Current Level Of Job Satisfaction Research Articles

Job satisfaction and its related factors among emergency department physicians in China

BackgroundJob satisfaction is recognized as an important factor affecting the performance and quality of medical services of emergency department physicians. However, little is known about the status of job satisfaction among emergency department physicians in China. This study aimed to explore the current level of job satisfaction and its associated factors among emergency department physicians in China.MethodsA nationwide cross-sectional survey was conducted in China from July to August 2018. A total of 10,457 emergency department physicians completed the questionnaire. The structured online questionnaire collected information on socio-demographic characteristics, work-related factors, work-family conflict, and job satisfaction. Student's t-test or ANOVA were used to compare the job satisfaction scores in different characters. The generalized linear model was used to investigate the related factors of job satisfaction among emergency department physicians.ResultsThe respondents' job satisfaction average score was 12.2 ± 3.6, of which 42.01% were satisfied of which the job. The results showed that emergency department physicians over 41 years old, with a higher income and working in central and western regions were positively associated with job satisfaction. In contrast, bachelor degree and above, fixed posts, long years of service, a high frequency of night shift, perceived shortage of physicians, perceived medical errors, and higher work-family conflict scores were negatively correlated with job satisfaction among emergency department physicians.ConclusionJob satisfaction of emergency department physicians in China is low. It is suggested that hospital administrators could improve the job satisfaction of emergency department physicians by establishing an acceptable shift system, ensuring adequate emergency department staffing, increasing their income appropriately and alleviating work-family conflict.

Relationship Between Job Satisfaction and Burnout Based on a Structural Equation Model.

To understand the relationship between job burnout and job satisfaction for medical workers and analyse the influencing factors. We used two scales to examine medical workers in Hengyang mental hospitals. Multivariate logistic regression and structural equation model were used to evaluate the relevant factors of job satisfaction, and the relationship between job satisfaction and job burnout. The total job satisfaction was at the moderate level. For job burnout was in the middle burnout level. Job satisfaction can have a negative prediction function for job burnout (direct effect -0.684). The relevant factors of job burnout and job satisfaction was as follows: nature of the work, pay, benefits and communication impacted job satisfaction and job burnout. The current level of job satisfaction is relatively low, job satisfaction has a negative effect on job burnout.

A Data Analytic Approach of Job Satisfaction: A Case Study on Airline Industry

Intense competition has made it critical for airlines to retain its highly capable staff by ensuring the highest job satisfaction of its employees. This competition has resulted from the emergence of budget airlines focussed on a niche market. To provide a differentiated passenger experience whilst flying with airlines, the management should ensure that all the staff, including ground level and cabin crew, who are the initial contact point with customers are highly satisfied in terms of their job roles. The study evaluates human resource (HR) factors affecting job satisfaction with a given (anonymous) airline. A detailed study and analysis of major factors contributing to job satisfaction in the said airline was carried out. In analysing the relationship and current level of job satisfaction, the study uses a quantitative approach, with primary data obtained from questionnaires completed by employees in one of the airlines. Further, the study has identified independent variables as being financial rewards and recognition, training and development, and work environment. Statistical tools, such as correlation and regression analysis, are used to evaluate the responses from questionnaires and to provide significance of the independent variables contributing to job satisfaction.

Elementary Teachers’ Job Satisfiers and Dissatisfier: What Good Professional Development Can Do (SciencePG - Elementary Teacher Job Satisfiers and Dissatisfiers: What Good Professional Development Can Do)

This study evaluated specific aspects of elementary school teachers’ job satisfaction in a large urban public school district. Teachers from ten out of sixty-four elementary schools within a school district in a U.S. western state were surveyed. The elementary schools surveyed included low, medium, and high social economic status schools. This study evaluated (1) the current level of job satisfaction of elementary school teachers and (2) important professional practices that influence teacher job satisfaction. Intrinsic job satisfaction was higher than extrinsic job satisfaction, with overall job satisfaction indicating elementary school teachers were slightly more satisfied than not satisfied. Elementary school teachers were very satisfied with their co-workers, nature of work, and supervision and not satisfied with pay and operating conditions.

United States Air Force Physician Assistant Postgraduate Specialty Training Factors: A Brief Survey.

The purpose of this study was to determine USAF physician assistants' (PAs') concerns regarding postgraduate education and training. This was a single-mode, observational, cross-sectional study using an anonymous-structured survey involving a population of 420 active duty USAF PAs. Potential participants were contacted by email and asked to take a one-time survey via a secure survey site link. One hundred ten USAF PAs participated in the survey seeking their opinions on factors affecting applying for military postgraduate specialty training. The prime factors identified fell into 3 major groups of concern: types of degrees offered, current job satisfaction, and types of specialty training available. The most desired degree and specialty options were the doctorate of science and emergency medicine. Only a small number of respondents (6%) expressed current job satisfaction and the desire to remain in family medicine. This study revealed important information to senior leaders who fund, recruit, train, and maintain force-readiness requirements. The 3 identified main priorities of respondents were the types of degrees, current level of job satisfaction, and the types of specialty training. The vast majority of those surveyed preferred the doctorate, which is what all of the specialty degrees in the Air Force are, except for ENT.

Job Satisfaction of Library Staff: A Study Based on University Libraries in Sri Lanka

Library of a university considered as an important entity of a university and employees of the library have a key role to play in disseminating knowledge to the academic clientele in the university. This study conducted to comprehensively investigate the job satisfaction of employees as the main objective and followed by identifying the main factors and finally to provide suggestions to overcome the dissatisfaction level of jobs of staff serving in respective universities. Study sample comprised with 510 respondents representing all professional, para-professional and support staff categories working in 14 university libraries in Sri Lanka. Semi structured questionnaire with five point likert scale used to collect quantitative data for the study. The study findings indicates that university library employees were moderately satisfied with their jobs and in general and co-workers, salary and benefits, physical working condition, career development opportunities, work itself, appreciation and feedback identified as the main factors of job satisfaction. The present study recommend to take immediate measurements to enhance the level of job satisfaction among employees by enhancing a collaborative working atmosphere, provide more career development opportunities, establish a proper mechanism for provide appreciation and feedback to enrich the current level of job satisfaction of library staff.

Motivation and job satisfaction: the case of call centres in Greece

The purpose of this research is to describe the current level of job satisfaction and the factors that lead to it from the perspective of call centre employees in Greece, using Herzberg's two-factor theory as the primary theoretical framework. Specifically, it determines the overall degree of job satisfaction among call centre employees presents the level of motivators - hygiene factors provided by call centre companies and finally describes the relationship between motivators - hygiene factors and job satisfaction. Given the virtual absence of research on job satisfaction and motivation in call centres in Greece, this paper aims to fill this gap. In addition to the theoretical importance, this research has practical relevance. In a stressful working environment like call centres, identifying the factors that contribute to job satisfaction can help companies achieve higher productivity, lower staff turnover and simultaneously satisfy their employees.

Job satisfaction and resilience in psychiatric nurses: A study at the Institute of Mental Health, Singapore.

Job satisfaction ranks highly as one of the main factors influencing turnover rates among nurses. Mental health nursing has been reported to be a particularly stressful specialty, yet little is known about the level of job satisfaction among psychiatric nurses in Singapore. Resilience is defined as a means of adapting to stress at the workplace, and could serve as a factor influencing job satisfaction. The present study aimed to explore the current level of job satisfaction among psychiatric nurses working in the only tertiary psychiatric institution in Singapore, the influencing factors, and the relationship between resilience and job satisfaction. A survey questionnaire consisting of the following was administered to all eligible nurses working in the Institute of Mental Health between the period of 16-24 December 2014: (i) The McCloskey and Mueller Satisfaction Scale; (ii) The Resilience Scale; and (iii) sociodemographic data form. A total of 874 nurses were eligible for participation in the study, and a total of 748 nurses responded, totalling 85.6% response. A mean satisfaction score of 95.21 and mean resilience score of 125.74 were obtained. Mean satisfaction and resilience scores were the highest for nurses with longer working experience and those of older age. A positive and significant association between satisfaction and resilience scores (P=0.001) was obtained. Psychiatric nurses in Singapore are generally satisfied with their job, but this can be further improved with the strengthening of personal resilience.

Job satisfaction and resilience among psychiatric nurses – A study in the Institute of Mental Health, Singapore

Introduction The widespread nursing shortage and nurses' high turnover rate has become a global issue. Job satisfaction ranks highly as one of the main factors influencing turnover rates among nurses. Mental health nursing has been reported to be a particularly stressful specialty, yet little is known about the level of job satisfaction among psychiatric nurses in Singapore. Resilience is defined as a means of adapting to stress at the workplace, and may serve as a factor influencing job satisfaction. Objectives/Aims This study aimed to explore the current level of job satisfaction in psychiatric nurses working in the only tertiary psychiatric institution in Singapore, the influencing factors, and the relationship between resilience and job satisfaction. Results of the study would enable the hospital to develop work programmes for improvement. Methods A survey questionnaire consisting of the following was administered to all eligible nurses working in the Institute of Mental Health between the period of 16–24 December 2014: the McCloskey & Mueller Satisfaction Scale, the Resilience Scale™, socio-demographic data form. Results A total of 874 nurses were eligible for the study, and a total of 748 nurses responded, totalling 85.6% response. A mean satisfaction score of 95.21 and mean resilience score of 125.74 were obtained. Mean satisfaction and resilience scores were the highest for nurses with longer working experience and those of older age group. A positive and significant association between satisfaction and resilience scores ( P 0.001) was obtained. Conclusion Psychiatric nurses in Singapore are generally satisfied with their job but this can be further improved with strengthening of personal resilience.

Eritrean pharmacists' job satisfaction and their attitude to re-professionalize pharmacy in to pharmaceutical care.

Job satisfaction is a very important contributing factor for a person's productivity and motivation. Naturally, if people are not satisfied with what they practice, they will probably need to change or reshape their way of practice at a certain period in time. Pharmacists are not exception to this principle and have been observed to re-professionalize pharmacy in to clinical and/or pharmaceutical care in many parts of the world. Thus, this survey aims to investigate the Eritrean pharmacists' current level of job satisfaction and their views on re-professionalization of pharmacy. A cross-sectional survey was conducted among all Eritrean pharmacists who reside inside Eritrea. Opinion of pharmacists about job satisfaction and re-professionalization of pharmacy into pharmaceutical care. Out of the 95 questionnaires distributed 86 were completed and returned giving a response rate of 90.5 %. Nearly three fourth of the respondents (71 %) have chosen pharmacy as their ever profession and they want to encourage their children or their close relatives to pursue it as a career. Sixty four percent of the pharmacists are either partially or fully unsatisfied to spend the remainder of their working life in a job like their current one and this has a strong statistical association with less years of experience (p = 0.007) and place of work of the younger pharmacists (p = 0.008). Majority of the study participants (86 %) believe there is a great mismatch between pharmacists' level of education and level of practice in the work area. This was significant with lower age (p = 0.002), less years of experience (p = 0.006) and later year of admission to university (p = 0.000). Ninety five percent of the pharmacists perceive that the current role of the Eritrean pharmacists needs to be redefined and re-oriented. Although the Eritrean pharmacists are proud to be pharmacy professionals, they want to redefine and reorient their current role into pharmaceutical care.

Job satisfaction among public health nurses: a national survey.

Despite increasing interest in nurses' job satisfaction relatively few studies have investigated job satisfaction among public health nurses. To establish current level of job satisfaction among public health nurses and identify the main contributing variables/factors to job satisfaction among this population. Quantitative descriptive design. A simple random sample of 1000 public health nurses was conducted yielding a response rate of 35.1% (n=351). Data was collected using the Index of Work Satisfaction Questionnaire. Descriptive and inferential statistics were deployed. Low levels of job satisfaction among public health nurses emerged. Professional status, interaction and autonomy contributed most to job satisfaction while pay and task-related activities contributed least. Age and tenure were the only biographic factors that correlated significantly with job satisfaction. Public health nurse managers/leaders need to find creative ways of improving the factors that contribute to job satisfaction and address robustly those factors that result in low job satisfaction. The critical issue for public health nurse managers is to determine how job satisfaction can be improved. Greater collaboration and consultation between managers and public health nurses can be regarded as a useful way to begin this process, especially if contemporary nursing is to embrace a responsive approach within the profession.

The consequences on job satisfaction of job–worker educational and skill mismatches in the Spanish labour market: a panel analysis

The effects of job–worker mismatches on job satisfaction are examined using the eight waves (1994–2001) of Spanish data in the European Community Household Panel (ECHP). The impacts of both educational and skill mismatches are estimated considering unobserved heterogeneity, state dependence and attrition bias. Dynamic analysis shows that skill mismatches emerge as a much better predictor of job satisfaction than educational mismatches as the effects of the latter are related to unobserved heterogeneity among workers. Moreover, the current level of job satisfaction appears to be influenced by workers' previous job perceptions, suggesting a dynamic structure for job satisfaction.

High Incidence of Burnout in Academic Chairpersons of Anesthesiology

Burnout is a work-related psychologic syndrome characterized by emotional exhaustion, low personal accomplishment, and depersonalization. By using an instrument that included the MBI-HHS Burnout Inventory, we surveyed academic anesthesiology chairpersons in the United States. Current level of job satisfaction compared with 1 and 5 yr before the survey, likelihood of stepping down as chair in the next 2 yr, and a high risk of burnout were the primary outcomes. Of the 117 chairs surveyed, 102 (87%) responded. Nine surveys had insufficient responses for assessment of burnout. Of 93 chairs, 32 (34%) reported high current job satisfaction, which represented a significant decline compared with that reported for 1 yr (P = 0.009) and 5 yr (P = 0.001) before the survey. Of 93 chairs, 26 (28%) reported extreme likelihood of stepping down as a chair in 1-2 yr. There was no association of age (P = 0.16), sex (P = 0.82), or self-reported effectiveness (P = 0.63) with anticipated likelihood of stepping down, but there was a negative association between the modified efficacy scale scoρrgr; = -0.303, P = 0.003) and likelihood of stepping down. Of 93 chairs, 26 (28%) met the criteria for high burnout and an additional 29 (31%) met the criteria for moderately high burnout. Decreased current job satisfaction and low self-reported spousal/significant other support were independent predictors of high burnout risk. Fifty-one percent of academic anesthesiology chairs exhibit a high incidence/risk of burnout. Age, sex, time as a chair, hours worked, and perceived effectiveness were not associated with high burnout; however, low job satisfaction and reduced self-reported spousal/significant other support significantly increased the risk.

Job satisfaction: a survey of nurses in the Republic of Ireland

To determine the current level of job satisfaction among nurses in the Republic of Ireland. To identify the factors that make the greatest contribution to nurses' current level of job satisfaction. To establish the difference between (a) the factors that nurses regard as being important to their job satisfaction, and (b) those factors that actually contribute to nurses' current level of job satisfaction. To enter the findings into a database maintained by Market Street Research in the USA. A review of the literature suggests that (a) job satisfaction among nurses is low, and (b) job satisfaction research in nursing is growing. This paper represents the descriptive findings of a study that used a mixed-method design. Data collection involved the use of a postal questionnaire survey and the sample was selected using stratified random sampling. The findings confirmed low to moderate levels of job satisfaction among nurses. Factors such as professional status, interaction and autonomy made the greatest contribution to nurses' job satisfaction. Overall, the findings are consistent with those of previous research on nurses' job satisfaction. The implications are that health service administrators and nursing managers need to design and implement initiatives that will promote professional status, interaction and autonomy among nurses within their organizations and address the reasons why task requirements, organizational policies and pay make less of a contribution to the current level of job satisfaction.

School Psychologists' Job Satisfaction

School psychologists have consistently been found to have high levels of job satisfaction. The purpose of this study was to identify the current level of job satisfaction for practicing school psychologists and examine the changes over the past 22 years. Surveys were sent to 500 randomly selected members of the National Association of School Psychologists, and the results were compared to previous national surveys conducted in 1992 and 1982. Job satisfaction has slightly increased over the previous 22 years. School psychologists continue to be most satisfied with the social service, independence and values aspects of their jobs. They are also very satisfied with their co-workers and job activities. Satisfaction with job security, compensation and working conditions improved the most over the 20-year time span. Opportunities for advancement and school system policies and practices remain sources of job dissatisfaction. Aspiring school psychologists can take some measure of assurance that school psychology offers a career in which one can do work that provides an important service to others and is consistent with one's values.

Measurement of nurse practitioner job satisfaction in a midwestern state

To describe the current level of job satisfaction of nurse practitioners (NPs) in one Midwestern state. This study utilized descriptive correlation design to examine factors that lead to job satisfaction and dissatisfaction among a randomized sample of licensed NPs from a Midwestern state. The sample of 147 NPs (63% return rate) completed self-administered questionnaires about various characteristics of their jobs. Descriptive statistics and correlations were used to analyze the data. The theoretical foundation for the study was Herzberg's Dual Factor Theory of Job Satisfaction. Overall job satisfaction of NPs was minimally satisfied to satisfied. NPs were most satisfied with intrinsic factors and least satisfied with extrinsic factors of their jobs. Factors NPs were most satisfied with were sense of accomplishment, challenge in work, level of autonomy, patient mix, and ability to deliver quality care. NPs were least satisfied with time off to serve on professional committees, reward distribution, amount of involvement in research, opportunity to receive compensation for services outside normal duties, and monetary bonuses available in addition to salary. NPs with 0-1 year practice experience were the most satisfied with their jobs, but satisfaction scores fell steadily with each additional year of experience, reaching a plateau between the 8th to 11th years of practice. Improving job satisfaction for NPs is critical to recruit and retain advanced practice nurses to enhance access to quality, cost-effective care for all patient populations. Satisfied NPs can potentially reduce healthcare costs associated with employee turnover. Employers must look at extrinsic factors such as compensation and opportunities for professional growth to enhance NP job satisfaction.

Factors Affecting OSU Extension Agents’ Perceptions of Organizational Justice and Job Satisfaction

This descriptive-correlational study investigated Ohio State University (O.S.U.) Extension county agents’ perceptions of, and relationships between, organizational justice (including distributive, procedural, interactional, and systemic justice) and job satisfaction. The researchers used a census of O.S.U. Extension county agents and a mailed questionnaire to collect data, achieving a final response rate of 86%. The findings suggest that O.S.U. Extension county agents have a somewhat uncertain perception of organizational justice; agree with procedural and interactional justice; disagree with distributive and systemic justice; and are very satisfied with their employment. A low, positive association was found between O.S.U. Extension county agents’ perceptions of organizational justice and current level of job satisfaction. Positive relationships were found between job satisfaction and interactional justice, procedural justice, and systemic justice. The findings suggest that O.S.U. Extension administration should investigate and strengthen reward structures and continue to offer opportunities for employees to be engaged in dialogue, decision-making, and the implementation of decision outcomes, when appropriate, while encouraging individual creativity in program development and implementation. Introduction Ohio State University (O.S.U.) Extension has been in existence for nearly 100 years, serving the needs of Ohio citizens through a variety of community-based educational programs focused in 4-H youth development, family and consumer sciences, agricultural and natural resources, and community development. In the current state of economic uncertainty and population shifts, rapid and complex change has been a constant for O.S.U. Extension similar to many other Cooperative Extension Systems. A complicating factor in the management of O.S.U. Extension is the autonomy of individual employees in a large and complex system and their evolving roles and responsibilities, coupled with the flexibility afforded to supervisors when carrying out their administrative responsibilities. For the past several years, O.S.U. Extension has prepared for, and now faces, many challenges: Balancing budgets under extreme fiscal constraint; addressing pay equity among individual employees; supporting employees balancing workloads and work/life issues; encouraging and assisting in the promotion and tenure review process; and supporting the tremendously complex and unique county agent position as they develop and implement innovative and unique educational programs. During such challenging times, it is only natural that Extension employees could find themselves questioning organizational decisions and how they are made, frequencies and effectiveness of communications between administrators and employees, and individual rewards and incentives. All of these potential employee reactions are addressed in the construct of organizational justice. In perhaps the most simplistic terms, organizational justice involves peoples’ perceptions of fairness in the organizational setting or workplace (Byrne & Cropanzano, 2001; Greenberg 1987). It is an evaluative

Job satisfaction of Texas dietitians

The purpose of this study was to assess the current level of job satisfaction of Texas Dietitians. Two hundred nineteen Texas Dietitians from the areas of management, clinical, community, and consultant/private practice returned completed questionnaires assessing their job satisfaction. The Job Descriptive Index (JDI) and the Job In General (JIG) were used to obtain responses. The JDI measured five determinants of job satisfaction including: co-workers, supervision, pay, promotion, and the work itself. The JIG measured attitudes about the job in general. A one-way analysis of variance was used to determine significant differences between the four groups of dietitians, the categories of the JDI and JIG, and the demographics of the sample at a significance level of p≤.05. Student Newman-Keuls test was used to compare means among the four groups, JDI and JIG categories and demographics to determine where differences existed. Overall, Texas dietitians were most satisfied with the job in general and least satisfied with promotion. Clinical dietitians were least satisfied with the work itself and management and consultant/private practice dietitians are more satisfied than clinicals and community dietitians with pay. Dietitians earning larger salaries were more satisfied with pay; those who were living with someone were more satisfied with promotion than those divorced, single or married; and those in sales were more satisfied with promotion.