General Work Satisfaction Research Articles

THE IMPORTANCE OF ADEQUATE RESOURCES AND EQUIPMENT TO STAFF ENGAGEMENT IN A HEALTHCARE SYSTEM

Abstract During this time of unprecedented staffing challenges, identifying factors impacting staff engagement may be one step towards rebuilding the healthcare workforce. This study was designed to identify work factors differentiating positively engaged employees from others. In May 2023, 350 employees (response rate=30%) from across a healthcare system (including skilled nursing facilities, adult day centers, community services, and assisted living) serving older adults in New York City and Westchester County, completed surveys examining employee engagement and satisfaction with five work factors. Engagement was measured using the employee net promoter scale (eNPS) in which employees rate from 1 (Not At All) to 10 (Very) “How likely is it that you would recommend the organization as a workplace.” Those answering 9-10 are classified as “Promoters” (engaged/positive concerning the workplace), 7-8 “Neutrals”, and 1-6 are “Detractors” (unengaged/negative). Participants also responded 1 “very unsatisfied” to 5 “very satisfied” on work factors: general work satisfaction, having enough resources/equipment, receiving timely information, supervisor support, and coworker respect. Based on eNPS responses, 160 (45.7%) employees were “Promoters”, 65 (18.6%) “Neutrals”, and 125 (35.7%) “Detractors.” A series of one-way analysis of variance and post-hoc Bonferonni analyses then examined work factor satisfaction by staff engagement level. As expected, “Promoters” and “Neutrals” were significantly more satisfied than “Detractors” on all five work factors however, only having enough resources/equipment separated “Promoters” (M=3.63, SD=1.24) from “Neutrals” (M=4.06, SD=89, p <.05). These findings indicate that providing staff with sufficient resources/equipment should be prioritized in the effort to establish a healthcare workforce of “Promoters.”

Migrants from Uzbekistan in the Moscow Agglomeration: Assessment of Migration Experience

The orientation of Uzbekistan towards deeper integration with the Eurasian Economic Union and maintenance the vector to migration activity of the republic citizens to Russia and to the Moscow takes place against the background of insufficient knowledge about a diverse set of migrant’s behavior, update the study of the migration experience. The paper is devoted to the features and determinants of this phenomenon. The article proposes an author's approach to the study of migration experience, overcoming disciplinary and sectoral boundaries, combining the developments of demographic and social studies. The migration experience of a person is understood as deposited impressions, beliefs formed in the process of life and work in emigration about the host country. On the basis of quantitative data, a characterization is given of subjective situations representations, events, prevailing ideas of respondents about everyday life, difficulties of settling and living in Moscow, behavioral aspects related to the setting for return migration, adaptation, support/non-support of Eurasian integration, readiness to interact with the host society, as well as migration experience. On the basis of the resulting indicators: “general work satisfaction in Moscow” and “reasonableness of expectations from coming to Moscow”, which characterize the achievements, the fulfillment of a person’s life, level of aspirations and conditions of the social environment. Two groups of migrants were identified, having different migration experience. The results of the study contribute to the development of sociological knowledge about migration, allow to explain the current and potential migration activity of citizens of Uzbekistan.

Self-assessment of Rationing and Quality of Nursing Care.

Nursing care rationing has been a widespread problem in everyday nursing practice for many years. The aim of this research study was to assess the prevalence of care rationing among nurses working in Poland. The study was conducted among a population of 1310 nurses. To examine the dependencies between the sociodemographics and unfinished nursing care, the Polish adaptation of the Perceived Implicit Rationing of Nursing Care questionnaire and an investigator-developed questionnaire were used. The mean level of missed care was 1.16 (SD = 0.7). The significant predictors of care rationing were associated with the quality of patient care (βstd = -.43, P < .001) and general work satisfaction (βstd = -.15, P < .001). Job satisfaction and the quality of nursing care should be constantly monitored as these factors are significantly associated with the levels of care rationing.

Профессиональное выгорание как объект исследования в психологической науке

The article presents the original periodization of the study of professional burnout based upon the analysis of Russian and foreign studies. 338 employees working for social welfare facilities of the Southern Administrative District of Moscow (251 women, 87 men, age of participants ranged from 22 to 64 years old, the average age was 44,9±10,7 years old) have been examined. The Spearman’s rank of correlation coefficient has revealed significant links at the level p≤0,01 and helped form 4 groups: general work satisfaction; job satisfaction; employees’ relationship satisfaction; a fully functioning person. The study revealed key relations among professional burnout of professional social workers, the level of work satisfaction, and indices of a fully functioning person.

Work Satisfaction of Female Scientists in the Serbian Post-Socialist Transformation Context

This article studies the level of female scientists’ work satisfaction, and general and gender-related factors that would contribute to greater work satisfaction. We applied an interdisciplinary approach – we draw on Bronfenbrenner’s ecological model of (professional) development, sociological analysis of the context and linguistic analysis of the text. A hundred Serbian female scientists filled in the online questionnaire. They reported moderate satisfaction with their work. Thematic analysis of their answers yielded nine general work satisfaction improvement factors: Creating a fair and effective management and improving relations with superiors, Improving social relationships with peers (Bronfenbrenner’s micro- and meso-system), Improving technical resources, Increasing salaries, Professional improvement support, The modernization and application of scientific work, Improving human resources, Establishing transparent, consistent and fair system rules (exosystem) and Combating corruption and nepotism (macrosystem). Six gender-related factors were determined: Overcoming social obstacles related to pregnancy and child-care, Change in attitudes in cases of harassment (micro- and meso-system), Overcoming legal obstacles related to pregnancy and child-care, Change in procedures in cases of harassment (exosystem), Achieving respect and equality, and Changing social image through personal efforts (macrosystem). Recommendations for policy and practice improvement are discussed in the light of the dominant values in the Serbian post-socialist transformation context.

Split-shift work in relation to stress, health and psychosocial work factors among bus drivers.

Shift work has been associated with poor health, sleep and fatigue problems and low satisfaction with working hours. However, one type of shift working, namely split shifts, have received little attention. This study examined stress, health and psychosocial aspects of split-shift schedules among bus drivers in urban transport. A questionnaire was distributed to drivers working more than 70% of full time which 235 drivers in total answered. In general, drivers working split-shift schedules (n = 146) did not differ from drivers not working such shifts (n = 83) as regards any of the outcome variables that were studied. However, when individual perceptions towards split-shift schedules were taken into account, a different picture appeared. Bus drivers who reported problems working split shifts (36%) reported poorer health, higher perceived stress, working hours interfering with social life, lower sleep quality, more persistent fatigue and lower general work satisfaction than those who did not view split shifts as a problem. Moreover, drivers who reported problems with split shifts also perceived lower possibilities to influence working hours, indicating lower work time control. This study indicates that split shifts were not associated with increased stress, poorer health and adverse psychosocial work factors for the entire study sample. However, the results showed that individual differences were important and approximately one third of the drivers reported problems with split shifts, which in turn was associated with stress, poor health and negative psychosocial work conditions. More research is needed to understand the individual and organizational determinants of tolerance to split shifts.

A Study on Influences of Personal and Company Characteristics and Job Satisfaction of Workers with Disability on General Work Satisfaction

A Study on Influences of Personal and Company Characteristics and Job Satisfaction of Workers with Disability on General Work Satisfaction

Job Satisfaction among Polish Primary Care Physicians: Results from the Physicians' Health Study

Job satisfaction comprises positive attitudes held by an individual in respect to a work. Job satisfaction of physicians is closely related to the perception of their professional role and thus their place in the health care system. Work satisfaction among physicians is very important issue for physicians themselves, for medical associations and general public because it is associated with physician well-being and health, physician turnover, and with patient satisfaction and quality of medical care in general. The survey was conducted to investigate the level of physicians' work satisfaction with their current professional context (general work satisfaction) as well as satisfaction with particular aspects of work, taking into account socio-demographic and professional factors and also to assess which aspects of the physician's work have a statistically significant effect on the general level of work satisfaction. 800 respondents received 17-item questionnaire that measured five facets of work satisfaction. 520 completed questionnaires were returned, resulting in response rate of 65%. In general, physicians were more satisfied with the following aspects of their current work situation: patient care, professional relations and personal rewards. The lowest satisfaction scores were found for work-related burden and work-related income and prestige of the profession. The relationship of the various dimensions of job satisfaction were also explored across socio-demographic and job characteristics of the surveyed physicians. Physician career satisfaction appears to be a complex function of a number of variables and has multiple dimensions.

Development and Description of the Culture/Climate Assessment Scale

This article describes the development, implementation, and preliminary psychometric testing of the Culture/Climate Assessment Scale (CCAS), designed and used by a school of nursing. The CCAS comprises 37 items arranged into five scales of communication, decision support, level of conflict, teamwork, and general work satisfaction, as well as three additional items that measure personal level of stress, perceived level of change, and overall level of morale. Faculty and staff completed the CCAS in three progressive administrations over a 5-year period to provide empirical data to chart the progress to improve the organizational culture and climate of one school of nursing. Preliminary testing of the CCAS supports its continued use in nursing education and other academic environments.

Is nurse–patient agreement of importance to cancer nurses’ satisfaction with care?

This paper is a report of a study of situational (nurse-patient agreement), personal and occupational factors of potential importance to oncology nurses' satisfaction with care provided and general work satisfaction. Nurses have a general tendency to attribute to patients with cancer more problems and suffering than patients themselves report. However, little is known about whether dis/agreement between oncology nurses and patients with cancer concerning perceptions of patients' situation is of importance to nurses' satisfaction with their work. The study had a comparative and prospective design. Data were collected in 2005 using self-administrated questionnaires with 81 consecutively recruited nurse-patient pairs. Data were analysed with non-parametric tests (for comparison between subgroups) and with multiple regression analyses (for identifying predictors). Initial nurse-patient agreement concerning patients' emotional distress, coping resources and quality of life did not appear to be important to nurses' subsequent satisfaction with the care directed at a specific patient. However, higher satisfaction with care provided as well as general work satisfaction was reported by nurses with more experience of cancer care and with a lower workload. To improve oncology nurses' opportunities to provide high quality cancer care, novice nurses and advanced beginners in particular should receive support and nurses' working conditions must be improved. Further research is needed to examine whether there are other aspects of the nurse-patient relationship that contribute to oncology nurses' satisfaction with the care provided to specific patients.

Saying It Like It Isn't: Mixed Messages From Men and Women in the Workplace1

Participants in a simulated work environment were exposed to 1 of 4 feedback conditions that varied in verbal and nonverbal positivity (positive content/positive tone, positive content/negative tone, negative content/positive tone, or negative content/negative tone). Either a male or a female supervisor provided this feedback. Results indicate that both productivity and general work satisfaction varied by feedback condition and gender. For example, female subordinates reported higher rates of satisfaction to positive content/negative tone messages and male subordinates reported higher rates of satisfaction to negative content/positive tone messages. Additionally, the productivity of male subordinates with male supervisors appeared to be distinctly influenced by positive tone relative to all other dyadic compositions. These results demonstrate the importance of examining both verbal and nonverbal components of feedback messages, along with the gender of the supervisor and subordinate.

Lesbian Identity and Disclosure in the Workplace: Relation to Occupational Stress and Satisfaction

In this descriptive field study of 123 employed lesbians, we posited in a path model that disclosure of lesbian status and workplace climate would influence occupational stress and coping, which would, in turn, affect general work satisfaction. In addition, disclosure and climate were posited to affect work satisfaction directly. Our analyses indicated that, as predicted, workplace climate significantly influenced occupational stress and coping, which, in turn, affected work satisfaction; climate also had direct effects on work satisfaction. However, contrary to prediction, disclosure did not demonstrate significant influence on occupational stress, coping, or work satisfaction. The implications of these results for future research are discussed.

The Relationship of Career Mentoring to Early Career Outcomes

This study examines the relationship of career mentoring to the promotions, compensation and satisfaction of 148 early career managers and professionals in Belgium. The results support the conclusion that career mentoring is particularly related to early career promotion histories, to general work satisfaction and career satisfaction. Career mentoring was unrelated to total compensation. These results occurred even after controlling for a variety of factors identified by Pfeffer (1977) and Whitely et al. (1991). Several reasons are provided for the relationship between career mentoring and these early career outcomes. The results suggest a number of areas for future career mentoring research.