Facets Of Satisfaction Research Articles

Does the environment matter? Faculty satisfaction at 4-year colleges and universities in the USA

Faculty members seek employment in an environment that offers good fit and work satisfaction. As in other countries, higher education institutions in the USA vary by size, disciplinary focus, and emphasis on research. This study examined faculty satisfaction by institution type (baccalaureate, master’s, doctoral, and research) for recent full-time faculty members in 100 US 4-year institutions. Findings showed that, overall, satisfaction was highest for respondents in baccalaureate colleges. Subsequent analyses to examine strength of difference across institutional type confirmed initial differences for some facets of satisfaction, but not for others. Although differences that contributed to satisfaction by type were limited, results showed that faculty perceptions of the institutional environment firmly contribute to their satisfaction. Additional findings as well as policy and program implications are discussed.

The school as a therapeutic community

PurposeThe purpose of this paper is to explore the facets of Self-Determination Theory (SDT) and the potential relationships with teaching satisfaction in a sample of secondary school teachers (n=1,288). The study explored the potential of the school environment in fostering a beneficial community in which personal needs could be met and investigated potential disparities between male and female teachers.Design/methodology/approachThe study utilised an electronic quantitative questionnaire to collect data from a representative sample. Structural equation modelling was applied and permitted an exploration of potential relationships between the facets of SDT and teaching satisfaction, while controlling for specified covariates.FindingsIt was shown that the specified model could be effectively applied to both male and female teachers. The results demonstrate that only competence was related to teaching satisfaction in both samples.Practical implicationsFuture studies should focus on factors which contribute to teachers’ sense of competence within the professional role. Schools need to facilitate this need in order to promote wellbeing within the educational environment.Originality/valueThis is the first known research to explore the specified relationships and the ability of the school environment to foster wellbeing and satisfaction. It is suggested that competence is the more prominent need with regards to teaching satisfaction.

Assessing the Psychometric Properties of the Managerial Job Satisfaction Scale-MJSS-16

Abstract. Increasing globalization has resulted in an emerging line of research addressing the cross-national generalizability of job satisfaction measures and its correlates. In this study the authors tested the measurement equivalence of the Italian Managerial Job Satisfaction Survey (MJSS) in six countries. Study 1 involved a group of 800 Italian managers from a multinational firm based in Italy. The MJSS was validated and used to assess four dimensions of job satisfaction. Study 2 cross-nationally verified the findings of Study 1 in five countries: 3,886 managers from Germany, France, Poland, Spain, and Brazil provided data on the four satisfaction facets. Results showed that the four-factor solution of the MJSS-16 was invariant across samples, with data supporting configural, metric, and factor variance and covariance invariance. The Managerial Job Satisfaction Scale may be used for future research to draw meaningful structure-level comparisons across countries (i.e., comparisons dealing with cause-effect relationships).

To love and laugh: Testing actor-, partner-, and similarity effects of dispositions towards ridicule and being laughed at on relationship satisfaction

People differ in how they deal with ridicule and being laughed at along three individual differences variables; namely, the fear (gelotophobia) and joy (gelotophilia) of being laughed at and joy of laughing at others (katagelasticism). This study examines their associations with facets of relationship satisfaction (RS). Actor-Partner-Interdependence Model analyses of 154 heterosexual couples showed that gelotophobia was negatively associated with RS while gelotophilia (mainly in females) was positively related. Katagelasticism existed independently from RS, except for higher levels of disagreement. Further, romantic partners were robustly similar in their traits and profiles (overall and distinctive). The unique similarity-RS associations were positive but of small size. Overall, our findings support the notion that the dispositions are differentially related with facets of RS.

Gender differences in the measurement of pharmacists\u2019 job satisfaction

BackgroundMen and women choose different levels of commitment in their careers and at home. Compared to men, women value the significance of tasks performed and social relations more and earnings less. The objective of this study was to explore whether male and female pharmacists show the same levels of satisfaction overall and with key facets of their job, whether overall satisfaction is associated with satisfaction with 12 key facets of pharmacists’ jobs, and whether this association is similar for men and women.MethodsThe study used self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 436 males and 300 females. Pearson correlation coefficients were calculated to assess the association between overall job satisfaction and its key components. The 13 job satisfaction indices and the Pearson correlation coefficient values were compared by gender.ResultsWomen were consistently more satisfied than men. Variations in overall job satisfaction were at best accompanied by moderate variations in the 12 job satisfaction facets, raising concerns about the validity of configuring a composite index from multiple indices of satisfaction.ConclusionThe results of this study can be used by healthcare managers and policymakers to facilitate communication, enhance teamwork, and promote a better allocation of scarce resources. Since men and women responded differently to various facets of their jobs, a constant set of rewards and stimulants may not be equally effective for both genders as employers transform the workplace to more adequately meet practitioners’ needs and increase their productivity.

Teaching Performance and Job Satisfaction Among Teachers at Region XII

This study aimed to find out the relationship of teaching performance and job satisfaction among teachers of DepEd Region XII. Specifically, it was determined the teaching performance rating of teachers on the seven domains of competency-based performance appraisal system for teachers. It was also determined the satisfaction rating of teachers in ten facets of job satisfaction. The relationship of personal profile and job satisfaction was also correlated. A total of 200 teachers teaching in elementary public schools were selected as respondents of the study and descriptive correlation design was used in order to see relationships of the variables included in the study. Survey questionnaires were distributed to the respondents in twelve sample elementary schools in the Region XII. The study yielded that most of the respondents are female, married, earned a college degree with master’s unit, 11 to 15 years in service and belongs to 31-40 years age bracket. Regarding teacher’s performance rating it was rated very satisfactorily. Teachers display a high level of performance related skills, abilities, initiatives and productivity, exceeding requirements in many of the areas of teaching performance as indicated in the seven domains of competency-based appraisal system for teachers. Moreover, majority of the teachers are somewhat satisfied on the following facets of job satisfaction: school policies, supervision, interpersonal relations, opportunities for promotion and growth, working conditions, work itself, achievement, recognition, and responsibility. This implies that a teacher satisfied with their job is also productive. Furthermore, if the teachers are contented with their job, they develop and maintain high level of performance. Teaching learning processes are made more efficient and effective and consequently could produce high competitive learners. There is moderate correlation between teacher’s performance and job satisfaction which shows that high teacher’s performance contributes to high job satisfaction. The age, highest educational attainments and length of service were significant to the job satisfaction while sex and civil status were noted having significant difference to job satisfaction. Based on the findings of the study, it is concluded that the teachers of DedEd Region XII displays a high level of performance related skills, abilities, initiatives and productivity, exceeding requirements in many of the area of teaching performance. Moreover, the teachers of said region were contented with their job satisfaction facets such as school policies, supervision, pay, interpersonal relations, opportunities for promotion and growth, working conditions, work itself, achievement, recognition, and responsibility. This implies that a teacher’s satisfied with their job is also a productive one. Furthermore, if the teachers contented with their job, they will develop and maintain high level of performance. Teaching learning process make more efficient and effective that could produce high competitive learners. In addition, teaching performance and job satisfaction have moderate correlation. Based on the findings and conclusions drawn from this study, the researcher makes the following recommendations; first, there should be a balance between the task and people oriented, close supervision and mentoring to the teachers to develop and maintain teaching performance and job satisfaction to bring about efficiency and affectivity in work. Second, the Department of Education should strengthen the pay for the teachers in order for the teachers to gain higher satisfaction on job. They should allocate more budgets on teacher’s salaries. Third, the Department of Education should make policy, programs and projects for basic education schools to enhance the teaching performance and job satisfaction of teachers towards quality education. Fourth, to make teaching performance and job satisfaction be directed toward enhancement of academic administration, the school organization should be opened for sharing of ideas to promote academic excellence, teachers should provide opportunities for knowledge and network and teachers should have opportunities to listen to by the school administrators for support.

In Asia, Does Airline Service Quality Matter to Investors?

The purpose of this study is to evaluate whether premium services airlines in Asia offer better returns to investors as compared to normal services airlines. To accomplish this, portfolios are created for each airline group and compared against benchmarks in monthly assessments over a sixty two month period ending in October 2017. The benchmarks include the global market and the oil market. The global market offers a comparison to a baseline expectation while the oil market represents a major cost component for the airline industry. The findings point to the premium services airlines as being the superior performing group in relation to the normal services airlines as judged in six cases using various configurations of the benchmarks. These results are further confirmation that in some industry segments, service quality matters. Included is literature pertaining to service quality, loyalty, and profitability. Each of these topics is expanded to show the link between various facets of customer satisfaction and implications on overall company profitability.

Relationship between Servant Leadership and Subjective Well-Being: Evidence from Manufacturing and Services based SMEs in Pakistan

Small and Medium- sized enterprises (SMEs) have emerged as building block for the growth of economies all around the globe. Pakistani SMEs are playing a similar role in the development of the country. However, in Pakistan, poor SME performance is due to a high failure rate of newly established firms. It has further been observed that leaders and employees- both, play a crucial role for the success of any firm. In SMEs the workers and leaders work in close contact. Therefore, the success of the SME is also dependent upon such Interpersonal factors. Moreover, today's new era has emerged as posing new challenges for the leaders. For instance, emotional encounters faced by workers has deviated the dimension of employee satisfaction towards subjective facets of life satisfaction. Hence, satisfaction through (provision of affection) through interpersonal contact has gained more importance for the existing workforce in the workplace. The affective dimension of subjective well-being (SWB) has turned out to be a viable solution for such emotional traumas like distress. Similarly, servant leadership (SL) being a new concept in leadership studies has emerged as an ultimate solution for provision of employee SWB. Therefore, this study has focused its attention towards the determination of relationships between SL and the affective dimension of SWB. This study has employed a quantitative methodology. Data were collected through a self-administered survey - questionnaire, which has been adapted from a previously- alidated survey. The target population consisted of SMEs operating in the province of Balochistan, Pakistan. Convenience sampling was applied to collect data from 304 employees of the SME sector. The study results indicate that there is a positive significant relationship among characteristics of SL (emotional healing, empowerment and conceptualization) and the affective dimension of SWB. The study findings suggest that in order to assure success, a positive emotional state of employees should be an important consideration for SME leaders.

A longitudinal study of stress and satisfaction among child welfare workers

Summary Stress and satisfaction have long been topics of research and interest in public child welfare, particularly in relation to their links with retention. Fewer studies have focused on specific facets of stress and satisfaction among public child welfare workers. In this sample of 160 retained specially-trained former students, sources of stress and satisfaction were examined three and five years after the conclusion of the students’ work obligation. Findings With regard to stress, paired t-tests revealed that while workload stress increased from Year 3 to Year 5, child-related stress went down. The same downward movement was also noted for the work–life flexibility aspect of job satisfaction from Years 3 to 5. Additionally, regression analyses indicated that higher workload stress at Year 3 was predictive of diminished satisfaction with client relationships. Applications The findings suggest that even among retained staff, workload stress can be caustic, diminishing job satisfaction with client relationships. Implications for public child welfare agencies, and the importance of going beyond retention as a final measure for worker success are explored.

Facets of job satisfaction and work engagement

PurposeThe purpose of this paper is to analyze the relationship between the facets of job satisfaction and the work engagement. Previous studies that focus on the linkages between work engagement and overall job satisfaction ignore the multi-faceted nature of job satisfaction construct. In this study, how job satisfaction facets are linked to three dimensions of work engagement – i.e. vigor, dedication and absorption – is discussed by drawing on the social exchange theory.Design/methodology/approachThe cross-lagged data used in this study come from the specialist lending division of a UK bank. The linear multiple regression analyses are run to test the proposed theoretical model.FindingsThe results show that among all the job satisfaction facets, the “satisfaction with work itself” is the key driver of all dimensions of work engagement, i.e. vigor, dedication and absorption. The “satisfaction with conditions” is negatively linked to absorption of employees in their work. This means that the employees with high workload might not be absorbed in their work. Finally, it is found that employees who are satisfied with the communication in their work are also absorbed in their work.Originality/valueThis study contributes to our knowledge of the drivers of work engagement over time. The facets of job satisfaction as the drivers help us to have a comprehensive understanding of the link between the job satisfaction facets and work engagement. This study first contributes to the work engagement literature which has neglected the multi-dimensional approach of job satisfaction. This study also contributes to the limited number of work engagement studies conducted in service sector and in UK.

The Facet Satisfaction Scale: an Effective Affective Measure of Job Satisfaction Facets

Job satisfaction facets are theoretically and practically important variables. Most existing facet satisfaction scales, however, have two noteworthy limitations—they often do not clearly assess affective content, and they use non-parallel items. In the current paper, we examined the measurement qualities of the Facet Satisfaction Scale (FSS; [Beehr et al. (Journal of Applied Social Psychology 36:1523–1547, 2006)], a measure that may address the limitations of existing facet satisfaction measures. We conducted four studies to examine the measurement qualities of the FSS: (a) Study 1 examined the FSS’s factor structure, (b) Study 2 examined its test-retest reliability and construct validity, (c) Study 3 further examined its construct validity, and (d) Study 4 examined the extent to which the FSS assesses the affective and cognitive components of job satisfaction. We found that the FSS produced the hypothesized five-factor structure and that the FSS subscales each yielded high levels of internal consistency and test-retest reliability. We also found evidence of the construct validity of the FSS subscales, and we found that the FSS subscales are generally effective measures of the affective component of their respective job satisfaction facets. As a result of the current findings, we recommend the FSS when researchers wish to measure the affective component of job satisfaction facets. Little previous research has examined the FSS’s measurement qualities. The current studies address this gap by providing evidence for the reliability and validity of the FSS. This is of value because the FSS addresses some limitations inherent to other facet satisfaction measures.

Job Satisfaction of Employees in St. Peter’s College, Iligan City

In today’s competitive environment, it is important to recruit and retain qualified, dynamic, and motivated employees to be viable in the academic world. This study measured the job satisfaction of the employees at St. Peter’s College, Iligan City (SPC) using the Job Descriptive Index for the five facets of job satisfaction. These are pay, co-workers, work itself, supervision, and promotion. The job satisfaction of the employees’ are measured along the demographic profile variables such as age, marital status, gender, employment description, salary, academic qualification, and tenure. This paper also aimed to measure the employees overall satisfaction with the job using the Job in General Scale. The validated questionnaire used in this study is the Job Descriptive Index and Job in General Scales from Bowling Green University. A descriptive and correlation statistics were used for this study. The study revealed that the SPC employees described that they are generally satisfied with their job although employees from segments of demographic profile describe their satisfaction on the facets of pay, and promotion on the negative. It was found out that there is no significant relationship between the employees’ demographic profile and their job satisfaction. The study showed that the employees found dissatisfaction in some facets of the job satisfaction but felt satisfied on the overall job situation. SPC management can use the findings of this study to address important issues on job satisfaction to effectively manage human resource for the continuous improve of the school services.  Keywords: Job satisfaction, job descriptive index, job in general, facets of the job satisfaction Normal 0 false false false EN-US X-NONE X-NONE ‘“ ’” /* Style Definitions */ table.MsoNormalTable {mso-style-name:Table Normal; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-parent:; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin-top:0in; mso-para-margin-right:0in; mso-para-margin-bottom:8.0pt; mso-para-margin-left:0in; line-height:107%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:Calibri,sans-serif; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:Times New Roman; mso-bidi-theme-font:minor-bidi;}

The Determinants of Student Satisfaction Acquired by University Education: The Case of the Hellenic Open University

The satisfaction of students acquired by their tertiary educational experience can be seen as one of the main satisfactions shaping their overall life satisfaction and professional life after their graduation. Student satisfaction is especially important for universities operating under paid tuition fees, as this may affect both the student retention rates and future student enrollments. In this paper, we consider two facets of student satisfaction, i.e. 1) satisfaction acquired by the level of knowledge provided during university years and 2) satisfaction acquired by broadening the prospects of career development after graduation. The purpose of this paper is twofold. First, we examine the relationship of student satisfaction with various demographic factors such as age, gender, family, and income. Secondly, we study the relationship of student satisfaction to circumstantial factors such as grades earned and support by student family. We are based on data (n = 470) from students attending the Management of Businesses and Organisations Bachelor’s Degree offered by the Hellenic Open University. The findings of our study could be useful for educational policies enhancing quality assurances measures.

Job satisfaction and organizational commitment

PurposeThe aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern.Design/methodology/approachA total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach.FindingsThe findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment.Originality/valueThis study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

The Correlation Between a Numerical Rating Scale of Patient Satisfaction With Current Management of an Upper Extremity Disorder and a General Measure of Satisfaction With the Medical Visit.

Background: Patient satisfaction is used as an indicator of quality of care, but the measures currently available are lengthy and cumbersome and may not be feasible in orthopedic surgical practices. We set out to assess the relationship between the Medical Interview Satisfaction Scale (MISS-21) and a numerical rating scale (NRS) of patient satisfaction with current management of an orthopedic upper extremity condition. Methods: In this cross-sectional study, 86 patients from the practices of 2 hand surgeons were included during an initial or follow-up visit. Questionnaires assessing demographics, upper extremity specific disability, pain during rest and activity, satisfaction with the medical visits (MISS-21), and satisfaction with current management of an orthopedic upper extremity condition (NRS satisfaction) were completed. Results: Eighty-six patients completed all questionnaires. A small correlation of .21 (P = .050) was found between the MISS-21 and the NRS satisfaction. In bivariate analysis, NRS pain at rest and during activity had small correlations with the MISS-21 (-.29, P = .05 and -.23, P = .034) and with NRS satisfaction (-.27, P = .011 and -0.27, P = 0.012). Quick Disability of Arm, Shoulder and Hand (QuickDASH) had a small correlation with NRS satisfaction (-0.023, P ≤ 0.001), but did not correlate with MISS-21. Conclusions: Although there is small overlap about the 2 satisfaction measures, a complex patient satisfaction questionnaire consisting of multiple facets of patient satisfaction like MISS-21 is not replaceable by 1 simple NRS patient satisfaction question.

Intra-Individual and Cross-Partner Associations Between the Five Facets of Mindfulness and Relationship Satisfaction

Research has established that mindfulness may be useful to individual and dyadic well-being among both early-stage and long-term relationships. Nonetheless, it remains unclear which mechanisms of mindfulness are most relevant to relationship satisfaction among long-term married couples. Furthermore, although previous research suggests that an individual’s total mindfulness is not related to his or her partner’s relationship satisfaction, we have yet to determine whether any specific facets of mindfulness may evidence a significant cross-partner association with relationship satisfaction. The present study seeks to address these gaps in the literature using the Five Facet Mindfulness Questionnaire (FFMQ). Data were collected from 164 long-term married couples (M relationship length = 28.30 years, SD = 8.43 years). Hierarchical linear modeling indicated that one’s Nonjudgment of Inner Experience uniquely predicts one’s own relationship satisfaction above and beyond the other facets, and that an individual’s Nonreactivity to Inner Experience uniquely predicts his or her spouse’s relationship satisfaction above and beyond the other facets. Implications for utilizing mindfulness aimed at both intra-individual and cross-partner relationship enhancement will be discussed.

An Empirical Investigation of the Arts Audience Experience Index

Radbourne et al. proposed an Arts Audience Experience Index (AAEI) which stipulated that performing arts experiences consist of four components: authenticity, collective engagement, knowledge, and risk. Authenticity is associated with truth and believability of a performance. Collective engagement is an audience’s experience of engagement with performers and other audience members. Knowledge is concerned with understanding of and intellectual stimulation created by a performance. Risk is the extent to which a performance meets one’s expectation, is value for money, and fits with one’s self-image. We administered the AAEI to 465 spectators who attended a drama performance and 126 spectators who attended a musical performance. Supporting Radbourne et al.’s framework, confirmatory factor analysis found that audience members could differentiate among the four components of authenticity, collective engagement, knowledge, and risk along the two facets of importance and satisfaction. Regression analyses also showed that satisfaction with these four components contributes meaningfully to the overall evaluation of the performances, although collective engagement was found to be a relatively weaker predictor.

The role of parents’ educational level and centre type in parent satisfaction with early childhood care centres: a study in Greece

ABSTRACTThis research examines specific facets of parent satisfaction with childcare centres, namely satisfaction with parent–centre communication and the educational services they provide, as well as respective parent beliefs. These were investigated in relation to centre type (private vs public) and parents’ education. Parents of different educational levels and with children in private or public day-care centres participated in the study. Whereas centre type played a role only concerning the satisfaction with parent–centre communication, the educational level of parents was consistently associated with parent beliefs and parent satisfaction: higher educated parents rated day-care centres less favourably as compared to lower educated parents. Furthermore, parent beliefs mediated the relationship between the educational level of parents and parent satisfaction. Our findings are discussed in the context of existing evidence and in relation to the necessity for a theoretical integration of this issue with implications for practice.

Mindful Mates: A Pilot Study of the Relational Effects of Mindfulness-Based Stress Reduction on Participants and Their Partners.

Very little is currently known about how increases in dispositional mindfulness through mindfulness training affect the quality of participants' romantic relationships, and no previous studies have examined how increases in specific facets of mindfulness differentially contribute to relationship health. Additionally, even less is known about how an individual's development of mindfulness skills affects the relationship satisfaction of his or her romantic partner. Thus, the purpose of this pilot study was to examine associations between changes in facets of mindfulness and relationship satisfaction among participants enrolled in a Mindfulness-Based Stress Reduction (MBSR) course and their nonenrolled romantic partners. Twenty MBSR participants and their nonenrolled partners (n=40) completed measures of mindfulness and relationship satisfaction pre- and post-enrolled partners' completion of an MBSR course. Results indicated that enrolled participants significantly improved on all facets of mindfulness and relationship satisfaction, while nonenrolled partners did not significantly increase on any facet of mindfulness or relationship satisfaction. Moreover, enrolled participants' increases in Acting with Awareness were positively associated with increases in their own and their nonenrolled partners' relationship satisfaction, whereas increases in enrolled participants' Nonreactivity were positively associated with increases in their nonenrolled partners' (but not their own) relationship satisfaction. These results suggest that increasing levels of mindfulness (particularly specific aspects of mindfulness) may have positive effects on couples' relationship satisfaction and highlight mindfulness training as a promising tool for education and intervention efforts aimed at promoting relational health.

Therapy satisfaction and adherence in patients with relapsing-remitting multiple sclerosis: the THEPA-MS survey.

Improved clinical effectiveness and therefore positive modification of multiple sclerosis (MS) with basic therapy can be achieved by long-term regular intake of drugs as prescribed but investigations have shown that a high percentage of patients do not take their medications as prescribed. We assessed the satisfaction and adherence of patients with MS with their current disease-modifying treatment under clinical practice conditions. We compared different facets of satisfaction as well as their internal relationship and identified predictors in an exploratory manner. Therapy satisfaction in patients with relapsing-remitting multiple sclerosis (THEPA-MS) was a noninterventional, prospective cross-sectional study performed throughout Germany in 2013 and 2014, and included patients with clinically isolated syndrome or relapsing-remitting MS. We applied a standardized approach to document satisfaction and adherence by patient-reported outcomes (Treatment Satisfaction Questionnaire for Medication) as well as by physician ratings. Of 3312 patients with a mean age of 43.7 years, 73.3% were women and the mean level of disability according to the Expanded Disability Status Scale was 2.29; 13.3% did not receive any medication at the time of documentation, 21.3% received interferon β1a intramuscularly, 20.7% had interferon β1a subcutaneously, 17.0% had interferon β1b subcutaneously and 23.7% had glatiramer acetate. Adherence rates varied between 60% (lifetime) and 96.5% (current medication). Differences between current medications were found for side effects and convenience scores but not for effectiveness, satisfaction and adherence. Higher global satisfaction and effectiveness were associated with fewer relapses, longer duration of medication, lower disability score and the absence of several side effects. In a connected model of patient satisfaction, effectiveness, side effects, convenience and adherence, patients' individual needs and concerns have to be addressed. Most differences were found with respect to side effects and convenience of treatment. Therefore, an improvement in these two domains seems to be the most promising proximate approach to elevate adherence levels.