Job Satisfaction Questionnaire Research Articles

Development and Validation of the Emergency Medical Technicians Occupational Stress Scale

Introduction. The population of interested workers for this study included Emergency Medical Technicians (EMTs) in the United States. This group of workers was chosen because of the nature of their work, which requires their presence at the scenes of life and death situations. Certainly, their work conditions can have an effect on their psychological well-being. Yet, the work of these workers, with all of its stressors, has not been adequately studied through the use of appropriate measuring instruments. Emergency Medical Technicians are not unknown in occupational stress research. This report discusses previous studies on EMT workers and occupational stressors and explains the curative process through the development and validation of an EMT Occupational Stress Scale. The report also highlights the psychometric investigation of this scale. Paramedics/EMTs face increased risk of physical and psychological stress due to the nature of their work. It is crucial to understand the stressors affecting their well-being in order to develop appropriate management strategies. Research suggests that EMTs may lack preparation for their roles, requiring additional training in empathy and emotional intelligence. The relationship between stressors experienced and clinical service provided needs further investigation. Standardized measures of stress for paramedics/EMTs are lacking and more comprehensive instruments are needed. This report aims to develop a comprehensive stress scale specifically for EMTs/paramedics, addressing validation concerns and incorporating environmental stress within a larger theoretical framework. Methods. This study was This study was conducted using a mixed-methods approach to develop and validate the Emergency Medical Technicians Occupational Stress Scale. The scale was pilot tested with a sample of EMTs to ensure reliability and validity. by the ethics committee and is based on a literature review. The Canadian EMT Job Satisfaction Questionnaire was used to measure organizational stress levels of EMTs. The questionnaire was reviewed by professionals and academics, resulting in the inclusion of five new items. The final item list consisted of 58 questions. Permission was obtained. Results. The outcomes and findings obtained from the comprehensive study conducted on the Development and Validation of the Emergency Medical Technicians Occupational Stress Scale have shed light on significant discoveries pertaining to the intricate realm of stress levels experienced by our dedicated EMT professionals. Conclusion. The rapidly evolving scope of Emergency Medical Services (EMS) practice has placed increasing demands on the relatively small professional community that consists of EMTs and paramedics. An Occupational Stress model was developed to examine interpersonal work stressors unique to the EMT role, and a measure was developed to assess the construct. Initial results suggest that the OSM is an accurate, reliable, and potentially valuable assessment tool. High levels of interpersonal stress may influence the EMTs to cope with their daily activities by seeking outlets for tension and depression through increased use of alcohol, legal drugs, and caffeine. Alcohol is used more frequently than other legal drugs are to modify interpersonal stress symptoms. The EMTs are in a prime position to help each other identify these symptoms when arising and offer assistance. Staff stress management programs are essential in solving and preventing occupational stress. A move toward prevention rather than reaction to such stress, which for many results in alcoholism, drug addiction, or job related emotional illness, will serve to preserve the health of the EMTs. The medical community has a vested interest in the health of these dedicated professionals. Not only does such prevention attempt to manage the human tragedy of alcoholism, legal drug addiction, and job related emotional illness, but it also prevents the more tangible, but no less important cost factors to the EMT.

The Role of Staffing and Safety in Improving Teachers’ Job Satisfaction in Nsukka Education Zone Enugu State

This study was conducted on the role of staffing and safety in improving teachers’ job satisfaction. The study was guided by three research questions and three hypotheses. The study was carried out in Nsukka Education Zone of Enugu State. A correlation research design was adopted for the study. The population of the study comprised of 193 (6 principals and 187 teachers) the population served as sample because the population is manageable and accessible. The study adopted three instruments for data collection which include staffing questionnaire (SFQ), safety Questionnaire (STQ) and teachers’ job satisfaction questionnaire (TJSQ). The internal consistency reliability indices of SFQ, STQ and TJSQ were determined to be 0.72, 0.76 using Cronbach alpha. Pearson product moment correlation and multiple regression were adopted to answer the research questions and test the hypotheses at 0.05 level of significance. The result shows that task persistence and students’ engagement significantly predict students’ academic achievement in Economics. From these findings, it was recommended among others that, Teachers should make sure that students are actively involved in teaching and learning process by so doing, the academic achievement of the students will be improved.

Laryngology Postgraduate Workforce Trends and Job Satisfaction: A Survey of USAcademic and Nonacademic Laryngologists.

To determine postgraduate job selection, percentage of career movement, factors influencing these decisions, and job satisfaction of laryngologists within academic and nonacademic fields. Cross-sectional survey. Nonacademic and academic laryngology practices across the United States. A 21-question survey including the Job Satisfaction Questionnaire (JS-Q) was electronically administered between October and December 2023. Student's t test and logistic regression analysis were used for statistical analysis. There were 134 (49.26%) complete responses, including 99 (64 males, 34 females, 1 undisclosed) laryngologists in the academic cohort and 35 (25 males, 9 females, 1 undisclosed) in the nonacademic cohort. No association was found between year of initial employment and probability of choosing an academic job (coefficient of variation = 0.02, odds ratio = 1.02, P = .56). A higher percentage of physicians transfer from nonacademics to academics (22.86%) than vice versa (5.05%, P = .002). Factors including lifestyle, pay, leadership,and research support influence career movement and satisfaction. There was higher job satisfaction in the nonacademic group in all domains of JS-Q except for Training and Development (3.81 vs 3.84, P = .81). Over time, the rate of laryngologists pursuing nonacademic versus academic positions has been stable, despite the increasing number of laryngologists. Career satisfaction is high in both academic and nonacademic laryngologists, althoughhigher in nonacademic. Despite this, a higher percentage of physicians transfer from nonacademic to academic positions than the converse. Factors including lifestyle, pay, lack of leadership support, and research support influence career movement and satisfaction.

The Role of Personality Traits, Cognitive Performances, and Perceived Social Support on Job Satisfaction Among Individuals with Chronic Psychiatric Disorders

Background: This study was conducted due to the importance of job satisfaction in chronic psychiatric patients and the lack of sufficient information about the associated variables. Objectives: The study aimed to assess the role of personality traits, cognitive performances, and perceived social support on job satisfaction among individuals with chronic psychiatric disorders employed in supportive-productive workshops in Semnan. Methods: This cross-sectional study was conducted using a quantitative and descriptive-correlational regression method. It included 152 individuals (both male and female) with chronic psychiatric disorders employed in supportive-productive workshops in Semnan city in 2022. Participants were randomly selected through a lottery method. Data were gathered using the NEO Five-Factor Inventory by Costa and McCrae (1985), the Field and Roth Job Satisfaction questionnaire (1951), Zimet's (1988) scale for perceived social support, and the Montreal Cognitive Assessment (1996). Data analysis was performed using regression analysis with SPSS version 24. Results: The regression analysis illustrated that although neuroticism, agreeableness, extraversion, conscientiousness, perceived social support, and cognitive performances had a significant predictive role on job satisfaction among patients with chronic psychiatric disorders, perceived social support and conscientiousness had the most significant effect, while cognitive performances had the least significant effect on predicting job satisfaction (P < 0.05). Conclusions: It is recommended that authorities pay special attention to the perceived social support from society and family, as well as cognitive rehabilitation focusing on attention and concentration for individuals with chronic psychiatric disorders.

A confirmatory factor analysis of a job satisfaction scale for healthcare providers in emergency departments

ABSTRACT Objective Performance of health care providers in a hospital’s emergency department is crucial as they are the first liners in the hospital. This study used a confirmatory factor analysis to verify the validity and reliability of a newly developed multi-dimensional job satisfaction scale for healthcare providers in emergency departments. Method A convenience sampling method used to collect data from emergency departments of Jordan Middle District hospitals. A total of 286 healthcare providers from 11 hospitals participated in the study. The job satisfaction questionnaire was distributed in these hospitals from the beginning of June 2020 until the end of August 2020. Data analysis was performed using AMOS 21 after data entry into SPSS 25. Result A model of four-factor with 16 items yielded adequate goodness-of-fit values with good convergent and discriminant validity after model re-specification. Four confirmed factors in this study were the most common dimensions used in measuring job satisfaction. Namely; physical environment and workplace safety, supervisor support, promotion and compensation, and staff communication and relationship domains. Conclusion The job satisfaction scale was proven to provide a valid measurement model and reliable constructs measuring accurately job satisfaction of healthcare providers in emergency departments and exploring ways to improve their performance.

The relationship of perceived nurse manager competence with job satisfaction and turnover intention among clinical nurses: an analytical cross-sectional study

BackgroundNursing managers have the potential to significantly impact the outcomes of nurses, patients, and organizations. Their competencies for effective performance are crucial. The global nursing workforce is facing a severe shortage of nurses. Dissatisfaction with management is one of the most important reasons for nurses’ inclination to leave their jobs. Therefore, this study examines the relationship between nursing managers’ competencies, job satisfaction and intention to leave among clinical nurses.MethodsAn analytical cross-sectional study was conducted on 354 nurses in five hospitals affiliated with Ardabil University of Medical Sciences from May to August 2023. This research used web-based software to design demographic information forms, nurse manager competency scale, turnover intention, and single-item job satisfaction questionnaires. The significance level for the study was set at p < 0.05.ResultsThis study revealed that participants had an average score of 3.06 out of 5 in perceived nurse manager competence. Only one-fourth of the participants (25.7%) were satisfied with their current job, and less than half (46.9%) intended to leave. Employee support and development, change and resource management, supervision and quality monitoring, and personal mastery positively influenced nurses’ job satisfaction. These competencies hurt employees’ intention to leave their jobs.ConclusionsThe research findings indicate that nursing managers in Iran have lower competency than in previous studies. Developing and strengthening these competencies is very important, as it significantly improves job satisfaction and reduces nurses’ tendency to leave their jobs. Additionally, the results show that nursing managers who excel in supporting and developing staff, resource management, quality supervision, and personal mastery positively impact nurses’ job satisfaction. However, these competencies can also help reduce employees’ intention to leave their jobs. Retaining and maintaining nurses in the healthcare field is of utmost importance.

Occupational stress, burnout, and job satisfaction amongst Spanish speech-language pathologists

Purpose The current research aimed to determine the prevalence and the relationships between perceived stress, burnout, and job satisfaction among practicing speech-language pathologists (SLPs) in Spain. In addition, their perspectives and experiences related to their job were explored. Method A mixed methods research design was used with cross-sectional quantitative and qualitative methodology. Four hundred and thirty-eight SLPs completed the Perceived Stress Scale, the Maslach Burnout Inventory, and the Font Roja Job Satisfaction Questionnaire in order to report perceived stress, burnout, and job satisfaction, respectively. Ten SLPs participated in semi-structured interviews. Result With respect to stress, 61.6% of SLPs reported a moderate level of stress and 18.7% reported a high level of stress. With respect to burnout, only 7.56% of the participants met the criteria commonly used for its diagnosis. However, 45.2% of SLPs reported a high level of emotional exhaustion, and 52.7% expressed a low degree of personal accomplishment. Job satisfaction was average for 94% of SLPs and high for just 1% of participants. The level of job satisfaction was significantly related to job stress, emotional exhaustion, and depersonalisation. Qualitative content analyses produced themes and subthemes regarding work recognition, relationships with people in the workplace, work conditions, and job control. Conclusion A noteworthy percentage of SLPs reported emotional exhaustion and reduced personal achievement. Findings suggest that strengthening job control and social support might become protective factors to avoid the full development of burnout, which should impact positively on an individual’s wellbeing and, in turn, the quality of the services provided.

Work Balance in the Phase of a Depressed Economy and Employees Job Satisfaction in Selected Organizations in Rivers State

This study examined the relationship between work balance in the phase of a depressed economy and employee’s job satisfaction in selected organizations in rivers state, Nigeria. The research aim to determine the extent to which strategies to maintain work balance impact job satisfaction in the face of economic challenges. The study employed a correlational research design to explore this relationship, focusing on organizations in Rivers State. The population of the study consists of employees in selected organizations, with a sample size of 76 employees determined through a stratified random sampling technique. Data is collected using a self-structured questionnaire titled: Work Balance in a Depressed Economy Questionnaire (WBDEQ) and Employees’ Job Satisfaction Questionnaire (EJSQ). The questionnaire distribution and collection to selected employees took place over a period of four months ranging from October 2023 to February 2024. Participants were assured of the confidentiality of their responses and their right to withdraw from the study at any time. During this period, the 76 copies of the instrument were distributed, only 69 were returned. Of these, 4 were not correctly filled out, leaving the researcher with only 65 valid copies that were used for data analysis. To ensure content validity, a pilot study was conducted with a subset of participants to test the validity and reliability of the questionnaire to make necessary adjustments. Thereafter, a reliability index of .87 was calculated using Cronbach Alpha method based on the outcomes of this analysis. Descriptive statistics, such as mean and standard deviation, was used to answer the research questions, while inferential statistics, such as Pearson's Product-Moment Correlation (PPMC), was utilized to test hypotheses at a significance level of 0.05. The statistical analysis was conducted using SPSS version 23.0 software. The findings revealed a significant positive relationship between strategies to maintain work balance in a depressed economy and employees' job satisfaction. This suggested that organizations implementing effective strategies to address work balance in challenging economic times are likely to experience higher levels of job satisfaction among their employees. The study concluded that by addressing work balance issues, organizations can improve employee job satisfaction, leading to increased productivity and a more positive organizational culture. Recommendations are made for organizations in Rivers State to focus on developing and implementing strategies that support work balance to improve overall employee job satisfaction.

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.

علاقة القيادة التشاركية بالرضا الوظيفي بالجامعات الفلسطينية من وجهة نظر العاملين فيها

The study aimed to reveal the relationship of participatory leadership and job satisfaction at the Arab American University from the point of view of its employees. To that means, the descriptive approach was used in the study. The study population was consisted of 1,002 faculty members and administrative employees, while the study samples included 133 members who were chosen randomly. The researcher used the questionnaire as a tool for data collection, and the validity of the tool was authenticated by arbitrators and factor analysis. The reliability coefficient of Cronbach’s alpha for the paragraphs of the participatory leadership variable questionnaire was (0.956), while the reliability coefficient of the Cronbach alpha for the paragraphs of the job satisfaction questionnaire was (0.957). The results of the study concluded that the average practice of participatory leadership came to a high degree with a mean (3.98), and the average job satisfaction came to a high degree and a mean (3.96). It was also noted that there is a positive direct relationship between the practice of participatory leadership in its various dimensions and the achievement of job satisfaction. Based on the study results, the research concluded a set of recommendations. The most important recommendation is to promote a culture of teamwork among workers in Palestinian universities to enhance performance.

علاقة القيادة التشاركية بالرضا الوظيفي بالجامعات الفلسطينية من وجهة نظر العاملين فيها

The study aimed to reveal the relationship of participatory leadership and job satisfaction at the Arab American University from the point of view of its employees. To that means, the descriptive approach was used in the study. The study population was consisted of 1,002 faculty members and administrative employees, while the study samples included 133 members who were chosen randomly. The researcher used the questionnaire as a tool for data collection, and the validity of the tool was authenticated by arbitrators and factor analysis. The reliability coefficient of Cronbach’s alpha for the paragraphs of the participatory leadership variable questionnaire was (0.956), while the reliability coefficient of the Cronbach alpha for the paragraphs of the job satisfaction questionnaire was (0.957). The results of the study concluded that the average practice of participatory leadership came to a high degree with a mean (3.98), and the average job satisfaction came to a high degree and a mean (3.96). It was also noted that there is a positive direct relationship between the practice of participatory leadership in its various dimensions and the achievement of job satisfaction. Based on the study results, the research concluded a set of recommendations. The most important recommendation is to promote a culture of teamwork among workers in Palestinian universities to enhance performance.

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.

Job satisfaction and social identification among paramedics in southern Poland.

Job satisfaction, based on professional and non-professional factors and individual characteristics of employees, is an important element influencing both the quality of care provided and employee turnover. The study included 137 paramedics employed in field teams and hospital emergency departments. The Job Satisfaction Scale (SSP), the Minnesota Job Satisfaction Questionnaire (MSQ), the Utrecht Work Engagement Scale (UWES), and the Three Dimensional Strength of Group Identification Scale (TSIG) were used to collect the data. The average job satisfaction score measured with SSP in the studied group of paramedics was 24.50 and the average job satisfaction score measured with MSQ was 74.16. The average value of the group identification in the study sample was 61.15. Of the three subscales, the highest scores were obtained in the affect toward the group subscale -22.44, and the lowest in the cognitive centrality subscale -18.78. The analysis showed that job satisfaction positively correlated with social identification (r = 0.43) and the ingroup ties (r = 0.43), cognitive centrality (r = 0.34) and ingroup affect (r = 0.37). The studied group of paramedics showed moderate job satisfaction (measured with SSP) and work engagement, with a simultaneous high level of job satisfaction (measured with MSQ) and social identification with the professional group. Social identification of studied paramedics varied depending on gender. Women showed higher levels of cognitive centrality, which might mean that they might have had greater need to categorize themselves as paramedics.

Network analysis of occupational stress and job satisfaction among radiologists.

Occupational stress and job satisfaction significantly impact the well-being and performance of healthcare professionals, including radiologists. Understanding the complex interplay between these factors through network analysis can provide valuable insights into intervention strategies to enhance workplace satisfaction and productivity. In this study, a convenience sampling method was used to recruit 312 radiologists for participation. Data on socio-demographic characteristics, job satisfaction measured by the Minnesota job satisfaction questionnaire revised short version (MJSQ-RSV), and occupational stress assessed using the occupational stress scale. Network analysis was employed to analyze the data in this study. The network analysis revealed intricate patterns of associations between occupational stress and job satisfaction symptoms among radiologists. Organizational management and occupational interests emerged as crucial nodes in the network, indicating strong relationships within these domains. Additionally, intrinsic satisfaction was identified as a central symptom with high connectivity in the network structure. The stability analysis demonstrated robustness in the network edges and centrality metrics, supporting the reliability of the findings. This study sheds light on the complex relationships between occupational stress and job satisfaction in radiologists, offering valuable insights for targeted interventions and support strategies to promote well-being and job satisfaction in healthcare settings.

ILLUMINATING THE IMPACT OF PERSONALITY FACTORS AND SELF EFFICACY ON COLLEGE EDUCATORS' JOB SATISFACTION: A CORRELATION STUDY

This cross-sectional study examined the combined effects of personality factors and self-efficacy on job satisfaction among college teachers in Sargodha, Pakistan. The study, conducted with n= 300 participants, aimed to explore how personality traits openness, conscientiousness, extraversion, agreeableness and neuroticism and self-efficacy influence job satisfaction in the educational sector. Data was collected using purposive sampling and self-report measures, including the Big Five Personality Scale, self-efficacy scale and job satisfaction questionnaire. Results revealed positive correlations between extraversion, agreeableness, conscientiousness, openness, self-efficacy and job satisfaction. However, neuroticism showed no significant correlation with job satisfaction. The findings suggest that individuals with certain personality traits, such as being open-minded, cooperative and conscientious, along with high self-efficacy, are more likely to experience job satisfaction in the college teaching profession. Recommendations for education sectors include implementing activities to enhance job satisfaction by focusing on recruiting individuals with stable personalities and high self-efficacy. Additionally, efforts could be made to address gender-specific timing arrangements for teachers to promote equal opportunities and satisfaction. Limitations of the study include the small sample size, limited geographical scope and reliance on self-report measures. Future research could explore longitudinal studies and incorporate qualitative methods to complement quantitative findings. Despite these limitations, the study contributes valuable insights into the relationship between personality, self-efficacy and job satisfaction in educational settings.

The contribution of psychological capital and parental age to job satisfaction: a comparison of parents of children with autism spectrum disorder and parents of typically developing children

IntroductionA recent concern is the frequency with which children are classified as having autistic spectrum disorder (ASD). Parents of children with ASD report difficulties in all areas of life, including the workplace. Previous studies show psychological capital (PsyCap), defined as a combination of hope, self-efficacy, optimism and resilience, is a key factor in job satisfaction and coping in numerous areas. I examined the relations of PsyCap with job satisfaction in parents of ASD children and parents of typically developing children.MethodsThe study involved 141 participants, 127 women, 14 men. About half (n = 69) had a child with ASD (mean age 41.41, SD 5.79), and about half (n = 72) had a typically developing child (mean age 43.65, SD 7.29). Measurements comprised the Job Satisfaction Questionnaire and the PsyCap questionnaire (PCQ). Data were collected online.ResultsPositive relations between PsyCap and job satisfaction was found for both groups. Parents of children with ASD had higher levels of resilience than their comparators. With increased age, parents of children with ASD reported decreased job satisfaction; parents of typically developing children reported increased job satisfaction.DiscussionThe study expands the understanding of how parents of children with ASD cope at the occupational level. Their job satisfaction decreases with age. Organizations who employ parents of children with special needs in general and ASD in particular should take this into account and discuss their employees' changing needs to maximize their job satisfaction and give them room for professional development under flexible conditions.

JOB SATISFACTION OF TEACHERS AS INFLUENCED BY PUBLIC LEADERSHIP BEHAVIORS AND PSYCHOLOGICAL EMPOWERMENT: A CONVERGENT DESIGN

This mixed methods study employs a convergent design to explore the job satisfaction of public elementary school teachers in Region XI by examining the influence of public leadership behaviors and psychological empowerment. Quantitative data were collected from 300 teachers across 20 public elementary schools using the Public Leadership Behaviors Questionnaire, the Psychological Empowerment Scale, and the Job Satisfaction Questionnaire (JS-Q). The quantitative analysis utilized mean, standard deviation, and multiple regression. The results revealed that public leadership and psychological empowerment significantly predict job satisfaction, F(2, 296) = 115.33, p &lt; .05. Additionally, qualitative data were gathered through in-depth interviews (IDI) with 10 teachers and focus group discussions (FGD) with 7 teachers. Qualitative thematic analysis highlighted the participants’ experiences, the impact of grouping variables, and the influence of these experiences on their beliefs and attitudes. The joint display of findings from both approaches indicated a convergence of data, emphasizing the role of public leadership and psychological empowerment in enhancing job satisfaction. Based on these results, a series of recommendations was formulated and proposed to further improve teacher job satisfaction. KEYWORDS: Education, public leadership behaviors, psychological empowerment, job satisfaction of teachers, convergent design, Philippines

Job satisfaction and the role of self-esteem and self-efficacy: A cross-sectional study among Iranian nurses.

This study aims to investigate the relationship between nurses' self-efficacy and self-esteem, and their job satisfaction. A cross-sectional study was conducted. Employing a random sampling method that included 234 nurses from three hospitals in Iran enrolled. This study utilized the General Self-Efficacy Questionnaire, Coppersmith Self-Esteem Inventory, and Minnesota Job Satisfaction Questionnaire. Descriptive analysis, independent t-tests, Pearson correlation analyses, and linear regression were employed for data analysis. The mean self-efficacy score for nurses was 26.73 ± 5.62 (out of 40), while self-esteem and job satisfaction scored 37.13 ± 6.87 (out of 50) and 68.27 ± 12.65 (out of 100), respectively. Significant correlations were found between self-efficacy, self-esteem, and job satisfaction. Moreover, self-esteem and the age group >40 years were identified as important predictors of nurses' job satisfaction. This study highlights the influential role of self-esteem in determining nurses' job satisfaction.

Hubungan Self Efficacy dengan Kepuasan Kerja Perawat di Instalasi Rawat Inap

Nurses with a high level of self-efficacy can encourage good work results so that nurse job satisfaction increases and has a positive effect on the quality of service in the hospital. The purpose of this study was to determine the relationship between self-efficacy and job satisfaction of nurses in providing nursing care in the inpatient room of Cilegon Hospital. The research design was quantitative with a cross-sectional approach and the number of samples in this study were 112 nurses in the inpatient rooms of Cilegon Hospital. The sampling technique used was purposive sampling. Data collection was carried out using two questionnaires modified by the researcher, namely the self-efficacy questionnaire and the job satisfaction questionnaire. The data analysis used was the Chi-Square test with a CI of 95%. Based on the results of the Chi-Square test, a p value of 0.000 was obtained, which means &lt;0.05, so it was concluded that there was a significant relationship between self-efficacy and job satisfaction of nurses in providing nursing care in inpatient rooms at Cilegon Hospital.

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools