Staff Job Satisfaction Research Articles

Psychometric validation of the Danish translation of the Measure of Job Satisfaction (MJS) for pharmacy staff

Psychometric validation of the Danish translation of the Measure of Job Satisfaction (MJS) for pharmacy staff

Rehabilitation Therapists Have Better Job Satisfaction Than Nurses in a Tertiary Rehabilitation Healthcare Setting: A Cross-Sectional Study.

It is an established fact that job satisfaction of medical staff is a crucial factor that affects healthcare quality and plays a major role in the retention of qualified staff. This study aims to assess the occupational satisfaction of nurses and physiotherapists in a tertiary rehabilitation institution, holding a bed capacity of 511 beds, by utilizing the Job Satisfaction Survey (JSS) questionnaire. This cross-sectional survey was conducted at a tertiary rehabilitation hospital between August and November 2022. The study targeted full-time nurses and rehabilitation therapists working in the institution using an English questionnaire focusing on the Job Satisfaction Survey (JSS) that was sent electronically to all eligible staff. The JSS questionnaire assessed job satisfaction and consisted of 36 items in nine domains of job satisfaction, which included pay, promotion, supervision, benefits, rewards, operational procedures, coworkers, work itself, and communications. The response rate was 64.43% among nurses and 64.93% among therapists. The satisfaction rate was higher among therapists (34.41%) compared to nurses (26.25%). The overall job satisfaction mean score was significantly higher among therapists compared to nurses at 149.28±27.12 compared to 143.14±31.67, respectively.This was also observed in the pay domain (13.06±4.06 versus 12.36±4.29), fringe benefits domain (12.77±4.89 versus 11.90±4.82), and coworkers' domain (15.55±3.67 versus 14.71±4.17), while it was significantly higher among nurses compared to therapists when looking at the promotion domain at 14.27±3.52 versus 13.75±3.16, respectively. When doing regression analysis, the odds ratio (OR) was the highest among bachelor nurses and those with more than 40 years of age for therapists. Rehabilitation therapists are more satisfied than nurses with the main satisfaction domains being financial benefits in the form of pay, fringe benefits, and contingency rewards. Age, gender, and work duration did not show any significant value in this study, and overall, the dissatisfied group for both rehabilitation therapists and nurses did not manifest any difference in most of the job satisfaction factors.

Promoting a Culture of Community in Lebanese Care Homes Through Forging Partnerships: A Constructivist Case Study Approach.

Care homes can create a culture of community where residents, their families and staff are supported to develop positive relationships with one another, to interact and explore ideas together in an informal way. This concept is reported in the literature as a Westernised construct and so far, little is known about its meanings from a Middle Eastern cultural perspective and context. The aim of this study is to contribute to the understanding of how partnership between the three stakeholders may contribute to changing the organisation and focus of care homes, supporting a transition to the development of a community culture. A constructivist case study method is employed following Stake's collective case study model. Two care homes were chosen purposively to capture the experience of residents, families and staff working in different types of care homes. Data collection methods include interviews, focus groups and field observations with triangulation of methods and data. Data collection and data analysis occurred simultaneously. Analysis of data resulted in the emergence of four themes: organisational flexibility, a vision of care incorporating fundamental elements such as caring and dignity, connectedness/reciprocity, enhancing job satisfaction and morale of staff. These findings indicate that residents, staff and families are interdependent, and this needs to be considered when fostering a culture of community in care homes as an important value. Findings prove that organisational flexibility and individualised care should be set as priorities over care only directed towards disease and illness. The findings will have implications for developing policy and practice in care homes to improve experience of older residents thus enhancing quality of life in care homes in Lebanon.

Transformational Leadership and Non-Teaching Staffs’ Job Satisfaction in Selected Private Higher Educational Institutions

To better enhance the competitiveness of private colleges and universities, especially in the case of fewer and fewer students, the soft power of human resources is particularly important. Thus, research on private colleges and universities is of great significance to promoting the development of higher education in Sichuan and even the entire western region. The research found that the job satisfaction of employees was closely positively correlated with the four aspects of transformational leadership (idealized influence, inspiration motivation, intellectual stimulation, and individual consideration), and the needs for transformational leadership were different for different educational levels, age groups, and professional titles. The study showed that the higher the educational level and professional title, the stronger their demand for transformational leadership, and vice versa; in terms of age and years of work, the older and longer the staff had, the lower their demand for transformational leadership and the lower their scores. They had a fixed mindset and were more inclined to a stable leadership style. On the other hand, the study found that the job satisfaction of administrative staff was significantly affected by leadership style, that is, they had a significant correlation, among which relationship satisfaction had the highest correlation, followed by satisfaction with the environment and welfare, and then the satisfaction with personal growth and progress. The lowest correlation was the satisfaction with the work itself. This is mainly because transformational leaders have a sense of responsibility, motivate and inspire employees, guide employees, and pay attention to the balance between work and life, which evaluates various standards relatively high. The research results are helpful to promote the improvement of transformational leadership in private universities, and then improve employee satisfaction.

A Situational Analysis of Attitudes toward Stray Cats and Preferences and Priorities for Their Management.

Current cat management approaches are outdated and ineffective, failing to reduce stray cat numbers or related complaints and negatively impacting the job satisfaction and mental health of veterinary, shelter, and municipal staff. We undertook a situational analysis prior to implementing a Community Cat Program based on free sterilization of owned, semi-owned, and unowned cats in the city of Ipswich, Queensland, Australia. The study involved 343 residents in three suburbs in Ipswich, Queensland, Australia with high per capita intake of cats into the receiving shelter and municipal pound. We investigated the prevalence and impacts of free-roaming cats in urban areas, focusing on sightings, associated issues, and community preferences for cat management. Stray cats were observed by many respondents (71%), primarily at private residences (52%) and in alleyways or streets (22%), which caused serious or moderately serious problems for 38% of those who saw stray or wandering cats. Key concerns included the killing of native birds (38%) and animals (35%), noise (33%), and soiling (32%). Actions taken by respondents who saw stray or wandering cats included chasing them away or using deterrents (25%), capturing the cat for removal or calling council (18%) and preventing home entry (14%). Respondents' priorities for the local government management of cats included preventing kittens from being born (94% of respondents) and stopping cats from preying on native animals (91%); reducing disease spread to pets (89%), wildlife (89%), and humans (87%); decreasing stray cat numbers (75%); and preventing cat fights (70%). Respondents favored sterilization (65%) over euthanasia (35%), aligning with the results of previous research. Cat ownership and feeding unowned cats were predictors of management preferences. Only 29% of respondents were satisfied with the current local council management of the problem. Information on the benefits of management by sterilization could further enhance community support.

A study on the effect of the physical environment of restaurant kitchen on the job satisfaction and work engagement of kitchen staff

A study on the effect of the physical environment of restaurant kitchen on the job satisfaction and work engagement of kitchen staff

Determination of Competency, Work Discipline and Motivation on employee performance at Universities in Indonesia

How to accept educational staff who lack competence with the level of job satisfaction of staff due to lack of competence and measure the level of motivation that has continued to decline since entering the staff, that the level of staff discipline has decreased. Quantitative research, which is a type of research emphasizing the testing of theoretical theories through measuring research variables with numbers and requiring data analysis with statistical procedures. The measuring instrument for this research is a questionnaire, the data obtained is in the form of answers from staff to the questions asked. based on the research objectives that have been set, this type of research is explanatory. The statistical t value of the effect of competence (KO) on motivation (MO) is 5.29 with a positive structural equation coefficient, that competence has a positive and significant effect on motivation. The more competence of university staff, it will increase employee motivation, otherwise the less competence the university staff has, it will reduce work motivation and can even transmit decreased motivation to other staff so that motivation becomes the main thing that must be owned by university staff. For universities, it is better when recruiting educational staff to have basic competencies so that they can increase the motivation of the staff themselves and form an academic culture that is in accordance with academic rules

Leadership Styles of Principals and Job Satisfaction: An Empirical Study in Colleges of Education in Ghana

This study examined leadership styles of principals and their effects on staff job satisfaction in Colleges of Education in Ghana. Guided by the pragmatism philosophy, and underpinned by McGregor’s (1960) theory X-Y, the study utilised the descriptive survey research design to gather data from the respondents. The study employed the multi-stage sampling technique to select 210 staff to fill out questionnaires while five principals were chosen through purposive sampling for interview. In all, 215 respondents were selected from a population of 443 for the study. The quantitative data was analysed using descriptive and inferential statistical tools such as the mean, standard deviation, and multiple linear regression with the help of Statistical Product for Service Solution (SPSS), whilst the qualitative data was analysed thematically. It was revealed that the majority of principals in the Colleges of Education showed transformational leadership style but some were also seen as transactional leaders. Again, regardless of existing promotion opportunities, the staff were unsatisfied with their pay and benefits. The study found a significant moderate positive relationship between principals’ transformational leadership style and staff job satisfaction. Furthermore, across the dimensions of transformational leadership style, the idealised influence (Beta = .517, p<.05) and individualised consideration (Beta = .285, p = .013<.05) significantly predicted job satisfaction. It can be concluded that transformational leadership style of principals has significant moderate positive influence on job satisfaction of members of staff in Colleges of Education in Ghana. It was recommended that Ministry of Education in collaboration with the Colleges of Education should organise periodic seminars to train principals and other college officials on transformational leadership and how to apply it. Such seminars will help principals lead effectively and keep college staff satisfied with their jobs.

Enhancing Job Satisfaction for Oncology Staff: Research Versus Inquisitive Conversations.

The burden of cancer is increasing, and this is putting incredible strain on the healthcare system, specifically on frontline oncology health care providers. This is well documented in the published literature, and the situation has been exacerbated following the COVID-19 pandemic. There is ample evidence about the concerns of healthcare staff as to what changes are needed to improve their work lives and make them more efficient and effective at their jobs. There can always be more research done in this area, but, more importantly, there is an urgent need to start taking concrete steps and appropriate action to improve the situation so cancer patients can get the best available care possible.

Why do patients who are triaged as low-acuity visit the emergency department? – A Polish perspective

BackgroundEmergency departments (EDs) worldwide are dealing with overcrowding, system fragmentation, and coordination problems, which impact patient wait times, staff job satisfaction, and patient outcomes. Inappropriate ED visits, particularly those for low acuity conditions, exacerbate these challenges. However, the motivations behind these visits are poorly understood, with limited data from the patient perspective. This study investigated patient-reported motives behind ED visits triaged as low acuity in Poznan, Poland, to propose health care system flow enhancements. Material and methodsA cross-sectional survey and retrospective chart review were conducted in the ED of the Hipolit Cegielski Medical Center in Poznań, Poland, over three months in 2022–23. Patients who were triaged to have low acuity conditions were invited to participate in the survey. The data collected through the questionnaire included patient and ED visit characteristics. Additional information on the visits was extracted from the patient charts. Main resultsThis study involved 293 patients who underwent low-acuity triage. Among them, 58 % were deemed to have conditions that could have been treated in primary care. Most of the patients (74 %) visited the ED of their own volition due to concerns about their health. Other reasons for ED attendance were challenges accessing primary care or a specialist clinic (11 %), system navigation problems (5 %), or a lack of trust in their primary care provider (2 %). ConclusionsThis study showed that of the patients surveyed, the majority had conditions that could have been treated outside of the ED setting. We recommend prioritizing education, particularly among younger adults, to increase awareness about nonurgent care options while improving health care policies.

The Effect of Competence, Discipline, and Work Motivation on Job Satisfaction and Affective Commitment of School Administration Staff (TAS) at SMA Se Sunggal District, Deli Serdang Regency

The research aims to analyze the effects of: (1) competence on job satisfaction; (2) discipline towards job satisfaction; (3) work motivation on job satisfaction; (4) competence towards affective commitment; (5) discipline towards affective commitment; (6) work motivation towards affective commitment; (7) job satisfaction with affective commitment; (8) job satisfaction in moderating competence towards affective commitment; (9) job satisfaction in moderating discipline towards affective commitment; and (10) job satisfaction in moderating work motivation towards affective commitment to School Administration Personnel in High Schools in Sunggal District. The research population is School Administration Personnel in high schools in Sunggal District with a sample of 136 people. The research method is a quantitative method with Smart-PLS analysis. The results of the study concluded: (1) the influence of competency variables on job satisfaction was 27.1%; (2) the influence of the discipline variable on job satisfaction was 26.5%; (3) the magnitude of the influence of the work motivation variable on job satisfaction was 34.8%; (4) the influence of competency variables on affective commitment is 12.5%; (5) the influence of the discipline variable on affective commitment was 71.4%; (6) the influence of work motivation variables on affective commitment is 26.5%; (7) the magnitude of the influence of the job satisfaction variable on affective commitment was 16.6%; (8) the influence of the competency variable on affective commitment with job satisfaction moderation was 11.8%; (9) the influence of the discipline variable on affective commitment with job satisfaction moderation was 11.7%; and (10) the influence of the work motivation variable on affective commitment with job satisfaction moderation was 12.3%. Overall, the results of the study showed that affective commitment was influenced by competence, discipline, and work motivation on job satisfaction by 74.0%; While the remaining 26.0% is determined by other factors.

Assessment of Job Satisfaction and Associated Factors Among Health Professionals Working at Public Hospitals in Arsi Zone, Oromia Regional State, Ethiopia/2021

<i>Background</i>: Job satisfaction encompasses the array of attitudes that employees hold towards their work. Various factors influence job satisfaction, including salaries, benefits, allowances, pension funds, working hours, and the level of respect received in the workplace. In Ethiopia, approximately 50% of nurses employed in public health facilities express dissatisfaction, citing reasons such as lack of motivation, inadequate salary, limited training opportunities, and insufficient human resources. <i>Objective</i>: This study aimed to evaluate job satisfaction and its determinants among health professionals working in public primary hospitals in Arsi Zone, Oromia Regional State, Ethiopia in 2021. <i>Methods</i>: An institutional-based cross-sectional study design was utilized, involving 207 health professionals selected systematically from public primary hospitals in Arsi Zone. Data were cleaned, coded, entered into EpiData 7, and analyzed using SPSS version 21. Multiple logistic regression analysis was conducted to identify statistically significant associations between dependent and independent variables and to predict factors influencing job satisfaction. <i>Results</i>: The study revealed that 71 (35.3%) health professionals expressed agreement that they would choose the same career if given the chance again. While 60 (29.9%) respondents perceived personal growth in their work, 124 (61.7%) did not experience any personal development. A majority of participants (78.1%) reported having adequate opportunities for professional growth, with 125 (62.1%) indicating satisfaction in their profession. Multivariate analysis identified age, work experience, and income as significant factors influencing job satisfaction among health professionals. <i>Conclusions and Recommendations</i>: The study found an overall low level of job satisfaction among health professionals. Age, work experience, and average monthly income emerged as key factors affecting job satisfaction in this group. The government should implement effective policies addressing all determinants of job satisfaction, improve payment structures, create conducive work environments, recognize achievements, and establish mechanisms for remote retention of staff. Hospital administrators should enhance work conditions, increase rewards, and prioritize the professional development of employees to boost staff job satisfaction.

Impact of staff training on university productivity through job satisfaction: A study of ISO 9001- certified institutions.

The study examines the influence of staff training on university productivity through the job satisfaction of academic and administrative staff in ISO 9001-certified universities in Pakistan, utilizing a quantitative research approach. Data were gathered through online surveys using purposive sampling from academic and administrative staff, with analysis performed using SmartPLS-4. The results indicate that staff training significantly influences both job satisfaction and university productivity, with job satisfaction serving as a significant mediator. This research contributes to scholarly discourse by validating Organizational Learning Theory in ISO 9001-certified universities, highlighting the enhancement of productivity and job satisfaction through ISO 9001-aligned staff training. It also underscores the influence of QMS on employee attitudes and university productivity, highlighting the significance of ISO 9001 implementation, specifically through staff training, in university operations. Practical implications include recommendations for policymakers, administrators, and quality managers to prioritize ISO 9001-focused training to boost productivity and certification success, foster a culture of continuous learning, and improve educational quality and organizational outcomes. However, limitations such as the study's cross-sectional design, purposive sampling, and focus on specific universities in Pakistan may limit generalizability. Future research should explore novel approaches to understanding factors influencing job satisfaction among academic and administrative staff to enhance productivity in ISO 9001-certified universities worldwide.

Penerapan Total Quality Management Pada Dunia Pendidikan Dalam Meningkatkan Kinerja Tenaga Kependidikan

This research aims to analyze the application of Total Quality Management (TQM) in improving the performance of education staff. In an era of globalization that demands improving the quality of education, TQM is considered a strategic approach that is able to increase the efficiency and effectiveness of education personnel. The research method used is a case study with a qualitative approach. Data collection was carried out through direct observation, in-depth interviews with school principals, teachers and administrative staff, as well as analysis of documents related to the implementation of TQM in selected vocational schools. The research results show that the implementation of TQM contributes significantly to improving the performance of education personnel in several main aspects: first, through strengthening a quality culture that emphasizes the importance of student satisfaction and achieving high education standards; second, continuous work process improvement through the Plan-Do-Check-Act (PDCA) cycle; and third, increasing job satisfaction and professionalism of educational staff through continuous training and career development programs. In addition, key factors that support the successful implementation of TQM in the educational environment include strong commitment from school management, active involvement of all stakeholders, and effective and transparent communication. This research also identifies challenges in implementing TQM, such as resistance to change and limited resources, but emphasizes that the long-term benefits of implementing TQM are much greater. The conclusion of this research is that TQM is an effective and efficient strategy in improving the performance of educational staff in vocational schools, and therefore, can be adopted more widely by other educational institutions. Successful implementation of TQM will have a positive impact on the overall quality of education, so that it can produce graduates who are competent and ready to compete in the world of work.

Knowledge mapping of job burnout and satisfaction of medical staff and a cross-sectional investigation of county-level hospitals in Southern China

BackgroundJob burnout is a worldwide public health problem that has rarely been addressed among rural medical staff, particularly in county-level hospitals. Hence, we conducted a bibliometric study to gain global insights and research trends and a cross-sectional study to assess the current situation among medical staff of county-level hospitals in Southern China. By conducting these studies, we aim to identify factors associated with burnout among medical staff of county-level hospitals in China and provide recommendations for improvement. MethodsRelevant literature on job burnout among medical personnel was searched using the Web of Science Core Collection (WoSCC). CiteSpace was employed for an in-depth cluster analysis to determine research trends and identify the study population. Subsequently, a cross-sectional survey was randomly conducted in three county-level hospitals in Hunan Province of Southern China. Job burnout and satisfaction were assessed using the Maslach Burnout Inventory MBI-Human Services Survey (MBI-HSS) and Job Satisfaction Questionnaire in a total of 362 valid questionnaires collected. The influence factors of the prevalence of job burnout were investigated using logistic regression. ResultsIn this bibliometric study, 1626 articles were retrieved from 1999 to 2022. China lags behind the United States (US) in both the number and quality of publications in the field of medical staff burnout compared with the US. However, there is a lack of comparative research on job burnout across different job types. County-level medical staff articles are more in line with research hotspots in the field. In total, 362 valid questionnaires were obtained. The total incidence of job burnout among rural medical staff was 27.3 %. Nurses (p < 0.01, OR = 5.95), doctors (p < 0.01, OR = 6.43), and those with administrative jobs (p < 0.01, OR = 7.79) were more likely to experience burnout than those with technical jobs. Medical staff aged 40–49 years (p < 0.01, OR = 0.22) and 50–59 years (p < 0.05, OR = 0.14) were less likely to experience burnout than those aged 20–29 years. Job rewards satisfaction showed a positive correlation with job burnout (p < 0.01, OR = 1.32), but negative correlations with personal development satisfaction (p < 0.05, OR = 0.81) and work internal environment satisfaction (p < 0.05, OR = 0.81). ConclusionBetter working environments, more accessible resources, and higher job rewards contribute to job satisfaction and reduce job burnout among the medical staff of county-level hospitals in China.

The Relationship between Conflict Management and Educator Job Satisfaction and Education

If conflict is managed well, it can provide satisfaction for members and can even improve the performance of the organization or institution. Educators and educational staff in the educational process play a strategic role, especially in efforts to shape the character of the nation through developing the desired personality and values.This research aims to describe conflict management and job satisfaction and analyze the relationship between conflict management and job satisfaction of teaching and education staff in State Madrasah Aliyah throughout Bandung City. The approach used is quantitative with descriptive correlational analysis methods. The data in this study was obtained through the results of distributing a questionnaire using a Likert scale model consisting of four alternative answer choices given to 40 respondents. Based on the results of conflict management research, it is included in the medium category, namely 3.37 from the results of data processing. The job satisfaction of teaching and education staff is categorized as moderate, namely 3.27 from the results of data processing. Based on the results of the correlation calculation between variable So it can be concluded that there is a relationship between employee job satisfaction management in State Madrasah Aliyah throughout Bandung City. The results of the correlation test calculation show that the significance of conflict management of madrasa heads with teacher performance is 0.001 &lt; 0.05. The results of the correlation test are positive, which means that if conflict management is further improved, employee job satisfaction will also increase. Then, from the results of the coefficient of determination test, it was obtained (R square) of 0.385, which means that the conflict management variable with employee job satisfaction has a contribution of 38.5%.

The Role of Human Resource Policies on the Improvement of Job Satisfaction for Academic Staff in Higher Learning Institutions in Tanzania: The Case of Institute of Accountancy Arusha

The Role of Human Resource Policies on the Improvement of Job Satisfaction for Academic Staff in Higher Learning Institutions in Tanzania: The Case of Institute of Accountancy Arusha

Employee Participation and Job Satisfaction of Non-Teaching Staff in Public Universities in Lagos State Nigeria

Employee Participation and Job Satisfaction of Non-Teaching Staff in Public Universities in Lagos State Nigeria

Examining the impact of consumers’ showrooming behavior on sales staff job conditions: insights from the Indian apparel retail sector

PurposeThis research aims to investigate the showrooming phenomenon in the context of the evolving omnichannel shopping landscape, which seamlessly integrates both physical and online retail channels. Showrooming, wherein customers browse products in physical stores but ultimately purchase from online competitors, poses a potential threat to the job security and job satisfaction of sales staff in brick-and-mortar (B&M) stores. To address this issue, this study explores the relationship between showrooming, self-efficacy, sales performance, job insecurity and job satisfaction of sales staff, using the job demands-resources (JDR-R) model as a theoretical framework.Design/methodology/approachThis research employs quantitative research methods and gathers data from 219 sales staff working in Indian retail stores. Structural equation modeling is used to test the proposed hypotheses.FindingsThe results indicate that showrooming is associated with a decrease in the self-efficacy, sales performance and job satisfaction of sales staff. Furthermore, the result indicates that showrooming is positively associated with increased job insecurity among the sales staff.Originality/valueThis study offers valuable contributions to existing literature and offers insights for both retailers and salespeople regarding the potential repercussions of showrooming. It also suggests coping strategies to address the challenges posed by showrooming and the behavior of showroomers.

Non-Financial Rewards Towards Academic Job Satisfaction in State Universities in Sri Lanka

The employee retention and turnover depend on many factors including job satisfaction, financial and nonfinancial rewards, and other internal and external factors.The financial rewards of an organization are comprised of bonuses, salary incentives, gift vouchers, retirement plans, professional development plans and referral programs etc. Non-financial rewards are recognized as public recognition, experiential rewards, participation in the decision-making, time to work on personal projects, volunteering works, professional training, leadership training, increased autonomy, employee wellbeing programs, personal growth, awards, and career advancement. Hence, the study will focus on the impact of non-financial rewards on the job satisfaction of the academicians among state universities in Sri Lanka. Currently, it is a more significant and apt time to study the job satisfaction of academic staff in Sri Lanka as there is a higher rate of brain drain in Sri Lanka. The study was carried out by using qualitative methodology conducting in-depth interviews with fifteen faculty members in five state universities, aged between 30 to 55 male and female academic staff. Interview guides were used to collect data from selected thirty permanent academicians of state universities in Sri Lanka to determine the influence of nonfinancial rewards on job satisfaction. Thus, the study identified three main non-financial rewards as work autonomy, recognition, and professional development as the most influential factors towards the job satisfaction of academicians. Further, it was found that non-financial rewards have a positive and strong with job satisfaction than financial rewards. Hence, the study emphasizes the importance of enhancing the non- financial rewards of the employees to obtain their maximum performance.