Validation of a job satisfaction scale for predicting employee churn in commercial airlines in Portugal

The positive effects of person-centred care on older clients have been demonstrated. However, relatively little is known about the effect that giving person-centred care has on caregivers. This literature review examines the job satisfaction of caregivers who deliver person-centred care in nursing homes. The research questions are: Do the various forms of person-centred care affect job satisfaction differently? Which particular dimensions of job satisfaction have been evaluated in studies on person-centred care, and does their sensitivity to person-centred care differ? Using the search engines Pubmed, Cinahl, Psychinfo and Embase up to August 2010, 46 efficacy studies were found, seven of which satisfied our criteria. Emotion-oriented care, snoezelen, and small-scale care most often show positive effects on job satisfaction. Person-centred care has been shown to have positive effects on general job satisfaction, job demands at psychogeriatric wards, emotional exhaustion and personal accomplishment. Taking into account the fair-to-moderate quality of the studies included, it is concluded that there are limited indications that person-centred care has a positive effect on a number of dimensions of caregivers' job satisfaction. Further study is required to expand and to support these tentative conclusions.

This study was designed to measure job satisfaction among registered clinical dentists so as to identify issues which may influence recruitment and retention of dentists in active clinical practice. A questionnaire measuring dimensions of job satisfaction was mailed to a stratified random sample of 80 private and 80 public sector dentists selected from the 1999 Victorian Dental Register. An adjusted response rate of 60 per cent was achieved (n = 87). Analyses showed significant differences (ANOVA; p < 0.05) in levels of satisfaction for various dimensions of job satisfaction by gender, age group and practice type. Differences in job satisfaction between male and female dentists related to the personal time dimension. Differences in satisfaction between dentists of different age groups were attributable to six dimensions: relationships with colleagues, relationships with patients, relationships with staff, personal time, community and administrative responsibilities. Differences between levels of satisfaction among private and public dentists related to the autonomy, relationships with patients, pay and resources dimensions. There are various dimensions of job satisfaction that may be pertinent to issues influencing recruitment and retention of dentists. Differences that exist between levels of job satisfaction among private and public sector dentists, between male and female dentists and dentists of different age groups need to be addressed in order to improve recruitment and retention rates of dentists in active clinical practice in different sectors of the dental care system.

The study attempts to find out the difference in the satisfaction level and turnover intentions of private university teaching staff with respect to their gender. The study was conducted on 300 faculty members. 184 male and 116 female working in the private universities of Punjab. Proportionate stratified random sampling was used to select the respondents from three private universities of Punjab included in the study, that is, Lovely Professional University (Phagwara. Jalandhar). Thapar University (Patiala) and Chitkara University (Chandigarh). The effect of gender on various dimensions of job satisfaction and turnover intentions was examined through t-tests. with a statistical significance level set at p ≤ 0.05. The findings of the study revealed significant gender differences for three dimensions of job satisfaction, namely. ‘time management and organisational support’, ‘job pressure’ and ‘pay and increments’. with males depicting slightly higher job satisfaction level than their counterparts. Further, no significant difference based on gender was found to exist for turnover intentions. In addition, job pressure was identified as the major reason for dissatisfaction for both male and female respondents, with females slightly more ellssatisfied with regard to job pressure. Based on the results, the study also highlights the practical implications for improvial job satisfaction and minimising turnover in private universities.

Background: Studies exist that identify factors associated with higher professional satisfaction among clinicians. However, there are no reliable findings for clinicians with a migration background as to whether there is a correlation between particular dimensions of professional satisfaction and the desire to leave their current specialty or country of employment. For the first time, these data were collected within a questionnaire-based study from urological clinicians with a migration background (UCMBs) working in Germany. Material and Methods: A SurveyMonkey® with 101 items relating to characterizing features of the study participants and questions about job satisfaction (n = 39) was opened for UCMBs between August and October 2020. The influence of different dimensions of job satisfaction on the desire to quit the urological specialty/leave Germany was analyzed (group A: neither want to leave urology nor Germany; group B: can at least imagine leaving the urological profession and/or Germany). Results: Eighty-one UCMBs were distributed almost equally in groups A (50.6%) and B (49.4%). Occupational satisfaction was higher in several respects in group A. Three dimensions that differed significantly with regard to occupational satisfaction were used to create an aggregate score ranging from 3 to 15 points as follows: (1) relationship to superiors (p = 0.014), (2) career opportunities in the clinic (p < 0.001), and (3) opportunities for the further development of surgical skills (p = 0.006). For each point value of this aggregate score, the UCMB’s desire to quit urology or leave Germany (or at least uncertainty about this question) decreased by a relative value of 34.6% (odds ratio: 0.654, 95% confidence interval: 0.496–0.861, p = 0.002). Conclusions: Various dimensions of job satisfaction have been identified, the improvement of which could contribute to the long-term retention of UCMBs at German urological clinics.

The Correlation between Ethical Climate and Job Satisfaction of the Nurses in Shahid Beheshti University of Medical Sciences

Purpose: The job satisfaction of employees is a critical factor in determining the level of health care quality. This study aimed to find out the factors affecting the job satisfaction level of healthcare workers working in obstetrics and gynecology services. Further, to evaluate the job satisfaction level of these healthcare workers on the basis of various dimensions of job satisfaction by using different statistical analysis tools.Design, methodology, and approach: Healthcare workers in obstetrics and gynecology services were measured on the basis of their job satisfaction level by using cross-sectional and descriptive research methods. Survey responses of 220 health care workers were collected from private hospitals in Delhi and NCR India. The collected data was coded and incorporated into SPSS version 20.0 for further evaluation. Descriptive statistical analysis and multi-level logistic regression were employed to summarize the data, and frequency tables and percentages were used to present the results. Findings: A self-administered survey was conducted with a sample of 220 health workers. Overall, 65 (29.54%) of health workers reported satisfaction with their job, and 155 (70.45%) were not satisfied, with neutral responses being assumed. The study also concluded that pharmacists were less satisfied with their jobs, while laboratory professionals, junior resident doctors, and senior resident doctors were more satisfied with their jobs than nurses. Additionally, criteria for performance evaluation and appraisal were found to be the most influential factors in job satisfaction. Practical implications: The findings of this article are useful for hospital management, government, the healthcare sector, and policymakers. All these stakeholders can perform better and work for the betterment of healthcare workers and society by implementing appropriate service policies. Originality/value: The findings of this study reinforce current knowledge on the causes and consequences of dissatisfaction among healthcare workers.

The objective of this study is to examine those factors which are related to job satisfaction among the library professionals working in aided and government first grade colleges of Belagaum District. The Data was collected by distributing the questionnaires. The degree of satisfaction is measured with respect to its different dimensions. The Various dimensions of Job satisfaction (JS) which have been considered are promotion, monetary benefits, job security, physical environment and ICT infrastructure, job profile, organizational culture personal growth etc Interpretation of the data suggests that a supervisory climate which permits a librarian to exercise initiative and professional judgment in the performance of the job is conducive to job satisfaction. The findings revealed that some of the respondents are dissatisfied with the award system, hence to motivate the staff concerned authorities should implement award system as a token of recognition of their innovative or outstanding services to improve their job satisfaction.

Job satisfaction among registered clinical dentists in Australia was measured to identify issues influencing recruitment and retention. A questionnaire was mailed to a random sample of 2202 dentists, stratified by state and gender, selected from the 2005 Australian Dental Association directory. A total of 61.9% of dentists responded. Analyses showed significant differences in levels of satisfaction for various dimensions of job satisfaction by gender, age group, practice type and geographic area. Differences in satisfaction between male and female dentists related to the relationships with colleagues and administrative responsibilities dimensions. Dentists of different age groups differed on eight dimensions: relationships with colleagues, patients, staff; personal time; intrinsic satisfaction; community; administrative responsibilities and resources. Differences among private and public dentists related to autonomy, relationships with patients, staff, community, compensation and resources dimensions. Dentists working in different geographic areas differed on relationships with staff and community dimensions. Differences existed between private and public dentists, metropolitan and non-metropolitan dentists, male and female dentists and dentists of different ages. Such differences should be addressed in order to improve recruitment and retention rates of dentists. Workplaces that offer job autonomy, competitive pay, flexible working hours and minimal administrative burden may improve dentist job satisfaction.

This chapter focuses on the literature review of the main constructs of the study. Specifically, this chapter focuses on related literature on organisational justice, job satisfaction, leader–member exchange and organisational citizenship behaviour. It outlines the different dimensions of organisational justice, job satisfaction, leader–member exchange and organisational citizenship behaviour. Specifically, discussion on organisational justice centres on distributive justice, procedural justice and interactional justice – interpersonal justice and informational justice. As for organisational citizenship behaviour, the discussion identifies the five dimensions of organisational citizenship behaviour that contribute to effectiveness – altruism, courtesy, conscientiousness, sportsmanship and civic virtue. Similarly, it highlights the various dimensions of job satisfaction and leader–member exchange. Albeit a wealth of knowledge in the field of organisational justice with regard to specific organisational phenomena, meticulous forethought is imperative to institute a compelling reasoning for the study. An exhaustive literature review would unearth current research issues that could be explored further to explicate matters that merit further attention. Identifying the gap and then research on it contributes to theory and practice.

Job satisfaction comprises positive attitudes held by an individual in respect to a work. Job satisfaction of physicians is closely related to the perception of their professional role and thus their place in the health care system. Work satisfaction among physicians is very important issue for physicians themselves, for medical associations and general public because it is associated with physician well-being and health, physician turnover, and with patient satisfaction and quality of medical care in general. The survey was conducted to investigate the level of physicians' work satisfaction with their current professional context (general work satisfaction) as well as satisfaction with particular aspects of work, taking into account socio-demographic and professional factors and also to assess which aspects of the physician's work have a statistically significant effect on the general level of work satisfaction. 800 respondents received 17-item questionnaire that measured five facets of work satisfaction. 520 completed questionnaires were returned, resulting in response rate of 65%. In general, physicians were more satisfied with the following aspects of their current work situation: patient care, professional relations and personal rewards. The lowest satisfaction scores were found for work-related burden and work-related income and prestige of the profession. The relationship of the various dimensions of job satisfaction were also explored across socio-demographic and job characteristics of the surveyed physicians. Physician career satisfaction appears to be a complex function of a number of variables and has multiple dimensions.

Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either one should treat others as one would like others to treat oneself or one should not treat others in ways that one would not like to be treated. A direct, inverse relationship exists between high job satisfaction, high organizational commitment and employee turnover; the higher the job satisfaction and organizational commitment, the lower the staff turnover. Indeed job satisfaction leads to organizational commitment (Mowday et al, 1979). This paper attempts to build a model CAFE (Catastrophic, Averse, Feeble & Exemplary companies) to form of a matrix having high ethical standard in the company with two sets of companies having high or low employee turnover; and with low ethical standard in the company having two sets of companies with high or low employee turnover.

Charting the Course: Exploring the Dynamic Impact of Mentorship Programs on Nurse Practitioner Satisfaction and Health Care Outcomes.

BACKGROUND: For almost every health worker, job satisfaction is an important determinant for motivation, retention and performance, and all of these are primarily important to improve the functioning mechanism of health systems in countries of low- and middle income categories. &#x0D; AIM: This study was conducted to estimate the level of job satisfaction among registered practicing clinical dentists in Kanpur city, U.P., India&#x0D; MATERIALS &amp; METHOD: A cross sectional study was conducted among 204 practicing registered dentists. A questionnaire was distributed manually to the participating dentists for measuring dimensions of job satisfaction. A 5 point Likert format with a score range from 1(described as strongly dissatisfied) to 4(described as strongly satisfied) was used to describe the items. Analysis of data was analyzed using SPSS software 21.0 and student t test was applied for measuring the difference of means between the subgroups for each dimension.&#x0D; RESULTS: A significant difference (p&lt;0.005) in levels of satisfaction for various dimensions of job satisfaction within gender, educational qualification and work status was found on analysis. The postgraduates were found to be more satisfied as compared to graduates with a difference in job satisfaction level between genders which was related to the personal time dimension. It was also derived from the study that dentists working full time expressed dissatisfaction in terms of family time, thus to issues in their personal relationships.&#x0D; CONCLUSION: Overall, it was found that the dentists have a high level of job satisfaction and the socio demographic factors deeply influence this domain of career.

Job satisfaction which is expressed by different employees differently has much influence on their work behavior. In an attempt to examine the degree of job satisfaction of employees working in different real-estate companies, a study was conducted on two hundred (200) executives of twenty (20) real estate companies. The respondents were interviewed through a structured questionnaire following a logical interview schedule. The data were analyzed manually by using proper statistical methods. The study addresses on its various dimensions of job satisfaction that include present job, present pay, job security, opportunity for promotion, supervision, relation with coworkers, etc. The findings of the study reveal that the employees of real-estate companies are not satisfied with various aspects of job satisfaction which would be useful as secondary information for those who are involved in policy making and are interested in conducting further research on similar topic.

We suggest that employees’ job satisfaction has relationship to friendship network other than professional commitment, and argue that friendship network in the same ward and across wards will have different effects on employees’ job satisfaction. A cross-sectional survey design utilizing questionnaires was selected to fulfill the research objectives. All of the 405 nurses in the En Chou Kong Hospital were surveyed. Three hundred and three nurses completed the questionnaire representing a response rate of 74.8%. The instruments included friendship network nomination, professional commitment scale, and nurses’ job satisfaction scale (NJSS). The regression model of job satisfaction was constructed, using friendship network variables in the ward and across wards and professional commitment as independent variables. R square for each model is 0.22-0.36 for the four dimensions of job satisfaction. Professional commitment is the robust predictor. The efficiency of friendship network in the ward is a good predictor, while it is negative related to satisfaction of work load. Further, the indegree in the ward is negative related to work load. Implication was discussed.