mergers, and the beginning cycle of shortages in specialty units, nursing administrators must extend their understanding of the factors influencing job satisfaction and the implications these findings may have for nursing practice, in order to enhance the quality of worklife for nurses in a hospital setting and create competitive work environments. The Causal Model of Job Satisfaction for Nurses (Blegen & Mueller, 1987), including Leatt and Schneck's (1981) technology variable, was the conceptual framework used to look at the effect of the 14 variables (opportunity, routinization, autonomy, job communication, social integration, distributive justice, promotional opportunity, motivation, pay, workload, general training, kinship responsibility, unit size, technology) on job satisfaction. This study demonstrated a statistically significant positive correlation between autonomy, motivation and job satisfaction and a statistically significant negative correlation between routinization and job satisfaction.

Adult↗
PubMed2005

Health, work variables, and job satisfaction among nurses.

BACKGROUND: Evidence from several studies suggests that there is widespread job dissatisfaction among nurses. Coupled with a critical shortage of RNs, this situation threatens the provision of safe healthcare. OBJECTIVE: The purpose of this study was to explore the relationships and relative contributions of selected work (stress, work load, weekends off), shift worker health (sleep, depression), and demographic variables (age, number of individuals needing care after work) to job satisfaction in a random, nationwide sample of 247 critical care RNs. METHODS: The Dillman Tailored Design Method of survey research was used to recruit participants and collect data. A descriptive, correlational design evaluated the relationships between the variables. RESULTS: There were no significant differences in these variables among self-defined day-, night-, and rotating-shift nurses. Hierarchical regression analyses indicated that more weekends off per month and less depression and emotional stress contributed significantly to job satisfaction in nurses. CONCLUSIONS: Improvements in scheduling and interventions designed to reduce depression and emotional stress may help to improve job satisfaction in nurses and aid in nurse recruitment and retention.

Adult↗
PubMed1998

A survey of job satisfaction, sources of stress and psychological symptoms among general practitioners in Leeds.

BACKGROUND: The past seven years have seen rapid changes in general practice in the United Kingdom (UK), commencing with the 1990 contract. During the same period, concern about the health and morale of general practitioners (GPs) has increased and a recruitment crisis has developed. AIM: To determine levels of psychological symptoms, job satisfaction, and subjective ill health in GPs and their relationship to practice characteristics, and to compare levels of job satisfaction since the introduction of the 1990 GP contract with those found before 1990. METHOD: Postal questionnaire survey of all GP principals on the Leeds Health Authority list. The main outcome measures included quantitative measures of practice characteristics, job satisfaction, mental health (General Health Questionnaire), and general physical health. Qualitative statements about work conditions, job satisfaction, and mental health were collected. RESULTS: A total of 285/406 GPs (70%) returned the questionnaires. One hundred and forty-eight (52%) scored 3 or more on the General Health Questionnaire (GHQ-12), which indicates a high level of psychological symptoms. One hundred and sixty GPs (56%) felt that work had affected their recent physical health. Significant associations were found between GHQ-12 scores, total job satisfaction scores, and GPs' perceptions that work had affected their physical health. Problems with physical and mental health were associated with several aspects of workload, including list size, number of sessions worked per week, amount of time spent on call, and use of deputizing services. In the qualitative part of the survey, GPs reported overwork and excessive hours, paperwork and administration, recent National Health Service (NHS) changes, and the 1990 GP contract as the most stressful aspects of their work. CONCLUSIONS: Fifty-two per cent of GPs in Leeds who responded showed high levels of psychological symptoms. Job satisfaction was lower than in a national survey conducted in 1987, and GPs expressed the least satisfaction with their hours, recognition for their work, and rates of pay. Nearly 60% felt that their physical health had been affected by their work. These results point to a need to improve working conditions in primary care and for further research to determine the effect of any such changes.

Adult↗
PubMed1978

Work settings and job satisfaction: a study of primary care physicians and paramedical personnel.

This paper examines job satisfaction of primary care physicians and paramedical personnel in traditional office practices and in modern medical organizations. A series of two-way analyses of variance using work settings and occupational level as independent variables showed consistent effects of setting on job satisfaction. In modern organizational settings satisfaction with the work activity, with coworkers, and with income was lower than in traditional practices. Only with respect to income, were physicians, on the average, more satisfied than paramedical workers. The relationships between job satisfaction and the variety and complexity of work as well as ownership of work settings are analyzed and discussed.

Allied Health Personnel↗
PubMed2002

The working practices and job satisfaction of dental nurses in Trinidad and Tobago: findings of a national survey.

OBJECTIVE: To describe the working practices and level of job satisfaction of dental nurses in Trinidad and Tobago. DESIGN: Postal survey. PARTICIPANTS: Fifty enrolled and practising dental nurses in Trinidad and Tobago were surveyed, 38 replied (76%). OUTCOMES MEASURES: Current working practice, career breaks, continuing education, job satisfaction. RESULTS: All dental nurses were employed by the Ministry of Health or Regional Health Authorities. Most performed a wide range of clinical and administrative duties along with delivering dental health education. Forty five per cent of respondents had taken a career break since qualifying with maternity and child rearing being the most common reason (94%). Sixty six per cent had attended a continuing education course in the previous year, with this most frequently being a dental refresher course. Satisfaction with pre-qualification training was high but current job satisfaction was low. Concerns with working conditions and career paths were identified. CONCLUSION: Dental nurses in Trinidad and Tobago expressed confidence in their ability to perform their current duties and showed interest in continuing education. Job satisfaction was low.

Adult↗
PubMed2001

The interactive effect of chronic exposure to noise and job complexity on changes in blood pressure and job satisfaction: a longitudinal study of industrial employees.

The hypothesis of this study was that noise exposure level and job complexity interact to affect changes in blood pressure (BP) levels and job satisfaction over 2-4 years of follow-up. Results showed that among workers exposed to high noise, those with complex jobs showed increases in BP that were more than double shown by those with simple jobs. Under low noise exposure, there was a small increase in BP for workers with complex jobs but about a 3-fold increase in workers with simple jobs. The prevalence of elevated BP showed a similar trend. Job satisfaction increased among workers with complex jobs but was much less in those exposed to high noise. It was concluded that exposure to occupational noise has a greater negative impact on changes in BP and job satisfaction over time among those performing complex jobs. In contrast, job complexity had a clear beneficial effect for workers exposed to low noise.

Adult↗
PubMed2002

Relationship of nurses' assessment of organizational culture, job satisfaction, and patient satisfaction with nursing care.

This exploratory study investigated the relationship among staff nurses' assessment of organizational culture, job satisfaction, inpatient satisfaction with information about home care and follow-up, and general inpatient satisfaction with nursing care. A conceptual path model was tested using a secondary data analysis research design. Staff nurses and inpatients were sampled from inpatient units. The unit of analysis was patient care units. Pearson correlation and regression analyses were used. We found that strength of organizational culture predicted job satisfaction well and positively; job satisfaction predicted inpatient satisfaction significantly and positively; and inpatient satisfaction predicted general inpatient satisfaction well and positively. Methodological challenges of this study are discussed.

Adult↗
PubMed2005

The relationship between job satisfaction and health: a meta-analysis.

BACKGROUND: A vast number of published studies have suggested a link between job satisfaction levels and health. The sizes of the relationships reported vary widely. Narrative overviews of this relationship have been published, but no systematic meta-analysis review has been conducted. METHODS: A systematic review and meta-analysis of 485 studies with a combined sample size of 267 995 individuals was conducted, evaluating the research evidence linking self-report measures of job satisfaction to measures of physical and mental wellbeing. RESULTS: The overall correlation combined across all health measures was r = 0.312 (0.370 after Schmidt-Hunter adjustment). Job satisfaction was most strongly associated with mental/psychological problems; strongest relationships were found for burnout (corrected r = 0.478), self-esteem(r = 0.429), depression (r = 0.428), and anxiety(r = 0.420). The correlation with subjective physical illness was more modest (r = 0.287). CONCLUSIONS: Correlations in excess of 0.3 are rare in this context. The relationships found suggest that job satisfaction level is an important factor influencing the health of workers. Organisations should include the development of stress management policies to identify and eradicate work practices that cause most job dissatisfaction as part of any exercise aimed at improving employee health. Occupational health clinicians should consider counselling employees diagnosed as having psychological problems to critically evaluate their work-and help them to explore ways of gaining greater satisfaction from this important aspect of their life.

Burnout, Professional↗
PubMed1987

Effect of job satisfaction on stress, performance and health in self-paced repetitive work.

The present study was designed to investigate the effect of job satisfaction on stress, performance and health in self-paced repetitive work. There were two groups of subjects. One group consisted of 41 subjects with a high score on job satisfaction and the second group consisted of an equal number of subjects with a low score on job satisfaction. The mean age and experience of high and low satisfied groups are respectively 34.63 and 13.60 and 34.14 and 15.51 years. The educational qualifications of all the workers were below primary level. The results of the study indicate that the low satisfied workers experience more stress and describe their job more unfavourably than the highly satisfied workers. It is also observed that the high satisfied workers are better performers and possess good health (fewer health complaints and good mental health) than that the dissatisfied workers. The findings of the study suggest that the quality of working life may be improved by increasing the job satisfaction of the workers.

Adult↗
PubMed2002

Sleep, dreams, and job satisfaction.

Intercorrelations between the KJP Dream Inventory, Stanford Sleepiness Scale, and the Brayfield-Rothe Job Satisfaction Questionnaire from a database of 56 graduate students gave small significant correlations between job satisfaction and age (.32), repetitive traumatic dreaming, (-.30), being chased in one's dreams (-.35), and sleepiness (-.30). Associations of employment status with sleepiness, dream discontent, and dreams of being famous were also evident. Results were discussed in terms of the hypothesized relationship between contentedness or discontentedness and their association with sleep, dreaming, and job satisfaction.

Adult↗
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

Job satisfaction among hospice workers: what managers need to know.

The purpose of this study was to investigate the perception of job satisfaction among hospice interdisciplinary team members, which included social workers, nurses, spiritual care providers, and home health aides. Interdisciplinary team members (n = 72) from 4 hospice organizations in the Midwest participated in the study. Results of this study show that job satisfaction as defined by hospice workers includes having task significance, supervisory support, integration, distributive justice, positive affectivity, autonomy, routinization, no role overload, and high levels of work motivation. These same workers also stated that (1) working with patients and families and carrying out the hospice philosophy (task significance), (2) being comfortable with their level of knowledge and skills (competence), and (3) having good relationships with team members (integration) play a significant role in their degree of satisfaction on the job. These results have implications for managers in hospice organizations. Specifically, managers in health care organizations like hospices need to be apprised of what factors result in job satisfaction among employees.

Administrative Personnel↗
PubMedDate not supplied

Burnout, depression, life and job satisfaction among Canadian emergency physicians.

Our goal was to determine the level of burnout, depression, life and job satisfaction of Canadian emergency physicians. Six instruments were administered: the emotional exhaustion, depersonalization, and personal accomplishment intensity subscales of the Maslach Burnout Inventory (MBI); the Centre for Epidemiologic Research Self-Report Depression Scale (CES-D); the Satisfaction With Life Scale (SWLS); and the Emergency Physician Job Satisfaction Measurement Instrument (EPJS). Forty-six percent of the sample fell within the medium to high level of emotional exhaustion, 93% within the medium to high range for depersonalization, and 79% within the medium to low range for personal accomplishment. Sixty-one percent were satisfied with their lives, and 75.5% were satisfied with their jobs. Multiple regression analysis showed that increased age, being a department head, and increased weeks of holiday per year were positive contributors to EPJS scores (P < 0.05). Involvement in medical education, increased clinical hours worked per year, and region of residence-Quebec were negative contributors to EPJS scores (P < 0.05). Involvement in medical education is a significant factor among physicians experiencing depressive symptomatology. Time away from clinical practice is important to job satisfaction and emotional well-being.

Adult↗
PubMedDate not supplied

Job satisfaction among hospice interdisciplinary team members.

The purpose of this study was to investigate job satisfaction among hospice interdisciplinary team (IDT) members. Interdisciplinary team members (N = 76) from several hospices in Ohio participated in the study. Pearson product-moment correlations (p < .05) revealed that there were significant relationships between job satisfaction and autonomy, role ambiguity, role conflict, supervisory support, task significance, routinization, positive affectivity, negative affectivity, and team functioning. Multiple regression analysis (p < .05) revealed that supervisory support, positive affectivity, role ambiguity, autonomy, and routinization were significant predictors of job satisfaction.

Adult↗
PubMed2001

Leadership behaviours: effects on job satisfaction, productivity and organizational commitment.

BACKGROUND: Research in the west has shown that job satisfaction, productivity and organizational commitment are affected by leadership behaviours. The purpose of this study is to determine the effect of leadership behaviours on employee outcomes in Singapore. Very little research related to this subject has been done in health care settings in this country. The comparison of the results of the different types of settings and samples will allow a better understanding of the relationship between leadership behaviours and employee outcomes and thus help to determine if leadership is worth the extra effort. METHOD: The study explored the relationships between five leadership behaviours identified by Kouzes and Posner and the employee outcomes of registered nurses practising in the general wards, intensive care units and the coronary care unit in an acute hospital. Survey questionnaires were used to elicit responses from 100 registered nurses and 20 managers belonging to the organization. Data collected included demographic characteristics and the degree to which the five types of leadership behaviours were used as perceived by the nurse managers and the registered nurses. In addition, the level of nurse job satisfaction, the degree of productivity and the extent of organizational commitment are described. FINDINGS: The findings show a similar trend to the original studies in the United States of America. Use of leadership behaviours and employee outcomes were significantly correlated. The regression results indicate that 29% of job satisfaction, 22% of organizational commitment and 9% of productivity were explained by the use of leadership behaviours. Recommendations are made in the light of these findings.

Adolescent↗
PubMed1988

Job satisfaction among home health aides.

This study reports on job satisfaction from a survey of 132 home health aides using Locke's Action Tendency Interview Schedule. The major findings were that respondents who had been employed in home health care for five years or less were more satisfied than those who had been working in the area for a longer period and that there were no differences in job satisfaction by age.

Adult↗
PubMed2000

Job satisfaction and professional development of health information administration faculty.

To provide seamless care for patients while the health care industry undergoes changes, an integrated health information system must be developed. This effort affects the roles and responsibilities of practitioners and educators in health information administration (HIA). The changes may affect job satisfaction of HIA educators as they prepare entry-level practitioners for emerging roles. A national survey of HIA faculty's job satisfaction used the JDI/JIG scales and a researcher-developed instrument. The survey asked what job, institutional, and individual factors were significantly related to overall job satisfaction, whether there is a relationship between organizational fit and overall job satisfaction, and whether HIA faculty were pursuing terminal degrees, and what incentives and impediments they found to do so. Response rate was 78%. These faculty were very satisfied with their jobs. Work, pay, supervision, and co-workers were significantly related to overall job satisfaction, with work and supervision accounting for 47% of the variance. Doctorally prepared faculty valued research more than did others, and tended to be in institutions perceived to value research. Although 79% reported that their institutions encouraged them to pursue advanced degrees, only 23.6% were pursuing doctorates. These findings may be useful in recruiting HIA practitioners into academia as well as for accreditation purposes.

Accreditation↗
PubMed1994

[Assessment of job satisfaction of the nursing staff].

OBJECTIVE: To find the overall and specific levels of job satisfaction of nursing staff in an Area's Health Institutions. DESIGN: Descriptive study of a crossover type of a population base. SETTING: Primary (PC) and Specialist (SC) Care within INSALUD in Madrid's Area 10. PARTICIPANTS: Nursing staff with at least six months in their post. All 147 working in PC were included and a random sample of 130 from SC. INSTRUMENT: The Font-Roja questionnaire, which measures overall job satisfaction and a series of specifics, was used. MEASUREMENTS AND MAIN RESULTS: 68.2% replied. By means of a factorial analysis of the main components, 9 dimensions explaining 59.2% of the variance were obtained. There was average general job satisfaction (3.05 +/- 0.35). The most valued dimension was that which referred to work content (4.01 +/- 0.59) and the least valued was tension associated with the job (2.47 +/- 0.70). CONCLUSIONS: Nursing staff at both levels of Health Care are less satisfied in the areas of "tension associated with work," "promotion prospects" and "over-work". The greatest satisfaction was found in "work content" and "relationships with colleagues". PC nursing staff showed greater satisfaction in "communication with superiors", "satisfaction with the post", "tension associated with the job" and "professional autonomy." Temporary scored higher than permanent staff in "satisfaction with the post" and "tension associated with the post." In general the afternoon shift provides most satisfaction.

Cross-Sectional Studies↗