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Results for “Job Satisfaction”

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PubMed2006

Job satisfaction and short-term sickness absence among Dutch workers.

BACKGROUND: Sickness absence is a considerable economic and social problem. Short-term sickness absence is known to be associated with behavioural attitudes. The correlation between sickness absence and job satisfaction has been studied infrequently and with contradictory results. AIMS: This study investigated the correlation between short-term sickness absence and both global and specific job satisfaction. We defined short-term sickness absence as spells of up to 42 days. METHODS: A random sample of 898 Dutch workers from a variety of economic sectors and companies received a self-report questionnaire on their first day of sick leave. The questionnaire measured global and specific job satisfaction. In our regression analysis, we controlled for the confounding factors of age, gender, educational level, perceived workload, job autonomy and decision latitude. The duration of an absence spell was defined as the amount of calendar days between sick leave and return to work. RESULTS: Global job satisfaction did not correlate significantly with the duration of short-term sickness absence. While increasing physical job demands predicted longer absence, increasing job autonomy and educational level predicted shorter absence. Satisfaction with colleagues predicted longer duration absence. CONCLUSION: Global job satisfaction did not correlate with the duration of short-term absence spells, but specific satisfaction with colleagues was associated with longer sickness spells.

Adult↗
PubMed1999

Organizational factors, nurses' job satisfaction, and patient satisfaction with nursing care.

For this research study, the authors explored differences and relationships among the job satisfaction of registered nurses, patient satisfaction with nursing care, nursing care delivery models, organizational structure, and organizational culture. There were no differences in nurses job satisfaction or patient satisfaction with nursing care in different organizational structures or where different nursing care delivery models were used. A supportive environment was most important to the job satisfaction of nurses.

Adult↗
PubMed1989

Role issues, job satisfaction and unit of assignment.

A prospective, descriptive study of role conflict and role ambiguity and its relationship to job satisfaction among a stratified, random sample of 100 registered nurses in an acute care setting is reported. Job satisfaction was measured using the Job-in-General scale developed by Smith and Ironson. Role conflict and role ambiguity were measured using the Nursing Index of Role Conflict and Role Ambiguity developed for use in this study. Both role conflict and role ambiguity were inversely related to job satisfaction, providing Pearson Project Moment correlations of -.48 (P less than .001) and -.38 (P less than .001), respectively. Additionally, perceptions of role conflict and role ambiguity were found to be greater among intensive care unit nurses. Management implications of these findings are discussed.

Adult↗
PubMed2003

Job satisfaction among mental health professionals in Rome, Italy.

Although various surveys on job satisfaction have been performed in mental health care settings, no studies have investigated in-depth the level of satisfaction with the various aspects of work in Italian mental health services. In the present study, all clinical mental health staff working in a large psychiatric catchment area in Rome were invited to anonymously complete a previously validated questionnaire designed to measure job satisfaction among mental health professionals. Of the total 236 health professionals, 196 (83%) agreed to participate. Most participants were not completely satisfied with many aspects of their job, and many were not even moderately satisfied. The level of satisfaction increased with age, and it was significantly lower among hospital-ward staff compared to the staff of outpatient clinics or residential facilities, even after adjusting for age, gender, profession, work setting, and time in current job, using a multiple logistic regression model. Our findings suggest that interventions aimed at increasing job satisfaction among Italian mental health professionals might be warranted, particularly among hospital-ward staff.

Adult↗
PubMedDate not supplied

Quality of life and job satisfaction of nurses.

The purpose of this study was to determine whether there is a relation between job satisfactionand quality of life (QOL) of nurses. The study was based on a sample of 501 nurses. Job satisfaction was measured by means of the Short Form Minnesota Questionnaire and QOL by means of WHOQOL-BRIEE The results demostrated a positive correlation between job satisfaction and QOL. It was also found that job satisfaction and QOL scores of nurses showed a significant difference according to their age, economic level, marital status, duration of working life, and position at work.

Adult↗
PubMed1987

Transition from student to physical therapist. Changes in perceptions of professional role and relationship between perceptions and job satisfaction.

A longitudinal study of 15 entry-level postbaccalaureate degree graduates was conducted to determine whether their perceptions of the professional role of the physical therapist and of self in that role changed after employment had begun and whether a relationship exists between these perceptions and job satisfaction. Data were collected by mail using a semantic differential test for measuring role perceptions and a questionnaire that included items related to job satisfaction and to demographic data. The return rate was 93%. At the time of data collection, the graduates had been employed for 12 to 18 months. The data on role perceptions were compared with data previously reported by Fincher Corb et al that had been collected on these same subjects when they entered the physical therapy education program and when they completed the program. Kendall's coefficient of concordance revealed significant differences (p less than .05) in three concepts relating to the professional role of the physical therapist and in one concept relating to self in that role. In each instance, the role perception score was lower after 12 to 18 months of employment. Job satisfaction scores were relatively high among the subjects. Spearman correlation coefficients calculated between job satisfaction and role perception scores revealed a positive and direct relationship between three role concepts and job satisfaction. Results of this study provide information about the professional socialization process in physical therapy.

Humans↗
PubMed2001

Psychological stress, anxiety, depression, job satisfaction, and personality characteristics in preregistration house officers.

Work related stress and anxiety may have a profound effect on an individual's wellbeing. In the case of doctors this may also affect patient care. This study measured stress, anxiety, and job satisfaction and the influence of personality factors on these in a group of preregistration house officers in the north east of England. A total of 109 preregistration house officers anonymously completed a lifestyles questionnaire designed to measure self rated psychological stress, state anxiety, job satisfaction, and personality characteristics. Results showed that 37.5% of women and 24% of men preregistration house officers suffered from possible psychological stress. Altogether 38.9% of women and 5.4% of men were suffering from possible anxiety and 8.3% of women and 2.7% of men were suffering from possible depression. The mean (SD) job satisfaction scores were 83.8(17.4) (range 52-127; median 86.5) for men and 80.5(16.7) (range 41-114; median 81) for women. Altogether 30.6% of men and 41.7% of women reported to be dissatisfied with the organisational processes in their job. There were significant negative correlations between stress and job satisfaction scores (r = -0.508; p<0.0001) and between anxiety and job satisfaction scores (r = -0.421; p<0.0001), and significant positive associations between anxiety and stress scores (r = 0.593; p<0.0001). Stress, anxiety, and depression scores were significantly correlated with neuroticism scores in both men and women. The personality characteristic of neuroticism was a predisposing factor for stress and anxiety in the junior doctors which may be taken into consideration when offering support and counselling.

Adult↗
PubMed2004

Affect and job satisfaction: a study of their relationship at work and at home.

The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and job satisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that job satisfaction affected positive mood after work and that the spillover of job satisfaction onto positive and negative mood was stronger for employees high in trait-positive and trait-negative affectivity, respectively. Results also revealed that the effect of mood at work on job satisfaction weakened as the time interval between the measurements increased. Finally, positive (negative) moods at work affected positive (negative) moods experienced later at home.

Adult↗
PubMed2002

Note on the relationships among job satisfaction, organizational commitment, and organizational citizenship behavior.

Previous research which has established a relationship between organizational citizenship behavior and job satisfaction has involved primarily white collar workers. This study extends the prior research to a different sample--blue collar workers--and investigates the relations of organizational citizenship behavior to the various facets of job satisfaction as measured by the Job Descriptive Index. We also examine the relative effects of organizational commitment and job satisfaction on citizenship behaviors. Analysis of responses from a sample of 91 machine operators employed by a clothing manufacturer in the southeastern United States indicates that citizenship behaviors of blue collar workers are related to satisfaction with coworkers, satisfaction with supervision, and satisfaction with pay, but not satisfaction with opportunities for advancement, satisfaction with the work itself, or organizational commitment.

Adult↗
PubMedDate not supplied

Machiavellianism and radiographer job satisfaction.

This article reports the results of a survey conducted to determine the relationship between Machiavellianism and job satisfaction among radiographers. As predicted by the literature, the survey showed a negative correlation between these two constructs-radiographers with higher Machiavellianism had lower job satisfaction, while those with the lowest Machiavellianism had the highest job satisfaction. Education, gender, marital status, race, position and time in position had no significant effect on the two constructs.

Adult↗
PubMed1996

Job satisfaction among selected hospital CEOs.

The purpose of this study was to identify the contributors to job satisfaction of hospital chief executive officers (CEOs) using a multidimensional approach of demographic characteristics. environmental traits, and person environment fit traits. By analyzing the concept of hospital executive job satisfaction in a multidimensional approach, a more comprehensive model of the most salient determinants of job satisfaction was developed. CEOs ranked their performance highest on employee and staff relations and managerial team building and lowest on information management systems. The results of this study can be used to better understand the intricacies and uniqueness of being a hospital CEO as well as the professional and personal requirements of success.

Adult↗
PubMed2001

Organizational commitment, job satisfaction, and effort in the service environment.

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.

Adult↗
PubMed2001

Job satisfaction of family practice residents.

BACKGROUND AND OBJECTIVES: As new market forces and expanding responsibilities strongly influence our specialty, it is vital to understand issues that affect resident recruitment, retention, and performance. This study evaluated family practice residents' satisfaction with their chosen careers, their individual programs, and many of the other factors that potentially influence and contribute to job satisfaction. METHODS: Data were collected using a 56-item questionnaire that included demographic information and specific questions regarding residency job satisfaction. The questionnaire was mailed to all 28 Texas family practice residency programs. RESULTS: We received resultsfrom 75% of surveyed residents. Overall satisfaction with family practice as a specialty" received the highest satisfaction ranking. Satisfaction with 25 various aspects of family practice residency training was significantly higher in community-based programs, compared with university-based programs, and satisfaction increased with year level of training. Items that were ranked higher by community-based residents included satisfaction with their specific residency program, obstetrics experience, overall learning environment, degree of autonomy, and relationship with specialists. CONCLUSIONS: This report demonstrates a strong degree of overall job satisfaction among family practice residents. In general, residents in community-based programs have a higher level of job satisfaction, compared with residents in university-based programs, and satisfaction increases with vear level of training.

Adult↗
PubMed2001

The effect of employee job satisfaction on program participation rates in the Virginia WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children).

Many researchers have shown a link between employee job satisfaction and customer satisfaction in the private sector. Customer satisfaction is the end result of whether the particular service and/or a product meet the customer's needs. The purpose of this research project was to assess the level of employee job satisfaction in the Virginia WIC Program and to determine whether a correlation exists between the level of employee job satisfaction and program participation rates. The results of this study showed that high levels of employee job satisfaction were positively correlated to high program participation rates in the Virginia WIC Program.

Child↗
PubMed1998

Positive affectivity and negative outcomes: the role of tenure and job satisfaction.

In this study, the authors proposed and tested a 3-way interaction among positive affectivity (PA), job satisfaction, and tenure in predicting negative employee outcomes. Specifically, the authors predicted that the relationship between job satisfaction and negative outcomes would be stronger for high PAs and that this relationship would be more pronounced for longer tenured employees. Results support this 3-way interaction in predicting job search behavior, physical health complaints, and counterproductive employee behavior. In particular, the relationship between job satisfaction and negative outcomes was most strongly negative for high-PA individuals with longer tenure. The authors discuss the implications of these results and some directions for future research.

Adult↗
PubMed1996

Stresses, coping mechanisms and job satisfaction in general practitioner registrars.

BACKGROUND: There is concern about the morale of general practitioner registrars. There may be stress-provoking factors that could be avoided or minimized. AIMS: The aims of the study were to assess the sources of stress and job satisfaction of general practitioner registrars, to compare registrars' job satisfaction with that of established principals using a recently published survey and to identify registrars' usual responses to stress. METHOD: A postal questionnaire survey was sent to all 143 general practitioner registrars in the West Midlands Region. The main measures were: self-rating scales of stresses associated with work and training; the Warr, Cook and Wall job satisfaction scale; and self-reported responses to stress. RESULTS: A total of 118 (83%) general practitioner registrars responded. The most potent sources of stress were family-job conflict, working for the Membership of the Royal College of General Practitioners, patients' unrealistic expectations and disruption of social life. Registrars practised good coping responses to stress. Registrars in this study had significantly greater job satisfaction than general practitioner principals in a 1993 survey for three out of 10 items measured (responsibility given, hours of work and the job as a whole) and significantly worse scores for three items (recognition for good work, rate of pay and variety of work). CONCLUSIONS: Registrars have additional stresses to those of established principals because they need to study for examinations, learn new tasks in general practice and carry out their service commitments at a stage in life when many are newly married or have a young family. Training in stress management for general practitioner registrars is recommended.

Adaptation, Psychological↗
PubMed1991

The development of a measure of job satisfaction for use in evaluating change in the system of care delivery.

The aim of the study was to produce a reliable, valid measure of job satisfaction in order to monitor the effect of a change in the method of care delivery. Principal components analysis of questionnaire responses by 121 nurses yielded two scales labelled "Intrinsic Job Satisfaction" and "Patient Focus". Cronbach's alpha was 0.88 and 0.82 respectively. Further analyses revealed significant differences in scores on both scales for different grades of staff and significant differences in scores on "Patient Focus" for nurses working in different specialties. Significant increases in scores on both scales were found for registered nurses following changes in organisation on a surgical ward. This increase was maintained over time. For enrolled nurses an increase in "Intrinsic Job Satisfaction" was less well maintained and no differences were found over time on "Patient Focus". The two scales are reliable and sufficiently sensitive to monitor the relationship between job satisfaction and system of care delivery for different grades of staff working in different specialties.

Employee Performance Appraisal↗
PubMed2006

Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literature.

BACKGROUND: The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement. AIM: The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors. METHODS: To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress. FINDINGS: The key findings suggest that stress and leadership issues continue to exert influence on dissatisfaction and turnover for nurses. Level of education achieved and pay were found to be associated with job satisfaction, although the results for these factors were not consistent. CONCLUSION: Investigating possible changes over time in sources of dissatisfaction revealed that factors related to the work environment rather than individual or demographic factors were still of most importance to nurses' turnover intentions. The differences found to occur across work settings necessitates analysis of job satisfaction at ward level, and the contribution of qualitative methods to develop more detailed insight is emphasised. The inconsistent findings over time associated with the effects of educational attainment and pay on intent to leave suggest that it is imperative that sources of job satisfaction are reassessed in the light of ongoing changes.

Attitude of Health Personnel↗