Average Job Satisfaction Research Articles

Gratitude Interventions: Can They Improve Job Satisfaction

Job satisfaction tends to be low among civil servants at the Sanggau Regency Personnel and Human Resources Development Agency, indicating the need for effective psychological intervention. One form of intervention carried out is gratitude training. This research aims to determine the effectiveness of gratitude training in increasing job satisfaction for civil servants in the BKPSDM Sanggau Regency. The type of research is experimental with the design used is pretest and posttest control group design. The research was conducted on civil servants at the Sanggau Regency Personnel and Human Resources Development Agency with 35 subjects. Data was obtained by filling in the job satisfaction scale before and after gratitude training. The data analysis technique uses the N-Gain Score. The results of the hypothesis test show that there is a significant difference in the level of job satisfaction before and after gratitude training. The average job satisfaction score before training is 119.3, while after training, it increased to 162.5. By using the difference index (N Gain Score), an increase of 70.5064% is recorded. These findings indicate that gratitude training is effective in increasing civil servant job satisfaction in BKPSDM Sanggau Regency.

Effects of work environments on satisfaction of nurses working for integrated care system in South Korea: a multisite cross-sectional investigation

BackgroundNurses’ satisfaction has an impact on organizational and patient outcomes. Integrated care system in South Korea was established in 2015 to improve care quality and decrease caregiving burden. Since then, nurses’ satisfaction has increased due to an increase in nursing staffing. However, besides nurse staffing, various work environments still affect nurse satisfaction.MethodsIndividual online surveys were conducted with participants to determine their personal characteristics, work environments, and hospital characteristics. We used mixed-effects linear regression equation contained both fixed and random effects.ResultsThis study included 2,913 nurses from 119 hospitals. Their average job satisfaction was less than 6 points out of 10 points. Age, shift type, perceived workload, and delegation criteria were significant factors influencing nurses’ satisfaction. There was no significant factor among hospital characteristics. The satisfaction level of nurses was high for no-night rotating shift, low perceived workload, and clear delegation criteria.ConclusionsNurses’ satisfaction is affected by several work environmental factors. Low nurse satisfaction has a substantial impact on both patients and nurses. Therefore, nurse managers and hospitals should determine factors influencing their satisfaction and develop strategies to improve their satisfaction.

علاقة القيادة التشاركية بالرضا الوظيفي بالجامعات الفلسطينية من وجهة نظر العاملين فيها

The study aimed to reveal the relationship of participatory leadership and job satisfaction at the Arab American University from the point of view of its employees. To that means, the descriptive approach was used in the study. The study population was consisted of 1,002 faculty members and administrative employees, while the study samples included 133 members who were chosen randomly. The researcher used the questionnaire as a tool for data collection, and the validity of the tool was authenticated by arbitrators and factor analysis. The reliability coefficient of Cronbach’s alpha for the paragraphs of the participatory leadership variable questionnaire was (0.956), while the reliability coefficient of the Cronbach alpha for the paragraphs of the job satisfaction questionnaire was (0.957). The results of the study concluded that the average practice of participatory leadership came to a high degree with a mean (3.98), and the average job satisfaction came to a high degree and a mean (3.96). It was also noted that there is a positive direct relationship between the practice of participatory leadership in its various dimensions and the achievement of job satisfaction. Based on the study results, the research concluded a set of recommendations. The most important recommendation is to promote a culture of teamwork among workers in Palestinian universities to enhance performance.

علاقة القيادة التشاركية بالرضا الوظيفي بالجامعات الفلسطينية من وجهة نظر العاملين فيها

The study aimed to reveal the relationship of participatory leadership and job satisfaction at the Arab American University from the point of view of its employees. To that means, the descriptive approach was used in the study. The study population was consisted of 1,002 faculty members and administrative employees, while the study samples included 133 members who were chosen randomly. The researcher used the questionnaire as a tool for data collection, and the validity of the tool was authenticated by arbitrators and factor analysis. The reliability coefficient of Cronbach’s alpha for the paragraphs of the participatory leadership variable questionnaire was (0.956), while the reliability coefficient of the Cronbach alpha for the paragraphs of the job satisfaction questionnaire was (0.957). The results of the study concluded that the average practice of participatory leadership came to a high degree with a mean (3.98), and the average job satisfaction came to a high degree and a mean (3.96). It was also noted that there is a positive direct relationship between the practice of participatory leadership in its various dimensions and the achievement of job satisfaction. Based on the study results, the research concluded a set of recommendations. The most important recommendation is to promote a culture of teamwork among workers in Palestinian universities to enhance performance.

Correlations of factors associated with job values, job stress and job satisfaction among hospital nursing assistants.

To investigate the correlation between job values, job stress, and job satisfaction among nursing assistants in a hospital setting. A cross-sectional study. Data were collected from nursing assistants working in a regional hospital and a medical center in Northern Taiwan. A self-rated structured questionnaire was used to collect data on participants' demographic characteristics, job values, job stress, and job satisfaction. Descriptive statistics, t test, one-way analysis of variance, Pearson's correlation coefficient, and stepwise regression were used for data analysis. A total of 135 questionnaires were distributed; of them, 132 were returned, resulting in a response rate of 97.8%. The average age of the participants was 57.08 ± 5.86 years, with the majority being female, high school educated, and married. Most participants (70%) had >5 years of experience in working as nursing assistants. The average job satisfaction score of was 63.63, indicating a moderate level of job satisfaction. Job satisfaction exhibited a significantly positive correlation with job values but a significantly negative correlation with job stress. Job value was negatively correlated with job stress. Stepwise regression revealed that job values significantly explained the variance in job satisfaction among hospital nursing assistants. Nursing assistants are integral to clinical practice. To enhance their job satisfaction and professional development, health-care institutions and policymakers should implement strategies such as providing continual training, offering recognition and rewards to enhance sense of accomplishment. This study involves no patient or public contribution.

Job satisfaction and social identification among paramedics in southern Poland.

Job satisfaction, based on professional and non-professional factors and individual characteristics of employees, is an important element influencing both the quality of care provided and employee turnover. The study included 137 paramedics employed in field teams and hospital emergency departments. The Job Satisfaction Scale (SSP), the Minnesota Job Satisfaction Questionnaire (MSQ), the Utrecht Work Engagement Scale (UWES), and the Three Dimensional Strength of Group Identification Scale (TSIG) were used to collect the data. The average job satisfaction score measured with SSP in the studied group of paramedics was 24.50 and the average job satisfaction score measured with MSQ was 74.16. The average value of the group identification in the study sample was 61.15. Of the three subscales, the highest scores were obtained in the affect toward the group subscale -22.44, and the lowest in the cognitive centrality subscale -18.78. The analysis showed that job satisfaction positively correlated with social identification (r = 0.43) and the ingroup ties (r = 0.43), cognitive centrality (r = 0.34) and ingroup affect (r = 0.37). The studied group of paramedics showed moderate job satisfaction (measured with SSP) and work engagement, with a simultaneous high level of job satisfaction (measured with MSQ) and social identification with the professional group. Social identification of studied paramedics varied depending on gender. Women showed higher levels of cognitive centrality, which might mean that they might have had greater need to categorize themselves as paramedics.

The effect of motivation on job satisfaction of health center workers in the Kingdom of Saudi Arabia in light of the COVID-19 pandemic

This research aimed to understand how incentives affect job satisfaction among employees at health centers in Bisha, a region in Saudi Arabia. The method used was descriptive and analytical, involving all 1,300 employees at these health centers, with 274 randomly chosen participants for the survey. A questionnaire collected data from these participants. The findings suggest that the average job satisfaction among these employees is moderate, indicating they are somewhat satisfied. However, the system of incentives was generally found to be weak, despite a clear link between incentives and job satisfaction, proven significant at the α≤0.01 level. When considering educational background and years of experience, these factors did not significantly impact satisfaction levels with the incentive system at the α≤0.05 level. Yet, gender did show a significant difference in satisfaction levels at the same significance level. The research concludes that there is a need to reevaluate and improve the incentive system for health center employees in Bisha to enhance their job satisfaction. It suggests conducting further research to develop management strategies and explore new methods to increase employee satisfaction.

Communication Self-Efficacy and Job Satisfaction among Nurses during the COVID-19 Pandemic

Introduction. The outbreak of COVID-19 has led to various challenges for healthcare workers, including nurses. Nurses play a critical role in the fight against this disease, and their communication of self-efficacy and job satisfaction has garnered significant attention. This study aimed to investigate the relationship between communication self-efficacy and job satisfaction of Iranian nurses during the COVID-19 pandemic. Methods. This study was conducted using a cross-sectional design. A total of 500 nurses working in hospitals in Iran were selected using a convenience sampling method. The communication self-efficacy scale and the job satisfaction scale were used to collect data. Results. The study found that nurses with higher communication self-efficacy exhibited better performance and job satisfaction in various work challenges (r = 0.56, p<0.001). However, nurses holding a master’s degree or higher reported the lowest average communication self-efficacy and job satisfaction scores during the COVID-19 epidemic. The study also explored the impact of shift work on job satisfaction among nurses and found that nurses working exclusively on the morning shift reported the highest average job satisfaction score. Conclusion. The findings of this study suggest that communication self-efficacy is an important factor in predicting job satisfaction among Iranian nurses during the COVID-19 pandemic. Therefore, it is recommended that healthcare organizations provide effective communication training sessions and mental health interventions to enhance nurses’ communication self-efficacy and job satisfaction. This can ultimately lead to improved performance and better patient outcomes.

Job Satisfaction and Burnout among Nurses Working at a Tertiary Level Hospital in Bangladesh

Background: Burnout is a state of physical, mental, and emotional exhaustion caused by chronic overwork, and nurses are particularly susceptible to experiencing burnout, which can have implications for both job satisfaction and patient well-being. This study aimed to investigate job satisfaction, burnout, and the relationship between these factors among nurses working in the pediatric ward of a tertiary hospital in Bangladesh. Methods: A descriptive cross-sectional study was conducted, involving 105 conveniently selected nurses from various pediatric wards at the Bangabandhu Sheikh Mujib Medical University Hospital. Face-to-face interviews were conducted using a structured questionnaire to collect data. Statistical Package for Social Science (SPSS) was used to analyze the data, with 101 participants' data being considered for analysis after excluding four participants. Descriptive statistics such as frequency, percentage, mean, and standard deviation were used, along with inferential statistics including two-sample t-test, ANOVA, and correlation. Results: The participants' mean age was 28 years (SD±4.20). The average job satisfaction score was 2.50 (SD=.56), with approximately 16.3% of nurses reporting being very satisfied and 36.6% expressing satisfaction. Notably, nurses working in gastrology and neurology wards reported significantly higher job satisfaction (M=3.02; SD=.25) than those in other units (F=7.38; p=.000). Additionally, nurses who had participated in at least one training showed significantly higher job satisfaction (M=2.59; SD=.65) compared to those who had not received any training (M=2.40; SD=.55) (t=3.56; p<.05). Regarding burnout, the mean score was 2.11 (SD=.69). Work place (F=3.03; p=.03) and length of service (F=2.55; p=.04) were found to be significantly associated with burnout. Job satisfaction was negatively correlated with burnout, though the correlation was weak (r=-.09; p=.32). Conclusion: The study concluded that nurses in Bangladesh generally experience a moderate level of job satisfaction and a low level of burnout.

Organizational Analysis of UB (University at Buffalo)

In order to help our group better and more efficiently analyze the evaluation of specific company employees on their job roles, our group research selected the most familiar campus organization (the University at Buffalo – SUNY) as our subdivided target population. In this report, more than 30 UB professors’ privacy questionnaires were collected. We sorted out and tabulated 25 valid responses as data, and used the following four different dimensional analysis methods to sort out the surveyed data, analyzing the BIG 5 personality of the UB professors in the organization system, evaluating their job roles and characteristics through Motivating Potential Score (MPS), also reasonably scoring their average personal job satisfaction, and using Leader-member Exchange (LMX) theoretical data model analysis.

Job satisfaction of primary healthcare professionals: a cross-sectional survey in Greece.

The role of job satisfaction is essential for the operation of public Primary Healthcare Centers in Greece. The dimensions of job satisfaction can be used to gauge employees' engagement and performance. Job Satisfaction Survey was employed among healthcare professionals in 32 Primary Healthcare Centers, between June 2019 and October 2020. The 36 items of the questionnaire are expressed on a six-point Likert scale divided into 9 aspects: salary, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication. Additional questions were added covering sociodemographic characteristics. A total of 1,007 professionals completed the questionnaire (83.92% response rate), of which 51.04% were nurses, 27.61% physicians, and 21.35% other healthcare employees. The average overall job satisfaction score indicates ambivalence (3.63 out of 6). Participants were dissatisfied with salaries (2.38) and promotion (2.84) aspects and ambivalent regarding fringe benefits (3.04), operating procedures (3.23), and contingent rewards (3.30). Moderate satisfaction was reported for the nature of work (4.53), supervision (4.52), co-workers (4.37), and communication (4.22). Nurses by far reported the lower levels of satisfaction in all dimension except communication compared to the other groups. The findings suggest that decreasing administrative workload and the improvement of working conditions, procedures, payment, and provision of better opportunities for the promotion of PHC professionals might be the most effective ways to subsequently improve their subjective well-being and their job satisfaction which in turn will improve their performance.

The Impact of Sociodemographic Factors on the Rationing of Nursing Care in Urology Wards

The problem of care rationing is widespread all over the world and results from many factors affecting nurses. These factors may result from the environment in which the nurses work, e.g., the atmosphere at work, or may not be related to work, e.g., place of residence. The aim of this study was to examine the impact of sociodemographic factors (place of residence, satisfaction with the financial situation, number of forms of postgraduate education, work system, number of patients per nurse, number of diseases) on care rationing, job satisfaction and quality of nursing care. The study is a cross-sectional study which includes 130 nurses from all over Poland who work in urology wards. The criteria for inclusion were consent to the examination, practicing the profession of a nurse, work in the urology department and work experience of at least 6 months, regardless of the number of hours worked (full-time/part-time). The study was conducted using the standardized PIRNCA (Perceived Implicit Rationing of Nursing Care) questionnaire. The average rationing nursing care was 1.11/3 points which means nursing care was rarely rationed. The average job satisfaction was 5.95/10 points, and the assessment of the quality of patient care was 6.88/10 points, which means a medium level of the job satisfaction and the quality of patient care. The rationing of care was affected by the number of nurse illnesses; job satisfaction was influenced by the place of residence and satisfaction with the financial situation, while the quality of care was not influenced by any of the analyzed factors. The result of care rationing is at a similar level as the results in Poland and abroad. Despite the rare rationing of care, employers should take corrective action, especially in terms of increasing the staff and health prevention of nurses.

Digital remote work influencing public administration employees satisfaction in public health complex contexts

The purpose of this study is to describe and analyze whether digital remote work in times of Covid-19 is influencing the satisfaction of Public Administration employees. Based on the objective of this study, an online survey was conducted in the Portuguese Public Administration, for a sample of 70 individuals, working at home due to the situation of Public Health caused by the Coronavirus. Digital remote work is being applied massively worldwide and is a specific form of work organization supported by information and knowledge. Digital remote workers carry out their activities at home and using digital technologies, depending on the nature of the tasks and work situations. To understand the satisfaction of Public Administration employees, an empirical study was carried out, supported by data collection through an online survey. The main conclusions were that despite the constraints (resistance of top management, organizational culture, autonomy, and flexibility of workers, among others) that existed before the health and socioeconomic crisis caused by the Coronavirus pandemic, digital remote work is a given in the life of organizations, public or private, and of workers with reflection at various levels in society and particularly in the professional fulfillment and satisfaction of employees. According to the analysis carried out on the data collected to support the conclusions of this study, the degree of satisfaction of Public Administration employees is influenced in different ways by the influencing factors studied: autonomy at work, conditions at work, and income. However, regarding the factor of quality of life at work, this link has not been established. Thus, it was possible to conclude that satisfaction increases positively and strongly with autonomy at work. Technological specialization and productivity still have a positive influence, but with low intensity contribute to the satisfaction of AP employees. Working conditions also negatively influence satisfaction, although at an average intensity. However, the average degree of job satisfaction varies according to the different age groups, with employees aged 35 or more having a higher satisfaction average than employees whose ages vary between 34 and the beginning of their working lives.

Job Satisfaction among the Physiotherapy Teachers: Evidence from Physiotherspy Institutes in Sindh, Pakistan

The study's objectives were to describe the degree of job satisfaction among physiotherapy teachers. Job satisfaction refers to how much a person enjoys or dislikes a particular job. A descriptive cross-sectional investigation was carried out. The data was gathered via an online survey using a closed-ended, self-administrated questionnaire. 88 physiotherapy teachers in all took part in this study. The majority of participants had 5–10 years of teaching experience, and the age range was 28 to 32. Females made up 53.49%, lecturers 69.78%, full-time faculty 83.65%, and visiting teachers 16.35%. 76.20 and 65.70% of visiting faculty members reported favourable working conditions, respectively. The majority of participants, with an average job satisfaction score of 73.30, had 2 to 5 years of experience. Overall job satisfaction for assistant professors is 68.2% .In order to increase physiotherapy teachers' job satisfaction, attention should be paid to improving pay, opportunities for advancement, and achievement standards.

Job satisfaction and firm earnings—Evidence from matched survey and register data

AbstractThis study examines the relationship between employee job satisfaction and firm performance in a sample of Danish private sector firms. The study relies on a representative survey merged with administrative data and accounting information for a sample of 1,929 Danish firms representing all economic sectors. The results of this study suggest that the average job satisfaction on the firm level positively affects the firms' pre‐tax earnings. The effect amounts to a 7.9% increase per point increase in job satisfaction when job satisfaction is measured on a scale from 0 to 10. Furthermore, the study finds that workers' satisfaction with achievements at the job and their satisfaction with management are specifically related to better performance.

Investigating the role of predictive death anxiety in the job satisfaction of pre-hospital emergency personnel during the COVID-19 pandemic

BackgroundPre-hospital emergency staffs as the frontline forces fighting against COVID -19 have been affected by this pandemic. Today, the occupational and mental health of these individuals is particularly important to the health care system. Death anxiety is one of the inevitable things in this job, and not paying attention to it can cause unwanted effects such as changing the level of job satisfaction of the personnel. The purpose of this study was to determine the role of predictive death anxiety in the job satisfaction of pre-hospital emergency personnel during the COVID-19 pandemic.MethodsThis cross-sectional descriptive study was conducted among pre-hospital emergency staffs in Qazvin Province, Iran in 2021–2022. Among the bases chosen by the census method, 198 samples were included in the study by the available method. Data collection tools included the Demographic Checklist, Templer's Death Anxiety scale, and the Minnesota Job Satisfaction Questionnaire. The data were analyzed with descriptive and inferential statistics and SPSS 20 software.ResultsThe mean age of the samples was (33.14 ± 6.77). 167 persons were male and the others were female. The average job satisfaction and death anxiety of the personnel were 55.07 ± 11.50 and 8.18 ± 1.96, respectively. Pearson's correlation coefficient between the two variables was r = -0.126 And a null correlation coefficient hypothesis has been confirmed with p-value = 0.077.ConclusionsThe results showed a high level of death anxiety and average job satisfaction. Although these two variables do not have a significant relationship with each other, considering that they do not have the appropriate level, it needs more investigation and consideration.

Analysis of the Effect of Motivation Factors and Hygiene Factors on Employee Performance with Job Satisfaction as a Mediation Factor

Human resources are a crucial aspect that determines the effectiveness of an organization. Therefore, the organization always needs to invest in recruiting, selecting and retaining its human resources not to impact turnover. To maintain and improve employee performance, it is necessary to ensure the fulfilment of motivational and hygiene factors and job satisfaction. This study aimed to determine the influence of motivational and hygiene factors on employees' functioning and job satisfaction as intermediaries (PT. Bank Rakyat Indonesia (Persero) Tbk Regional Office Bandar Lampung. Study participants were recruited from 470 BRI employees using proportionally stratified random and probability sampling. The data used in this study is primary data in the form of survey data. The data analysis method used is Structural Equation Model Analysis (SEM) with data-driven covariance. The results show that motivational factors have a positive and significant influence on employees' work performance. In contrast, hygiene factors positively and significantly influence work results and employee satisfaction. Average job satisfaction on performance between hygiene factors and employee job performance

Job satisfaction and associated factors in Greek public hospitals.

To investigate the level of job satisfaction of health care professionals in the public hospitals of the 1st Regional Health Authority of Attica and further to assess its determining factors. The Job Satisfaction Survey questionnaire was administered to health professionals in thirteen hospitals. The 36 items of the questionnaire are expressed on a Likert scale and are divided into nine dimensions. Additional questions were added covering the demographic and socio-economic characteristics. The reliability of the tool was: α Cronbach = 0.89. The response rate was 81.95%, 3,278 questionnaires were collected overall, of which 52,96% (n=1,736) originated from the nursing staff, 24.50% (n=803) from the medical staff and 22.54% (n=739) from other health employees. The average overall job satisfaction is moderate (3.33 out of 6). The category with the lowest score in job satisfaction was that concerning salaries (2.12). Questions related to promotion (2.45), additional benefits (2.67), operating procedures (2.82) received low job satisfaction rates. Instead, the categories that garnered positive job satisfaction concerned questions related to the supervision (4.66), the nature of work (4.34), and co-workers (4.25). Questions related to communication received 3.79. The findings showed lowest satisfaction levels in pay, fringe benefits, contingent rewards, promotion and operating procedures dimensions of job satisfaction. Participants were more satisfied with the nature of work, supervision and co-workers. The findings can be used as a set of reference levels and indicators for the human resources development component of the quality management system in the public hospitals.

A Study on Demographic Characteristics, Job Satisfaction and Organizational Commitment of Opticians

The concepts of organizational commitment and job satisfaction have been previously studied in different sectors for quite a long time. However, limited to our literature search, we couldn’t find other research on this subject in the optical sector. For this purpose, the demographic characteristics of optical sector employees, and their relationship to organizational commitment and job satisfaction were examined in this study. The population of the research was determined as 8557 optician employees registered to the Turkish Opticians Association, according to the data of 2021 in Turkey. The sample consists of 320 opticians, responsible managers, and other personnel working in opticianry who participated voluntarily in the study. A total of 52 questions were constructed in the questionnaire using "Demographic Characteristics": "Allen Meyer Organizational Commitment Scale" and "Minnesota Job Satisfaction Scale" as data collection tools. An online questionnaire was used as a data collection method in the study. A survey link was sent to 22 chamber managers registered in the Turkish Opticians Union via e-mail, and the survey link was sent to their members by message method. In addition, it was shared on sectoral pages on all social media. Due to the fact that it was based on volunteerism, 320 employees returned to the survey. Data is analyzed with SPSS v 23.0. Mann Whitney U test and the Kruskal Wallis H test were applied for the comparisons of the study groups that did not comply with the normal distribution. As a result of the research, it was observed that the sum of organizational commitment, affective commitment, continuance commitment, and normative commitment were at average values. There is a statistically significant positive correlation between all values of organizational commitment and all values of job satisfaction. The average total job satisfaction score was moderate and internal satisfaction was found to be high in the averages of the sub-factors. A significant relationship was found between demographic factors such as gender, age, marital status, education, title, income levels, working time in the profession, and job satisfaction and organizational commitment.

Investigation of the effect of social support perceived by workplace employees on anxiety and job satisfaction during COVID-19.

The COVID-19 pandemic has become a major cause of stress and anxiety at work. To examine the effects of the support provided to the employees by the workplaces about the depression, anxiety, stress, job satisfaction of the employees during the COVID-19. The inclusion criterias were as follows: being between 18 and 65 years old, working at the time of the survey. The study self-administered included Depression-Anxiety-Stress Scale (DASS), Organizational Support Perception Scale, Job Satisfaction Scale (JSS). In total, 260 people (mean age 38.17±14.9 years, 148 female) completed the survey. Extremely severe depression displayed on 39.9 %, extremely severe anxiety on 37.1%, and severe stress on 28.3% of the participants. Scores for depression (9.6±9.03), anxiety (7.2±7.04), stress (11.7±7.8) were also high for employees. It was observed that the average of organizational support score was 30.4±7.24, and the average job satisfaction score was 28.6±5.35. There was a statistically significant positive correlation between organizational support and job satisfaction (r = 0.562, p = 0.00). Considering the relationship between organizational support and DASS scale; there was negative correlation between (r =-0.161, p = 0.013). The results of the regression indicated that the model explained 32.9 % of the variance and that the model was a significant predictor, F (2,66)=117.145, p < 0.001. Organizational support are associated with a decline in mental health and job satisfaction. Health-promotion strategies directed at adopting or maintaining positive job organizational support-related behaviors should be utilized to address increases in psychological distress during the pandemic.