Factors Affecting the Job Satisfaction of U.S. Adult Endocrinologists: A Nationwide Survey

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.

Objective Objective To study the status of nurses' job satisfaction and its influencing factor in east south of Shanxi province,so as to provide the evidence for further improvement of job satisfaction.Methods The method of questionnaire investigation was used.And 662 nurses from three hospitals in east south of Shanxi province were investigated with General Self-efficiency Scale,Emotional Intelligence Scale,Work Stressor Scale and Job Satisfaction Scale.The data was collected and analyzed via SPSS 13.0.Results The average score of nurses' job satisfaction was 3.052 + 0.436,and the highest dimension score was relation with colleagues (3.783 ± 0.672 ) and the lowest dimension score was wages and benefits (2.331 ± 0.711 ).The score of job satisfaction was significantly different in different working departments (Hc =15.337,P ＜ 0.01 ).The average score of nurses' work stress was ( 2.839 ± 0.359 ).Multivariate regression analysis showed that work stress,emotional intelligence,position,self-efficiency were influencing factor for nurses' job satisfaction,and emotional intelligence,position,self-efficiency were positively correlated with job satisfaction,while work stress was negatively correlated with job satisfaction ( P ＜ 0.01 ).Conclusions Hospital administrators should take effective measures to reduce nurses' work stress,pay attention to the training of emotional intelligence and selfefficacy,provide professional development opportunities to improve job satisfaction of nurses. Key words: Nurse; Job satisfaction; Work stress; Influencing factor

Objectives: The purpose of the present study was to assess the level of job satisfaction among dentists in Tehran, according to background determinants, working environment elements, and type of workplace in 2018.Materials and Methods: In this cross-sectional study, 350 dentists, selected by convenience sampling, completed a validated Persian job satisfaction questionnaire in a dental congress (with about 1100 participants) in Tehran, and in 59 dental clinics. The questionnaire included 39 structured questions (in 12 domains) on job satisfaction, reporting the satisfaction level according to a 5-point Likert scale. The level of satisfaction was measured by summing the weighted scores of each domain. The mean job satisfaction score (out of 100) was reported according to demographic factors (age, gender, level of income, years of experience, marital status, and number of children), working environment elements (number of assistants, number of colleagues, type of workplace), and stress score (8 questions). Linear regression was applied for statistical analysis.Results: The mean score of job satisfaction was 70±10. The analysis showed that women, dentists with a low income, those working in the public sector, and those with higher stress scores had lower job satisfaction scores (P<0.05). The number of dental assistants, number of colleagues, age, work experience, marital status, number of children, and monthly number of patients had no significant correlation with job satisfaction (P>0.05).Conclusion: The level of job satisfaction was mainly related to individual determinants. Improving job satisfaction can foster the whole dental care system and working environment elements.

Objective: This study was conducted to determine the relationship between job satisfaction and organizational trust of nurses’ personal and professional characteristics. Material and Methods: This was a descriptive, cross-sectional study. Three forms were used: 1- questions about demographic characteristics, 2- Minnesota job satisfaction scale, and 3- organizational confidence scale. Data were obtained through face-to-face interviews with the nurses. The study was conducted with 456 nurses who met the inclusion criteria. Quantitative data were analyzed using a computer. T-test, one-way ANOVA, and Pearson and Spearman correlation analyses were used. Statistical significance was accepted as p&lt;0.05. (ethics committee permission number: 2017/381) Results: As the organizational trust levels of the nurses increased, job satisfaction levels increased (p&lt;0.01). As age, years in the occupation, and years of working in the institution/service increased, job satisfaction scores, trust in managers, and trust in the institutions increased (p&lt;0.01). There is a positive relationship between continuous day shift work, satisfaction with the unit, job satisfaction, and organizational trust scores. Satisfaction with the department alone significantly increased both job satisfaction and organizational trust scores (p=0.001). The sub-dimension of trust in the colleagues was not affected by any factor other than being satisfied with the unit and the department studied (p&gt;0.05). Conclusion: Our results show that the relationship between the variables can vary. Education, gender, marital status, and economic status are not the factors affecting the organizational trust. Being married is a factor that increases the job satisfaction score. Trust in the colleagues varies according to the unit studied. Cite this article as: Polat Ş, Ay F. Do Individual and Vocational Features Affect Nurses&amp;#39; Job Satisfaction and Organizational Trust Levels? Arc Health Sci Res 2020; 7(2): 167-77.

Background:In present scenario, the legal profession has gained utmost importance, which makes the job of a lawyer the most challenging, with lots of mental and physical strain. The rewards can be great, but so are the pressures. High job demands lead to imbalance between what is expected and what is received (job dissatisfaction) which, in turn, leads to job strains. So, the present study focused on the impact of certain variables on job satisfaction of the judiciaries.Objectives:To study the level of job satisfaction among judicial personnel; to identify the impact of job level (hierarchy) in the experience of job satisfaction; to find the gender difference (if any) for the level of job satisfaction; and to examine the pattern of relationship of certain variables with job satisfaction.Materials and Methods:A cross-sectional study was conducted in 1 year duration, in total 965 judicial personnel of different courts in the district of Sangli, which involved data collection using predesigned proforma. A scale, having 15 different independent predictors was used as a validated screening tool, to calculate their job satisfaction score. The most contributing variable and its correlation with job satisfaction was found by stepwise multiple regression and correlation analysis using SPSS Version-16.Results and Conclusion:Out of the total, Class I judiciaries were 692 (71.7%). A majority (71.4%) of the study subjects were male. Overall mean job satisfaction score was 5.38 ± 2.7. Twenty-three percent females, compared with only 9% males, had low job satisfaction (P < 0.5). The best predictor of job satisfaction in males and females was emotional exhaustion (β = 0.191) and conflicts between values and practice (β = 0.252), respectively. Higher is the job satisfaction score, lesser the level of job satisfaction. The findings of the study revealed that job satisfaction was found to be significantly (P < 0.0005) and positively correlated with all the variables in the study.

Background: The problems of occupational stress and burnout in anesthesiologists are raising concerns. In some regions of China, anesthesiologists experience high burnout and low job satisfaction. Data regarding anesthesiologists in high-altitude areas of China are scarce. Therefore, we conducted a survey among anesthesiologists in the Tibet Autonomous Region and Qinghai Province, focusing on the level of burnout and job satisfaction and the associated factors. Methods: A cross-sectional survey was performed in the Tibet Autonomous Region and Qinghai Province in China with an anonymous questionnaire. The following information was collected and analyzed: (1) demographic characteristics and work status; (2) job satisfaction assessed by the Minnesota Satisfaction Questionnaire; (3) burnout assessed by the Maslach Burnout Inventory-Human Service Survey; and (4) sleep patterns and physician-patient communication. Findings: A total of 133 individuals from 20 hospitals completed the survey (response rate of 82%) from March to June 2015. The overall job satisfaction score from the Minnesota Satisfaction Questionnaire was 76.0 ± 9.4. Thirty-seven percent of the participants (95% confidence interval (CI), 29%-45%) met the criteria for burnout. The prevalence of high emotional exhaustion, high depersonalization, and low personal accomplishment was 29% (95% CI, 22%-38%), 21% (95% CI, 16%-30%), and 42% (95% CI, 35%-51%), respectively. In a single-factor analysis, years of experience in anesthesiology, caseload, frequency of overtime work and sleep quality were associated with burnout. Interpretation: Anesthesiologists in the Tibet Autonomous Region and Qinghai Province in China showed a nearly satisfactory level of job satisfaction and a relatively low level of burnout. Measures could be taken to further reduce physicians' burnout levels and improve job satisfaction. Funding Statement: The authors state: No conflict of interest and funding were to declare. Declaration of Interests: The authors state: No conflict of interest and funding were to declare. Ethics Approval Statement: This study adheres to the applicable Enhancing the Quality and Transparency of Health Research (EQUATOR) guidelines. The requirement for written informed consent was waived by the Institutional Review Board of Peking Union Medical College Hospital.

Objective: To understand the effect of stress management interventions on improving stress response and job satisfaction among auto company employees. Method: A total of 320 employees in three Chinese auto companies were selected in August 2017 by stratified random sampling method to detect the stress response and job satisfaction. According to the score of job satisfaction, we got the low job satisfaction group (experimental group, n=86) and high job satisfaction group (control group, n=86). The two groups accepted a twelve months stress management intervention and then the stress response and job satisfaction scores were measured in August 2018 to learn the intervention effect. Results: The stress response score had a significant correlation with the job satisfaction score (r=0.219, P<0.05). After the intervention, the stress response and job satisfaction scores in experimental group was significantly higher than that before intervention (19.38±9.54, 16.00±10.47, P<0.05). The job satisfaction score was significantly higher than that before intervention (11.07±4.59, 2.89±1.96, P<0.01). Conclusion: Stress management intervention can improve the stress response and job satisfaction of auto enterprise employees.

To investigate the job satisfaction among psychiatric nurses in China and to explore its associated factors. A cross-sectional survey among a nationwide sample from 32 tertiary psychiatric hospitals in 29 provincial capitals in China. Nurses (N=9.907) were targeted for this survey in December 2017. In all, 8,493 responded (response rate=85.7%) and 7,881 (79.5%) were included in the analysis. An online questionnaire was used to collect demographics and factors related to the work environment. The short version of the Minnesota Satisfaction Questionnaire was used to assess job satisfaction. Multilevel regression was used to examine the association between job satisfaction and these factors. The mean job satisfaction score was 73.7. The multiple regression analysis indicated that self-rated health, monthly income, medical liability insurance coverage, perceived respect from patients, social recognition, nurse-physician collaboration, and trust were significantly associated with higher job satisfaction scores, while age, work hours, and directly experiencing patient-initiated violence were negatively associated with job satisfaction (p<.05). Overall, Chinese psychiatric nurses are closer to satisfied than neutral and some demographics and factors related to stressful work environments were associated with nurses' job satisfaction scores. This study examined factors associated with the job satisfaction of Chinese psychiatric nurses in a nationwide sample and indicated that to improve nurses' job satisfaction, the government and hospital administrators could consider ways to promote nurses' personal health and to modify the stressful work environments, such as improving income, reducing work hours, promoting the psychiatric nursing specialty in ways that increase the public's respect for it, increasing awareness of medical liability insurance coverage, and protecting nurses from patients' violence.

Professional autonomy often causes confusion in nursing staffs that limit their ability to perform to the best of their professional capabilities. Moreover, heavy and busy workloads reduce the energy available for work resulting in lower working efficiency and lower job satisfaction. This study explores the status and factors related to professional autonomy and job satisfaction in nurses. A cross-sectional design was used to target the nurses employed at a regional hospital in southern Taiwan. Data on locus of control, professional autonomy, and job satisfaction were collected for analysis. Data were collected from 207 nurses, with 196 valid responses (response rate: 94.69%). One hundred and forty-six subjects (74.5%) were found to have an internal locus of control personality type. Scores for both professional autonomy and job satisfaction were above the "moderate" level (averages: 3.37 and 3.32, respectively, on a maximum scale of 5). Social demographic differences contributed to the variance in professional autonomy and job satisfaction among participants. Professional autonomy was found to be positively associated with job satisfaction. The findings of this study indicate that nurses with an internal locus of control personality exhibit higher professional autonomy and job satisfaction and that higher professional autonomy is associated with higher job satisfaction.

To explore the relationship between job satisfaction and occupational stress in the workers of a thermal power plant. The cluster sampling method was used to investigate 875 workers in a thermal power plant. The job satisfaction, occupational stressors, strains, personalities, meeting strategy and social support were measured using occupational stress instruments, job content questionnaire and effort-reward imbalance questionnaire. There were no significant differences of job satisfaction scores between different groups according to sex, educational level, marriage status, smoking and drinking (P > 0.05). But there were significant differences of job satisfaction scores between different age groups or between different service length groups (P < 0.01). The correlation analysis revealed that job satisfaction scores were related positively to responsibility for persons and things, promotion opportunity, job control, job stabilization, rewards, mental health, positive affectivity, self-esteem, superior support and coworker support scores (P < 0.05 or P < 0.01), negatively to role ambiguity and conflict, job future ambiguity, job demands, negative affectivity, depressive symptoms, patience, and mental locus of work control(P < 0.05 or P < 0.01). The results of variance analysis indicated that the job relationship, responsibility for persons and things, promotion opportunity, job control, job stabilization, reward, mental health, positive affectivity, self-esteem and buffer scores of the workers with high job satisfaction scores were significantly higher than those of workers with moderate and lower job satisfaction scores (P < 0.01), but the role ambiguity and conflict, job future ambiguity, job demands, and depressive symptoms scores and mental locus of work control of the workers with high job satisfaction scores were significantly lower than those of workers with moderate and lower job satisfaction scores (P < 0.05 or P < 0.01). The results of multivariate logistic regression analysis showed that the risk of job dissatisfaction for workers with low reward was about four times as high as that for workers with high reward (OR = 3.773), the risks of job dissatisfaction for workers with low social support and mental locus of external work control were about two times as high as that for workers with high social support or mental locus of internal work control (OR = 2.419 and 2.219, respectively). The daily life stress, low control strategy, low support strategy, low job control and negative affectivity were risk factors of job dissatisfaction (OR = 1.125 approximately 1.790), but the self-esteem and positive affectivity could reduce the risk of job dissatisfaction. Increasing the decision level, social support, meeting strategy and reward or decreasing the role conflict and ambiguity, demands and negative affectivity could improve worker's job satisfaction level.

Popular press coverage has noted that generational diversity exists in the workplace, suggesting strategies for generational harmony and improving job satisfaction. However, little empirical evidence has linked job satisfaction to generational profiles. The current nurse anesthesia workforce includes three predominant generations: Baby Boomers, Generation X, and Generation Y. A quantitative descriptive design was used to compare job satisfaction between generational cohorts of CRNAs in Michigan. Four hundred and seven respondents completed an online survey (The Nursing Work Index – Revised) as a measure of job satisfaction. Results indicated that overall, nurse anesthetists have a relatively high job satisfaction across generations. CRNA job satisfaction scores were impacted by their sense of autonomy, their ability to work with clinically competent peers, working for employers who provide opportunity for advancement and education, and having leadership representation at high administrative levels. ANOVA revealed no significant differences in job satisfaction scores between the three generations. Information from this study has implications for surgical teams, patients, hospital administrators, nurse anesthesia leaders and individual CRNAs. Understanding factors that influence CRNA job satisfaction can enhance the work environment and prove to be beneficial to all generations of CRNAs.

Background & Objective(s): Job burnout and satisfaction of healthcare providers are important elements of quality of provided health services. Aim of the study: This study aimed to assess the levels of burnout and job satisfaction as well as their correlates among healthcare providers in Aswan University Hospital. Methods: : A cross sectional study design was applied. Interviewing questionnaire was filled from 134 physicians and 149 nurses (total 283) working in clinical departments in Aswan University Hospital. The questionnaire included personal and job characteristics, assessment of burnout using Maslach burnout inventory (MBI), evaluation of Job satisfaction by applying short form of Minnesota satisfaction questionnaire and measurement of satisfaction with life (SWLS) and flourishing status using Diner scales. Results: Proportion of high level in burnout dimensions were as follows: emotional exhaustion was 50%, low personal accomplishment was 39% and depersonalization was 33%. The mean job satisfaction score among the studied population was 63.81±15.37 out of 100. Increasing age was a significant predictor for emotional exhaustion. Currently unmarried significantly perceived higher emotional exhaustion and depersonalization. Higher job satisfaction scores significantly predicted low perception of emotional exhaustion and depersonalization and high personal accomplishment. The significant predictors for job satisfaction were current unmarried status, working as nurse, residing outside Aswan, age increase, high personal accomplishment score and low emotional exhaustion score. Conclusion: Considerable levels of burnout were detected among healthcare providers in Aswan University Hospital. Increasing age, being originally from outside Aswan Governorate and being currently unmarried were significant correlates of burnout and job dissatisfaction. Recommendations: Modification in the work nature could be conducted for old aged healthcare providers. Social support activities such as recreational activities and moral incentives, should be promoted especially for those who are unmarried and residents from outside Aswan Governorate

Medical oncology job satisfaction: Results of a global survey

A global study on job and career satisfaction of early-career pharmacists and pharmaceutical scientists

Objective To investigate nurses' job satisfaction and tiredness in a First-class hospital at Grade 3 in Dalian.Methods The tiredness inventory and job satisfaction scale survey were used to investigate 429 nurses in a First-class Hospital at Grade 3 in Dalian chosen by convenience sampling of their job satisfaction and tiredness.Relationship between job satisfaction and score of tiredness,job satisfaction,general material and tiredness was investigated.Results Score of job satisfaction was (66.65 ± 13.09).Score of tiredness was negatively related to job satisfaction (r =-0.691,P ＜ 0.01).Score of job satisfaction was positively related to nurses' title,department,age,professional rank and length of service as nurses (r =0.130,0.137,0.109,0.174,0.141,respectively; P ＜0.05).Conclusions Work stress of all kinds of reasons and personal factors are the sources of nurses' tiredness increase and job satisfaction decrease.Related measures should be adopted to intervene in order to improve nurses' job satisfaction and reduce their fatigue feelings. Key words: Nurse; Job satisfaction; Job tiredness