Average Job Satisfaction Research Articles

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

Job satisfaction is a multi-dimensional concept. Job satisfaction includes such external factors as qualifications of the job, organization and government, salary, working conditions, workmates, professional development and supervision, cooperation mates; and such internal factors as individuals’ expectations of the work and their requests. Job satisfaction helps develop a positive attitude toward the job. As in many other jobs, a teacher should gain saturation from his/her job in order to be successful in his/her career. Life satisfaction includes all dimensions of an individual's entire life. A high level of individual job satisfaction positively affects both job performance and life satisfaction. This study examined the relationship between job- and life- satisfaction among teachers. The study included 406 teachers employed at private and public preschool (n = 32), primary (n = 247) and secondary (n = 127) schools. Data were collected via a questionnaire on demographic characteristics, Minnesota Job Satisfaction Scale and Life Satisfaction Scale. The average job-satisfaction score was 71.58 (on a scale of 100). On this basis, it can be concluded that the level of job satisfaction among teachers was “good” but not exceptional. The average life-satisfaction score was calculated as 15.32 (scale maximum 25), which was evaluated as being above the moderate level. A significant correlation was found between life satisfaction and job satisfaction at the level of 0.001 (r = 0.281). Job satisfaction of public teachers and preschool teachers, and life satisfaction of female teachers was found to be more high.

The role of workload and job satisfaction in general health of industrial workers in Gonabad, Iran, in 2015

Received: June 2015, Accepted: August 2015 Background: The lack of satisfaction and balance between the workload and abilities and limitations of individuals in various occupations may influence their general health. The aim of this study was to determine the effect of workload and job satisfaction on the general health of industrial workers. Materials and Methods: This was a cross-sectional and correlational study on 215 workers of a Chinese manufacturing industry in Khorasan Razavi Province, Iran. Data were collected using the Job Satisfaction Questionnaire, NASA Task Load Index (NASA-TLX), and General Health Questionnaire (GHQ). Data analysis was conducted using SPSS software and through computing the Pearson and Spearman’s correlation coefficients and step-wise regression. Results: The general health score of 60% of women and 45.1% of men was greater than the cut-off score of 21 as a determinant of health and non-health. In addition, 80.6% of men and 74.8% of women had social problems. The overall workload of 26.53% of men and 23.7% of women was over 70 (high workload) and the workload of 69.38% of men and 69.23% of women was between 40 and 70 (intermediate). Based on these result, the average job satisfaction score is moderate and 60.2% of men and women have shown moderate satisfaction. The result of correlation test showed no statistically significant correlation between workload and job satisfaction and general health (P > 0.05). Moreover, no significant relationship was observed between job satisfaction and general health (P > 0.05). Conclusions: The results of the study suggest that authorities should pay special attention to the general health of industrial workers, especially with respect to social disorders. In addition, given the direct relationship between some subscales of workload and job satisfaction, and general health, further studies are needed to identify these factors.

전문간호사의 직무만족 및 직무수행

Abstract This study examined the status on job satisfaction and job performance of Advanced Practice Nurses (APNs) in Korea. The data was obtained from the 2009 APNs' job satisfaction survey of 452 nurses who received the certificate of APN between 2005 and 2008 conducted by the Korean Accreditation Board of Nursing Education. ANOVA and t-test analyses using SPSS version 14.0 were performed. The average job satisfaction level of the APNs was 2.94 out of 5.00. APNs who were performing jobs as a certified APN had a higher level of job satisfaction (t=.23, p <.001), higher wages (t=2.23, p <.05), promotion in rank (t=2.56, p <.05), more professional job performance (t=10.52, p <.001), greatest trust in their bosses and coworkers (t=5.31, p <.001), and higher confidence in their job performance (t=5.07, p <.001) than those who were not. The government and the nursing community need to provide the APNs’ with the appropriate supply and demand polices, as well as a proper incentive system and job improvement.

Unfair wahrgenommene eigene Entlohnung, Arbeitszufriedenheit und Kündigungsabsicht: Empirische Evidenz auf Basis des SOEPs

Abstract In this paper, we use data of the German socio-economic panel (SOEP) for the years 2005, 2007, and 2009 in order to analyze the impact of subjective fairness perceptions of own labor income on job satisfaction and quit intentions of male and female employees. In pooled cross-section and in panel estimates with person specific fixed effects, we find that unfair wage perceptions are of statistical and economic significance. Gender specific differences are small. Workers with unfair wage perception report on average lower job satisfaction by about 4 to 6 percent and higher quit intentions by about 15 to 23 percent. Zusammenfassung In diesem Beitrag untersuchen wir mit Daten des Sozio-okonomischen Panels (SOEP) fur die Jahre 2005, 2007 und 2009 den Einfluss der subjektiven Gerechtigkeitsbeurteilung des eigenen Arbeitseinkommens auf die Arbeitszufriedenheit und die Kundigungsabsichten von mannlichen und weiblichen Arbeitnehmern. Wir finden sowohl in unseren gepoolten Querschnittschatzungen als auch in...

치과종사자의 직무만족도와 직장-가정갈등 및 이직의도와의 관련성

This study had collected 267 Dental Health Care Worker in Busan, Gyeongnam and Ulsan, in order to investigate work-family conflict, job satisfaction and turnover intention of dental hygienists and find relationship between these. A survey was conducted from April 8 through April 30, 2013, by using structured, self-administered questionnaires. The collected data were analyzed with SPSS 12.0 program. The obtained results were as follows; 1. The average job satisfaction point are 3.32, work-family conflict point 3.06, and turnover intention point 2.80. 2. The job satisfaction was under the greatest influence of the Group of Rationality, followed by declination of Work Demand, Working Environment, Money. 3. The turnover intention was under the greatest influence of the Money, Job of Future. All the foctors had a positive impact on their turnover intention. That lowering these factors expressed a positive correlation, the higher the money and job of Future turnover intention.

요양보호사의 직무만족도에 관한 연구

Purpose: The purpose of this study was to evaluate Job Satisfaction of Care Helpers. Method: Subjects included 306 Care Helpers. working at geriatric care facilities; these data were collected from May 4 to May 15, 2012. The SPSS WIN 12.0 program was used for statistical analysis of collected data, including actual number, percentage, average, standard deviation, t-test, one way ANOVA, and Cronbach alpha coefficient. Results: 1. The average Job satisfaction was 3.76 and the average of each job satisfaction was the task (3.83), co-worker (2.23), and job turn over (2.25). 2. The satisfaction of the job itself, depending on back ground, had a significantly effect on age, protective person for a day, duty pattern, contract pattern, and motive. 3. The job satisfaction of human relationships, depending on their back ground, had a significant effect on degree, care-giving experience, duty place, protective person for a day, duty pattern, contract pattern, and duty motive. 4. The Job satisfaction of job turn over, depending on back ground had an. effect on job satisfaction statistically: age, degree, duty place, protective person for a day, duty pattern, and motive. Conclusion: These results found showed to contribute to job satisfaction of care helpers.

A social work study on job satisfaction

Article history: Received October 10, 2011 Received in Revised form October, 3, 2011 Accepted 10 December 2011 Available online 15 December 2011 Job satisfaction plays an important role on having sustainable growth in any business units. When an unsatisfied employee leaves, the business unit not only loses an employee but also it loses an intangible asset. Therefore, it is necessary to evaluate overall job satisfaction occasionally and provide some guidelines for improving work conditions. The proposed study of this paper uses five questionnaires, which are associated with job motivation, job satisfaction and organizational commitment. We have selected 25 sample employees who work for the case study of this research located in west region on Iran. Using some statistical tests we analyze the data and the preliminary results indicate that employee have an average job satisfaction. The results indicate that there are some positive relationships between job satisfaction and other factors including wage increase, psychological needs, physical equipments, entertainment equipment and work-team. © 2012 Growing Science Ltd. All rights reserved.

Organizational Changes and Job Satisfaction among Support Staff

ABSTRACT The purpose of this study is to identify job satisfaction amongst support staff employed by a nonprofit company undergoing organizational changes. The Job Satisfaction Survey (JSS) scale was used to measure overall job satisfaction and was conducted among 38 workers and the data was analyzed using content analysis. The findings indicate that workers were satisfied with some sections of their job but also dissatisfied with some others, scoring an average job satisfaction amongst the participating groups. Factors such as good relations with colleagues, training opportunities, and work flexibility were identified to assist with increasing worker satisfaction. Further suggestions for enhancing employees’ job satisfaction are provided.

Arbeitszufriedenheit bei Krankenhausärzten und -ärztinnen in Deutschland. Ergebnisse einer bundesweiten Erhebung im Herbst 2006

This paper presents the findings on the level of job satisfaction among hospital physicians in Germany and puts the results into relation to demographic variables and employment status. Data were collected as part of the survey "Work Life, Lifestyle and Health among Hospital Doctors in Germany 2006" using anonymous self-reporting questionnaires. Job satisfaction was scored using the scale according to Warr et al. It consists of 10 items with a seven-point Likert scale (1=dissatisfaction; 7=satisfaction), so the sum score ranks between 10 and 70. The following variables were correlated to job satisfaction: demographic variables (gender, age), and employment status (specialty, geographical localisation of hospital, hospital type, level of seniority, working time pattern). The response rate was 58% (n=1917). Doctors reported an average job satisfaction of 44.3. Comparing different specialties, physicians in radiology had the highest (47.6) and in surgery (43.0) the lowest level of job satisfaction. Below-average job satisfaction could also be found in urology (43.5) and internal medicine (43.7). The regression analysis showed that the younger age group (B=-1.45; p=0.031) and those with a status as junior physician (B=-4.97; p=0.0001) were significantly dissatisfied. Out of the ten items assessed "working hours" (3.25), "payment" (3.59), "physical working conditions" (3.96) and "recognition for good work" (4.08) attained the lowest ratings. Hospital doctors in Germany are moderately satisfied with their jobs - less satisfied than their colleagues in England, New Zealand and Norway. Improvement of job satisfaction and working conditions should be achieved via effective regulation of working hours and improvement of recognition for medical work regarding monetary and non-monetary factors such as payment and positive feedback for good work.

The Impact of Stress and Support on Direct Care Workers' Job Satisfaction

This research applies a stress and support conceptual model to investigate the effects of background characteristics, personal and job-related stressors, and workplace support on direct care workers' (DCW) job satisfaction. Researchers collected survey data from 644 DCWs in 49 long-term care (LTC) organizations. The DCWs included nurse assistants in nursing homes, resident assistants in assisted living facilities, and home care aides in home health agencies. We examined the influence of components of the LTC stress and support model on DCW job satisfaction. Initially, we ran a multiple regression analysis by entering individual-level DCW predictors with job satisfaction as the outcome. Subsequently, we used hierarchical linear modeling to examine the influence of organizational factors on DCW job satisfaction after controlling for significant individual-level DCW variables. Components of the model explained 51% of the variance in DCW job satisfaction. Background characteristics of DCWs were less important than personal stressors (e.g., depression), job-related stressors (e.g., continuing education), and social support (e.g., interactions with others) in predicting job satisfaction. Results from hierarchical linear modeling analysis showed that nursing homes compared to the two other types of LTC organizations had lower average DCW job satisfaction rates, as did organizations offering lower minimum hourly rates and those reporting turnover problems. Study findings underscore the importance of targeting both DCW-level and organizational-level factors to increase DCW job satisfaction.

보험심사간호사의 직무만족도에 영향을 미치는 요인

This study aimed to analyze the factors that influence the job satisfaction of nurses involved in medical insurance reviews. The study involved a self-administered questionnaire survey which was conducted with to 297 nurses who were in charge of medical insurance reviews between April 10 and April 28, 2000. The average job satisfaction of the subjects was 3.04. The sub-items of job satisfaction were noted to be high for 'professional status'(3.79) and low for wage (2.46). The job satisfaction of subjects showed statistically significant differences with regard to education, career, and volume of service(p<0.05). The average job stress of subjects was 2.57. The sub-items of job stress included problems pertaining to human relationships problem(2.84), conflicts with doctors at work (2.79), and the burden of excessive workloads(2.79), in that order. Multiple regression analysis demonstrated that job satisfaction was significantly low when the job stress was higher. It also showed that the job satisfaction was significantly high as there was more frequency of judgements and higher education. These results suggest that the job stress of nurses involved in medical insurance reviews has a profound impact on their job satisfaction. Therefore, the efforts should be made to reduce their job stress. It may also be beneficial to reinforce the training with the doctors and nurses in order to improve their communication skills. Disseminating more information about insurance standards may also be considered.

The Causal Effect of Job Satisfaction on Firm Profits

The purpose of this study is to investigate whether employees' job satisfaction has affected labor productivity.Using a unique data set which comprises survey data on about 60000 Japanese union workers from 1990 to 2004, we find a positive and significant relationship between Job Satisfaction and per capita operating profits which is used as a proxy variable of labor productivity. Concretely, it was shown that if the company succeeded in raising average Job Satisfaction 0.1 point, per capita operating profit goes up by 1.48 million Japanese yen. In order to control potential simultaneity problems, we implement Two Stage Least Squares estimation and use marriage rate as an Instrumental Variable.

A case study analysis of the impact of satisfaction and organizational citizenship on productivity

Despite significant investment in capital improvements and training, a rod mill suffered from chronically low productivity. The authors conducted a survey to measure employee satisfaction and to determine the correlation between employee satisfaction and productivity. The study found a correlation between average job satisfaction, low motivation and the resulting low productivity. A direct correlation was also found between low productiity and poor communication between management, supervisors and employees. The article offers recommendations to improve productivity by increasing employee involvement and communication.

Low Pay, Higher Pay and Job Satisfaction within the European Union: Empirical Evidence from Fourteen Countries

We examine differences in job satisfaction between low- and higher-paid workers within the European Union (EU). To do so The European Community Household Panel Data covering the period 1994-2001 is used. Then we test for differences in reported job satisfaction between low- and higher-paid workers. We also explain the existence of differences in the determinants of job satisfaction between these two types of workers and across countries. Our results indicate that low paid workers report a lower level of job satisfaction when compared with their higher paid counterparts in most countries, except in the UK. This supports the idea that low-wage employment in these countries mainly comprises low quality. The results also indicate that gap in average job satisfaction between low- and higher-paid workers is markedly wider in the Southern European countries than in the rest of EU. Finally, there are significant differences in the determinants of job satisfaction across countries. It seems then that a homogeneous policy may be inappropriate to increase satisfaction, and hence labour productivity, in the EU as a whole. Hence, an improvement of the quality of the jobs in the EU may require different policies. In particular, in some countries such as the United Kingdom removing low employment, namely through regulation, may worsen the workers’ well-being, although in other cases such a policy may lead to a totally different outcome.

Organizational climate and company productivity: The role of employee affect and employee level

Consistent with a growing number of models about affect and behaviour and with a recognition that perception alone provides no impetus for action, it was predicted that associations between company climate and productivity would be mediated by average level of job satisfaction. In a study of 42 manufacturing companies, subsequent productivity was significantly correlated in controlled analyses with eight aspects of organizational climate (e.g. skill development and concern for employee welfare) and also with average job satisfaction. The mediation hypothesis was supported in hierarchical multiple regressions for separate aspects of climate. In addition, an overall analysis showed that company productivity was more strongly correlated with those aspects of climate that had stronger satisfaction loadings. A second prediction, that managers' perceptions of climate would be more closely linked to company productivity than would those of non‐managers, was not supported. However, managers' assessments of most aspects of their company's climate were significantly more positive than those of non‐managers.

The progress of reforms: job satisfaction in a typical hospital in Estonia.

To evaluate the level of job satisfaction among the staff at an Estonian hospital and to describe factors related to their job satisfaction. Questionnaire survey. Pärnu County Hospital in Estonia. All staff members of the Pärnu County Hospital (n = 673), except 56 staff members who were away from work during the study. Respondents (n = 473) indicated an average job satisfaction level of 3.86 +/- 0.81 on a 5-point scale. The efficiency of hospital management as measured by planning, relationships with supervisors, knowledge and communication regarding hospital goals, plans, quality of services, budgetary situation, and staffing problems was positively correlated with job satisfaction. Stress and unrealistic expectations were negatively correlated with job satisfaction. The feeling of being part of the organization was also correlated with job satisfaction. Recognition from supervisors and discussions with colleagues were found to be weakly correlated with job satisfaction. There were differences between occupational categories. The management of Pärnu County Hospital has been able to create good supervisory relationships with staff by providing sufficient information about the goals of the hospital, the quality of services, the budgetary situation, and staffing problems that arise. Stress levels reported are not excessive and staff are loyal to their hospital.

The relationship between type of degree and professional status in clinical music therapists.

The purpose of this descriptive study was to: (a) examine the relationship between the construct, Type of Music Therapy Degree, and 5 other constructs: Job Satisfaction, Job Longevity, Level of Promotion, Job Responsibilities, and Geographical Location; and (b) explore the interrelationships among the 5 constructs other than Type of Music Therapy Degree. Questionnaires were mailed to 616 clinical music therapists. The response rate was 35% (N = 218). Ten variables defining the 6 constructs were examined for statistically significant and meaningful relationships: highest music therapy degree achieved, average job satisfaction rating, length of time as a music therapist, length of time in present job, average length of time in jobs, total number of jobs, total number of promotions across jobs, number of present duties, number of hours presently working, and region in which work. Results indicated that a significant relationship existed between highest music therapy degree achieved and 3 variables: length of time as a music therapist, total number of jobs, and region in which work. Follow-up comparisons revealed that those respondents with a Doctoral Degree had been employed at significantly more jobs than those with a Bachelor's degree. Also, those with a Master's degree in music therapy had stayed significantly longer in the field than those with a Bachelor's degree in music therapy. A follow-up analysis with the third variable, region in which work, indicated that the highest proportion of respondents in each region had obtained a Bachelor's degree in music therapy. Of the 8 significant relationships obtained among the other 9 variables, 4 variables defining the construct Job Longevity appeared to play a central role in the relationships among the variables.

Job Satisfaction and Job Performance of Agricultural Extension Officers working in Rural Development Block of Tamil Nadu

Job satisfaction and Job performance of Agricultural Extension Officers working in Rural Development Blocks of Tamil Nadu were studied. The Agricultural Extension Officers were highly satisfied in regard to job security, co-operation froni villagers, help from their officers, supervision of their work by their cupervisors etc. and they were highly dis-satisfied in regard to opportunity for further promotion. further education. and dual control of supervision. The maximum number of Agricultural Extension Officers was in the average job satisfaction category and the rest in the other two categories. There was no relationship existed between job satisfaction and job performance of Agricultural Extension Officers.

Levels of satisfaction among hospital pharmacists

Hospital pharmacists in a Midwestern, metropolitan area were surveyed to determine levels of job satisfaction. Of the 195 pharmacists who received the 120-item questionnaire, 132 (68%) responded. The questionnaire included facet-free questions which reflect the overall satisfaction of an individual with his job. Results to these questions were compared to those for professional, managerial and nonprofessional workers in two University of Michigan Surveys of Working Conditions. Also included in the survey were facet-specific job satisfaction measures from the Minnesota Job Satisfaction Questionnaire. The study found an overall pattern of less satisfaction among hospital pharmacists than among workers included in the Michigan surveys. The data indicate that hospital pharmacists might be less committed to their jobs and more likely to change jobs than other employees. Compared to other employees, hospital pharmacists showed a greater commitment to the work ethic and were more dissatisfied with their general life situation. The average general job satisfaction score of the respondents was 2.53, on a five-point scale, indicating something less than "satisfied". Pharmacists were least satisfied with the lack of opportunity for advancement, staffing practices, employer's policies and practices, and compensation practices. Compensation relative to others and amount of compensation were the sources of greatest satisfaction. Staff pharmacists had the lowest level of satisfaction; clinical pharmacists the highest--other personnel categories compared were directors, associate and assistant directors, and supervisors. The profession of pharmacy should decide whether or not to be concerned with the general low level of satisfaction among hospital pharmacists.

Dimensions of threshold work experience for high school graduates and dropouts: A factor analysis

Data on 19 threshold work experience variables were obtained by interview from 183 high school graduates and 90 dropouts 1 1 2 years after leaving school. Factor analyses of these data showed strikingly similar factor structures for both groups. Seven variables were found to represent the factor dimensions adequately: Number of Jobs Held; Average Tenure in Weeks, Past Jobs; Average Number of Weeks to Find Jobs; Average Hours Worked Weekly; Average Weekly Pay, Past Jobs; Supervisor Rating, Present Level of Performance; and Employment Status. These variables, representing “objective success” were found to correlate only slightly with job satisfaction variables (Average Job Satisfaction, Past Jobs; Job Satisfaction, Present Job), thereby supporting the conceptualization of job satisfactoriness and job satisfaction as relatively independent sets of variables.