Associations between job satisfaction, perceived organizational support, and burnout among Jordanian midwives: A cross-sectional study.

To examine the well-being of new nurses (NNS) and its effect on job satisfaction, turnover intent, and patient safety. NNs face significant challenges during their transition to clinical practice, which can impact their mental health, job satisfaction, retention, and patient safety. Understanding well-being during this critical period can guide leaders in building workforce strategies. A national survey of NNs measured well-being, job satisfaction, turnover intent, and patient safety practices. More than half (54.4%) of NNs screened at elevated risk for distress. Poorer well-being was linked to lower job satisfaction (odds ratio=0.41), increased turnover intent (odds ratio=1.29), and higher negative safety practices. Well-being is a leading indicator of workforce and safety outcomes. Findings provide leaders with actionable benchmarks to integrate well-being into retention and safety strategies.

Psychological safety is a key component of effective healthcare teams and may impact job satisfaction, commitment and change readiness among critical care nurses. The design of nurse-physician collaboration may influence psychological safety but has not been systematically studied in intensive care settings. To investigate how nurse autonomy, participation in ward rounds, quality of nurse-physician relations and team size relate to psychological safety in critical care nurses, and how psychological safety mediates statistical effects on job satisfaction, affective commitment and commitment to change. We performed a multicentre, cross-sectional, multi-informant survey study conducted between December 2013 and March 2015 using a convenience sample of 22 intensive care units (ICUs) in 19 German hospitals, including university, public and private hospitals. Organisational data were provided by ICU leaders. Validated scales were used to assess psychological safety, job satisfaction, affective commitment to unit and commitment to change (nurse survey), and nurse-physician collaboration (physician survey). An organisational questionnaire was developed to assess nurses' autonomy and structural factors. Linear regression and mediation analyses tested hypothesised associations at the unit level. Of 1216 invited nurses and 379 invited physicians, 600 and 217 participated, respectively. Higher nurse autonomy (0.51 [95% CI: 0.1, 0.91], p = 0.016), consistent participation in ward rounds (0.51 [0.11, 0.91], p = 0.014), better nurse-physician collaboration (0.59 [0.21, 0.97], p = 0.004) and lower number of nurses working in a unit (-0.55 [-0.94, -0.16], p = 0.008) were statistically significantly associated with higher psychological safety in linear regression analysis. Psychological safety mediated effects of all predictors on job satisfaction, affective commitment and commitment to change. Psychological safety among critical care nurses can be enhanced through interprofessional collaboration, nurse autonomy and smaller team structures. These findings inform organisational strategies to improve nurse wellbeing and retention, as well as organisational readiness to change. Fostering interprofessional collaboration and enhancing nurses' autonomy in critical care are key to enhancing psychological safety and thereby enhancing job satisfaction and retention. Increasing team size can have unintended negative consequences that need to be weighted against potential gains. German Clinical Trial Register: DRKS00005357.

This study examines the effect of job satisfaction on employees’ marketing performance in the digital era. Increasing business competition and rapid technological changes require marketing employees to adapt quickly in order to maintain organizational performance. However, many companies still face challenges related to inconsistent marketing performance caused by low employee satisfaction. This research aims to analyze whether job satisfaction significantly influences marketing performance in a digital work environment. A quantitative associative approach was applied in this study. Primary data were collected through questionnaires distributed to 134 marketing employees using a Likert scale. The data were analyzed using simple linear regression with SPSS software. The findings indicate that job satisfaction has a positive and significant effect on marketing performance. The regression coefficient value of 0.675 and significance level of 0.000 confirm that higher job satisfaction contributes to better marketing performance. In addition, the coefficient of determination (R²) of 0.402 shows that job satisfaction explains 40.2% of the variation in marketing performance, while the remaining percentage is influenced by other factors outside the study. These results highlight the importance of improving employee satisfaction to support marketing effectiveness in the digitalization era.

This study used a descriptive phenomenological design to explore nurse educators' perceptions of leadership support and examine how such support influences their job satisfaction and intent to leave. Virtual interviews were conducted with 14 nurse educators representing seven US states. Findings indicated that leadership support plays a meaningful role in shaping both job satisfaction and intent to leave for nurse educators. The results align with existing literature and reinforce the idea that leadership support is not merely beneficial but essential for retaining qualified faculty in nursing education. Therefore, leadership support within nursing education programs warrants further investigation.

Introduction: The concept of leadership of an organization seems to be related to the efficiency of this organization, as well as to the satisfaction that employees enjoy from the conditions and nature of their work. The style of transformational leadership has been characterized as the most appropriate, in order to achieve the development of human resources that staff the health structures and to perform their work more effectively. Aim: Aim of this study was to expand the leadership style of nursing staff and its possible correlation with job satisfaction. Methodology: This was a cross-sectional study. The data collection was done using The Multifactor Leadership Questionnaire - MLQ leadership questionnaire and the Job Satisfaction Survey questionnaire. Results: The results showed that in this hospital there is mainly a leadership of transactional / processing style (3.04±0.57) with very few elements of transformational leadership (2.35±0.76), which seems to satisfy in general the nursing staff (2.71±1.08). This leadership seems to be positively associated with the supervisor / boss (r=0.20, p=0.017), with colleagues (r = 0.219, p=0.009) and with the nature of work (r=0.289, p=0.001), while on the contrary it seems to be negatively correlated with communication (r=-0,180, p=0,032). Furthermore, it appears that the nursing staff is mediocre or quite satisfied with the possible rewards (4.01±1.03), with the operating conditions (4.13±0.89), with the colleagues (4.14±0, 82), by the nature of the work (4.12±0.83). Conclusions: In conclusion, in this hospital it seems that a leadership is exercised that is more specific to the type of transactional leadership and is evaluated as a whole as satisfactory, while the way in which the leader performs his role and exercises this leadership is considered quite satisfactory.

Marital status has been associated with the well-being and career decisions of physicians; however, its role during residency remains underexplored, particularly in Japan. This study aimed to examine the association among marital status, psychological well-being, and intended specialty choice among postgraduate medical residents in Japan, with a focus on sex differences. The authors conducted a nationwide cross-sectional survey in January 2023 of postgraduate second-year residents in Japan immediately after the 2022 General Medicine In-training Examination (GM-ITE). Participants completed the survey and provided complete data on their marital status and outcome measures. The primary outcomes included depressive symptoms (assessed using the Patient Health Questionnaire-2), burnout symptoms, job satisfaction, and work-related stress (assessed using the Mini-Z 2.0) as well as gender role attitudes and intended specialty. The authors estimated adjusted prevalence ratios (PRs) using modified Poisson regression with generalized estimating equations. Among 2,721 residents included in the analysis (mean age, 27.7 years; 879 [32.3%] female), 551 (20.2%) were married, of whom 282 (51.2%) had physician spouses. Depressive symptoms were most common among unmarried residents (613/2,170 [28.2%]) and least common among those married to physicians (50/282 [17.7%]; P < .001). In adjusted analyses, being married to a physician was associated with a reduced depressive symptoms prevalence (PR, 0.62; 95% confidence interval [CI], 0.48-0.81) and increased job satisfaction (PR, 1.09; 95% CI, 1.02-1.18). Marital status showed no statistically significant association with burnout symptoms or work-related stress, and no statistically significant specialty preferences differences were observed according to marital status. Female residents, particularly those married to physicians, were more likely to disagree with traditional gender roles than their male counterparts. Among Japanese medical residents, marriage-particularly to another physician-was associated with fewer depressive symptoms and greater job satisfaction, whereas marital status was not associated with intended specialty choice.

The Pennsylvania legislature is considering limiting the number of patients nurses care for to promote safe care. To determine whether variation in nurse workloads is associated with adverse consequences for patients, nurses, and hospital costs in Pennsylvania. Observational study of 547,689 medical and surgical patients and 2782 direct care nurses in 132 Pennsylvania hospitals. The independent variable was medical-surgical nurse staffing ratios. Patient outcomes included 30-day mortality, 30-day readmissions, and length of stay. Nurse outcomes included burnout, job dissatisfaction, intent to leave, and evaluations of hospital management and patient care. Hospital outcomes were HCAHPS Star Ratings and cost offsets associated with better staffing. Hospital nurse staffing ranged from 3 to 9 patients per nurse (average 5.9). Each additional patient per nurse was associated with higher odds of 30-day mortality (AOR: 1.08, 95% CI: 1.03, 1.13, P <0.001), longer length of stay (IRR: 1.02, 95% CI: 1.00, 1.04, P <0.05) and higher odds of readmission (AOR: 1.04, 95% CI: 1.01, 1.07, P <0.05). Worse staffing was associated with higher odds of nurse burnout, job dissatisfaction, and intent to leave, and lower patient satisfaction. Cost savings from patient outcomes and nurse retention were projected to offset costs of additional nurses needed for hospitals to meet a minimum safe nurse staffing level proposed in legislation. Large differences across Pennsylvania hospitals in the amount of nursing care patients receive are associated with negative consequences. A state policy establishing minimum safe nurse staffing requirements in hospitals is in the public's interest.

Quality-of-Life and Job Satisfaction Among LVAD Coordinators: A U.S. National Survey

Profiles of facilitators’ beliefs about collaboration and how they relate to experience, job satisfaction, self-efficacy, and willingness to innovate

There is a recognised desire to teach amongst GP trainees yet limited formal opportunities to do this. There are known benefits of near-peer teaching to both teacher and learner, but minimal research investigating the role of GP trainees as teachers in a clinical setting. This study aims to evaluate the views of GP trainees participating in a teaching scheme piloted at the University of Manchester. This mixed-methods study was conducted over a three-year period. In years one and three, evaluation was undertaken using questionnaires comprising Likert scale items and free-text responses (n = 11). In the second year, qualitative data was collected via a focus group with GP trainees following their teaching experiences (n = 8). Subsequently, a thematic analysis was conducted. GP trainees reported benefits including improved clinical skills, job satisfaction and development of leadership skills. There was a noted impact on their teaching skills, as GP trainees demonstrated their ability to be adaptable to learners' needs and develop interactive, structured teaching sessions. The main challenges identified were organisation and time management, balancing responsibilities and adapting to student needs. Trainees unanimously felt the scheme allowed them to meet their portfolio requirements, develop their teaching skills and made them more likely to consider pursuing medical education as part of their future careers. All participants expressed a desire to continue with teaching and reported improved job satisfaction. Participation in a near-peer teaching scheme can have significant positive impacts on GP trainees' personal and professional development. Despite some challenges, trainees reported numerous benefits from undertaking the scheme. Formal teaching opportunities for GP trainees could contribute to the development of a skilled and motivated future workforce of clinician-educators in general practice.

Why UK midwives intend to stay in or leave the midwifery profession: A conceptual model of push, pull and mooring factors.

The occupational well-being of nurse educators, its related challenges, stressors and their reduction in work life balance-A systematic mixed-methods study.

Job mobility – the rate at which workers change employers – is seen as an indicator of economic dynamism, tied to wage growth and productivity. ‘Official’ figures suggest job mobility has fallen by around 50 per cent over 50 years in Australia. This has generated much interest, but the drivers are not well understood. We begin by showing that official figures overstate job mobility in early years. The actual decline is smaller and is concentrated in the post‐GFC era. Next, we show that demographic change explains all of the pre‐GFC decline in job mobility, but almost none of the post‐GFC decline. The post‐GFC decline seems to be driven by reduced opportunities for younger workers, combined with a strong increase in post‐COVID job satisfaction.

Rethinking corporate mobility management: Enhancing employee loyalty through corporate mobility and transportation offerings

We used national-level data to compare worker demographic and socioeconomic characteristics, work arrangements, psychosocial working conditions, safety and health, job security, wages and benefits, and worker health and well-being before the COVID-19 pandemic, in 2018, and in the late stage of the pandemic, in 2022. Understanding these changes helps inform some of the potential ways these factors may shape the future of work. We analyzed self-reported and publicly available data from the 2018 and 2022 waves of the General Social Survey (GSS)-Quality of Worklife (QWL) module, focusing on adults working part-time or full-time. We describe differences in the broad categories of interest mentioned above, as well as subcategories within each. For example, we assessed changes in psychosocial working conditions by focusing on subcategories that included job demands, job control, role conflict, resource adequacy, job support, work flexibility, and work and family interface, that is, the boundaries between work and family life. We used Mann-Whitney tests to assess statistically significant changes, using weighted, nationally representative worker samples (N = 1473 in 2018; N = 2112 in 2022). Between 2018 and 2022, we observed two changes in work arrangements; the share of independent contractors increased (from 12.4% to 14.4%) while the share of those working full-time decreased (from 81.3% to 78.5%). Psychosocial conditions exhibited mixed trends; job demands and control showed marginal improvement, while role conflict, resource adequacy, and job support worsened. The share of workers who mainly worked at home increased (6.6%-17.2%), alongside those experiencing family-work conflict (from 26% to 32%). Health and well-being also worsened, with more workers reporting lower job satisfaction and very often feeling used up (from 13.1% to 16.0%). In addition, workers reported more days in poor mental health (from 3.6 to 4.4 days) and days with activity limitations (from 1.6 to 2.2) in the past 30 days. The quality of worklife in 2022 differed meaningfully from 2018, though not uniformly for better or worse. For example, increases in working at home and the share of independent contractor arrangements suggest different potential long-term consequences for worker well-being. Continued monitoring and more nuanced analyses are essential to understanding the evolving future of work.

Many patient care tasks can be safely performed by nonlicensed personnel, allowing licensed nursing staff to focus on care that requires specific clinical expertise. A shortage of nurses and patient care technicians (PCTs) often leads to missed essential nursing care, reduced job satisfaction, poorer outcomes, and increased costs. The purpose of this study was to evaluate whether a newly established staffing model, which paired one nurse and one PCT for every five patients, markedly increasing the number of PCTs, could enhance patient and staff outcomes while also lowering costs. A project proposal was developed and approved by leadership that included estimates of cost savings after the changes in staffing ratios. The study period was from July 1, 2024, to December 31, 2024. Data analysis took place from January 1, 2025, to February 28, 2025. After discussions with leadership, the acute care medical unit transitioned from a 1:4 RN-to-patient ratio and a 1:10 to 1:12 PCT-to-patient ratio to a 1:5 RN-to-patient ratio and 1:5 PCT-to-patient ratio. A MISSCARE Survey, which evaluates perceptions of and reasons for missed nursing care, as well as perceptions of a unit's working environment (teamwork), was distributed to all unit staff members before implementation of the staffing change and again six months after implementation. Quantitative data included MISSCARE Survey responses, Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) nursing communication scores, and bathing compliance, as well as the financial calculations (contingency labor hours and unit overtime and vacancy rates). Data were analyzed using descriptive statistics and Mann-Whitney tests. Of 51 eligible staff members, 26 completed the baseline survey and 32 completed the postimplementation survey. Of the 24 missed care items in the survey, statistically significant improvements were seen in six: complete documentation, meal setup, toileting, bathing and skin care, feeding patients, and patient teaching and education. Additionally, statistically significant improvements were observed in HCAHPS nursing communication scores and unit bathing compliance. All cost-related outcomes also improved significantly, including reduced contingency labor hours, decreased RN/PCT vacancy rate, and decreased overtime, resulting in a total of $453,228 in annual departmental savings. Meaningful improvements in care delivery, patient outcomes, staff experience, and unit costs were observed on this acute care medical unit after the creation of a more balanced staffing model through adjustments in the RN and PCT staffing ratios. These findings support expansion and scaling of the new model to gather longitudinal data on its potential impact.

Identifying employees at risk for work addiction is critical for early intervention, yet systematic screening approaches face practical challenges for organizations. This study compared two screening strategies: a demographic-only model that requires no additional data collection versus a psychosocial model that incorporates job satisfaction and job stress assessments. We analyzed data from employees across 85 countries or territories. Dataset 1 (psychosocial model, n = 22,136) included demographic, occupational, and psychosocial variables. Dataset 2 (demographic model, n = 23,219) used only readily available information. Work addiction risk was assessed using the International Work Addiction Scale. Five machine learning algorithms (Logistic Regression, Random Forest, XGBoost, Neural Networks, Ensemble Voting) were evaluated on both full and Elastic Net-selected feature sets using cross-validation. The psychosocial model demonstrated superior performance. The best-balanced model (LogisticRegression with Elastic Net selection) achieved balanced accuracy of 0.72 ± 0.01, AUC-ROC of 0.80 ± 0.01, and Youden's J of 0.45 ± 0.02, correctly identifying 72.7% of at-risk individuals while maintaining 72.2% specificity. The demographic model demonstrated moderate performance (Ensemble Voting: balanced accuracy 0.61 ± 0.01, AUC-ROC 0.65 ± 0.01), yet retained practical utility, detecting 57.0% of at-risk cases. High-sensitivity configurations achieved detection rates of 71%, but with elevated false-positive rates, presenting important trade-offs for screening design. While psychosocial variables provide superior prediction, demographic-only models offer a practicalscreening alternative that can identify over half of at-risk individuals without an additional data-collection burden. This trade-off between predictive performance and implementation feasibility has important implications for organizational screening programs.

The coronavirus disease 2019 pandemic introduced unprecedented demands on healthcare systems globally. This study aimed to investigate the associations between perceived coronavirus disease 2019 threat, job stress, job satisfaction, and stress-coping strategies among healthcare workers within an integrated relational framework. Utilizing a cross-sectional relational screening design, data were collected online via convenience sampling from 448 healthcare professionals (including physicians, nurses, midwives, and technicians) working in healthcare institutions in Turkey. Data collection tools included personal information forms, the Perceived Coronavirus Disease 2019 Threat Scale, the Minnesota Job Satisfaction Survey, the Job Stress Scale, and the Coping with Stress Scale. Statistical analyses were performed using Jamovi software. Descriptive statistics, Pearson product-moment correlation, and path analysis based on ordinary least squares regression were applied. Moderation analyses were conducted to examine whether specific coping strategies interacted with job stress and job satisfaction. Path analysis indicated that job stress served as a significant potential indirect pathway between perceived threat and job satisfaction. Moderation analysis revealed significant interaction terms, demonstrating that positive evaluation and seeking professional support functioned as critical moderators in the relationship between job stress and job satisfaction. Specifically, the total association model remained significant for workers with low and medium levels of positive evaluation, where job stress demonstrated a potential partial indirect role. For seeking professional support, the total association model was significant across low, medium, and high levels. Job stress exhibited a potential partial indirect role for individuals with low and medium levels of seeking professional support, whereas a potential full indirect role was observed for those with high levels. The findings underscore that job stress is an important conceptual link connecting pandemic-related threat perceptions to diminished job satisfaction. Furthermore, specific coping mechanisms, particularly positive evaluation and professional support-seeking behaviors, modify how job stress correlates with occupational satisfaction. Interventions aimed at enhancing targeted coping strategies and mitigating structural workplace stress are recommended to preserve the psychological well-being and job satisfaction of healthcare personnel during public health crises.

Urological care in Germany is facing challenges due to high workload, an increasing desire for more flexible working time models, and the need to secure the next generation of professionals. Against this backdrop, workload, working time models, and job satisfaction among urologists in Germany were examined. Anationwide online survey (mailing lists of Deutsche Gesellschaft für Urologie [DGU], Bundesverband der deutschen Urologie [BvDU], German Society of Residents in Urology [GeSRU]) conducted from October-December 2024 collected data on demographics, qualifications, work environment, workload, job satisfaction, and family situation among practicing urologists. Of the 999 participants (66% male, 34% female, 0.1% diverse), 61% held adoctoral degree, 8% were habilitated (4% with aprofessorship), and 19% were involved in research. Most (73%) were surgically active; 67% focused on general urology and 36% on conservative-oncological care. While 74% worked full-time (≥ 40 h/week), 54% reported ≥ 50 h/week including overtime and on-call duties. The majority worked in outpatient settings (53%), 43% in inpatient care, and 2% in research, industry, or public service. Half lived with at least one child under18. Parental leave had been taken by 31%, with 56% of them for more than 6months. Overall, 80% reported ahigh or very high workload, 54% wished to reduce working hours, yet 56% were satisfied or very satisfied with their current job situation. The survey highlights ahigh workload combined with still considerable satisfaction with the profession among urologists in Germany. However, the majority desire areduction in actual working hours, which indicates aneed for structural adjustments to ensure the long-term attractiveness of the field of urology.