Low Job Satisfaction Research Articles (Page 1)

To assess psychosocial working conditions and mental health status among U.S. workers in small businesses. Data from the 2018 and 2022 General Social Survey's Quality of Worklife module were used to examine mental health and psychosocial working conditions among U.S. adults employed by businesses with 1-49 employees. Descriptive statistics and logistic regression analyses were conducted, adjusting for race, education, marital status, age, and job tenure. Using combined data, workers reporting low job satisfaction, lack of management priority for safety, high work-family conflict, unfair wages, and limited promotion opportunities had significantly higher odds of reporting one or more poor mental health days in the past 30 days, compared to those reporting more favorable working conditions. Findings highlight modifiable workplace factors that may lead to improved mental health among small business workers.

Background/Objectives: Menopause is a significant, universal hormonal transition, with symptoms impacting ~80% of women. Research shows that menopause can be professionally disruptive, contributing to decreased productivity, absenteeism, and early exit from the workplace. The objective of this study was to describe the landscape of menopause among Canadian women physicians and explore its potential impact on work performance, job satisfaction, and absenteeism. Methods: In this exploratory cross-sectional study, Canadian physicians self-identifying as women and peri-menopausal or menopausal were invited to participate in an online survey between May–September 2023. Demographic and practice characteristics data were collected. A modified Menopause Rating Scale (MRS) was used to quantify symptom burden. Qualitative data describing the menopausal experience were collected as well. Primary outcome was self-reported work performance. Secondary outcomes included perceived impact of menopause on promotional opportunities, absenteeism, and job satisfaction. Multivariable regression was used to examine associations between MRS scores and outcomes of interest. Results: Among 217 respondents, 47.7% reported a severe menopausal symptom burden; 40% felt menopause negatively impacted work performance, and 16.1% expressed job dissatisfaction. However, fewer than 10 respondents (4.6%) ever took time off for menopausal symptoms. Increasing MRS scores were significantly associated with negative perceived work performance (p < 0.001), fewer promotional opportunities (p < 0.001), and lower job satisfaction (p = 0.006) when controlling for confounders. Qualitative responses were provided by 43 participants, 6 of whom reported positive aspects of the menopausal transition, whereas 20 elaborated on the challenges. Conclusions: Canadian women physicians can experience severe menopausal symptoms, often without support. This needs assessment highlights an important occupational health issue and suggests that opportunities remain for medical institutions and employers to formally recognize and study this life stage of women physicians to improve well-being for this valuable workforce.

Construction sites are extremely noisy environments that can negatively impact both workers and surrounding communities. Excessive noise pollution has been associated with higher stress levels, lower job satisfaction, and greater annoyance, all of which can contribute to poor mental and physical health. While earlier studies have mostly focused on the long-term effects of noise pollution, there has been little investigation into the immediate physiological and psychological effects of construction noise in controlled environments. This study examines the short-term effects of construction noise on stress and annoyance levels by subjecting five participants to recorded construction sounds (83-109 decibels) in a controlled laboratory setting. Participants' stress and annoyance levels were measured using standardized self-reported questionnaires before and after 20 minutes of noise exposure. The results indicated that all participants experienced greater stress and annoyance as a result of the exposure, which supports previous studies on noise-induced reactions. The key acoustic features of the construction noise is also analysed and compared against Internationally recommended guidelines. These preliminary findings show that short-term exposure to loud noise has a considerable impact on well-being. These insights can help inform urban planning and workplace policies to promote healthier environments.

Rural teachers are a cornerstone of China’s education system, entrusted with the critical mission of disseminating knowledge, fostering intellectual growth, and shaping the future in remote areas. However, their job satisfaction is influenced by a complex array of factors, which this study investigates through the theoretical lens of Conservation of Resources (COR) Theory. This study employed a cross-sectional design and analyzed data collected from 1,038 rural teachers in China. A multiple linear regression analysis was conducted to examine how variations in key resource domains impact their job satisfaction. The regression analysis revealed that perceived deficits in several resource areas significantly predicted lower job satisfaction. Specifically, we found that reductions in mental health resources, development and security resources, welfare-and-treatment resources, and interest-efficacy resources were all significantly associated with decreased satisfaction. Among these, a lack of interest-efficacy resources demonstrated the strongest negative association. The findings strongly support the application of COR Theory in this context, indicating that the loss of key personal and professional resources is a critical determinant of job satisfaction among rural teachers. We conclude that interventions aimed at enhancing job satisfaction should be structured around five core dimensions: fostering career interest and self-efficacy, ensuring professional development and security, promoting work–life harmony, improving the salary and welfare system, and safeguarding psychological health.

We study whether auditors feel anxiety stemming from detection risk in their work and the consequences of anxiety for job satisfaction and job retention. Our survey of Finnish auditors and exploratory factor analysis revealed two factors we label Productive Anxiety and Unproductive Anxiety, which explain anxiety related to detection risk. We suggest that Productive Anxiety is typical in the auditing profession and helps cope with detection risk. However, Unproductive Anxiety represents personal anxiety that may involve elements of fear of the consequences of audit failure and undermine the intentions to remain in the audit field. We applied structural equation modelling and found a negative mediation effect from Unproductive Anxiety on job retention via lower job satisfaction. The open answers in our survey were also qualitatively analysed, and the survey findings and possible implications were discussed with a professional auditor.

ABSTRACT This study investigated the contribution of headteachers’ human resource management (HRM) practices in addressing low teacher job satisfaction in Ghanaian basic schools. Employing a descriptive survey design and a questionnaire as the data collection instrument, the study gathered data from 286 teachers in one educational municipality in Ghana. The data were analyzed using descriptive statistics (means and standard deviations) and hierarchical multiple regression analysis. In the first step of the regression model, teachers’ gender, educational qualification, and school type were entered as control variables. In the second step, the four HRM practices – induction and orientation, training and development, health and safety management, and participation in decision-making – were added to assess their unique contribution to teacher job satisfaction. The results indicated that headteachers moderately implemented induction and orientation, training and development, health and safety management, and teacher participation in decision-making. Furthermore, it emerged that health and safety management was the most significant predictor of teachers’ job satisfaction, followed by induction and orientation. The study recommends that educational authorities prioritize and strengthen health and safety management by implementing policies that promote teachers’ health and well-being within schools, to boost their job satisfaction.

Objective: The aim of this study is to investigate the relationships between factors such as occupation, pain, depression, and kinesiophobia with job satisfaction in employees with chronic neck pain. Material and Method: This study was designed as a cross-sectional observational study. Individuals aged between 18 and 50 years, working in non-physically demanding occupations (such as nurses and secretaries), without neurological deficits and suffering from chronic neck pain lasting more than 3 months, were included in the study. The severity of neck pain was determined using the Visual Analog Scale (VAS). Disability was assessed using the Neck Disability Index (NDI). Depression symptoms were evaluated with the Beck Depression Inventory, and kinesiophobia was assessed using the Tampa Scale for Kinesiophobia (TSK). Job satisfaction was measured using the Minnesota Satisfaction Questionnaire. The data were analyzed using SAS 9.4 software. Results: A total of 64 healthcare workers with chronic neck pain were included in the study. Among the participants, 33% were found to have low job satisfaction. In the group with low job satisfaction, pain severity (VAS: 7.6 vs. 6.5; p=0.011), disability level (NDI: 24.5 vs. 17.4; p=0.013), and depression level (BDI: 22.5 vs. 12.6; p

Employee performance in government institutions such as BAPPEDA of Tangerang Regency is crucial to ensuring the success of regional development planning. However, based on the 2024 Key Performance Indicator (KPI) data, most performance indicators have not met the 90% target, including attendance rates, document digitization, and responsiveness to incoming letters, which averaged below 75%. Pre-survey results also revealed weaknesses in organizational culture implementation, such as a lack of innovation space and leadership openness, as well as low job satisfaction, especially regarding work atmosphere and compensation. This research employs a quantitative approach using a survey method with a Likert-scale questionnaire. The population and sample consist of 52 employees, and data analysis techniques include validity and reliability tests, multiple linear regression, t-test, F-test, and the coefficient of determination. The t-test results show that organizational culture (t = 2.297; sig. = 0.026) and job satisfaction (t = 2.639; sig. = 0.011) have a positive and significant effect on employee performance. The F-test produced an F value of 6.439 > 3.187 with sig. = 0.003, indicating that both variables simultaneously have a significant effect. The coefficient of determination (R²) of 64.7% demonstrates that organizational culture and job satisfaction can explain variations in employee performance, while the remaining 35.3% is influenced by other factors.

Background/Objectives: Shift work among nurses is associated with adverse outcomes, such as low job satisfaction, reduced quality of life, and high turnover intention. A pattern-based shift system has recently been introduced to provide more predictable and regular schedules. However, empirical research directly comparing the pattern-based shift system with traditional rotating shifts is lacking. Therefore, this study compared job satisfaction, quality of life, and turnover intention between nurses working under a pattern-based shift system and those working under a traditional rotating shift system. Methods: In total, 112 nurses (56 on a rotating shift and 56 on a pattern-based shift) were surveyed in this cross-sectional study. Job satisfaction was assessed using the Job Satisfaction Scale for Clinical Nurses, specifically developed for Korean nurses. Quality of life was measured using the Scale for Korean Adults’ Quality of Life. The Turnover Intention Measurement Tool, developed for Korean nurses, was used to evaluate turnover intention. Results: Nurses working under a pattern-based shift system reported significantly higher job satisfaction and quality of life than those in a traditional rotating shift system. No significant difference in turnover intention was observed between the two groups. Conclusions: Pattern-based shift systems were associated with higher job satisfaction and quality of life than traditional rotating shift systems; however, their impact on turnover intention was not significant. These findings highlight the need for comprehensive strategies in scheduling reform, as schedule predictability may improve nurses’ job satisfaction and quality of life but appears insufficient to reduce turnover intention, which is likely shaped by broader organizational and psychosocial factors.

Boarding schools have organizational culture and policies that do not consider phenomenon of emotional labor experienced by teachers, and this place them as a high-risk group for developing stress and low job satisfaction. To ignore the obvious importance and interest of teachers' mental health is not only taking a toll on teacher happiness and well-being, but it also has drastic consequences for the learning environment and hence learning outcome for students. The purpose of the desk review study is to analyse the anxiety and well-being of teachers in boarding schools respectively as per professional role, and personal role considering their impact on mental health. Applying Self-Determination Theory (SDT), this study provides a thematic analysis of literature, reports and institutional policy documents identifying role overload; professional identity conflicts, work-life balance, collegial support, and coping strategies. The results also revealed how role overload, ill-defined boundaries, and limited institutional support create a stressful climate that promotes burnout while collegial connections and coping support can foster teacher well-being. The study illustrated the potential of policy changes and institutions' added support of teachers that could reduce stress and increase motivation and well-being, benefiting the teacher, the learning environment more broadly, and teacher well-being.

Abstract Organizational research on employee deviant work behavior has not kept up with changes in the work environment. These two studies examined technology-based deviant workplace behaviors (TbDWB), defined as “an employee’s voluntarily using organizational technology to engage in behavior that violates significant organizational norms,” using a newly developed 18-item TbDWB measure. The 18-items are broken down into three related but distinct and reliable scales: Tb Time Abuse Deviance (3 items), Tb Communication Deviance (4 items), and Tb Production Deviance (11 items). Survey data were collected from 1,228 working adults in the United States, split into two independent studies (n = 643 and n = 585). Hierarchical regression results across both studies showed that a return-to-office work policy, lower leader-member exchange, and higher perceived contract violation significantly explained each TbDWB scale beyond controlled for demographic and situational variables. Higher Tb Production Deviance consistently explained lower job satisfaction and higher turnover intentions beyond controlled for variables. Supporting prior research, higher perceived contract violation was also significantly related to higher turnover intentions, and leader member exchange was positively related to job satisfaction. The findings highlight the ethical and HR policy implications of digital-age deviance: organizations that foster employee perceived high-quality supervision and fulfilled obligations can observe lower TbDWB and better employee outcomes. We discuss how these insights can advance employee treatment in the modern workplace and inform managerial practices and legal/ethical compliance.

In healthcare, microaggressions contribute to an unsafe and disruptive workplace for surgeons, leading to lower job satisfaction. Previous studies identified specific traits of targeted individuals. However, no studies describe perpetrator roles, the type of microaggressions, or whether/how workplace microaggressions are addressed. This was a cross-sectional survey study to assess surgeons' experiences with workplace microaggressions and whether and what type of action was taken to address them. Perpetrator roles included: supervisors, surgeon colleagues, staff, trainees, and patients/families. Types of action included informal and formal reporting and/or directly confronting the perpetrator. Analyses include descriptive and chi-squared statistics, t-tests, and bivariate logistic regression. Of 377 survey respondents, 249 (66.0%) experienced workplace microaggressions, with 143 (57.4%) respondents taking action. Supervisors and surgeon colleagues were the most frequent perpetrators (74.8% and 81.5%, respectively) and committed all types of microaggressions. The types of action taken differed by perpetrator role, with informal reporting and directly confronting the perpetrator being the most common. The occurrence of microaggressions increased with each job (58.7% in first job to 74.7% in third job, p<0.001), but surgeons were less likely to take action (50.6% in first job to 11.5% in third job, p=0.002). Surgeons who took action were less likely to say they would choose a career in surgery again (p=0.024). Over half of the surgeons who experienced microaggressions took action through traditional institutional or professional mechanisms. Surgeons who took action against microaggressions endorsed career regret.

This study aims to analyse the influence of the physical work environment and occupational safety on the job satisfaction of production department employees at PT X. The background of this study is based on the high rate of absenteeism and increasing number of workplace accidents, which reflect low employee job satisfaction. This study employs a quantitative approach with data collection techniques including observation, interviews, documentation, and the distribution of questionnaires to 33 respondents. Data analysis was conducted using validity tests, reliability tests, classical assumptions, multiple linear regression, and hypothesis testing (t-test and F-test). The results of the study indicate that, partially, the physical work environment and work safety have a positive and significant effect on job satisfaction. Simultaneously, these two variables contribute 55.4% to employee job satisfaction. These findings indicate the importance of providing adequate work facilities and implementing work safety standards to improve employee satisfaction and productivity in an industrial environment.

ABSTRACT This study aims to identify school culture profiles based on supportive improvement factors, examine predictors of teachers’ profile membership, and explore teachers’ perceptions of work and teaching-related aspects of their profession within those profiles. The sample consisted of 2,439 teachers from 78 schools. Latent profile analysis was used to identify distinct school profiles based on improvement-oriented aspects of school culture. The analysis revealed three profiles: high, promising, and low improvement-oriented cultures. A high improvement-oriented culture was associated with greater teacher job satisfaction and perceived impact and enriched teaching practices. Promising and low improvement-oriented cultures were related to lower teacher job satisfaction and perceived impact and more traditional teaching practices. The findings suggest a potential trajectory for school improvement programmes, highlighting the dynamic nature of school cultures.

Background Rising GP turnover, declining participation rates, and growing workforce pressures threaten the sustainability of general practice. As policy shifts towards community-based care and workforce retention, understanding the job characteristics linked to high turnover is crucial. Aim We examined the relationship between practice-level persistent GP turnover and GP job satisfaction. Design and Setting A retrospective observational study using linked national administrative data and survey responses for GPs in England. Method We linked annual national GP workforce datasets for 2013-2019 to calculate GP turnover, defining persistent high turnover practices as those where over 10% of GPs left each year in three consecutive years. We merged this information with responses of individual GPs participating in the national GP Worklife Survey in 2015, 2017 and 2019. We used multiple linear regression analyses to relate work satisfaction components (including composite scores 'autonomy', 'belonging' and 'competence') to persistent turnover. Results Among 2403 GPs, 8% worked in persistent high turnover practices. After adjusting for covariates, these GPs reported significantly lower sense of autonomy, belonging and competence in their roles, and lower overall job satisfaction, life satisfaction, and higher working hours. Notably lower scores were found for elements of the role related to GPs' sense of competence. Conclusion A clear relationship exists between GP job satisfaction and high turnover. The notable differences in experiences in some key work characteristics suggest targets for developing interventions supporting GP retention.

Self-employed individuals often go through periods of uncertainty and experience concerns regarding their business. Chronic health conditions (CHC) often intensify the sense of uncertainty and concerns for the future of their business. This study aims to examine the associations between health conditions, intolerance of uncertainty (IU) and job satisfaction among self-employed individuals with CHC. This study involved 294 self-employed participants with CHC (cancer, cardiac diseases, respiratory diseases, or inflammatory bowel diseases). Participants reported moderate levels of physical symptoms and job satisfaction. Physical symptoms were associated with lower job satisfaction. Mediation analysis showed that IU fully mediated the relationship between physical symptoms and job satisfaction, such that greater physical symptoms were associated with higher IU, which in turn predicted lower job satisfaction. Moderation analysis further revealed that this indirect relationship was significant only among older adults. The findings suggest that future research and policy efforts should consider IU and age as key psychological and demographic factors affecting job satisfaction. It is particularly important to implement tailored support programs, flexible work policies, and age-sensitive interventions so that these vulnerable populations can improve their occupational outcomes and quality of life.

BackgroundBurnout among emergency room health care workers (HCWs) has reached critical levels, affecting up to 43% of HCWs and 35% of emergency medicine personnel during the COVID-19 pandemic. Nurses were most affected, followed by physicians, leading to absenteeism, reduced care quality, and turnover rates as high as 78% in some settings such as Thailand. Beyond workforce instability, burnout compromises patient safety. Each 1-unit increase in emotional exhaustion has been linked to a 2.63-fold rise in reports of poor care quality, 30% increase in patient falls, 47% increase in medication errors, and 32% increase in health care–associated infections. Burnout is also associated with lower job satisfaction, worsening mental health, and increased intent to leave the profession. These findings underscore the urgent need for effective strategies to reduce stress and burnout in emergency care.ObjectiveThis study aimed to evaluate the effectiveness and effect size of a multimodal learning approach—Emergency Room Virtual Simulation Interprofessional Education (ER-VIPE)—that integrates medical movies, massive online open courses (MOOCs), and computer- or virtual reality (VR)–based simulations with co-debriefing for reducing burnout and stress among future health care professionals compared with approaches lacking co-debriefing or using only movies and MOOCs.MethodsA single-blind, quasi-experimental study was conducted at a university hospital from August 2022 to September 2023 using a 3-group treatment design. Group A (control) participated in a 3D computer-based, simulation-based interprofessional education (SIMBIE) without debriefing. Group B received the ER-VIPE intervention. Group C received the same as Group B, but the computer-based SIMBIE was replaced with 3D VR-SIMBIE. SIMBIE activities simulated a COVID-19 pneumonia crisis. Outcomes included the Dundee Stress State Questionnaire (DSSQ) and the Copenhagen Burnout Inventory, with trait anxiety as a behavioral control. Stress and burnout were measured at baseline, pre-intervention, postintervention, and 1-month follow-up. Generalized estimating equations were used to analyze group differences, with statistical significance set at P<.05.ResultsWe randomized 87 undergraduate students from various health programs into the 3 groups (n=29 each). Participants’ mean age was 22 years, with 71% (62/87) as women. After the 1-month post-SIMBIE follow-up, adjusted analyses revealed positive trends in DSSQ-engagement across all groups, with Group B showing a significant increase compared with Group A (mean difference=3.93; P=.001). DSSQ-worry and DSSQ-distress scores decreased nonsignificantly across all groups. Burnout scores also improved across groups, with Group B having a significantly lower score than Group A (mean difference=–2.02; P=.02). No significant burnout differences were found between Group C and Groups A or B.ConclusionsA multimodal learning approach combining medical movies, MOOCs, and 3D computer-based SIMBIE with co-debriefing effectively improved engagement, reduced stress, and lowered burnout among future health care professionals. This scalable educational framework may help enhance well-being and resilience in high-pressure clinical environments.

Copying results to a patient's primary care provider confers a medico-legal responsibility to take action, which can complicate transfer of care. This practice contributes to administrative burden and creates uncertainty around the continuity of patient care. We aimed to survey primary care, with a focus on general practitioners (GPs), regarding their medico-legal awareness, preferences regarding receiving copied results, views on when transfer of care should happen, work-life balance, career pathway and the administrative burden (non-patient-facing clinical time) within their total clinical work hours. This was an anonymous, cross-sectional survey for clinically active primary care clinicians (GPs, urgent care physicians, nurse practitioners [NPs]) in the Northern region of Aotearoa New Zealand. The survey link was open from August to October 2023 and distributed via email, promoted during webinars and shared on social media. A total of 470 eligible responses were collected: 428 GPs, 15 urgent care physicians, 18 NPs and 9 doctors that identify as "other primary care". Across the professions, 34% were unaware of the medico-legal responsibilities of being copied into results they did not initiate. With the exception of NPs, most primary care clinicians prefer to not be copied to radiology, histology, microbiology, haematology and biochemistry results they did not order. Four out of five participants agreed that any results copied to primary care should involve prior discussion and acceptance by a relevant clinician. Although GPs and NPs reported poorer work-life balance, lower job satisfaction and higher rates of burnout compared with the other primary care professions, all professions have seen reductions in their patient-facing hours in the past 5 years, with increased administrative burden identified as a major contributing factor. Indeed, 47.7% of the GPs surveyed stated their intent to leave primary care within the next 5 years. The median proportion of non-patient-facing clinical hours as part of total clinical hours was 31% for GPs, 17% for urgent care physicians, and 31% for both NPs and other primary care professionals. Among GPs, a higher proportion of non-patient-facing clinical work was associated with older age, female gender, other non-European ethnicity, holding vocational registration in general practice, more years of general practice experience, having a personal list of enrolled patients and working in a non-Very Low Cost Access practice. However, medico-legal awareness of copied results was not associated with an increased proportion of non-patient-facing clinical work. A gap in medico-legal knowledge related to test result responsibility exists within the primary care workforce. While this deficit was not linked to increased time spent on non-patient-facing clinical work, the majority of clinicians expressed a preference to not be routinely copied into test results unless a closed loop communication process with the ordering clinician is established. Improving the viability of primary care as a profession and patient care productivity will require coordinated efforts between primary care providers and Health New Zealand - Te Whatu Ora to reform current practices and uphold the principles of "Transfer of Care and Test Results Responsibility".

This study aims to analyze the influence of compensation and work motivation on employee job satisfaction, as well as to evaluate the role of the work environment as a moderating variable at PT. Atika Mandiri. The research was motivated by the initial findings of low job satisfaction levels, indicated by a high turnover rate and negative employee perceptions of compensation, motivation, and the work environment. A quantitative approach was employed with a census method involving all 90 employees as respondents. Data were collected using a questionnaire, and the data analysis was conducted using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with the assistance of SmartPLS 3.0 software. The results showed that both compensation and work motivation have a positive and significant effect on job satisfaction. Furthermore, the work environment was found to moderate the relationship between compensation and job satisfaction but did not moderate the relationship between work motivation and job satisfaction. These findings suggest that a supportive work environment can strengthen the positive impact of compensation on job satisfaction but does not significantly enhance the effect of motivation. The practical implication highlights the importance of fair compensation policies and a conducive work environment to sustainably improve employee job satisfaction. Keywords: compensation, work motivation, job satisfaction, work environmen t.

This study investigates whether transit operators' risk perceptions of workplace exposure to drug use incidents, occupational stress, and job satisfaction were associated with intent to leave their job. A cross-sectional survey of operators from union locals (WA, OR) assessed perceived risk of drug exposures, occupational stress, job satisfaction, and intent to leave (N = 273). Ordinal logistic regression models were developed for intent to leave. Most operators were bus drivers. Higher perceived risk was significantly positively associated with greater intent to leave; stress and job satisfaction attenuated this relationship. Higher stress and lower job satisfaction were significantly associated with greater intent to leave across models. Operator turnover can potentially be reduced by increasing supports targeting risk perceptions of drugs, such as training, or by providing supports (e.g., mental health resources) that reduce stress and improve job satisfaction.