Level Of Job Satisfaction Research Articles

The Perspective of Brazilian Women Orthopaedic Surgeons on Gender Discrimination: Initial Insights to Understand Gender Bias in the Brazilian Healthcare System.

Despite the societal progress made in recent years, gender discrimination is still common in healthcare, especially in some surgical specialties such as orthopaedics. In Brazil, where the participation of women in the medical profession has been increasing, little is known about women's perceptions on the issue of gender discrimination. This study aims to examine women orthopaedic surgeons' experiences in dealing with conflict in the workplace and contextualize the impact that gender discrimination has had or currently has on their careers and well-being. As a secondary objective, the work seeks to understand whether there are differences in the perception of the issue among practicing women orthopaedic surgeons and those in training. For a cross-sectional qualitative study, a survey was distributed exclusively to 300 practicing orthopaedic surgeons and orthopaedists in training (residents and fellows). A total of 99 women participated in the survey, of whom 66 were practicing orthopaedic surgeons and 33 were orthopaedists in training. The study showed that women orthopaedic surgeons in training in Brazil have a lower number of publications and a moderate level of involvement in academic society activity. In addition, orthopaedic surgeons in training experience a statistically significantly higher number of conflicts in the workplace. The comments from the questionnaires highlighted the physical and psychological consequences arising from these situations of professional conflict, most frequently occurring with orthopaedic surgeons who are men. Our findings indicate that respondents expressed a feeling of inequality towards women in the workplace, ultimately reducing the level of job satisfaction among female orthopaedic surgeons, which may contribute to disinterest and abandonment of the specialty. The results of this work support recent evidence that there is an implicit and often overlooked bias against the participation of women and ethnic minorities in the orthopaedic community in Brazil.

Burnout and Job Satisfaction among Lecturers in Public Universities in Enugu State, Nigeria.

There is increasing awareness of burnout and job disaffection among many professions like health profession, teachers, armed personnel and lawyers. However not much has been studied about university lecturers. To obtain the prevalence and determine predictors of burnout and job satisfaction among lecturers in public universities in Enugu State, Nigeria. It was a cross sectional analytical study. The participants were academic staff from University of Nigeria Nsukka and Enugu State University of Technology who met inclusion criteria. They were selected using multistage sampling technique. Data were collected using Oldenberg Burnout Inventory for burnout and Job Descriptive Index for job satisfaction. A total of 392 lecturers were studied: The males were 221 (56.3%), and the modal age group was 41-50 years: 152 (38.8%). The majority were married 303 (77.3%) and had worked for ≤10 years (65.8%). The prevalence of burnout was 57.7%. In general, 150 (38.3%) had a high level of job satisfaction. However, in most facets, < 50% were satisfied. Most socio-demographic variables were not associated with either burnout or job satisfaction. There is significant association between burnout and job satisfaction. Almost all 205 (90.7%) who had burnout had low job satisfaction and this was statistically significant (p value = 0.011). Present work condition, pay, opportunities, supervision were used as predictors to level of burnout. Present condition of work was a significant contributor (p = < 0.001). The prevalence of burnout was high and many had low to moderate job satisfaction. Most socio-demographic variables were not associated with burnout or job satisfaction. There was a negative association between job satisfaction and burnout.

THE EFFECT OF WORK ENVIRONMENT AND INNOVATION ON JOB SATISFACTION OF MILLENNIAL EMPLOYEES AT PT.XYZ WITH CAREER DEVELOPMENT AS AN INTERVENING VARIABLE

Abstract Employees are an important company asset who have quality work competencies to provide the best performance to support company programs. In practice, the Human Capital (HC) team has a competency improvement program that requires motivation from employees as an internal factor so that the program can run effectively. Work motivation is affected by a variety of factors such as salary, work environment, job security, relationships with coworkers, awards, and so on. This influences whether an employee is satisfied with his or her job. The proportionate stratified random sampling approach was utilized, which is a sampling methodology for populations with mixed or variable features, and the data in this study uses a quantitative approach. The population is millennial employees at PT XYZ with a total of 139 millennial employees. The data was collected by distributing a questionnaire with 28 closed questions and response options indicating how strongly respondents agreed or disagreed with the questions posed. The results show it is possible to conclude that the millennial employees at PT XYZ have a level of job satisfaction that is influenced by work environment factors, innovation, and career development factors that can mediate changes in the level of job satisfaction. This finding could be an overview of benchmarks for management in departments, so that job satisfaction obtained by employees does not become a saturation point but becomes a driving force to improve their performance in this company continuously.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

An evaluation of job satisfaction levels among ASHA workers at the Raipur PHC, Nagpur

Background ASHA (Accredited Social Health Activists) are an essential connection between the community and health care providers, these guidelines were established by The Ministry of Health and Family Welfare, Government of India. An ASHA worker’s level of job satisfaction is influenced by societal, cultural, and economic factors. An ASHA worker who does not receive a sufficient salary will find it difficult to support their family. The ASHA employee is not at all satisfied with this issue. In earlier research investigations, ASHAs voiced unhappiness with the incentives and expectations of greater or regular income. Objectives To assess the job satisfaction of the ASHA workers in the selected area of Nagpur, Maharashtra and find the association between levels of job satisfaction with selected variables. Methods The sample for the study will be conducted by using Multistage Random sampling techniques. Data will be collected by using semi- questionnaires. All responses from the questionnaires will be collated in a Microsoft Excel file, encoded, and processed using chi squared test and SPSS version 26.

Kritik Birimlerde Çalışan Hemşirelerde Merhamet Yorgunluğu, Empati Eğilimi ve Mesleki Doyum Arasındaki İlişkinin İncelenmesi

Objective: The stress levels of nurses working in critical units are very high because they have to manage crisis situations and encounter many deaths. Stress and fatigue experienced by nurses; while it leads to insensitivity to the needs of others and a decrease in empathy ability, over time it results in compassion fatigue and a decrease in job satisfaction. In this single-center descriptive survey study, it was aimed to investigate the levels of compassion fatigue, empathy tendency and job satisfaction in nurses working in critical units, and to examine the relationship between them. Methods: A survey study was planned with the participation of nurses working in critical units such as operating rooms, intensive care units and emergency rooms. “Introductory Information Form”, “Compassion Satisfaction Scale”, “Empathic Tendency Scale” and “Job Satisfaction Scale” were used as data collection tools. Results: As a result of this research in which 155 nurses participated; it was determined that there was a statistically significant relationship between the compassion fatigue scale, empathic tendency scale and job satisfaction scale (p&lt;0.05). A negative relationship was determined between the “Compassion Satisfaction Scale” and the “Empathic Tendency Scale” (r= - 0.323; p&lt;0.05), and the “Compassion Satisfaction” and “Job Satisfaction Scale” (r= -0.414 p&lt;0.05). A significant positive relationship was found between the “Empathetic Tendency Scale” and the “Job Satisfaction Scale” (r= 0.446 p&lt;0.05). Conclusion: Compassion fatigue caused by physiological and psychological wear and tear, which is common in nurses working in critical units, results in a decrease in empathy and job satisfaction over time. Stress and the feeling of professional burnout can be reduced by methods such as restricting and regulating working hours in relevant critical departments and improving physical and social conditions. Keywords: Nursing, critical units, compassion fatigue, job satisfaction, empathy tendency

The Degree of Availability of Leadership Skills among Public Secondary School Principals in yhe University District / the Capital Amman and its Relationship to the Degree of Improvement in Job Satisfaction

The study aimed to find out the degree of availability of leadership skills among public secondary school principals in improving the level of job jobsatisfaction among employecs. The descriptive correlational methodology was used. A questionnaire was used as atool of the study after ensuring its validity and reliability. The study sample consisted of (414) employees from both seses, in the public secondary schools / the University District for the academic year (2020/2021). They were drawn randomly by using stratified random sample method. The results showed that principals had good leadershipskills, and were in descending order as follows: technical, intellectual, human and administrative skills. As for job satisfaction, satisfaction with wages among secondary school employees was at a moderate degree, and satisfaction with the work environment, leadership and supervision style were at a good degree. There was a strong positive correlation between the leadership skills possessed by the principal and the degree of job satisfaction of employees. The most prominent recommendations were to design and implement training programs for leadership skills and enhance the practical aspects thereof- It also reconsidered the salary scale for teachers and the necessity of developing follow-up of institutional performance through the application of balanced performance (BSC).

Job Satisfaction, Occupational Stress, and Attitudes Toward Older Adults Among Nursing Home Employees

Aim: The quality of care provided in long-term nursing homes is affected by numerous factors such as ageism and the employees’ job satisfaction and occupational stress levels. This study was aimed to investigate nursing home employees’ occupational stress, job satisfaction, and attitudes toward older adults. Materials and Methods: This research was a descriptive study. The study population comprised five nursing homes that agreed to participate in the study. Workers were included in the study regardless of their position. A total of 107 employees were included. Data were collected using a personal information form, the Ageism Attitude Scale, Perceived Job Stress Scale, and Minnesota Job Satisfaction Questionnaire. Results: The mean age of the participants was 39.9 years and their mean duration of employment was 4.5 years. Of the workers, 61.7% were female, 31.8% were university graduates, 41.1% were care staff, 50.5% worked 8-hour shifts, 74.8% were satisfied with their job, and 80.4% were not considering job departure. There was a significant moderate negative correlation between occupational stress and overall job satisfaction (p

The Relationship between SBAR Method during Handover and Nurse Job Satisfaction at RSUD Lembang

SBAR communication is a communication method used when nurses carry out handovers to patients. This study aims to analyze the relationship between the application of the SBAR method during handover and the level of job satisfaction of nurses in the Lembang Hospital inpatient room. This research was carried out by taking 35 respondents involving all nurses in the Lembang Regional Hospital's inpatient room. The results of this research stated that Ha was accepted with (p = 0.033), which means there is a significant relationship between SBAR communication and nurses' job satisfaction. The conclusion of this research is that the application of the SBAR method during handover has a positive relationship with nurses' job satisfaction at Lembang Regional Hospital, confirming the importance of communication training and the use of structured communication methods such as SBAR in nursing practice to increase job satisfaction and potentially improve safety and the quality of patient care.

IMPACT OF EMPLOYEE SKILL DEVELOPMENT PRACTICES ON EMPLOYEES JOB SATISFACTION AT (THE AEC ASSOCIATES)

This master thesis of Strategic Human Resource (HR) Management, focusing on Impact Of Employee Skill Development Practices On Employees Job Satisfaction. This research explores the relationship between employee skill development practices and job satisfaction within the context of “THE AEC ASSOCIATES” Noida, a leading organization in its industry. In today's competitive business environment, organizations recognize the significance of investing in their employees' skill development to faster a talented and motivated workforce. Likewise, employee job satisfaction remains a crucial determinant of organizational performance and employee well-being. The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews, to examine the existing skill development practices at THE AEC ASSOCIATES Noida and assess their impact on employee job satisfaction. Quantitative data analysis includes descriptive statistics, correlation analysis, and regression analysis, while qualitative data from interviews is analyzed thematically. Findings indicate a positive correlation between effective skill development practices and employee job satisfaction. Employees who perceive their organization's investment in their skill development positively exhibit higher levels of job satisfaction. The study also uncovers key factors influencing employee satisfaction, including the availability of training programs, career advancement opportunities, and supportive organizational culture. The research offers practical implications for HR practitioners and organizational leaders, suggesting recommendations for enhancing employee skill development practices to improve job satisfaction. By understanding the dynamics of skill development and job satisfaction, organizations like THE AEC ASSOCIATES, Noida can optimize their talent management strategies to foster a culture of growth, engagement, and fulfillment, thereby positioning themselves for sustained success in a dynamic business landscape.

工作价值感和人员组织契合度对酒店业 X 代和 Y 代员工工作满意度的影响

The tourism industry relies heavily on human power to survive, and job satisfaction is significantly influenced by employees' perceptions of work value and person-organization fit. This research aims to explore the impact of X and Y generation employees' work value perceptions and person-organization fit on job satisfaction in hospitality establishments. A field study was conducted with 471 employees in Mersin, using a convenience sampling method. Data was collected through questionnaires and reliability and validity tests. The findings showed that work value perceptions, person-organization fit, and job satisfaction levels of X and Y generation employees differ at a significance level of 0.05. However, there is a positive and significant relationship between these factors, with person-organization fit having a positive and significant effect on job satisfaction.

BURNOUT AND JOB SATISFACTION. A PILOT STUDY AMONG EMPLOYEES OF ROMANIAN CULTURAL RESEARCH INSTITUTIONS

Burnout is associated with lower levels of job satisfaction. It holds particular importance in the delivery of public services, since employees encounter both psychological-emotional and mental pressure. Due to the recent events that have set the stage for a financial crisis, employees may be forced to work longer hours and experience burnout as a result of the need for more financial resources. The findings presented in this work are applicable to the present situation and help fill the gaps in our understanding of public sector employee burnout and satisfaction levels and the factors that contribute to their development. This study presents a research conducted at the National Institute for Cultural Research and Training. The aim was to identify the levels of burnout and satisfaction among the institution's human resources. Additionally, the study aimed to determine the factors that influence both of these factors. Simultaneously, the researchers examined the relation between burnout and satisfaction among the participants. The research employed a questionnaire as the primary instrument, incorporating two validated tests from the specialised literature: the Maslach Burnout Inventory for assessing burnout levels and the Job Satisfaction Survey for measuring satisfaction levels. After careful analysis and interpretation of the data, it was found that the level of burnout among the institution's personnel is influenced by the presence of conflicts in the workplace. Regarding HR satisfaction, it was discovered that the monthly salary level has no impact on the level of satisfaction and does not lead to increased satisfaction among employees, even if they receive a larger income compared to their peers. Finally, by analysing the relationship between burnout and satisfaction, it was discovered that there exists a negative correlation between the two variables. This implies that a higher degree of burnout is associated with a lower level of satisfaction, while a lower degree of burnout is associated with a higher level of satisfaction among employees.

ANALYSIS OF JOB CHARACTERISTICS, JOB SATISFACTION AND PATIENT SAFETY CULTURE AMONG HEALTHCARE (STUDY IN MUHAMMADIYAH UNIVERSITY GENERAL HOSPITAL OF MALANG)

Background Job satisfaction is a combination of feelings towards his job, both happy and unhappy, as a result of interaction with the work environment. Job satisfaction can have a significant influence on patient safety culture. The purpose of this study was to analyse job characteristics, employee job satisfaction, and patient safety culture in health workers at the Muhammadiyah University General Hospital of Malang. Method This research was analytic observational research with a cross-sectional design. The sample was 144 health workers obtained from 202 people through simple random sampling. The HSOPS questionnaire version 2.0 to measure patient safety culture consists of 10 dimensions, and the MMSS questionnaire to measure job satisfaction consists of 8 dimensions. Data was analysed using structural equation modelling with Smart PLS 3.0 software. Result The result showed that there was an influence of job characteristics on job satisfaction (T-statistic = 3,472 &gt; 1.96) with a coefficient value of -0,333, which means doctor had higher level of job satisfaction than nurse, midwife, pharmacist, and other health workers. Job satisfaction affected patient safety culture (T-statistic = 5.359 &gt; 1.96) with a coefficient value of 0,451, the higher the level of job satisfaction, the higher the level of patient safety culture. Conclusion The conclusion of this study was that there was an influence of job characteristics and job satisfaction. Job satisfaction influenced patient safety culture among health workers. Patient safety culture need to be improved by strengthening the dimensions of employees and work rates, responding to errors, and reporting patient safety events. To improve job satisfaction, it was necessary to strengthen the dimensions of work-family balance and scheduling.

Investigating the impact of employee empowerment and autonomy on job satisfaction and organizational commitment Shubhangi Roy

The potential of employee empowerment and autonomy to improve job satisfaction and organizational commitment has drawn attention from scholars and practitioners alike, leading to a focus on these topics in current organizational management literature. To methodically investigate the relationship between employee empowerment, autonomy, work happiness, and organizational commitment, this meta-analysis synthesizes findings from previous empirical investigations. This study aims to offer insights into the degree to which giving employees autonomy and empowerment affects their job satisfaction and commitment to the company through an extensive analysis of pertinent literature.The meta-analysis incorporates a broad spectrum of research that spans different industries, organizational sizes, and geographic regions. With the use of rigorous statistical methods such as moderator analyses and effect size calculations, this study seeks to clarify the complex dynamics that underlie the relationship between work satisfaction, employee autonomy, empowerment, and organizational commitment. To further understand their influence on the observed connections, potential modifiers including personality differences, leadership styles, and corporate culture will be investigated. It is anticipated that the results of this meta-analysis will have significant ramifications for theory and practice. This research aims to provide a thorough knowledge of the mechanisms via which employee autonomy and empowerment affect work satisfaction and organizational commitment by synthesizing empirical evidence from several studies. These perceptions have the potential to promote employee well-being and organizational effectiveness by informing management strategies and policies that strive to develop a more dedicated and engaged workforce. The results indicate that a substantial correlation exists between increased levels of job satisfaction and organizational commitment and employee empowerment, which is defined as the transfer of authority, discretion in decision-making, and access to resources. Similarly, autonomy—that is, giving workers the freedom and flexibility to carry out duties and make decisions—correlates favourably with organizational commitment and job satisfaction. Moreover, the examination pinpoints mediating factors including job engagement, psychological empowerment, and perceived control that elucidate the connections between employee outcomes, autonomy, and empowerment. The significance of cultivating a culture of trust, communication, and support for employee empowerment initiatives is one of the implications for organizational practice. Supervisors must acknowledge the significance of autonomy in augmenting worker motivation, contentment, and dedication, while simultaneously taking into account the situational elements that impact the efficacy of employee empowerment tactics. upcoming

Experiences of Academic Staff Towards Promotion and Professional Development in Selected Public Universities in Tanzania: A Situational Analysis

There has been a constant debate regarding fairness during the promotion process and academic growth among the academic staff in higher education around the world. In the context of Tanzania, higher education depends on the academic qualifications, ranks, experience and level of job satisfaction among their academic staff for quality teaching, research and consultancy works. This mixed study focused on the experiences and attitudes of 85 staff on promotion and motivation from a selected public university in Tanzania. Quantitative data were collected from 74 academic staff, 1 professor, 4 senior lecturers, 30 lecturers, 25 assistant lecturers and 14 tutorial assistants. Moreover, 3 staff from the human resources directorate and 8 heads of academic departments were interviewed. The results demonstrated that the majority of the academic staff (82%) were satisfied with the sponsorship process in local and overseas trainings (N = 61) and the duration of three years for new promotions (N = 65 and 88%). On the other hand, the majority of the academic staff were dissatisfied with being involved in decision-making for in-service training opportunities (N = 65, 88%). Similarly, academic staff were dissatisfied with the promotion criteria and promotion process (N = 60, 81%) and (N = 45, 60%) respectively. The qualitative data revealed the dissatisfaction of academic staff on awareness of the current institutional promotion criteria and standards that may open loopholes for rude administrations. It was concluded that promotion in various universities has been associated with some micro politics and hullabaloos. Since academic staff qualifications are global, criteria for promotions should remain homogeneous, fair and equal to all staff.

Occupational Stress and Administrators’ Levels of Job Satisfaction in the University of Education, Winneba

The research assessed the effect of occupational stress on administrators’ levels of job satisfaction in the University of Education, Winneba (UEW). The study investigated the sources of occupational stress, job satisfaction determinants, and the effects of occupational stress on administrators' health, all of which were based on the demand control theory. The quantitative approach and descriptive survey design were used. The study randomly selected 110 participants from a population of 147 administrators at the University of Education, Winneba, using the sample size determination table. Data were collected from respondents using structured questionnaires, which were then processed with and coded IBM SPSS version 20. The data were analyzed with mean, standard deviation and regression. The study discovered that lack of promotion and resources, favouritism, inadequate staff, work obligations, red tape, immoderate administrative responsibilities, and occupational health issues were the major factors that account for occupational stress among staff. A weak and negative relationship was discovered between occupational stress and job satisfaction of staff. Thus, the study concluded that high levels of occupational stress resulted in lower job satisfaction. In order to improve job satisfaction levels of administrators at UEW, the study recommended that management should implement innovative measures such as flexible working hours, enhanced promotion based on merit, resource availability to facilitate work and remote working aimed at lowering the factors that contribute to occupational stress. Also, the University Health Directorate should occasionally run health screening to addressed health related issues among staff who are at risk.

Organizational Climate and Job Satisfaction Among Workers in a Peruvian Company

Organizational climate is a crucial factor that influences job satisfaction among workers in any organization. This research aims to describe the perceived levels of organizational climate and job satisfaction among workers in a Peruvian company and determine the relationship between both variables. This is a basic, non-experimental, and correlational quantitative study. The sample consists of 40 workers employed in a civil construction company in Lima, Peru, and is a census sample. Organizational climate and job satisfaction questionnaires were used to collect data, with 28 and 25 items, respectively. The results report that organizational climate and job satisfaction reached moderate levels, with 62.50% and 60.00%, respectively. Based on the obtained Spearman’s rho value of 0.755 and a p-value of 0.000 &lt; 0.05, it was determined that there exists a significant and high direct relationship between the variables under study.

The determinants of job satisfaction and auditors' performance in the Saudi context

PurposeThis study aims to examine the relationship between internal and external factors and job satisfaction, and between job satisfaction and auditors’ performance.Design/methodology/approachThis research used deductive approach. Data was gathered from 83 auditors in the Saudi Organisation for Certified Public Accountants (SOCPA) database. By implementing the partial least squares-structural equation modelling (PLS-SEM) technique, the suggested hypotheses were examined.FindingsThe results show that internal factors, i.e., achievement, advancement, recognition and growth, significantly impact job satisfaction. Subsequently, the external factors, i.e., company policies, relationship with a peer and relationship with supervisor, significantly impact job satisfaction. In contrast, work security has no relationship with job satisfaction. Furthermore, job satisfaction is a significant driver for auditors' performance.Research limitations/implicationsThis research sheds light on the relationships between internal and external factors, job satisfaction and auditors' performance in the Saudi context. It would be interesting to investigate these relationships in a different setting, such as a different country, time or industry. Future studies should broaden the sample frame to include different types of employees to obtain more generalisable results.Practical implicationsThis study may help managers of auditing departments formulate appropriate strategies and design effective programs to increase the level of job satisfaction between auditors by enhancing such factors, which will lead to improving the auditors' performance.Originality/valueThis research provide an empirical evidence to support the theoretical assumptions of Herzberg's which is much needed.

The voice of the second-level regulated nursing role: a qualitative approach

Background With an international nursing shortage, there is a need to navigate towards an improved nursing workforce structure where each nursing role is valued and recognised for the work they contribute. The second-level regulated nursing role is seen as integral; however, there is role confusion, especially with the registered nurse, and high attrition. To implement strategies to retain an integral nursing workforce, there is a need to better understand the role from the experiences and expectations of the second-level regulated nursing role. Aim To gain a better understanding of the second-level regulated nursing role in the Australian nursing workforce. Design Qualitative descriptive study from a larger mixed methods study. Method Five focus groups in 2018. The findings were analysed through the lens of organisational behaviour. Results The findings identified that enrolled nurses’ intrinsic and extrinsic motivators influenced levels of job satisfaction and sense of feeling valued. The findings also identified key determinants that influence job satisfaction and occupational stress: enrolled nurses’ understanding of their role and scope of practice; the registered nurses’ understanding of the enrolled nurses’ role and their role when working with the enrolled nurse; and the organisation’s understanding and recognition of their role. When these determinants align, there is job satisfaction, less occupational stress and enrolled nurses feel valued. At a professional level, the title does not reflect the role, and there are no career pathways. Conclusion This study explained why recurrent challenges impact the role and what contributes to those in the role feeling valued. Challenges that affect job satisfaction and occupational stress for the second-level (enrolled) nurse are related to the working environment and with whom the nurse works. From a professional level, there are limited career opportunities that recognise and retain the enrolled nurse in their role.

Job Satisfaction of School Teachers in Kazakhstan: A Comparative Analysis of Survey Results by Demographic Factors

Even though teaching is one of the most in-demand professions today, numerous teachers are leaving their profession. One of the main reasons is the low level of teachers’ job satisfaction (Ingersoll, 2001) which is a significant factor for resilience, also for better performance and fulfilment. However, there are few research works about teacher job satisfaction in Kazakhstan. Therefore this study addresses the issue through a comparative analysis of the teacher job satisfaction survey results according to their gender, age, teaching experience, teaching location, and type of school where they teach. TJSQ (Lester, 1987) was used to collect data about the job satisfaction of teachers in Kazakhstan. The questionnaire consists of 66 questions that describe 9 scales or factors of teacher job satisfaction. Participants were from all cities and regions of Kazakhstan. 385 respondents took part in the survey by snowball sampling method. Results showed that the overall job satisfaction level was the same for all sample groups. However, significant differences between the groups were determined by factors such as Working conditions, Advancement, Security, and Responsibility.