Components Of Job Satisfaction Research Articles

Mental distress and well-being in geriatric professionals: The role of job satisfaction

BackgroundAs limited evidence is available on health professionals’ experience during the post-pandemic period, the interplay between job satisfaction components, mental distress and well-being was investigated among workers of an Italian geriatric institution. MethodsIn Spring 2022, 205 participants (females =75.6%), primarily healthcare assistants (36.6%), nurses (16.6%), and rehabilitation professionals (14.1%), completed the General Health Questionnaire (GHQ), the Mental Health Continuum-Short Form (MHC-SF), and the Job Satisfaction Questionnaire. Data analyses comprised Multiple Regressions, Relative Weight Analyses, and ANOVA. FindingsSatisfaction with working conditions and leadership exhibited negative associations with distress, while satisfaction with patients, colleagues, results, and leadership were positively correlated with well-being. Participants with high well-being levels scored significantly lower across mental distress dimensions than participants reporting poor well-being levels. ConclusionsResults showed that specific job satisfaction components relate differently to distress and well-being, suggesting the need for implementing organizational resources, psychological support, and interprofessional collaboration in healthcare services.

Личностные факторы профессионального выгорания у школьных учителей

<p style="text-align: justify;">The relevance. There is a lack of information in the scientific literature about predictors of professional burnout among schoolteachers. This complicates psychological work to prevent and overcome professional burnout syndrome, which is a consequence of significant physical and psychological overload among modern teachers. The aim. To identify the most significant personal factors of professional burnout among schoolteachers. Study design. The article analyzes the relationship between the professional burnout of schoolteachers and such personal factors as the professional motivation of teachers, their meaningful life orientations, strategies for coping behavior, satisfaction with various aspects of pedagogical activity. Materials and methods. The study involved 409 teachers of secondary schools in Moscow and the Moscow region aged 23 to 65 years. The following questionnaires were used: «Professional Burnout» questionnaire, «Life Orientations Test», «Job Satisfaction Components Questionnaire», «Coping Methods Questionnaire», «Professional Motivation Questionnaire». Data analysis was carried out using correlation and multiple regression analysis. Results. It is shown that the socio-psychological qualities of the individual, necessary for building the pedagogical interaction of the teacher with other participants in educational relations, primarily with the parents of students, are of high importance for reducing the risk of professional burnout. The most significant personal factors that are predictors of professional burnout among schoolteachers with different indicators of burnout have been identified (dissatisfaction with interaction with students’ parents, the predominance of controlled motivation for work, preference for unconstructive strategies for coping with problematic situations, a feeling of unfulfillment and inability to fully manage one’s life). Conclusions. Psychological, advisory and psychotherapeutic assistance to schoolteachers can be expanded by correcting work motivation, using positive reappraisal and non-confrontation to cope with difficult situations, and teaching effective means of communication with other participants in educational relations.</p>

Influence of job satisfaction components on staff performance in the emergency department

Background/Aims The relationship between job satisfaction and job performance has been well-established in healthcare research. This study aimed to measure job satisfaction and performance among staff working in emergency departments in Jordan, and to explore the association between these two variables, focusing on the different components of job satisfaction. Methods A cross-sectional design with a convenience sampling approach was used, recruiting 286 staff working across 11 emergency departments in Jordan. Participants completed a questionnaire comprising validated scales to measure job satisfaction and job performance. Descriptive statistics, Pearson correlation, Cronbach's alpha and multiple regression analysis were used, via the SPSS version 25, to explore the relationship between job performance and different components of job satisfaction. Results Mean scores on the job satisfaction and job performance scales indicated that participants were neither satisfied nor dissatisfied with their jobs, but had high perceived job performance levels. Multiple regression showed a significant positive relationship between three job satisfaction dimensions (colleagues' communication and relationship: B=0.16; physical environment and workplace safety: B=0.28; supervisor support: B=0.17) and perceived job performance (P<0.001). There was a small but insignificant association between job performance and the compensation and promotion dimension of job satisfaction (B=−0.05, P=0.192). Conclusions This study supports previous evidence indicating that job satisfaction is positively linked with job performance, although compensation and promotion may not be a strong predictor of job performance in an emergency department context. Overall, these findings highlight the importance of strategies to improve job satisfaction among healthcare professionals.

Job Satisfaction Across the Workweek

Abstract: The present study tested different perspectives on the time course of job satisfaction over the workweek: the “rested and recharged” perspective, the “Monday blues” perspective, and the “Thank God it’s Friday” perspective. A sample of 330 employees reported on an affect scale of job satisfaction during the workweek and on explicit and implicit affect at the start of the study. The results from discontinuous growth model analyses found evidence for a positive peak at the end of the week, from Thursday to Friday. Explicit negative affect at the beginning of the week was associated with lower affective job satisfaction at the beginning of the week, but with a higher rate of growth in affective job satisfaction over the course of the week. The results provide new insights into the time course of job satisfaction during the workweek and indicate a distinction between affective and cognitive components of job satisfaction.

Nurses Job Satisfaction, Patients Satisfaction, and Quality of Care in Nnamdi Azikiwe Teaching Hospital Nnewi, Anambra State, Nigeria

Nurses are the largest workforce in healthcare facilities, providing 50% - 80% of healthcare services. They play important role in providing quality care to patients, which is important in healthcare. This study determined job satisfaction, patient satisfaction and quality of care of nurses in Nnamdi Azikiwe University Teaching Hospital Nnewi, Anambra State. A descriptive cross-sectional survey was used. A self-administered questionnaire was used to obtain information from 208 nurses, 138 patients and 36 head nurses using simple randomization technique. A pilot testing was carried out with a reliability index of 0.81. Data analysis was performed using Statistical Software for Social Sciences (SPSS) database version 25. Chi square was used to test the significance hypotheses of p < 0.05.The majority of nurses 82 (39.42%) were between ages 41-50 while most of them, 48 (23.08%) had between 11-15 years of experience. Most of the recruited patients (43.48%) were between the ages of 31-46 years and most respondents were female (52.17%). The results also show that the majority of nurses (55.3%) were dissatisfied with their jobs. 84.8% of the patients were satisfied with the quality of nursing care. According to head nurses reports, nurses provided quality care to patients. Communication and team building, training, leadership and management, salary, work itself, work environment, interpersonal relationship were significantly positively associated with overall job satisfaction. Job satisfaction of nurses in this research area was slightly low. On the other hand, patients are quite satisfied with the level of care. Despite nurses’ job satisfaction, they still provide quality care to patients. It recommended that hospital management and government should consider all components of job satisfaction.

Components of professional satisfaction among novice nurses

BackgroundIn Israel there are only 6.53 nurses per 1000 citizens, compared to 8.8 nurses per 1000 citizens in the OECD countries. The nursing shortage is even more severe in peripheral areas, especially in southern Israel. Nurses` professional satisfaction is crucial for preserving the nursing workforce. This study aimed to assess job satisfaction among novice nurses and identify components of professional satisfaction.MethodsCross-sectional study of 216 novice nurses who graduated in 2018–2022 and were approached ten months after graduation. Job satisfaction components were constructed using factor analysis.ResultsProfessional satisfaction was based mainly on the intrinsic characteristics of the occupation related to personal accomplishment and organizational culture. In a multivariable model, a one-point increase in mean satisfaction with the training period during studies in the nursing department was associated with a more than a three-fold elevation in the odds for high and very high professional satisfaction (OR 3.0, 95% CI 1.7–5.1). Odds for high and very high professional satisfaction were more than four-fold and two-fold higher among graduates who rated their level of control over work schedule as high and medium vs. low (OR 4.2, 95% CI 1.0–16.7 and OR 2.8, 95% CI 1.2–6.3, respectively). Work-life balance without disturbance to daily life by work was found significantly associated with higher odds for high and very high satisfaction. Nurses who plan to continue professional development, i.e., an advanced professional course or Master’s degree, had significantly higher mean professional satisfaction scales than others (4.2 vs. 3.7, p = .009 and 4.2 vs. 3.9, p < .001, respectively).ConclusionThe most important components of professional satisfaction among novice nurses are self-accomplishment, which was built from work-related challenges, interest and variety of tasks, personal growth and development, and the possibility of contributing to patients` care and organizational culture, which was built from relationships with co-workers. Persons who manage nurses should cultivate an atmosphere of support and guidance, provide new nurses with interesting work tasks, and increase their ability to control their work schedule. Young nurses should be encouraged to continue their professional and academic education.

Social support moderates the relationship between burnout and job satisfaction in aerodigestive team members

Burnout among healthcare workers is a public health crisis. Burnout is associated with elevated cynicism, emotional exhaustion, and low job satisfaction. Methods to combat burnout have been challenging to identify. Based on positive experiences of pediatric aerodigestive team members, we hypothesized that social support in multidisciplinary aerodigestive teams moderates the effects of burnout on job satisfaction.Using a survey of the Aerodigestive Society, members of Aerodigestive teams (N = 119) completed demographics, the Maslach Burnout Inventory, and measures of job satisfaction, emotional, and instrumental social support. In addition to assessing relationships between components of burnout and job satisfaction, six tests were conducted using PROCESS to ascertain the degree to which social support moderated these relationships.Similar to US healthcare base rates, burnout scores in this sample suggest that a third-to-half felt Emotionally Exhausted and Burned Out from work "A few times a month"-to-"Every Day." Simultaneously, however, the majority in sample (60.6%) noted feeling that they "positively impact others' lives" with 33.3% endorsing "Every Day." Job satisfaction was strikingly high at 89%, with most reporting Aerodigestive team affiliation related to higher job satisfaction. Both Emotional and Instrumental social support moderated the effect of Cynicism and Emotional Exhaustion on Job Satisfaction, with higher Job Satisfaction scores in conditions of high support.These results support the hypothesis that social support from a multidisciplinary aerodigestive team moderates the effect of burnout in its team members. Further work is needed to understand if membership in other interprofessional healthcare teams can help combat the negative effects of burnout.

Examining the level of employee satisfaction with the performance of city managers (Case study: Baghershahr Municipality)

Objective: By referring to different organizations and taking a deep and expert look at the communication process in these organizations, this issue becomes apparent to every observer. One of the important and always noticeable problems in organizations that employees complain about is the lack of communication skills among their managers. One of the most important and key issues that has caught the attention of the body and the foundation of the organizational society in this period is the organizational commitment of the employees of an organization. This issue can have many factors and dimensions. The present study was conducted to investigate employee satisfaction with the performance of city managers of Baqershahr Municipality. Method: The statistical population of the research was all the employees of Baghershahr municipality, and Cochran's sample size formula was used to determine the sample size. Therefore, considering the error level of 0.05, the sample size was estimated to be 242 people. The data collection tool was a questionnaire. One-sample t-test, Pearson's correlation coefficient, multiple correlation and simultaneous multiple regression were used to analyze the data. Results: The results extracted from the above research emphasize the strong effect of job satisfaction on the commitment of the organization's employees. The managers of all levels of this municipality can know them better and more accurately and completely with the nobles and sufficient and accurate knowledge of the individual differences among their employees. As a result, taking actions that are most compatible with the heart desires of the employees increases their desire and motivation, satisfaction, and commitment in the direction of development and moving intelligently in the direction of the organization's goals. The level of satisfaction regarding the investigated components of job satisfaction is average, managers are high, and for the components related to welfare, it is below 40%. Conclusion: The results show that municipal employees have low and very low satisfaction with the amenities in the municipality.

Key determinates of job satisfaction for acute care nurse practitioners in Taiwan

BackgroundTaiwan is a super-aged society, and the shortage of hospital doctors; nurse practitioners (NPs) became vital healthcare providers to fulfill the healthcare demands of the population. The purpose of this study was to explore the key determinates of job satisfaction for NPs in acute care practices using significant practice variables, such as empowerment and burnout.MethodsParticipants of this descriptive survey study were recruited from a national sample of NPs with membership in the Taiwan Association of Nurse Practitioners. The data were collected utilizing an online questionnaire based on demographic and practice variables, the Misener Nurse Practitioner Job Satisfaction Scale (MNPJSS), the Condition for Work Effectiveness Questionnaire II (CWEQ II), and the Copenhagen Burnout Inventory (CBI). A total of 1,211 NPs completed the online survey. A multiple regression model with the stepwise selection was used to explore job satisfaction.ResultsThe mean overall satisfaction score indicated that the level of satisfaction was between slightly dissatisfied and slightly satisfied. Regression results indicated that formal power, work-related burnout, access to information, and needed resources were critical components of job satisfaction, and accounted for 63% of the variance. Moreover, NPs who were married, had a higher annual salary, worked only during the day shift, and had lower patients-related burnout showed better job satisfaction.ConclusionsThis study provides evidence for healthcare organizations to formulate policies to strengthen NP job satisfaction. Empowerment and burnout are vital factors in NPs’ job satisfaction. Healthcare organizations have an obligation to implement policies to empower NPs in practice and provide interventions to mitigate burnout. Implementing these changes will improve job satisfaction and with it the quality of patient care.

УДОВЛЕТВОРЕННОСТЬ ТРУДОМ ТРЕНЕРОВ ЗРЕЛОГО ВОЗРАСТА, РАБОТАЮЩИХ В СПОРТИВНЫХ ШКОЛАХ СЕВЕРНОГО РЕГИОНА

The presented research is devoted to the study of the specifics of job satisfaction in coaches of sports schools in the northern region. Job satisfaction is associated with motivation and is a kind of an indicator of a sports organization performance. The purpose of the article was to identify the specifics of the components of job satisfaction in coaches of the northern region. Based on the comparative analysis of the components of job satisfaction in coaches of the Tyumen and Moscow regions, the authors stated the prospects for psychological support of sports schools coaches in the region under study. The article is intended for sports psychologists and leaders of sports organizations.

Evaluation of competency and job satisfaction by positive human psychology among physical education teachers at the university level: A systematic review.

The study aimed to determine how a teacher's competency at the university level related to professional commitment and job satisfaction. This systematic review intends to determine physical education teachers' competency and job satisfaction. One of the main objectives of physical education programs is to increase various activities of the student, especially physical activities and participation in it. Students who participate in physical activities feel a variety of emotions, and these may enhance their mental and physical well-being. The study concerns the teachers' satisfaction in effectively influencing and teaching the students. Job satisfaction refers to teachers' feelings and positive attitudes toward their work. The five components of job satisfaction are pay, promotion, supervision, co-workers, and work itself. Job satisfaction is broken down into these five components. Work as a teacher is one of the most important components of a teacher's or teacher's success at work and one of the key criteria for the school's achievement. Electronic libraries were explored, including Google Scholar, PubMed, Embase, Bing Academic, and Cochrane. Appropriate keywords were used for searching the literature. By applying certain inclusion and exclusion criteria, the final studies were selected for evaluation. The study's findings showed that physical education instructors had high levels of teaching competence and moderate levels of job satisfaction. The findings demonstrated that job satisfaction and competency rise when degree levels rise, and relatedness, skill, and autonomy self-motivation ensue. Students' motivation for physical education was greatly influenced by the teachers' support, motivation, and mastery climate. The self-determination theory positively enhances physical education from the teacher's perspective on PE, increasing instruction effectiveness.

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country.

The main objective of the present study is to assess the role of professional and personal aspects in determining job satisfaction of garment industry workers in Bangladesh as a developing country. The present study is conducted on 350 workers from 25 garment factories in Dhaka, Narayanganj, and Gazipur, three districts of Bangladesh where the garment industry dominates. The study location and sample size were determined based on the random sampling method. All the participating workers were interviewed in the light of a predetermined questionnaire. Statistical Package for Social Science-SPSS software, version 24.0 was used for data analysis. Brayfield-Rothe Job Satisfaction Measurement Scale (JSMS) and Questionnaire for Measuring Satisfaction with professional aspects (QMSPA) has been used in this study. The results of the current study showed that, among personal aspects, only age significantly impacted the respondents' overall job satisfaction. The respondents' overall job satisfaction was also significantly influenced by all professional factors. Between the personal and professional facets, the importance of professional factors as determinants of job satisfaction is greater than that of personal factors. The results of the present study suggest that since professional aspects are the main components of job satisfaction, it is necessary to ensure the proper presence of these components. Factors such as pay, job security, and adequate and appropriate amount are indicators of job satisfaction. All parties involved in the garments industry such as employer-worker, regulatory body BGMEA, BKMEA, policy-making body, government, and factory authorities can take into account the results of this study and determine future course of action to increase workers' job satisfaction.

Job satisfaction and job contentment in the context of the Nigerian banks

This study examined the relationship between job satisfaction and job contentment in the context of Nigerian banks using selected banks in the Southwest of Nigeria as the unit of analysis. A structured questionnaire was administered to elicit relevant information from 123 respondents using both stratified and simple random techniques. The study identified six (6) components of job satisfaction that drive job contentment such as job security, salary, human relations, promotion, organizational benefits, and job characteristics, and also established a positive relationship between job satisfaction components and job contentment. It was found that salary, job security, and organizational benefits drive job contentment more among employees in the banking industry but job security was considered to be the most potent drive of job contentment among all while the relationship among all the job satisfaction components with job contentment was a moderate relationship except human relations that has a weak relationship at 0.05 level of significance. The regression result showed that all the components of job satisfaction have an effect on employee job contentment and it was concluded that the six components of job satisfaction should be entrenched in the organizational retention strategies to guarantee job contentment among employees in the banking industry. Thus, recommended that the implementation of the organizational policies towards the components of job satisfaction should be fair, just, and free of any form of sentiments that can affect their perception and feelings about these components.

RELATIONSHIP BETWEEN JOB SATISFACTION AND PRODUCTIVITY AMONG LECTURERS OF SEYYED JAMALUDDIN TEACHER TRAINING INSTITUTE

Job satisfaction and productivity are the main focus of most organizations. Therefore, the present research was conducted to investigate the relationship between job satisfaction and productivity of lecturers in “Seyed Jamaluddin Afghan teacher training institute. It was a cross-sectional study. Descriptive and correlational methods were used to analyze the data. The population of the study was 200 lecturers of Seyed Jamaluddin Afghan teacher training institute out of which 131 were selected as a sample by a simple random method. To collect the data two standardized questionnaires, Smith, Kendall &amp; Hulin’s (1969) job satisfaction questionnaire and the AGIO model 1980 manpower productivity questionnaire were used. The findings show that there was a meaningful relationship between the components of productivity and job satisfaction. There was no significant difference between male and female lecturers’ perceptions in terms of productivity. Furthermore, findings showed that lecturers with bachelor's degrees were more satisfied than lecturers with doctorate degrees.

Flexibility and Saudi Employees’ Perceptions of Job Satisfaction: A Multisector Study

The influence of job satisfaction components (pay, work settings, career growth, flexibility, and supervision) varies. Previous studies have shown job satisfaction is positively correlated with work settings, total compensation, and growth opportunities. There is, however, little evidence of job satisfaction in remote working after COVID-19 in Saudi Arabia. Therefore, the aim of the present study is to analyze the job satisfaction in remote working settings (workspace flexibility) among Saudi employees after the advent of the COVID-19 pandemic to determine ways to restructure human resource management practices post COVID-19. An online survey (n = 1113) to assess job satisfaction, taking flexibility into account, was conducted among Saudi employees, and the impact of flexibility and remote working policy in various sectors was measured using a Likert scale. The empirical findings demonstrate that periods of remote work are highly valued by employees, predominantly owing to their desire to fulfill personal duties and decrease stress. Interestingly, flexibility scored low among other job satisfaction components owing to two hypothesized reasons. Employees normally receive supervisor approval to combine working from home and the office; hence, they already receive this benefit. The findings of this study provide guidelines for practitioners and HR managers. Human resource management needs to adapt to changing circumstances and challenges, which requires long-term development, adaptation, and updating of human resource policies. This study contributes to literature on human resources by illustrating how managing organizational change can be improved by applying employee flexibility, which was made more pervasive by the worldwide pandemic.

The impact of Covid-19 on organisational commitment with mediating role of satisfaction among the Iraqi auditors

PurposeThe study seeks to examine the effect of the Covid-19 on organisational commitment with the mediating role of job satisfaction of Iraqi auditors to determine the impact the Corona has on the organisational commitment of Iraqi auditors with the mediating role of job satisfaction.Design/methodology/approachThe study's statistical population consists of those auditors working in the auditing organisations and private sector auditing institutions in Iraq. The number of respondents was 1,500 and 305 questionnaires were collected and analysed using Cochran's formula. Data were collected using the Covid1-19 questionnaire developed by the researcher, Minnesota Life Satisfaction Questionnaire (1967) and Allen and Meyer (1990) Organisational Commitment Questionnaire. In this study, the components of individual fear, collective fear and the transition from a feeling of security to insecurity with 29 questions for the impact of Covid-19 and job satisfaction components derived from the Minnesota Model, which includes six components (payment system, nature of job, progress opportunities, organisational atmosphere, leadership style and physical condition) is based on 19 questions. The components of organisational commitment are based on three types of emotional commitment, continuance commitment and normative commitment with 24 questions. Structural equation modelling using Smart-PLS software was used to analyse the data.FindingsThe results showed that the Covid-19 effect variable was not significant on organisational commitment but was significant considering the mediating role of job satisfaction.Originality/valueThe paper has covered a very interesting topic nowadays and the results may give great insight to auditors in a challenging condition due to COVID 19.

컨설턴트의 셀프리더십 구성요소가 직무만족에 미치는 영향

The purpose of this study is to test the effect of components such as behavioral-focused strategies, natural reward strategies, and constructive thought pattern strategies that constitute consultant self-leadership on job satisfaction. In addition, the effect of self-efficacy on job satisfaction and the mediating role between self-leadership components of self-efficacy and job satisfaction are tested. To this end, a survey was conducted on 240 consultants with more than two consulting records within the last two years. As a result, it was found that the consultant's self-leadership components and self-efficacy affected job satisfaction, and the partial mediating role of self-efficacy was confirmed in the relationship between the consultant's self-leadership components and job satisfaction. The meaning of this study is that the research model for consultants was presented through research on the mediating effect of self-efficacy and the relationship between the consultant's self-leadership components and job satisfaction, and the fact that the consultant's self-leadership is important to strengthen consulting performance. This study provides useful information on what characteristics of consultants should be strengthened to improve consulting skills in the future, and through this, it can contribute to expansion into research to understand the characteristics of consultants' behavior such as innovative behavior and deviant behavior.

Effects of crises and neoliberalism on Spanish social workers: coping with meaningfulness, dissatisfaction, and withdrawal

ABSTRACT This study aimed to examine some components of job satisfaction, work meaningfulness, and job dissatisfaction in social workers from governmental (GO), private (PO), and third sector (TSO) organisations. The study analysed the responses provided by 35 Spanish social workers concerning various work components that generate satisfaction, meaningfulness or dissatisfaction in them. The thematic analysis of their comments, grouped into job demands, job resources, and job crafting, revealed components that produce satisfaction and meaningfulness (the profession itself and coworkers’ support) and others that provoke dissatisfaction (overload, working conditions, and salaries). Similarities among the three organisations were found in the causes of satisfaction and meaningfulness. Differences were found concerning dissatisfaction: PO and TSO participants consider themselves precarious workers in terms of their overload, working conditions, and salaries; compared to them, GO social workers are considered privileged in these three components, so all participants want to work in a GO. These circumstances have been aggravated by the neoliberal policies implemented to confront the successive crises. Social workers carry out multiple coping strategies, including practices of resistance, to encourage satisfaction and meaningfulness, minimise dissatisfaction, and avoid or postpone withdrawal.

ПРОФЕССИОНАЛЬНАЯ ИДЕНТИЧНОСТЬ И УДОВЛЕТВОРЕННОСТЬ ПРОФЕССИОНАЛЬНОЙ ДЕЯТЕЛЬНОСТЬЮ КАК ФАКТОРЫ БЛАГОПОЛУЧИЯ НА РАБОЧЕМ МЕСТЕ

Background. Th e present paper discusses the relevance of identifying oneself with a professionalism, the attitude to the profession and the role in the professional activity as an integral characteristic of the professional identity among representatives of diff erent positions. Objective. Th e identifi cation of the relationship between the professional identity and satisfaction with professional activities (work process, working conditions, organization, choice of profession, etc.) and well-being in the workplace among representatives of various positions. Sample. 11 558 employees (7,373 women, 63.8%, and 4,175 men, 36.2%) of a large energy company in the Russian Federation. Methods. Th e participants fi lled in the questionnaire on the components of job satisfaction, the scales of the work involvement, the boredom at the workplace, the emotional exhaustion and initiative. Results. Th e representatives of diff erent positions are most satisfi ed with the benefi ts of their work for people, with their choice of profession and the profession itself and the labour process but they are less satisfi ed with the working conditions, payment, management and professional prospect. As for representatives of all the positions, involvement in the work, a low level of boredom and emotional exhaustion and initiative depend on not only the satisfaction with working conditions, payment, management and the professional prospect but also on the satisfaction with the choice of profession, the profession itself, its content, the benefi t to people and the labour process. Conclusion. Regardless of the position and satisfaction with working conditions, the satisfaction with the choice of profession, its content and benefi ts for people and the labour itself predict the involvement in work, initiative, a low level of emotional exhaustion and the boredom at work.

Burning passion, burning out: The passionate school principal, burnout, job satisfaction, and extending the dualistic model of passion.

Paradoxically, school leaders as a group report high levels of burnout but also high job satisfaction and passion for their work. School principals are passionate about their job, but this passion can be a double-edged sword leading to good (job satisfaction) and bad (burnout) outcomes. We extend the dualistic model of passion (DMP) in a study of changes over a 1-year period (3,996 school leaders) in three components of work passion (general, harmonious, and obsessive), burnout, and job satisfaction. We begin by placing the DMP into a broader framework of passion research and how passion is related to other well-being constructs. We then develop the rationale for integrating within the same study the obsessive passion and harmonious passion constructs used in DMP studies and general passion used in most other passion studies, but also the inappropriateness of the exclusion strategy based on general passion in DMP research. We found that Time1 harmonious passion was related to job satisfaction (positively) and burnout (negatively), while the pattern of relations was the opposite of obsessive passion. However, over time, harmonious passion and obsessive passion were moderated by general passion. The protective effect of harmonious passion on burnout was smaller when general passion was high, while undesirable obsessive passion effects were only evident when general passion was high. School principals’ work passion may help them avoid burnout and maintain high job satisfaction, but only when manifested harmoniously. We describe how future studies of longitudinal passion can be integrated into the broader job demands-resources model. (PsycInfo Database Record (c) 2021 APA, all rights reserved)