Lower Levels Of Job Satisfaction Research Articles

Nurses’ job satisfaction during the mass gathering of the Hajj 2018 in Saudi Arabia

To explore job satisfaction of nurses during the Hajj season 2018 in Saudi Arabia, determine predictors of nurses' job satisfaction and inform future healthcare provision and policy. Mass gatherings of large numbers of people inevitably pose unique public health concerns and challenges for organizers. A mass gathering happens annually in Saudi Arabia during the Hajj pilgrimage. There wasa paucity of evidence regarding nurses' experiences during Hajj. This gap in knowledge needed to be addressed. A cross-sectional survey was conducted in 198 nurses across 12 healthcare settings along the Hajj pilgrimage route. A 24-item Nurses' Job Satisfaction Questionnaire was developed exploring six domains: supervision, nature of work, retention, communication, workload and co-workers. Nurses reported a high level of job satisfaction. All six domains were strong predictors of job satisfaction. Nurses reported the lowest level of job satisfaction when assessed against the items 'multiple policies and procedures that were perceived as complicating nursing work', 'incompetence of other people they work with' and 'too much burden at work'. Job satisfaction levels for nurses during Hajj 2018 appeared higher than during previous Hajj pilgrimages, probably influenced by the additional healthcare measures put in place during Hajj 2018, such as improved technology. Hajj-specific skills training must be designed to enhance the knowledge, competencies and capabilities of nurses. Policies and procedures must prevent heavy workloads and avoid complicating nurses' work during Hajj. Improvements to the nurse work environment should focus on evidence-based interventions promoting effective resource planning, interprofessional relationships and communication, for instance via innovative, technological approaches. These findings can be shared with organizers of other mass gatherings worldwide.

Workdays are not created equal: Job satisfaction and job stressors across the workweek

Are your workdays created equal? Common wisdom suggests that employees experience Mondays differently from Fridays. However, few studies distinguish among workdays, inherently assuming that the employee experience is uniform across the workweek. In the current study, we examined the trajectories of employees’ experiences of job satisfaction and job stressors across the workweek. We proposed two competing theoretical perspectives that result in opposite predictions as to whether job dissatisfaction and perceived job stressors will be higher (“Monday blues”) or lower (“rested and recharged”) at the beginning of the workweek rather than later in the week. Employing a daily diary design with 139 employees (681 matched daily observations) working the traditional workweek, we found that employees reported experiencing lower levels of job satisfaction and perceived more job stressors (i.e., incivility and organizational constraints) at the beginning of the workweek as opposed to later in the week. Additionally, the relationship between perceived incivility and job satisfaction was stronger at the beginning of the workweek. Our findings were consistent with the “Monday blues” perspective and suggest that workdays are not created equal.

The Relationship Between Positive Perceptions Toward Organizational Politics and the Work-Related Outcomes of Nurses.

Organizational politics (OP) exists to varying degrees in all organizations. OP plays an important role in creating synergy between employees and the goals of the organization. We aimed to investigate the relationship between positive perceptions toward OP and work-related outcomes in nurses, including stress level, burnout level, turnover intention, and job satisfaction. This descriptive, analytical study was conducted from April to June 2018 on nurses at Neyshabur University of Medical Sciences Hospitals in Neyshabur, northeastern Iran. The study included 280 nurses working in two teaching hospitals. Five standardized tools were used, including the Perception of Organizational Politics Scale, the Nursing Stress Scale, the Burnout Measure Scale, the Turnover Intention Inventory Scale, and the Minnesota Satisfaction Questionnaire. The results indicate that the participants did not hold positive perceptions toward OP. The mean Perception of Organizational Politics Scale score was 2.63 ± 0.55. Multiple linear regression analyses showed a significant and positive relationship between positive perception toward OP and job satisfaction and a negative relationship between positive perception toward OP and turnover intention, burnout, and job stress. Nurses who perceive the work environment to be political will experience greater levels of stress, turnover intention, and burnout and lower levels of job satisfaction. Politics is an issue that should be handled by all levels of management. Managers should use supportive, nonpolitical workplace strategies to improve the work-related outcomes of employees.

Job Satisfaction and Its Associated Factors Among General Practitioners in China.

Investigation is scare on job satisfaction among general practitioners (GPs) in China. This study aimed to investigate job satisfaction of GPs in China and explore its determinants. A multistage-stratified random sampling method was used to collect data with a structured self-administered questionnaire from 3236 GPs (response rate, 99.8%) working in community health institutions in China between October 2017 and February 2018. Multiple linear stepwise regression analysis was used to analyze the associated factors with job satisfaction among GPs. Among these respondents, 1215 (37.5%), 352 (10.9%), and 1669 (51.6%) GPs were dissatisfied, moderate, and satisfied for their current job, respectively. Male GPs, a higher education level, at a higher professional title, at a lower level of income, and those with heavy work stress had a lower job satisfaction. In addition, GPs who often worked overtime, who were at a higher level of emotional exhaustion, at a higher level of depersonalization, at a lower level of personal accomplishment, and who had less occupational development opportunities reported a lower level of job satisfaction. These findings suggest that job satisfaction among Chinese GPs is at a moderate level. Region, sex, professional title, education level, working overtime, income level, emotional exhaustion, depersonalization, personal accomplishment, work stress, and occupational development opportunities were significant predictors of job satisfaction.

Bureaucratic Manacles in Financial Autonomy of Public Hospitals in Pakistan

The objectives of financial autonomy aimed to reduce government commitments in the financing of public hospitals, to increase efficiency in hospital operations, contain costs, and raise the quality of care. The present survey study of Allied Hospital Faisalabad explores that bureaucratic manacles in financial autonomy of these public hospitals end up in creating low job satisfaction levels among the employees of the hospitals. The dissatisfaction among Doctors, Nurses, Paramedical Staff, and Surgeons towards the management of the hospital was observed. , and irregular flows causes low levels of satisfaction in patients towards doctors, nurses and paramedical Staff.

Analisa Kompetensi dalam Meningkatan Kepuasan Kerja dan Kinerja Karyawan

The lack of competency possessed by BMT employees in Pekanbaru City both related to the competence of sharia science and from business development competencies, lack of employee ability to manage or organize Islamic financial service cooperatives and the low level of job satisfaction possessed by BMT employees . This research method is a descriptive method with a quantitative approach. Data analysis technique used in this research is quantitative analysis using SEM (Structural Equation Modeling) model with PLS program. The population in this study were all BMT employees in the city of Pekanbaru. The number of samples in this study were 79 respondents. The results of this study indicate there is a direct influence between competencies on Job Satisfaction of BMT employees in Pekanbaru, there is a direct effect between satisfaction on the performance of BMT employees in Pekanbaru, there is no indirect effect between competencies on performance through job satisfaction of BMT employees in Pekanbaru. Through the results of this study it is expected that all BMTs in Pekanbaru to pay attention and be more focused on aspects of employee job satisfaction because the level of employee job satisfaction is very significant influence on the performance of BMT employees in Pekanbaru.
 Keywords: Competence, Job Satisfaction and Employee Performance.

The Effects of Education on Job Satisfaction Among Young Workers in Vietnam

Using secondary data from the School-to-Work Transition Survey-SWTS in 2012-2015, this study examines the effects of education on job satisfaction among young workers in Vietnam. Both descriptive statistics and logistic regression analysis were used in the study. Our econometric analysis shows that individuals with higher levels of education are less likely to have lower levels of jobs satisfaction. The result is robust even after controlling for many important controlling variables such as occupations, wages and economic household status. This finding can be explained that those with better education tend to have higher expectation for their work, which in turn can have lower levels of job satisfaction. Our research finding implies that while better education can improve wage earnings, it might not improve job satisfaction.

Job satisfaction among health professionals in a federal tertiary hospital in Nigeria.

Job satisfaction of health workers is essential in building up employee motivation and efficiency. The objective of this study is to ascertain the level of job satisfaction among health professionals in a federal tertiary health institution in Nigeria. This study was done at the National Orthopedic Hospital, Enugu (NOHE), in south-east Nigeria. Two hundred and thirty-six health workers were recruited from the various clinical departments via a systematic sampling technique. A questionnaire documenting relevant sociodemographic data and assessing the level of satisfaction with the financial remunerations, working conditions, infrastructure and equipment, learning and academic sponsorships, welfare packages, and performance appraisal systems was administered to them. The findings revealed a relatively low level of job satisfaction among the staff of NOHE especially with regards to financial remuneration, working conditions, tools and infrastructure, learning and training opportunities/sponsorship, leadership style, and welfare packages with increasing dissatisfaction in that order. However, the average staff is satisfied with the performance appraisal system as regards promotion. The majority of the clinical staff have a low level of job satisfaction. A review of the salary structure of health professionals as well as improving the working conditions, tools, and infrastructures in the hospital is needed.

Are Radiology Technologists Satisfied with Their Work? A Cross-Sectional Study from Taif Hospitals

Background: Job satisfaction can affect workers’ behaviour, thereby influencing organisational performance. Workers with low levels of job satisfaction have negative attitudes toward their jobs and may cause depression and anxiety. Purpose: The main aim of this study is to measure the overall job satisfaction among radiographers in Taif city. Methods: This study used the Minnesota Scoring Questionnaire to measure job satisfaction. The data collection was conducted between September 2018 and April 2019 in all major hospitals in Taif. Results: This study revealed that the overall job satisfaction of radiographers was moderate. It is, however, higher among radiographers in armed forces hospitals compared with their counterparts in the Ministry of Health hospitals. The job satisfaction of male radiographers was greater than their female peers. Finally, job satisfaction was high in those who work in advanced modality departments. Conclusion: Job satisfaction is critical for healthcare workers. This study indicated that job satisfaction is moderate for radiographers in Taif hospitals. Factors affecting their satisfaction include the feel of independence and recognition.

Self-Efficacy and Its Influence on Job Satisfaction Among Substance Abuse Prevention Program Teachers

Drug prevention and education program had been implemented in schools through special Substance Abuse Prevention Program (PPDa). The purpose of this study was to identify self-efficacy, job satisfaction and their relationships among PPDa teachers. This study also measured the differences in self-efficacy and job satisfaction based on gender and experiences in handling PPDa program. The researcher used snowball sampling technique to recruit 150 PPDa teachers in Malaysia. The translation version of 'General Self-efficacy Scale' and Job Descriptive Index (JDI) were used to achieve the research objectives. The findings showed that PPDa teachers are at the moderate level of self-efficacy and low level of job satisfaction. There was no significant difference in self-efficacy based on gender and experience in handling PPDa program. There was also no significant difference in job satisfaction based on experience in handling PPDa program. However, there was a significant difference in job satisfaction based on gender. The findings also revealed that there was a significant positive relationship between self-efficacy and the level of job satisfaction (rs=.277, p=0.01). The findings revealed that further enhancement could improve teachers’ self-efficacy and job satisfaction to combat substance abuse in school level.

Burnout and job satisfaction among Turkish oceangoing seafarers.

Seafaring includes a great variety of stressors that may let seafarers suffer from burnout syndrome. Job satisfaction is one of the most important factors affecting burnout. This study aims to determine the factors that affect job satisfaction and burnout levels of Turkish oceangoing seafarers who work actively on Turkish flagged ships. The questionnaire was applied to participants in a face-to-face mode or by e-mail. The first part of the questionnaire consisted of 12-item which included socio-demographic and health-related information. Thus, according to their health status and socio-demographics, seafarers were classified and their impact on job satisfaction and burnout were examined by nonparametric comparison of multivariate samples analysis. Maslach Burnout Inventory (MBI; 22 items) and Minnesota Satisfaction Questionnaire (MSQ; 20 items) were used. Spearman's rho correlation analysis was used to determine the relationship between the sub-factors of the scales. 203 seafarers, 133 of them deck/engine cadets and 186 of them working on deck, aged 18-60 years participated in the study. Negative correlation between job satisfaction and burnout was found by correlation analysis. Department and happiness while working on board were found as common important factors that vary according to both job satisfaction and burnout. According to these parameters, job satisfaction increased while burnout decreased or vice versa in both deck and engine and total. According to the results, it was determined that deck officers are more prone to high burnout levels and low job satisfaction levels than the engine department. In addition, the results show that as happiness increases, job satisfaction increases and burnout decreases.

Prevalence of burnout and associated factors among general practitioners in Hubei, China: a cross-sectional study

BackgroundHigh occupational burnout among general practitioners (GPs) is an important challenge to China’s efforts to strengthen its primary healthcare delivery; however, data to help understand this issue are unavailable. This study aimed to investigate the prevalence of burnout and associated factors among GPs.MethodsA cross-sectional design was used to collect data from December 12, 2014, to March 10, 2015, with a self-administered structured questionnaire from 1015 GPs (response rate, 85.6%) in Hubei Province, Central China. Burnout was measured using a 22-item Maslach Burnout Inventory-Human Services Survey (MBI-HSS). MBI-HSS scores and frequency were analyzed by the three dimensions of emotional exhaustion (EE), depersonalization (DP), and personal accomplishment (PA). Factors associated with burnout among GPs were estimated using a multiple linear regression model.ResultsOf the respondents, 2.46% had a high level of burnout in all three dimensions, 24.83% reported high levels of EE, 6.21% scored high on DP, and 33.99% were at high risk of PA. GPs who were unmarried, had lower levels of job satisfaction, and had been exposed to workplace violence experienced higher levels of burnout. Intriguingly, no statistically significant associations were found between burnout and the duration of GP practice, age, sex, income, practice setting, and professional level.ConclusionThis is the first study of occupational burnout in Chinese general practice. Burnout is prevalent among GPs in Hubei, China. Interventions aimed at increasing job satisfaction, improving doctor-patient relationships and providing safer workplace environments may be promising strategies to reduce burnout among GPs in Hubei, China.

The relationship between burnout and job satisfaction among psychiatric nurses

Objective: One of the core concerns in psychiatric nursing is job burnout among nurses, because burnout had harmful impacts on both nurses’ health and their ability to cope with job demands. Moreover, long term job stress can cause burn out and reduce their level of satisfaction. Aim: The aim of the study was to explore the relationship between burnout aand job satisfactions among psychiatric nurses.Methods: Descriptive correlation design was utilized. The study was conducted at Psychiatric Department in Tanta University Hospital and Tanta Mental Health Hospital. The study sample consisted of 50 staff nurses. Tools were utilized for collection of data: First, the Burnout Inventory by Maslach; Second, the Job Satisfaction scale. It measured the general job satisfaction of the nursing staff. This scale has five domains: Personal factors, Work organization, Content and amount of work, Working unit and Leadership.Results: It was found that the majority of nurses had job dissatisfaction. In relation to staff nurses’ burnout, staff nurses’ job burnout and its components were found. It was observed that the majority of nurses had high burnout. Regarding burnout components, specifically, in relation to emotional exhaustion, it was found that the majority of nurses experienced high emotional exhaustion and depersonalization compared low accomplishment. It was found that there was significant negative correlation between burnout and job satisfaction, the highest frequency of nurses had high burnout and had low level of job satisfaction.Conclusions: The highest frequency of nurses had high burnout and had low level of job satisfaction. It recommended newly developed interventions to alleviate nurses’ burnout and increase job satisfaction, thereby enhancing the quality of healthcare. So, further support of managers in the prevention of burnout is a necessity. Thus, it will enhance creativity, job satisfaction, self-worthiness, and service quality.

Mental well-being and job satisfaction in general practitioners in Denmark and their patients’ change of general practitioner: a cohort study combining survey data and register data

ObjectivesLow job satisfaction and poor well-being (eg, stress and burnout) among physicians may have negative consequences for patient experienced healthcare quality. In primary care, this could manifest in patients choosing...

Female employment in hotels in Saudi Arabia and UAE

Purpose This paper aims to explore barriers to employment, problems caused by working, motivation to work and job satisfaction of women employed in hotels in the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates (UAE). Design/methodology/approach The study surveyed 385 women working in 75 hotels in KSA and UAE. The sample included citizens of KSA and UAE (n = 177), Arab and non-Arab expatriates (n = 208) and women with and without caring responsibilities for children or adults. The survey responses were analysed by stratifying the sample, using mean-comparison tests to consider sub-sample differences and regression analysis to quantify associations with job satisfaction. Findings Women in the sample with childcare or other caring responsibilities were more likely to report work-family conflicts which were in turn linked negatively to job satisfaction. These women were also the most positive about flexible employment practices. Nationals and expatriate Arabs reported higher levels of satisfaction with managerial aspects of their work. However, nationals in KSA recorded lower levels of job satisfaction in relation to pay and conditions and also said that low salaries were a barrier to taking up employment in the first place. Negative social attitudes towards women working in hotels were a particular concern for nationals and expatriate Arab women. Research limitations/implications The sample is not representative of all females working in hotels in UAE and KSA, and the results cannot be generalised. However, implications include the need to examine the experiences of self-initiated expatriate women and consider women as part of a family system. Originality/value The analysis is based on original data collected through fieldwork. The findings generate new insights on the experiences of women working in hotels in KSA and UAE.

Social Support, Quality of Services, and Job Satisfaction: Empirical Evidence from Palestinian Social Workers.

This study examines the predictors of job satisfaction among public sector social workers in occupied Palestinian territories. Using a quantitative design, data were collected in summer of 2016 through a paper-based, self-administered questionnaire (N = 237). Using hierarchical multiple regression, the three models explained 15 percent to 32 percent of the variance in job satisfaction. In the final model, coefficient indicated that monthly income, contract work status, service orientation, and supervisory support are related to job satisfaction. Respondents with more children and lower salaries showed lower levels of job satisfaction. Respondents who are working as temporary contract workers, who have positive attitudes toward the social work profession, and who have positive attitudes toward supervisory support are more likely to be satisfied with their job. Implications for administrative practice and policy are presented.

Human resource management systems, employee well‐being, and firm performance from the mutual gains and critical perspectives: The well‐being paradox

AbstractIn this study, we explored the additive, interactive, and nonlinear relationships among human resource management (HRM) systems, employee well‐being, and firm performance. Based on a sample of 14,384 employees nested within 1,347 firms, we obtained three main findings. First, HRM systems yield a performance effect that exceeds the effect of single practice, suggesting positive synergies among HRM practices. Second, the opportunity bundle has a positive impact on firm performance, but when integrating it with skills and motivation bundles, the result becomes negative, indicating dis‐synergy of interactions among HRM bundles. Third, at moderate levels of adoption, HRM practices are positively correlated with employee well‐being and higher levels of commitment, job satisfaction, and management relations, as well as lower levels of anxiety. However, at high levels, the relationship is less positive and even turns negative with lower levels of job satisfaction and management relations. To close, we present research implications and future directions after discussing our results.

Microbusinesses and Occupational Stress: Emotional Demands, Job Resources, and Depression Among Korean Immigrant Microbusiness Owners in Toronto, Canada.

ObjectivesWhile occupational stress has long been a central focus of psychological research, few studies have investigated how immigrant microbusiness owners (MBOs) respond to their unusually demanding occupation, or how their unresolved occupational stress manifests in psychological distress. Based on the job demands-resources model, this study compared MBOs to employees with regard to the relationships among emotional demands, job resources, and depressive symptoms.MethodsData were derived from a cross-sectional survey of 1288 Korean immigrant workers (MBOs, professionals, office workers, and manual workers) aged 30 to 70, living in Toronto and surrounding areas. Face-to-face interviews were conducted between March 2013 and November 2013.ResultsAmong the four occupational groups, MBOs appeared to endure the greatest level of emotional demands, while reporting relatively lower levels of job satisfaction and job security; but MBOs reported the greatest job autonomy. The effect of emotional demands on depressive symptoms was greater for MBOs than for professionals. However, an inspection of stress-resource interactions indicated that though MBOs enjoyed the greatest autonomy, the protective effects of job satisfaction and security on the psychological risk of emotional demands appeared to be more pronounced for MBOs than for any of the employee groups.ConclusionsOne in two Korean immigrants choose self-employment, most typically in family-owned microbusinesses that involve emotionally taxing dealings with clients and suppliers. However, the benefits of job satisfaction and security may protect MBOs from the adverse mental health effects of job stress.

The curvilinear relationship between job satisfaction and employee voice: Speaking up for the organization and the self

Integrating the self-serving effect of voice with the literature that emphasizes the prosocial motive of voice behavior, this study investigates the possibility of a U-shaped curvilinear relationship between job satisfaction and voice behavior. The findings show that different voice beliefs (employees’ prosocial and self-protective voice beliefs) moderate the U-shaped curvilinear relationship with distinct patterns. Specifically, for employees with a stronger prosocial voice belief the relationship between job satisfaction and voice is more positive at high levels of job satisfaction and less negative at low levels of job satisfaction. Self-protective voice belief attenuates the relationship between job satisfaction and voice at both high and low levels of job satisfaction, resulting in a less U-shaped relationship for employees with a stronger self-protective voice belief. These findings support our arguments about the coexistence of multiple motives of voice and their relative strength across different levels of job satisfaction.

Leader–follower pessimism (in)congruence and job satisfaction

PurposeThe purpose of this paper is to examine the (in)congruence of leaders’ and followers’ cognitive characteristics (i.e. pessimism), followers’ identification with a leader and job satisfaction.Design/methodology/approachData from 291 working professionals are analyzed, following a series of hierarchical linear modeling and mediated polynomial regression analyses.FindingsPolynomial regression analysis results indicate that alignment (congruence) between leaders’ pessimism and followers’ pessimism, when both are at high levels, is related to low levels of job satisfaction. Further, leader–follower congruence at lower levels of pessimism leads to high levels of job satisfaction through the mediator of followers’ perceived identification with a leader.Originality/valueBy identifying (in)congruence of leader–follower pessimism as a key antecedent, and taking an explanatory mechanism of identification with a leader into account, the authors contribute to disentangling the conceptual paths that underlie the mode by which implicit leadership theory might explain instances of individual job satisfaction.