Important Predictor Of Job Satisfaction Research Articles

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

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

Factors Affecting Remote Workers' Job Satisfaction in Utah: An Exploratory Study.

With structural changes in work arrangements, employee retention becomes more important for organizational success. Guided by the Ability, Motivation, Opportunity (AMO) framework, this study investigated the factors affecting remote workers' job satisfaction and personal wellbeing in Utah. From a sample of n = 143 remote workers, the study used a correlational design to identify the significant predictors of job satisfaction and personal wellbeing. It mapped the relationships between significant predictors of job satisfaction and personal wellbeing and explored the role of human resources (HR) policies and organizational culture in a remote work environment. Results showed intrinsic motivation, affective commitment, opportunity, and amotivation affected employee job satisfaction, while self-efficacy, amotivation, and job satisfaction affected personal wellbeing. A structural equation model (SEM) showed that remote workers with higher levels of self-efficacy, lower amotivation, and higher job satisfaction were likely to have greater personal wellbeing compared to others. When exploring the role of HR, findings showed that HR bundles and organizational culture indirectly affected job satisfaction but had a direct effect on the most important predictors of job satisfaction and personal wellbeing. Overall, results demonstrated the interconnectivity of HR practices, AMO factors, job satisfaction, and personal wellbeing.

Modeling Job Satisfaction of Peruvian Basic Education Teachers Using Machine Learning Techniques

Teacher job satisfaction is an important aspect of academic performance, student retention, and teacher retention. We propose to determine the predictive model of job satisfaction of basic education teachers using machine learning techniques. The original data set consisted of 15,087 instances and 942 attributes from the national survey of teachers from public and private educational institutions of regular basic education (ENDO-2018) carried out by the Ministry of Education of Peru. We used the ANOVA F-test filter and the Chi-Square filter as feature selection techniques. In the modeling phase, the logistic regression algorithms, Gradient Boosting, Random Forest, XGBoost and Decision Trees-CART were used. Among the algorithms evaluated, XGBoost and Random Forest stand out, obtaining similar results in 4 of the 8 metrics evaluated, these are: balanced accuracy of 74%, sensitivity of 74%, F1-Score of 0.48 and negative predictive value of 0.94. However, in terms of the area under the ROC curve, XGBoost scores 0.83, while Random Forest scores 0.82. These algorithms also obtain the highest true-positive values (479 instances) and lowest false-negative values (168 instances) in the confusion matrix. Economic income, satisfaction with life, self-esteem, teaching activity, relationship with the director, perception of living conditions, family relationships; health problems related to depression and satisfaction with the relationship with colleagues turned out to be the most important predictors of job satisfaction in basic education teachers.

Predictors of job satisfaction among German teachers during the SARS-CoV-2 pandemic

Abstract Background To contribute the containment of the infections during the SARS-COV-2 pandemic, changes in working conditions occurred worldwide. In the school context, teaching was changed several times to distance learning and teachers were forced to work from home. This increasing spatial separation between work and private life increased the potential for conflicts. Based on the theoretical assumption that stressors worsen job satisfaction and resources increase satisfaction, the aim of our study was to identify the predictors of teachers’ job satisfaction during the pandemic. The focus on job satisfaction is interesting because the concept is often related to health-related aspects from a public health perspective. Methods A nationwide cross-sectional survey was conducted among German teachers in March 2021. After data cleaning, 31,089 participants were included in the analyses. The survey consisted of established instruments (e.g., COPSOQ) and self-developed items if necessary. A multiple linear regression was performed to predict teachers’ job satisfaction by stepwise inclusion of sociodemographic, work-related and covid-specific variables. Results Overall, the regression revealed that especially work-related variables were strong predictors of job satisfaction. The analyses showed that higher levels of meaning of work, autonomy and predictability of work increased job satisfaction. In contrast, increased emotional stress, feelings of unfair treatment, and work-privacy conflicts deteriorated job satisfaction. Conclusions The present study identified important predictors of job satisfaction which may be used to derive specific recommendations for improving teachers’ job satisfaction during the SARS-CoV-2 pandemic. The relevance of job satisfaction for the scientific and public discourse becomes apparent because it was closely related to teachers’ somatic and mental health. Key messages • Teachers’ job satisfaction during the pandemic can be further improved by making appropriate adjustments, particularly in work-specific requirements. • Improving job satisfaction significantly contributes to promoting teachers’ health.

Economic Volatility Moderates the Relationship Between Social Impact at Work and Job Satisfaction

People derive satisfaction from working in jobs that enable them to make a positive impact in society, but often they forego financial rewards to pursue social impact at work. Drawing from theories that predict the prioritization of financial needs and values under financial volatility, we test whether macroeconomic volatility reduces the importance of social impact at work for job satisfaction while increasing the importance of pay. Using nationally representative data from 36 countries (N = 12,183), we find that social impact at work is a weaker predictor of job satisfaction in countries with higher economic volatility. In contrast, having a higher paying job is a stronger predictor of job satisfaction in countries with greater economic volatility. Differences in GDP across countries have similar moderating effects for social impact but not for high pay. These results are robust when controlling for occupation and country fixed effects and eight job characteristics measuring intrinsic, extrinsic, and relational factors. Our findings suggest that although social impact and financial rewards are both important predictors of job satisfaction, the strength of these relationships vary significantly and systematically across different economic and international contexts.

Influence of personal resources on job satisfaction. A study among professionals in the inpatient care of children and adolescents

IntroductionProfessionals in the inpatient care of burdened children and adolescents are confronted with high demands in their daily work. The job satisfaction can be affected negatively, if these professionals do not have the necessary resources to carry out their work.ObjectivesIn a study as part of the accompanying research of an online course called “Trauma informed Care”, the connection between the personal resources action competence, emotional competence, self-efficacy and self-care and job satisfaction were investigated on a sample of N = 543 professionals working in the (inpatient) care of children and adolescents.MethodsIn order to quantify the connections between the personal resources action competence, emotional competence, self-efficacy and self-care and job satisfaction, correlations and a multiple regression were calculated.ResultsModerate to strong correlations were identified between personal resources and job satisfaction among the professionals. The regression model revealed self-efficacy to be the most important predictor of job satisfaction. Self-care was also identified as an important predictor. Less importance could be ascribed to emotional competence. Action competence showed no effects in the regression model.ConclusionsThe results indicate the importance of personal resources for job satisfaction an their targeted promotion in order to increase job satisfaction and thus counteract the tendency of fluctuation and shortage of professionals in the area of child and youth welfare.DisclosureNo significant relationships.

Physiotherapists' job satisfaction according to employment situation: Findings from an online survey in Austria.

Background and PurposePhysiotherapists are commonly working in self‐employed, employed, or in combined employed and self‐employed work arrangements. This study aimed at examining aspects of job satisfaction and predictors of physiotherapists' overall job satisfaction across those three types of work arrangements.MethodsAustrian physiotherapists rated their overall job satisfaction as well as the importance and realisation of aspects of job satisfaction in a cross‐sectional online survey. Multiple linear regression was used to identify predictors of overall job satisfaction, and (for employed therapists only) predictors for planning to change the employer.ResultsThe sample consisted of 581 physiotherapists working in the public or private sector, of which, 342 were self‐employed, 100 employed, and 139 both employed and self‐employed. Physiotherapists generally indicated high job satisfaction with notable variations according to their work arrangements. Overall job satisfaction and the aspects of recognition and autonomy were higher in self‐employed therapists, when compared to the other two groups. In contrast, self‐employed therapists reported lower satisfaction with mentoring and peer support. Those who were both employed and self‐employed reported the highest gap between the importance and realisation of their work–life balance (r = −0.50, p < 0.001). Recognition was identified as the most important predictor of job satisfaction (ß = 0.52, p < 0.001) and intention to leave (ß = −0.54, p < 0.001) in employed physiotherapists.DiscussionThe analysis of job satisfaction according to work arrangements suggests several approaches to increase or maintain a high level of job satisfaction, which may be addressed by employers and physiotherapy professional organisations. For employed physiotherapists, practices that increase their recognition and autonomy seem to be promising, whereas self‐employed physiotherapists could benefit from enhanced opportunities for exchange and networking with colleagues. For those who are both employed and self‐employed, more flexible work schedules may be helpful to integrate the demands of private patients and employer workloads.

How does organizational sustainability foster public service motivation and job satisfaction? The mediating role of organizational support and societal impact potential

ABSTRACT Although the public management literature argues that public service motivation (PSM) is an important predictor of job satisfaction, insights on if and how public organizations can use management practices to impact this motivational mechanism are limited. Hence, the paper at hand examines, relying on value-based management and self-determination theory, how managerial attention for organizational sustainability could impact public service values internalization and job satisfaction. The results, based on data of 781 employees of 41 Flemish local governments, reveal that organizational sustainability is positively related to job satisfaction through the impact of perceived organizational support and societal impact potential on PSM.

The Influence of Personal Resources on Job Satisfaction Among Professionals in the Inpatient Care of Burdened Children and Adolescents

The Influence of Personal Resources on Job Satisfaction Among Professionals in the Inpatient Care of Burdened Children and Adolescents Professionals in the inpatient care of burdened and partially traumatized children and adolescents are confronted with high demands in their everyday work. If these professionals do not have the necessary resources to carry out their work, their job satisfaction can be affected negatively. In the present study, the connections between the personal resources action competence, emotional competence, self-efficacy and self-care and job satisfaction were investigated on a sample of N = 543 professionals working in the (inpatient) care of children and adolescents. The survey was conducted as part of the accompanying research of an online course called "Trauma informed Care". Correlations as well as a multiple regression were calculated for the connections between personal resources and job satisfaction. Moderate to strong correlations were identified between personal resources and job satisfaction. The regression model revealed self-efficacy, followed by self-care, to be the most important predictor of job satisfaction. Less importance could be ascribed to emotional competence as a predictor of job satisfaction. Action competence showed no effects in the model. The results indicate the importance of personal resources for job satisfaction. These should be promoted in a targeted manner to increase job satisfaction and thus counteract the tendency of fluctuation and shortage of professionals in the area of child and youth welfare and thereby ensuring high quality care of the vulnerable population.

Actually Getting Some Satisfaction on the Job: Need-Supply Fit of Fundamental Motives at Work.

The fit between employees’ needs and the opportunity to satisfy them in the workplace is an important predictor of job satisfaction. To make full use of this concept in career development, a fine-grained assessment of needs is necessary to allow for a straightforward interpretation. Fundamental motives provide a theoretically meaningful, self-contained framework of 16 fine-grained explicit motives, including, for instance, Social Acceptance, Curiosity, and Autonomy. Based on a series of response surface analyses in a German online sample of 723 working people, we examined the impact on job satisfaction of three different combinations of fundamental motives and their supply: exact congruence, an excess in the supply, and a shortage in the supply. For an excess in the supply, the results suggest that job satisfaction was highest for Social Acceptance, Status, Autonomy, Sex, and Retention. For a congruence of high motive levels and high supply levels, the levels of job satisfaction were highest for Curiosity, Idealism, and Social Participation. Concerning a shortage in the supply, low levels of job satisfaction were observed for Social Acceptance, Status, Sex, Retention, Curiosity, and Idealism. The results can be useful in coaching and career developments to provide information about potential sources of low job satisfaction and provide guidance to clients on how to enhance their job satisfaction.

Role of individual and organizational variables as predictors of job satisfaction among hotel employees

Job satisfaction is a key concept in the organizational literature, as satisfied employees allow organizations to achieve desired work-related outcomes. Nevertheless, more research is needed to understand what organizational and individual variables shape the job satisfaction of employees from the hospitality sector. This study assesses the role of organizational variables (perceived organizational support and organizational health) and individual variables (positive psychological capital and creative personality) as possible determinants of job satisfaction. A total of 504 hotel employees from the Algarve region, the main Portuguese tourism destination, participated in this study. Structural equation modeling with latent variables was used to evaluate the proposed model. Results showed that perceived organizational support was the most important predictor of job satisfaction, followed by organizational health. Organizational health also predicted positive psychological capital, which, in turn, was significantly associated with job satisfaction. These results have important practical implications for human resources management in the hospitality industry.

The Relationship between School Principals’ Leadership Behaviours and Teachers’ Job Satisfaction: A Systematic Review

This systematic review aims to investigate the relationship between school principals&amp;rsquo; leadership behaviours and teachers&amp;rsquo; job satisfaction. With this purpose, studies that focused on this relationship in the literature were examined. Twenty-seven studies found in different databases (i.e. ERIC, WOS, SCOPUS and ULAKBİM) were included in the analysis. These studies mostly focused on the relationships between school principals&amp;rsquo; transformational and interaction leadership behaviours and teachers&amp;rsquo; job satisfaction. Additionally, job satisfaction was also studied in relation to servant leadership, ethical leadership, distributive leadership, individual- and task-oriented leadership and school leadership behaviours. Based on the findings of the studies examined, school principals&amp;rsquo; transformation leadership behaviours were found to have stronger relationships with teachers&amp;rsquo; job satisfaction compared to interactional leadership behaviours and were an important predictor of job satisfaction. Negative relationships were revealed between laissez-faire leadership and job satisfaction. On the other hand, school principals&amp;rsquo; servant leadership and ethical leadership behaviours were found to be important variables in ensuring job satisfaction. Lastly, school principals&amp;rsquo; administrative behaviours that encourage participation and are flexible, sharing leadership at school, and exhibiting individual-oriented and supportive leadership behaviours were revealed to enhance teachers&amp;rsquo; job satisfaction.

Meta-analysis of Vocational Interests and Job Satisfaction: Challenging a Common Belief

The popular media often promotes the idea that interest fit is one of the most important predictors of job satisfaction. Previously published meta-analyses, however, have not found evidence of a statistically significant relationship between vocational interests and job satisfaction. In the current article, we examine differing perspectives on the importance of vocational interests for work outcomes and perform a comprehensive meta-analysis on the interest-satisfaction relationship. Our meta-analytic dataset includes 107 primary studies spanning 94 years of research, containing 945 bivariate correlations and a combined sample size of 38,695. Results indicate a weak, but statistically significant relationship between vocational interests and job satisfaction (ρ = .11, [.09, .13]). Moderator analyses revealed that this relationship is more nuanced than previously thought, as interests are stronger predictors of intrinsic satisfaction compared to extrinsic satisfaction. Overall, results reveal that the interest-satisfaction relationship is robust enough to transcend different contexts and measures, but the relationship is very small. Advocates of a causal link between interest fit and satisfaction should seek other potential mechanisms of explaining job satisfaction. In addition, practitioners should be aware that the interest-satisfaction link is overemphasized, and job satisfaction is best predicted with interests in combination with work values.

Job satisfaction among frontline police officers in China: the role of demographic, work-related, organizational and social factors

ABSTRACTThis study was intended to add to information about the underinvestigated policing studies in China. The possible impact of demographic characteristics, work-related variables, and organizational management and social variables on police job satisfaction was investigated. Data were collected through a self-report survey administered to a sample of sworn police officers training in a national police university in China (N = 393). Results indicated that work-related characteristics associated with variety and stress, and organizational variables associated with professional development and peer cohesion were the most important predictors of job satisfaction in this sample of police officers.

Compensation Management as a Determinant of Job Satisfaction

The aim of this research is to assess the relationship between compensation management and job satisfaction. A survey method was employed to gather self- report questionnaires from employees at one of the public sector agencies in Malaysia. The data were arranged and analysed using SPSS program. The results of linear regression analysis shows three important findings: first, communication was significantly correlated with job satisfaction. Second, involvement wassignificantly correlated with job satisfaction. Finally, performance appraisal was significantly correlated with job satisfaction. These result shows that the ability of management to appropriately implement communication, involvement and performance appraisal in managing compensation programs may act as important predictors of job satisfaction in the studied organization. The findings of this research could be used by researchers to strengthen the existing theory in the area of compensation management, the employers to enhance their existing compensation models, the practitioners to effectively plan and administer a suitable compensation programs which helps to improve the organizational competitiveness and performance. Keywords: Compensation management, job satisfaction, linear regression analysis, Malaysia

Apoyo social y engagement como antecedentes de la satisfacción laboral en personal de enfermería

Objetivo: La satisfacción laboral es considerada como uno de los indicadores más importantes tanto de la calidad de los cuidados de salud como de la calidad de vida laboral de los profesionales de la salud. Entre los antecedentes de la satisfacción laboral, se destaca el apoyo social del supervisor y de los colegas y el engagement en el trabajo en el contexto de enfermería. En este sentido, el objetivo de este estudio es comprobar el papel predictor del apoyo social y del engagement en el trabajo sobre la satisfacción laboral en una muestra de enfermeros y enfermeras del sur de Portugal.&lt;br /&gt;&lt;br /&gt;Métodos: Estudio transversal a través de cuestionarios. La muestra estuvo compuesta por 215 profesionales de enfermería de hospitales del sur de Portugal (55.56% de tasa de respuesta).&lt;br /&gt;&lt;br /&gt;Resultados: La cohesión social del supervisor y de los compañeros y el engagement en el trabajo se relacionaron de forma positiva y significativa con la satisfacción laboral. Los modelos de regresión lineal múltiple y jerárquica mostraron que los dos tipos de apoyo social y el engagement fueron predicciones significativos de la satisfacción con el trabajo de los participantes.&lt;br /&gt;&lt;br /&gt;Conclusión: Intervenciones basadas en la creación de redes informales y formales de apoyo, la formación de los supervisores en competencias de gestión y coaching y una mayor presencia de recursos laborales y personales permitirían aumentar los niveles de satisfacción laboral en los profesionales de enfermería.&lt;br /&gt;&lt;br /&gt;

САМОДЕТЕРМИНАЦИЯ КАК ПРЕДИКТОР УСПЕШНОЙ ПРОФЕССИОНАЛЬНОЙ ДЕЯТЕЛЬНОСТИ

The purpose of the paper is to review the results of the research focused on the study of the personnel motivation through the context of the theory of self-determination of E. Deci and R. Ryan, which is currently one of the most conceptually developed and relevant motivational theories in psychology. While considering the works, the author analyzed the factors that can be considered as the key factors for effective professional activity: the subjective well-being, the ability to display initiative and self-fulfillment, the balance between the work and family self-efficacy. Meeting the basic needs for the competence, autonomy, and interrelations with other people considered as the key needs in the self-determination theory of E. Deci and R. Ryan is the important prerequisite for the optimum performance of an employee. The author identified the individual types of professional motivation, and, based on the theory of causal orientations, considered the features of personnel management, which cause the development of a particular type of motivation. The development of internal autonomy and self-determination, which influence allows a person to recognize his or her own personal characteristics and to develop in harmony with them, gives the best results. It is caused by the fact, that the predominance of internal motivation gives the sense of initiative and the ability to influence the surrounding reality, to change the vector of own lives’ orientation. Professional motivation developed in accordance with the self-determination theory is the important predictor of job satisfaction, subjective well-being, job involvement and organization’s loyalty. The paper gives the results of the studies whose aim was to develop the complex of recommendations for practical implementation of managerial measures aimed at the increasing of the employees’ self-determination as the main predictor of high performance of work activities.

A Fellow’s Perspective on Beginning a Satisfying Career in Academic Medical Toxicology

A Fellow’s Perspective on Beginning a Satisfying Career in Academic Medical Toxicology

Predictors of Job Satisfaction among Physiotherapy Professionals

Background: The aim of the study was to find out the best predictors of job satisfaction and to investigate the level of job satisfaction among physiotherapists. Method: A self-administrated questionnaire survey was conducted in December 2008. Data were collected from 196 physiotherapists in government and private health care settings, institutions located in northern regions of India. The response rate was 77.55%. Results: 72 women (51.43%) and 68 men (48.57%) participated in the study. The percentage of satisfied physiotherapists was 56.4%. Logistic regression analysis showed that the most important predictors of job satisfaction were: (1) Salary (OR=3.694, 95% CI 2.340-5.832), (2) Interesting (OR=1.937, 95% CI 1.009-3.719), (3) Fulfilling (OR=1.679, 95% CI 0.009-2.835). Job satisfaction dimensions indicate that highest dissatisfaction levels occur in the area of salary and job security. The percentage of satisfaction ratings was higher in men (65.3%) than in women (47.1%). Post graduate professionals were found to be more satisfied (70.7%) as compared to their graduate counterparts. Conclusion: This study concludes that salary, interest in work and fulfillment in job are important predictors of job satisfaction among physiotherapy professionals. The result shows that a total of 79 (56.4%) physiotherapists were globally satisfied with their job. The percentage of satisfaction ratings was higher in men (65.3%) than in women (47.1%).

A Comparison of Workers Employed in Hazardous Jobs in Terms of Job Satisfaction, Perceived Job Risk and Stress: Turkish Jean Sandblasting Workers, Dock Workers, Factory Workers and Miners

The purpose of this study is to compare job satisfaction, perception of job risk, stress symptoms and vulnerability to stress of miners, dock workers, jean sandblasting workers and factory workers. A job satisfaction scale and stress audit scale were applied to 220 workers. Results revealed that dock and jean sandblasting workers perceived their work as more risky compared to other workers. Jean sandblasting workers also had the lowest scores on job satisfaction subscales (organisational policies, physical conditions, interpersonal relations, individual factors, autonomy and wage) and total job satisfaction. Likewise, dock workers had lower scores on job satisfaction than factory workers and miners. Analyses also showed that miners did not differ from factory workers in terms of job satisfaction and stress symptoms. Moreover, jean sandblasting workers and dock workers obtained higher scores on stress symptoms. Jean sandblasting workers were also found to be the group that had the highest level of vulnerability to stress. Perceived job risk, vulnerability to stress and stress symptoms were the most important predictors of job satisfaction.