Levels Of Job Dissatisfaction Research Articles

Assessment of job satisfaction and retention among medical doctors and nurses in a developing country setting: a survey in Calabar, Nigeria

Background: Globally, there is a rising shortage of healthcare workers, especially among doctors and nurses, potentially impairing quality of care provision. In Nigeria, this deficient workforce is further worsened by job dissatisfaction and brain drain. This study was aimed at assessing the determinants of job satisfaction and retention among medical doctors and nurses in public hospitals. Methods: Cross-sectional study design and systematic random sampling was conducted among medical doctors and nurses working in the two main public hospitals in Calabar Southern Nigeria. Data was entered and analyzed using statistical package for the social sciences (SPSS) version 25. Chi-square and independent t-test were employed as inferential statistics, with p value set at 0.05. Results: Two hundred and eighty-seven (287) subjects were studied. The mean age was 36.12±7.7 years ranging from 22 to 59 years. The overall level of job dissatisfaction was 49.5%, comprising 60.2% and 42.0% for doctors and nurses, respectively. Approximately a quarter of respondents (23.3%) were considered to be high retention risk. Younger age, male gender, having less than 10 years of employment duration, suboptimal remunerations and poor occupational environment, were associated with job dissatisfaction and higher retention risk (p<0.05). Conclusions: Approximately half of medical doctors and nurses are dissatisfied with their job, with attendant high retention risk. Improved funding of the public health sector is recommended, towards containing this challenge, within the context of worsening brain drain of skilled workers from developing to more developed countries. Further studies among private sector, non-urban settings and lower level of health facilities is recommended.

A cross sectional study of organizational factors and their impact on job satisfaction and emotional burnout in a group of Australian nurses: infection control practitioners

BackgroundInfection control practitioners (ICPs) are a group of specialized nurses fundamental to effective healthcare infection prevention and control initiatives. Relative to other groups of nurses much less is known about their working conditions. Organizational factors may impact ICPs’ levels of job dissatisfaction and emotional job burnout and, subsequently, their quality of practice. We measure a range of organizational factors to document the working conditions of ICPs and show how these are linked to job satisfaction and emotional burnout in a sample of Australian ICPs.MethodsWe conducted a cross sectional study using an online survey. All employed ICPs in 50 of the largest public hospitals in Australia were invited to participate. One hundred and fifty three ICPs completed the survey.ResultsICPs are moderately to highly satisfied with their job but show high levels of emotional burnout, time pressure and cognitive demands. Low job satisfaction was associated with less job control, low perceived organizational support and poor communication. In contrast, emotional burnout was associated with high time pressure and cognitive demands coupled with poor communication.DiscussionThis study provides new evidence about the organizational context of ICPs in Australia, and about the factors that impact on job satisfaction and emotional burnout. These findings may be used to modify national infection prevention and control programs to suit local organizational contexts. Further research is needed to determine the precise nature of these relationships and the downstream impacts on hospital-wide infection control outcomes.ConclusionsOrganizational context and factors are important to consider when evaluating the impact and implementation of infection control programs.

Evidence on Trade Union Members’ Dissatisfaction with Inequalities at a Scottish University

The present paper includes insights on trade union members’ perceptions of job dissatisfaction related to inequalities at a Scottish university. Research spanning more than five decades has consistently shown that trade union member employees report higher levels of job dissatisfaction than non-union employees, although industrial relations scholars have been unable to agree on as to why that is the case. Prior research of trade union membership and its link to job dissatisfaction has largely been quantitative. The present study therefore added much needed, individual-level insights to the industrial relations literature through its use of a qualitative approach that included interviews with 23 individuals. This research is part of a wider project in which trade union membership and job dissatisfaction were explored, and that led to the author being awarded a PhD from the University of St. Andrews in the United Kingdom.

Impact of Job Stress on Job Satisfaction among the Pharmaceutical Sales Representatives

The prime objective of this study is to identify the relationship between job stress and job satisfaction among the pharmaceutical sales representatives. The primary data for this study was compiled through well-structured questionnaire filled in on a one-to-one basis by 200 pharmaceutical sales representatives. The determinants of job stress that have been idenfitied under this study includes job nature, work relationships, roles and responsibilities, lack of career development, and organizational structure and climate. The study results clearly indicated that the majority of the pharmaceutical sales representatives are facing high level of job stress and they are in the high level of job dissatisfaction. The result also reveals that there is a significant negative relationship between job stress and job satisfaction.

Impact of Working Conditions on Teacher’s Job Satisfaction and Performance in the Private Primary Schools in Yei Town, South Sudan

In South Sudan, teachers have become constant objects of ridicule whenever analysis of examinations is conducted. The poor and deplorable working conditions are among other factors contributing to teachers’ levels of job dissatisfaction. This paper examines the impact of working conditions on teacher’s job satisfaction and performance in the private primary schools in Yei town, South Sudan. The authors employ a survey design in private schools in Yei town, South Sudan to establish how working conditions affect job satisfaction of teachers and performance in private primary schools. Simple random sampling technique was used to select the respondents from ten private schools. The respondents therefore included 10 head teachers, 100 teachers giving a total of 110 respondents. Questionnaires were used for data collection. Data collected was analysed by the use of Statistical Package for Social Science (SPSS) version 12.0 was and presented in frequencies and percentages and a regression analysis performed to establish the relationships among the variables. The study concluded that the inadequacy of school facilities led to teachers’ dissatisfaction with their job.

ORGANIZATIONAL JUSTICE AND EMPLOYEE’S JOB DISSATISFACTION: A MODERATING ROLE OF PSYCHOLOGICAL EMPOWERMENT

This investigation focuses on measuring the perception of employees regarding organizational justice (OJ) and job dissatisfaction in the presence of interactive effect of psychological empowerment. The data have been collected from the employees of private universities in Lahore division using cluster sampling through random approach. The results of this investigation reveal that OJ has a negative association with the level of job dissatisfaction in the workplace. Moreover, the moderating role of psychological empowerment has weakened the negative relationship between OJ and the level of job dissatisfaction. There is scant literature found on the relationship between OJ and job dissatisfaction especially in the presence of interactive effect of psychological empowerment in the developed and the developing countries.

Levels of job dissatisfaction and work-related stressors experienced by medical doctors in Greek hospitals

Although a considerable number of studies have been conducted with regard to work well-being of medical personnel, few of these have focused on smaller countries with a cultural setting such as Greece. In specific, much attention has been given to the mental health of medical doctors who appear to be at high risk and prone to a number of job stressors. Many of these factors can significantly reduce their general ability to respond effectively to their demanding duties. The present study investigates the extent to which specific occupational stressors may predict various aspects of job satisfaction amongst 514 Greek hospital doctors. The main sample consisted of 277 male and 237 female doctors covering the spectrum of the typical hospital hierarchy, who completed the author Hospital Doctors Stress Questionnaire, the Occupational Stress Indicator (OSI) and a Job Satisfaction scale. Analyses of the data demonstrated that, overall, hospital doctors presented low levels of job satisfaction in relation to salary, working hours, opportunities for promotion and general working conditions. The highest levels of satisfaction were indicated with regard to relationships with colleagues and superiors, responsibilities, and appreciation for their work. The results of this study identify that certain occupational stress factors influence the overall job satisfaction of Greek hospital doctors. Finally, as regards to demographic variables as potential predictors of job satisfaction, presence of physical symptoms, specialism and age were significantly associated to the overall job satisfaction.

An Investigation of the Relationship between Motivation and Job Satisfaction of High School Principals in Kirinyaga County, Kenya

Literature seems to suggest that there is a high state of job dissatisfaction among Principals and teachers in Kenyan Secondary Schools (Okumbe, 1998). They are dissatisfied with such job factors (aspects) as school administrative and management policies, interpersonal relations, workload, status and recognition in the society, available promotion opportunities and their relationship with the employer (Emulole, 1994). Considering the fact that teachers are the ones entrusted with the task of imparting knowledge and skills to the youth who are later absorbed in the economy, it is imperative that their work be facilitated by the school administration. In its sinister terms, low job dissatisfaction lurks behind absenteeism and employee turnover. It may also be part of grievances, low productivity, disciplinary problems, and organizational difficulties. This is supported by Siringi, (1999) who observes that high levels of indiscipline in secondary schools and drug abuse had led to poor academic standards among students due to poor school management. Specifically and in Kirinyaga County there is a high level of job dissatisfaction amongst the principals in the County. According to a report on causes, effects and remedies of indiscipline in high schools in Central Province where the county is situated and compiled by the executive secretary Provincial Education Board, the high rates of strikes and poor academic performance could be related to low job satisfaction among Principals and may result to other organizational difficulties. Hence, this paper examined the level of Principals’ satisfaction with administrative workload, salary, recognition, job security, interpersonal relations, working environment and promotion, and to investigated the relationship between them. DOI: 10.5901/mjss.2014.v5n5p25

The Effects of Restorative Care Training on Caregiver Job Satisfaction

The job satisfaction of assisted living facility staff was examined as part of an evaluation study of a restorative care training program. Participants completed a job satisfaction survey at registration (before the training) and again at follow-up 3 months after registration (1 month after the conclusion of the training). Researchers examined the effects of training on job satisfaction. Researchers found a high level of job dissatisfaction at registration. At follow-up, responses were more positive on most of the items suggesting a slight but significant change to a more positive attitude toward their jobs. Improving staff job satisfaction in the assisted living environment is an important goal and needs further investigation. Providing staff with inservice training may be one way to help nurse educators achieve that goal.

Part-Time Versus Full-Time Work: The Case of Nurses in Spain

Nursing has been described as a stressful occupation with nursing staff reporting high levels of job dissatisfaction in many countries. For various reasons an interesting paradox exists; on the one hand there is a global shortage of nurses which has potential adverse effects on nursing staff job satisfaction and the quality of patient care. On the other hand, many nurses opt for working on a part time basis, which adds to the shortage issue. Some nursing staff have opted to work part-time by choice or out of necessity while some full-time nursing staff would prefer to work part-time. This research explores antecedents and factors related to the decisions of nursing staff to work part time with the intention of identifying reasons that might be addressed and result in their choosing to work full-time and reduce nursing shortages. Data were collected from 2094 nurses in Spain using anonymously completed questionnaires, of which 290 indicated they were currently working part-time. Respondents indicated how important a role in their decision to work part time was played by each of the items. Most common reasons for working part time were: caring for others, personal health issues, losing a full-time job, staying active in the profession, and exploring a new career or occupation. Factor analysis of 15 items yielded Part-time versus full-time work: The case of nurses in Spain 4 a five-factor solution: job loss, career and income benefits, personal needs (caring for others, health issues), exploring new career options, and the unavailability full-time jobs. Full-time and part-time nursing staff were then compared on a number of personal demographic and work situation characteristics, job demands, sources of support, work outcomes and indicators of psychological well-being. Generally, part-time nursing staff was younger, had fewer years of nursing-related tenure, fewer job resources, and indicated lower levels of job involvement, affective commitment and work engagement. Part time and full-time nurses were similar on levels of work and extra-work social support, burnout, psychological well-being and accident propensity. Efforts to encourage and support the transition of part-time nursing staff to full-time nursing staff are offered.

Job dissatisfaction and burnout in secondary school teachers: student's disruptive behaviour and conflict management examined

Over the last few decades there has been an important consensus amongst both scholars and researchers as far as teacher occupational malaise is concerned on the leading role of both students’ disruptive behaviour and/or attitudes and teachers’ perception of the difficulty in managing conflicts. Few empirical attempts, however, have been aimed at elucidating what determinants -from either of the two fronts- have a greater prominence to this phenomenon. It is, therefore, the purpose of this study -using a sample of 1,386 teachers from Ensenanza Secundaria Obligatoria (Compulsory Secondary Education), to identify what students’ disruptive behaviour and/or attitudes as well as what sources of stress derived from conflict management best discriminate between teachers with different levels of job dissatisfaction and burnout. Results allow us to conclude that all variables validly discriminate as a function of dissatisfaction and burnout. Specifically, aspects such as dealing with the parents of disruptive students and students’ problematic behaviour (vandalism within the premises of the school, aggressions among students, verbal abuse and challenging behaviour against the teacher) have an incidence on all three facets of burnout.

Job characteristics and work organization factors associated with patient-handling injury among nursing personnel

The aim of this cross-sectional study was to explore the association of worker characteristics and work organization factors with prevalence of patient-handling injury among nursing personnel in an acute-care inpatient setting. Self-administered questionnaires (n = 585) captured worker characteristics and patient-handling injuries within the previous 6 months. Karasek's Job Content Questionnaire measured work organization factors, including job strain (high psychological demand, low decision latitude). We created a novel measure (job strain(PHYSICAL)) reflecting high physical demand and low decision latitude, providing a more direct physiologic link to our outcome. Log-binomial regression was used to calculate prevalence ratios (PR) and 95% confidence intervals (CI). Patient-handling injuries were prevalent (35%), and incident reports were filed infrequently for injuries receiving medical care. Prevalence of injury was higher among aides compared to nurses [adjusted PR 1.4, 95%CI (1.1-1.8)] as well as among those with high [adjusted PR 1.6, 95%CI (1.2-2.4)] or mid [adjusted PR 1.9, 95%CI (1.4-2.7)] levels of job dissatisfaction. The novel definition of job strain (job strain(PHYSICAL): high physical demand, low decision latitude) was more strongly associated with patient-handling injury than the traditional definition of job strain (high psychological demand, low decision latitude). These findings add to a growing body of literature on the highly contextual nature of work organization factors.

Empowering Untenured Faculty Through Mosaic Mentoring

Mentoring programs have consistently demonstrated their value in assisting new and early faculty members to make successful adjustments and productive contributions to the academy. Yet, mentoring programs have failed to be consistently implemented despite their efficacy and increasing levels of job dissatisfaction reported by new and early faculty members. To extend the understanding of this issue at a research-based university in western Canada, a survey was sent to deans, department heads, and new faculty. Based on the results of this survey, a focus group of new faculty members was conducted and semi-structured interviews were held with department heads who had implemented effective mentoring programs. The results of this investigation indicate that mosaic mentoring programs, which have no agendas to preserve hierarchies and power imbalances, and which view all faculty members as continuing learners, could reduce feelings of dissatisfaction among new and early faculty members and support conditions for identity transformation.

Anger in young black and white workers: effects of job control, dissatisfaction, and support.

This cross-sectional study tested the hypothesis that characteristics of work that contribute to job strain also increase anger in young service-sector workers. A new measure of anger directed at coworkers, supervisors, and customers was regressed on job strain indices (job control, coworker and supervisor support, dissatisfaction) in models that controlled for dispositional negative affect and work status. Results in a sample of 230 young Black and White men and women revealed that low levels of job control and social support, and high levels of job dissatisfaction, were independently associated with increased work-related anger. Moreover, social support moderated the impact of low job control on anger directed at coworkers. Findings indicate that anger experienced at work may be an early marker of job stress, which has been prospectively related to cardiovascular disease.

Job Stress and Burnout Among Correctional Officers: A Literature Review

This literature review presents an overview of occupational stress and burnout in correctional institutions, based on 43 investigations from 9 countries. First, the prevalence of various stress reactions among correctional officers (COs) is discussed: turnover and absenteeism rates, psychosomatic diseases, and levels of job dissatisfaction and burnout. Next, empirical evidence is summarized for the existence of 10 specific stressors in the CO's job. It appears that the most notable stressors for COs are role problems, work overload, demanding social contacts (with prisoners, colleagues, and supervisors), and poor social status. Finally, based on 21 articles, individual-oriented and organization-oriented approaches to reduce job stress and burnout among COs are discussed. It is concluded that particularly the latter (i.e., improving human resources management, professionalization of the CO's job, and improvement of the social work environment) seems to be a promising avenue for reducing job stress and burnout in correctional institutions.

The effect of job strain on British general practitioners' mental health

Questionnaires assessing mental health, job satisfaction, psychological job demands and job control were distributed randomly to 1000 GPs and 400 white-collar workers in the North of England. First, levels of mental health and job satisfaction were compared between the groups. GPs were significantly more depressed and less satisfied with their job compared to the white-collar sample. Surprisingly, female GPs experienced similar levels of poor mental health and job dissatisfaction as their male counterparts. Secondly, GPs were classified according to Karasek's (1979) job strain model as 'high strain' GPs (defined as high demands & low job control), 'active' GPs (high demands & high control), 'passive' GPs (low demands & low control) and 'low strain' GPs (low demands & high control). As hypothesised, 'high strain' GPs exhibited significantly greater levels of job dissatisfaction and depressive symptoms (e.g. suicidal ideation, loss of sexual interest, feeling hopeless about the future) than all other groups, with 38% scoring equal to or above the threshold for potential clinical depression. These findings are considered within the job strain paradigm and the implications for patient care and future interventions are discussed.

Gender differences in stress, satisfaction and mental wellbeing among general practitioners in England

This paper attempts to compare job stress, job satisfaction and mental wellbeing of male and female general practitioners (GPs) from a questionnaire study. Female GPs showed positive signs of mental wellbeing in contrast with a normative group. Conversely, male doctors showed significantly higher anxiety and depression scores than the norm. Although there was no significant difference between male and female GPs in the job satisfaction scale both genders were unhappy about their rate of pay, hours of work and amount of work they do. Multivariate analysis disclosed three job stressors that were predictive of high levels of job dissatisfaction for both male and female GPs; these were: time pressure/interruptions, working environment/communication, career and goal achievement. This finding suggests that specific stress management programmes for both male and female doctors need to be initiated and evaluated. There may be substantial benefit in providing a counselling service for male and female doctors who suffer psychological pressure from their work.

Occupational stress in women general practitioners and practice managers

Examines the sources of stress associated with high levels of job dissatisfaction and mental health among practice managers and women general practitioners, and compares the job satisfaction, mental health and job stress among practice managers and women general practitioners. Women general practitioners (n = 75) and practice managers (n = 51) completed anonymous questionnaires. Lack of communication and co‐operation between colleagues and staff were the main sources of dissatisfaction and lack of mental wellbeing for both groups. In addition, wishful thinking coping factor was predictive of job dissatisfaction and mental ill‐health. There was no significant difference between practice managers and women general practitioners on the mental health scale. Women general practitioners experienced less job satisfaction with regard to the amount of work, and hours of work than the practice managers. There may be substantial benefit in initiating a support network system for these professionals.

A Longitudinal Study of Work Characteristics and Health Complaints Among Insurance Employees in VDT Work

Employees using visual display terminals (VDI) in their work in the head office and branch offices of a Finnish insurance company were followed for 8 years. Their job satisfaction and health complaints were studied in relation to VDT-use characteristics and job demands and stressors. A total of 144 employees participated 3 times in a questionnaire survey: in 1985 before a major change was implemented m the data system used just after its implementation in 1987, and later after the gradual increase of VDT application and enlargement of the data system in 1993. Most of the employees were women (65%) in customer service work. The original group of 477 decreased to these 144 employees during the follow-up due to employees leaving the company, moving to other departments, retiring, and nonresponding. The dropouts did not differ considerably from the retainees in the central variables of the study. The follow-up results showed an increase in the daily amount of VDT work and a better mastering of VDT applications. Only minor changes in job demands were found. A slight increase occurred between 1985 and 1987 in attention and psychomotor demands. The greatest increase was found in job insecurity between 1987 and 1993. The level of job dissatisfaction, psychological symptoms, and eye discomfort decreased somewhat, and neck and upper limb complaints increased between the two later study phases. The factors explaining job dissatisfaction and subjective symptoms were partly different in the 3 study phases. In the last study phase, job dissatisfaction was dependent on job insecurity, being earlier explained mainly by psychological and social job demands. Neck and upper limb complaints were in the beginning clearly related to high physical workload and later more directly dependent on VDT use characteristics.

Occupational stress in head teachers: a national UK study

This study assessed occupational stress amongst 2,638 head teachers of primary and secondary schools, together with principals/directors of further and higher education establishments, throughout the United Kingdom. Data were collected on personal/job demographics, sources of job stress, mental health, job satisfaction and coping strategies. These data were analysed by SPSS-X, producing univariate, bivariate and multivariate techniques. It was found that as we moved from the further/higher education level to secondary to primary sectors, the levels of job dissatisfaction and mental ill health rose. In addition, it was found that, with the exception of primary schools, female head teachers in secondary and FHE seem to be suffering significantly greater job dissatisfaction than their male counterparts, although this does not translate itself into mental ill health. Male head teachers, on the other hand, seem to suffer more mental ill health than their female counterparts. And finally, the two main sources of occupational stress that appear in many of the multivariate analyses as predictors of job dissatisfaction and mental ill health are 'work overload' and 'handling relationships with staff'. The implications of all these findings are discussed in detail.