Higher Levels Of Career Satisfaction Research Articles

Who becomes a teacher and why?

AbstractThis paper reports on a comprehensive review of international evidence, synthesising the findings of some of the strongest empirical work on the main factors influencing people's decisions to be teachers or not. Four search engines, including Google and Google Scholar and five electronic databases identified 517 studies of which 212 were included in this narrative synthesis. These studies highlighted three main motivating factors: intrinsic, altruistic and extrinsic, although the order of the ranking varies with subjects, phase of education and gender of teachers. In general, these studies reported that women are more likely to report being motivated by intrinsic and altruistic reasons, while men are more likely to cite extrinsic reasons. Across all cultures, men are reported to be more strongly influenced by social norms and expectations and were less likely to choose primary and early years teaching. Women are also more likely to experience higher levels of career satisfaction and less social dissuasion than men. Research on motivation to teach is also often focused only on those who have already made the decision to teach. Therefore, policies based on these studies might only be attracting those who are already persuaded. This paper argues that to improve recruitment of under‐represented groups (e.g., males and STEM subject graduates), attention should instead be on those who might otherwise have gone into teaching, but have not. For this group, the review found that it is the status of the profession, the working environment and salary over the long term that are important. Context and implicationsRationale for the studyThe widespread shortage of teachers is a global concern. There are particular challenges in attracting and retaining men, STEM subject teachers and ethnic minority groups to teaching. There is currently no systematic synthesis of international evidence on how to get under‐represented groups into teaching.Why the findings matterOur findings matter because recruitment and retention of teachers is a pressing issue facing many countries. Our review considers a much more comprehensive range of factors than previous research. We weight the strength of evidence of each study so that policies to address shortages of under‐represented groups are based on the strongest evidence.Implications for policy makersOur review found that the strongest determinants of who go into teaching or not are the individuals' sociological background and choice of subject at school. Therefore, policies to attract more into teaching should focus on those who are still in school. For men and STEM subject graduates, extrinsic factors (status, prestige and working conditions) matter. Therefore, policies to recruit under‐represented groups should focus on these factors. Most previous research on this topic excludes non‐teachers, resulting in misleading results. This has implications for future research and government policies. Policies to attract people into teaching should consider the career drivers of those who might have otherwise gone into teaching, but did not.

주재원의 심리적 계약 내용과 계약 위반 사건의 원인에 대한 질적연구

Drawing on psychological contract theory, this qualitative study aims to identify Korean expatriates’ psychological contract contents and investigate the main causes of their psychological contract breach(PCB). Findings from the in-depth individual interviews with 14 expatriates and repatriates show the followings. First, Korean expatriates’ psychological contract contents include 7 categories: compensation, benefits, living support, family-oriented support, performance management, career management, and work support. Compared with Korean whitecollar workers’ psychological contracts, those of Korean expatriates feature detailed compensation and benefits contents, broader contract coverage, and longer contract duration. Second, the majority of expatriates’ PCBs come from obligation incongruence, which shows a high possibility that expatriates and employers have different understandings of their mutual obligations and implicit expectations. Third, All PCBs do not necessarily lead to strong negative emotions such as a feeling of betrayal, or psychological contract violation. Instead, the contextual factors and expatriates’ interpretation of PCBs are critical to evaluating contracts’ fulfillment. Fourth, a few expatriates who are merely experienced PCBs have several features: a high understanding of the international assignment, a high level of career satisfaction from host country experiences, and perceived organizational support. This research advances the psychological contract theory by enhancing an understanding of Korean expatriates’ psychological contract contents, complementing a mechanism to explain the negative effects of expatriates’ PCB, and highlighting areas in need of future research that help a more complete understanding of expatriate performance and management.

Does Adherence to the ASCA National Model Predict Job Satisfaction Among School Counselors?

<p>The purpose of this quantitative study was to examine the relationship between the services regularly offered by school counselors and their level of job satisfaction. The School Activity Rating Scale, the Job in General Scale, and a demographic questionnaire were implemented. Descriptive statistics described participant's demographic data and determine how school counselors rate their level of job satisfaction. Results indicated that school counselors reported an overall high level of career satisfaction. Inferential statistics determined whether adherence to the ASCA National Model predicts job satisfaction. Results showed a statistically significant difference existed between school counseling activities and job satisfaction.</p>

Does Adherence to the ASCA National Model Predict Job Satisfaction Among School Counselors?

<p>The purpose of this quantitative study was to examine the relationship between the services regularly offered by school counselors and their level of job satisfaction. The School Activity Rating Scale, the Job in General Scale, and a demographic questionnaire were implemented. Descriptive statistics described participant's demographic data and determine how school counselors rate their level of job satisfaction. Results indicated that school counselors reported an overall high level of career satisfaction. Inferential statistics determined whether adherence to the ASCA National Model predicts job satisfaction. Results showed a statistically significant difference existed between school counseling activities and job satisfaction.</p>

Update: Diversity and Practice Patterns of International Craniomaxillofacial Surgeons.

The authors' group characterized the cranio-maxillo-facial workforce 10 years ago, revealing high levels of career satisfaction but significant gender disparity. This study provides an updated profile of the international cranio-maxillo-facial workforce. A 30-question electronic survey was distributed to 387 cranio-maxillo-facial surgeons with membership in the American Society of Craniofacial Surgeons, American Society of Maxillofacial Surgeons, and international Society of Craniofacial Surgery. Questions related to demographics, training background, practice setting, surgical volume, career satisfaction, and perceived discrimination. Independent samples t test was used to compare continuous variables. The authors received 91 responses (response rate = 23.5%). The majority of respondents were White (n = 73, 80.2%), non-Hispanic (n = 85, 93.4%), heterosexual (n = 72, 79.1%), cisgender males (n = 74, 81.3%). Practice setting was primarily academic, 65.9% (n = 60) and group/hospital-based 88.3% (n = 68), with two-thirds of respondents practicing in the United States. Female surgeons reported earlier planned retirement (66 versus 70 years, P = 0.012) and more personal encounters with discrimination of any kind (69% versus 29%, P = 0.033). US craniofacial surgeons reported more racial and sexual orientation-based discrimination compared with non-US surgeons ( P = 0.049 and P = 0.048, respectively). Older surgeons (>55 years old) reported less perceived gender discrimination ( P = 0.041). There was no difference between subgroups in career satisfaction or likelihood of repeating/recommending a cranio-maxillo-facial fellowship. Female representation in cranio-maxillo-facial surgery on an international scale has increased over the past decade, but this study demonstrates persistent, disparate perception of workplace discrimination by gender, practice region, and age.

Factors Influencing Career Decisions and Satisfaction Among Newly Practicing Ophthalmologists

To describe the career choices of newly practicing ophthalmologists and explore factors influencing career decisions and satisfaction. A cross-sectional study was conducted using data from an electronic survey of ophthalmologists who completed training within the prior 5 years. The survey included questions about demographic information, medical education, current practice, factors affecting career choices, and career satisfaction. Statistical comparisons were made based on gender, type of practice, subspecialty training, and practice area. Surveys were completed by 696 (32%) newly practicing ophthalmologists, including 276 (40%) women, 179 (29%) academicians, and 465 (67%) subspecialists. A higher proportion of female respondents entered academics than male respondents (36% vs 26%, P=.009). Female and male respondents pursued fellowship training with similar frequency (64% vs 68%, P=.32), but men were more likely to seek vitreoretinal fellowships (30% vs 11%, P < .001) and women were more likely to undertake fellowships in pediatric ophthalmology (21% vs 8%, P < .001), uveitis (10% vs 2%, P=.002), and neuro-ophthalmology (6% vs 2%, P=.042). A total of 514 (83%) respondents reported being happy with work life. The career choices of newly practicing ophthalmologists differ based on gender, type of practice, subspecialty training, and practice area. Many factors affect career decisions, and they have varying influence on subgroups within ophthalmology. Ophthalmologists have high levels of career satisfaction. This information may prove useful when developing workforce strategies to meet future eye care needs. NOTE: Publication of this article is sponsored by the American Ophthalmological Society.

Professional and Personal Development After Psychoanalytic Training: Interviews with Early Career Analysts.

After analytic training, graduates position their newly acquired identity as "psychoanalyst" in the context of their broader career, contemplating whether to start new analytic cases, adapting their new knowledge base to psychotherapy practice, and deciding how to focus their professional and personal interests going forward. Using questionnaires and interviews, the Columbia Postgraduate Analytic Practice Study (CPAPS) has prospectively tracked the career trajectory of 69 of 76 graduates (91%) from the Columbia University Center for Psychoanalytic Training and Research since 2003. In this paper grounded theory is used to identify developmental themes in interviews with analysts who have been followed for at least ten years. Recent graduates are negotiating the following challenges: developing a sense of competence, navigating relationships with colleagues and former supervisors as situations change and roles shift, transitioning into becoming mentors, and balancing the competing responsibilities of professional and personal life. Disillusionment about aspects of training, analytic practice, analysis as a treatment, institute politics, and the field in general emerges as a stark reality, despite a high level of career satisfaction. Educational recommendations include making career development opportunities available and providing a realistic view of both practice realities and expectations of analytic treatment outcome.

Burnout Among United States Orthopaedic Surgery Residents

There is growing interest in the problem of burnout among physicians. Here, we examine the factors associated with burnout in orthopedic surgical training. An Internet-based anonymous survey assessing workload, work-life balance, education, and resident-specific factors such as marital status and postgraduate year was developed. The survey was distributed to United States orthopedic surgery residency directors in September 2018, and program directors were asked to forward the survey to their trainees. Multivariable analysis assessed correlations with burnout. All 161 Accreditation Council for Graduate Medical Education (ACGME)-accredited United States orthopedic surgery residency programs. Two hundred and three United States orthopedic surgery residents. Thirty-eight percent of respondents reported symptoms of burnout. Even so, the vast majority did not regret choosing a medical career (95%) or their choice of residency program (90%). Greater than half of trainees who responded reported educational debt over $200,000. Thirteen percent reported receiving verbal abuse from faculty more than rarely. On multivariable analysis, 3 factors emerged that were associated with higher burnout: working more than 80 hours per week (odds ratio [OR] 2.8; range, 1.1-7.8), use of electronic medical record more than 20 hours per week (OR 2.1; range 1.0-4.5), and receiving verbal abuse from faculty more than rarely (OR 3.7; range, 1.3-11.5). The perception of adequate nursing support was associated with lower burnout (OR 0.2; range, 0.04-0.5). More than one-third of orthopedic trainees are experiencing burnout, but most still maintain high levels of career satisfaction. The key factors strongly associated with resident burnout are modifiable. Targeted interventions related to these factors should be evaluated for their potential to reduce burnout in orthopedic surgery residents. Strategies to reduce the development of burnout have the potential to improve quality of care and decrease medical errors.

Career satisfaction of Polish physicians – evidence from a survey study

Abstract Background Understanding physician satisfaction and the factors associated are relevant for physicians, their patients and decision makers. We conducted the first national-wide study evaluating the satisfaction of Polish doctors using a multidimensional approach. The aims of this study were to: 1) measure the career satisfaction of physicians working in Polish hospitals, and 2) identify the factors associated with higher levels of career satisfaction. Methods A quantitative, on-line survey among 15 nation-wide distributed Polish hospitals (7 general, 5 specialists, and 3 university) was conducted between March and June 2018. A 17-item questionnaire was used to measure satisfaction on a scales from 1.00 to 6.00, as well as their personal, professional, performance, and inherent satisfaction levels. In total, 1.003 questionnaires were included in the study (response rate=38%). Unconditional associations and multivariable regressions models were used to evaluate associations between satisfaction levels and their demographic and work-related factors. Results The mean level of physician satisfaction was 4.10 (SD = 0.69). Almost 57% of the doctors reported being from “somewhat satisfied” to “very satisfied” with their careers; although, only 8.2% reported being satisfied or very satisfied with their career (≥5.00). Doctors reported high levels of inherent satisfaction (mean=4.4, SD = 0.66) and low levels of personal satisfaction (mean=3.78, SD = 0.98). Age and work experience were positively and significantly associated with satisfaction. Conclusions The satisfaction of Polish physicians is moderate. Doctors reported higher levels of satisfaction with their interactions with direct supervisor, other physicians, nurses, doctor-patient relationships and the lowest satisfaction with the salary and work-life balance. Gender, numbers of working hours/week; years of work experience and the stage of professional development were the factors associated with higher satisfaction. Key messages The satisfaction of physicians working in Polish hospitals is moderate. The current shortage of Polish physicians makes their satisfaction especially significant for motivation and retention. Physician satisfaction is an important indicator for managers. Attention regarding levels and factors affecting doctors’ satisfaction should be one of the key issues of health workforce management.

Career Satisfaction of Professional Women:

Women’s career development is seen to be complex, and more research is needed to gain more knowledge about the psychosocial factors that influence the career satisfaction of professional women. The current research explored the interplay between career adaptability and psychosocial career preoccupations to explain the variance in levels of career satisfaction. Data were collected from a random sample (N = 576) of professional women in scarce skills fields in the South African organisational context. Hierarchical moderated regression analysis indicated that individuals with high career adaptability and low career establishment and work/life adjustment preoccupations exhibited relatively higher levels of career satisfaction than those with high preoccupations. The study concluded that individuals’ career preoccupations negatively moderated the positive link between their career adaptability resources and career satisfaction. Career discussions should address the career development concerns of professional women in order to enhance their career satisfaction.

Career Satisfaction of Professional Women: The Interplay between Career Adaptability and Psychosocial Career Preoccupations

Women’s career development is seen to be complex, and more research is needed to gain more knowledge about the psychosocial factors that influence the career satisfaction of professional women. The current research explored the interplay between career adaptability and psychosocial career preoccupations to explain the variance in levels of career satisfaction. Data were collected from a random sample (N = 576) of professional women in scarce skills fields in the South African organisational context. Hierarchical moderated regression analysis indicated that individuals with high career adaptability and low career establishment and work/life adjustment preoccupations exhibited relatively higher levels of career satisfaction than those with high preoccupations. The study concluded that individuals’ career preoccupations negatively moderated the positive link between their career adaptability resources and career satisfaction. Career discussions should address the career development concerns of professional women in order to enhance their career satisfaction.

How do career adaptability and proactive career behaviours interrelate over time? An inter‐ and intraindividual investigation

Using and extending career construction theory (CCT), this study disentangled parallel and attenuating relationships between career adaptability and proactive career behaviours on both the interindividual and intraindividual levels. Using a large heterogeneous sample of working adults, univariate and bivariate latent growth curve analyses were conducted (three measurement points, 9‐month time span). On the one hand, career adaptability and proactive career behaviours showed positive relations of initial interindividual levels. Furthermore, intraindividual changes in career adaptability and proactive career behaviours were positively related, pointing towards a parallel development. On the other hand, as predicted, the initial level of career adaptability was negatively related to the slope of developmental trajectories of proactive career behaviours. In other words, because the average growth rate for proactive career behaviours was negative, this means that individuals with higher initial career adaptability showed stronger decreases in proactive career behaviours. Finally, only the intraindividual developments of career adaptability, but not of proactive career behaviours, positively predicted higher levels of career satisfaction. These findings point towards diverse developmental relationships between career adaptability and proactive career behaviours. Results are discussed against the background of CCT and successful career development.Practitioner Points Organizational and individual career management should account for diverse interdependencies of career adaptability and proactive career behaviour developments. Career counselling that fosters career adaptability goes along with proactive career behaviour enhancement, and vice versa, within the same clients. Higher levels of initial career adaptability accelerate the decrease in proactive career behaviours within the same persons. Career adaptability should be increased within clients and employees because this increase predicts higher levels of career satisfaction.

Professional Development Engagement and Career Satisfaction of Agriscience Teachers

Teachers should possess a set of professional commitments, which includes active participation in professional development that leads to student learning. The purpose of this study was to explore the relationship between professional development engagement and career satisfaction. This study used a quantitative descriptive correlational research design. A purposive stratified sample of states and a census of teachers in those states were used. The Tailored-Design Method, using multiple points of contact with various modes was used to collect data with minimal survey error. There was a response rate of 72.5% (n = 892). The mean score for the professional development engagement was 118.3 (SD = 13.4; n = 858) on a 150 point scale. Agriscience teachers participated in workshops at a higher rate than any other type of professional development. Levels of implementation varied among types of professional development. The mean score for career satisfaction was 19.9 (SD = 4.4; n = 878) on a 25 point scale. Professional development engagement and career satisfaction had a moderate positive correlation (r = .34). These findings showed a high level of participation in professional development, especially workshops and a high level of career satisfaction. Recommendations for practice and future inquiry are provided.

Satisfaction of Physicians Working in Polish Hospitals-A Cross-Sectional Study.

Physician satisfaction is a multidimensional concept associated with numerous factors. The objectives of the study were to evaluate the satisfaction of physicians practicing in hospitals in Poland and to identify factors associated with higher levels of satisfaction. A quantitative, cross-sectional survey of Polish hospitals was conducted between March and June 2018. All doctors working in the hospitals invited to the study were asked to fill in an online survey. Fifteen hospitals were included: seven general, five specialist, and three university ones. The total number of questionnaires analyzed was 1003. The questionnaire included 17 items to measure the level of satisfaction, classified into four dimensions: personal, professional, performance, and inherent. The statistical analyses included: assessment of association between levels of career satisfaction and basic demographic and work-related variables; and multivariable logistic regressions, conducted to determine which variables were associated with higher levels of career satisfaction. The mean level of career satisfaction, on a scale from 1 to 6, was 4.1 (SD = 0.69). Respondents reported high levels of inherent satisfaction: mean = 4.4 (SD = 0.66) and a low personal satisfaction: mean = 3.78 (SD = 0.98). 56.6% of respondents reported being satisfied, but only 8.2% reported a higher level of satisfaction (≥5). The satisfaction of Polish physicians is moderate. Gender, numbers of working hours/week, years of work experience, type of hospital, and stage of professional development were the identified factors associated with higher levels of career satisfaction.

The Impact of Occupational Stress on Job Satisfaction Among Kenyan Primary School Teachers

Teaching profession has been hit by high teacher turnover and attrition resulting in shortage of teachers in primary schools. The purpose of this study was to determine the impact of occupational stress on job satisfaction among primary school teachers in Nandi County, Kenya. The main objective was to find the relationship between occupational stress and job satisfaction. This study adopted the explanatory survey research design. The study targeted a total of 1652 primary school teachers. Simple random sampling technique was used to select a sample of 312 teachers. The main data collection instrument was a questionnaire for the teachers. The data collected was analysed through the use of SPSS by regressing and correlating occupational stress and job satisfaction in order to determine the strength of the relationship. The study results indicated that there was a positive relationship between occupational stress and job satisfaction (β = .527, p = .000). The coefficient of determination (R2 = .452) for the estimated model indicated that 45.2% of the deviations in occupational stress contribute towards job satisfaction among primary school teachers. A majority of the primary school teachers are dissatisfied with teaching and if given an opportunity would leave teaching for other professions. The study recommends that it is imperative of government and other stakeholders in education to ensure a high level of career satisfaction for highly qualified and experienced teachers.

Burnout, Moral Distress, Work–Life Balance, and Career Satisfaction among Hematopoietic Cell Transplantation Professionals

A projected shortage of hematopoietic cell transplantation (HCT) health professionals was identified as a major issue during the National Marrow Donor Program/Be The Match System Capacity Initiative. Work-related distress and work–life balance were noted to be potential barriers to recruitment/retention. This study examined these barriers and their association with career satisfaction across HCT disciplines. A cross-sectional, 90-item, web-based survey was administered to advanced practice providers, nurses, physicians, pharmacists, and social workers in 2015. Participants were recruited from membership lists of 6 professional groups. Burnout (measured with the Maslach Burnout Inventory subscales of emotional exhaustion and depersonalization) and moral distress (measured by Moral Distress Scale—Revised) were examined to identify work-related distress. Additional questions addressed demographics, work–life balance, and career satisfaction. Of 5759 HCT providers who received an individualized invitation to participate, 914 (16%) responded; 627 additional participants responded to an open link survey. Significant differences in demographic and practice characteristics existed across disciplines (P < .05). The prevalence of burnout differed across disciplines (P < .05) with an overall prevalence of 40%. Over one-half of pharmacists had burnout, whereas social workers had the lowest prevalence at less than one-third. Moral distress scores ranged from 0 to 336 and varied by discipline (P < .05); pharmacists had the highest mean score (62.9 ± 34.8) and social workers the lowest (42.7 ± 24.4). In multivariate and univariate analyses, variables contributing to burnout varied by discipline; however, moral distress was a significant contributing factor for all providers. Those with burnout were more likely to report inadequate work–life balance and a low level of career satisfaction; however, overall there was a high level of career satisfaction across disciplines. Burnout, moral distress, and inadequate work–life balance existed at a variable rate in all HCT disciplines, yet career satisfaction was high. These results suggest specific areas to address in the work environment for HCT health professionals, especially the need for relief of moral distress and a greater degree of personal time. As the creation of healthy work environments is increasingly emphasized to improve quality care and decrease costs, these findings should be used by HCT leadership to develop interventions that mitigate work-related distress and in turn foster recruitment and retention of HCT providers.

Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors?

This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job crafting behaviors even after controlling for proactive personality. Job crafting resulted in lower levels of physical and depressive symptoms and higher levels of career satisfaction and commitment. Together, these findings highlight the role of empowering leadership in encouraging and facilitating job crafting behaviors of employees, which in turn leads to subjective career success as well as physical and psychological well-being.

Career satisfaction and work-life balance of specialist orthodontists within the UK/ROI.

Objectives To investigate factors affecting career satisfaction and work-life balance in specialist orthodontists in the UK/ROI.Design and setting Prospective questionnaire-based study.Subjects and methods The questionnaire was sent to specialist orthodontists who were members of the British Orthodontic Society.Results Orthodontists reported high levels of career satisfaction (median score 90/100). Career satisfaction was significantly higher in those who exhibited: i) satisfaction with working hours; ii) satisfaction with the level of control over their working day; iii) ability to manage unexpected home events; and iv) confidence in how readily they managed patient expectations. The work-life balance score was lower than the career satisfaction score but the median score was 75/100. Work-life balance scores were significantly affected by the same four factors, but additionally were higher in those who worked part-time.Conclusions Orthodontists in this study were highly satisfied with their career and the majority responded that they would choose orthodontics again. Work-life balance scores were lower than career satisfaction scores but still relatively high. It is important for the profession to consider ways of maintaining, or improving, career satisfaction and work-life balance; including maintaining flexibility of working hours and ensuring that all clinicians have ready access to appropriate training courses throughout their careers (for example, management of patient expectations).

Pediatric Surgery: Job or Vocation?

AbstractPediatric surgery is a diverse specialty with unique challenges and high social importance. There is a wealth of opportunities for professional development and academic achievements in caring for children with complex and variable surgical conditions. Throughout time, surgical career pathways have exacted considerable demands for a multitude of skills and significant personal commitment, in which pediatric surgery is no exception. However, the rigors of the working environment are balanced by real opportunities for meaningful professional contributions and high levels of career satisfaction. This manuscript attempts to uncover the meaning of a career in pediatric surgery from several perspectives, with consideration of the roles of history, philosophy, research, and education in shaping the profession into the context of modern practice.

A qualitative study of work-life balance amongst specialist orthodontists in the United Kingdom.

To identify factors affecting work-life balance amongst male and female orthodontists in the UK. A qualitative interview-based study with a cross-sectional design. Specialist orthodontists working in specialist practice and the hospital service in the UK were selected by purposive sampling. In-depth semi-structured interviews were conducted with 18 orthodontic specialists. Interview transcripts were analyzed using Framework Analysis. Four main themes pertaining to work-life balance in orthodontics were identified: work factors affecting work-life balance, life factors affecting work-life balance, perception and effects of work-life balance and suggestions for managing work-life balance within the profession. There was substantial variation in the work-life balance of the orthodontists interviewed in this study; however the majority reported high levels of career satisfaction despite difficulties maintaining a good work-life balance. Whilst there were some clear distinctions in the factors affecting work-life balance between the hospital environment and specialist practice (including additional professional commitments and teaching/training-related issues), there were also a number of similarities. These included, the lack of flexibility in the working day, managing patient expectations, taking time off work at short notice and the ability to work part-time.