Exploring the midwifery workplace environment in Aotearoa New Zealand over the three years from 2019-2021

Introduction:Job satisfaction is a main factor to increase efficiency, productivity, and individual satisfaction in the organization. The purpose of this study is to determine the forensic expertise amount of job satisfaction and to compare them with other specialists in different.Materials and Methods:In this cross-sectional study, 150 individuals were included in three groups of specialists including forensic, internal medicine, and pediatric. Data were collected by Brayfield and Rothe Job Satisfaction Questionnaire. SPSS software version 23 was used for statistical analysis.Results:High levels of job satisfaction among forensic professionals were higher than low job satisfaction, but the same was true for the other two groups. In this study, job satisfaction status in the three groups of specialists was not significantly correlated with their type of expertise (P = 0.19). There was no significant relationship between job satisfaction and gender (P = 0.19). In addition, the mean age of the specialists with low and high job satisfaction was not significantly different (P = 0.99). In this study, although the mean of work experience in professionals with high job satisfaction was higher than those with low job satisfaction, this difference was not significant (P = 0.23).Conclusion:The results of this study showed that job satisfaction was high among forensic medical professionals and was not significantly different from other specialist groups including pediatric and internal medicine. In addition, job satisfaction was not significantly different in terms of age, gender, and work experience.

Every organization expects every employee to have a high level of job satisfaction. This study aimed to see the relationship between work life balance and job satisfaction by using quantitative methods with product moment correlation technique from Carl Pearson. Hypothesis in this research was a positive and significant correlation between work life balance and job satisfaction. Measuring tool used in this research was work life balance scale by Hayman (2005) with result of reliability test was 0.774 and job satisfaction scale by Spector (1997) with result of reliability test was 0.942. The sample of this research was employees at PT PLN Ambon Area. From product moment correlation analysis obtained r value = 0.337 with significance 0.001 (p <0.05). The result of statistical analysis obtained showed that there was a positive and significant relationship between work life balance and job satisfaction at employees in PT PLN Persero Ambon Area.

The objective of the study was to investigate (i) levels of job satisfaction among employed and self-employed psychomotor physiotherapists in Norway and (ii) factors associated with job satisfaction. Although there are several studies on job satisfaction among physiotherapists, there is limited knowledge about job satisfaction among psychomotor physiotherapists in Norway. A cross-sectional survey was distributed to Norwegian psychomotor physiotherapists (n = 64) via a weblink. Job satisfaction was measured with 2 different scales (Warr’s and Speakman’s Job Satisfaction Scales). Group differences were analyzed with chi-squared tests and independent sample t-tests. Adjusted associations with job satisfaction were analyzed with multivariate linear regression. Fifty-eight women (90.6%) and 6 men (9.4%) were included in the study. The results revealed an overall high level of job satisfaction among the participants. None of the independent variables were associated with ratings on Warr’s Job Satisfaction Scale. When using Speakman’s Job Satisfaction Scale as outcome, employed practitioners had a higher level of job satisfaction, compared to their self-employed counterparts (P < .01). Being employed was associated with a higher level of job satisfaction, compared to being self-employed. Self-employed physiotherapists also felt more overworked and experienced the job to be more physically demanding than their counterparts.

Background:There are multiple economic, psychological, and physical consequences of high job stress, low job satisfaction and burnout in faculty of a teaching hospital in South India. Data from developing countries on these domains are sparse.Materials and Methods:In a cross-sectional study we assessed the prevalence and sources of perceived job stress, job satisfaction and burnout in faculty, as well as ways of coping with stress among consenting faculty of a large, private, charitable, teaching hospital in India using standardized, self-rated questionnaires.Results:A total of 304 respondents, 156 (51.3%) were Assistant Professors; 71 (23.4%) were Associate Professors, and 77 (25.3%) were Professors. The majority (175; 58%) were male, younger than 45 years (235; 76%) and from clinical departments (248; 81.5%) A third (96; 31%) reported high overall levels of perceived job stress. In multivariate analyses, age less than 45 years, designation as Assistant or Associate Professor, and working in a clinical department were associated with perceived high job stress; reporting high perceived job satisfaction was protective. Nearly two-thirds (217; 71.4%) of faculty reported high levels of job satisfaction. In multivariate analysis, age less than 45 years and reporting high job stress were associated with low perceived job satisfaction. Causes of stress and satisfaction differed by age, gender and designation. On the Maslach Burnout Inventory (MBI), 88 (29%) had high scores on the emotional exhaustion subscale, 63 (20.8%) had high scores on the depersonalization subscale, and 90 (29.7%) had low scores on the personal achievement subscales. High job stress and low job satisfaction were significantly associated with burnout on the three domains.Conclusions:High job stress and low job satisfaction were inversely related in this survey of medical faculty and were significantly associated with levels of burnout. The sources of job stress and job satisfaction identified provide insights that could inform formal institutional mechanisms to prevent burnout in doctors.

Objectives: The aim of this study is to examine the job satisfaction levels of physical education and sport teachers according to various variables. Methodology: In this study, which employs a quantitative research method, the survey model was adopted. The population of the study comprises physical education and sports teachers, while the sample consists of physical education and sports teachers working in schools affiliated with the Kütahya Provincial Directorate of National Education. The sample group, which was determined by probabilistic simple random sampling method, consists of a total of 472 participants, 244 women and 228 men. ‘Job Satisfaction Scale’ was used to determine the job satisfaction levels of the participants. Independent sample t-test and one-way analysis of variance (One-Way ANOVA) were utilized to analyze the collected data. Considering the homogeneity assumption of the data, Welch values were evaluated, and the Tukey test, a type of Post Hoc test, was employed as a secondary-level analysis method. Results: Job satisfaction levels of physical education and sport teachers differ according to gender, marital status, staff status and working time variables. Conclusions: It was observed that female teachers, married teachers and permanent teachers had higher levels of job satisfaction, and new teachers had higher levels of motivation. On the other hand, contracted teachers and teachers working for a long time were found to have low job satisfaction. In order to increase teachers' job satisfaction, supportive policies specific to gender, marital status and working status should be developed.

Foreign nurses face many challenges at the workplace which may affect their level of job satisfaction. High job satisfaction can ensure the delivery of safe and high-quality health services, while low job satisfaction may result in poor work quality and increases the likelihood of the nurses leaving the service. Therefore, ensuring high level of job satisfaction of the foreign nurses is important, especially in countries which heavily rely on their services, such as Saudi Arabia. This study aimed to determine job satisfaction level among foreign nurses in public hospitals in Hail City, Saudi Arabia, and the contribution of intrinsic and extrinsic motivation factors to their job satisfaction level. A cross-sectional study was conducted among 196 foreign nurses in two large public hospitals in Hail City, Saudi Arabia. Data was collected using anonymous self-administered questionnaire. Descriptive and bivariate analysis were conducted. Most foreign nurses had moderate job satisfaction level. There is significant and positive relationship between three components of intrinsic motivation namely autonomy, mastery, and purpose, and three components of extrinsic motivation which were pay, promotion, and operating conditions, with job satisfaction level. Job satisfaction among foreign nurses in the public hospitals is still not optimal. It is imperative for nursing managers, hospitals directors, and policy makers to focus on the significant intrinsic and extrinsic motivation factors in formulating tailored actions to improve foreign nurses’ job satisfaction.

Objective. To explore the level of job satisfaction among general practitioners (GPs) and to compare it with that of hospital doctors. Design. Postal questionnaire among Norwegian doctors in 2002 and similar data from 1994 and 2000 for most of the respondents. Material. A total of 295 GPs out of 1174 doctors completed the questionnaire (73% response rate). Main outcome measures. Self-reported levels of job satisfaction according to the Job Satisfaction Scale (JSS). Results. Norwegian GPs reported a high level of job satisfaction with a mean score on the JSS of 52.6 (10 is minimum and 70 maximum). The reported level of satisfaction was highest for their opportunities to use their abilities, cooperation with colleagues and fellow workers, variation in work, and freedom to choose own method of working. The GPs’ level of job satisfaction remained stable in 1994, 2000, and 2004 in spite of major health reforms. GPs report a higher level of job satisfaction than hospital doctors. Conclusions. In spite of international discussions on unhappy doctors and doctors’ discontent, Norwegian GPs do report a high and stable level of job satisfaction.

Purpose: The present study focuses on exploring the leadership styles of basic school headteachers, and their effects on teachers’ job satisfaction in Ghana’s Volta region. Methodology: Two research questions and one hypothesis guided the study. The study adopted a descriptive research design. The study was conducted in the Volta region of Ghana. The population of the study are 3,009 headteachers and 17,889 teachers in the 18 districts in the Volta Region. The sample size of the study was 191 headteachers and 328 teachers. Multi-stage sampling technique was used to draw the sample size. The Multifactor Leadership Questionnaire (MLQ) and Mohrman-Cooke-Mohrman Job Satisfaction Scale (MCMJSS) was adopted for the study. Findings: It was found that headteachers identified moderate levels of transformational, transactional, and laissez-faire as the leadership styles adopted by headteachers. Also, the majority of the headteachers had a very low level of job satisfaction whereas the majority of the teachers had a very high level of job satisfaction. Among the three leadership styles, transformational (β = .47, p &lt; .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Unique Contributor to Theory, Policy and Practice: The results shows that headteachers identified moderate levels of transformational (M = 7.68, SD = 0.83), transactional (M = 7.51, SD = 1.15), and laissez-faire (M = 6.94, SD = 1.89) as the leadership styles adopted by headteachers. It shows that 128 (71.9%) of the headteachers had a very low level of job satisfaction, while 30 (16.9%) had a very high level of job satisfaction. On the contrary, 153 (52.8%) of the teachers had a very high level of job satisfaction while 21 (7.1%) had a very low level of job satisfaction. The three leadership styles; transformational (β = .47, p &lt; .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Based on the findings of the study, relevant conclusions were drawn.

This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and organizational and religious commitment than younger employees. It was also noted that workers holding doctoral degrees had higher levels of job satisfaction and religious commitment than individuals with a high school diploma only. It was evident that the longer employees stayed at this institution, the higher the levels of organizational commitment and extrinsic job satisfaction, and administrators and sector managers had higher levels of intrinsic job satisfaction and religious commitment than those in other occupational areas.

Publication presents results of the study of the certain characteristics of work motivation of the sales managers with different levels of job satisfaction and connection of the various types of work motives with indicators of job satisfaction and typological features in the organization culture. Study proves differences in the structure of work motivation among managers of the trade organization with high, medium and low levels of job satisfaction. It has been established that managers of trade organizations with high level of job satisfaction evaluate motives of professional growth and capacity building as more important. In organizations with low job satisfaction, staff is motivated by social security. The revealed interrelations of the parameters of work motivation and job satisfaction indicate the presence of a certain hierarchy of work motives. It was proved that the market culture in its natural way reflects the essence of any sales department as the organization unit, which causes employees to focus on their career. The findings confirm that the level of work motivation of sales staff is associated with the type of organizational culture. The interrelations between parameters of work motivation and job satisfaction show existence of certain work motives hierarchy and necessity to take it into account for system of support employee satisfaction.

In this era of worldwide movement towards globalization job satisfaction has received much attention of researches, psychologists and human resource managers. Job satisfaction has a direct effect on employee’s turnover, absenteeism, accidents, unionization and productivity. And vice-versa high level of job satisfaction leads to employee’s psychological wellbeing and life satisfaction. Thus organizations can improve their output by playing to the signature, strength of individuals, enabling them to work more efficiently by providing greater job satisfaction to the workforce. The present study is an attempt to assess the level of employee job satisfaction and work environment at an eminent oil refinery located in Madhya Pradesh. The sample consisted of 65 employees from a total population of 576 employees from top management, middle management and junior management. Data collection was done through a use of an in-house questionnaire. The questionnaire consisted of 66 questions with major focus on various areas of management ie. leadership and planning, culture, communications, career development, role clarity, recognition and rewards, teamwork and cooperation, working conditions, supervisor, training programs, balance in work-life, facilities, security, benefits, overall satisfaction at workplace. Majority of questions had five alternatives of answers- Strongly Agree, Agree Somewhat, Neutral, Disagree Somewhat and Strongly Disagree. The questionnaire included few open-ended questions too for more elaborate explanations. Major findings show an above satisfactory response from the employees. Hence, the employees show high levels of job satisfaction and work environment satisfaction

Background: The COVID-19 crisis has placed additional pressure on doctors and the health-care system in general, and the research shows that extra pressure brings a greater risk of psychological distress. Aims: To study perceived stress levels, burnout, and job satisfaction of doctors and non-medical staff in a medical college of West Bengal during COVID-19 pandemic. Materials and Methods: This cross-sectional, observational study was carried out on 105 doctors (Group A) and 64 non-medical staff (Group B) in Burdwan Medical College after taking institutional ethical clearance and informed consent of the subjects. An online semistructured questionnaire was developed, with a consent form attached to it. The specific instruments which were included in the survey were job satisfaction scale, perceived stress scale (PSS), and abbreviated Maslach Burnout Inventory. Results: PSS of Group A was 18.68 ± 4.248 and of Group B was 18.625 ± 4.082;P value: 0.931. There was no significant difference in the perceived stress score between the two groups, but perceived stress scores in both groups were significantly higher than average score. Average score is considered as 13. 44% in Group A had PSS 20 or above and 42% in Group B had PSS 20 or above; P = 0.775 and Chi-square 0.0816. Job satisfaction score in Group A was 36.97 ± 6.32 and Group B was 37.81 ± 4.99;P value: 0.346. In Group A, 22.12% had scores between 42 and 50 (indicates very high job satisfaction); 26.92% had scores between 39 and 41 (high job satisfaction); 36.54% had scores between 32 and 38 (average job satisfaction); 7.69% had scores between 27 and 31 (low job satisfaction); and 7.69% had scores between 10 and 26 (very low job satisfaction). In Group B, 31.25% had scores between 42 and 50 (indicates very high job satisfaction); 18.75% had scores between 39 and 41 (high job satisfaction); 37.5% had scores between 32 and 38 (average job satisfaction); and 12.5% had scores between 27 and 31 (low job satisfaction). PSS was negatively correlated with job satisfaction score in both groups with more negative correlation in Group A as compared to Group B (Group A – r value: −0.21069; Group B – r value: −0.08197); satisfaction with medicine scores was 12.96 ± 3.34; depersonalization scores: 5 ± 2.3; personal accomplishment scores: 12.096 ± 3.457; and emotional exhaustion scores: 6.66 ± 3.42. Conclusions: Doctors as well as non-medical staff perceived high stress during the COVID-19 pandemic, but they were mostly satisfied with their jobs and burnout scores were not alarming.

BackgroundJob satisfaction is one of the most important but least researched issues in the nursing profession in Bangladesh. This study aimed to investigate how workplace bullying and burnout are related to job satisfaction, as well as determine the factors that are associated with job satisfaction among Bangladeshi nurses. MethodsData were collected from Bangladeshi registered nurses between February 26, 2021, and July 10, 2021, in this cross-sectional study. Bullying, burnout, and job satisfaction were measured with the Short Negative Acts Questionnaire [S-NAQ], the Burnout Measure-Short version (BMS), and the Short Index of Job Satisfaction (SIJS-5), respectively. The correlations between age, bullying, burnout, and job satisfaction were assessed using a Pearson's correlation test. In order to investigate the adjusted association of demographic characteristics, occupational variables, bullying, and burnout with job satisfaction, multiple linear regression models were fitted. ResultsThe study included 1,264 nurses (70.02% were female) with a mean age of 28.41 (±5.54) years. Job satisfaction was significantly negatively correlated with bullying and burnout (p < 0.001). According to the multiple linear regression models, the private-employed nurses had lower job satisfaction than the government-employed nurses (β = −0.901, CI: −1.640 to −0.162). Compared to the nurses in the Dhaka division, the nurses in the Chattogram division (β = 0.854, CI: 0.099 to 1.609) and other divisions (β = 0.993, CI: 0.273 to 1.713) had higher job satisfaction. Nurses without sufficient equipment to manage patients (β = −1.230, CI: −1.696 to −0.763), and nurses not paid on time (β = −1.475, CI: −2.221 to −0.729) were predicted to have significantly lower job satisfaction. Nurses’ job satisfaction levels were decreased with higher levels of workplace bullying (β = −0.086, CI: −0.120 to −0.053), and burnout (β = −1.040, CI: −1.242 to −0.838). ConclusionsNurses' job satisfaction was correlated with workplace bullying and burnout. Moreover, insufficient professional support from the authorities predicted nurses' job satisfaction. Reducing the instances of bullying and burnout among nurses, as well as improving their working environment, are essential to increase job satisfaction. This is possible with the support of hospital management, policymakers, and government authorities.

BackgroundPoor mental well-being and low job satisfaction among physicians can have significant negative implications for the physicians and their patients and may also reduce the cost efficiency in health care. Mental distress is increasingly common in physicians, including general practitioners (GPs). This study aimed to examine mental well-being and job satisfaction among Danish GPs and potential associations with age, gender and practice organisation.MethodsData was collected in a nationwide questionnaire survey among Danish GPs in 2016. Register data on GPs and their patient populations was used to explore differences between respondents and non-respondents. Associations were estimated using multivariate logistic regression analysis.ResultsOf 3350 eligible GPs, 1697 (50.7%) responded. Lower response rate was associated with increasing numbers of comorbid, aging or deprived patients. About half of participating GPs presented with at least one burnout symptom; 30.6% had high emotional exhaustion, 21.0% high depersonalisation and 36.6% low personal accomplishment. About a quarter (26.2%) experienced more than one of these symptoms, and 10.4% experienced all of them. Poor work-life balance was reported by 16.2%, low job satisfaction by 22.1%, high perceived stress by 20.6% and poor general well-being by 18.6%. Constructs were overlapping; 8.4% had poor overall mental health, which was characterized by poor general well-being, high stress and ≥ 2 burnout symptoms. In contrast, 24.6% had no burnout symptoms and reported high levels of general well-being and job satisfaction. Male GPs more often than female GPs reported low job satisfaction, depersonalisation, complete burnout and poor overall mental health. Middle-aged (46–59 years) GPs had higher risk of low job satisfaction, burnout and suboptimal self-rated health than GPs in other age groups. GPs in solo practices more often assessed the work-life balance as poor than GPs in group practices.ConclusionThe prevalence of poor mental well-being and low job satisfaction was generally high, particularly among mid-career GPs and male GPs. Approximately 8% was substantially distressed, and approximately 25% reported positive mental well-being and job satisfaction, which shows huge variation in the mental well-being among Danish GPs. The results call for targeted interventions to improve mental well-being and job satisfaction among GPs.

An Investigation of the Relationship between Job and Life Satisfaction among Teachers