Affect Job Satisfaction Research Articles

Assessing the Importance of Work-Life Balance Initiatives in Employee Satisfaction

The study examines how work-life balance policies affect job satisfaction among employees, with a primary focus on the Kenya Wildlife Service (KWS) but also taking other organizational contexts into consideration. The study assesses how job design, flexible cheduling, and fringe benefits affect job satisfaction among KWS employees using a descriptive survey approach. The results underscore the need of executing work-life balance programs to augment employee contentment and organizational efficacy.The study recommends that KWS management should develop and implement policies supportive of work-life balance at all departmental levels. Moreover, it suggests the necessity for similar research in diverse organizational settings to compare outcomes and guide broader policy decisions.In addition, a review paper also looks at the empirical data and theoretical underpinnings of the relationship between work-life balance and job satisfaction and productivity. It summarizes the body of research and shows how work-life balance efforts contribute to employee engagement, well-being, and organizational effectiveness. In order to foster a more welcoming and effective workplace culture, the review emphasizes the significance of creating a work environment that supports employees’ work-life balance.Furthermore, a quantitative study carried out in Estonia looks into the relationship between work-life balance regulations and employees’ job satisfaction in travel agencies. The research offers valuable perspectives for organizational tactics targeted at augmenting worker contentment and overall efficiency. These research projects advance our knowledge of the importance of work-life balance practices in promoting employee well-being and organizational performance by taking into account a range of contexts and techniques.

The Influence of Workload and Working Environment on Employee Performance through Job Satisfaction as a Mediation Variable at CV. Kebab Bosman Food Indonesia

Purpose: The purpose of this research is to investigate the impact of workload and work environment on employee performance, with job satisfaction acting as a mediating variable, specifically focusing on CV Kebab Bosman Indonesia Food. The study addresses existing challenges related to employee performance, work standards, and goal-setting within the company, aiming to identify factors contributing to suboptimal performance and subsequent decline. By examining these relationships, the research seeks to contribute to the understanding of human resource management dynamics within the company context. Methods: This research adopts a quantitative approach, utilizing statistical methods to analyze data collected from CV Kebab Bosman Indonesia Food in Surabaya, East Java. A sample of 50 employees across various levels was selected through a saturated sampling technique. Data collection involved assessing workload, work environment, job satisfaction, and employee performance. Statistical analysis techniques were applied to explore the relationships between these variables and examine the mediating role of job satisfaction in influencing employee performance. Results and discussion: The analysis revealed significant relationships between workload, work environment, job satisfaction, and employee performance within CV Kebab Bosman Indonesia Food. Specifically, findings indicated that workload negatively affected job satisfaction, while the physical work environment had a positive and significant impact on job satisfaction. Furthermore, the study suggests that job satisfaction partially mediated the relationship between workload, work environment, and employee performance. These results imply the importance of addressing workload management and enhancing the work environment to improve job satisfaction and subsequently enhance employee performance within the company. Implications of the research: The findings of this research hold several implications for both theory and practice. From a theoretical perspective, the study contributes to existing literature by elucidating the complex interplay between workload, work environment, job satisfaction, and employee performance. Practically, the insights gained from this research can inform human resource management strategies aimed at enhancing employee performance within CV Kebab Bosman Indonesia Food and similar organizations. By addressing workload issues and optimizing the work environment, companies can foster greater job satisfaction, leading to improved employee performance and overall organizational success. Originality/value: This research adds value by exploring relatively underexplored aspects of employee performance dynamics within the context of CV Kebab Bosman Indonesia Food. By investigating the mediating role of job satisfaction and considering both workload and work environment factors, the study offers a comprehensive understanding of the mechanisms influencing employee performance. Furthermore, the findings provide actionable insights for companies seeking to optimize human resource management practices and improve organizational performance. This research sets a foundation for further exploration of factors affecting employee performance and underscores the significance of holistic approaches to human resource management in achieving organizational goals.

The Effect Of HR Management And Career Development On Employee Performance With Job Satisfaction As An Intervening Variable In The Education Office And The Culture Of Padang Panjang City

The Education and Culture Office of Padang Panjang City is a government agency responsible for all matters related to education in its area, tasked with carrying out government affairs in the field of education based on the principle of autonomy and assistance duties, and carrying out other tasks related to education. To improve service and employee satisfaction, agencies must have good management, which includes improved HR management and better career development programs. Effective HR management is needed in encouraging employee performance improvement but also needs to be supported by paying attention to employee job satisfaction. Therefore, the purpose of this study is to find out how the influence of HR management and career development on employee performance through job satisfaction as an intervening variable, the number of samples in this study was 41 respondents using the Smart PLS 3 analysis tool and data collection techniques in this study with the distribution of questionnaires using the Likert scale. The results of this study show that the most dominant variable, namely HR management, affects job satisfaction positively and significantly, if human resource management is done correctly, job satisfaction will also increase. In addition, job satisfaction has a positive and significant effect on employee performance, this shows that if employees feel happy and satisfied in carrying out their work, then employees can perform better. The most dominant indirect influence is that HR management has a positive and significant effect on employee performance through job satisfaction.

Minor and serious cyberloafing in the workplace: antecedents and effects on job satisfaction

ABSTRACT The duality of cyberloafing is a topic that has always been debated. Considering this, the purpose of this paper is to classify cyberloafing and explore the antecedents of different degrees of cyberloafing and their different effects on job satisfaction. Using the Technology-Organisation-Environment Framework and the conservation of resources theory, this paper proposes a research model to investigate the mediation mechanism of cyberloafing. Using the partial least square method (PLS) SEM method to analyze 294 employees’ data, the results show that: (1) Work-related enterprise social media usage only negatively affects serious cyberloafing, while social-related enterprise social media usage only positively affects minor cyberloafing. (2) The impact of perceived IT control policy on minor cyberloafing was not statistically significant, while negatively affected serious cyberloafing. In terms of environment factors, the study shows that prescriptive norms and work overload have opposite effects on cyberloafing, with work overload having no significant effect on minor cyberloafing. Significantly, policy satisfaction plays a significant moderating role between environment factors and cyberloafing. (3) Minor cyberloafing positively affects job satisfaction, while serious cyberloafing negatively affects job satisfaction. Our findings provide instrumental insights into how enterprise managers manage employees to improve employees’ job satisfaction, control different degrees of cyberloafing.

Impact of Work Environment on Job Satisfaction among Interventional Radiologists in Japan: A Cross-sectional Study.

This study aims to measure job satisfaction among interventional radiology physicians in Japan and analyze the factors affecting job satisfaction. A web-based survey was conducted among the members of the Japanese Society of Interventional Radiology between October and December 2021. Participants were questioned regarding their job satisfaction, workplace, work status, and demographic information. Principal component analysis was applied to 15 reasons related to job satisfaction, and the factors affecting job satisfaction were analyzed. Valid responses were obtained from 901 (31.9%) of the 2,824 interventional radiology physicians invited to participate. Job satisfaction was reported as "very satisfied" in 79 (8.8%), "moderately satisfied" in 426 (47.3%), "neither satisfied nor dissatisfied" in 230 (25.5%), "moderately dissatisfied" in 133 (14.8%), and "very dissatisfied" in 33 (3.7%) respondents. Thus, there were 505 (56.0%) satisfied physicians. Three principal components were extracted from the reasons for job satisfaction. Job satisfaction tended to be higher among those who reported performing a higher number of interventional radiology procedures and was positively associated with a higher rate of work time dedicated to interventional radiology and the first principal component (the environment of clinical practice, research, and interventional radiology education). The third principal component (salary and work environment) and the absence of an "IkuBoss" [a boss who takes initiative in creating a work environment supportive of the work-life balance of colleagues] were associated with lower job satisfaction. More than half the participants reported high job satisfaction. Job satisfaction of interventional radiology physicians in Japan was positively associated with a favorable clinical, research, and educational environment and negatively associated with the absence of an "IkuBoss," noninterventional radiology work, overtime work, and salary.

Tobit 모형을 활용한 취업 만족도 결정요인 분석

In this paper, the factors affecting job satisfaction of college graduates were analyzed. Job satisfaction consists of various factors, but job satisfaction is limited to job match, job satisfaction, and wages in this paper. Job match, job satisfaction, and wages each have information on employment status and compound information on the magnitude of job satisfaction. However, many previous studies have used only information on the size of job satisfaction to analyze it, overlooking the problem of sample selection bias. In order to overcome this problem, the Tobit model was used in the analysis. The main results are summarized as follows. First, Tobit model was statistically significant. Second, it can be seen that as male compared to female, age, and average GPA increase, job satisfaction increases significantly. Third, it can be seen that natural science compared to arts is higher, and the higher the major satisfaction and parents' income, the higher the job satisfaction. Finally, as a result of homogeneous test of the regression coefficients for each category level of independent variables, it can be seen that there is a statistically significant difference in most of the independent variables.

The Effect of Workload and Work Stress on Employee Job Satisfaction on Lucky Plaza Batam Cellular Data Store

The purpose of this study is to ascertain how work stress and workload affect employee satisfaction at the HP secular Lucky Plaza Batam store. Situated at Jl. Imam Bonjol, Lubuk Baja Kota, Lubuk Baja District, Batam City, Riau Islands, the HP secular Lucky Plaza Batam Store served as the research site for this study. Researchers use a quantitative population. Up to 50 employees of the HP Secular Lucky Plaza Batam Store work in this area. Research findings indicate that workload has an impact on job satisfaction among employees at the HP Secular Lucky Plaza Batam Store. Stress at work has an impact on job satisfaction at the HP secular Lucky Plaza Batam Store. Stress at work and workload at the same time affect Job Satisfaction at HP secular Lucky Plaza Batam Store.

Hubungan Beban Kerja Dengan Kepuasan Kerja Perawat Di Rumah Sakit Bhayangkara Tingkat III Palangka Raya

Nursing services are an integral part of healthcare in hospitals. Nursing staff are responsible for providing optimal nursing services to improve and maintain the quality of nursing care. This will affect day-to-day performance if not balanced with increased knowledge, skills, and supporting factors to enhance job satisfaction, as it will be perceived as a heavy workload. This study aims to determine the relationship between workload and job satisfaction of nurses at Bhayangkara Level III Hospital in Palangka Raya. The research design used is correlational with a cross-sectional method. The instruments used in this study were questionnaires and the Spearman Rank statistical test directed to 30 Police Nurses at Bhayangkara Level III Hospital in Palangka Raya. The results of the workload research show that 17 respondents (85.0%) are "satisfied" with their work in the heavy category. The significance value of the relationship between workload and job satisfaction of nurses at Bhayangkara Level III Hospital is 0.280 > 0.05, where H1 is rejected. The correlation coefficient value in this study is weak, which is 0.204. Thus, H1 is rejected, meaning there is no relationship between workload and job satisfaction of nurses at Bhayangkara Level III Hospital in Palangka Raya. The conclusion is that the heaviness or lightness of the workload does not affect job satisfaction if the job satisfaction indicators are fulfilled, such as job suitability, colleagues, salary, promotion opportunities, supervision, and facilities.

Penerapan Model Spiritual Leadership terhadap Peningkatan Kinerja Perawat

This research aims to see how implementing the spiritual leadership model improves nurse performance. The research method used is a literature review through electronic databases and websites, namely Google Scholar, Science Direct, PubMed, and Semantic Scholar, with inclusion criteria including ten journals with the keywords "Spiritual Leadership" and "Nurse Performance." The research results show that spiritual leadership significantly affects nurse performance, which is mediated by affective commitment and job satisfaction. Spiritual values such as compassion and caring are essential in spiritual leadership and impact nurse performance. In conclusion, spiritual leadership is vital to improving nurse performance through increasing organizational commitment, work involvement, and motivation. Keywords: Nurse Performance, Spiritual Leadership

Exploring the Factors Affecting Job Satisfaction among Sub Assistant Agricultural Officers in Dinajpur District, Bangladesh

Ensuring job satisfaction is imperative due to its constructive impact on employee welfare, motivation, and output. Exploring the SAAOs’ extent of job satisfaction and finding out the influences of different socio-economic factors towards their job satisfaction, were the aims of this study. Data were collected using a pre-tested interview schedule from randomly selected seventy- one (71) SAAOs of seven upazilas of Dinajpur district. SAAOs’ job satisfaction was measured based on his/her extent of satisfaction with 10 selected items using a 4-point rating scale. The percentages, means, and standard deviations were employed to summarise the data gathered during the interviews. The inferential statistical investigation involved using correlation and regression analysis. Findings revealed that the highest proportion (53.5 percent) of the respondents had medium job satisfaction. The SAAOs were mostly dissatisfied with the financial support and lack of necessary supplies from the office provided by the organization. Ten independent variables namely, additional education, job demand, job control, organizational support, perceived colleagues’ support, job facilities, managerial orientation, psychological well-being, self-efficacy, and job performance had significant positive relationships with job satisfaction according to correlation analysis. According to multiple regression analysis, 64.4 percent of the variance in job satisfaction could be explained by all the independent variables, and organizational support, perceived colleagues’ support, psychological well-being, and job performance were the most significant factors. However, perceived colleagues’ support had the highest contribution (56.2 percent) in explaining the job satisfaction of SAAOs. For ensuring the job satisfaction of SAAOs, Department of Agricultural Extension (DAE) can emphasize on strategies like professional development of the SAAOs, feedback, rewards and accolades and a supportive organizational culture.

대졸 청년층의 대학 재학 중 일 경험이 첫 일자리 직무만족도에 미치는 영향

Objectives This study was conducted to verify the effect of in-school work experience on job satisfaction in the first job among college graduates and to explore how the purpose of work experience while in school and the rele-vance of the major affect job satisfaction in the first job.
 Methods To do this, causal forests were applied to the 2020 Graduates Occupational Mobility Survey (GOMS) to examine the average treatment effect of in-school work experience on the job satisfaction of the first employment. Additionally, heterogeneous treatment effects were explored based on personal backgrounds, col-lege factors, job preparation, and characteristics of the first job among college graduates. Furthermore, hier-archical regression analysis was applied to control for variables that were significant in the heterogeneous treat-ment effects and to verify the effects of the purpose of work experience and the relevance of the major on job sat-isfaction in the first job.
 Results First, the average treatment effect of work experience during college had a positive effect on job sat-isfaction in the first job. Second, the heterogeneous treatment effect of college location was significant, with some regions showing a decreasing effect of in-school work experience on job satisfaction in the first job. Third, livelihood type work experience has a negative effect on job satisfaction in the first job. Fourth, the relevance of work experience to the major had a positive effect on job satisfaction in the first job.
 Conclusions Based on the findings, implications and policy implications of the study were discussed.

Performance management systems: South Korean study shows authentic leadership positively impacts job satisfaction and performance management participation

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsThis study from South Korea first confirmed that authentic leadership positively affects job satisfaction. The results also showed that employees’ participation in developing performance measures partially mediated the relationship between authentic leadership and job satisfaction.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Effect of Motivation, Organizational Culture, Competency on Work Commitment and Performance of SD Teachers in Bengkalis District

This study was conducted to determine and analyze the influence of motivation, organizational culture, and competence on work commitment and performance of elementary school teachers in Bengkalis District. This study was chosen because there were phenomena and problems related to the level of job satisfaction and performance of elementary school teachers in the Bengkalis District which were still low, there were many factors that influenced the high job satisfaction and performance, but the author had a temporary assumption that motivational factors, organizational culture and competence affected job satisfaction, as well as motivation, organizational culture, competence and job satisfaction affect the performance of elementary school teachers in Bengkalis District. The method used in collecting data in this research is a questionnaire. The population in this study were all elementary school civil servant teachers in Bengkalis District, amounting to 626 with a saturated sample of 626 respondents. By distributing a questionnaire using a Google form filled in by all primary school civil servants in Bengkalis District, with a total of 626 respondents, it was tested with SEM AMOS. The test results showed that motivation on job satisfaction had a positive effect, organizational culture on job satisfaction had a positive effect, competence on work commitment had a positive effect, work motivation on teacher performance has a positive effect, organizational culture on performance has a positive effect, competence on performance has no effect, work commitment on performance has no effect.

Role of Job Stress in Mediating the Influence of Role Conflict on Job Satisfaction of South Kuta District Office Employees

Employee job satisfaction is one of the things that the South Kuta District Office pays attention to, especially for Non-Civil Servant Employees who work there. This has prompted researchers to examine the job satisfaction of non-civil servants at the South Kuta District Office. The sample in this study was 53 people or all non-civil servant government employees at the South Kuta district office. The sampling technique uses saturated sampling. The researcher uses the saturated sample technique because the population is more than adequate, and all employees in the company are considered to be able to be used as research samples. Data was analyzed using path analysis. The result is considered imperfect due to the small population of the research location. This research was carried out at the South Kuta sub-district office, where the object was limited to one sub-district. The weakness in this study also lies in the results where independent variables can affect dependent variables with 38.7%. The value of the influence in this study is considered to be small. The research found that Role conflict significantly affects job satisfaction and job stress. Job stress also significantly affects job satisfaction and has indirect effects on role conflict toward job satisfaction.

Leader-Member Exchange, Perceived Organisational Support And Job Satisfaction: Mediating Role Of Employee Engagement

This study examined the influence of leader-member exchange and perceived organisational support on job satisfaction, with employee engagement as a mediator, either directly or indirectly. This study employs a quantitative associative methodology. This study's participants were all PT Pelabuhan Indonesia (Persero) TPK Perawang employees. This study's sample consisted of a total of 67 employees who were selected using the saturated sampling procedure. Interviews and questionnaires were used for data collection in this study. This investigation employed SEM-PLS for data analysis. This investigation processes data using the Partial Least Square software tool. This study demonstrates that Leader-Member Exchange, Perceived Organisational Support, and Employee Engagement significantly affect Job Satisfaction. Leader-member exchange and Perceived Organisational Support significantly affect Employee Engagement. Leader-member exchange has a significant impact on Job Satisfaction through Employee Engagement, and Perceived Organisational Support has a significant impact on Employee Engagement.

Optimizing Employee Retention: Exploring the Impact of LeaderMember Exchange on Work Intentions with Job Satisfaction and Organizational Commitment as Mediating Variables

This research explores the influence of Leader-Member Exchange (LMX) on work intentions, with job satisfaction and organizational commitment as mediating variables. The study sample comprises 200 Retail Sales Promotion Representatives (SPB/SPG) in Mall Bandar Lampung City, Indonesia. Data collection utilized a questionnaire based on purposive sampling techniques and was analyzed using Structural Equation Modeling (SEM) through the AMOS application. The findings reveal that LMX positively affects job satisfaction, positively influences organizational commitment, and has a negative impact on work intentions. Job satisfaction mediates the relationship between LMX and work intentions, while organizational commitment mediates the relationship between LMX and work intentions. This research provides insights into the dynamic relationship between leaders and team members, highlighting its impact on job satisfaction, organizational commitment, and ultimately work intentions. The study has the potential to enrich our understanding of factors influencing employee retention.

Effect of the Japanese medical office system on job satisfaction, loyalty, engagement, and organizational commitment of medical practitioners: a survey of cardiologists in the acute care setting

BackgroundIn Japan, medical doctors have traditionally been assigned from university medical offices, under the medical office system. The present study examined the effects of the medical office system on job satisfaction, engagement, loyalty, and organizational commitment among cardiologists.MethodsIn this study, a survey of 156 cardiologists was conducted, from April 22, 2023, to May 21, 2023, to examine the effect of the medical office system on employee job satisfaction, employee engagement, and organizational commitment.ResultsCompared with the group that belonged to a medical office system (affiliated group, n = 117), the group that did not belong to a medical office system (non-affiliated group, n = 39) was affiliated to hospitals with a smaller number of beds. The results of the factor analysis showed that four types of hospital management styles were generated, namely, environment-, loyalty-building-, treatment-, and philosophy-oriented hospitals. There is an indication that the philosophy-oriented management style was adopted at the workplaces of the non-affiliated group. The treatment-oriented style also tended to be higher in the non-affiliated group than in the affiliated group. Furthermore, the non-affiliated group had higher organizational commitment, indicating that they were more likely to agree with the management philosophy set forth by hospital executives.ConclusionAlthough the medical office system did not affect job satisfaction, compared with medical doctors with the affiliated group, those with the non-affiliated group tended to work in hospitals that emphasized philosophy-oriented management, and they received moderate compensation while practicing in an environment suitable for their specialty. These results suggest that the medical office system makes it difficult for medical doctors to have high workplace loyalty, engagement, and commitment to the hospital to which they are dispatched.

The impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay: the mediating role of job engagement

PurposeThis study examines the direct impact of justice perceptions of performance appraisal practices (procedural, distributive, interpersonal and informational justice) on job satisfaction, intention to stay and job engagement. Further, it investigates the effect of job engagement on job satisfaction and intention to stay. Moreover, the study tests the mediating role of job engagement on the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay.Design/methodology/approachA total of 650 self-report structured questionnaires were distributed among the employees of 50 information technology companies, and 503 samples were received. Partial least square-structural equation modeling was used to test the hypothesized model.FindingsThis study revealed that justice perception of performance appraisal practices positively affects job satisfaction, intention to stay and job engagement. In addition, job engagement positively affects job satisfaction and intention to stay. Further, job engagement significantly transfers the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay, thus confirming the mediating role of job engagement. However, the significant direct impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay in the presence of a mediator, i.e. job engagement, revealed partial mediation.Research limitations/implicationsThe findings of this study augment the social exchange theory by explicating that an individual who perceives justice in performance appraisal practices is likely to have greater job engagement, which ultimately leads to higher job satisfaction and intention to stay. This study filled the research gap by examining the role of four justice components of performance appraisal practices on job satisfaction and intention to stay and the mediating role of job engagement in transferring the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay.Practical implicationsThis study showed the importance of four justice components of performance appraisal practices in enhancing employee job engagement. Hence, this study would motivate information technology companies to maintain fairness in performance appraisal practices to enhance employee job engagement and ultimately increase job satisfaction and intention to stay.Originality/valueThis study is one of its kind that tested the direct impact of comprehensive justice components (procedural, distributive, interpersonal and informational justice) of performance appraisal practices on job satisfaction and intention to stay. In addition, this is a unique study that examined the mediating effect of job engagement on the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay.

THE EFFECT OF PERSON JOB FIT, PERSON ORGANIZATION FIT ON ORGANIZATIONAL COMMITMENT WITH JOB SATISFACTION AS AN INTERVENING VARIABLE

This study examines the effect of person-job fit and person-organization fit on organizational commitment, with job satisfaction as a mediating variable. This study used a quantitative approach. This study used quantitative methodology. The main data used in this study was obtained from questionnaires distributed to the entire workforce of SAMSAT Boyolali, which amounted to 35 people. The analysis tool used is the statistical technique of Multiple Linear Regression. The analysis found that a person's job and organizational fit significantly affect job satisfaction. Person-job, fit, and person-organization fit on organizational commitment significantly affect job satisfaction. However, if you look at the direct and indirect impacts, it can be seen that job satisfaction can only mediate the influence of a person's job fit on organizational commitment; the indirect influence is stronger than the direct influence. This differs from how a person's organizational fit affects organizational commitment, resulting in greater direct influence than indirect influence.

Which factors affect job satisfaction of doctors in psychiatry?

Background Recent reports have described challenges in retaining and recruiting psychiatrists in public mental health care. To improve the work situation for doctors, the Norwegian Psychiatric Association (NPA) conducted surveys to explore job satisfaction among its members. The purpose of this study is to explore how doctors in mental health services perceive their work, and factors affecting their job satisfaction. Material and methods A Questback survey was sent to all employed members of NPA in June 2020 and in December 2021. In the first survey, 670 members (37%) responded and 903 (43%) in the second. Job satisfaction was measured on a Likert scale from one to five. Linear regression was used to examine associations between work-related factors and job satisfaction. Results In 2021, more than half of the respondents (56%) were satisfied, 16% were dissatisfied and 27% were neutral. The oldest and youngest doctors were most satisfied (p < 0.001). Partial treatment responsibility was related to reduced job satisfaction (β = −0.23, p < 0.001) as well as access to an experienced colleague (β = 0.39, p < 0.001), time for direct patient contact (β = 0.17, p < 0.001) and ability to treat patients in a satisfactory manner (β = 0.52, p < 0.001). Job satisfaction decreased from 2020 to 2021. Conclusions Psychiatrists seem to be torn between treating their own patients and having medically responsible for other therapists’ patients. Time for patient contact and discussions with colleagues are crucial for psychiatrists’ well-being at work.