Higher Job Satisfaction Research Articles

Performance Transformation Through Understanding the Quality of Employee Relationships at the Population and Civil Registration Office of Bone Regency

Purpose: The research aims to analyze the impact of Relationship Quality between employees and the organization on individual and overall organizational performance at the Population and Civil Registration Office of Bone Regency. Theoretical Framework: The investigation is anchored in the paradigm that Relationship Quality—characterized by trust, commitment, and satisfaction—plays a crucial role in enhancing both individual and organizational efficacy. The study theorizes that a robust relationship quality leads to improved job satisfaction, loyalty, and professional development, thereby influencing performance outcomes. Method: A qualitative descriptive methodology was employed, segregating the collected data into primary and secondary categories. Primary data were gathered through observations and interviews, while secondary data were compiled from intermediary sources such as written documents. The data underwent a rigorous process of reduction, display, and verification to ensure comprehensive analysis and authenticity. Results: The study concludes that the Population and Civil Registration Office of Bone Regency exhibits strong and productive working relationships, with high levels of trust, professionalism, and adaptability among employees. Despite the prevalence of high job satisfaction, the need for revisiting the compensation scheme was identified as a factor for further improvement. Conclusion: The research advocates for the advancement of trust, adaptability, and professionalism through continuous training and effective communication. It also suggests that implementing a compensation satisfaction survey and a performance-based incentive scheme will enhance employee dedication and performance, fostering sustainable organizational growth. Originality/Value: This study contributes to the existing literature by providing empirical insights into the significance of Relationship Quality in public sector organizations, particularly within the Population and Civil Registration Office of Bone Regency, which has scarcely been examined. The findings underscore the potential of strategic HR initiatives in bolstering organizational performance.

Job Satisfaction among Vocational High School Teachers by Demographics Factors In Educational Institutions

Objective: Job satisfaction is an essential factor that needs attention from leaders in educational institutions. If teachers in educational institutions have job satisfaction, this will impact their job performance. This study analyzes job satisfaction from demographic factors of age, gender, tenure, and marital status of vocational high school teachers in Surabaya. Method: This study used quantitative methods. This research was conducted in educational institutions, especially in vocational high schools. The subjects of this study used 160 vocational high school teachers in Surabaya. The sampling technique used convenience. The data analysis technique used an independent sample t-test. The results of this study indicate that there are differences in job satisfaction by demographic elements consisting of age, tenure, gender, and marital status. Results: The results of this study indicate that teachers who are more than 35 years of age have higher satisfaction, teachers who have more than five years of tenure have higher job satisfaction, female teachers have higher job satisfaction than male teachers, and married teachers have higher job satisfaction than unmarried teachers. Novelty: Previous research has studied the impact of job satisfaction, but to researchers' knowledge, more research is needed to study job satisfaction from demographic factors in vocational high school teachers. Therefore, this topic is interesting to study, considering that demographic factors are a point of view that is rarely used to study individual variables.

Pengaruh Kompensasi, Disiplin Kerja dan Lingkungan Kerja terhadap Kepuasan Kerja pada PT. Telkom Akses Semarang

The purpose of this study was to analyze the effect of compensation, work discipline and work environment on job satisfaction at PT Telkom Akses Semarang. The population in this study were all employees of PT Telkom Akses Semarang, totaling 73 people. Sample / respondents taken as many as 73 respondents, by measuring the census technique. The results showed that the compensation hypothesis test had a positive and significant effect on job satisfaction (t count = 3.225> t table = 1.671 with a significance figure = 0.002 < α = 0.05 (significant). Thus, the hypothesis (H1) that compensation has a positive effect on job satisfaction is proven. Work discipline has a positive and significant effect on job satisfaction (t count = 3.182> t table = 1.671 with a significance number = 0.002 < α = 0.05 (significant). Thus, the hypothesis (H2) that work discipline has a positive effect on job satisfaction is proven. The work environment has a positive and significant effect on job satisfaction (t count 5.645> t table = 1.671 with a significance number = 0.000 < α = 0.05 (significant). Thus, the hypothesis (H3) that the work environment has a positive effect on job satisfaction is proven. The regression coefficient β1 = 0.284 (positive sign) means that the greater the compensation received, the greater the job satisfaction. The regression coefficient β2 = 0.277, (positive sign) means that the more work discipline, the higher job satisfaction. Regression coefficient β3 = of 0.476 (positive sign) means that the more comfortable the work environment, the higher the job satisfaction at PT Telkom Access Semarang.

Perceived Job Satisfaction and its impact toward employee loyalty at new higher institution in the Sarawak Corridor Renewable Energy (SCORE) Region

Job satisfaction and employee loyalty are Human resource management concepts that significantly contribute to individual and organizational performance. Both job satisfaction and employee loyalty represents one of the most critical challenges faced by the managers in organization today when it comes to managing their employees. Employees are the most valuable resource for all organizations; the longer an employee works for a company the more valuable it becomes. The aim of the study was to examine the impact of job satisfaction on employee loyalty in case of higher education sector. Descriptive analysis, independent-samples t test and bivariate correlation were employed to analyze a sample of 129 employees from one new higher institution in the middle region of Sarawak. The empirical results showed that career development, reward and compensation, job security and workplace environment have positive significant relationship with job satisfaction and loyalty among the new employees at the private institution. We have also examined the interaction among job satisfaction and employee loyalty among different groups of employees. The analysis revealed that most of the new employees between 21- 30 years old (1 year working experience) have the highest job satisfaction and loyalty indices while workplace environment is the most important factor toward job satisfaction and loyalty among the employees. In this regard, the management of the institution should develop a long term human resource strategies in order to retain the young employees in the long term. This would ultimately contributing to the high performance and productivity of the institution in the future as well as economic and social development in Sarawak.

Analysis of the Data on School Principals in the TALIS 2018 Country Note Reports in the Context of the PISA 2018 Results

A vast amount of research has been conducted to investigate the effects and roles of educational leaders on school outcomes using data from international studies. To get a better understanding of the relationship between educational leaders and school outcomes, evaluating international studies together may offer more comprehensive suggestions for educational policies. The purpose of this paper was to examine the data on school principals in the TALIS 2018 country note reports in the context of the PISA 2018 results in order to have a broad perspective on the characteristics of school principals as educational leaders. A document analysis was performed on data derived from the TALIS 2018 country note reports of eight OECD countries and Türkiye, and the collected data was subjected to descriptive analysis. At the end of the data analysis, it was revealed that countries that had high success in the PISA results generally had positive values in the TALIS results. It was shown that school principals in the countries ranked high in the PISA have generally more work experience as principals and are more satisfied with their salaries. In addition, their participation in training programs or courses on school management and professional development activities is high. The present study also confirmed previous research, indicating that individuals who have high job satisfaction show high success, thereby ranking high in the PISA results in the context of this study. Our findings indicated that school principals should be encouraged to participate in training to support their professional development.

Job demand and job resource factors explaining stress and job satisfaction among home care nurses – a mixed-methods sequential explanatory study

BackgroundIncreasing home care has been seen as a way to respond to the growing care needs of the aging population. To secure a sufficient number of nurses to provide home care, it is essential to identify and take into account the factors related to their well-being and job satisfaction. This study examined associations of both objective and subjective job demands and resources with stress and job satisfaction among nurses working in home care.MethodsThis study used a mixed-methods sequential explanatory design. First, quantitative data was collected with a survey, followed by a qualitative survey with open-ended questions. Linear regression analyses and qualitative content analysis with an inductive approach were used to analyze the quantitative and qualitative data, respectively. Joint display in a form of a table was used to integrate the results.ResultsOf the objectively measured job demands and resources, higher proportion of direct care time and higher number of interruptions were associated with higher stress in the fully adjusted models. Of the subjective measures, higher time pressure, role conflicts and disruptions were associated with higher stress. Higher time pressure, role conflicts, and disruptions in the workday were associated with lower job satisfaction, whereas higher care continuity and having more autonomy were associated with higher job satisfaction. The results of the qualitative study, in which the nurses described their experiences of their working week, partly explained and confirmed the results of the quantitative study but were also contradictory in some respects.ConclusionsMany demands, both subjectively experienced and objectively measured in terms of work organization, may undermine home care nurses’ well-being and enjoyment at work. A severe nursing shortage combined with a growing number of clients is the reality of home care, significantly increasing the risk of burnout and turnover among employees. Strategies must be developed urgently to ensure sufficient personnel in home care. For example, investments should be made in opportunities for autonomous planning of work, and promotion of good cooperation and functionality of work teams.

Does Emotional Labor Trigger Turnover Intention? The Moderating Effect of Fear of COVID-19

Turnover is a costly and time-consuming expense, especially for service industry businesses. To date, little is known about whether and how emotional labor may activate employee turnover intention in the service industry. In order to solve the above problems and fill the gaps, this study aimed to verify how emotional labor can trigger turnover intention during the COVID-19 pandemic. Based on job characteristics theory and job demands–resources theory, this study examined whether emotional display rules and emotional labor strategies affect turnover intention brought on by emotional exhaustion and job dissatisfaction, with fear of COVID-19 as a moderator. After testing our hypotheses using a sample of 623 individuals from China’s service industry, this study found that emotional display rules (positive and negative display rules) are significantly related to emotional labor strategies (deep acting, expression of naturally felt emotions, and surface acting). In particular, positive display rules have a positive impact on deep acting and the expression of naturally felt emotions and are more closely related to the expression of naturally felt emotions. Negative display rules negatively affect surface acting. Moreover, emotional labor strategies correlate significantly with emotional exhaustion, job satisfaction/dissatisfaction, and subsequent turnover intention. Thus, deep acting and the expression of naturally felt emotions are related to low emotional exhaustion and high job satisfaction, while surface acting is related to high emotional exhaustion and low job satisfaction. Emotional exhaustion has a negative effect on job satisfaction and a positive effect on turnover intention. Job satisfaction significantly weakens turnover intention. In addition, fear of COVID-19 has a moderating effect on the relationship between job satisfaction and turnover intention. The group with a high fear of COVID-19 has higher turnover intention even in job satisfaction situations than the group with a low fear of COVID-19. This work advances emotional labor research by combining two dimensions of emotional display rules and three dimensions of emotional labor strategies into a framework, investigating the mechanism through which emotional labor influences turnover intention, and revealing the moderating effect of fear of COVID-19 in the process.

The Relationship Of Quality Management Supervision To Job Satisfaction Of Inpatient Nurses In Hospital "Ah"

Job satisfaction is the general attitude of an individual person towards the work he does. Someone with a high level of job satisfaction shows a positive attitude towards their job, while someone who is dissatisfied with their job shows a negative attitude towards their job. High job satisfaction is a sign that the organization has carried out effective behavior management. Supervisory Management or Supervision Management is the process carried out by the supervision executor in supervising and directing, and striving to foster and improve the ability of the supervised party in order to carry out the tasks that have been given efficiently and effectively. The quality of supervision and good supervisors significantly and positively affects job satisfaction, the quality of supervisors greatly determines high job satisfaction. Research Objective: want to know whether there is a relationship between the quality of supervision management by supervisors with nurse satisfaction in hospital "AH". Method: quantitative research using cross sectional approach method. Data collection techniques are carried out by collecting primary data, namely by using questionnaires given through Google Form to respondents. Research Results: there is a significant relationship between the quality of supervision management and the job satisfaction of nurses at Hospital "AH" Conclusion: The better the quality of supervision management, the higher the level of job satisfaction of nurses at Hospital "AH". Suggestions: make a strategy plan for improving the quality of supervision management, selection of supervisors and training supervisors

The Impact of Job Satisfaction on Job Performance of Generation Z Employees in DKI Jakarta After the COVID-19 Pandemic

The COVID-19 pandemic has had a wide impact on the psychological condition and well-being of employees. This is pertinent, especially to Generation Z employees, as the second largest generation in Jakarta. Conditions during the pandemic resulted in a host of problems for Generation Z employees, which will lead to a fall in their job performance. In the”happy worker hypothesis”, job performance is directly influenced by job satisfaction. Therefore, this study aimed to explore the influence of job satisfaction on the job performance of Generation Z employees after the COVID-19 pandemic. The study used a causal associative model. The sampling technique used was purposive sampling with several criteria that needed to be fulfilled, which finally resulted in 389 respondents. This study used two psychological instruments: the Minnesota Satisfaction Questionnaire (MSQ) developed by Weiss et al. (1967) to measure job satisfaction and the Individual Work Performance Questionnaire (IWPQ) developed by Koopmans (2014) to measure job performance. The hypothesis test used was a simple linear analysis. The results discovered that job satisfaction affects job performance significantly and positively. This means that higher job satisfaction is followed by an increase in job performance in Generation Z employees after the COVID-19 pandemic (t = 0.684; p=0.000<0.05; R2=0.504). Job satisfaction had a 50.4% influence on job performance.
 Keywords: Job satisfaction, Job performance, generation z

Why Medical Students Pursue Radiology: A Current Longitudinal Survey on Motivations and Controversial Issues in Radiology

Radiology is an increasingly competitive specialty. Various current factors influence medical students' decision to pursue a radiology career, including artificial intelligence (AI), remote reading, and COVID-19. This study seeks to determine the decision-making factors of all alumni from our medical school who matched into a radiology residency, and to gather opinions on emerging radiology topics. A survey querying decision-making factors and opinions on current radiology topics was distributed to all alumni from our medical school (first graduating class in 2011) who previously matched into a diagnostic or interventional radiology residency program (n=57). Wilcoxon Rank-Sum and Fisher's Exact tests were used to determine statistical significance. Forty-three of fifty-seven responses were received (75% response rate). The most influential factor that sparked respondents' interest in radiology was a radiology elective (25/43, 58%). Students who will finish radiology training in 2023 or later were more likely to be influenced by a mentor (15/23, 65%) than those who finished radiology training before 2023 (5/20, 25%) (p=0.04). Respondents reported a 1.6/5 concern about AI negatively impacting their future career in radiology. There was 1.7/5 concern about performing radiology procedures on patients during the COVID-19 pandemic. Respondents predicted that remote reading would have a 3.2/5 positive impact on helping them achieve their preferred lifestyle. Job satisfaction among attending radiologists is rated at 4.3/5. Radiology electives had the greatest influence in piquing students' interest in radiology, while mentorship is assuming increasing influence. AI is perceived as a relatively minimal threat to negatively impact radiologists' jobs. Respondents had little concern about performing radiology procedures during the COVID-19 pandemic. Remote reading is viewed as having a moderately positive impact on lifestyle. Responding radiologists enjoy notably high job satisfaction.

Going to the office - What’s in it for the dog?

ABSTRACT Benefits and challenges of dogs being present at the office were analyzed from three perspectives: the company view, the dog owner (employee) and the dog view. For companies, office dogs may serve as a branding symbol, leading to higher employee satisfaction and productivity, increased stress resilience and fewer turnover intentions. Yet, companies need to apply pet policies, risk management strategies and mitigate nuisance such as barking, loose fur or excrement. Additional breaks to walk the dogs are required and other employees or customers may be irritated. Employees take advantage of stress reduction, social support, higher job satisfaction, not having to leave their animal at home. Still, an office dog is an added responsibility in terms well-being, safety, distraction from work and emotional involvement. Although the animal perspective has not yet been scientifically addressed, we propose potential benefits such as less separation distress by having the owner nearby, higher social engagement and additional walks during breaks. Challenges for dogs may involve unwanted attention, aversive environmental stimulation, being restrained via leash or crate, irritation caused by conspecifics, emotional contagion or individual requirements.

Associations Between Public Service Motivation, Depression and Anxiety Among Firefighters: A Chain Mediation Model of Employee Resilience and Job Satisfaction

Abstract The Chinese firefighting system has been transferred from military soldiers to professional civil servants since the 2018 institutional reform, and they have become a critical component of the newly established Department of Emergency Management. Studies on firefighters in China are limited, and this study can contribute to our understanding of the mental health and influencing mechanisms of emergency management workforces like firefighters, particularly in the context of institutional reform and a shortage of disaster workforce worldwide. This study investigates the associations between public service motivation (PSM), employee resilience, job satisfaction, depression and anxiety (DA) in firefighters. A questionnaire survey of 776 firefighters from two provinces, one from the north and the other from the south, was conducted. Chain-mediated regression models were used to analyze the associations. The results demonstrate that firefighters with more PSM have significantly lower depression and anxiety (beta = −0.215, p < 0.001), higher degrees of employee resilience (beta = 0.946), and job satisfaction (beta = 0.633). Employee resilience and job satisfaction mediated the relationship between PSM and DA. Three indirect pathways were detected. First, a higher PSM is associated with higher employee resilience and lower DA. Second, a higher PSM is correlated with higher job satisfaction and lower DA. Third, the coefficients between PSM, employee resilience, job satisfaction, depression and anxiety are statistically significant. This paper provides a valuable contribution to the knowledge of human resource management and the well-being of the emergency management workforce.

Exploring New Graduate Nurses' Perceptions of Factors Influencing Job Satisfaction and Resignation Ideation During COVID-19.

Using an observational design, new graduate nurses' perceptions of job satisfaction and resignation ideation during COVID-19 were explored. Higher job satisfaction was associated with higher self-confidence, lower stress, and working in first choice of unit. A higher likelihood of resignation ideation was associated with coworker incivility, higher stress, and not working in first choice unit. New graduate nurses need support from nursing professional development practitioners for challenges faced throughout the transition-to-practice year.

The Role of Job Satisfaction to Reduce Nurse Turnover Intention: A Systematic Review

Introduction: Job satisfaction is a condition in which a person feels positive about the job and its characteristics. The conditions are synonymous with satisfying, happy, and grateful. A person with high job satisfaction tends to stay longer in the organization and supports the organization. The purpose of systematic review aims to search published articles on job satisfaction among nurses. Methods: This study applied a systematic review. Literature was searched in three databases namely PubMed, Science Direct, and Semantic Scholar with keywords “job satisfaction”, "turnover intention”, “intent to stay”, and “nurse”. Search strategies focused on the published article from January 2018 to December 2022. Results: Fifteen (15) articles were analyzed. The finding revealed job satisfaction significantly reduced turnover intention in nurses. The role of job satisfaction in reducing turnover intention at nurses can be done directly or as a mediating factor. Job satisfaction has a fully mediating role in reducing turnover intention in nurses. Job security, self-seeking, unappreciativeness, negative state of mind, relational coordination, workload, burnout, and work environment are variables that mediated job satisfaction. Meanwhile, job burnout, job organizational, affective and normative commitment have a role as a mediator between job satisfaction and turnover intention in nurses. Conclusions: The current findings underline the urgency of establishing and maintaining supportive and conducive working environment. Nursing management in the clinical setting has a responsibility to create a sustain work setting that in line with the organization goals and professional development.

Pengaruh Kompetensi Sosial dan Kompetensi Pisikologi terhadap Kinerja Karyawan pada Perusahaan PT BPRS Gubu Prima

This study aims to analyze the effect of social competence and psychological competence on employee performance at PT BPRS Gubu Prima. Social competence includes employees' ability to interact and cooperate with others, while psychological competence involves factors such as motivation, job satisfaction, and employee involvement in their work. The research method used was a survey using a questionnaire distributed to employees of PT BPRS Gubu Prima. The sample of this study consisted of 100 randomly selected employees. The collected data were analyzed using regression analysis to determine the relationship between social competence and psychological competence with employee performance. The results showed that both independent variables, namely social competence and psychological competence, have a significant influence on employee performance at PT BPRS Gubu Prima. Good social competence allows employees to communicate effectively and work together in teams, which in turn improves their performance. Meanwhile, high psychological competencies, such as strong motivation and high job satisfaction, are also positively related to employee performance.

For freedom or income? Depression among independent self-employed individuals and the mediating mechanisms: empirical evidence from China

Independent self-employment (ISE) has a crucial impact on new job creation as well as sustainable and inclusive growth. However, the findings on depression status among self-employed individuals are mixed owing to the lack of targeted classifications or the use of different classification criteria. This study investigated the association between depression and ISE, and conducted a categorical comparison of ISE. Using logit models, the study employed data from the 2018 China Labor-force Dynamics Survey (CLDS) (N = 10,758) to explore differences in depression status between individuals with ISE and those with non-ISE individuals and employees. Further, intellectual and physical ISE were distinguished. This study tested the mediating roles of job freedom and income. ISE individuals were significantly less likely to experience depression than non-ISE individuals and employees. The odds ratio (OR) of ISE with depression was 0.828 times that of non-ISE individuals and employees. The OR of intellectual ISE with depression was 0.717 times that of non-ISE individuals and employees. The regression results of depression in relation to physical ISE were not significant. A mechanism analysis showed that income (rather than work freedom) reduced the risk of depression among intellectually ISE individuals. Significantly different risk levels of depression were found between ISE individuals, and non-ISE individuals and employees in China, particularly between intellectually ISE individuals, and non-ISE individuals and employees. Moreover, the mediating role of income was identified, contradicting prior knowledge that a high degree of work freedom is what leads to high happiness and job satisfaction in self-employment.

Spiritual care competence, moral distress and job satisfaction among Iranian oncology nurses.

Nurses have a crucial role in identifying spiritual needs and providing spiritual care to patients living with cancer. This study evaluated Iranian oncology nurses' spiritual care competence and its relationship with job satisfaction and moral distress. This cross-sectional study was conducted on 280 Iranian oncology nurses in 2020 using four questionnaires: demographic questionnaires, the Spiritual Care Competence Questionnaire (SCCQ), the Minnesota Job Satisfaction Questionnaire (MSQ) and the nurses' Moral Distress Questionnaire (MDS-R). The mean scores indicated a medium to high Spiritual Care Competence (SCC), mild to moderate moral distress and high job satisfaction. There was a positive correlation between SCC and external job satisfaction (r=184, p<0.05) and a negative correlation between SCC and moral distress (r=-0.356, p<0.05). SCC diminishes with decreasing external job satisfaction and increasing moral distress. To improve the SCC of nurses working with patients living with cancer, it is recommended that nursing managers and policymakers revise the organisational policies to tackle the obstacles and consider the related factors to provide an ethical climate, implement quality spiritual care and increase job satisfaction.

Discovering harmony: unravelling the work-life balance of hotel employees in Oman: an explorative study of luxury hotels in Muscat

Purpose- The main aim of this study is to analyse the work-life balance initiatives practised in Muscat hotels. The study also aims to examine the influence of work-life balance initiatives on employee career development and retention. Methodology- As the objective of this study was to assess and quantify several factors to provide findings, quantitative research was used. A descriptive research design was employed to collect extensive data by thoroughly detailing the topic or testing hypotheses. The sampling technique used in this study was purposeful sampling, with hotel employees in Muscat serving as the major target group. Responses from 164 individuals were gathered for the study using a questionnaire. Findings- Flexible Working Hours (4.27) was the work-life balance practise used in hotels to assist employees in finding a balance between work and family life. Career breaks (4.35) have the highest mean rating for work-life balance practises that motivate employees to stay with their employers. The results show that there is a positive and significant relationship between work-life balance and employees’ career development, with a Pearson's r value of 0.451 and a p-value of 0.000 &lt; 0.01. Further, the Pearson’s r correlation shows that work-life balance and employee retention are positively and significantly correlated, with the obtained Pearson's r value of 0.634 and a p-value of 0.000 &lt; 0.01. Conclusion- The results of this research indicate that hotels that promote work-life balance will reap benefits such as higher job satisfaction, lower turnover rates, possibilities for career advancement, better morale, and higher organisational productivity. Keywords: Work-life balance, luxury hotels, employees, career breaks, work-life balance initiatives JEL Codes: N30, J53, M54

Job satisfaction among board-certified pharmacists in Virginia

BackgroundBoard certification has been associated with job satisfaction. Identifying factors influencing board-certified pharmacists’ job satisfaction can assist employers in recruitment and retention. ObjectivesTo identify factors associated with job satisfaction among board-certified pharmacists in Virginia. MethodsThis cross-sectional study utilized data from the 2018 Virginia Pharmacy Workforce Survey and included pharmacists who held an active license in Virginia, were employed within the last year, and held any Board of Pharmacy Specialties certification. Descriptive statistics were used to summarize the data, and bivariate analyses compared job satisfaction across demographics and practice characteristics. Multivariable logistic regression identified factors associated with job satisfaction. ResultsOf 15,424 licensed pharmacists, 13,962 completed the survey (90.5%), while 1,284 (9.2%) met the inclusion criteria. Respondents were primarily female (69.4%) with a mean (SD) of 10.5 (9.6) years of work experience. Pharmacists predominantly held one full-time position (81.5%), earned an annual income between $100,000-$149,999 (77.0%), and worked in inpatient health systems (43.9%). Most board-certified pharmacists (93.7%) reported being very/somewhat satisfied with their current job. Job satisfaction was associated with work setting, primary hours worked per week, and paid sick leave benefits in bivariate analyses. In the multivariable logistic regression model, pharmacists working 30-49 versus ≥50 h/wk in their primary job (aOR= 2.91, 95% CI 1.63, 5.20), earning ≥$150,000 versus $100,000-$149,999 (aOR=4.60, 95% CI 1.21, 17.46), and with paid sick leave benefits (aOR= 1.92, 95% CI 1.19, 3.10) were more likely to report higher job satisfaction. Additionally, working in academia (aOR= 5.36, 95% CI 1.45, 19.85), inpatient health system (aOR= 3.13, 95% CI 1.41, 6.94), and outpatient health system (aOR= 4.07, 95% CI 1.33, 12.51) were associated with job satisfaction. ConclusionBoard-certified pharmacists in Virginia reported high job satisfaction. Primary hours worked per week, income, paid sick leave, and work setting were positively associated with job satisfaction.

Measuring Nurses’ Satisfaction in Primary Health Care Centers at Khartoum, Sudan

Background: The primary healthcare sector has experienced significant growth globally, and the nursing workforce has also expanded in recent decades in response to health system reforms. This study aims to assess job satisfaction among primary healthcare nurses in Khartoum, Sudan. Methods: This descriptive cross-sectional study was conducted in 10 primary healthcare centers on 50 nurses who were selected using simple random sampling. Data were collected using an online questionnaire and it was analyzed using SPSS. Results: The findings of this study indicate that the job satisfaction level among nurses working at primary healthcare centers in Khartoum was high (4.4/5). Most nurses reported high satisfaction with all items including protocols, salary, environment, and relationships. The study also found a significant correlation between nurses’ sex and experience with their level of job satisfaction. Female nurses reported significantly higher job satisfaction (4.4/5) compared to male nurses (3.6/5), (p-value = 0.04). Additionally, nurses with fewer years of experience reported significantly higher job satisfaction compared to those with more years of experience (p-value = 0.03). Conclusion: The study concludes that nurses working at primary healthcare centers in Khartoum have high job satisfaction, particularly regarding the working environment, salary, relationships, and availability of guidelines. Female nurses and those with less experience have significantly higher job satisfaction.