Search PubMed⌕ Search

SEARCH · Search PubMed

Results for “Job Satisfaction”

Search indexed PubMed citations on genomics, clinical trials, systematic reviews and public health. Explore titles, authors and supplied subject terms, then open the PubMed record.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 343 records · Page 19Linked to original sources
PubMed2005

[Mediating role of empowerment in the relations to job and organizational factors, and job satisfaction and organizational commitment--empirical evidence from national university hospital employees].

OBJECTIVES: The aim of this study was to examined the mediating role of empowerment in relations to job and organizational factors, and job satisfaction and organizational commitment in hospital organizations. METHODS: Job variety, clarity, significance, and fitness were examined as the job factors, and security, reward justice, and organizational support as the organizational factors. Data were collected from 8 national university hospitals with 1,289 data points used for the final analysis. RESULTS: All the job factors were found to positively influence empowerment, as were all the organizational factors, with the exception of reward justice. As hypothesiz -ed, empowerment had significant effects on both job satisfaction and organizational commitment, and was the most influential variable of all those examined. CONCLUSIONS: In the relations to job satisfaction, empowerment completely mediated job significance, security and organizational support, and partially mediated all other variables, with the exception of reward justice. In the relations to organizational commitment, empowerment completely mediated job variety and job fitness, and partially mediated all other variables, with the exception of reward justice. The theoretical and practical implications of these results have been discussed.

Adult↗
PubMed2005

Nurse job satisfaction and retention: comparing public to private hospitals in Jordan.

AIMS: To identify variables of Jordanian nurses' job satisfaction and retention. Comparisons were performed between three public and two private hospitals. BACKGROUND: There has been little research on nurse job satisfaction and retention in Jordan. Interest in nurse retention is renewed with each cycle of nursing shortage. METHODS: A descriptive design using surveys guided this study through convenience sample of 438 nurses. Data were analysed using descriptive and inferential statistics. RESULTS: Nurses reported that they were "moderately satisfied" in their jobs with "neutral" opinion about their retention. Nurses who work in private hospitals were more satisfied and intended to retain their jobs more than nurses in public hospitals. CONCLUSION: Nurse job satisfaction and retention are related concepts; nurses who are satisfied in their jobs are likely to retain these jobs.

Adult↗
PubMed1990

Göteborg quality of life study of men born in 1913 and 1923--age, sex, job satisfaction and cardiovascular diseases.

To see whether well-being and symptoms are affected by age, job satisfaction, and cardiovascular diseases a quality of life assessment of men born in 1913 and 1923 and living in Göteborg was performed. Age influenced both well-being and symptoms in different ways. Many well-being variables declined and many symptoms decreased with age. Symptoms were strongly related to both global health and job satisfaction--more symptoms were found in participants with low global health or low job satisfaction. Participants with cardiovascular disease and diabetes mellitus showed considerable variation in their quality of life. Hypertensive and diabetic patients showed only small deviations in the well-being and symptom profile. Congestive heart failure patients generally had a low quality of life. It was not possible to decide if the lack of well-being was caused by the diseased state, the treatment, or the patients' awareness of having a specific disease.

Adult↗
PubMed2005

An analysis of job satisfaction among physician assistants in Taiwan.

The physician assistant (PA) is a relatively new medical specialty that developed to manage the shortage of resident physicians and to ensure that patients receive high-quality health care in today's increasingly complex and demanding medical environment. PAs in Taiwan are not governed by laws and regulations, and the absence of legislation to define their roles and responsibilities can lead to confusion in the work environment and potential communication barriers with coworkers and supervising physicians. The purpose of this exploratory study was to examine the environmental and sociodemographic factors that influence job satisfaction and job-related communication among PAs in Taiwan. The data source, a self-administered mail survey, was sent to 196 PAs working within medical facilities in northern, central, and southern Taiwan. The response rate to the survey was 71.01%. There was a strong correlation between communication satisfaction and job satisfaction among respondents. The PAs' overall position in the hospital, relationships with coworkers (doctors, nurses, and other medical staff), and ability to perform his or her duties while working with the supervising physician were the major environmental factors that influenced job and communication satisfaction. In addition, the number of working years and marital status were important demographic factors influencing job satisfaction. Demographic and environmental factors influencing job satisfaction are analyzed, and ways in which the roles and responsibilities of PAs can be clarified, strengthened, and improved are discussed in an overall effort to provide management strategies for the current PA system in Taiwan.

Adult↗
PubMedDate not supplied

Association between continuing education and job satisfaction of nurses employed in long-term care facilities.

BACKGROUND: The purpose of this descriptive, correlational study was to investigate the relationship between continuing education and job satisfaction among RNs and licensed practical nurses (LPNs) employed in long-term care facilities. METHOD: Herzberg's Motivational-Hygiene Theory was used as a framework to guide the design of the study. The Professional Educational Activities Scale and the McCloskey/Mueller Satisfaction Scale were completed by 110 nurses employed in long-term care facilities. RESULTS: No difference was found between type of employment status (full-time versus part-time) on the level of professional educational activities. However, RNs participated in more continuing education activities than LPNs. Nurses who reported higher family incomes also had greater participation in educational activities. Registered nurses reported greater job satisfaction than LPNs. No significant difference was found between the degree of job satisfaction for Black and White nurses. The results of this study indicated nurses who participated in more continuing education activities scored higher on the job satisfaction scale. CONCLUSION: As the elderly population increases, a critical need exists for nurses to be knowledgeable about current research-based information, including the economic and psychosocial effects of illness in later life. To provide the most effective care for the elderly population, nurses in long-term care must be knowledgeable about the complexity and specific characteristics of chronic illnesses. Continuing education activities are an important way to access this information.

Adult↗
PubMed2005

Unhappy doctors? A longitudinal study of life and job satisfaction among Norwegian doctors 1994-2002.

BACKGROUND: General opinion is that doctors are increasingly dissatisfied with their job, but few longitudinal studies exist. This study has been conducted to investigate a possible decline in professional and personal satisfaction among doctors by the turn of the century. METHODS: We have done a survey among a representative sample of 1,174 Norwegian doctors in 2002 (response rate 73 %) and compared the findings with answers to the same questions by (most of) the same doctors in 1994 and 2000. The main outcome measures were self reported levels of life satisfaction and job satisfaction according to the Job Satisfaction Scale (JSS). RESULTS: Most Norwegian doctors are happy. They reported an average life satisfaction of 5.21 in 1994 and 5.32 in 2002 on a scale from 1 (extremely dissatisfied) to 7 (extremely satisfied). Half of the respondents reported a very high level of general life satisfaction (a score of 6 or 7) while only one third said they would have reported this high level of satisfaction five years ago. The doctors thought that they had a higher level of job satisfaction than other comparable professional groups. The job satisfaction scale among the same doctors showed a significant increase from 1994 to 2002. Anaesthesiologists and internists reported a lower and psychiatrists and primary care doctors reported a higher level of job satisfaction than the average. CONCLUSION: Norwegian doctors seem to have enjoyed an increasing level of life and job satisfaction rather than a decline over the last decade. This challenges the general impression of unhappy doctors as a general and worldwide phenomenon.

Adult↗
PubMed2002

Assessing differences in job satisfaction of nurses in magnet and nonmagnet hospitals.

Is there a difference in the level of job satisfaction among clinical nurses employed at magnet versus nonmagnet hospitals, and is it linked to nurse executive leadership? To answer these questions, 305 clinical nurses employed at magnet and nonmagnet hospitals rated their perceptions of job satisfaction while 16 leaders from the same hospitals were interviewed for their perception of their role in healthcare. The author discusses that differences in job satisfaction scores were linked to greater visibility and responsiveness by magnet nurse leaders; better support of clinical nurse autonomous decision-making by magnet nurse leaders; and greater support of a professional nursing climate at magnet hospitals as evidenced by adequate staffing in the workforce.

Adult↗
PubMed2001

Primary care physician job satisfaction and turnover.

OBJECTIVE: To examine the relationship of personal characteristics, organizational characteristics, and overall job satisfaction to primary care physician (PCP) turnover. SUBJECTS AND METHODS: A cohort of 507 postresident, nonfederally employed PCPs younger than 45 years of age, who completed their medical training between 1982 and 1985, participated in national surveys in 1987 and 1991. Psychological, economic, and sociological theories and constructs provided a conceptual framework. Primary care physician personal, organizational, and overall job satisfaction variables from 1987 were considered independent variables. Turnover-related responses from 1991 were dependent variables. Bivariate and multivariate analyses were conducted. RESULTS: More than half (55%) of all PCPs in the cohort left at least 1 practice between 1987 and 1991. Twenty percent of the cohort left 2 employers. PCPs dissatisfied in 1987 were 2.38 times more likely to leave (P < .001). Primary care physicians who believed that third-party payer influence would decrease in 5 years were 1.29 times more likely to leave (P < .03). Non-board certified PCPs were 1.3 times more likely to leave (P < .003). Primary care physicians who believed that standardized protocols were overused were 1.18 times more likely to leave (P < .05). Specialty, gender, age, race, and practice setting were not associated with PCP turnover. CONCLUSIONS: Turnover was an important phenomenon among PCPs in this cohort. The results of this study could enable policy makers, managed care organizations, researchers, and others to better understand the relationship between job satisfaction and turnover.

Adult↗
PubMed2005

Effects of web-based psychoeducation on self-efficacy, problem solving behavior, stress responses and job satisfaction among workers: a controlled clinical trial.

This study examined effects of web-based psychoeducation on self-efficacy, problem solving behavior, stress responses and job satisfaction. The program was based on social cognitive theory and was primarily aimed at increasing knowledge of stress, self-efficacy, and the use of problem solving behavior. A total of 225 employees were invited to participate in the study. Participants were assigned to an intervention (n=112) or waiting list control group (n=113). Those in the intervention group were asked to access the website and to complete learning within 1 month. To investigate the intervention effect, the change score in the outcome variable was calculated by subtracting the score at pre-intervention from that at post-intervention (1 week after completion of the learning period). Then, the difference in the scores between groups was examined using analyses of covariance (ANCOVA) with the pre-intervention score as the covariate. We detected a marginally significant difference between groups in changes in job satisfaction from pre- to post-intervention (p=0.081). Participants in the intervention group showed an increase in job satisfaction score, while those in the waiting list control group showed a decrease in it. No significant differences were detected between groups in the other indicators (p>.10). We detected significant or marginally significant intervention effects on self-efficacy, problem solving behavior, stress responses, and job satisfaction among males and younger individuals, and those who had initially higher job strain and higher interest in managing stress. Further research is required with longer time periods (controlled follow-up) and a broader sample to fully determine the intervention effect.

Adult↗
PubMed1999

Job satisfaction amongst nurses in an interim secure forensic unit in Wales.

All grades of nursing staff in a recently established interim secure forensic unit completed the Index of Work Satisfaction (IWS; n = 40). High levels of job satisfaction were achieved on four of the IWS subscales: (i) professional status; (ii) interaction; (iii) doctor-nurse relationship; and (iv) autonomy. Moderate levels of satisfaction were found on two of the subscales, task requirements and administration, while the salary subscale was the major area of dissatisfaction across the group. The high level of overall satisfaction in this area of psychiatric nursing may be regarded as a significant achievement in the development of new clinical services in what is regarded as a stressful area of nursing. Measures of job satisfaction may be useful benchmarks for evaluating future changes and developments in the service and for monitoring and improving the clinical work environment.

Attitude of Health Personnel↗
PubMed2002

The relationship of role-related variables to job satisfaction and commitment to the organization in a restructured hospital environment.

BACKGROUND AND PURPOSE: Many factors in today's hospitals can influence how physical therapists view their work experience. Changing roles, with the accompanying stress, and professionalism may contribute to a therapist's perception of his or her job and the organization in which he or she works. In this study, the relationship between changes in physical therapist role behaviors following hospital restructuring and 2 work-related outcomes--job satisfaction and commitment to the organization--was studied. The influence of stress and occupational commitment on these outcomes also was examined. SUBJECTS AND METHODS: Through a survey of 273 hospital-based physical therapists, changes in physical therapist role behaviors, levels of stress, occupational commitment, job satisfaction, and commitment to the organization following restructuring were identified and examined. RESULTS: Six role behavior dimensions reflecting professional and organizational responsibilities were identified from the data. After controlling for sample demographics, the professional role behaviors, specifically those reflecting interaction and integration with other practitioners, appeared to exert a small, but positive, influence on job satisfaction and commitment to the organization. In addition, occupational commitment had a positive influence, whereas stress had a negative influence on job satisfaction and commitment to the organization. DISCUSSION AND CONCLUSION: Multiple aspects of a clinician's role could influence job satisfaction and commitment to the organization following hospital restructuring. The most influential factor was stress, which often accompanies organizational change. However, the positive influence of occupational commitment and the role behaviors that involve increased interaction with other people reflect professional role characteristics described in the Guide to Physical Therapist Practice were noted.

Adult↗
PubMed2004

Baseline job satisfaction and stress among pharmacists and pharmacy technicians participating in the Fleetwood Phase III Study.

OBJECTIVE: To provide baseline levels of job satisfaction and stress among members of the long-term care pharmacy team participating in the Fleetwood Phase III evaluation. DESIGN: Cross-sectional design; long-term care pharmacy provider in North Carolina (the implementation site of the large-scale Fleetwood Phase III study). PARTICIPANTS: All current pharmacy employees as of May/June 2002. INTERVENTIONS: None. MAIN OUTCOME MEASURE(S): Health Professional Stress Inventory and job satisfaction. RESULTS: Ninety-four percent (16/17) of consultant pharmacists were satisfied with their job, with 89% reporting they would definitely choose to be a pharmacist again. Seventy-five percent both of dispensing pharmacists and pharmacy technicians reported overall job satisfaction. Forty-one reported that they would not choose to be a pharmacist (pharmacy technician) again. The most frequently reported sources of stress among the dispensing pharmacists and pharmacy technicians were conflicts with non-work obligations (i.e., family, personal life) and the ability to perform duties with short staffing. In addition, inadequate pay and few opportunities for job advancement were often/frequent sources of stress among pharmacy technicians. More than one third of dispensing pharmacists also reported stress frequently because of fears of mistakes in patient treatment. CONCLUSION: Overall, consultants are very satisfied with their positions, although dispensing pharmacists and pharmacy technicians are less satisfied with their work. The reasons may be because of the different nature of each job, as well as staffing shortages. The extent to which the Fleetwood Model can improve job satisfaction and impact on stress will be evaluated once we resurvey the pharmacy team after the intervention period of the Fleetwood Phase III study.

Journal Article↗
PubMed2006

[Two scales for job stress and psychological health investigation: type-A personality and job satisfaction].

PURPOSE: The purpose of the present study is to investigate the psychometric properties of two instruments developed to measure Type-A behaviors and job satisfaction, two important variables mentioned in the stress literature. METHOD: The data were collected from two different samples, one composed of 426 bank personnel, the other composed of 94 adults working in a private company. The findings are presented separately under the titles Study I and Study II. In both of the studies the assessment instruments used were: Stress Audit (Symptoms), Stress Audit (Vulnerability), Stress Coping Behaviors, Job Satisfaction Scale, and Type-A Behaviors Inventory. RESULTS: For both of the instruments, the studies were based on factor analyses. For Type-A Behaviors Inventory the analyses revealed 4 factors, while for Job Satisfaction Scale they revealed 6 factors. The factor subscales developed from these factors were found to have satisfactory Cronbach's alphas. For Type-A Behaviors Inventory they ranged between .40 and .90; whereas for Job Satisfaction Inventory these values were between .53 and .94. Both studies also included correlational analyses to specify the criterion validity values of the two instruments. CONCLUSION: The findings revealed that both of the instruments had satisfactory psychometric values, indicating that they can be reliably used in health psychology and job stress studies.

Adult↗
PubMed1991

Work stress and job satisfaction in hospital-based home care.

The entire staff of the hospital-based home care (HBHC) at Motala (n = 35) participated in a study concerning work stress and job satisfaction. A significant number of the patients in the HBHC have advanced malignancies and most of them are terminally ill. A total of 219 questions about stress and job satisfaction were asked in a self-administered questionnaire. Only 3%-17% of the staff often or very often experienced stress factors such as high expectations, confusing orders, or lack of information. Instead, a majority stated that they often/very often experienced different aspects of job satisfaction, such as meaningfulness, security, and stimulation. Staff members stating that they often were proud/very proud of their jobs, members feeling that their skill and experience were needed, as well as staff members who often received praise from their superiors, were less prone to look for other jobs (p less than 0.01, p less than 0.05, and p less than 0.05, respectively). Those who often/very often were allowed to take initiatives of their own more often regarded their jobs as non-monotonous (p less than 0.05) and stimulating to their personal development (p less than 0.001). Despite demanding jobs with severely ill patients, most of the staff gave high ratings for different aspects of job satisfaction. This positive spirit was also reflected in the exceptionally low job turnover among them. Possible explanations may be a careful selection of personnel and an organization which both stimulates the staff's own initiatives and provides support when necessary.

Clinical Competence↗
PubMed1982

A comprehensive program to increase job satisfaction among pharmacy technicians.

A multifaceted personnel management and continuing education program specifically designed to provide job satisfaction for the pharmacy technician is described. Turnover among technicians is often higher than for other personnel categories. One interpretation of a high turnover rate is that it is a direct indication of job dissatisfaction and disillusionment on the part of technicians towards their career potential. Several approaches were initiated at the Rhode Island Hospital to increase job satisfaction among pharmacy technicians and to assist the pharmacy department in stabilizing this category to reflect a more satisfactory turnover rate. These were: (1) initiating a comprehensive continuing education program; (2) establishing a "career ladder" by developing an advanced level of pharmacy technicians; (3) incorporating technicians in a concept of participative management within the department; (4) increasing job responsibilities as new programs are developed; (5) rotating assignments and responsibilities to foster flexibility and interest. The programs enumerated have made a significant contribution toward increasing the stability and job satisfaction of the technician category. The success of the measures described is reflected in the average tenure of an individual in the technician category, which is 41.9 months.

Hospital Bed Capacity, 500 and over↗
PubMed2004

Stress, burnout and job satisfaction in rural psychiatric nurses: a Victorian study.

OBJECTIVE: To measure the level of stress, burnout and job satisfaction in rural psychiatric nurses in Victoria, Australia. METHOD: This present study presents the findings of a research study undertaken with rural psychiatric nurses (n = 136) in two rural mental health services in Victoria. The study designed to measure their level of stress, burnout and job satisfaction using the Maslach Burnout Inventory (MBI), the Nursing Stress Scale (NSS) and Job Satisfaction Scale (JSS). RESULTS: The findings indicated that a low number rural psychiatric nurses suffered from 'high' level of burnout and the majority of nurses reported 'low level' of emotional exhaustion and depersonalisation scores. On the personal accomplishment subscale, only 11% recorded a 'high' score and 87% recorded 'low' score. On the Nursing Stress Scale, the 'workload' was the highest perceived stressor followed by 'inadequate preparation'. CONCLUSIONS: Paradoxically, the majority of rural psychiatric nurses stated that they were satisfied with their job, particularly with current situation at work, aspects of support and the level of involvement in decision making.

Attitude of Health Personnel↗
PubMed2003

Job satisfaction among program directors in obstetrics and gynecology: a national portrait.

OBJECTIVES: The purpose of this study was to determine job satisfaction among program directors in obstetrics and gynecology with the use of a validated tool and to identify specific sources of dissatisfaction that might lead to job change. STUDY DESIGN: The program director satisfaction and a global job satisfaction survey were sent to all program directors in the United States. Motivators for seeking a job change were assessed. The chi(2) test, Kruskal-Wallis test, correlation analysis, and multiple linear regression were used. RESULTS: Seventy percent of 254 surveys were completed. Global job satisfaction (minimum, 4; maximum, 16) was 11.9+/-2.9; mean program director satisfaction score was 135+/-25.8 (minimum, 54; maximum, 200). Job satisfaction was highest in chairs, full professors, those whose age was >50 years, and those with >5 years of experience (P=.02) and in facets that were related to work with residents, colleagues, and patients. Dissatisfaction was highest with regard to salary, promotion opportunities, and resources. Forty-six percent of those who responded were considering a job change in 3 years; the most common reason for a job change that was cited was administrative hassles. CONCLUSION: Although job satisfaction is high among program directors, administrative hassles may lead to high rate of rapid turnover.

Administrative Personnel↗
PubMed2002

[Job satisfaction in rehabilitation clinics--Development of the "MiZu-Reha" questionnaire and its use in quality assurance].

In this study, we report on the development and validation of a questionnaire measuring job satisfaction in rehabilitation centres. The questionnaire "Fragebogen zur Mitarbeiterzufriedenheit in Rehabilitationskliniken" ("MiZu-Reha") consists of 75 items. Three scales measure work climate, leadership and work organisation/communication. Further items assess weak points of work organisation and job satisfaction with several predefined aspects (e. g., career opportunities and salary). The scales have good internal consistency with Cronbach's alpha between 0.86 and 0.94. The dimensionality of the scales was established by confirmatory factor analyses. Correlations between the MiZu-Reha scales and independent satisfaction measures indicate the validity of the questionnaire. Correlations between the MiZu-Reha scales and indicators of patient satisfaction, process quality and outcome are in all cases positive (the higher the job satisfaction, the better the quality of rehabilitation), though weak and statistically not significant. Rehabilitation centres differ clearly from each other regarding job satisfaction of their employees. This shows the usefulness of clinic comparisons based on the MiZu-Reha. The questionnaire can be utilized in external quality assurance programmes, in the context of internal quality assurance measures (e. g. the Business Excellence Model of the European Foundation of Quality Management, EFQM) and in the use of management instruments such as the Balanced Scorecard.

Adult↗