High Degree Of Job Satisfaction Research Articles

Job satisfaction and performance among employed Bangladeshi women working from home during COVID-19 pandemic: A cross-sectional study.

The emergence of the COVID-19 pandemic led to the adoption of telework modalities by individuals in Bangladesh. The study's objective was to determine the job satisfaction and performance level of employed Bangladeshi women working from home during the COVID-19 pandemic lockdown. A cross-sectional study was conducted among women employees of different professions in Dhaka city. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Work arrangement satisfaction and self-reported performance were measured by two separate subscales which contain five items each. Responses from 118 employed women were analyzed using descriptive statistics, Pearson Chi-square tests, Independent t-tests, one-way analysis of variance, and Pearson Correlation tests through the Statistical Package for Social Science (SPSS), version 26. The findings indicated that 51.7% of women reported a high degree of satisfaction on the MSQ scale; 61.9% expressed high satisfaction with their work arrangements at home and 66.9% reported a high level of performance. Job satisfaction was significantly associated with the number of children and the number of family members. A positive association was found between job satisfaction and total working experience and work arrangements. Work performance was strongly associated with higher educational qualifications. A statistically significant association between job satisfaction and performance was revealed. The findings from this study indicated a high degree of job satisfaction and a high level of performance found in women employees who worked from home during the COVID-19 pandemic. These findings encourage organizations to foster more policies for telework alternatives for employed women to help them keep a balance between work responsibilities and household chores.

Primary care pediatricians and job satisfaction: a cross sectional study in the Lazio region

BackgroundThe Order of Physicians and Dentists of the Province of Rome aims at focusing on the satisfaction of healthcare personnel as an essential factor for the quality of medical care in the health sector. The aim of this study is to assess and prioritize the factors that can be linked to a higher or lower degree of job satisfaction in Primary Care Pediatricians (PCPs).MethodsThis study is a cross sectional survey. A questionnaire was administered to all primary care pediatricians registered to the Order, exploring in particular the work activity organization, the level of satisfaction in their professional life, and the level of perceived health. A pilot activity was conducted to validate the questionnaire. Fisher exact test and ordinal logistic regression (ologit) models were used for the univariate and multivariate analysis.ResultsThe highest level of job dissatisfaction, in both men and women, was found to be in the practice type without any form of association; among women, it reached an even higher level for those who had their own practice at a distance of 20–40 km from their home. Women, compared to men, maintained a lower level of job satisfaction also while working in Pediatric Primary Care Units (PPCUs). In PPCUs, for the same distance, females showed a more similar pattern to males. Men working in PPCUs, regardless of distance, declared a higher degree of job satisfaction. Both men and women, working as a group pediatrician or in PPCUs, did not show a significant difference in the level of job satisfaction.ConclusionsThe study contributes to a deeper understanding of the factors that may influence levels of career satisfaction in female and male PCPs. Therefore, research and interventions regarding job satisfaction should foster an organizational network connection among PCPs for their job and individual well-being, from a perspective of enhancing patient care. A major effort to improve work-life balance and career satisfaction among women is important, suggesting that interventions for improving job satisfaction could benefit from a gender-specific approach.

Leadership Influence on Work Satisfaction Level in COVID-19 times in Romanian SMES

Abstract Choosing the right leadership style is a constant concern in business management because it can directly influence its financial results. Through this paper, we wanted to check to what extent the leadership style can influence the level of satisfaction of the employee, his desire to change jobs, and to what extent it accentuates or improves the effects generated by the COVID-19 pandemic (anxiety, work from home, the economic crisis generated]. We also wanted to check to what extent a high degree of job satisfaction can negatively influence the employee’s desire to look for a new job. In the empirical research, we used the MLQ questionnaire to determine the management style, and we used the Likert scale for other variables.

The Effect of Gamified E-learning on Employees' Engagement

Gamification is a concept that has not been analysed thoroughly for its positive outcomes or challenges. Although the effects of gamification in the field of education have been studied from numerous angles, gamified organisational learning features and the overall contribution of gamification have not been researched sufficiently. Following the implementation of a gamified E-learning platform, we conducted a case study in a Lebanese bank to measure the effects of gamified E-learning. The results showed that the adoption of gamified E-learning and employees' engagement levels were positively associated. Gamification also proved its importance in influencing employees' behaviour by creating a competitive environment and engaging employees on a knowledge-oriented platform. After the implementation, about 65% of employees declared higher levels of work engagement. Moreover, approximately 67% of employees acknowledged a higher degree of job satisfaction. This research paper also indicates the variables that can affect learners' – in this case, the bank employees' – perception of the gamified E-learning platform. Investigating the positive outcomes of implementing gamified processes in E-learning can pave the way for developing more complex gamified e-learning platforms.

Career Calling as the Mediator and Moderator of Job Demands and Job Resources for Job Satisfaction in Health Workers: A Cross-Sectional Study.

Job satisfaction of health professionals is a key determinant of the quality of health services and even affects the development of the healthcare system. In this study, we sought to explore the mechanism by which job demands, job resources, and career calling affect the job satisfaction of health professionals. Our findings may provide insights for increasing their job satisfaction and improving the quality of health services. We conducted a questionnaire survey of 1,117 health workers in Hangzhou; t-test, Chi-squared analysis, hierarchical linear regression was used to analyze the state of job satisfaction of health personnel and the associated factors; path analysis with the Structural Equation Model was used to explore and verify the effects of job resources, demands, and career calling on job satisfaction, as well as their mechanism. Social support, performance feedback, working conditions, and career calling had significant positive effects on job satisfaction of health professionals, whereas work-family conflict and emotional requirements for work had significant negative effects. Path analysis indicated that job resources, demands, and career calling directly affected job satisfaction; job resources and demands showed indirect effects on job satisfaction with career calling as a mediator. Career calling had a positive moderating effect in the path of “job resources–job satisfaction,” and a negative moderating effect in the path of “job demands–job satisfaction.” In conclusion, hospital administrators should provide more job resources for health workers and formulate reasonable job demands while paying close attention to work-related pressure. Hospital administrators and health departments need to improve hospital policies and inculcate a sense of belonging and career calling among health professionals. Education and evaluation of career calling need to be accorded more attention so that healthcare workers can perceive a stronger sense of calling and achievement, and hence a higher degree of job satisfaction.

Exploring the Job Satisfaction of Public and Private Employess in Romania

Satisfaction at work is one of the most studied organizational variables and many studies show that it is extremely important for organizations. Closely related to work motivation and performance, satisfaction is an important factor for many attitudes such as absenteeism or intention to resign. The aims of the present study is to measure the degree of job satisfaction of public and private employees in Romania and to analyze the differences between the two sectors. In the present study participated a total of 120 full-time employees of various private enterprises and public organizations. The Job Satisfaction Survey (Spector, 1985) was used to collect data. The survey results indicate a moderate degree of work satisfaction of respondents across most analyzed dimensions of job satisfaction. Two of the analyzed dimensions, one intrinsic (nature of work) and one extrinsic (communication) registered a high score of job satisfaction in both sectors. Instead, the biggest differences are found on dimensions ""supervision"" and the ""co-workers"" (both extrinsic factors) private sector employees showing a higher degree of job satisfaction than those in the public sector. To enhance employee motivation, public-sector managers in Romania should improve their employees’ extrinsic job satisfaction and help unsatisfied employees transfer to jobs they find more satisfying.

Career satisfaction among staff at Alsayyed Muhammed Ben Ali Alssanusi University and its relation to certain variables

This study aimed to identify the level of job satisfaction among employees at Al - Sayyid Muhammad bin Ali Al - Senussi Islamic University "Faculty members_ Employees ", trying to find out the differences in the level of job satisfaction among them. The study used the descriptive approach, it was conducted on a sample consisting of "248" who were selected randomly, they were applied to the job satisfaction scale which is prepared by the researchers. Finally, the study reached a set of results, the most important of which are: The employees of this university enjoy a high degree of job satisfaction, it also showed that there are differences in the level of job satisfaction for university's employees, in front of faculty members over employees. In addition, there no significant differences in the level of job satisfaction for university's employees according to the gender change "males-females".

Survival Strategies in Freelance Journalism: An Empowering Toolkit to Improve Professionals’ Working Conditions

ABSTRACT Freelance journalism has become a key employment alternative in the current media landscape, with news organizations often relying on these independent professionals to reduce organizational budgets. Although extant research reveals a high degree of job satisfaction among professionals in different markets, such as the United States or Norway, freelancing is a position shaped by the tension between precarity and autonomy and is often related to economic insecurity. To deepen our understanding of this complex reality in Spain, this study explores freelance journalists’ perceptions of the craft through 30 semi-structured interviews. Based on these results, this study proposes the existence of a “freelancers’ shelter architecture”—a group of variables that define personal working conditions and levels of job satisfaction. This study makes a practical contribution to the field insofar as it provides a freelancing empowering toolkit for enhancing the professional situation of freelance journalists.

The Impact of Applying Social Responsibility of Egyptian Hotels Towards Workers on their Job Satisfaction Applied on Sharm El Sheikh City

The application of social responsibility is a necessity to improve the overall performance of workers and increase their job satisfaction, So the study aimed to identify the degree of Egyptian hotels'' social responsibility application towards their Workers, the degree of their job satisfaction, determine the nature of the relationship between them. The study found a high level of social responsibility and satisfaction in the sample, positive and influential relationship between the application of Egyptian hotels social responsibility towards Workers and their satisfaction, The study recommends that hotels should diversify the programs related to social responsibility towards human resources to achieve a high degree of job satisfaction and improve the performance of the hotel as a whole.

The Role of Training and Work-Related Injury on Home Health Workers’ Job Satisfaction: Analysis of the National Home and Hospice Care Survey

The purpose of this study was to describe personal, job, agency, environmental, and ergonomic factors that affect job satisfaction among home health workers (HHWs). A cross-sectional design was conducted, and data from the National Home and Hospice Care Survey ( N = 3,274) were analyzed using a multilevel structural equation model (generalized structural equation model). HHWs with excellent training knowledge were about 1.5 times more likely to report a higher degree of job satisfaction compared with those with poor training knowledge, and those who reported a work-related injury were 66% more likely to report lower job satisfaction score. Job satisfaction is associated with work environment, leadership support, and work-related training. Future research and a follow-up survey are needed to understand HHWs’ workforce and be better positioned to meet their need so that they may meet the need of the aging population.

Job Satisfaction Measurement in the Public and Private Sectors: The Case of Erbil in North Iraq

This paper is focused on an overview of Job satisfaction Measurement in both the Public and Private Sectors, most specifically in Erbil, the North of Iraq. The private sector is making huge progress in its recruitment policies to get the right people hired and give them better working conditions. This has relatively increased job performance in the private sector. Although there has been an economic slowdown in Iraq caused by political crisis, the level of job satisfaction in the private sector has increased followed by an increase in job performance in the private sector. The private sector in North of Iraq is profitable, making financial gains and great investment and the government of North of Iraq have high expectations that in the years to come, investment in the private sector will yield more profits and enormously contribute to booming the economy of North of Iraq. The private sector continues making the workplaces more comfortable to push up job satisfaction and job performance from below and the government of North of Iraq is eager to make the investment environment in North of Iraq more conducive.
 The most important people in every company are the employees. They are important because they play the important roles in given the company a good shape and helping the company to maintain its shape. This means that management of companies has the express duty to keep employees working on their job and even to influence the employees in many ways to remain with the company. If management succeeds to keep employees steadily on the job, it means that employees have been greatly satisfied. To be a satisfied employee, shows that a company’s policies and practices on satisfaction are well upheld. This mean that job satisfaction which is a widely used concept in the process of company’s management and operation is well handled. Job satisfaction element can be well handled but the degree to which it is handled matters more and this greatly determines the retention of every employee. If the degree of handling job satisfaction is high, this will obviously attract and keep employees on the job. But if the degree is low, employees will tend to leave the job. This explains why in measuring job satisfaction, companies should strive to achieve high degree of job satisfaction.

Work environment and health in the fishing fleet: results from a survey amongst Norwegian fishers.

Fishery is an important industry in Norway. Compared to other industries the number of occupational accidents is high. Fishers are exposed to a range of unfavourable working conditions, but there is limited research-based knowledge about the interaction between working conditions and health. The aim of the article is to study fishers' 1) work-related exposures and health complaints, 2) sickness absence, 3) subjective perception of health status and 3) level of job satisfaction. Data was gathered through a telephone survey. The survey included questions about exposure, health complaints, health status and job satisfaction. Methods for analysis were descriptive statistics and relative risk (RR). A total of 830 full-time fishers were interviewed. Coastal fishers are more exposed to factors such as climatic (RR = 1.546, 95% confidence interval [CI] 1.311-1.823), ergonomic (RR = 1.539, 95% CI 1.293-1.833) and processing (RR = 2.119, 95% CI 1.847-2.431), compared to other groups of fishers. Coastal fishers are also more likely to experience musculoskeletal problems (RR = 1.623, 95% CI 1.139-2.314), sickness absence (RR = 1.337, 95% CI 1.081-1.655) and to perceive their own health as poor (RR = 2.155, 95% CI 1.119-4.152). Purse sein fishers are less exposed to climatic (RR = 0.777, 95% CI 0.633-0.953), ergonomic (RR = 0.617, 95% CI 0.487-0.783) and processing (RR = 0.292, 95% CI 0.221-0.385) factors and are less likely to experience sickness absence (RR = 0.635, 95% CI 0.479-0.840). In terms of job satisfaction, 99% if our respondents enjoy their work. Norwegian fishers have a high degree of job satisfaction and overall good health. Challenges regarding health complaints and exposures in the working environment were identified. This may be helpful for the industry, showing where measures should be implemented to prevent exposure, illness and sickness absence. Findings may also serve as a basis for future intervention studies aimed at promoting healthy working environments for fishers, especially how to improve vessels and develop user-friendly technology to reduce risk of injuries and strain.

The lived experience of registered nurses educated in accelerated second degree bachelor of science in nursing programs: A hermeneutic phenomenological research study.

Accelerated Second Degree Bachelor of Science in Nursing (ASDBSN) programs have proliferated in response to the ongoing and anticipated nursing shortages of the first decades of this century. While a number of studies have reported on the students enrolled in these programs, limited information exists regarding how nurses educated in these programs experience their nursing careers beyond the first two years of practice. This study was undertaken to explore the lived experience of registered nurses educated in an ASDBSN program. Using a hermeneutical phenomenological approach, twelve ASDBSN prepared nurses with greater than 2 years in nursing practice were interviewed with five different ASDBSN programs and seven different communities in the southwest United States represented. The interviews were face to face and occurred in a setting of the participants' choice. A total of 4 themes were identified through the data analysis and a model of ASDBSN nursing practice was developed using the analogy of a river system. The themes included: Headwaters, Tributaries and Turbulence, The Rolling River, and The Delta. The results demonstrated that ASDBSN educated nurses are well socialized in the nursing profession and experience a high degree of job satisfaction and intent to stay in the profession.

Scrutinizing EFL teachers' job satisfaction and stress at work: The intervening roles of gender, teaching experience, and educational level

The present study sought to explore the relationship between English as a foreign language (EFL) EFL teachers' stress at work and their job satisfaction. Moreover, it explored the role of EFL teachers' gender, length of teaching experience, and educational level in their job satisfaction and stress at work. For this purpose, 134 EFL teachers were chosen from different private language institutes in Mashhad, a city in northeast of Iran. They were asked to complete two questionnaires: Job Descriptive Index (JDI), and Stress in General Scale (SIG). Our findings indicated that teacher stress at work is negatively and significantly associated with job satisfaction. The results also showed that there were no significant gender differences regarding teachers’ job satisfaction except for pay. The data did not illustrate any significant difference between men and women concerning their stress at work. The findings of the present study also confirmed that the more years of experience teachers have, the more satisfied they are with their job. On the other hand, stress at work was found to have negative but significant correlation with teaching experience. Finally, data analysis demonstrated that a higher level of education corresponds to a higher degree of job satisfaction. In other words, the more educated a teacher is, the higher degree of job satisfactions/he tends to exhibit in his or her profession. The results also showed that there were significant differences in stress at work across the three groups of teachers with different levels of education.

Commentaries on health services research

Commentaries on health services research

The Relationship between Self-Verification and Cultural Mosaic Beliefs in Multicultural Groups

In previous research, the cultural mosaic model was found to describe multicultural group processes using three factors—cultural diversity, cultural expression and acceptance, and cultural utilization. The current study will test the role of cultural self-verification within multicultural work groups to demonstrate the cultural mosaic model. Given the observed relationship between the cultural mosaic model and team productivity, the study will prime cultural self-verification (or not) through discussion of group members’ cultural backgrounds to establish norms of openness of identity and acceptance of diversity within the group. I predict groups who are encouraged to openly discuss their cultural backgrounds will feel more comfortable utilizing their unique cultural knowledge and expressing innovative ideas which otherwise might not be shared. This will result in greater success during the problem-solving task and cause individuals to work more cohesively and be more inclined to present feasible and innovative solutions to the problem, and to be accepting of such solutions from other group members. It is also expected that participants in the self-verified condition will rate the experience of working in this multicultural group more positively than participants in the control condition who do not discuss their cultural backgrounds prior to the task. Should this pattern of findings occur, a research application is better understanding of the cultural mosaic construct, and a practical application would be for ways to engender cultural mosaic groups in organizations by encouraging discussion about team members’ ethnic and cultural backgrounds in order to achieve greater workplace productivity and a higher degree of job satisfaction.

Physician Assistant Job Satisfaction: A Narrative Review of Empirical Research.

To examine physician assistant (PA) job satisfaction and identify factors predicting job satisfaction and identify areas of needed research. With a global PA movement underway and a half-century in development, the empirical basis for informing employers of approaches to improve job satisfaction has not received a careful review. A narrative review of empirical research was undertaken to inform stakeholders about PA employment with a goal of improved management. The a priori criteria included published studies that asked PAs about job satisfaction. Articles addressing PA job satisfaction, written in English, were reviewed and categorized according to the Job Characteristics Model. Of 68 publications reviewed, 29 met criteria and were categorized in a Job Characteristics Model. Most studies report a high degree of job satisfaction when autonomy, income, patient responsibility, physician support, and career advancement opportunities are surveyed. Age, sex, specialty, and occupational background are needed to understand the effect on job satisfaction. Quality of studies varies widely. Employers may want to examine their relationships with PAs periodically. The factors of job satisfaction may assist policymakers and health administrators in creating welcoming professional employment environments. The main limitation: no study comprehensively evaluated all the antecedents of job satisfaction. PAs seem to experience job satisfaction supported by low attrition rates and competitive wages. Contributing factors are autonomy, experienced responsibility, pay, and supportive supervising physician. A number of intrinsic rewards derived from the performance of the job within the social environment, along with extrinsic rewards, may contribute to overall job satisfaction. PA job satisfaction research is underdeveloped; investigations should include longitudinal studies, cohort analyses, and economic determinants.

Subjective well-being among the self-employed in Europe: macroeconomy, gender and immigrant status

Previous research shows that the self-employed generally experience a higher degree of job satisfaction compared to regular employees. However, our knowledge of subjective well-being among the self-employed, the differences between various groups of self-employed and the potential influence of contextual factors is somewhat limited. The purpose of the present paper is to address this gap by taking macroeconomic conditions, gender and immigrant status into consideration. The results show that self-employment is positively related to subjective well-being, but there are also differences between groups of the self-employed; self-employed with employees report a higher level of life satisfaction than the self-employed without employees. Economic growth is more important for the level of life satisfaction among the self-employed than among employees. The analyses also point to different patterns for female and male self-employed without employees: only women experience a higher level of life satisfaction compared to employees. The results also show that the relationship is stronger among immigrants than natives. The results of this study confirm the importance of considering potential heterogeneity when examining subjective well-being among the self-employed.

Job stress and job satisfaction among new graduate nurses during the first year of employment in Taiwan

Nurse graduates are leaving their first employment at an alarming rate. The purpose of this study was to explore the relationships between job stress, job satisfaction and related factors over time among these nurses. This study applied a longitudinal design with three follow-ups after nurse graduates' first employment began. Using convenience sampling, participants were 206 new graduates from a university. The Work Environment Nursing Satisfaction Survey and the Clinical Stress Scale were used in this study. Results indicated that job stress remained moderate across three time points. Participants working 12 h shifts exhibited less job stress. Job satisfaction significantly increased in the twelfth month. Participants working 12 h shifts had a higher degree of job satisfaction. Job stress was negatively correlated with job satisfaction. The 12 h work shifts were related to job stress and job satisfaction. These results implied that health-care administrators need to provide longer orientation periods and flexible shift schedules for new graduate nurses to adapt to their work environment.

Measuring Level of Job Satisfaction-A Study of Employees at Al-Islam Trading Company for Auto Spare Parts

Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, The objective of this research was to investigate certain factors and its impact on job satisfaction of employees at El- Isalam Trading Company. Specifically, this study addresses three points motivation, internal work environment and reducing the working days to be 5 instead of 6 days a week by increasing working hour to be 8 hour instead of 6 hour per day. Based on the conceptual framework of the study, Likert-type questionnaire (Minnesota Satisfaction questionnaire with some adjustments by the researcher ) was filled by (58) employees, which participated in this research by completing the questionnaire. With the assistance of statistical analyses, it was found that the employees in El Isalam Trading company have a high degree of job satisfaction influenced by their motivation, satisfaction of work environment and that they prefer to reduce the working week days to be 5 days and there is no significant relation between job satisfaction and gender, level of education & social status. employees in El Isalam Trading Company.