Global Job Satisfaction Research Articles

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools

Influence of the birthing room design on midwives' job satisfaction – A cross-sectional online survey embedded in the ‘Be-Up’ study

BackgroundJob satisfaction is an important factor influencing work performance, personal well-being, commitment and retention. The working environment influences job satisfaction. The design of the birthing room could influence the practice of midwives and their satisfaction. This study investigates whether the alternative design of the birthing room implemented in the randomized controlled trial ‘Be-Up’ (Birth environment-Upright position) has an impact on job satisfaction of midwives. MethodA cross-sectional survey using an online questionnaire with 50 items addressing job satisfaction and birth room design was performed. The sample (n = 312) consists of midwives whose obstetric units participated in the Be-Up study and, as comparison group, midwives working in non-study obstetric units. These two independent groups were compared using t-tests; correlations and impacts were examined. ResultsThe results of the T-tests revealed statistically significant higher global job satisfaction and higher satisfaction with team support of midwives in the Be-Up room. However, midwives working in customary birthing rooms were more satisfied with the design of the room. The most important predictors of job satisfaction were team factors and understaffing in both groups. ConclusionReasons for diminished satisfaction with the working environment in the Be-Up study may be assumed in uncertainties about emergency management in a new and unfamiliar environment. Furthermore the impact of a single redesigned room within a customary obstetric unit on job satisfaction seems small, as the room is embedded in the ward and hospital environment. More comprehensive concepts on the potential of the work environment influencing midwives’ job satisfaction are needed.

A National Survey of Job Satisfaction and Workload Among Emergency Medicine (EM) Residency Faculty.

Faculty workload, and its relation to job satisfaction, has not been well studied in Emergency Medicine (EM). Methods:A cross-sectional survey was conducted among EM physician faculty at 49 residency programs across the United States. We collected information on clinical and non-clinical (education, administration, and research) workload, demographics, and EM department characteristics, as well as job satisfaction measured using the Global Job Satisfaction (GJS) scale. Comparisons were made using Wilcox signed rank tests. Multivariable associations with job satisfaction were assessed in a regression model. Of 1,791 surveys sent, 265 were completed.The quantity of contracted clinical and non-clinical hours was lower than the actual clinical (difference (95% confidence interval (CI)): 2.7 (1.5-4.1)) and non-clinical hours (6.0 (3.8-8.8)) worked.Respondents preferred a distribution of 50% clinical work. However, the actual percentage was 62% (difference (95% CI): 14.4% (10.8%-17.6%)).Identifying as core faculty and required logging of non-clinical hours were associated with improved job satisfaction while increased percentage of time spent in the clinical and administrative domains were associated with significant declines. The estimated actual work performed by EM physician faculty is greater than contracted and misaligned with their preferred type of work, the latter of which is associated with decreased job satisfaction. Improved job satisfaction and faculty retention might be achieved by increasing the percentage of time devoted to education and research, by increasing the core faculty contingent and by implementing tracking of non-clinical efforts.

Job characteristics that enrich clinician-educators’ career: a theory-informed exploratory survey

ABSTRACT Clinician educators (CEs) play a vital role in helping academic institutions achieve the missions of patient care, education and research. The driving forces that motivate pediatric CEs in professional growth and personal satisfaction remain unexplored. An exploratory survey research to investigate the job characteristics and factors that motivate CEs to pursue professional growth with personal satisfaction. Using the Job Characteristics Model (JCM) as a framework, we developed a 22-item survey comprised of the JCM derived Job Diagnostic Survey, Global Job Satisfaction scales and demographics. We collected data from January 2020 to March 2020 from self-identified pediatric CEs (with and without educational leadership roles) through a survey recruitment service. Given no data on total number of CEs in the survey pool, response rate was unknown. Job characteristics in the core job dimensions of meaningfulness, autonomy, and performance feedback, as well as, the derived Motivating Potential Score (MPS), were analyzed using descriptive statistics and regression models. From 201 respondents, including 55 education leaders, >70% were satisfied with patient care, teaching, and mentoring while <40% were satisfied with administrative and scholarly activities. Meaningfulness (in some areas), autonomy (patient care/teaching), and internal feedback (all areas) had significant effects on job satisfaction. In regression analysis, skill variety, feedback, and years of experience were associated with higher job satisfaction, and the MPS was a predictor of total job satisfaction. The JCM can be utilized to understand CE’s motivations and needs within their workplace and guide professional development via job enrichment efforts.

Association between competencies of biopsychosocial approach and job satisfaction of rehabilitation professionals in Ukraine

BackgroundThe Biopsychosocial (BPS) model is recognized and widely accepted in the field of health care, particularly in rehabilitation. However, in clinical practice the applicability of the BPS model is a challenge for many professionals.MethodThis study aimed to explore the factors that impact the perception of rehabilitation professionals about the BPS model in Ukraine. In addition, the job satisfaction assessment was done to measure whether rehabilitation specialists in Ukraine fulfil their professional roles according to their expectations and values. Participants were 346 rehabilitation specialists from Ukraine who completed the Bio-Psycho-Social Scale (BPS) for Use in Healthcare and the Global Job Satisfaction Scale (GJSS). The ANOVA was used to investigate the outcome differences between the two scales.ResultsThe highest proportion of responders in this study represented state health services. The BPS subscale outcomes on “assessment and reporting” and “professional knowledge and skills” were significantly higher for specialists from a private sector. The global job satisfaction scale outcomes did not differ between responders from the private and state health sector. The perception of professionals networks was associated with greater job satisfaction.ConclusionsThe findings suggest that conception of the BPS approach in rehabilitation system of Ukraine varies across the private and state settings. The professional network plays important role in job satisfaction of rehabilitation professionals in Ukraine. Future research focusing on education strategies to effectively train professionals to apply biopsychosocial approach to practice is of critical importance to prepare rehabilitation specialists in Ukraine.

216 Impact of Proposed Core Faculty Protected Time Requirements: National Survey of Emergency Medicine Faculty on Work Hours and Associated Job Satisfaction

216 Impact of Proposed Core Faculty Protected Time Requirements: National Survey of Emergency Medicine Faculty on Work Hours and Associated Job Satisfaction

Structural empowerment among social workers in Hong Kong: its relationship with job satisfaction and psychological well-being

ABSTRACT Kanter’s model of structural empowerment developed in Western individualist culture has similar functionality in Hong Kong where collectivism is valued. Structural empowerment exerted a direct effect on job satisfaction and an indirect effect on psychological well-being via global psychological empowerment and job satisfaction. Opportunities for training and self-growth were most accessible to social workers, but least related to job satisfaction and had no bearing on psychological well-being. To empower social workers to provide a quality service, access to information, resources, and support in the workplace is more essential than access to training and self-development.

Measuring General Job Satisfaction: Which Is More Construct Valid—Global Scales or Facet-Composite Scales?

In order to assess general job satisfaction, researchers often use composites formed by summing scores from multiple satisfaction facets. The appropriateness of composites, however, is a matter of contention: some researchers have argued that composites provide an effective means of assessing general job satisfaction (e.g., Spector, American Journal of Community Psychology, 13, 693-713. 1985), whereas others have argued that composites are inappropriate and should be replaced with global job satisfaction scales (e.g., Ironson et al., Journal of Applied Psychology, 74, 193-200. 1989). To address this debate, we compared the construct validities of composite job satisfaction scales with those of global job satisfaction scales. We first created a nomological network that specifies a hypothetical pattern of relationships that exists between general job satisfaction and several external variables. Using this network as a guide, we conducted two studies (total N = 676) that examined the construct validities of four global scales and five composite scales. Within both studies, we found that composite satisfaction scales and global satisfaction scales generally yielded similar relationships with the external variables included in the nomological network. This suggests that the two types of scales are equally effective at assessing general job satisfaction. Researchers, therefore, should not summarily disregard previous studies that have used composite measures. These findings also suggest that it is appropriate to use composite measures in instances where global satisfaction data are unavailable, a situation that can occur when working with archival or organizational datasets.

Subjectivity in fairness perceptions: How heuristics and self‐efficacy shape the fairness expectations and perceptions of organisational newcomers

AbstractThe very nature of perceived injustice cuts to the heart of employees' cognition, attitudes and behaviours in the workplace. Yet, researchers and practitioners are woefully uninformed about what drives the subjectivity of unfairness perceptions. Using an integration of fairness heuristic and uncertainty management theories as a theoretical foundation to drive our hypothesis development, we conducted a multi‐study investigation to examine individual‐level correlates of unfairness expectations and perceptions in the context of newcomer organisational entry. Across two studies, we found support for the positive association between prior unfairness experiences (i.e. global unfairness heuristic) and expectations of unfairness (i.e. anticipatory injustice) at work. As an extension, Study 2 examined and found support for the interactive effect of global unfairness heuristics and competency‐related beliefs (i.e. self‐efficacy) on the formation of anticipatory injustice. Furthermore, Study 2 documented both direct and indirect associations between employees' global unfairness heuristic, anticipatory injustice, perceived injustice, job satisfaction and counterproductive work (CWB) behaviours. Overall, our work sheds light on the importance of perceiver‐specific factors for better informing the complex, idiosyncratic nature of perceived work unfairness. We discuss theoretical contributions, future research directions and practical implications.

Linking nurses' job security to job satisfaction and turnover intention during reform and privatization: A cross-sectional survey.

Reforming health care systems can influence the workers. Among the aspects that could be influenced are the perception of job security, job satisfaction and turnover intention. However, nurses' perception on job security, job satisfaction and turnover intention during health care reform and privatization is a topic yet to be explored. To examine the link between job security, job satisfaction and turnover intention during the reform and privatization of a health care system. A cross-sectional survey design was utilized in this study. The survey was composed of sociodemographic items, global job satisfaction item, global turnover itemsand job security scale. Data were analysed using SPSS, and univariate, bivariate and multivariate analyses tests were used. Although job satisfaction partially mediated the association between job security and organisational turnover during health care reform, it completely mediated the association between job security and professional turnover intention. Further research is needed to examine this finding. The findings of this study benefit nurse managers and leaders for their evidence-based management. Moreover, this study will help them focus on practices that satisfy the staff and improve the job security by improving the communication and work on changing the policy.

Organizational Commitment of Nurse Faculty Teaching in Accelerated Baccalaureate Nursing Programs.

The aim of the study was to examine organizational commitment by exploring experiences of faculty in Accelerated Bachelor of Science in Nursing (ABSN) programs. ABSN faculty report that the curriculum is intense and fast-paced. A cross-sectional survey design was used to examine faculty organizational commitment. A 53-item self-reported survey with closed questions measured organizational commitment, global job satisfaction, and work conditions. ABSN programs were recruited using cluster random sampling from a five-region list of programs; 62 programs were recruited with total faculty participation of 104. ABSN faculty were found to be affectively and normatively committed to their organizations. Significant predictor variables of work environment conditions were stress and experiences of shortcomings, professional development, managerial support, and global job satisfaction. As ABSN programs continue to flourish, it is important to identify strategies for faculty success within the fast-paced curricula.

Stress Management and Resiliency Training for Healthcare Professionals: A Mixed-Methods, Quality-Improvement, Cohort Study.

To assess the effects of a multi-modal resilience program, the Stress Management and Resiliency Training (SMART) Program, on healthcare professional well-being and job satisfaction. This pilot, mixed-methods, quality improvement, cohort study assessed perceived stress, physical and mental health, job satisfaction, burnout, and value of the curriculum to attendees. Participants experienced a significant reduction in perceived stress (P < 0.001) and significant improvements in global mental health (P = 0.001), physical health (P = 0.045), and job satisfaction (P = 0.047). There was no significant improvement in burnout. Qualitative analysis of free text responses revealed appreciation for the skills taught, increased resiliency, and a positive impact on relationships. Delivering the SMART Program to healthcare professionals is feasible and may serve as a useful tool for reducing stress and increasing resilience.

Situación profesional y satisfacción laboral de los periodistas colombianos

Este artículo expone las características laborales de los periodistas colombianos, su nivel de satisfacción con sus condiciones de trabajo y las variables sociodemográficas asociadas. A través de 300 encuestas y 40 entrevistas en profundidad, los resultados muestran un empeoramiento de las condiciones salariales en los últimos diez años, aunque una mejora en las modalidades de contratación. La percepción global de la satisfacción laboral de los periodistas es moderada y existen factores extrínsecos/intrínsecos asociados, como la falta de programas de capacitación y de oportunidades de promoción.

The nurse outcomes and patient outcomes following the High-Quality Care Project.

There have been many single cross-sectional studies on nurse or patient outcomes. However, long-term evidence on improving nurse and patient outcomes is still limited. The High-Quality Care Project is a national project in China for improving nurse and patient outcomes by implementing primary nursing. (1) To assess the long-term changes in nurse and patient outcomes in the context of the High-Quality Care Project. (2) To explore the potential influences of primary nursing on nurse and patient outcomes based on this study and broader existing evidence. The data of two cross-sectional studies were used for analysis. The two cross-sectional studies were conducted before (2009) and after (2016) the High-Quality Care Project. A total of 1376 nurses and 904 patients from 40 units of 10 tertiary hospitals were surveyed. Reliable and validated instruments were used to measure nurse and patient outcomes. Multilevel modelling was the main method for data analysis. Nurses in 2016 were more satisfied than nurses in 2009 with most dimensions of nurse work environment and job satisfaction. However, they were not more satisfied with burnout, global job satisfaction or intention to leave their job. Nurses in 2016 also reported better quality of patient care and patient safety while their patients reported higher patient satisfaction. The analysis of our results based on existing evidence indicates that primary nursing could be considered as a potentially effective way to improve nurse work environment and patient outcomes. More studies with rigorous study design from micro perspectives would be useful to further explore the direct effects of primary nursing on nurse or/and patient outcomes. Policymakers, healthcare service leaders and nurse managers should make efforts to provide multi-level supports to cultivate an encouraging environment for nurses to practice primary nursing, because the implementation of primary nursing may improve the nurse work environment and patient outcomes. Furthermore, improving nurse participation in hospital affairs and developing nursing discipline and education for increasing nursing staff resource and nurses' capacity - which all need policy and management supports - are crucial to further improve nurse and patient outcomes.

The bandwidth dilemma applied to trait emotional intelligence: Comparing the contribution of emotional intelligence factor with its facets for predicting global job satisfaction

The research reported in this paper was supported by a PhD Grant (SFRH/47004) to the first author from the Portuguese Foundation for Science and Technology (FCT) and partially supported by national funds through FCT – Fundacao para a Ciencia e a Tecnologia, I.P., Project UIDB/05037/2020.

JOB SATISFACTION, EMOTION REGULATION, STRESS RELATIONS AND AGING

This study aimed to investigate the relationship between emotion regulation, perceived global stress and job satisfaction by taking into account the changes due to aging. Survey method was used to collect data on measures of job satisfaction, emotion regulation, and stress. Two emotion regulation strategies, reappraisal (regulation of cognition) and suppression (regulation of the behavior) were considered. Data were analyzed by using structural equation modeling, and conventional statistical analysis. Findings show that emotion regulation is associated with decreased stress and increased job satisfaction, and stressors in life do not need to be work-related to decrease job satisfaction. Managerial style, job control, and job insecurity also highly influence job satisfaction. Emotion regulation increases in older age, and emotion regulation is associated with job satisfaction only in older, but not in younger adults.

Perceived Job Quality in German Minijobs. A Multidimensional Analysis of Work in Marginal Part-time Employment RelationshipsDate submitted: August 23, 2018Revised version accepted after double-blind review: February 11, 2019.

Minijobs, a special form of part-time employment, have developed into an established form of employment on the German labour market since the 1990s. They are heavily criticised for their potential labour market effects, their impact on employees’ social security and their bad working conditions. Due to the multiple risks, minijobs are often considered as prime examples of low-quality jobs. However, to date there has been hardly any research dealing with the subjective perception of the work situation of minijobbers, resulting in a minijob debate without minijobbers’ views. This article examines the perceived job quality in minijobs. Based on a quantitative survey, different dimensions of work in minijobs are being analysed, concentrating on the relationship between desired and experienced work situations. Moreover, the global job satisfaction of minijobbers and its predictors are investigated. The analysis shows that minijobs are evaluated positively regarding many intrinsic, social and health-related aspects of work and that the overall job evaluation is significantly correlated to the perceived job quality. The study underlines the need for multidimensional and subjective approaches to job quality as well as a nuanced critique of minijobs which has to differentiate between the institutional regulation, the working conditions and employees’ subjective perception.

Contingent worker monetary influence, work attitudes and behavior

PurposeThe purpose of this paper is to examine the relationships between pay satisfaction, global job satisfaction, loyalty and organizational citizenship behaviors (OCBs) – as they all pertain to contingent workers. The proposed model suggests, due to the nature of contingent work, pay satisfaction will influence the above variables. Additionally, this study aims to explore the relationship between pay satisfaction and OCB directed toward an individual employee.Design/methodology/approachThis study used a cross-sectional research design, administering a web-based survey to the participants (n=117) for data collection. Hierarchical regression, correlation and relative importance analyses were used for hypothesis testing.FindingsThe results suggest pay satisfaction of contingent workers is positively related to global job satisfaction, loyalty to a hiring agency, loyalty to a client company and OCB directed toward a client organization.Originality/valueThe primary contribution of the current study was the assessment of extrinsic rewards and their relationship to job satisfaction, loyalty and OCBs among contingent workers. This appears to be the first study to assess the relationship between pay satisfaction and loyalty, along with OCBs of contingent workers. The findings establish the importance of pay when loyalty to both staffing agency and client company is considered.

Family medicine vocational training and career satisfaction in Hong Kong

BackgroundPostgraduate vocational training in family medicine (FM) is essential for physicians to build capacity and develop quality primary care. Inadequate standards in training and curriculum development can contribute to poor recruitment and retention of doctors in primary care. This study aimed to investigate: 1) the satisfaction level of doctors regarding vocational training in family medicine and associated demographics; and 2) the satisfaction level of doctors regarding their family medicine career and associated factors.MethodThis is a cross sectional study of all family medicine physicians across all government-funded primary care clinics (GOPCs). The study questionnaire consisted of items from a standardized and validated physician survey named the Physician Worklife Survey (PWS) (Konrad et al., Med Care, 1999). We selected three scales (7 items) relating to global job satisfaction, global career satisfaction and global specialty (family medicine) satisfaction with additional items on training and demographics. All significant variables in bivariate analyses were further examined using stepwise logistic regression.ResultsOut of 424 eligible family medicine physicians, 368 physicians successfully completed the questionnaire. The response rate was 86.8%. Most participants were male (52.6%), were aged between 35 and 44 years (55.5%), were FM specialists (42.4%), graduated locally (86.2%), and had postgraduate qualifications. Eighty-two percent (82%) of participants were satisfied with their training. Having autonomy and protected time for training were associated with satisfaction with FM training. Satisfaction with family medicine as a career was correlated with physicians’ satisfaction with their current job. Doctors who did not enroll in training (p < 0.001) and physicians who were older (p = 0.023) were significantly less satisfied. Stepwise multivariate regression showed that doctors who subjectively believed their training as “broad and in depth’ had higher career satisfaction (p < 0.001).ConclusionOverall, the satisfaction level of physicians on current family medicine training in Hong Kong was high. Having autonomy and protected time for training is associated with higher training satisfaction levels. Perceiving FM training as “broad and in-depth” is associated with higher family medicine career satisfaction.

Physicians\u2019 satisfaction with providing buprenorphine treatment

BackgroundBuprenorphine is a critically important treatment for addressing the opioid epidemic, but there are virtually no studies of physicians’ job satisfaction with providing buprenorphine. Physicians’ job satisfaction has been linked to burnout and turnover as well as patients’ adherence to treatment recommendations, so it is important to understand how physicians’ satisfaction with providing buprenorphine treatment compares to their overall job satisfaction.MethodsAs part of a cluster randomized clinical trial (RCT) focused on expanding access to medication for opioid use disorder, 55 physicians working in 38 organizations in Florida, Ohio, and Wisconsin completed a baseline web-based survey. Study measures included global job satisfaction, career satisfaction, and specialty satisfaction. Physicians who were waivered to prescribe buprenorphine were asked to rate their satisfaction with their current buprenorphine practice.ResultsOverall, physicians were generally satisfied with their jobs, their careers, and their specialties. When waivered physicians (n = 40) were compared to non-waivered physicians (n = 15) on 13 satisfaction items, there were no statistically significant differences. Among waivered physicians, ratings for buprenorphine work were significantly lower than ratings for general medical practice for finding such work personally rewarding, being pleased with such work, and overall satisfaction.ConclusionsAlthough waivered and non-waivered physicians both reported high global job satisfaction, these data suggest that some waivered physicians may view their buprenorphine work as somewhat less satisfying than their global medical practice. Given that job dissatisfaction is a risk factor for turnover and burnout, managers of treatment organizations should consider whether strategies may be able to mitigate some sources of lower satisfaction in the context of buprenorphine treatment.Trial registration ClinicalTrials.gov. NCT02926482. Date of registration: September 9, 2016. https://clinicaltrials.gov/ct2/show/NCT02926482